Senior Talent Acquisition Partner

About The Role

To lead and deliver Progeny’s talent acquisition strategy, ensuring the attraction, selection and onboarding of high-calibre talent that supports current and future business objectives.

The role is responsible for developing recruitment practices, employer branding, talent pipelines, workforce planning support, candidate experience and recruitment analytics, whilst ensuring a cost-effective and inclusive approach to hiring.

Working closely with stakeholders across the business, the role provides insight and guidance on hiring strategies, helping to identify talent needs, support business growth and drive continuous improvement across the end-to-end recruitment process.

This role can be based in our Leeds, Edinburgh, Manchester, or Cambridge office.

Key Responsibilities Include

• Talent Strategy
• Develop and deliver Progeny’s talent acquisition strategy, ensuring it supports business objectives, growth plans and future capability requirements.
• Partner with senior leaders to understand current and future hiring needs, providing insight into talent availability, market trends and recruitment approaches.
• Build and maintain talent pipelines for critical, specialist and hard-to-fill roles, reducing reliance on reactive recruitment activity.
• Contribute to succession planning initiatives by identifying internal talent opportunities and external talent pools.
• Recruitment Delivery
• Lead the end-to-end recruitment process across business areas, ensuring a high-quality, professional and consistent approach to hiring.
• Direct sourcing activity across a range of channels, including Linked In Recruiter and professional networks, while managing relationships with external recruitment partners where appropriate.
• Ensure recruitment processes remain efficient, compliant and aligned to best practice, driving improvements in quality of hire, time-to-fill and overall hiring effectiveness.
• Oversee onboarding activity in partnership with the People team to support a positive candidate transition into the business.
• Workforce Planning and Talent Insights
• Collaborate with People Business Partners and business leaders on workforce planning initiatives.
• Provide market intelligence, salary benchmarking and talent insights.
• Support organisational growth, restructuring and change initiatives through effective talent planning and recruitment support.
• Employer Brand and Candidate Experience
• Develop and strengthen Progeny’s employer brand, ensuring it reflects the organisation's culture, values and employee experience.
• Champion a positive candidate experience, ensuring candidates receive clear communication, professional engagement and timely feedback throughout the recruitment process.
• Enhance attraction through social media, careers content, employee advocacy and recruitment marketing.
• Diversity, Inclusion and Early Careers
• Ensure diversity, equity and inclusion principles are embedded throughout the recruitment process, helping to attract and retain a diverse workforce.
• Develop and promote early careers initiatives, including apprenticeships, graduate programmes, internships and work experience opportunities.
• Build relationships with external partners, educational institutions and professional networks to support diverse talent attraction.
• Recruitment Analytics
• Monitor, analyse and report on key recruitment metrics, including time-to-fill, source of hire, offer acceptance rates, agency spend, internal mobility and diversity data.
• Use recruitment data and market insight to identify trends, measure performance and recommend improvements.
• Regularly review recruitment processes, systems and tools to enhance efficiency, effectiveness and the overall hiring experience.
• Leadership and Stakeholder Management
• Build strong, credible relationships with senior leaders, hiring managers and People colleagues across the business.
• Act as a trusted partner, providing guidance on recruitment approaches, market conditions and talent strategies.
• Influence and challenge stakeholders where appropriate to ensure recruitment decisions support both immediate requirements and longer-term organisational goals.
• Knowledge & Experience

Essential

• Experience managing talent acquisition within a small to medium organisation
• Experience managing multi-site and senior-level recruitment.
• Strong understanding of recruitment technology and applicant tracking systems.
• Experience developing employer branding initiatives.
• Knowledge of UK employment legislation relating to recruitment and selection.
• Proven use of recruitment data and analytics to improve outcomes.

Desirable

• Experience within professional services, financial services or regulated environments.
• Experience managing graduate, academy or apprenticeship programmes.
• Key Skills & Competencies
• Strong stakeholder management and influencing skills.
• Commercially minded, with an understanding of business and workforce priorities.
• Able to build credibility and trusted relationships at all levels.
• Data-driven, with strong analytical and decision-making skills.
• Focused on continuous improvement, innovation and the effective use of technology.
• Skilled at managing competing priorities in a fast-paced environment.
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