Talent Business Partner

 Level: P2 | Proficient

Location: Remote | Canada

Reports To: Grace Barbosa-Chin, Senior Director, People & Culture

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.

• Promote fair and consistent hiring practices that support diversity, equity, and inclusion.

Recruitment Operations & Continuous Improvement

• Maintain accurate and up-to-date recruitment data within the Applicant Tracking System (ATS).

• Monitor recruitment metrics such as time-to-fill, pipeline health, interview conversion, and offer acceptance rates.

• Identify opportunities to improve recruitment processes, candidate experience, and operational efficiency.

• Ensure compliance with employment legislation, company policies, and recruitment best practices.

• Participate in Talent Acquisition projects and initiatives that enhance hiring effectiveness, employer branding, and recruiter capability.

Role Expectations

This is a P2 level role. At Solink, individuals at this level are established contributors who work independently within their area of expertise while receiving general direction from their manager. They take ownership of their work, build strong partnerships, and consistently deliver high-quality outcomes.

In this role, you’ll be expected to:

• Execute initiatives and deliver results with general guidance and direction.

• Identify opportunities to improve team effectiveness and contribute to continuous improvement.

• Recognize challenges, articulate problems clearly, and propose thoughtful, practical solutions.

• Apply feedback to continuously improve performance, anticipate potential issues, and deliver consistent, reliable outcomes.

• Build strong working relationships within your team while developing effective cross-functional partnerships.

• Share knowledge, best practices, and learnings with peers to strengthen the team.

• Seek input from the right stakeholders to ensure high-quality, well-informed work.

• Manage priorities and deadlines independently, proactively communicating risks and dependencies.

• Balance personal responsibilities with team priorities, understanding how your work contributes to broader business goals.

What Success Looks Like:

• Hiring managers view you as their first call for talent decisions, not just recruiting support.

• Leaders proactively involve you in workforce planning discussions.

• Hiring quality improves through stronger calibration and structured assessment.

• Hiring teams make faster, better-informed decisions because of your coaching and market insight.

• Talent pipelines exist before critical hiring needs emerge.

• Recruiting metrics drive strategic decisions rather than simply reporting activity.

What You Bring

Must-Have:

• You're a collaborative recruiter who enjoys building relationships, solving hiring challenges, and delivering an exceptional candidate experience. You're curious, adaptable, and excited to grow your expertise, particularly in technical recruiting.

• 2+ years of full-cycle recruitment experience OR HR experience with talent acquisition responsibilities.

• Strong relationship-building and stakeholder management skills.

• Excellent sourcing, interviewing, and candidate assessment capabilities.

• The ability to manage multiple priorities in a fast-paced environment.

• A proactive, data-informed, and solutions-oriented approach to recruiting.

• Strong communication and organizational skills.

• Curiosity and a genuine interest in learning technical roles, talent markets, and recruiting best practices.

• A commitment to creating an inclusive, positive candidate and hiring manager experience.

• A collaborative mindset and a passion for continuous learning and improvement.

• Proven ability to influence senior stakeholders without direct authority.

• Comfortable challenging hiring decisions constructively using data and market insight.

• Strong business acumen with the ability to connect hiring decisions to organizational outcomes.

• Able to balance speed with quality and long-term talent strategy.

• Naturally consultative - you ask "why" before deciding "how."

Nice-to-Have:

• Experience using Ashby as an Applicant Tracking System (ATS).

• Proficiency with LinkedIn Recruiter for sourcing and talent pipeline development.

• Experience using TeamOhana or other headcount planning and workforce management tools.

• Experience working in a high-growth, technology, or SaaS environment.

• Knowledge of recruitment metrics and using data to inform hiring decisions.

• Exposure to employer branding, talent pipeline development, or recruitment marketing initiatives.

Security Requirements

• Candidates must undergo a criminal records check upon hire;

• Be a Canadian Citizen (dual citizens included), or eligible to work in Canada;

• Be willing to comply with Solink’s own security policies and standards.

Compensation

The salary range for this role is $68,894 - $90,000 CAD.

We determine compensation based on the experience, skills, and impact you bring to the role.

Candidates hired closer to the top of the range will typically demonstrate proficient capability throughout the interview process. This means they already have the knowledge, skills, and competencies needed to perform successfully in the role, can ramp up quickly, and are expected to become fully proficient in the position within a short period of time.

Our Values

We do things the Solink way:

• Act with URGENCY – Focus on what matters most and move decisively.

• Deliver with QUALITY – Own outcomes end-to-end and sweat the details.

• Win with TEAM – Collaborate openly and share the win.

• Lead with TRUST – Be accountable, honest, and transparent.

These values guide how we hire, build, and grow.

Our Company Competencies

• Customer Focus - We are putting customer impact at the centre of our decisions, using insights, data, and feedback to deliver consistent value today while shaping long-term trust, loyalty, and sustainable growth.

• Systems Thinking - We are designing and evolving processes, tools, and operating models so reliable outcomes can occur without individual intervention.

• AI Amplified Execution - We are thoughtfully integrating AI into how work gets done, not just to move faster, but to solve better problems, redesign workflows, and create scalable advantage.

• Outcome Ownership - We take full accountability for the results we create, including the decisions, compromises, successes, and failures, and using those outcomes to improve future performance.

Why Solink?

We’re not just building tech - we’re building a place where great people do great work.

• Clarity and trust: Where the role allows, we support flexibility in how and where work gets done - and we’re upfront about what’s required.

• Comprehensive benefits: Fully paid health & dental (no waiting period) + $500 health spending account.

• Wellness support: Monthly reimbursement for fitness, wellness, or mental health programs.

• Growth through merit: Advancement is based on contribution, initiative, and the ability to raise the bar - together.

• Candid culture: Clear expectations, honest feedback, and no politics.

• Social connection: From So-learns to Solink-o and So-lunches, we stay connected in ways that actually feel fun.

What to Expect from the Hiring Process

We respect your time and value transparency. Here’s a general idea of what to expect:

1. Intro call with our Talent Team

2. Interview with the Hiring Manager

3. Final interviews with cross-functional team members

4. Reference Checks

5. Offer & onboarding 🎉

Please note: this is subject to change at any point in the recruitment process based on the needs of the business.

How to Apply

Submit your resume and a short cover letter via our [Careers Page]. Let us know what excites you about this role, and how you’d help move Solink forward.

NOTICE: Solink uses artificial intelligence (AI) to screen, assess, and/or select candidates for this position.

Solink is an Equal Opportunity Employer. We’re committed to building a diverse and inclusive workplace. If you require accommodation during the selection process, please let us know.