• Support individuals participating in structured personal development programs • Facilitate goal-focused conversations centred on growth and direction • Engage with prospective clients using provided tools and templates • Develop leadership, communication and digital engagement skills • Participate in ongoing learning and professional development

• Full-Cycle Recruitment & Sourcing Strategy • Conduct deep-dive sessions with customers to clarify requirements • Track response rates and adapt outreach messages • Research and identify talent pools for specific tech stacks • Actively headhunt and source passive talent • Conduct initial HR screens focused on soft skills • Serve as the primary point of contact for candidates • Manage scheduling and logistics of technical interviews • Confirm offer details with direct managers and oversee delivery of offer letters • Guide new hires through system logins and establish communication rules • Perform periodic check-ins with staffed candidates • Maintain a clean and updated ATS/database/CRM

• Manage full-cycle recruiting for Sales Development roles • Source and attract candidates via various channels • Collaborate with hiring managers throughout the recruiting process • Ensure diversity and inclusion strategies in hiring process • Track candidate data and requisition status in ATS

• Serve as the primary TA leader for assigned business unit, aligning hiring strategy to business priorities, workforce plans, and financial targets • Lead workforce planning, hiring prioritization, and capacity discussions to ensure focus on the roles that matter most • Act as a trusted advisor to leaders, providing insight into labor market dynamics, hiring risk, and tradeoffs • Own end-to-end hiring outcomes for assigned business unit, including volume, time-to-fill, quality of hire, cost, and candidate experience • Drive accountability for results across recruiters, sourcers, HR, and RPO partners • Identify and address risks proactively (aging vacancies, critical roles, pipeline gaps, capacity constraints) • Ensure consistent execution of the TA operating model across all sites and functions • Set hiring priorities for assigned business unit and ensure alignment across TA and HR partners • Provide escalation support and hands-on leadership for critical roles, sites, and high-risk hiring situations • Partner with recruiters and sourcers to build targeted pipelines for key roles and future needs • Ensure a balanced approach to speed, quality, and candidate experience • Provide oversight of RPO and external partners, ensuring alignment to business needs and performance expectations • Drive consistency in how RPO is deployed across sites to improve efficiency and outcomes • Evaluate and optimize insource vs. outsource decisions, balancing cost, speed, quality, and risk • Reinforce discipline in hiring practices, including approvals, prioritization, and adherence to enterprise processes • Act as a change leader, driving adoption of standardized tools, workflows, and operating models • Monitor key performance indicators (volume, cycle time, aging vacancies, risk indicators) and translate into actionable insights • Provide clear updates to business and HR leadership on progress, risks, and tradeoffs • Identify and escalate talent risks early to protect business outcomes • Ensure compliance with employment laws, policies, and audit requirements