TA Partner

TA Partner
Ipswich Outskirts
£45,000-£50,000pa + Annual Bonus + Car Allowance
Hybrid working- 3days a week in the office, 2 from home
Travel commitments to other sites bi-monthly

Role Purpose
The Talent Acquisition Partner is responsible for attracting, assessing and hiring high-quality talent across the organisation. 
This position has been created as part of a strategic initiative to strengthen the organisation's in-house talent acquisition capability, improve workforce planning and support the development of future talent across the UK and Northern Europe.

Key Responsibilities
Talent Acquisition & Recruitment

Manage the full recruitment lifecycle from vacancy approval through to offer acceptance and onboarding.

Develop and implement recruitment strategies that reduce agency dependency and attract high-calibre candidates.

Partner with hiring managers to understand workforce requirements, define role profiles and develop recruitment plans.

Create compelling job descriptions, adverts and candidate attraction campaigns.

Source candidates through multiple channels including direct sourcing, social media, networking, referrals and job boards.

Screen applications, conduct interviews and coordinate assessment activities.

Build and maintain talent pipelines for critical and hard-to-fill roles.

Ensure vacancies are filled within agreed timescales while maintaining quality and compliance standards.

Deliver an exceptional candidate experience throughout the recruitment process.

Manage relationships with recruitment agencies where additional support is required, negotiating favourable commercial terms and ensuring value for money.

Support the identification and development of talent across the UK and Northern Europe.

Internal Mobility & Talent Development

Promote internal career opportunities and encourage managers to consider existing employees when filling vacancies.

Partner with the People Team to improve visibility of employee skills, aspirations and development potential.

Support the development of internal mobility processes across the UK and, in time, the wider Northern Europe region.

Help connect employees with suitable career progression and development opportunities.

Talent Management, Retention & Succession Planning

Develop and implement proactive retention strategies for critical roles and high-potential employees.

Introduce and support stay interview practices to identify engagement drivers and retention risks.

Partner with business leaders and People Partners to create development and retention plans for key talent.

Support the design and implementation of career pathways across operational, specialist and leadership functions.

Facilitate access to mentoring, coaching, job shadowing, secondments and development opportunities.

Maintain talent and succession planning data, including performance, potential, mobility preferences and readiness for progression.

Coordinate talent and succession reviews with leadership teams.

Support the development of future leaders through structured development programmes, stretch assignments and cross-functional opportunities.

Provide talent insights and recommendations to the People Director and leadership team through data and reporting.

Stakeholder Management

Build strong and effective relationships with managers and leaders across the business.

Provide expert advice on recruitment best practice, market trends and talent acquisition strategies.

Coach hiring managers on interviewing, selection and candidate assessment techniques.

Influence and challenge hiring decisions where appropriate to ensure fair, objective and inclusive recruitment practices.

Projects & Continuous Improvement

Lead talent acquisition and recruitment improvement projects.

Research market trends and competitor activity to identify innovative attraction and retention strategies.

Drive the continuous improvement and digitalisation of recruitment processes and record keeping.

Lead the implementation and ongoing management of an Applicant Tracking System (ATS).

Produce and analyse recruitment metrics including time-to-hire, cost-per-hire, quality-of-hire and diversity measures.

Support wider People Team projects and organisational initiatives.

People Partner Support
Provide support to the People Partner team when required, including:

Assisting with employee relations matters and case management.

Supporting organisational change and transformation initiatives.

Partnering with managers on employee development and retention activities.

Providing HR support during periods of People Partner absence to ensure continuity of service.

Ensuring a fair, consistent and legally compliant approach to people management.

Person Specification
Essential Experience

Proven experience in an in-house recruitment or talent acquisition role.

Experience managing end-to-end recruitment processes across multiple disciplines.

Demonstrable success in direct sourcing and talent attraction strategies.

Experience working with HRIS systems and Applicant Tracking Systems.

Experience partnering with senior managers and business leaders.

Sound knowledge of UK employment law and HR best practice.

Understanding of Equality, Diversity and Inclusion principles.

Knowledge of GDPR and data protection requirements.

Experience in workforce planning, talent management and succession planning.

Experience leading and implementing people-related projects.

Essential Skills & Competencies

Ability to operate strategically while remaining hands-on and delivery focused.

Passion for recruitment, talent development and employee retention.

Strong stakeholder management and influencing skills.

Excellent communication and interpersonal skills.

Strong interviewing, assessment and candidate evaluation capability.

Data-driven approach with the ability to analyse and interpret people metrics.

Strong organisational, planning and project management skills.

Self-motivated with the ability to take ownership and drive change.

Flexible and adaptable approach suited to a growing organisation.

Desirable Qualifications & Experience

CIPD Level 5 or Level 7 qualification.

Experience within manufacturing, construction, engineering, industrial or similar sectors.

Experience supporting organisational change programmes.

Experience implementing talent management and succession planning frameworks.

Knowledge of employer branding and recruitment marketing strategies
Only candidates based in UK and eligible to work in UK are allowed