Senior People and Talent Partner

As a Senior People and Talent Partner, you will manage the entire recruitment process from sourcing to hiring specific positions, develop innovative sourcing strategies, partner with managers in creating compelling job descriptions and selection criteria, and oversee an engaging onboarding process. You’ll be instrumental in enhancing our people operations to maintain a strong talent pipeline.

To apply for the Senior People and Talent Partner role, candidates should have proven experience in a people or talent role within a high-growth or tech environment. Strong expertise in sourcing, hiring, and implementing recruitment best practices is essential, along with data-driven decision-making skills and excellent communication abilities.

A Senior People and Talent Partner plays a key role in fostering a people-first culture by ensuring a seamless candidate and employee experience. This involves enhancing onboarding processes, partnering with management for optimal team dynamics, and creating programs that promote engagement and retention across all levels of the organization.

In the Senior People and Talent Partner role, you can expect significant career growth opportunities. You'll collaborate with top professionals in a meritocratic environment where your ideas directly impact company strategy and culture. Our ongoing learning and development support ensures that you continue to sharpen your skills and advance your career.

Yes, the Senior People and Talent Partner position offers hybrid flexibility. Our office in London encourages a balanced work-life, where you can come into the office 2-3 times per week while having the freedom to manage your working hours to suit your lifestyle.

In answering this, discuss specific methods such as improving the candidate experience through clear communication, leveraging technology for efficiency, and collaborating closely with hiring managers to define role requirements. Showcase your proactive approach and examples from past experiences.

When addressing this question, focus on metrics like time-to-fill, quality of hire, and candidate satisfaction scores. Mention how tracking engagement metrics and utilizing data to inform decisions are essential components of your success measurement strategy.

Here, share a specific example highlighting your approach to onboarding, the strategies you employed, and how those strategies led to a successful integration of the new employee into the company. Emphasize the importance of creating a welcoming environment.

Discuss the importance of maintaining clear and open communication with stakeholders, explaining how building relationships with hiring managers helps align expectations and enhances collaboration throughout the recruitment process.

Share your commitment to professional development through attending industry conferences, participating in workshops, and engaging with professional networks and online communities to stay informed about evolving recruitment trends and best practices.

Discuss your hands-on experience with implementing an ATS by mentioning specific systems you've worked with, how you trained others in best practices, and the impact it had on recruitment efficiency and candidate tracking.

Address this by highlighting your commitment to diversity and inclusion, describing how you intentionally seek out diverse candidates through various sourcing channels and partnerships, ensuring a rich talent pool that reflects a wide range of backgrounds.

Convey your approach to problem-solving by sharing specific strategies, such as addressing tough hiring manager expectations, resolving candidate disputes, or adapting sourcing strategies when faced with competitive market challenges.

Here, present ideas such as conducting regular engagement surveys, creating mentorship programs, establishing feedback loops, and implementing recognition initiatives to foster an inclusive and supportive environment where employees feel valued.

Describe key elements like clear communication, timely follow-ups, and a personalized approach throughout the hiring process. Explain how creating an engaging candidate journey helps build a positive employer brand.