Vacancy Reference Number
20919
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Number of Vacancies
1
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(B) OCU
Met Business Services
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Location
Kennington, Kilburn
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Building
KENNINGTON POLICE STATION
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Band
Band C
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Part/Full Time
Full Time
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Hours per Week
36 hours per week
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Type of Contract
Permanent
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Job Advert
Job Title: Talent Acquisition Manager – Contingent Workers
Salary: The starting salary is £48,995, which includes allowances totalling £3,009 allowance.
The salary is broken down as £45,986 basic salary, which will increase annually until you reach the top of the scale £54,863. Plus, a location allowance of £2,009 and a non-pensionable allowance of £1,000.
Location: Kennington, Kilburn
Background to the Role
Met Business Services (MBS) is a new way for the Met to deliver enabling services to all of our officers and staff. MBS is a front-line focused services organisation that sets our people up to succeed, reduces admin, and provides a single source of truth for all HR, Finance and Commercial data, providing a critical cornerstone to fix our foundations.
MBS will help every person and supplier working with the Met by:
Building a modern and efficient industry-standard business services directorate, building and pooling key specialist capabilities, strengthening HR, Finance and Commercial functions whilst removing functional silos;
Designing end-to-end services, building them around the needs of the users rather than in functional process silos and seamlessly integrating them regardless of how they are delivered; and
Providing easy-to-use interfaces and ‘one-touch’ services for end-users that leverage the potential of contemporary technologies like automation and low-code workflows.
This is an exciting time to be part of MBS – we are building new capabilities and new ways of working that will directly help the frontline to focus on what matters and make a real difference to London. The Met as a whole is transforming to deliver on our goals of More Trust, Less Crime and High Standards, and being part of establishing this new organisation puts you at the heart of that journey with tremendous potential for growth both within the team and across the Met. The value and purpose of MBS is wired into the heart of the Met, with opportunities to collaborate across the organisation, drive innovation to get the right outcomes and support our people in policing London.
Role Description
As MPS delivers its strategic plans and priorities, MBS will be a key enabler in ensuring services delivered are frontline-focused and inclusive. The Talent Acquisition Manager: Contingent Workers plays a critical role in directing services towards achieving effectiveness, efficiency, exceptional customer experience, and optimal value for money.
This resourcing focused role is responsible for managing resourcing activity for a specific group of non-permanent roles and contractor extensions. Working as a close partner to the Outsourced Providers but remaining closely engaged with the wider Joiners community, in order to shape a consistent strategic narrative on non-permanent recruitment that is in line with Met priorities.
The Talent Acquisition Manager will report into the Talent Acquisition Lead for Contingent Workers, collectively making a direct contribution to:
Maintaining optimal capacity levels across the organisation: working collaboratively with colleagues across MPS (L&D, Vetting, ICF etc.) and other key partners such as SSCL to ensure that resourcing plans meet corporate workforce planning requirements.
Designing and building a structure and process for the recruitment and monitoring of contractors within MPS.
Supporting leaders across the MPS in their non-permanent hiring requirements, driving improvements to the Met’s performance, culture and behaviours.
Building the Met’s talent pipeline to ensure we have high quality internal and external candidates to fill key positions.
Building positive relationships with potential candidates and suppliers, providing high levels of customer service to secure talent attraction in a competitive and demanding environment.
Improving levels of representation across the organisation (particularly in respect of female and BME staff).
As part of the MBS team they will support and foster a Continuous improvement culture and strive to improve process and services.
Key Responsibilities
What does the average day look like? Your core duties will include (but are not limited to):
Support delivery of end-to-end Joiner’s process for Temp Staff and Contractors:
Attraction strategy: Input to strategy for non-permanent hiring, sourcing contractor and temp resource
Support approvals process: Coordinate approval process linked to new hires and the extension of temps and contractors
Coordinate end-to-end recruitment process: Work closely with Talent Acquisition Lead and Hiring Managers throughout end-to-end process, providing guidance and updates across recruitment process.
Talent pooling and direct sourcing: Identify, engage, and nurture talent through MPS talent pool technology. Facilitate internal mobility through identifying internal talent for roles prior to releasing vacancies to the market.
Maintain candidate records: Ensure talent pool and candidate pipeline is updated with accurate information throughout the attraction and hiring processes, ensuring all systems correctly represent the contractor workforce.
Analyse contingent workers metrics: Coordinate data submissions and analyse key operational data pertaining to non-permanent workforce – particularly relating to rates, tenure, contract status.
Reporting: Deal with internal high level data reporting providing information outlining current positions and forecasts raising potential risks if needed. Work closely with workforce planning ensuring targets for temp/contractor recruitment lines are achieved.
Ensure compliance: Coordinate all activity and records related to IR35 compliance; Maintain contractor rate card; Support tenure management process.
Support non-permanent staff extension process: Coordinate approvals process to extend non-permanent workers, adhering to policies relating to tenure, rate and IR35.
Continuous improvement: Support projects that contribute to the continuous improvement of the non-permanent candidate and hiring manager experience. Conduct post implementation evaluations to ensure that interventions are properly realised and deliver the requisite benefits.
