SUMMARY OF ROLE:
Strategic Talent Management professional to strengthen our company’s culture, employee experience, and people strategies building our employer brand. This role is responsible for developing and implementing talent management initiatives that align with our organizational objectives and values. This will include working with our marketing team on brand awareness in the market.
This role will work across the Group, also tracking recruitment activity and budgets in the UK and supporting UK & US management hire successfully in India.
Providing such MI as may be required accurately tracking activities via the HRIS and Sharepoint.
RESPONSIBILITIES INCLUDED (BUT NOT LIMITED TO):
End to End Recruitment: Business Partnering with Hiring Managers, advising on job descriptions, presentation/contents of advertisements and route to market, manage job postings, screenings, interviews (behavioural, skills-based), assessments, offer negotiation, and onboarding
Talent Strategy Development: Implement and evaluate talent management strategies that support long-term organizational growth and business objectives. Collaborate with stakeholders to ensure talent initiatives align with overall organizational strategy.
Data & Metrics: Utilize Applicant Tracking Systems (ATS) and data analytics to monitor time-to-hire, source effectiveness and report on hiring across the IDM Group.
Market Intelligence: Stay current on healthcare labour market trends, competitor practices, & innovative recruitment tech (AI).
Team Management: Lead, mentor, & develop a team of recruiters, managing workloads, performance metrics, & workflow.
Support UK recruitment: By maintaining accurate and up-to-date hiring data, including candidate tracking, reporting, and documentation, while not directly participating in the recruitment lifecycle. Advise UK management on hiring in the Indian market.
Support US recruitment for Aya, business partnering with the Hiring Manager, ensuring clarity on role requirements, accurate job descriptions, best route to market for sourcing and generally overseeing the recruitment life cycle.
OUTCOMES, TARGETS & KPIs ASSOCIATED WITH THIS ROLE:
· Achieve hiring targets within defined SLAs with high offer acceptance and quality of hire
· Deliver strong stakeholder and candidate satisfaction (≥ 4/5)
· Ensure data accuracy (100%) and timely recruitment reporting via ATS
· Improve sourcing effectiveness and reduce time-to-hire through data insights
· Drive execution of talent strategies aligned with business goals
· Lead team performance to consistently meet hiring and productivity targets
· Maintain accurate and up-to-date UK recruitment data with 100% compliance and timely reporting
· Employee satisfaction & Hiring manager satisfaction feedbacks on the process and/or improvements (consider designing something which tracks ‘how’ the function is operating?)
BACKGROUND AND QUALIFICATIONS:
· The ideal candidate has 5–6 years of experience in Talent Management, Stakeholder Management, or Organizational Development, with strong program management skills and the ability to collaborate across teams to deliver high-impact initiatives.
· Master’s degree in human resources, Organizational Development, desirable but not essential.
· 5–6 years of progressive experience in Human Resources with at least 5 years in Talent Management, ATS/HRIS tools, Employee Experience, or Organizational Development.
· Strong strategic thinking and ability to align talent initiatives with business goals.
· Excellent communication, facilitation, and stakeholder management skills.
· Ability to work across teams and manage multiple priorities in a fast-paced environment.
· Proficiency in Microsoft Office (Word, Excel, PowerPoint).
Preferred Skills
· Proactive sourcing and pipeline management.
· Strong understanding of healthcare industry roles, market, and compliance.
· Hands on experience in HRIS tool.
· Familiarity with best practices in DEI, employee experience, and talent retention strategies.
· Ability to influence and collaborate effectively with senior stakeholders.
EXCEPTED L&D
TRAINING TO BE PROVIDED
· Induction
· Continued development of your own knowledge and skills in line with departmental, organisational, market and customer requirements
