Resourcing Partner

Job Description

The primary purpose of the Resourcing Partner is to provide a key route to market and ensure a strong brand presence in the talent marketplace, through setting resourcing & attraction strategies and partnering with the business to bring the Capability Plan to life; working closely with key People function stakeholders including Senior People Partners, Core People Operations and GBS to create an integrated and aligned partnership in the delivery of this service. The role enables seamless integration and delivery of the Capability Plan; deploying resourcing strategies, appropriate governance frameworks and targeted routes to market that provide a diverse candidate base along with ensuring the identification of strong prospective trainee pipelines that satisfy demand. This role owns resourcing standards, acting as a key link to professional standards through the Heads of Profession and, in conjunction with key internal resourcing interfaces, ensures the delivery of a first rate candidate experience. It is instrumental in ensuring near-term business resilience by providing insight to resourcing supply requirements that are aligned to capability plan demand profiles across respective professions.

Sellafield Limited is a large industrial organisation with more than 10,000 employees carrying out a diverse of roles (mix of blue and white collar, from junior administrators, to internationally recognised technical experts) employed on a number of different sets of terms and conditions, each supported by a number of complex historic agreements The organisation is heavily unionised with 3 recognised Unions representing 3 diverse worker groups each with their own unique issues and concerns. The organisation is currently going through a period of unprecedented change following the transition to a new value driven operating model, the end of reprocessing and the acceleration of risk and hazard reduction. As part of the transformation there are several work streams that are looking at changing how we work and how the organisation accesses people services and is enabled by our People Function

Principal Accountabilities

• Translate the near-term elements of the Capability Plan to reality through the provision of executive levels of resource partnering. Manage the relationship with the Senior People Partners, Core People Operations and GBS on resourcing for business function, to enable and deliver an integrated and aligned partnership to ensuring that effective human resource solution provision is driven forwards and positively challenged when appropriate.

• Establish and maintain a credible brand presence in the talent marketplace, setting attraction strategies and routes to market to secure and onboard resource to meet the demands of the capability plan.

• Own resourcing standards and, in conjunction with the Heads of Profession, set & maintain professional standard entry requirements.

• Through the provision of professional and expert level of people service, devise, oversee and enable the deployment of resourcing strategies/plans and policies with an appropriate level of governance across the organisation.

• In conjunction with key internal resourcing interfaces, ensures near-term business resilience by providing insight to resourcing supply requirements that are aligned to capability plan demand profiles across respective professions; whilst maximising flexibility of location and mobility.

• Manage required Contingent Labour demand and compliance activities

• Manages the recruitment relationships with GBS and relevant Centres of Excellence as a point of escalation and provides People Function oversight of requisition requests.

• Through a coaching approach enable pan organisation strategic resourcing thinking that is linked to the Capability Plan and connects the intent of In Years and Out Years Strategic Plans; allowing for early insights into likely change activity.

• Establish talent and skills pipelines and ensure recruitment forecasts are in line with the Resourcing Strategy, enable full resource utilisation and meet value for money principles.

• Work with the Capability Planning Lead, People Centres of Excellence and Heads of Profession to identify and secure future trainee pipeline demand requirements, ensuring an appropriate level of governance, funding availability and programme relevance.

• Collaborates across the People CoEs to ensure that a first-rate candidate experience is delivered that secures candidates through to onboarding.

Knowledge & Experience

• Graduate (minimum 2:2) in relevant discipline or equivalent

• Accredited to an appropriate professional body where appropriate.

• Level 7 CIPD, or equivalent educational achievement (post-graduate/masters’ level) or a willingness to achieve this upon appointment.

• A broad level of professional HR knowledge and experience as well as an understanding of the people systems and processes used within the organisation.

Essential Skills

• Significant experience of Resourcing in a STEM oriented business within a heavily unionised environment.

• Strong influencing skills, able to challenge traditional/conventional thinking.

• Significant knowledge of external resourcing marketplaces, talent attraction strategies and establishing a strong brand presence.

• Sound knowledge of legislative & policy frameworks, including diversity.

• Solid knowledge of Resourcing governance controls, their deployment and links to organisation management.

• Confident in partnering across organisations and interfacing with senior leaders/managers within a complex matrixed environment and across virtual teams.

• Understanding of analytical and reporting skills with a capability to translate analyses into a compelling narrative.

• Excellent interpersonal and communication skills with a coaching & positive challenging style.

• Understanding of SAP utility.

• Results and output orientated.

• Resilience, tenacity and self-starter.

• MCIPD/MREC qualified or equivalent.

Pay & Benefits

Salary: £54,372

Closing Date: 11/04/2022

Location: Sellafield/Risley

Sellafield Ltd are recognised as a Disability Confident Employer (Level 2). Disability Confident employers offer an interview to disabled applicants that meet the minimum criteria for a vacancy. Sellafield Ltd define the minimum criteria as the ‘essential skills’ which are listed on the vacancy notice. Whilst completing your application form, you will be able to indicate if you wish to be considered under the disability confident scheme. If you would prefer to discuss this directly with us, please contact us on [email protected].