TLC Care Ethos

The TLC Care ethos is people come first. At TLC Care, we specialise in the ownership and management of care homes, and we have an impressive track record of delivering high quality services. Our values — Truth, Love and Compassion — run through everything we do.

The Role of HR Officer with a Talent Acquisition Focus

You will be the person who finds our people.

Every outstanding home runs on outstanding people. Before a resident is cared for, before a team is built, before a culture can take root — someone has to find the right person, make them feel genuinely wanted, and give them a reason to choose TLC Care above anyone else. That person is you.

As our HR Officer with a talent acquisition focus, you will be the first impression TLC Care makes on future team members — and the person who makes sure every stage of their journey, from first contact to settled and thriving, is something they talk about.

About TLC Care

We are on a purposeful journey to achieve CQC Outstanding across every home in our group, and we hold Investors in People Platinum because we invest meaningfully and consistently in our team. We are not a business that treats HR as an administrative function. People are our product, our purpose and our competitive advantage. This role sits at the heart of that belief.

Responsibilities

• Talent Acquisition: Lead on talent acquisition across the group — designing and running campaigns, managing the end-to-end candidate experience, and building the pipelines we need to be an employer of choice.
• Generalist HR Support: Deliver generalist HR support across the full employee lifecycle, working in close partnership with the Head of People and HR Manager.
• Operational Presence: Be operational, visible and impactful — spending real time in homes, on calls, in conversations — not hidden behind a screen.
• Recruitment Campaigns: Design and deliver compelling recruitment campaigns across multiple channels — digital, social, community and direct — that genuinely reflect who TLC Care is and what we stand for.
• Candidate Experience: Manage the full recruitment process for home-based and support office roles, ensuring every candidate has an exceptional experience from first contact to offer.
• Talent Pipeline: Build and maintain a robust headhunting and talent pipeline strategy so we are never starting from zero.
• External Events: Lead mystery shopper recruitment campaigns, open days and external career events to promote the TLC brand and attract future talent.
• Educational Partnerships: Manage our relationships with educational establishments, colleges and universities to build a continuous pipeline of nurses, care workers and hospitality professionals.
• System Management: Own our recruitment system — tracking vacancies, applications, time to hire and conversion data, and using this insight to drive continuous improvement.
• Digitalisation: Lead the digitalisation of recruitment, onboarding and compliance processes, and maximising the use of Thomas International and our SMS platform.
• Training: Design and deliver interview skills training for all recruiting managers across the group.
• Borders and International Recruitment: Manage UK Borders applications and international recruitment as appropriate.
• HR Guidance: Provide first-line HR guidance and support to Home Managers and team leaders across the full employee lifecycle — recruitment, onboarding, performance, absence, development and offboarding.
• Onboarding Programmes: Support the design and delivery of onboarding and induction programmes that are engaging, meaningful and consistently delivered across all homes.
• Compliance: Maintain and improve HR compliance — file audits, right-to-work checks, DBS processes and record-keeping — to ensure we always meet our regulatory obligations.
• Employee Relations: Support employee relations cases under the guidance of the Head of People, including note-taking, preparing paperwork and coaching managers through process.
• Engagement Initiatives: Contribute to team member engagement, wellness and recognition initiatives across the group.
• Talent Management: Support talent management and succession planning activity, including running exit interviews and feeding insight into retention strategies.
• Training Compliance: Contribute to the delivery of training compliance targets, maintaining >97% across all homes.
• Accreditation Projects: Play an active role in accreditation projects — IIP, Hospitality Assured, ISO9001 and ISO14001 — ensuring people evidence is robust and current.
• Reporting: Prepare HR reporting, analytics and board updates in partnership with the HR Manager and Head of People.