Close Brothers Group Hiring for Talent Acquisition Business Partner Job at London, England Full Time

Reports to

Head of Talent Acquisition

Direct Reports

One

Location

Wimbledon & Liverpool Street, London

Duration

Permanent

Purpose of the role

Reporting to the Head of Talent Acquisition, the Talent Acquisition Business Partner, for Central Functions CRO will be focused on proactively identifying and developing a pipeline of talent, specifically focussing on direct sourcing for Compliance, Risk, Credit Risk & IRB Risk. The role holder will be responsible for business partnering with both line managers and senior leaders on vacancies from point of attraction through to accepted offer.

Key Responsibilities

Stakeholder Management and Business Partnering

Provide a seamless, service driven experience for the hiring managers where quality of hire and time to hire are paramount with cost savings being a secondary but important objective

Support line managers in identifying person specification for vacancies and provide detailed guidance and feedback on job descriptions, removing bias

Ensure best practice is followed on the vacancy approval process, supporting HR with benchmarking requests to ensure a smooth recruitment process

Provide strategic advice and market insight to senior stakeholders on how to improve and develop the recruitment offering

Develop the interviewing and assessment capabilities of all line managers by delivering training and attending candidate interviews

Regularly review the CRO PSL and recruitment approach to bring about efficiencies and improvements in quality of hire

Drive continuous improvement in the talent team, optimising processes and ensuring best practice

Ensuring a Diverse & Inclusive end to end recruitment process driving related initiatives.

Support wider Talent & HR teams on strategic projects such as Employer Branding, D&I, Learning & Development, Graduate hiring etc.

Candidate Attraction and Resourcing

Manage the recruitment process – from candidate screening through to interview, candidate feedback and offer negotiation

Source potential and develop a continual pipeline of candidates through direct channels, social media, internet sourcing, agencies, networking events and relationship building

Prequalify potential candidates to determine their qualifications through profiling, psychometric assessments and behavioural based interviewing

Articulate and sell the Close Brothers value proposition to candidates via networking events, professional networks and face to face candidate interaction

Act as an assessor in the graduate, school leaver and other assessment centres

Ensure constructive feedback is given on all CVs and interviews, linking in with the HRBP to ensure successful candidates are provided feedback to feed into their development plans

Utilise innovative skills and competency testing techniques suitable for the change environment

Research competitor’s packages, financial and non-financial and provide robust benchmarking that is role specific

Agency and Internal Relationships

Organise and attend agency briefings and events to develop relationships between Close Brothers and the specialist agencies

Provide progress updates on recruitment and review agency performance on a 6 monthly basis.

Work with line managers to ensure that clear job descriptions and person specs are produced with benchmarking and relevant governance approval in place

Reporting and Systems

Build, develop and maintain in-house candidate database and workflow products e.g. candidate/job tracking spreadsheet

Provide regular MI to the HRBP and Head of Talent Acquisition on recruitment metrics, including gender split at screening and interview, time to hire, cost avoidance etc.

Implement simple, effective and track-able resourcing, record keeping and administration processes

Provide MI Insights to the business when requested and attend the biweekly Credit Risk Leadership Committee / Biweekly IRB Resourcing calls / Quarterly Risk Leadership Group meetings to provide live role progress updates/market trends etc.

Risk & Compliance

Ensure that all Governance and Compliance requirements are adhered to and all reporting and reviewing activities required by the Regulatory Bodies are carried out to the standards required.

Skills & Experience

Essential

Excellent stakeholder management skills, with an ability to influence managers at all levels

Clear and effective communication with highly developed interview skills

Ability to articulate and understand the specific role requirements

Significant research and candidate generation skills with a proven ability to source high quality candidates directly

Familiarity with current sourcing techniques and ability to remain current with developing techniques

The ability to manage multiple searches with varying priorities

Excellent interpersonal skills

Ability to manage work requests working to tight timescales whilst maintaining quality

Ability to deliver a recruitment service in line with the agreed service levels

Demonstrable experience of tracking recruitment metrics and driving improvements off insight

Desirable

Experience of recruiting in-house previously

Exposure to recruiting roles within Risk, Compliance or Model Risk.

Competencies

Competency

Definition

Planning & Organising

Sets clearly defined objectives; plans activities and projects well in advance and takes account of possible changing circumstances; manages time effectively; identifies and organises resources needed to accomplish tasks; monitors performance against deadlines and milestones.

Relating and Networking

Establishes good relationships with customers/clients (internal & external) and staff; builds wide and effective networks of contacts inside and outside the organisation; relates well to people at all levels; manages conflict; uses humour appropriately to enhance relationships with others.

Persuading and Influencing

Makes a strong personal impression on others; gains clear agreement and commitment from others by persuading, convincing and negotiating; promotes ideas on behalf of self or others; makes effective use of political processes to influence and persuade others. . Communicates difficult/potentially unpopular decisions to employees, often without line management authority).

Applying Expertise and Technology

Applies specialist and detailed technical expertise; develops job knowledge and expertise through continual professional development; shares expertise and knowledge with others; uses technology to achieve work objectives; demonstrates appropriate physical co-ordination and endurance, manual skill, spatial awareness and dexterity; demonstrates an understanding of different organisational departments and functions.

Process Management

Questions processes, develops/revises business process or structure to meet client/customer needs, puts in place actions to measure the quality and service that they/the team deliver.

Customer Orientation

Always ready to go the “extra mile” for clients/customers (Internal & External). Actively demonstrates a pride in, and an enthusiasm for meeting client needs. Spots opportunities to increase service levels. Adapts a flexible approach when required. Builds rapport with client/customers. Thoroughly investigates all client/customer issue before resolving effectively and appropriately.

Coping with Pressure & Setbacks

Works productively in a pressurised environment; keeps emotions under control during difficult situations; balances the demands of a work life and a personal life; maintains a positive outlook at work; handles criticism well and learns from it.