Head Of Talent Acquisition, EVP And ED&I

Job Description

This role is responsible for overseeing talent acquisition, EVP, and ED&I at a senior level for a Leeds-based organization. The successful candidate will ensure that the company attracts and retains top talent, develops a strong employer brand, and fosters a diverse and inclusive working environment.

The organization is a significant entity in the public sector, specializing in infrastructure finance. As a newly established entity, it has the potential to have a substantial impact on the UK's infrastructure landscape. With a team size in the hundreds, the organization offers an exciting opportunity for growth and leadership in Leeds.

Reporting to the Chief People Officer and being an integral member of the HR Senior Leadership Team, the Head of Talent Acquisition will focus on innovation in talent acquisition, using technology and analytics to identify the best talent for the organization. They will also ensure a customer-focused resourcing service that supports the achievement of business objectives through a strategic resourcing and talent acquisition approach.

In addition, the Head of Talent Acquisition will be an advocate for diversity and inclusion, taking action to positively impact existing and future employees, clients, and communities, and raising the organization's diversity and inclusion profile.

Key responsibilities include developing and implementing the talent acquisition strategy, promoting and embedding the approach with senior leaders, collaborating with the HR Leadership Team and other stakeholders, developing annual talent acquisition and attraction strategies, optimizing recruitment systems and reporting, managing processes and policies, building an exceptional candidate journey, optimizing recruitment tools, ensuring compliance with employment laws and policies, collaborating with procurement, managing the resourcing budget, building positive relationships with stakeholders, researching and implementing best practices and trends, and demonstrating knowledge and skills in recruitment and diversity and inclusion.

The ideal candidate will have knowledge and experience in leading an in-house recruitment function/team, knowledge of UK employment law and the Equality Act, and a CIPD Level 5 or equivalent. They should possess excellent communication and organizational skills, the ability to provide guidance and constructive challenge, the ability to manage conflict, collaborative relationship-building skills, the ability to work in ambiguous and fast-paced situations, and expertise in resourcing and DEI. Experience in financial services or professional services is required, with experience in recruitment within the public sector being desirable. Familiarity with Workday recruitment module is also desirable.

The salary range for this role is £90,000 - £110,000 per annum, and it offers a rewarding opportunity within a significant public sector organization in Leeds. The role also includes a generous benefits package and bonus, as well as a diverse and inclusive work environment.

We encourage all interested candidates who meet the criteria to apply for this exciting opportunity in Leeds.

10 Interview Questions You Might Get Asked

These are questions that we think might come up at some point during the interview process. It's worth prepping answers for the questions below, as well as other key areas you think will be important to secure the role.

  • Can you give an example of a time when you successfully implemented an innovative talent acquisition strategy?
  • How would you approach promoting and embedding diversity and inclusion within a company?
  • Can you explain your experience with managing a recruitment budget?
  • How would you ensure that talent acquisition practices and diversity and inclusion initiatives comply with relevant employment laws?
  • Describe your experience with managing resourcing partners and building relationships with external agencies.
  • Can you provide examples of how you have successfully integrated an employer brand into a resourcing strategy?
  • How do you approach analysing and interpreting data to develop relevant diversity, equity, and inclusion plans?
  • Have you had experience implementing initiatives to attract diverse talent?
  • How do you handle conflict and varied viewpoints within a team?
  • Can you give an example of a time when you had to work, innovate, and problem solve in an ambiguous, high-paced situation?

5 Questions You Could Ask

Based on the job description above, here are 5 questions we think you could ask during your interview. Use them as a guide to help you write your own questions.

Remember: Always have at least 5 questions prepared for the interview. If you do not, you run the risk of looking unprepared.

  • Can you provide more information about the company's current talent acquisition strategy and how it aligns with the Employee Value Proposition and wider talent strategy?
  • What are the key metrics and targets for measuring the success of the talent acquisition function, particularly in terms of diversity and inclusion?
  • How do you ensure a positive candidate journey and continuous improvement in the hiring process?
  • What are the key challenges and opportunities in managing strategic resourcing partners and how do you ensure compliance with relevant employment laws?
  • Can you provide examples of innovative approaches and emerging trends in talent acquisition and diversity and inclusion that you have successfully implemented in previous roles?
Job Location
Job Data

Company: Page Executive

Location: Leeds

Posted: 2024-02-05 00:00:00


Salary Per:

Salary Min:

Salary Max:


Job Type: permanent

FT or PT: part_time

Category: HR & recruitment

Latitude: 53.799599

Longitude: -1.549120

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