Recruitment Manager

Job Introduction

The Recruitment Manager is responsible for leading and delivering the Company's recruitment strategy and operational recruitment activities, ensuring the organisation attracts, appoints and retains high-quality talent across all business functions.

The role will provide professional leadership for recruitment, acting as a trusted adviser to hiring managers and senior stakeholders while driving continuous improvement in recruitment performance, candidate attraction and employer branding. The Recruitment Manager will lead the implementation and ongoing optimisation of the Company's Applicant Tracking System (ATS), develop proactive talent pipelines, reduce dependency on external recruitment agencies and ensure the delivery of an efficient, compliant and customer-focused recruitment service.

Main responsibilities

• Recruitment Strategy and Talent Attraction - Develop and implement recruitment strategies that support the Company's business objectives, workforce plans and future talent requirements. Lead initiatives to strengthen the organisation's ability to attract, engage and appoint high-calibre candidates across a range of disciplines and locations. Build and maintain talent pipelines for critical and hard-to-fill positions, identifying innovative sourcing methods and opportunities to enhance the Company's employer value proposition and market presence.

• Recruitment Partnership and Stakeholder Support - Act as the Company's lead recruitment specialist, providing professional advice, guidance and challenge to hiring managers throughout the recruitment lifecycle. Develop strong relationships with stakeholders across the business, supporting effective recruitment planning, selection decisions and workforce forecasting. Provide recruitment market intelligence, salary benchmarking and resourcing recommendations to support informed decision-making and successful hiring outcomes.

• Recruitment Operations - Oversee the delivery of end-to-end recruitment activity, ensuring vacancies are managed efficiently, professionally and in line with agreed service standards. Monitor recruitment performance and identify opportunities for process improvements that enhance quality, efficiency and candidate experience. Ensure recruitment practices remain compliant with employment legislation, company policies and best practice standards.

• Applicant Tracking System (ATS) Management - Lead the implementation, adoption and continuous improvement of the Company's Applicant Tracking System. Work collaboratively with internal stakeholders and external suppliers to ensure successful deployment, effective utilisation and optimisation of system functionality. Develop recruitment reporting and management information capabilities through the ATS to support workforce planning, decision-making and performance monitoring.

• Agency and Supplier Management - Manage relationships with recruitment agencies and external suppliers, ensuring service quality, commercial effectiveness and compliance with agreed contractual arrangements. Identify opportunities to reduce agency dependency through increased direct sourcing activity, talent pooling and enhanced attraction strategies while maintaining access to specialist recruitment support where required.

• Team Leadership and Development - Provide leadership, support and development to the Talent Resourcing Partner, ensuring a high-performing and customer-focused recruitment function. Promote continuous improvement, knowledge sharing and best practice across recruitment activities while ensuring appropriate resilience and succession planning within the function.

• Reporting and Continuous Improvement - Develop and maintain meaningful recruitment metrics, performance dashboards and management information to support business decision-making and continuous improvement initiatives. Monitor recruitment trends, identify risks and opportunities and make recommendations to improve recruitment effectiveness, candidate quality, hiring manager satisfaction and overall organisational capability.

Required skills and qualifications

Qualifications 

• Evidence of continuing professional development within recruitment, talent acquisition or human resources. (Essential)
• Full UK driving licence and willingness to travel to business locations as required. (Essential)
• CIPD Level 5 qualification or equivalent. (Desirable)
• REC qualification or similar recruitment accreditation. (Desirable) 
• Degree or professional qualification in HR, Business or a related discipline. (Desirable)

Knowledge & Experience 

• Proven experience managing end-to-end recruitment within an in-house, agency or blended environment. 
• Experience developing recruitment and talent attraction strategies. 
• Strong track record of direct sourcing and talent pipeline development. 
• Experience partnering with stakeholders and providing recruitment advice and challenge. 
• Experience managing agency relationships and controlling recruitment spend. 
• Experience using and developing Applicant Tracking Systems (ATS)
• Experience analysing recruitment data and producing management information. 
• Experience leading recruitment projects, process improvements or change initiatives. 
• Strong knowledge of recruitment best practice, employment legislation and selection methodologies. 
• Experience coaching, supporting or leading others.

Benefits:

• Generous holiday entitlement of 26 days per annum + bank holidays
• Choice of company car/ car allowance
• Discretionary Bonus Scheme
• Holiday Buy Back Scheme
• Company Pension Scheme
• Private Medical Insurance Scheme
• Healthshield membership
• Life Assurance Scheme
• Share Purchase Plan
• Highstreet/ Store Discounts
• Development Opportunities