At SaskTel, we don't just think big – we innovate and lead the way! We enrich everyday life. We empower people, organizations and communities to reach their full potential. If you're passionate, driven, and ready to make a difference, join our dynamic team and be part of something truly transformative!

HR Manager-Talent Acquisition & Strategy Location: Regina or Saskatoon, SK Number of Positions: 1 Salary: $86,109 - $114,811 (Based on education and experience) Type of Position: Permanent Full Time Closing Date: 04/15/2026 In this role you will provide corporate level leadership in the design, strategy, optimization, and enablement of internal talent acquisition systems, onboarding programs, and workforce insights at SaskTel, ensuring alignment with the corporate Strategic Plan. You will drive the effective use of talent acquisition technologies, applicant tracking systems, data analytics, metrics and automation to support consistent, efficient, and insight driven recruitment and onboarding outcomes across the organization.

Specific Accountabilities

Accountable for the development and corporate implementation of SaskTel’s short-term and long-term recruitment initiatives, including activities that impact SaskTel’s employment branding (positioning SaskTel as an "employer of choice"), the recruitment of the next generation of employees, and advancing representative workforce strategies. Requires partnerships with businesses/community organizations, educational, diversity institutions and internal business units to enhance SaskTel’s ability to effectively recruit and hire high quality employees.

Proactively consults with Vice-Presidents, Directors, and Managers to understand and identify staffing issues, as well as propose hiring opportunities as required.

Provides leadership and direction in implementation of SaskTel’s diversity hiring strategies ensuring that policies and programs and community involvement are effective in promoting diversity as a corporate initiative.

Evaluates the efficiency and effectiveness of processes and services on an ongoing basis, implementing enhancements (i.e. development and utilization of new technologies, applicant tracking systems, dashboards, artificial intelligence, and automation) with the goal of continuously improving service delivery.

Responsible for compiling and evaluating recruitment statistics metrics for input into strategic Human Resource plans.

Provides proactive, consultative, and interpretative advice to employees, potential employees, and managers on HR-related issues, such as recruitment procedures and understanding the Collective Agreement.

Accountable for strictly complying with all corporate policies and provincial regulations. This includes educating and consulting with hiring managers as needed during the hiring process.

Accountable for developing, implementing, and maintaining best practice recruitment strategies that will significantly aid in the success of the short term and long-term hiring goals to meet the business goals of SaskTel, including proactively sourcing qualified candidates for employment opportunities.

Responsible for researching, evaluating, and implementing highly effective recruitment tools and solutions to meet departmental hiring needs.

Responsible for consulting and acting as a liaison between departments, external agencies, and employees on workplace accommodations to ensure inclusive work environments.

Qualifications Post-secondary education in Business Administration (majoring in HR Management or Marketing) or Computer Science and/or a combination of 2 years of related training and experience. CHRP designation is an asset.

Demonstrated ability to develop and maintain Talent Acquisition applicant tracking systems (ATS), artificial intelligence (AI), automation, reporting, dashboards, and analytics using tools such as Power BI (or similar platforms), and recruitment data into actionable operational improvements and strategic insights.

Strong strategic thinking, analytical and problem-solving skills.

Strong experience driving talent sourcing initiatives using a variety of tools such as social media, professional networks, and relationship management techniques.

Knowledge of human resources best practices, employment laws and policies.

Thorough knowledge of and experience in diversity, employment equity and inclusion.

Excellent interpersonal skills with the ability to establish and maintain open and honest relationships with a diverse group of individuals.

Strong leadership skills with proven ability in being innovative and flexible in a volatile and changing work environment.

Ability to motivate, coach and advise staff and other employees to maintain a harmonious and cooperative work environment.

Strong organizational skills with demonstrated ability to effectively prioriti