The Talent Acquisition Partner plays an instrumental role and will be responsible to drive recruitment excellence for a portfolio of professional and SME vacancies across the organisation. In order to strengthen capabilities, a robust knowledge of active and passive sourcing strategies is needed to attract and recruit a diverse talent pool into the business

Client Details

My client is a consumer banking organisation, with offices in Manchester and London. This is a great opportunity to join a growing transforming organisation, with a real focus on developing a robust TA team in order to hire great talent.

Description

Reporting in to the Head of Talent Acquisition, the TA Partner will partner closely with stakeholders throughout the organisation to develop and execute creative talent acquisition strategies to successfully deliver against the required hiring needs to achieve business objectives. As the initial point of contact with candidates, the individual is committed to excellent candidate experience and constantly looking at ways that help to continuously improve and streamline our recruitment processes

Responsibilities include;

• Ownership in managing the end to end recruitment strategy for a portfolio of professional and SME positions; including but not limited to CV sourcing, behavioural based interviewing, compensation benchmarking and offer negotiations
• Build and foster strong relationships with stakeholders and senior business leaders as a trusted advisor to identify current and future talent needs and assess and build a robust candidate pipeline
• Build and maintain effective relationships with HRBPs
• Actively utilise active and passive sourcing channels such as LinkedIn, networking events / forums, referrals and where required partner closely with our PSL agencies to attract diverse talent
• Strong skills in sourcing and recruiting for vacancies at all levels across the bank and model successful sourcing, problem-solving and creative solutions to challenging recruitment
• Build and maintain effective relationships with colleagues ensuring knowledge sharing and collaboration by championing the culture & values
• Creating and nurturing a positive stakeholder and candidate experience from application through to onboarding
• Ensure the employer brand is fully leveraged and able to tell the story of the values and benefits including recruitment related policies and talent acquisition programs
• Actively and accurately track all recruitment activity and recruiting KPI's to provide regular updates / reporting to stakeholders
• Gathering and analysing competitive industry information regarding compensation, talent availability, market trends and feedback on the employment brand
• Update all relevant stakeholders on changes to legislation and company policies and procedures as necessary, relating to recruitment and employment eligibility
• Contributes to the training and coaching of colleagues
• Lead and support on recruitment critical / prioritised projects and look for new and innovative ways of continuous process improvement / initiatives
• Operates in line with the Risk Management framework (including sub-frameworks) and relevant risk and compliance policies and procedures, ensuring appropriate and timely escalation of any concerns to their line manager

Profile

The ideal candidate will be an existing TA or Recruitment Partner, ideally from within financial services (albeit this is not essential). You will have full 360 recruitment experience either from in-house or agency environments

You will have demonstrable experience of designing and implementing recruiting strategies, and experience of working with and without an ATS. You will have excellent direct sourcing capabilities utilising active and passive sourcing channels and networking opportunities as well as utilising CBI interviewing techniques

This is a leadership role, so a passion for coaching and developing more junior members of the team would be advantageous

Job Offer

A salary of up to £60,000 plus benefits

The role is offered on a hybrid working basis, with the expectation to be in the office 2-3 days per week, to ensure the organisation can maintain their positive collaborative culture