All jobs within 500 km around Castlegar in Management

This job posting includes screening questions. Please answer the following questions when applying:

• Are you available for shift or on-call work?
• Are you available for the advertised start date?
• Are you currently a student?
• Are you currently legally able to work in Canada?
• Are you willing to relocate for this position?
• Do you currently reside in proximity to the advertised location?
• Do you have previous experience in this field of employment?
• What is the highest level of study you have completed?

• The stability of a 100+ year old company and the spirit of an innovative and entrepreneurial organization
• Competitive Compensation: $70,000-$80,000 annually
• Shift: Monday-Friday; 40hrs/week
• Term: 18 months
• Free Parking

The Talent Acquisition Specialist (TAS) is responsible for managing all aspects of labor recruitment across the organization. This includes developing recruitment strategies, identifying effective sourcing methods and resources, and implementing innovative, creative approaches to attract top talent. The TAS ensures that hiring practices align with the organization’s needs and goals while promoting a positive candidate experience. 

The Talent Acquisition Specialist (TAS) plays a vital role in ensuring the organization hires top talent by developing and executing recruitment strategies, networking with industry professionals, and coordinating university/college recruitment initiatives. Key responsibilities include managing administrative tasks, maintaining accurate records within the applicant tracking system, and staying proactive about business needs. The TAS monitors industry trends to source, pre-screen, interview, and assess candidates for current and future job openings, maintaining a robust, up-to-date pool of qualified candidates. A core function of this role is conducting effective competency-based interviews to identify the best fit for each position. 

Major Responsibilities 

• Responsible for recruiting hourly and salary staff across all divisions in Canada and the U.S. 

• Work with all hiring Managers/Supervisors to identify their personnel needs, job specifications and duties, qualification and skill requirements. 

• Understand key features of each Division including current pay rates, pension rates, benefits package and unique aspects of the haul.  

• Ensure all open positions have associated recruitment plans and relevant advertisements in place.  

• Advise and guide management on organizing, preparing, and implementing recruiting and retention programs.  

• Provide guidance to hiring Managers/Supervisors regarding all possible recruiting resources such as job boards, trailer decals, employee referral programs, signage, recruitment events, newspaper or other paper ads, radio, social media etc... 

• Collaborate with the marketing team on advertising requirements and analyze marketing analytics to optimize recruitment efforts and employer branding. 

• Maintain current knowledge of pay equity, human rights and employment standards guidelines and laws. 

• Review and evaluate applicant qualifications and eligibility. Contact successful applicants for telephone interview subject to the Job Description and minimum hiring criteria, inform them about the role, the operation, and compensation details such as pay, pension and benefits and follow up with them regarding the status of their employment and next steps.  

• Evaluate recruitment and selection criteria to ensure conformance to professional, statistical, and testing standards, recommending revision as needed.  

• Take the lead on attending (or delegating Arrow personnel) Job/Employment fairs to recruit for open positions and for community presence and relevant College open houses (i.e. mechanic apprentice) and Network through industry contacts, association memberships, trade groups and employees.  

• Maintain job templates in the applicant tracking system to ensure all data is current and accurate.  

• Efficiently fill open positions while collaborating with managers and supervisors to plan for future vacancies driven by growth and other factors. 

• Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.  

• Develop a pool of qualified candidates in advance of need.  

• Research and recommend new sources for active and passive candidate recruiting.  

• Identify best practices in recruitment and implement strategies to optimize the hiring process, enhance candidate experience, and improve overall talent acquisition outcomes. 

• Ensure postings are on relevant job boards, social media platforms, professional organizations, etc.  

• Identify most successful posting locations for each role/geography.  

• Regularly review the company website, career page, employer page on Indeed and make changes and recommendations to enhance recruiting efforts and improve the company’s image and branding.  

• Advise managers and employees on staffing policies and procedures.  

• Coordinate all internal recruitment processes including job posting, transfers or promotion of selected employees ensuring all applicable standards in hiring are met.  

• Provide training to new hiring managers on utilizing the Applicant Tracking System including Offer management/Onboarding. 

• Track the progress of offers in the Applicant Tracking System. 

• Aid public relations in establishing a recognizable "employer of choice" reputation for the company, both internally and externally.  

• Maintain regular communication with managers and employees to build rapport, assess morale, and identify new candidate leads. 

• Manage the use of recruiters and headhunters as required.  

• Perform other special projects as assigned.  

• 2-5 years of recruitment experience in a related field.
• Previous experience with an applicant tracking system.  
• Proficient in Microsoft Excel and ability to quickly learn new computer applications i.e. Arrow custom applications, O365, etc. 
• Strong understanding of recruitment processes, sourcing strategies, and interviewing techniques. 
• Innovative thinker, able to use and develop new sources for recruitment.  
• Ability to analyze and interpret the needs of clients and offer the appropriate options, solutions, and resolutions required.
• Exceptional conflict resolution, negotiation, and objection handling skills.  
• Knowledge of cost analysis, fiscal management, and budgeting techniques. 
• Ability to work under pressure and respond quickly in a dynamic and changing environment.  
• Highly flexible, with solid interpersonal skills that allow one to work effectively with different managers, candidate personalities, etc.  
• Good training, coaching, and active listening skills are essential 
• Able to build and maintain lasting relationships with corporate departments, key business partners, and employees.  
• Strong safety mindset, and demonstrates a sense of responsibility, accountability, and commitment to the organization. 

