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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.
- Benefits: Flexible base location, hybrid work, and opportunities for career growth.
- Why this job: Make a real impact by shaping talent strategies and influencing hiring decisions.
- Qualifications: Experience in internal recruitment and strong direct sourcing skills required.
- Other info: Fast-paced environment with a focus on data-driven recruitment.
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.
About The Role
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 in Leicester employer: Arriva Limited
Contact Detail:
Arriva Limited Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Acquisition Business Partner - Rail Services in Leicester
✨Tip Number 1
Get to know the company inside out! Research Arriva Trains and understand their values, culture, and the specific challenges they face in talent acquisition. This will help you tailor your conversations and show that you're genuinely interested in being part of the team.
✨Tip Number 2
Network like a pro! Connect with current employees on LinkedIn or attend industry events. Building relationships can give you insider info and might even lead to referrals, which can be a game-changer in landing that role.
✨Tip Number 3
Prepare for those interviews by practising common questions and scenarios related to talent acquisition. Think about how you would approach sourcing passive talent or building talent pools, and be ready to share your strategies and successes.
✨Tip Number 4
Don’t forget to showcase your data-driven approach! Be ready to discuss how you've used recruitment metrics in the past to improve hiring outcomes. This will resonate well with the team at Arriva, as they value insight-led decision-making.
We think you need these skills to ace Talent Acquisition Business Partner - Rail Services in Leicester
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 how you've successfully partnered with hiring managers in the past.
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 our needs. Don’t forget to mention your experience with direct sourcing and building talent pools.
Showcase Your Data Skills: Since we’re all about data-led decisions, make sure to highlight any experience you have with ATS platforms and using recruitment data. Share examples of how you've tracked performance and improved outcomes in previous roles.
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!
How to prepare for a job interview at Arriva Limited
✨Know the Role Inside Out
Before your interview, make sure you thoroughly understand the Talent Acquisition Business Partner role. Familiarise yourself with the key 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 in detail. Share specific examples of how you've successfully engaged passive talent and built talent pools in previous roles. Highlight any innovative strategies you've used to attract high-quality candidates, as this is crucial for the position.
✨Demonstrate Data-Driven Decision Making
Since the role requires a data-led approach, come ready to talk about how you've used recruitment metrics to inform your decisions. Discuss any tools or ATS platforms you've worked with and how you've tracked performance to improve outcomes. This will show that you can bring valuable insights to the team.
✨Emphasise Candidate Experience
Remember, candidate experience is at the heart of this role. Be ready to share how you've ensured clear communication and a smooth process for candidates in your past experiences. Discuss any feedback mechanisms you've implemented to continuously improve the candidate journey, as this will resonate well with their focus on quality.
