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- Tasks: Lead recruitment for Arriva Trains, ensuring a smooth candidate experience and effective hiring outcomes.
- Company: Join a dynamic team at Arriva, a leader in rail services with a strong employer brand.
- Benefits: Flexible base location, hybrid work, and opportunities for career growth and development.
- Why this job: Make a real impact by shaping talent strategies and influencing hiring decisions.
- Qualifications: Experience in internal recruitment, direct sourcing, and engaging passive talent.
- Other info: Fast-paced environment with a focus on data-driven recruitment and continuous improvement.
The predicted salary is between 36000 - 60000 £ per year.
We’re looking for a Talent Acquisition Business Partner to take ownership of hiring across our Arriva Trains division — partnering with leaders to deliver high-quality talent solutions that support the business today and build capability for the future. This role is hybrid - UK travel to Operational sites is essential. Base location is flexible.
This is a hands-on, strategic TA role with real ownership. You’ll manage the full recruitment lifecycle across operational Trains and Rail Services functions, acting as a trusted advisor to hiring managers and HR Business Partners. You’ll combine strong direct sourcing capability with market insight to shape attraction strategies, challenge thinking and deliver effective hiring outcomes. Candidate experience sits at the heart of the role, you’ll ensure clear communication, pace and consistency from first contact through to offer.
What You’ll Be Responsible For:
- You’ll lead end-to-end recruitment across operational roles, ensuring a smooth experience for both candidates and hiring managers.
- You’ll proactively source and engage passive talent, building talent pools for critical and future roles.
- Using market intelligence, you’ll provide insight on talent availability, competitor activity and hiring trends, helping leaders make informed decisions.
- You’ll work closely with HRBPs, L&D and the wider Talent team to support internal mobility, succession planning and early careers opportunities.
- You’ll also act as an ambassador for Arriva’s employer brand, ensuring consistent EVP messaging across all candidate touchpoints and representing the business externally when required.
- Your approach will be data-led — tracking performance, monitoring key metrics and using insight to continuously improve recruitment outcomes.
What We’re Looking For:
- Proven experience delivering internal recruitment solutions across operational functions.
- Strong direct sourcing capability and experience engaging passive talent.
- Confidence partnering with senior stakeholders and influencing hiring decisions.
- Experience building talent pools and supporting internal mobility or succession planning.
- Comfortable working in a fast-paced, matrixed environment.
- Experience using ATS platforms and recruitment data to drive decisions.
Talent Acquisition Business Partner - Rail Services employer: Arriva Group
Contact Detail:
Arriva Group Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Acquisition Business Partner - Rail Services
✨Tip Number 1
Network like a pro! Reach out to your connections in the rail services sector and let them know you’re on the hunt for a Talent Acquisition role. You never know who might have the inside scoop on job openings or can put in a good word for you.
✨Tip Number 2
Prepare for interviews by researching the company and its culture. Understand their values and how they align with your own. This will help you articulate why you’re the perfect fit for the Talent Acquisition Business Partner role and show that you’re genuinely interested.
✨Tip Number 3
Practice your pitch! Be ready to discuss your experience in delivering internal recruitment solutions and how you’ve successfully engaged passive talent. Highlight specific examples that demonstrate your strategic approach and ability to influence hiring decisions.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, it shows you’re serious about joining our team and are familiar with our processes. Let’s get you that Talent Acquisition role!
We think you need these skills to ace Talent Acquisition Business Partner - Rail Services
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the Talent Acquisition Business Partner role. Highlight your experience in recruitment, especially in operational functions, and showcase any direct sourcing successes you've had. We want to see how you can bring value to our Arriva Trains division!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you're passionate about this role and how your skills align with what we’re looking for. Don’t forget to mention your experience with stakeholder management and how you’ve influenced hiring decisions in the past.
Showcase Your Data Skills: Since we’re all about data-led decisions, make sure to highlight any experience you have with using ATS platforms and recruitment metrics. Share examples of how you've used data to improve recruitment outcomes — we love a good success story!
Apply Through Our Website: We encourage you to apply through our website for a smoother application process. It’s the best way for us to receive your application and ensures you don’t miss out on any important updates. Plus, it shows you’re keen to join our team!
How to prepare for a job interview at Arriva Group
✨Know the Role Inside Out
Before your interview, make sure you thoroughly understand the Talent Acquisition Business Partner role. Familiarise yourself with the responsibilities, especially around managing the recruitment lifecycle and engaging with hiring managers. This will help you speak confidently about how your experience aligns with their needs.
✨Showcase Your Sourcing Skills
Be prepared to discuss your direct sourcing capabilities and how you've successfully engaged passive talent in the past. Have specific examples ready that demonstrate your ability to build talent pools and attract high-quality candidates, as this is crucial for the role.
✨Bring Data to the Table
Since the role is data-led, come equipped with insights from your previous experiences. Talk about how you've used recruitment metrics to drive decisions and improve outcomes. This shows that you can leverage data effectively to support hiring strategies.
✨Emphasise Candidate Experience
Highlight your commitment to providing a smooth candidate experience. Discuss how you ensure clear communication and consistency throughout the recruitment process. This will resonate well, as candidate experience is at the heart of the role they’re looking to fill.
