Talent Business Partner

at  Tate

ABOUT KINGSPAN DATA & FLOORING:

Kingspan Data & Flooring is a global business steeped in history stemming over 120 years and continues to be at the cutting edge of design manufactured engineering. Having had deep roots in commercial office industry manufacturing through the supply and installation of raised access floors for large scale high end office projects, the business has accelerated in recent years since the acquisition of the Tate brand in early 2000.
Since then, Kingspan Data & Flooring has continued to acquire additional businesses in regions across the globe including the US, Europe, Middle East and APAC and has developed a strong foothold in the data centre industry. As a member of the Kingspan Group PLC, a global business specialising in solutions for the built environment and valued at $9bn, Kingspan Data & Flooring currently have 11 manufacturing and 8 commercial office sites globally. The division has grown from strength to strength delivering a revenue in excess of EUR400m in 2023 with a team of over 750 employees and growing!
Kingspan’s mission is to accelerate a net zero emissions future with the wellbeing of people and the planet at its heart. We seek to empower our communities by giving access to work, training and skills through employment with us. Our People Passionate Strategy focusses on developing our inclusive culture to enable our people to do their best work together as well as to grow and transform themselves and the built environment sustainably, underpinned by ethics and integrity.

QUALIFICATIONS & EXPERIENCE:

• A Bachelor’s degree in Human Resources, Business or a related field. A Master’s degree or relevant certifications are a plus.
• Proven experience (at least 8 years) in leading talent acquisition, recruitment and overall talent management preferably within a high growth, fast-paced environment with experience of working across multiple regions or globally.
• Previous experience of working in a high-volume recruitment environment.
• Familiarity with HRIS systems, applicant tracking systems and other recruitment tools.
• Excellent communication and interpersonal skills with a demonstrable ability to build relationships at all levels of the organisation.
• Ability and flexibility to travel as required.
  Stay connected with us on LinkedIn for insights into life at Tate.
  Tate is an equal-opportunity employer. We encourage applications from candidates of all backgrounds and experiences.
  Join us in our mission to make a difference through exceptional solutions.

ABOUT THE ROLE:

Kingspan Data & Flooring is experiencing a period of rapid expansion and requires an experienced Talent Business Partner to play a critical role in aligning talent acquisition and internal development activities with the company’s ambitious growth objectives.
To help fuel this growth, the Talent Business Partner role will lead recruitment initiatives across the European and APAC regions - from identifying talent needs to sourcing, interviewing and hiring top talent. With scalability being a key objective for the company the Talent Business Partner role will work closely with the leadership team to understand the vision, culture and strategic direction and utilise this knowledge to build a robust talent pipeline to meet current and future needs.
By proactively engaging with potential candidates, maintaining relationships with internal and external talent pools, influencing employee development initiatives, nurturing our entrepreneurial internal culture and implementing strategies to ensure a steady flow of qualified candidates ready to fill critical roles as the company expands, the Talent Business Partner role will be a crucial driver of growth across the European and APAC business.

KEY RESPONSIBILITIES:

• Collaborate with the senior leadership teams in Tate Europe and Tate APAC to develop and execute talent acquisition strategies that are aligned with the company’s growth objectives.
• Identify talent needs across all divisional businesses, functions and levels and develop proactive sourcing plans to build a robust candidate pipeline across the business.
• Utilise innovative methods and platforms to connect with candidates and attract top talent including social media, digital platforms, networking events and industry partnerships.
• Proactively engage and maintain relationships with potential candidates and implement strategies to attract passive candidates and ensure a steady flow of diverse and qualified candidates that are ready to fill critical roles and meet all current and future hiring needs.
• Lead end-to-end recruitment initiatives and ensure a positive candidate experience by developing a consistent recruitment process across the company as well as providing timely communication and feedback throughout the hiring process.
• Champion diversity and inclusion initiatives to attract, hire and retain a diverse workforce and partner with internal stakeholders to create and implement strategies for fostering an inclusive workplace culture.
• Lead internal talent assessment processes including cyclical talent reviews and facilitate calibration sessions with key stakeholders to review and discuss talent assessment results, ensuring alignment and agreement on talent ratings and decisions.
• Collaborate with senior leaders and HR partners to develop and maintain robust succession plans for key roles within the organisation, identifying high-potential employees and creating targeted development plans to build a pipeline of future leaders.
• Promote internal mobility by identifying talent within the organisation and facilitating opportunities for career development and advancement by collaborating with leaders to assess skills gaps and develop tailored development plans to support career growth.
• Collaborate with divisional and group HR teams to identify training needs and develop programmes to encourage retention and growth within the company, the enhancement of employee skills and competencies and an increase in overall organisational capability.
• Develop and implement retention strategies to ensure that top performers are motivated to stay and contribute to the company’s long-term success.
• Constantly react to changing business needs, market conditions and talent dynamics to effectively support the company’s growth trajectory.Establish key performance indicators (KPIs) to measure the effectiveness of relevant activities (e.g. talent turnover, talent mobility, time to hire, cost to hire, etc) and provide regular reports and updates to senior leadership on performance, milestones and potential risks.