Recruitment and Talent Manager

Job Title: Recruitment and Talent Manager

Department: Human Resources

Reporting to: HR Manager

Location: London, Warren St. Office

Contract Type: Full-Time, Permanent

Salary: Competitive (dependent on experience)

Job Purpose:

The Recruitment and Talent Manager will be integral to Tuckers Solicitors HR and recruitment function, with a dual focus on attracting, sourcing, and managing talent for both internal roles and consultants. With Tuckers Solicitors LLP experiencing a significant period of growth, there is a strategic emphasis on recruiting consultants such as duty solicitors, high court advocates, and police station representatives nationwide. This role will be key in building a strong internal team while also driving an extensive consultant recruitment initiative to meet increasing client demand and ensure regional coverage.

This role is ideal for someone who is highly organized, ideally understands the legal industry, and has expertise in sourcing both internal hires and specialized consultants on a national scale. The Recruitment and Talent Manager will work closely with the HR Manager to ensure a well-rounded recruitment strategy that meets both immediate and future workforce needs, supporting Tuckers Solicitors growth and talent retention goals.

Key Responsibilities:

1. Attracting & Recruiting Talent:

• Strategic Sourcing: Develop and execute sourcing strategies to attract high-quality talent for internal roles across all departments, as well as consultants nationwide. Use a variety of channels, including job boards, LinkedIn, legal networks, and referrals to maintain a strong pipeline of internal and consultant candidates.
• Employer Branding: Enhance Tuckers Solicitors’ employer brand as a leading firm for both permanent and consulting roles, highlighting opportunities for growth, high-impact work, and regional flexibility.
• Candidate Screening and Selection: Conduct initial screenings and coordinate interviews for both internal and consultant roles, assessing candidates’ expertise, cultural fit, and alignment with the firm’s values. Provide informed recommendations to hiring managers and senior leadership.
• Onboarding Administration: Oversee the onboarding experience for both internal and consultant hires, ensuring compliance with right-to-work checks, document verification, and providing a seamless introduction to the firm.
• Relationship Building with External Partners: Establish and maintain strong relationships with recruitment agencies and networks for specialized legal consultants, expanding access to niche talent pools and ensuring responsiveness to shifting demand.

2. Succession Planning Support:

• Specialized Consultant Hiring: Lead an initiative to recruit consultants in high-demand roles, including duty solicitors, high court advocates, and police station representatives, particularly focusing on securing talent for key regions across the UK.
• Geographic Placement Strategy: Work with regional partners to determine consultant needs in specific locations, ensuring efficient placement of consultants to meet client and business demands. Develop a plan for region-specific hiring campaigns to secure candidates in priority areas.
• Consultant Pipeline Development: Build a robust consultant talent pipeline to meet current demands and support anticipated future needs. Regularly assess pipeline strength for consultant roles and adjust recruitment strategies to maintain coverage.

3. Learning & Development Coordination:

• Career Pathway Development: Collaborate with the HR Manager to create career pathways for internal roles, ensuring the firm retains talent with growth potential. Support the identification of high-potential internal employees who align with strategic goals and business needs.
• Consultant-to-Employee Conversion: Identify consultants interested in transitioning to permanent roles, where applicable, to meet long-term staffing needs and support internal succession planning.
• Performance and Appraisal Support: Assist in implementing performance management processes for internal and consultant hires, providing feedback mechanisms that inform succession planning and individual development goals.

4. Employee Engagement:

• Skills Development Initiatives: Support the HR Manager in identifying required skills across internal teams and consultants, coordinating relevant training and development programs to enhance team readiness.
• Compliance Training for Legal Roles: Track and coordinate regulatory compliance training for solicitors, high court advocates, and police station representatives, ensuring all consultants and internal hires maintain required certifications and licenses.
• Consultant Training Access: Provide consultants with necessary access to firm resources for training and compliance, fostering a well-prepared, compliant consultant team.

5. Employee Retention:

• Structured Onboarding for Consultants and Employees: Design tailored onboarding processes for both consultants and internal hires, ensuring effective integration into the firm and setting clear expectations from day one.
• Consultant and Employee Engagement Initiatives: Create initiatives that foster inclusivity, teamwork, and a sense of belonging among internal hires and consultants. Regularly gather feedback to adjust engagement strategies to meet team needs.
• Continuous Feedback Collection: Conduct periodic check-ins with consultants and internal employees to assess satisfaction, understand challenges, and gather insights to improve overall experience.

6. Retention and Exit Management for Internal Employees and Consultants:

• Retention Strategy Development: Work with the HR Manager to develop tailored retention strategies for both internal and consultant roles, addressing needs for flexibility, growth, and development.
• Exit Interview Program: Conduct exit interviews for departing internal employees and consultants, gathering insights and identifying trends that inform retention strategies. Report findings to senior management with actionable recommendations.
• Benefits Communication: Ensure both consultants and internal hires understand available benefits and support options, promoting satisfaction and encouraging longer-term commitment to the firm.

About Tuckers Solicitors LLP:

Tuckers Solicitors LLP is one of the UK’s largest criminal law firms, recognized for its commitment to justice and excellence in client service.

With a history of over 30 years and a team of 150 employees across various offices, we are now expanding and seeking a Recruitment and Talent Manager to support our growth and talent development initiatives.

Key Performance Indicators (KPIs):

• Attracting & Recruiting Talent
• Succession Planning Support
• Learning & Development Coordination
• Employee Engagement
• Employee Retention

Note to recruitment agencies: We are recruiting direct for this role and will not be using agencies.