The Role

The Recruitment and Talent Advisor - FOM will be responsible for the delivery of all recruitment related activity to ensure day 1 readiness for the Infrastructure Management services on the Core Valley Lines (CVL).

Role Responsibilities

• Responsible for leading the recruitment workstream within the Future Operating Model (FOM) Programme and acting as the primary recruitment contact for stakeholders, through planning, monitoring progress against milestones, managing risks, providing regular updates, to ensure effective governance, visibility of progress, and successful workforce mobilisation.
• Support FOM Programme workstream leads by attending working group meetings, advising on recruitment matters, and advising of the required approval process for any additional resource required, to ensure all programmes are sufficiently resourced to effectively deliver their programmes.
• Responsible for designing and delivering targeted recruitment campaigns to attract specialist infrastructure and rail talent required for the programme, through market mapping, selection of appropriate attraction channels, stakeholder engagement, to ensure access to niche skills, and support the timely mobilisation of project resources.
• Responsible for supporting the identification of workforce requirements and skills gaps across the project through analysing current workforce capability, mapping AIW roles to TfW equivalents, and providing recruitment insights to inform workforce planning decisions, to ensure recruitment activity is aligned to future organisational needs and support effective transition planning.
• Responsible for providing professional recruitment advice and guidance to managers and project stakeholders throughout the recruitment lifecycle, through applying recruitment best practice, ensuring compliance with policies and legislation, and delivering timely, evidence-based recommendations, to support informed hiring decisions, promote consistency, and mitigate recruitment-related risks.
• Responsible for identifying recruitment risks and developing contingency plans to mitigate potential workforce shortages or recruitment delays, through workforce forecasting, talent pipeline development, market monitoring, and succession planning activities, to ensure business continuity and minimise the impact of recruitment challenges on project outcomes.
• Responsible for designing and implementing recruitment and resourcing approaches tailored to the specific needs of the Infrastructure Manager, through analysis of workforce demands, development of fit-for-purpose recruitment processes, and continuous improvement of attraction and selection methodologies, to ensure recruitment activity is responsive to operational requirements and supports the delivery of a skilled workforce.
• Responsible for coordinating recruitment-related onboarding activities for employees in scope and ensuring alignment with new systems and processes, to enable successful integration and day 1 readiness.
• Provide recruitment data and insight by using TfW's Applicant Tracking System (ATS) to inform business decisions and provide metrics to further develop the resourcing provision.