Talent Acquisition Manager

REPORTS TO

• Head of HR (Finance Director in interim)
• DEPARTMENT: Human Resources
• ROLE DEFINITION

The Talent Acquisition Manager will develop and implement Phoenix ME’s end-to-end recruitment strategy across the UK and European business.

The role holder will act as a partner to the SLT and operational teams to establish robust hiring processes, fully utilise the ATS, and ensure a consistent, high-quality candidate experience.

The role holder is responsible for attracting, selecting, and retaining top talent, with a focus on cost-effective hiring, reducing agency dependence, promoting internal mobility, and leveraging employee referrals.

KEY RESPONSIBILITIES

• Recruitment Strategy & Workforce Planning
• Develop and implement a comprehensive recruitment strategy aligned with organisational goals and workforce planning needs.
• Partner with the SLT to forecast hiring needs across the UK and European business and identify vacancies.
• Conduct benchmarking against industry competitors to ensure competitive hiring practices and compensation.
• Promote internal mobility by identifying existing employees for open roles and succession planning opportunities.
• Build and maintain proactive talent pipelines for critical and hard-to-fill roles to reduce time-to-hire.
• End-to-End Recruitment
• Own and manage the end-to-end recruitment process, including job description development, candidate sourcing, screening, interviewing, evaluation, and offer negotiation.
• Establish scoring matrices, structured interview guides, and consistent selection criteria to standardise hiring decisions.
• Ensure all new hires meet role-specific qualifications, certifications, and compliance requirements.
• Oversee contractor and self-employed engagement in line with IR35 legislation.
• Manage recruitment across multiple European jurisdictions, adapting processes to local market and regulatory requirements.
• Cost-Effective Talent Acquisition
• Reduce agency dependence by building strong internal recruitment capabilities and proactive sourcing strategies.
• Leverage employee referral programmes, industry networks (e. g. Linked In), and headhunting initiatives to secure high-calibre candidates.
• Manage the preferred supplier list (PSL) of recruitment agencies, ensuring compliance with contractual criteria and fee efficiency.
• Track and reduce cost per hire through data-driven insights.
• Recruitment Process & Systems
• Implement, maintain, and optimise the Applicant Tracking System (ATS) to manage recruitment workflows and track key metrics.
• Create and manage job advertisements across relevant platforms.
• Build Phoenix ME’s recruitment processes from scratch, including the establishment of our hiring manager cohort.
• Coach and guide hiring managers on recruitment best practices, interview techniques, and decision-making processes.
• Contribute to the HR board report, reporting on KPIs such as time-to-fill, cost per hire, source of hire, and quality of hire.
• Candidate Experience
• Promote Phoenix ME as an employer of choice through recruitment engagement initiatives and branding activities.
• Ensure a consistent and positive candidate experience throughout the recruitment lifecycle, from initial contact to onboarding.
• Monitor recruitment analytics to continually improve candidate sourcing, engagement, and selection strategies.
• Contractor & Compliance Oversight
• Oversee recruitment and monitoring of contractors and self-employed personnel, ensuring compliance with IR35 and other relevant employment regulations.
• Maintain records to ensure alignment with legal, operational, and safety standards.
• Stakeholder Engagement
• Build and maintain relationships with external recruiters, industry contacts, and professional networks.
• Collaborate with SLT and operational teams to establish sign-off processes, approve hiring decisions, and drive workforce efficiency.
• Advise on market trends, candidate availability, and recruitment cost management strategies.

PERSON SPECIFICATION

Professional HR or Recruitment qualifications such as CIPD Level 5/7 or equivalent.

Extensive experience working in recruitment in the Construction industry.

Excellent interpersonal and stakeholder management skills, able to influence SLT and departmental heads.

Strong understanding of ATS platforms and HR software.

Proven ability to build relationships with external recruiters on the PSL, professional networks, and industry contacts.

Ability to work in a fast-paced and dynamic environment.

Strong data/analytics background with experience in recruitment metrics reporting.

Readily available recruitment network within the industry.

Strong negotiation and candidate engagement skills.

Proven track record of reducing employee turnover through suitable new hires.

Experience managing recruitment in Europe.

This job description is intended to describe the general nature and level of work being performed.

It is not intended to be an exhaustive list of all responsibilities, duties, and skills required.

Management reserves the right to assign or reassign duties and responsibilities.

OUR VALUES

• Embody boldness and ambition to exceed goals by setting high personal and professional standards
• Act with courage , voicing ideas or concerns with confidence while remaining resilient in the face of challenges
• Foster empowerment by creating an environment where everyone feels capable, trusted, and supported
• Promote innovation by sharing fresh ideas and new methods to drive continuous improvement
• Champion a culture of togetherness and inclusion by acting with mutual respect and integrity
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