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- Tasks: Lead recruitment strategies and enhance candidate experience from start to finish.
- Company: Join Arriva, a leading European transport partner with a focus on growth and transformation.
- Benefits: Competitive salary, career development opportunities, and a dynamic work environment.
- Why this job: Shape the future of talent acquisition while making a real impact in a growing company.
- Qualifications: Experience in corporate recruitment and strong direct sourcing skills required.
- Other info: Be part of a team that values innovation and collaboration across 11 countries.
The predicted salary is between 36000 - 60000 £ per year.
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. You’ll lead end-to-end recruitment across corporate 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 while reducing reliance on agencies and managing the PSL with clear governance. 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.
- Proven experience delivering corporate recruitment across multiple functions and levels
- 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
- Time to hire
- Cost per hire
- Quality and depth of pipelines
- Candidate experience and SLAs
- Agency usage and effectiveness
Arriva is a leading European passenger transport partner, operating in 11 countries across the UK and Europe. We employ around 35,000 people and deliver over 1.5 billion passenger journeys each year. Following our acquisition by I Squared Capital in 2024, Arriva is entering a phase of transformation, growth and long‑term investment.
Talent Acquisition Business Partner in City of Westminster employer: Arriva UK Bus Ltd
Contact Detail:
Arriva UK Bus Ltd Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Acquisition Business Partner in City of Westminster
✨Tip Number 1
Get to know the company inside out! Research Arriva’s values, recent news, and their approach to talent acquisition. This will help you tailor your conversations and show that you’re genuinely interested in being part of their 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 job.
✨Tip Number 3
Prepare for interviews by practising common questions and scenarios related to talent acquisition. Think about how you would handle sourcing passive candidates or improving candidate experience, as these are key aspects of the role.
✨Tip Number 4
Don’t forget to showcase your data-driven mindset! Be ready to discuss how you’ve used metrics in past roles to improve recruitment outcomes. This aligns perfectly with Arriva’s focus on tracking performance and making informed decisions.
We think you need these skills to ace Talent Acquisition Business Partner in City of Westminster
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the Talent Acquisition Business Partner role. Highlight your direct sourcing experience and any relevant metrics you've achieved in previous roles. We want to see how you can bring value to our team!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you're passionate about recruitment and how your skills align with our needs. Don’t forget to mention your experience with candidate experience and data-driven decision-making.
Showcase Your Market Insight: In your application, demonstrate your understanding of market trends and talent availability. We love candidates who can provide insights that help us shape our attraction strategies and improve hiring outcomes.
Apply Through Our Website: We encourage you to apply through our website for a smoother process. It helps us keep track of applications and ensures you don’t miss out on any important updates from us during the recruitment journey!
How to prepare for a job interview at Arriva UK Bus Ltd
✨Know Your Market
Before the interview, dive deep into the current talent landscape. Understand the trends in recruitment, especially for corporate roles. This will help you speak confidently about how you can shape attraction strategies and provide valuable insights on talent availability.
✨Showcase Your Sourcing Skills
Be prepared to discuss your direct sourcing capabilities. Bring examples of how you've successfully engaged passive talent in the past. Highlight any innovative methods you've used to build talent pools, as this is crucial for the role.
✨Emphasise Candidate Experience
Since candidate experience is at the heart of this role, think of ways you've ensured clear communication and consistency in your previous positions. Share specific instances where you improved the hiring process for candidates and hiring managers alike.
✨Data-Driven Decisions
Familiarise yourself with key recruitment metrics like time to hire and cost per hire. Be ready to discuss how you've used data to drive decisions in your past roles. This will demonstrate your analytical approach and commitment to continuous improvement in recruitment outcomes.