Query and escalation management: Support with query and escalation management for resourcing issues, complaints, and advice to shared services provider regarding recruitment decisions
Undertake horizon scanning: Continual horizon-scanning to identify potential opportunities, trends and risks in recruitment of temporary and contracted staff across industry and applying that knowledge to MBS.
Note: You may from time to time be required to undertake additional duties necessary to meet the needs of the Met; such duties to be commensurate with the responsibilities and grading of the post.
How to apply
To begin your career at the Met, please click the "apply button “. The application process requires a comprehensive CV, a Personal Statement, and an online application form. In your Personal Statement, you should explain your interest in the position and illustrate how your skills and experiences make you a suitable candidate. Please note that you should not submit two copies of your CV, and ensure that your documents are saved in either PDF or Word format, clearly labelled as CV and Personal Statement.
Completed applications must be submitted by 23:55 on 7th April 2026.
Once received, your application will be reviewed against eligibility criteria, following this, your application will be reviewed by the hiring manager.
Following application review, successful candidates will be invited to interview.
www.metpolicecareers.co.uk
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Essential For The Role
Essential Selection Criteria
Successful candidates will be expected to evidence the following attributes:
Knowledge:
Strong understanding and working knowledge of IR35.
Good knowledge across recruitment/selection practices and appropriately compiling resourcing insights and identifying areas for continuous improvement
Good practical knowledge of the range of tools and techniques that are required in a Senior HR role, for example, policy development and/or implementation, benchmarking, data/trend analysis and introducing new ways of working.
An understanding of the key organisational commercial and value drivers and the link to people related plans and solutions.
Broad knowledge across recruitment & selection practices.
A professional level knowledge of HR policies, practices and employment legislation.
Skills:
Delivery Management
Ability to instil a collaborative and high-performing culture
An advocate for cultural change creating an inclusive, diverse, and supportive workplace
Developed project management skills with an ability to deliver at pace and to deadlines
Confidence to challenge current practices and develop new ideas, solutions and business cases - ensuring MBS activities can be delivered with maximum benefit and are aligned to the organisation’ s wider strategy;
Ability to work flexibly in managing a range of project assignments and able to work independently or as part of team;
Balancing risk and innovation in trialling new ideas or translating insights into actions;
Customer Centricity
Focus on customer service orientation and a continuous improvement mindset
Creative and results-orientated approach to problem-solving
Strong set of analytical skills, including an ability to analyse, interpret and document trends and variances
Communication & Collaboration
Effective communication skills; verbal, written and interpersonal
Ability to build strong networks and relationships across the organisation
Ability to influence colleagues on best practice resourcing concepts
Collaborating with colleagues to implement best practice talent acquisition for temp staff and contractors across the organisation
Experience:
Background in temporary and contractor recruitment, specifically dealing with IR35.
Experienced user of talent banks and select lists.
Coordinating recruitment projects within a similar organisation or setting.
Experience of working in HR, recruitment or resourcing functions, dealing with the provision of Resourcing / HR services to a complex organisation.
A professional level knowledge of HR policies, practices and employment legislation.
A record of being able to deliver specific outcomes and tangible results through HR / Resourcing interventions based on knowledge and insight of the business.
Supporting the build of new capabilities for an organisation in any sector
Experience in collaborating with third party supplier on delivering end-to-end recruitment processes
Experience in identifying trends, variances and issue areas with KPIs & SLAs across multiple end-to-end services
Creates opportunities to drive impact; anticipates stakeholder needs and delivers superior results
Experience in driving customer experience initiatives, instilling a culture of continuous improvement and value for money
Experience in building broad and deep relationships across a diverse network and uses a flexible influencing style to gain buy-in, drive impact and improve collaboration
Qualifications:
CIPD membership (equivalent accreditation) or equivalent experience
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Required Languages
English
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Reports To
Band B
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Additional Information
CVF Staff Band.pdf – 971KB Opens in a new window
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Disability Confident Statement
The Met is committed to being an equitable (fair and impartial) and inclusive employer for disabled people, striving to have a diverse and representative workforce at all levels. We encourage applications from people from the widest possible range of backgrounds, cultures and experiences. We particularly welcome applications from people with disabilities and long-term conditions, ethnic minority groups and women.
As a Disability Confident Leader, the Met has committed to making disability equality part of our everyday practice. We ensure that people with disabilities and those with long term conditions have the opportunities to fulfil their potential and realise their aspirations.
The Met is committed to making reasonable adjustments to the recruitment process to ensure disabled applicants can perform at their best. If you need any reasonable adjustments or changes to the application and recruitment process, we ask that you include this information within your application form. All matters will be treated in strict confidence.
Please note, if you are applying for a police officer role or to become a police community support officer (PCSO) or designated detention officer (DDO), there is a minimum requirement that you must pass a job-related fitness test (JRFT) at point of entry. This does not apply to police staff roles. Find out more about police fitness standards.
Read our full disability confidence statement.
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