Manager, Talent Acquisition

Trans Mountain Corporation operates Canada’s only pipeline system transporting oil products to the West Coast. We deliver approximately 890,000 barrels of petroleum products each day through a dual pipeline system of more than 1,150 kilometres of pipeline in Alberta, British Columbia and Washington state.
Trans Mountain also operates a state‑of‑the‑art loading facility, Westridge Marine Terminal, with three berths providing tidewater access to global markets.As a federal Crown corporation, Trans Mountain continues to build on more than 70 years of experience delivering operational and safety excellence through our crude oil pipeline system.With our expanded pipeline system now in place, Trans Mountain provides enhanced direct access for Canadian crude oil to world markets. The expansion realizes a world‑class system for oil transport, developed to Canada’s high standards within one of the most stringent regulatory regimes in the world, creating long‑term economic benefits, enhanced marine protection, enhanced safety and emergency management capabilities, and enhanced skilled‑worker capacity building in communities and Indigenous groups.
Our Core ValuesTrans Mountain’s core values – Safety, Integrity, Respect and Excellence – guide our every step. Each obstacle we’ve overcome or success we’ve experienced has been the result of a shared commitment to living these values every day. Together, we’re focused on doing the right thing for each other and our communities. If you are looking for an opportunity to apply your strengths in an environment that encourages Safety, Integrity, Respect, and Excellence, we invite you to explore this opportunity with us!
Location:
Calgary Head OfficeDepartment:
Human ResourcesReports To:
Director, Talent Acquisition & ProgramsWorker Type:
Employee
Schedule Type:
Full‑time
Work Setting:
In‑office
Trans Mountain is seeking a collaborative, motivated, and values‑driven leader to join our team as Manager, Talent Acquisition for the Pacific Link. Reporting to the Director, Talent Acquisition & Programs, this role is responsible for leading the Pacific Link recruitment team and delivering the talent acquisition strategies, hiring plans, sourcing programs, and recruitment execution required to support workforce ramp‑up, project delivery, and business objectives. The Manager will oversee high‑volume, specialized, time‑sensitive, Indigenous, and contingent workforce recruitment, ensuring hiring activity is aligned with workforce plans, project schedules, readiness requirements, and Trans Mountain’s recruitment standards.
The Manager partners with HR Business Partners, business leaders, project teams, Indigenous Relations, Compensation, Legal, the Manager, Talent Acquisition for Corporate and Operations, and other stakeholders to anticipate workforce needs, mitigate hiring risks, align recruitment priorities, and deliver consistent, inclusive, data‑informed recruitment solutions. This role also support the coordination and delivery of onboarding and training requirements for Pacific Link resources.
Key ResponsibilitiesStrategic Workforce Planning and Business Partnership
Partner with business leaders, HR Business Partners, and project stakeholders to understand workforce requirements and translate business priorities into effective recruitment strategies and hiring plans.
Use workforce plans, recruitment data, labour market trends, and business intelligence to anticipate staffing needs, assess talent risks, and support proactive hiring decisions.
Coordinate with the Manager, Talent Acquisition for Corporate and Operations to align recruitment practices, resource planning, reporting, candidate experience, and shared Talent Acquisition priorities.
Recruitment Delivery and Candidate Experience
Lead full‑cycle recruitment delivery and related onboarding coordination for Pacific Link, ensuring consistent, efficient, and high‑quality execution for candidates, contingent workers, hiring leaders, and project stakeholders.
Oversee recruitment strategies that support high‑volume, specialized, time‑sensitive, and contingent workforce hiring requirements.
Build talent pipelines through direct sourcing, employee referrals, Indigenous talent networks, contingent workforce partners, community and educational partnerships, industry associations, past applicants, job boards, LinkedIn, and targeted digital platforms.
Identify opportunities to improve recruitment processes, resolve process gaps, and create scalable, efficient, and consistent Talent Acquisition practices that align with enterprise standards and Pacific Link project requirements.
Develop, monitor, and report recruitment metrics to provide visibility into hiring progress, strength and depth of the talent pipeline, time‑to‑fill, sourcing effectiveness, workload, recruitment risks, outcomes, and continuous improvement opportunities.
Manage recruitment agency relationships and vendor performance to ensure partners deliver quality candidates, timely service, and value aligned with Pacific Link hiring needs.
Inclusion and Accessibility
Champion inclusive and accessible recruitment practices that support a positive candidate, worker, and hiring leader experience.
Lead inclusive sourcing and selection strategies, including Indigenous sourcing approaches and partnerships that broaden access to Pacific Link employment opportunities.
Strengthen Trans Mountain’s employer brand and market presence through targeted outreach campaigns, community partnerships, professional associations, recruitment vendors, and digital platforms.
Team Leadership and Resource Management
Build/hire, lead, coach, and develop a Pacific Link Talent Acquisition team consisting of Senior Talent Acquisition Advisors and Talent Acquisition Coordinators, ensuring the team is focused, engaged, accountable, and aligned to business needs and project timelines.
