About the job

Job summary

The newly created Senior Talent Acquisition Manager will report directly into the Head of People and will lead a small team of recruitment specialists to deliver an end to end internal recruitment agency approach to attract highly skilled, efficient and engaged people for all roles across the SFO.  This role provides the opportunity to directly influence, support and guide senior leaders and managers to deliver the SFO’s mission for fighting bribery, corruption and fraud.

The Senior Talent Acquisition Manager will work closely with all levels of managers, including executive directors, to develop and implement recruitment and selection campaigns and deliver the full end to end recruitment lifecycle as we look to hire the right people for the SFO’s ambitious delivery of a new five year strategy.

You will be proactive in promoting an efficient and consistent talent attraction service and have the scope and autonomy to bring your own experience and ideas contributing to continuous improvement in talent acquisition strategy.

You will demonstrate excellent client relationship management and have the gravitas and commercial acumen to establish credibility with senior management to successfully deliver timely and high quality recruitment solutions.

The successful Senior Talent Acquisition Manager will have excellent leadership and management experience with a proven background in leading large scale recruitment, selection and attraction processes to support corporate services recruitment. 

You will need to be able to demonstrate an ability to lead working groups and develop networks and be CIPD Level 7 Qualified (or equivalent experience). 

Job description

As a Senior Talent Acquisition Manager you will be responsible for:

• Lead, manage and provide guidance to the Talent Acquisition team, coordinating their workload to provide consistent, professional and innovative services to all managers across the SFO.
• Managing end-to-end recruitment life cycle, identifying risks and taking actions to mitigate them.
• Monitor success of campaigns against requirements and suggesting ways to improve the recruitment, selection and attraction process.
• Lead in the development of candidate attraction strategy utilising social media, professional networks, industry groups, direct attraction, job boards and 3rd party advertising platforms.
• Ensure high quality candidate journey by reviewing existing processes and making evidence based proposals for changes and improvements.
• Provide guidance and support to hiring managers, through effective deployment of the team and drawing upon your own experience of the recruitment principles in the Civil Service.

For more information about the role and for a full list of key responsibilities, please see attached Job Pack. 

Person specification

See above and attached Job Pack

Benefits

Alongside your salary of £53,132, Serious Fraud Office contributes £14,345 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

Things you need to know

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.

Application Stage:

As part of the application stage you will be required to provide, a personal statement of no more than 1000 words attached to your CV that explains how your skills and experience meet each of the essential and desirable experience criteria as listed in the job pack.

Please note, desirable experience will only be taken into account if there is a large volume of applications and there is a need for further shortlisting for interview.

A supporting CV outlining your job history and qualifications, (including how you meet the essential technical criteria for the role.)

It will not be possible to provide feedback to applicants who are unsuccessful at the application stage.

Interview stage

Behaviours and experience as outlined in the job pack will be tested at interview. 

Full details of the interview process will be made available to shortlisted candidates in the invite to interview.

• Closing date:11:55pm on the 4th August 2024
• Sift to take place w/c 12th August 2024
• Interviews are expected to take place w/c 19th August 2024

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).

See our vetting charter (opens in a new window). People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

Working for the Civil Service

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window). The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.