TA Partner
Pure Resourcing Solutions Limited
Ipswich Outskirts
£45,000-£50,000pa + Annual Bonus + Car Allowance
Hybrid working- 3days a week in the office, 2 from home
Travel commitments to other sites bi-monthly
Role Purpose
The Talent Acquisition Partner is responsible for attracting, assessing and hiring high-quality talent across the organisation.
This position has been created as part of a strategic initiative to strengthen the organisation's in-house talent acquisition capability, improve workforce planning and support the development of future talent across the UK and Northern Europe.
Key Responsibilities
Talent Acquisition & Recruitment
- Manage the full recruitment lifecycle from vacancy approval through to offer acceptance and onboarding.
- Develop and implement recruitment strategies that reduce agency dependency and attract high-calibre candidates.
- Partner with hiring managers to understand workforce requirements, define role profiles and develop recruitment plans.
- Create compelling job descriptions, adverts and candidate attraction campaigns.
- Source candidates through multiple channels including direct sourcing, social media, networking, referrals and job boards.
- Screen applications, conduct interviews and coordinate assessment activities.
- Build and maintain talent pipelines for critical and hard-to-fill roles.
- Ensure vacancies are filled within agreed timescales while maintaining quality and compliance standards.
- Deliver an exceptional candidate experience throughout the recruitment process.
- Manage relationships with recruitment agencies where additional support is required, negotiating favourable commercial terms and ensuring value for money.
- Support the identification and development of talent across the UK and Northern Europe.
- Promote internal career opportunities and encourage managers to consider existing employees when filling vacancies.
- Partner with the People Team to improve visibility of employee skills, aspirations and development potential.
- Support the development of internal mobility processes across the UK and, in time, the wider Northern Europe region.
- Help connect employees with suitable career progression and development opportunities.
- Develop and implement proactive retention strategies for critical roles and high-potential employees.
- Introduce and support stay interview practices to identify engagement drivers and retention risks.
- Partner with business leaders and People Partners to create development and retention plans for key talent.
- Support the design and implementation of career pathways across operational, specialist and leadership functions.
- Facilitate access to mentoring, coaching, job shadowing, secondments and development opportunities.
- Maintain talent and succession planning data, including performance, potential, mobility preferences and readiness for progression.
- Coordinate talent and succession reviews with leadership teams.
- Support the development of future leaders through structured development programmes, stretch assignments and cross-functional opportunities.
- Provide talent insights and recommendations to the People Director and leadership team through data and reporting.
- Build strong and effective relationships with managers and leaders across the business.
- Provide expert advice on recruitment best practice, market trends and talent acquisition strategies.
- Coach hiring managers on interviewing, selection and candidate assessment techniques.
- Influence and challenge hiring decisions where appropriate to ensure fair, objective and inclusive recruitment practices.
- Lead talent acquisition and recruitment improvement projects.
- Research market trends and competitor activity to identify innovative attraction and retention strategies.
- Drive the continuous improvement and digitalisation of recruitment processes and record keeping.
- Lead the implementation and ongoing management of an Applicant Tracking System (ATS).
- Produce and analyse recruitment metrics including time-to-hire, cost-per-hire, quality-of-hire and diversity measures.
- Support wider People Team projects and organisational initiatives.
Provide support to the People Partner team when required, including:
- Assisting with employee relations matters and case management.
- Supporting organisational change and transformation initiatives.
- Partnering with managers on employee development and retention activities.
- Providing HR support during periods of People Partner absence to ensure continuity of service.
- Ensuring a fair, consistent and legally compliant approach to people management.
Person Specification
Essential Experience
- Proven experience in an in-house recruitment or talent acquisition role.
- Experience managing end-to-end recruitment processes across multiple disciplines.
- Demonstrable success in direct sourcing and talent attraction strategies.
- Experience working with HRIS systems and Applicant Tracking Systems.
- Experience partnering with senior managers and business leaders.
- Sound knowledge of UK employment law and HR best practice.
- Understanding of Equality, Diversity and Inclusion principles.
- Knowledge of GDPR and data protection requirements.
- Experience in workforce planning, talent management and succession planning.
- Experience leading and implementing people-related projects.
- Ability to operate strategically while remaining hands-on and delivery focused.
- Passion for recruitment, talent development and employee retention.
- Strong stakeholder management and influencing skills.
- Excellent communication and interpersonal skills.
- Strong interviewing, assessment and candidate evaluation capability.
- Data-driven approach with the ability to analyse and interpret people metrics.
- Strong organisational, planning and project management skills.
- Self-motivated with the ability to take ownership and drive change.
- Flexible and adaptable approach suited to a growing organisation.
Desirable Qualifications & Experience
- CIPD Level 5 or Level 7 qualification.
- Experience within manufacturing, construction, engineering, industrial or similar sectors.
- Experience supporting organisational change programmes.
- Experience implementing talent management and succession planning frameworks.
- Knowledge of employer branding and recruitment marketing strategies.
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