Talent Acquisition Manager

Job description

Job responsibilities

As Talent Acquisition Manager, this role will lead and manage the talent acquisition team, providing an innovative talent acquisition agenda to the business, enabling the business to achieve its strategy through its people.

The post holder will be forward thinking, pro-active and take an evidence based approach, working with senior business leaders and across the wider HR team. They will take full accountability for talent acquisition within the business, driving forward a best in class end to end recruitment and attraction agenda and empowering our employer brand; they will take a whole system view on key initiatives and build to scale.

In addition, the post holder will lead on people initiatives for across whole of the business. From the initial concept, through to implementation and continual development, the Talent Acquisition Manager will ensure that the initiatives are beneficial for both colleagues and the business. Such initiatives will include career pathways and graduate/rotation schemes.

The Talent Acquisition Manager will embrace a one team ethos across the HR team, continually supporting team development and challenging the status quo to ensure a consistent, value adding HR provision to leaders and colleagues.

In this role, you are accountable for:

1. Leading the talent acquisition agenda for across the NHSBSA, the post holder will collaboratively work with Senior Leaders and OD & Senior HR Business Partners, to understand and identify both current and future talent acquisition needs to enable the achievement of the business strategy through its people, delivering proactive solutions and opportunities that resolve and address these needs through a whole system view.

1. Owning and developing an overarching end-to-end recruitment and attraction agenda for the NHSBSA as a whole to support the recruitment of the right people, to the right role with appropriate short and long-term resourcing strategies, creating a future talent pipeline. This will include working within individual business directorates to ensure the attraction strategy address their immediate and future workforce plans, and continually reviewing for benefit realisation.

1. Identifying new and innovative routes to market to ensure we attract, recruit and retain necessary skills that align to our workforce planning and enable our business to grow. This will include both internal and external career and development pathways.

1. Leading and continually developing best-in-class recruitment practices for end to end candidate experience inclusive of job descriptions, sourcing, interviewing, induction and on-boarding. The post holder will need to work collaboratively with our Shared Service team and HR Manager to ensure continued success.

1. Owning and continually developing an early careers approach that includes initiatives with schools/colleges/universities, work experience and job shadowing, ensuring this is embedded across all the NHSBSA geographical locations and is aligned to our values; the post holder will own and manage all partner relationships.

1. Working with our Internal Communications team, the post holder will develop, establish and continually drive our employer brand (internal and external), enabling us to be an employer of choice.

1. Creating internal career development pathways across the business, allowing colleagues to drive forward their development within the NHSBSA, enabling the sharing of talent and greater diversity. The pathways will reach across all levels of the business, with different initiatives involved, working collaboratively with our Learning and Development team.

1. Leading and developing a strategy for across the NHSBSA that builds alternative work pathways into the business that both continually develop the competencies that we need for future growth and supports our equality, diversity and inclusion strategy. This will include collaboratively working with external companies/charities and our internal Wellbeing and Inclusion team.

1. Leading graduate and rotation schemes within the NHSBSA. This will include the development and implementation of such internal schemes into the business, and owning the NHSBSA relationship with the NHS North East Leadership Academy for the National NHS Graduate scheme.

1. Owning the NHSBSA apprentice scheme and ensuring this meets both the needs of the business and apprentices. The post holder will need to review the existing apprentice scheme, enabling this for the future so it attracts talent to the business and has a strong reputation of success for both apprentices and the business.

1. Creating and implementing a job family structure within the business that fully takes into account skills and competencies of roles, and ensuring job descriptions are structured with appropriate content to reflect such structure. This will involve collaboratively working with the HR Manager and OD and Business Partners to ensure its success.

1. Working with the Business Partnering team, continually collaborate to support the development and implementation of people initiatives within the NHSBSA. Such initiatives include an inclusive talent agenda and workforce planning, as well as future project that are derived from directorate discussions and form part of the people delivery calendar.

1. Defining, measuring and analysing key talent acquisition metrics that show continual improvement within the business on key aspects, identifying areas of concern and proactively addressing these. In addition, continual review of the talent initiatives to measure impact and benefit realisation.

1. Owning the continual development of the internal and external website with regards to talent acquisition and employer brand, ensuring these attract colleagues/people, are informative and drive us forward to be an employer of choice.

1. Leading and motivating the Talent Acquisition team, ensuring their objectives align to strategy delivery, work is allocated and prioritised and an effective service is delivered to achieve team performance KPIs are achieved. This includes continually developing the teams professional knowledge and skills, ensuring they keep up to date with best practice and employment legislation, and actively own their personal professional development.

1. Ensuring all Talent Acquisition processes are compliant with complex employment legislation, NHS Employer guidance and internal policies.

1. Continually developing your professional knowledge and skills by keeping up to date with external trends and best practice in the areas of expertise and HR more broadly. This will include keeping up to date on relevant employment legislation and NHS developments, providing expert advice and interpretation on the implications of such changes, and ensuring this knowledge is cascaded within the HR team and across the wider business.

1. Taking highly complex data and analysing this to produce meaningful reports to enable leadership team focus on key current activity and future initiatives. This will include creating a dashboard that clearly shows deliverables and timeframes, with analysis of these to provide effective management information, taking accountability to address any concerns with relevant stakeholders.

1. Building active internal and external networks/relationships/partnerships within the NHS and wider organisations, to share working practices and build innovative ideas and enable the function to be more effective.

1. Building our employer brand by being an ambassador for the NHSBSA though networking, speaking at external events and partner relationships.

1. Being an active member of the wider HR team, continually supporting team development and challenging the status quo to ensure a consistent, value adding HR provision to leaders, managers and colleagues.

1. Deputising for the Talent Acquisition Lead as appropriate.

Person Specification

Personal qualities, skills, knowledge & experience

Essential

• Specialist knowledge of talent acquisition initiatives and recruitment practices, including attraction, onboarding, employer branding, career pathways and assessment methods.
• Experience of leading and developing a dynamic results driven team.
• Ability to translate strategic offerings into operational deliverables.
• Strong communication and relationship skills to establish good working relationships with managers, colleagues and external organisations.
• Ability to support developing and implementing new strategic business and talent acquisition solutions to meet business need.
• Able to use initiative, multi task and prioritise diverse workload and work to deadlines.

Desirable

• Knowledge of Agenda for Change terms and conditions.
• Data Analysis skills and experience using data/evidence to inform business decisions.

Qualifications

Essential

• Educated to Degree level or equivalent experience.
• Evidence of on-going Continuing Professional Development

Desirable

• CIPD qualification

Certificate of Sponsorship

Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).

From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).

Employer details

Employer name

NHS Business Services Authority

Address

Stella House

Newcastle Upon Tyne

NE15 8NY

Employer's website

https://www.nhsbsa.nhs.uk/what-we-do/work-us (Opens in a new tab)