Talent Acquisition | Initial Core Focus

• Managing the end-to-end recruitment pipeline across the Company’s vacancies.
• Working with hiring managers to define role requirements, job descriptions, candidate profiles and selection criteria.
• Sourcing candidates directly and through recruitment agencies and other appropriate channels.
• Evaluating applications against agreed role requirements and selection criteria.
• Conducting structured initial interviews to assess relevant experience, motivation, communication, salary expectations, availability and other key requirements.
• Developing a working understanding of the Company’s technology and product environment to assess the relevance of candidate experience and identify potential gaps before specialist assessment.
• Engaging hiring managers and technical subject matter experts at the appropriate stage, where their specialist judgement adds value.
• Overseeing candidate progression, interview arrangements and feedback throughout the recruitment process.
• Monitoring recruitment pipelines, priorities, bottlenecks and key recruitment metrics.

People & Capability Development | Evolving Focus

• Contributing to workforce and capability planning in line with the Company’s evolving requirements.
• Overseeing the onboarding process and facilitating the effective integration of new employees.
• Developing competency and career frameworks in collaboration with line managers and subject matter experts.
• Facilitating learning, development and professional certification activities across the Company.
• Identifying capability, development and retention needs in collaboration with managers and their teams.
• Contributing to succession and development planning for critical roles and capabilities.
• Enhancing people processes and organisational capability through continuous improvement.

HR Service Coordination | Ongoing

• Acting as the Company’s internal focal point for day-to-day people and talent matters.
• Collaborating closely with the Company’s existing HR service provider, leveraging its expertise, processes and wider HR support.
• Facilitating effective interaction between management and the HR service provider where required.
• Maintaining clear ownership and effective hand-offs between activities undertaken internally and those delivered through the HR service provider.
• Upholding appropriate confidentiality and governance across recruitment and people-related matters.

Essential

• Experience in talent acquisition, recruitment, HR or people operations.
• Demonstrable experience recruiting technology and/or digital roles.
• Sufficient technical literacy to understand different technology disciplines and assess the relevance of candidate experience.
• Experience screening CVs and conducting structured candidate interviews.
• Strong communication, organisational and stakeholder management skills.
• Ability to work effectively with senior management, line managers and technical specialists.
• Ability to manage multiple vacancies and priorities in a fast-moving environment.
• Strong judgement, professionalism and discretion.

Desirable

• Experience recruiting software engineering, architecture, DevOps, infrastructure, product or similar technology roles.
• Experience within a technology company, start-up, scale-up or transformation environment.
• Exposure to workforce planning, learning and development, competency frameworks or organisational development.