Key Responsibilities

Talent Acquisition:

• Own and continuously improve the organisation’s talent acquisition strategy, operating model and recruitment processes.
• Translate approved workforce plans into clear and prioritised recruitment plans.
• Partner with leaders and hiring managers to understand role requirements, critical capabilities and recruitment priorities.
• Lead recruitment for senior, specialist, business-critical and difficult-to-fill positions.
• Oversee the delivery of all recruitment activity managed by the Talent team and external recruitment partners.

Workforce Planning/Capabilities Support:

• Partner with the Director of People & Culture, HR Business Partners and business leaders to understand current and future workforce requirements.
• Use approved workforce plans to anticipate recruitment demand and identify critical or difficult-to-source capabilities.
• Provide external labour-market insight to inform workforce, location and sourcing decisions.
• Identify opportunities to fill requirements through internal mobility, succession pipelines or employee development before progressing to external recruitment.

Recruitment Agency and Supplier Management:

• Own the organisation’s relationships with recruitment agencies, executive-search firms and other talent suppliers.
• Manage the preferred supplier framework, including agency terms, role allocation, service expectations and performance standards.
• Determine when external agency support is appropriate and ensure agencies are engaged through agreed processes.
• Monitor agency performance, including candidate quality, responsiveness, placement success, candidate retention and adherence to agreed terms.
• Review recruitment agency usage and expenditure, identifying opportunities to improve value and reduce avoidable costs.

Employer Brand and Talent Marketing:

• [Develop and deliver an employer-brand plan aligned with the organisation’s business strategy, values and workforce requirements.
• Work with Marketing and Communications to create consistent, authentic and professional recruitment content.
• Strengthen the organisation’s employee value proposition and ensure it is reflected throughout the candidate journey.
• Develop targeted attraction campaigns for critical, scarce or difficult-to-fill capabilities.
• Manage the organisation’s presence across appropriate careers channels, social media platforms and talent communities.
• Encourage employees to act as credible brand ambassadors and share authentic employee experiences.
• Manage and promote the employee-referral programme.
• Build relationships with universities, colleges, professional bodies, careers services and relevant industry networks.