Recruitment Manager in Hounslow

LOCATION: Hounslow/Hybrid

REPORTING TO: Director of Talent & Engagement

SHIFT PATTERN: Monday - Friday, 40 hours per week

SALARY: Competitive

ROLE OVERVIEW AND PURPOSE

The Recruitment Manager will lead the ABM UKI recruitment function, overseeing the recruitment and talent acquisition team and ensuring the business has access to high-quality talent across frontline, operational, & staff management roles. This role will be accountable for consolidating recruitment activity and recruiters from across ABM UKI into one central reporting structure, creating clear governance, consistent ways of working and a service-led recruitment model that supports business priorities. Working as a trusted partner to senior leaders, HR, Operations and functional stakeholders, the role will redefine and embed the end-to-end recruitment process, improve candidate and hiring manager experience and introduce a proactive partnering approach aligned to workforce planning, talent pipelines and business growth.

KEY RESPONSIBILITIES

• Lead, coach and develop the ABM UKI recruitment and recruitment team, creating a high performing, service-led recruitment function.
• Support the consolidation of recruiters and recruitment activity from across ABM UKI into a central reporting structure with clear roles, accountabilities and governance.
• Design, redefine and implement a consistent end-to-end recruitment process, from workforce planning and requisition approval through to offer, onboarding handover and post-hire review.
• Embed a partnering approach with the business, ensuring recruiters build strong relationships with operational leaders, HR Business Partners and functional hiring managers.
• Act as the recruitment lead for Staff & Management roles, directly managing recruitment for Sales and Marketing, Technology, HR, Finance, QHSE and other specialist functions as required.
• Oversee recruitment delivery for frontline, staff, management and operational roles across ABM UKI, ensuring approaches are appropriate to role type, location and service line.
• Partner with senior stakeholders to understand current and future workforce requirements and translate these into effective recruitment plans and resourcing priorities.
• Introduce consistent recruitment service levels, KPIs and reporting to provide visibility of demand, vacancy status, time-to-fill, quality, source effectiveness and candidate experience.
• Standardise hiring manager briefing, attraction, screening, selection, interview, feedback and offer management practices across the business.
• Review existing recruitment processes and identify opportunities to reduce duplication, delays, manual work and inconsistent candidate or hiring manager experience.
• Build talent pipelines for critical and recurring roles, including high-volume frontline requirements and specialist management or professional roles.
• Develop recruitment strategies for complex, niche or hard‑to‑fill vacancies, using market insight to advise on attraction channels, salaries, candidate availability and timelines.
• Ensure recruitment activity supports ABM UKI diversity, inclusion, ESG and social value priorities, broadening access to talent and promoting inclusive selection practices.
• Work with HR and Operations to ensure recruitment processes are compliant with employment law, right-to-work requirements, client requirements and sector-specific vetting standards.
• Ensure recruitment practices support operational compliance in regulated environments, including aviation or security-sensitive sites where airside, vetting or clearance requirements apply.
• Manage the use of recruitment systems, AI, data and reporting to improve workflow visibility, decision-making and recruitment performance.
• Provide regular insight to leadership on recruitment trends, risks, demand, capacity, skills gaps and opportunities to improve workforce planning.
• Review and optimise recruitment channels, direct sourcing methods, job advertising, social media and employer brand activity to improve reach and quality of hire.
• Manage external recruitment partners and agencies where required, ensuring clear expectations, cost control, quality of delivery and alignment with preferred supplier arrangements.
• Work closely with Finance, Procurement and HR to ensure recruitment activity is commercially aware and aligned to approved budgets, PSL, headcount controls and business priorities.
• Lead recruitment transformation activity, including process redesign, stakeholder engagement, implementation planning, communications and adoption across a decentralised organisation.
• Promote a consistent, professional and candidate-centred approach to recruitment that reflects ABM values and strengthens the employer brand.
• Identify capability gaps within the recruitment team and implement solutions.