• Highly flexible, with solid interpersonal skills that allow one to work effectively in a diverse working environment. 
• Embody Arrow's core values:  Safety, Quality, Integrity, Responsibility, Teamwork and Fun!

The Manager, Reliability and Asset Performance provides leadership, professional and technical expertise, and oversight for reliability engineering and asset performance with an initial focus on the Regional Water Supply Service. As the lead for the Reliability Program, the role will develop, implement, and continuously improve reliability and performance standards, processes, and practices to enhance asset health, operational effectiveness, and maintenance outcomes.

The position collaborates across Infrastructure and Water Services with a focus on: 
-    Reliability Program
-    Operational Interface
-    Asset Performance Reporting
-    Root Cause Analysis
-    Capital Project Assurance
-    Standards, Processes, and Procedures
-    Continuous Improvement & Optimization

Key Accountabilities/Position Outcomes

• Lead the development, implementation, and continuous improvement of the Reliability Program, establishing foundational methodologies, standards, processes, and governance.
• Define and steward frameworks for asset criticality, condition monitoring, and critical spares to support risk-based decision making.
• Provide expertise to ensure reliability strategies and maintenance approaches comply with safety, environmental, and regulatory requirements.
• Lead, review and approve maintenance strategies aligned with reliability-centered maintenance (RCM) methodologies.
• Lead and provide expertise in Root Cause Failure Analysis (RCFA) and asset performance evaluations to identify reliability risks, emerging trends, systemic issues, and develop evidence-based corrective actions.
• Lead, in partnership with operations and leadership, the definition and use of asset performance indicators, dashboards, and reporting to support operational and long-term planning.
• Serve as the senior reliability interface to operations, providing leadership and professional expertise during emergent events, failures, shutdowns, and commissioning activities.
• Facilitate effective communication between operations, trades, engineering, maintenance planning, and asset management to ensure alignment on risks, priorities, and constraints.
• Provide reliability and maintainability assurance across capital, operations, and maintenance projects by reviewing designs, scope of work, commissioning plans, and asset data deliverables.
• Liaise with the Enterprise Asset Management (EAM) function to ensure digital data structures, workflows, and codes support effective reliability analysis and reporting.
• Identify data quality gaps and initiate improvement actions to enable continuous reliability and performance improvements; promote the consistent application of reliability standards and best practices.
• Lead, direct and oversee the work of staff and consultants within areas of responsibility.
• Responsible for the leadership and management of employees and contractors within areas of responsibility, including employment and labour relations matters involving: employee hiring, promotion, demotion and other personnel matters; discipline and discharge; representing management in the grievance procedure; input on behalf of management into labour relations matters, and representing management on committees; maintaining employer confidentiality; and developing, supporting and implementing various corporate and legislated policies, procedures, and practices.

Additional Information

• Minimum 10 years of engineering experience, including at least 4 years in maintenance, reliability, or asset performance engineering; or an equivalent combination of training and experience.
• Certified Maintenance and Reliability Professional (CMRP) or equivalent preferred.

Qualifications

Certifications

Role Specific Knowledge, Skills, and Abilities

• Excellent communication skills and strong technical writing skills.  
• Strong understanding of engineering principles as applied to reliability-centered maintenance, condition monitoring, and asset performance.
• Proven ability to diagnose and troubleshoot complex systems and equipment failures.
• Knowledge of maintenance planning and scheduling processes and how they integrate with reliability programs.
• Ability to lead cross-functional initiatives and influence without direct reporting lines.
• Proficiency with EAM systems (SAP PM preferred) and reliability-related data collection and analysis.
• Ability to build and maintain respectful working relationships in complex and time-sensitive environments.
• Working knowledge of ISO 55000 and ISO 14224 standards.
• Ability to manage competing priorities and maintain composure under pressure.
• Ability to work in both office and operational field environments.
• Demonstrated experience providing professional and technical expertise as well as management direction.
• Demonstrated experience building strong working relationships with internal and external interested parties. 

Leadership Profile

CRD Leaders are champions for creating an accountable, high performance, service-oriented organization that makes a difference in our community.  They pay attention to shifts and trends in an ever-changing and complex environment and think strategically to serve residents, businesses and local governments today while developing a sustainable organization for the future. The following is a leadership summary for this position.

Professional/Individual Contributor Level 3 (P3)

Leaders at this level are generally recognized as fully qualified professionals who apply their in-depth knowledge and experience and best practice in their own discipline to respond to a wide range of moderately complex and complex problems and situations.  They interpret and respond to client needs and improve products or services in their own area.  Working with minimal direction, they monitor and control costs within their own work, explain difficult issues to establish consensus, and promote teamwork, potentially coaching and guiding others.

