SKILLS & EXPERIENCE

• Previous in-house recruitment experience (likely 3 years+), ideally in the technology sector or similar.
• Demonstrable experience managing senior level hiring.
• Exceptional stakeholder management skills, with the ability to business partner up to Exec level. Adept at building long-lasting, trusted relationships.
• Strong influencing skills.
• Good data analysis skills, with the ability to guide the business on decision making using data-based evidence.
• Works at pace and can pivot / re-prioritise to accommodate changing business demand.
• Strong communication skills, keeping hiring managers, stakeholders and candidates regularly updated.

Key areas of responsibility will include:

• Projects / continuous improvement: Working with the Talent Acquisition Manager and Talent Acquisition Lead for Zellis to find new and innovative ways to drive the Talent Acquisition function forward. Identifying opportunities for efficiencies, keeping a close eye on developments and best practices within the industry.
• Budget management: Monitoring ongoing spend vs. budget/forecast, making sure the right decisions are made in relation to spend.
• Stakeholder management: Business partnering with senior managers (up to and including the Exec team). Managing confidential and senior search assignments and requisitions within the Moorepay Business Unit. Providing coaching to the Talent Acquisition Specialists, who will manage some junior to mid-level requisitions.
• MI / data: Providing valuable insight on Talent Acquisition performance and trends to senior stakeholders across the Moorepay Business Unit. Working with the Talent Acquisition Manager to maximise opportunities to automate reporting where possible, and identify ways of providing improved levels of insights.
• Talent Acquisition strategy: Supporting the Talent Acquisition Manager in the delivery of the overall Talent Acquisition strategy, ensuring key projects are delivered on-time to a high standard.
• Employer brand and EVP: Working closely with the Talent Acquisition Manager to ensure the Moorepay employer brand is more prominent in the external market, articulating why people should want to join. Use of all internal and external channels – e.g. internal comms platforms, external careers site, social media (LinkedIn), job boards, agency partners.
• Market intelligence / external benchmarking: Providing the business with insights into the external market. Making recommendations to the business to support with resource planning and future organisational design.
• Supplier management: Day-to-day management of supplier relationships, including (but not limited to) our ATS and agency partners. Working with the Talent Acquisition Manager to develop your knowledge of our ATS to become a subject matter expert. Ongoing monitoring of supplier performance.
• Hiring manager capability / coaching: Ensuring all hiring managers have the minimum standard of capability to assess and make the right hiring decisions for their teams. Providing training and coaching where required.
• Assessment and selection: Developing a breadth of materials (Talent Acquisition toolkit), advising hiring managers to use a variety of the most appropriate assessment methods during hiring. The includes interview packs, presentation topics, profiling tools (behavioural and aptitude), and more technical assessment platforms.
• Sourcing / advertising: End-to-end vacancy management, including advertising and proactive sourcing. Ensuring a diverse and inclusive candidate pipeline. Developing a clear strategy for how we attract candidates for different types of roles.
• Candidate / hiring manager experience: Delivery of an exceptional recruitment experience for all candidates and hiring managers. Seeking feedback and ways we can continue to improve.
• Offer management and onboarding: Oversight of the offer management and onboarding process, working closely with the Talent Acquisition Specialists, People Operations and IT teams to ensure smooth transitions from offer and contract generation through to background checking and IT set up

ABOUT THE ROLE

As Talent Acquisition Business Partner, you’ll be the primary point of contact for recruitment activity across the Moorepay Business Unit. You’ll work closely with the Head of HR, CEO and their leadership teams to deliver an exceptional recruitment service, always putting the candidate and hiring manager experience at the heart of what we do.
You’ll be part of a wider team of 8 Talent Acquisition professionals (5 in the UK & ROI and 3 in India), who identify, attract and onboard highly talented individuals to enable the business to achieve it’s growth ambitions. There are also 2 Talent Acquisition Specialists who will support with junior to mid-level requisitions.

PLEASE NOTE THIS ROLE IS A 6 MONTH FIXED-TERM CONTRACT OPPORTUNITY, TO START IN EARLY-MID JULY.

Key areas of responsibility will include:

• Projects / continuous improvement: Working with the Talent Acquisition Manager and Talent Acquisition Lead for Zellis to find new and innovative ways to drive the Talent Acquisition function forward. Identifying opportunities for efficiencies, keeping a close eye on developments and best practices within the industry.
• Budget management: Monitoring ongoing spend vs. budget/forecast, making sure the right decisions are made in relation to spend.
• Stakeholder management: Business partnering with senior managers (up to and including the Exec team). Managing confidential and senior search assignments and requisitions within the Moorepay Business Unit. Providing coaching to the Talent Acquisition Specialists, who will manage some junior to mid-level requisitions.
• MI / data: Providing valuable insight on Talent Acquisition performance and trends to senior stakeholders across the Moorepay Business Unit. Working with the Talent Acquisition Manager to maximise opportunities to automate reporting where possible, and identify ways of providing improved levels of insights.
• Talent Acquisition strategy: Supporting the Talent Acquisition Manager in the delivery of the overall Talent Acquisition strategy, ensuring key projects are delivered on-time to a high standard.
• Employer brand and EVP: Working closely with the Talent Acquisition Manager to ensure the Moorepay employer brand is more prominent in the external market, articulating why people should want to join. Use of all internal and external channels – e.g. internal comms platforms, external careers site, social media (LinkedIn), job boards, agency partners.
• Market intelligence / external benchmarking: Providing the business with insights into the external market. Making recommendations to the business to support with resource planning and future organisational design.
• Supplier management: Day-to-day management of supplier relationships, including (but not limited to) our ATS and agency partners. Working with the Talent Acquisition Manager to develop your knowledge of our ATS to become a subject matter expert. Ongoing monitoring of supplier performance.
• Hiring manager capability / coaching: Ensuring all hiring managers have the minimum standard of capability to assess and make the right hiring decisions for their teams. Providing training and coaching where required.
• Assessment and selection: Developing a breadth of materials (Talent Acquisition toolkit), advising hiring managers to use a variety of the most appropriate assessment methods during hiring. The includes interview packs, presentation topics, profiling tools (behavioural and aptitude), and more technical assessment platforms.
• Sourcing / advertising: End-to-end vacancy management, including advertising and proactive sourcing. Ensuring a diverse and inclusive candidate pipeline. Developing a clear strategy for how we attract candidates for different types of roles.
• Candidate / hiring manager experience: Delivery of an exceptional recruitment experience for all candidates and hiring managers. Seeking feedback and ways we can continue to improve.
• Offer management and onboarding: Oversight of the offer management and onboarding process, working closely with the Talent Acquisition Specialists, People Operations and IT teams to ensure smooth transitions from offer and contract generation through to background checking and IT set up.