Assign Talent Acquisition resources based on hiring priorities, workload, business requirements, project timelines, recruiter capacity, and coordinator support needs.
Establish clear team routines, service expectations, escalation practices, and workload management processes to support timely recruitment delivery and a consistent hiring leader and candidate experience.
Provide day‑to‑day guidance on complex recruitment matters, including hard‑to‑fill roles, priority searches, market constraints, candidate issues, vendor performance, and hiring risk mitigation.
Qualifications and Experience
Bachelor’s degree in Human Resources, Business, or related field;
CPHR and/or RPR designation is an asset.
10+ years of progressive Talent Acquisition, recruitment, workforce planning, or related HR experience, including large‑scale projects, high‑volume recruitment, specialized technical hiring, Indigenous sourcing, or contingent workforce recruitment;
minimum 5+ years in a leadership capacity, preferably leading recruitment teams in complex operational, project, industrial, infrastructure, or energy environments.
Experience developing recruitment strategies, hiring plans, candidate attraction approaches, and multi‑channel sourcing strategies that support hard‑to‑fill, high‑volume, specialized, Indigenous, and contingent workforce hiring needs.
Experience managing recruitment agencies or external search partners, including setting expectations, monitoring performance, and ensuring delivery against hiring commitments.
Strong stakeholder consultation, program management, and project management skills, with the ability to manage competing priorities, influence hiring decisions, and deliver practical Talent Acquisition solutions.
Proficiency with applicant tracking systems, LinkedIn Recruiter, sourcing platforms, resume databases, talent analytics, and recruitment technologies.
Strong data literacy with the ability to analyze recruitment metrics, pipeline health, labour market trends, time‑to‑fill, quality of hire, sourcing channel effectiveness, and other indicators to inform decisions and continuous improvement.
Collaborative and supportive leader with demonstrated ability to coach, develop, and engage team members while fostering accountability, teamwork, inclusion, integrity, and professionalism.
Excellent communication, judgment, discretion, and relationship‑building skills, with the ability to work effectively with leaders, colleagues, candidates, workers, vendors, and stakeholders at all levels.
Maintains confidentiality, calm under pressure and demonstrates a high level of professionalism.
ApplicationCandidates may submit their application in English or French. To apply in French, please use our French careers site: Careers (French)
At Trans Mountain, we believe in an inclusive, accessible, and barrier free recruitment and selection process for all applicants. If you require an accommodation at any point in the process, please contact us at:
View email address on ca.hrm.tc
or the designated Talent Acquisition Advisor. Accommodation requests will not affect the assessment of your application or candidacy or the designated Talent Acquisition Advisor. Accommodation requests will not affect the assessment of your application or candidity.
We Build Careers and Pipelines That LastOur story is about determination, resourcefulness and resilience. It’s about charting our own course, finding innovative solutions to challenging problems and doing the right thing. It was true when Trans Mountain became a company in 1951 and it’s just as true today. We welcome new members to our team that embrace the qualities in our story, that thrive on the new path and directions we take. Our culture is one of care and taking our responsibilities seriously. If you would like to contribute to our culture, then join our journey.
A Rewarding OpportunityWe offer
Valuable experience providing opportunity for professional development and career advancement;
An opportunityto engage with and learn from some of the most talented and experienced people in the business;
Competitive compensation;
Comprehensive benefits programs including flexible benefits, pension and savings plans;
A place to share a sense of purpose and build relationships;
Meaningful work that makes a difference;
An opportunitywithin the Canadian energy industry.
We value
The health, safety and wellness of everyone working in our company;
Meaningful participation from Indigenous and local communities;
The commitmentand resilience of our people;
Collaboration and achieving success together.
In keeping with Trans Mountain’s commitment to maximize benefits for communities, priority will be given to qualified candidates from Indigenous, local and regional communities along the Trans Mountain pipeline corridor.
In Alberta, the pipeline system spans the traditional territories of Treaty 6, 7 and 8, and the Métis Nation of Alberta (Zone 4).
In British Columbia, the system crosses the traditional territories of numerous First Nations that are affiliated with the Secwepemc, Dakelh (Carrier), Nlaka'pamux, Syilx/Okanagan, Interior and Coast Salish, Stó:lo, as well as the Métis.
Trans Mountain also operates through 15 First Nation Reserves located within the region spanning the BC interior through Fraser Valley.
Our Commitment to Inclusion, Diversity, Equity and Accessibility (IDEA)Trans Mountain is committed to fostering inclusion, diversity, equity and accessibility. The diverse viewpoints and cultural knowledge that our employees bring to work enrich our organization’s collective cultural understanding, which is reflected in the work we do every day. We strive to create an environment that is free of barriers to promote full participation in the workplace. Trans Mountain welcomes new team members from traditionally underrepresented groups, including but not limited to women, Indigenous Peoples, members of racialized groups, persons with disabilities and members of the 2SLGBTQI+ community.
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