Head of Recruitment

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Location: Woking, GB


Purpose of the Role:

  • Develop and successfully implement the recruitment strategy
  • Deliver the resource requirements in the business plan, enabling the business to meet it required resource plans
  • Lead a centre of excellence for talent development and recruitment
  • To role model and demonstrate living the Company values


Principal Accountabilities:

Operational Recruitment:

  • Development and implementation of the recruitment and attraction strategy
  • Line management and leadership of the recruitment team
  • Ensures, through the team and 3rd party agencies, that vacancies are filled in a timely manner
  • Creates and generates data, metrics and SLAs to demonstrate progress against goals and team delivery
  • PSL management through the recruitment team, managing third party supplier relationships with agencies, head hunters and other organisations Creates, designs and implements approaches to attracting the best and most relevant talent across all business areas globally
  • Regularly reviews/adapts direct hiring model to ensure the most appropriate channels are being used to attract talent
  • Ensures the most cost effective indirect channels to market are in place and regularly reviewed
  • To lead and drive the employer image and brand  
  • Accountable for the early careers strategy and its implementation (graduates, apprentices, interns and work experience)
  • Provides training and development to hiring managers and relevant stakeholders
  • Ensures processes and policies are legally compliant
  • Implements and maintains standardised approaches to assessment and selection
  • Accountable and responsible for relevant budgets


Workforce Planning:

  • Inputs into headcount planning and supports the recruitment team to translate this into recruitment plans
  • Interacts with the relevant stakeholders within the business to ensure the pipeline of resource is planned and monitored
  • Is accountable for ensuring there is visibility on resource pipeline and associated costs


Knowledge, Skills and Experience:

  • A clear understanding of the commercial drivers of the business and how HR can play a key role in the success of the organisation through talent and acquisition.
  • Has proven experience in search and recruitment and will roll up their sleeves and get involved
  • Experience of working in Automotive and recruiting into Engineering and Manufacturing roles  
  • Extensive experience of high volume recruitment
  • An experienced people manager and leader
  • Successfully managed talent attraction elsewhere
  • Has previously worked in organisations that have lacked infrastructure and has been able to operate in the ‘grey’ to create and provide direction
  • Has managed budgets and has been involved in commercial discussions and negotiations
  • Experience of partnering senior leaders and the HR team to produce long term strategies around talent and acquisition A good knowledge of talent and acquisition approaches with evidence of successful application and ROI
  • Technical knowledge of employment legislation (international legislation is desirable).
  • An understanding of employee engagement that is beyond the theoretical, and can demonstrate it with practical examples of how to improve it in the workplace via talent attraction, management and retention
  • Excellent organisational and prioritisation skills and high attention to detail
  • A trusted consultant to the HR team.
  • Has been part of a centre of excellence that is successfully interwoven into the wider HR team. 
  • Has finger on the pulse of up and coming trends in relation to talent and acquisition.
  • Can matrix manage different people across the business


Personal Attributes:

  • Open, honest and inspiring leader
  • A desire to try things a new way and challenge the status quo
  • Thinks outside of the box in terms of solutions
  • Enjoys working at a pace and under pressures at the forefront of thinking around talent and acquisition
  • A willingness to find a balance between industry best practice and a pragmatic approach to find the most appropriate way
  • Customer focused and driven – an enabler to the business
  • Can act as an equal player with key business stakeholders and ‘hold their own’ around the table. 
  • A trusted partner who challenges mediocrity and assumptions
  • A skilled influencer who can demonstrate high levels of HR credibility coupled with the ability to build relationships at all levels quickly
  • Confident and a proven ability to overcome setbacks and think in a solution focused way
  • Data and metrics driven and a passion for getting things right first time
  • A clear ability to articulate how HR adds value to the bottom line via talent development and acquisition
  • Commercially focused.
  • Strong team player
  • Resilient


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