SENIOR TALENT PARTNER

Partner with hiring managers and senior leaders to understand workforce plans, define role requirements, and develop effective hiring strategies for current and future talent needs.

Act as a trusted talent advisor, providing market insight, guidance on assessment approach, and constructive challenge to ensure hiring decisions are well informed and aligned with business priorities.

Create, review, and maintain accurate job descriptions that clearly reflect role scope, expectations, required capabilities, and progression opportunities.

Manage inbound applications, direct sourcing, referrals, and proactive talent pipelining across a range of channels, ensuring strong engagement with high-quality candidates.

Ensure all recruitment activity follows the required approval process, including headcount and salary sign-off from the CFO and relevant function lead before roles are progressed.

Advertise roles through the ATS, including Screenloop, and work with local HR Partners to ensure roles are posted on any required local government job sites, such as ADEM, where applicable.

Screen, shortlist, and assess candidates against agreed criteria, presenting clear recommendations and supporting hiring managers in making consistent, evidence-based decisions.

Coordinate interview processes across teams, ensuring interviewers are fully briefed, assessment criteria are clear, and candidates receive timely communication throughout the process.

Lead offer management end to end, including verbal offers, written follow-up, negotiation support, and alignment with internal approval requirements.

Provide timely, professional feedback to candidates who are unsuccessful after interview, maintaining a respectful and positive candidate experience.

Prepare and hand over complete offer packs to the HR Administrator, including right-to-work information, offer details, job description, and the full email approval chain.

Contribute to diversity attraction strategies, ensuring sourcing methods, assessment practices, and candidate communications support an inclusive hiring approach.

Champion the employer brand and identify opportunities to improve how we attract, engage, and retain talent across our markets.

Lead or contribute to People projects beyond day-to-day recruitment, including process improvement, recruitment reporting, D&I initiatives, events, advertising platforms, and employer branding activity.

Fluent English language skills is a must (for interacting with teams and talent globally).

Significant experience in end-to-end recruitment, ideally within a fast-paced, high-growth, international environment.

Strong stakeholder management skills, with the confidence to partner with, influence, and constructively challenge hiring managers and senior leaders.

Proven ability to design and deliver effective sourcing strategies, including direct sourcing, talent pipelining, referrals, and advertising campaigns.

Strong assessment and interviewing capability, with the ability to evaluate candidates consistently against agreed criteria and support evidence-based hiring decisions.

Excellent communication skills, with the ability to represent the business professionally and provide a high-quality experience for candidates and internal stakeholders.

Sound understanding of recruitment governance, approval processes, offer management, right-to-work requirements, and data handling expectations.

Comfortable using applicant tracking systems and recruitment tools; experience with Screenloop or similar platforms would be advantageous.

Strong organisational skills, with the ability to manage multiple vacancies, competing priorities, and time-sensitive hiring processes with accuracy and pace.

A proactive, solutions-focused approach, with the ability to identify process improvements and contribute to wider People initiatives.

Commitment to inclusive hiring practices and creating fair, consistent, and respectful recruitment experiences for all candidates.