Mace
Emerging Talent Senior Manager
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Emerging Talent Senior Manager – 12 month fixed term contract
Mace combines construction expertise with consultancy to unlock potential in every person or project and redefine the boundaries of ambition. Our values shape the way we consult and define the people we want to join us on our journey.
The senior emerging talent manager is responsible for the delivery of recruitment and selection activity and supports the wider team in creating a high-quality development experience for graduates, apprentices, and industrial placements across Europe, with a primary regional lead focus on graduates.
Working in partnership with the emerging talent lead, the role ensures effective sourcing and selection of emerging talent, clear development pathways, structured learning aligned to the global emerging talent programme, and effective support from ET ambassadors and line managers.
Responsibilities
You’ll be responsible for:
Recruitment, attraction, and selection
- Acting as the regional lead for graduate and industrial placement recruitment in partnership with Talent Acquisition.
- Managing university attraction activity, candidate assessment centres, offer processes, and approvals.
- Managing the end-to-end emerging talent process from talent acquisition shortlisting through to assessment, offer, and onboarding.
- Attending educational institutions and external forums to attract a diverse and high-calibre pipeline of emerging talent.
- Ensuring robust due diligence and selection processes are applied to support future consultancy capability needs.
Programme delivery and development
- Directing the regional delivery and continuous improvement of technical, behavioural, professional, and business skills development activity across the programme lifecycle.
- Owning the regional annual development calendar, ensuring programme activity is planned, communicated, and delivered effectively across cohorts and regions.
- Managing regional onboarding, induction, development, networking events, progression readiness activity, celebration processes, and events.
- Maintaining programme materials, toolkits, guidance documents, learning pathways, and communication resources for emerging talent, line managers, ET Ambassadors, and buddies.
- Collaborating with external training providers, professional bodies, and education partners to ensure development pathways are delivered on time and effectively.
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Stakeholder management and coaching
- Serving as the senior regional contact point for graduates, apprentices, industrial placements, and Europe stakeholders.
- Influencing stakeholders to prioritise development, attendance, completion, and progression readiness across cohorts.
- Educating ET ambassadors and line managers on programme processes and best practice, challenging quality or approach where needed.
- Setting a regular cadence of review meetings with ET Ambassadors to review progress and agree actions.
- Building strong relationships with the emerging talent team and wider HR team, operating as one team and supporting alignment with core HR processes.
- Acting as a coach to team members and deputise for the emerging talent lead when required.
Data, reporting, and continuous improvement
- Ensuring regional reporting is completed, accurate, and up to date for regular stakeholder updates.
- Monitoring attendance, completion, assessment results, feedback, and development outcomes to identify trends, risks, and opportunities for improvement.
- Using reporting, dashboards, feedback, benchmarking, and programme data to recommend and implement improvements to the development experience.
- Contributing to senior leadership reporting by providing insight on development progress, programme engagement, assessment performance, and emerging risks.
- Raising risks and issues in a timely manner, ensuring practical solutions are proposed and actioned.
Compliance, inclusion, and risk management
- Ensuring personal and team adherence to Mace, regional, and country laws, policies, and processes.
- Providing guidance to others to protect the business and ensure emerging talent activity is progressed within legal and policy frameworks.
- Ensuring development activity supports inclusion, accessibility, wellbeing, and social mobility, with appropriate adjustments and support in place where required.
- Identifying individuals or cohorts requiring additional support and working with relevant stakeholders to agree appropriate interventions.
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Requirements
You’ll need to have:
- Significant experience of driving emerging talent recruitment attraction, recruitment, and onboarding campaigns, including graduate, undergraduate, and apprenticeship programmes.
- Experience of designing, implementing, and delivering successful emerging talent attraction, recruitment, and onboarding campaigns and management of high-volume recruitment processes and technology.
- Experience in utilising a variety of sourcing methods.
- Experience or thorough knowledge of the secondary and higher education market, including building relationships with schools, colleges, universities, and diversity partners.
Our values
- Safety first: Going home safe and well. We champion a safe, diverse, and inclusive working environment, understanding the importance of wellbeing in every team.
- Client focus: Deliver on our promise. We own the quality of deliverables, strategic outcomes, and build long-term relationships with our clients.
- Integrity: Always do the right thing. We influence positive outcomes within our industry, while always aligning with our compliance obligations.
- Create opportunity: For our people to excel. We champion a continuous improvement culture throughout all activities, inspiring our people and teams to develop.
Mace is an inclusive employer and welcomes interest from a diverse range of candidates. Even if you feel you do not fulfil all the criteria, please apply as you may still be the best candidate for this role or another role within our organisation.
We are also open to discussing part-time, flexible, and hybrid working options if suitable within the role.
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