Talent Partner (initial 6 month contract)

ROLE PURPOSE

Talent Partner is a new role responsible for establishing a ‘One Maintel’ approach to attracting and selecting talent. In this role, you will own the end-to-end hiring process; confidently recruiting across both technology and non‑technology functions. You will partner with leaders across the business to understand their hiring needs and build hiring capability. You’ll combine hands‑on recruiting with a strategic approach to attraction and selection; developing and owning our employer branding strategy and candidate journey. You’ll carefully balance time to hire and cost per hire with quality of hire to ensure we are delivering exceptional talent to Maintel. You’ll use internal and external insights and a consultative approach to influence hiring decisions; helping us attract brilliant people whilst continuously improving how we hire.

This is the perfect opportunity for someone who thrives in a mid‑sized organisation - big enough to offer influence and variety, small enough for your impact to be visible. Although initially a six-month contract to establish our ways of working, this has the potential to be extended / made permanent. As such, it is important that the successful candidate is able to demonstrate return on investment and value added quickly

ROLE OBJECTIVES

• Drive an inclusive, streamlined hiring process that delivers exceptional talent for Maintel.
• Develop and deploy the strategy to promote Maintel as an employer of choice.
• Build line manager hiring capability to ensure we are making quality hiring decisions.
• Develop and continuously improve the selection approach and candidate experience.
• ·Promote internal mobility and owning and promoting the employee referral scheme.
• Ensure we take an inclusive approach to hiring.

ROLE RESPONSIBILITIES

• Establish and own the end‑to‑end hiring process, delivering a smooth, engaging experience for every candidate.
• Partner with hiring managers across the business to understand role needs, team goals, and future workforce plans.
• Develop smart, targeted direct sourcing strategies using LinkedIn Recruiter, industry communities, and creative outreach.
• Build hiring capability across the business, coaching managers on interviewing, assessment, and decision‑making.
• Continuously improve our selection approach, ensuring it’s fair, consistent, and aligned with the skills we need.
• Review and elevate the candidate experience, identifying opportunities to streamline and delight.
• Lead employer brand initiatives, helping us stand out in both tech and non‑tech talent markets.
• Promote internal mobility and own the employee referral scheme, ensuring we are creating opportunities for our people.
• Build and nurture talent pipelines for critical roles, anticipating future hiring needs.
• Provide market insights on talent trends, salary benchmarks, and competitive hiring activity.
• Manage our preferred supplier list, ensuring strong performance and value.
• Maintain accurate ATS data, enabling reliable reporting and compliance.
• Use recruitment analytics to spot bottlenecks, track performance, and drive improvements.
• Champion inclusive hiring practices, ensuring diversity is embedded in every stage of the journey.
• Support broader talent and succession planning, contributing to long‑term organisational growth (over time).

SKILLS

• Confidence partnering with stakeholders at all levels, with the ability to influence and challenge constructively.
• The ability to balance strategic thinking with hands‑on delivery in a fast‑moving environment.
• Ability to navigate ambiguity, creating structure and process whilst retaining flexibility of approach.
• A proactive, energetic approach to sourcing and problem‑solving.
• A passion for inclusive hiring and building diverse teams.

EXPERIENCE

Essential

• Proven experience managing the full recruitment lifecycle across a mix of technical and non‑technical roles.
• Strong sourcing capability, including direct sourcing for hard‑to‑fill roles.
• Experience partnering with and coaching hiring managers and senior stakeholders in a fast‑paced environment.
• Demonstrated ability to establish and continuously improve recruitment processes, selection methods and candidate experience.
• Hands‑on experience using an Applicant Tracking System and maintaining accurate recruitment data, in order to measure the success of our hiring efforts.
• Knowledge of employment legislation and best‑practice recruitment standards.
• Experience leading employer brand or talent attraction initiatives.
• Confident user of modern sourcing tools.

Desirable

• Experience working in a mid‑sized technology‑driven organisation.
• Management of internal mobility programmes or referral schemes.
• Track record of developing and delivering interventions to build manager hiring capability.
• Understanding of diversity, equity, and inclusion strategies within recruitment.
• Involvement in broader talent or succession planning activities.
• Experience managing or optimising a preferred supplier list.

£45-55k dependent on experience

Standard Benefits

• 25 days holiday per annum, rising to 28 days, plus bank holidays
• Company pension scheme
• Life assurance
• Enhanced sick pay
• Health care cash plan
• Income protection scheme
• Employee assistance line
• Discounts and cashback on shopping
• Discounted YorkTest home kits
• Free car parking (Blackburn site)

Flex Benefits

• Holiday trading
• Critical illness cover
• ULEV car leasing scheme
• Cycle to work scheme
• Gym membership
• Car breakdown cover
• Will writing service

Compensation

• Annual salary review
• Recruitment referral scheme
• Various recognition schemes (e.g. long service awards)

Working Environment

• Modern offices with collaboration/meeting spaces
• Agile/remote working
• Technology to support agile/remote working
• Free tea, coffee, juices and snacks at offices

Development

• Supported study
• Apprentice schemes
• Levy funded learning opportunities
• Individual development plans