Talent Business Partner

TALENT BUSINESS PARTNER Level: P2 | Proficient Location: Remote | Canada Reports To: Grace Barbosa-Chin, Senior Director, People & Culture https://www.linkedin.com/in/grace-barbosa-chin-2212551b4/ Type: Permanent | Full-Time | Existing Vacancy ABOUT SOLINK Solink turns video security into real-time operational insight for over 35,000 locations across 60 countries, including brands like McDonald's and JYSK. We’ve grown over 95% since 2023, backed by a US$60M Series C led by Goldman Sachs, and we're building toward becoming an AI-first generational Canadian tech company. Our platform makes existing cameras intelligent so businesses know sooner and act faster. THE ROLE We're looking for a Talent Business Partner who sees recruiting as a business function, not just a hiring process. You'll partner directly with leaders to understand their business goals, workforce plans, and organizational challenges, then build and execute hiring strategies that help them achieve those outcomes. You'll challenge assumptions, bring market intelligence to the table, influence hiring decisions with data, and ensure the business is making thoughtful, long-term talent investments. While you'll own full-cycle recruitment, your success will be measured by more than filling roles. You'll be expected to improve hiring quality, raise the talent bar, build proactive talent pipelines, and help leaders make better people decisions. You'll be accountable for the quality of every hire, not just filling open roles. By partnering closely with leaders, you'll ensure hiring decisions strengthen teams, raise the talent bar, and support long-term business success. WHAT YOU’LL DO TALENT STRATEGY & BUSINESS PARTNERSHIP - Build trusted relationships with hiring managers, providing consultative guidance and constructively challenging assumptions to support effective hiring decisions. - Lead strategic hiring kickoff sessions to align business needs , success profiles, interview strategy, assessment criteria, and talent market realities before recruiting begins. - Communicate proactively with stakeholders to ensure alignment on priorities, progress, and candidate feedback. - Partner with business leaders to understand organizational goals, team design, and future talent needs. - Coach and influence leaders toward improved hiring outcomes, using marketing intelligence, talent availability insights, and strategy-based recommendations, rather than simply executing requests. - Advise on role design, level, compensation, interview strategy, and hiring trade-offs. - Partner with People Business Partners on workforce planning, succession considerations, and organizational growth. FULL-CYCLE RECRUITMENT - Manage a diverse portfolio of roles, including corporate, commercial, operational, and technical positions. - Lead recruitment activities from intake through offer negotiation and onboarding, ensuring an efficient and high-quality hiring process. - Develop and maintain strong candidate pipelines to meet current and future hiring needs. - Develop standardized screening criteria to ensure all candidates are held to the same Solink-standards for culture and behavioural fit. SOURCING & TALENT ATTRACTION - Develop proactive sourcing strategies using LinkedIn Recruiter, referrals, professional networks, job boards, and other sourcing channels. - Identify and engage passive candidates through targeted outreach and relationship building. - Continuously build and nurture talent communities to support future hiring. - Represent the organization and promote its employer brand through networking, recruitment events, and social media where appropriate. CANDIDATE EXPERIENCE - Deliver a positive, inclusive, and engaging experience for all candidates throughout the recruitment lifecycle. - Ensure timely communication with candidates and hiring teams at every stage of the process. - Coordinate interviews, gather structured feedback, and maintain momentum to provide an efficient hiring experience…