Senior Talent Acquisition Specialist

HRLife are looking for a pro-active, data-savvy, Senior Talent Acquisition Specialist who has previous experience of working in-house, managing a team and driving recruitment excellence.

Experienced at sharing knowledge and best practice, you'll be supporting the broader People and Resourcing Strategy but owning and taking full responsibility for your specific region.

Your day to day responsibility will include managing and supporting your team to meet the hiring plans and headcount target, building great relationships with stakeholders to understand resourcing plans and supporting with various projects. These will include things such as digital technology, employee branding, values based recruitment and diverse and creative recruitment strategies.

Utilising key data, you'll work with the regional managers and directors to understand current and future workforce requirements to development and implement a robust Resourcing Strategy which meets those needs.

Key Responsibilities

• Building collaborative relationships with the SMT and key stakeholders to understand the requirements for all vacancies and future business growth
• Managing a team of recruitment professionals at various levels to deliver the resourcing plan for a specific area ensuring a great candidate experience whilst adhering to all regulatory and compliance requirements
• Creating robust recruitment plans for the region taking the lead on recruitment and onboarding, including attendance at interviews, events, job fairs etc.
• Taking ownership of the attraction, selection and onboarding of all Senior level hiring for the region, working closely with the Regional Managers to successfully recruit these critical roles
• Ensuring candidate attraction plans for all vacancies deliver a candidate pipeline which meets the needs of the region
• Providing regular updates to hiring managers on vacancy progress and presenting regular recruitment metrics, management information and statutory reporting
• Providing hands on operational support across the end to end recruitment and onboarding cycle – through all stages including approval, attraction, selection, offer and pre-employment checks
• Conducting regular research and benchmarking across the industry including potential impact on turnover and adapting recruitment plans accordingly
• Playing an active part in succession planning and talent mapping alongside implementing a talent framework that assesses internal talent