While CRD Leaders are accountable to all Leadership Competencies, the competencies listed below have particular relevance to this position.Click here for a complete definition of our Leadership Levels and Competencies.

Leadership Competencies

The Manager, Reliability and Asset Performance provides leadership, professional and technical expertise, and oversight for reliability engineering and asset performance with an initial focus on the Regional Water Supply Service. As the lead for the Reliability Program, the role will develop, implement, and continuously improve reliability and performance standards, processes, and practices to enhance asset health, operational effectiveness, and maintenance outcomes.

The position collaborates across Infrastructure and Water Services with a focus on: 
-    Reliability Program
-    Operational Interface
-    Asset Performance Reporting
-    Root Cause Analysis
-    Capital Project Assurance
-    Standards, Processes, and Procedures
-    Continuous Improvement & Optimization

Key Accountabilities/Position Outcomes

• Lead the development, implementation, and continuous improvement of the Reliability Program, establishing foundational methodologies, standards, processes, and governance.
• Define and steward frameworks for asset criticality, condition monitoring, and critical spares to support risk-based decision making.
• Provide expertise to ensure reliability strategies and maintenance approaches comply with safety, environmental, and regulatory requirements.
• Lead, review and approve maintenance strategies aligned with reliability-centered maintenance (RCM) methodologies.
• Lead and provide expertise in Root Cause Failure Analysis (RCFA) and asset performance evaluations to identify reliability risks, emerging trends, systemic issues, and develop evidence-based corrective actions.
• Lead, in partnership with operations and leadership, the definition and use of asset performance indicators, dashboards, and reporting to support operational and long-term planning.
• Serve as the senior reliability interface to operations, providing leadership and professional expertise during emergent events, failures, shutdowns, and commissioning activities.
• Facilitate effective communication between operations, trades, engineering, maintenance planning, and asset management to ensure alignment on risks, priorities, and constraints.
• Provide reliability and maintainability assurance across capital, operations, and maintenance projects by reviewing designs, scope of work, commissioning plans, and asset data deliverables.
• Liaise with the Enterprise Asset Management (EAM) function to ensure digital data structures, workflows, and codes support effective reliability analysis and reporting.
• Identify data quality gaps and initiate improvement actions to enable continuous reliability and performance improvements; promote the consistent application of reliability standards and best practices.
• Lead, direct and oversee the work of staff and consultants within areas of responsibility.
• Responsible for the leadership and management of employees and contractors within areas of responsibility, including employment and labour relations matters involving: employee hiring, promotion, demotion and other personnel matters; discipline and discharge; representing management in the grievance procedure; input on behalf of management into labour relations matters, and representing management on committees; maintaining employer confidentiality; and developing, supporting and implementing various corporate and legislated policies, procedures, and practices.

Additional Information

• Minimum 10 years of engineering experience, including at least 4 years in maintenance, reliability, or asset performance engineering; or an equivalent combination of training and experience.
• Certified Maintenance and Reliability Professional (CMRP) or equivalent preferred.

Qualifications

Certifications

Role Specific Knowledge, Skills, and Abilities

• Excellent communication skills and strong technical writing skills.  
• Strong understanding of engineering principles as applied to reliability-centered maintenance, condition monitoring, and asset performance.
• Proven ability to diagnose and troubleshoot complex systems and equipment failures.
• Knowledge of maintenance planning and scheduling processes and how they integrate with reliability programs.
• Ability to lead cross-functional initiatives and influence without direct reporting lines.
• Proficiency with EAM systems (SAP PM preferred) and reliability-related data collection and analysis.
• Ability to build and maintain respectful working relationships in complex and time-sensitive environments.
• Working knowledge of ISO 55000 and ISO 14224 standards.
• Ability to manage competing priorities and maintain composure under pressure.
• Ability to work in both office and operational field environments.
• Demonstrated experience providing professional and technical expertise as well as management direction.
• Demonstrated experience building strong working relationships with internal and external interested parties. 

Leadership Profile

CRD Leaders are champions for creating an accountable, high performance, service-oriented organization that makes a difference in our community.  They pay attention to shifts and trends in an ever-changing and complex environment and think strategically to serve residents, businesses and local governments today while developing a sustainable organization for the future. The following is a leadership summary for this position.

Professional/Individual Contributor Level 3 (P3)

Leaders at this level are generally recognized as fully qualified professionals who apply their in-depth knowledge and experience and best practice in their own discipline to respond to a wide range of moderately complex and complex problems and situations.  They interpret and respond to client needs and improve products or services in their own area.  Working with minimal direction, they monitor and control costs within their own work, explain difficult issues to establish consensus, and promote teamwork, potentially coaching and guiding others.

While CRD Leaders are accountable to all Leadership Competencies, the competencies listed below have particular relevance to this position.Click here for a complete definition of our Leadership Levels and Competencies.

Leadership Competencies