The role

Working closely with the HR Director and our Senior Management Team (SMT) you will create a strong talent pipeline for Stonehaven's current and future hiring needs. You will help us build long term recruitment strategies that meet our commitment to diversity and inclusion, reflect our culture and balance innovative recruitment and selection techniques with trusted relationships with external partners.

As part of the People & Talent Team you will play a vital role in supporting the people element of our business strategy. You will help Stonehaven manage talent to ensure we have the right people resources to grow our effectiveness, and reputation. You will be innovative in your approach to building our reputation as an employer of choice, showcasing our sector and developing strategic partnerships.

This is a fantastic opportunity to build your career in talent acquisition and HR, working in a dynamic and growing business. You will have the opportunity to lead on the full cycle of recruitment across all our teams to shape and direct the way we build our teams and acquire talent.

Responsibilities

Talent Management & Workforce Planning

• Work with the HR Director and SMT to determine staffing needs, define and prioritise role and resourcing requirements.
• Research and implement new techniques to acquire talent for Stonehaven. These may include Apprenticeships, job shares or working with external foundations to improve diversity of talent.
• Provide market and industry information to inform our planning process, ensure we adhere to best practice and understand our target market.

Recruitment & Selection

• Oversee our full cycle recruiting from initial job briefing to onboarding, working with the HR Assistant to plan and coordinate the process.
• Develop strong working relationships with internal stakeholders and proactively manage expectations.
• Work with managers to design job descriptions and interview questions that reflect each position’s requirements. Identify key assessment criteria that ensures an inclusive process and attracts a diverse range of candidates with the relevant competencies and who share our values.

• Use creative sourcing techniques to build an effective pipeline, which identifies and engages both active and passive candidates through a blend of recruitment methods, including social media, recruitment agencies and search firms, job boards, referrals and networking.
• Interview candidates alongside the appropriate Managers and teams, conduct telephone interviews and, plan and administer other forms of assessment such as presentations and case study exercises.
• Identify passive talent and build talent pools for current and future vacancies, making the best use of recruitment tools such as LinkedIn recruiter.
• Be responsible for external recruitment events to introduce potential applicants to the sector and attract talent to Stonehaven.
• Assess candidate information using our Applicant Tracking System (Team Tailor) and use HR analytics to assess the effectiveness of our recruitment strategies.
• Be responsible for ensuring a positive experience for candidates applying direct to Stonehaven, via online channels and through agencies and guide candidates on their interview journey.
• Manage a range of recruitment channels including our careers page, LinkedIn, job boards, social media, internal networks and recruitment agencies and identify opportunities to further improve our employer brand and our reputation as an employer of choice.
• Work with the HR Director to set, generate and report KPIs that will demonstrate the impact of our people strategies and help us identify risks.

 Development & Retention

• Be responsible for employee onboarding across Stonehaven, coordinating HR, team and Stonehaven inductions to ensure a consistent and well managed process that demonstrates professionalism, introduces people to our culture and ensures new hires have the necessary tools and resources to start their career with us.
• Work with Managers to ensure thorough and appropriate team and department inductions that are consistent and reflect our values.
• Work with Line Managers to plan learning and development for new joiners.

HR Policy & Procedures

• Ensure any policies relating to recruitment and selection including our flexible working and job share policies adhere to best practice, are fit for purpose and fully support our drive for diversity and inclusion.
• Support our HR Director and external training providers in the delivery of Recruitment & Selection training and be the subject matter expert in related policies and procedures.
• Ensure our pre employment checks are fit for purpose and work with the HR Assistant to ensure an efficient and smooth process.
• Ensure our HR systems (BrightHr, Team Tailor) are updated with the appropriate employment information, data and policies and that any new joiner information relating to their role and salary are up to date for payroll purposes.
• Keep abreast of relevant recruitment legislation, considering its impact on Stonehavens recruitment strategy and suggest appropriate action. Keep managers informed of changes that may directly affect them or their teams. Ensure we work with the wider sector to share best practice, learn from each other and support sector wide initiatives.

The ideal candidate

Benefits

In addition to a competitive salary the core benefits programme includes:

• A discretionary annual bonus, based on personal and business performance
• Pension contribution, Private healthcare cover, inclusive of dental and optical and DocTap same day Doctors’ appointments
• £500 towards gym membership on completion of probation
• 25 days annual holiday with additional office closure days
• An enhanced family leave package
• An employee assistance programme with 24/7 access to online, phone or face-to-face counselling.
• We are based in Central London, close to several public transport links and for anyone who prefers to cycle in we offer bike storage on site
• We encourage a mix of home and office-based working to help our team to achieve a healthy balance between work and their personal goals, and continue to adapt to the changing needs of our workforce