The Lead Talent Acquisition Partner serves as a strategic hiring advisor to senior business leaders, owning recruitment delivery for the Critical National Infrastructure (CNI) business area. The role combines hands-on recruiting, leading and implementation of the recruitment strategy and delivery of project driven recruitment campaigns, working closely with workforce planning, the Global TA Director, the UK People Director and UK CNI leads.
Key responsibilities:
Responsibilities include, but are not limited to:
Strategic Talent Acquisition Partnership
- Act as a primary Talent Acquisition Partner to senior stakeholders within the CNI business area
- Influencing and leading on CNI TA initiatives to include diversity programs, EVP projects and campaign management
- Resolve escalations and hiring challenges raised by the business
- Provide compensation benchmarking and talent market insights on a quarterly basis to the TA Director and CNI Director
- Educate and Influence hiring managers on market realities, talent decisions and interview best practices
- Mentor and develop the recruiters and resourcers for the CNI business area enabling them to support volume recruitment and project related campaigns
- Mobilise the recruiters and resourcers to support volume and project campaigns
- Monitor and share construction industry trends (labour shortages, wage inflation, regional mobility) with CNI teams
- Encourage and support global mobility, ensuring internal applications are prioritised
- Manage external suppliers/agencies to ensure usage is kept to a minimum
- Develop local sourcing strategies and measure ROI for CNI
Growth and Retention
- Map competitor organisations and identify passive talent for lead roles
- Support succession strategies for critical roles, building bench strength
- Embed inclusive hiring practices to attract underrepresented talent.
- Lead intake sessions, define hiring strategies and advise on market trends
- Managing third party suppliers to mitigate cost
- Support global mobility by prioritising internal applications, ultimately supporting retention
- Lead and support strategic recruitment initiatives that enhance workforce diversity and broaden talent pipelines, including veteran and early career hiring, by partnering with specialist program leads and business stakeholders to achieve organisational workforce objectives.
- Develop proactive hiring plans for large scale projects
- Manage confidential executive and hard to fill search roles
- Partner with the People team and People Development team to improve hiring and retention
Technology and Innovation
- Monitor pipeline health and hiring metrics
- Manage accurate ATS documentation and reporting
- Improve hiring processes for speed and project alignment
- Use data to refine sourcing strategies and improve conversion rates
