About The Role

Deliver a commercially focused People Business Partner service, focused primarily on proactive recruitment, direct sourcing, and headhunting across the Group, alongside pragmatic people and HR support. Own the end-to-end recruitment lifecycle, build sustainable talent pipelines, and advise managers on resourcing solutions, while providing first-line support on routine people matters and escalating higher-risk cases appropriately.

Role can be based Nationally.

About You

Recruitment, Direct Sourcing, and Headhunting

• Partner with leaders and hiring managers across Network and Support Functions to translate workforce plans and vacancies into clear, commercially viable recruitment strategies.
• Own the full recruitment lifecycle from role briefing and market mapping through sourcing, assessment, offer management, pre-employment checks, and onboarding handover.
• Proactively identify and approach passive candidates through headhunting, direct sourcing, referrals, LinkedIn, job boards, professional networks, and targeted campaigns.
• Build and maintain talent maps and pipelines for critical, specialist, high-volume, and hard-to-fill roles, reducing dependency on recruitment agencies.
• Advise and constructively challenge hiring managers on role design, candidate profile, salary positioning, selection methods, and market conditions.
• Create accurate, inclusive, and compelling job descriptions, person specifications, adverts, and candidate communications aligned to the employer brand.
• Screen and assess candidates, coordinate and support interviews, provide evidence-based feedback, and maintain a consistent, high-quality candidate experience.
• Manage agency and supplier relationships, ensuring agreed terms, service standards, and spend controls are applied and value for money is achieved.
• Use social media, recruitment events, colleges, trade networks, and relevant partnerships to strengthen attraction channels and the Group's market presence.
• Maintain accurate and compliant applicant tracking records, recruitment documentation, vacancy data, and authorisations.
• Track and report recruitment metrics including time to hire, cost per hire, source effectiveness, agency spend, offer acceptance, vacancy risk, and candidate conversion, using insight to improve outcomes.
• Continuously improve recruitment processes, tools, and manager capability while ensuring fair selection, data protection, and employment law compliance.