Talent Acquisition Partner in Ipswich

Talent Acquisition Partner
Ipswich Outskirts
£45,000-£50,000pa + Annual Bonus + Car Allowance
Hybrid working- 3days a week in the office, 2 from home
Travel commitments to other sites bi-monthly

Role Purpose
The Talent Acquisition Partner is responsible for attracting, assessing and hiring high-quality talent across the organisation. Working closely with hiring managers and business leaders, the role will develop and deliver effective recruitment and talent strategies that support the Company's growth objectives while reducing reliance on external recruitment agencies.
In addition to leading recruitment activities, the Talent Acquisition Partner will play a key role in supporting talent management, succession planning, internal mobility and employee retention initiatives. The role will also provide wider People Partner support and contribute to strategic HR projects across the business.
This position has been created as part of a strategic initiative to strengthen the organisation's in-house talent acquisition capability, improve workforce planning and support the development of future talent across the UK and Northern Europe.

Key Responsibilities
Talent Acquisition & Recruitment

• Manage the full recruitment lifecycle from vacancy approval through to offer acceptance and onboarding.
• Develop and implement recruitment strategies that reduce agency dependency and attract high-calibre candidates.
• Partner with hiring managers to understand workforce requirements, define role profiles and develop recruitment plans.
• Create compelling job descriptions, adverts and candidate attraction campaigns.
• Source candidates through multiple channels including direct sourcing, social media, networking, referrals and job boards.
• Screen applications, conduct interviews and coordinate assessment activities.
• Build and maintain talent pipelines for critical and hard-to-fill roles.
• Ensure vacancies are filled within agreed timescales while maintaining quality and compliance standards.
• Deliver an exceptional candidate experience throughout the recruitment process.
• Manage relationships with recruitment agencies where additional support is required, negotiating favourable commercial terms and ensuring value for money.
• Support the identification and development of talent across the UK and Northern Europe.

Internal Mobility & Talent Development

• Promote internal career opportunities and encourage managers to consider existing employees when filling vacancies.
• Partner with the People Team to improve visibility of employee skills, aspirations and development potential.
• Support the development of internal mobility processes across the UK and, in time, the wider Northern Europe region.
• Help connect employees with suitable career progression and development opportunities.

Talent Management, Retention & Succession Planning

• Develop and implement proactive retention strategies for critical roles and high-potential employees.
• Introduce and support stay interview practices to identify engagement drivers and retention risks.
• Partner with business leaders and People Partners to create development and retention plans for key talent.
• Support the design and implementation of career pathways across operational, specialist and leadership functions.
• Facilitate access to mentoring, coaching, job shadowing, secondments and development opportunities.
• Maintain talent and succession planning data, including performance, potential, mobility preferences and readiness for progression.
• Coordinate talent and succession reviews with leadership teams.
• Support the development of future leaders through structured development programmes, stretch assignments and cross-functional opportunities.
• Provide talent insights and recommendations to the People Director and leadership team through data and reporting.

Stakeholder Management

• Build strong and effective relationships with managers and leaders across the business.
• Provide expert advice on recruitment best practice, market trends and talent acquisition strategies.
• Coach hiring managers on interviewing, selection and candidate assessment techniques.
• Influence and challenge hiring decisions where appropriate to ensure fair, objective and inclusive recruitment practices.

Projects & Continuous Improvement

• Lead talent acquisition and recruitment improvement projects.
• Research market trends and competitor activity to identify innovative attraction and retention strategies.
• Drive the continuous improvement and digitalisation of recruitment processes and record keeping.
• Lead the implementation and ongoing management of an Applicant Tracking System (ATS).
• Produce and analyse recruitment metrics including time-to-hire, cost-per-hire, quality-of-hire and diversity measures.
• Support wider People Team projects and organisational initiatives.