Senior HR Specialist - Talent Acquisition

Senior HR Specialist – Talent Acquisition

Job Posting Overview

About us. Epiroc is a global productivity partner for mining & construction customers and accelerates the transformation toward a sustainable society. With ground-breaking technology, we develop and provide innovative and safe equipment, such as drill rigs, rock excavation and construction equipment and tools for surface and underground applications. We also offer world-class service and other aftermarket support as well as solutions for automation, digitalization and electrification. Our global headquarters is based in Stockholm, Sweden and we have around 18,000 passionate employees supporting and collaborating with customers in over 150 countries around the world. Learn more at epirocgroup.com.

We succeed in our core business because we are passionate innovators with courage to change. With collaboration and mutual confidence, teams and individuals trust and support each other’s abilities to offer solutions. Together, we lead the way to make mining and construction more sustainable.

Epiroc offers rewarding experiences and professional growth opportunities. Recognition for your hard work includes:

• Competitive wages and annual employee bonus and incentives as applicable to certain positions.
• Family-friendly benefits package.

• Company matching group retirement savings plan.
• Paid vacation and sick time.
• Fleet vehicles and travel allowances (as applicable).
• Support for relocations.
• Employee perks and discounts.
• Trades apprenticeships.
• Support for growth, training and education.
• Progressive flexible work arrangements as applicable to certain positions.
• Employee social engagement activities and Company-sponsored events including fundraising, family, and community involvement.

Purpose of the Role

As a Senior HR Specialist – Talent Acquisition, you will serve as a strategic talent partner focused on Canada region, leading the end-to-end recruitment process for leadership, business-critical, and hard-to-fill roles across the organization. This role is primarily focused on hiring for mid-to-senior level positions including Directors, Business Line Managers, Operations Managers, and other key leadership roles that directly impact business performance.

You will partner closely with HR Managers, HR Business Partners, hiring managers, and Regional Center of Excellence teams to develop effective talent strategies, proactively identify top talent, and deliver high-quality hiring outcomes. This role requires a recruiter with a strong track record in leadership hiring, advanced sourcing and market-mapping capabilities, and the ability to build and maintain robust talent pipelines across the mining and industrial sectors in the CAN region.

The ideal candidate brings a consultative mindset, strong executive presence, and the ability to influence hiring decisions while navigating complex searches in a competitive talent market.

Key Responsibilities

1. Strategic Recruitment Delivery

• Lead full-cycle recruitment for leadership, business-critical, and specialized roles across the Canada, from requisition intake through offer acceptance.
• Manage complex searches for positions such as Directors, Business Line Managers, Operations Managers, and other senior-level roles across operations, commercial, and functional areas.
• Partner with business leaders to define search strategies, clarify role requirements, align on candidate profiles, and drive timely hiring decisions.
• Support requisition creation, approvals, and workflow management in SAP SuccessFactors.
• Ensure a high standard of recruitment execution, including candidate assessment, interview process design, offer development, and stakeholder communication.

2. Proactive Sourcing, Talent Mapping & Candidate Pipelining

• Develop and execute targeted sourcing strategies using direct search, LinkedIn Recruiter, industry networks, referrals, competitor mapping, and market intelligence.
• Build and maintain high-quality talent pipelines for leadership and niche positions across the mining, industrial, and operations sectors.
• Proactively identify and engage passive candidates for current and future hiring needs, with a focus on strengthening bench strength for critical roles.
• Conduct talent mapping and market landscaping to identify target companies, key talent pools, and external market trends.
• Create and sustain candidate communities and pipeline pools for recurring, hard-to-fill, and strategic roles across the US/CAN region.
• Leverage strong external networks within the mining industry to source and attract top-tier talent in a competitive market.

3. Stakeholder & Business Partnership

• Act as a trusted advisor to HRBPs, HR Managers, and hiring leaders on talent availability, market conditions, compensation insights, and effective recruitment strategies.
• Influence hiring leaders on best practices related to selection, interview calibration, candidate evaluation, and decision-making.
• Build strong partnerships with senior stakeholders and provide a high level of consultative support throughout the hiring lifecycle.
• Support workforce planning discussions by identifying talent risks, pipeline gaps, and external market opportunities.

4. Candidate Experience & Employer Branding

• Deliver a high-touch, professional, and engaging candidate experience, especially for leadership and business-critical talent.
• Represent the company’s employer brand effectively within the mining and industrial talent market.
• Promote the organization at relevant industry events, networking forums, talent communities, and recruitment campaigns as needed.
• Champion diversity, equity, and inclusion in all sourcing, assessment, and hiring practices.

5. Data, Insights & Continuous Improvement

• Maintain accurate and compliant recruitment data in SAP SuccessFactors and related systems.
• Track and analyze recruiting KPIs, including pipeline health, sourcing channel effectiveness, candidate conversion, time-to-fill, and quality of hire.
• Use data and market insights to refine sourcing strategies and improve hiring outcomes for complex searches.
• Contribute to regional and global talent acquisition initiatives focused on process optimization, digitalization, and continuous improvement.
• Identify opportunities to enhance recruiting efficiency, strengthen candidate pipelines, and elevate service delivery across the region.

What You Bring

• Must have a Bachelor’s degree in Human Resources, Psychology, Business, or a related field.
• 7+ years of progressive full-cycle recruitment experience, including significant experience hiring for leadership, specialized, and business-critical roles.
• Proven success recruiting for positions such as Directors, Business Line Managers, Operations Managers, and other strategic roles across industrial or operational environments.
• Strong network and market knowledge within the mining, heavy industrial, manufacturing, or related sectors across the Canada.
• Demonstrated expertise in direct sourcing, headhunting, passive candidate engagement, talent mapping, and long-term pipeline development.
• Proven ability to build and maintain strong candidate pipelines and convert passive talent into successful hires.
• Strong business acumen and the ability to influence senior stakeholders in a consultative, solutions-oriented manner.
• Demonstrated ability to manage complex, high-impact requisitions with urgency, quality, and professionalism.
• Experience using SAP SuccessFactors, HireRight, MS Office 365, and MS Teams.
• Experience with sourcing platforms such as LinkedIn Recruiter, Indeed, and other direct search tools.
• Experience with assessment tools (e.g., PI) is a plus.
• Fluency in French is a plus.

What Will Make You Successful

• Strong executive presence and ability to build credibility with senior leaders.
• Strategic, proactive, and highly resourceful approach to talent acquisition.
• Strong headhunting mindset with the ability to identify and attract hard-to-find talent.
• Excellent sourcing, market mapping, and candidate pipelining capabilities.
• Strong communication, stakeholder management, and influencing skills.
• Ability to operate independently while collaborating effectively across cross-functional teams.
• Deep understanding of talent market dynamics within the mining , heavy machinery, industrial sectors.
• Passion for continuous improvement, innovation, and delivering exceptional service.
• High integrity, professionalism, and discretion in handling confidential and sensitive matters.