About the job

Job summary

Talent & Resourcing Senior Manager
Birmingham (with hybrid working)

We are looking for a Talent & Resourcing Senior Manager to join and manage our Talent & Resourcing team. Set up under the Gambling Act 2005, the Gambling Commission is committed to safeguarding the public against any detrimental impact brought about by gambling. We do this by keeping crime out, protecting children and vulnerable people and ensuring the commercial gambling industry is run fairly and openly.

The Benefits:

- Salary of circa £53,000
- Civil service pension, with an employer contribution rate of 27%
- Flexible working
- Hybrid working, specific guidelines are to be agreed with line manager
- 26 days’ holiday, rising to 29 days after two years’ service, with the option to buy up to five days extra annual leave

Job description

Your Role:

As a key member of the People Services Team, you will play a crucial role in attracting, sourcing, selecting ad retaining top talent to meet the evolving needs of the Commission. You will be driven and proactive and have a deep understanding of public sector talent acquisition strategies, have exceptional communication skills, and the ability to build strong relationships with both internal employees and stakeholders, and external candidates and networks.

You will be responsible for developing, implementing, and embedding a holistic Talent Acquisition strategy to support and enable our emerging people strategy and Commission objectives. You will understand the public sector market we operate in, while bringing a dynamic approach to our resourcing needs. You will grasp external factors that influence market trends and be confident in presenting our employer offer and branding to attract talented people to the Commission.

You will support and bring to life our workforce plan, reward objectives, and employee value proposition strategy.

Person specification

Key Responsibilities – You will:

- Identify improvements and areas of development within the recruitment and on boarding process
- Monitor our recruitment budget and spend, working closely with finance colleagues
- Collaborate with leaders to design and implement careers programmes, including internships, apprenticeships, work experience, and graduate recruitment initiatives as well as outreach initiatives to schools, colleges, and universities
- Take a lead in maximising recruitment avenues by developing and identifying future opportunities for internal and external secondments. This will involve building strong relationships with the government Department for Culture, Media and Sport and other similar organisations
- Develop and maintain a talent pipeline to support future hiring needs
- Support our talent and careers plan across all business areas, shaping careers of new and existing colleagues including supporting to build long-term talent acquisition and retention plans which support our ambitions on workforce planning
- Collaborate with hiring managers to make data-driven decisions on candidate selection.
- Advise on and implement attraction and selection plans for the recruitment of critical roles and planned campaigns
- Develop effective selection methods, tools, and resources to ensure that selection of colleagues and candidate experience meets agreed performance measures and are in line with our Diversity and Inclusion Strategy outcomes
- Cultivate and maintain strong relationships with external and internal stakeholders, including Civil Service Maintain agency contracts using internal and external stakeholders.
- Contribute to building and enhancing our employer brand through employee value proposition initiatives and targeted marketing strategies, working in partnership with internal communications
- Ensure that our organisational culture is represented accurately in recruitment materials and interactions with candidates, demonstrating our total reward strategy and working environment
- Work with marketing and communication teams to ensure our employer brand is well represented in all forms of media
- Develop effective programmatic and strategic employee campaigns about our organisational culture, flexibility, benefits and learning and development, to bring to life our employee offer, supporting retention of talented individuals
- Use data analytics and reporting tools to tract and evaluate recruitment metrics, making data-driven decisions to continuously improve the hiring process
- Generate regular reports to share progress, achievements, and challenges with the Executive Team and senior leaders
- Analyse the effectiveness of resourcing activity, collecting feedback from participants and stakeholders to drive continuous improvement
- Use innovation, data, insight, and a strong external network to ensure we are competitive within the market, understand what’s working in other businesses/sectors, and bring ideas and fresh thinking to your role
- Stay informed about Employment Laws and regulations ensuring all recruitment activities comply with legal standards

Person Specification

- Public sector recruitment knowledge
- Proven experience in developing and implementing effective talent acquisition strategies to attract diverse and high-quality candidates
- Analytical and critical thinking skills with a strong focus on delivery
- Demonstrated ability to evaluate and manage conflicting priorities in a fast-paced environment with senior level leaders
- Data orientated with proven experience of using data to influence the Commission’s initiatives and actions
- Strong organisational skills, ability to work well under pressure and able to prioritise own workload
- Excellent communication skills and ability to acquire and maintain relationships whilst leading a team to success
- An individual who enjoys both the operational and strategic sides of this role and shows great flexibility

Desirable:

- Excellent networking skills both personally and through social media and networking events
- Knowledge of the industry within which we work
- Experience in financial/budgetary management
- Experience in delivering key performance metrics and can lead a team to deliver challenging targets

Benefits

Alongside your salary of £53,000, Gambling Commission contributes £14,310 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

Our Ways of Working:

Outcome-focused: We put consumers at the heart of everything we do. We take responsibility for an issue and moving it forward. We deliver results through working collaboratively. Reaching for ways to improve: We encourage feedback and ideas. We are committed to continuous improvement and are open to trying different ways of working. We celebrate successes and take responsibility when things go wrong. Respectful: We recognise every colleague’s contribution. We give each other timely constructive feedback. We all encourage challenge. Communicate well: We are clear and concise. We listen and check our understanding. We explain the reasons for decisions. Making this a great place to work: We all help to make the Commission a great place to work. We value and support each other. We demonstrate a positive attitude.

About Us:

Set up under the Gambling Act 2005, the Gambling Commission is committed to safeguarding the public against any detrimental impact brought about by gambling. We do this by keeping crime out, protecting children and vulnerable people and ensuring the commercial gambling industry is run fairly and openly. We work with the legal system, the public health system, community groups and the industry itself to understand how we can protect the interests of as many people as possible, as effectively as possible.

The closing date for this role is Monday 29th April 2024.

PLEASE NOTE: ensure you have the right to work in the UK before applying. We are unable to provide sponsorship for visas currently.

We reserve the right to change the closing date depending on the number of responses received.

This vacancy is being advertised by Webrecruit. The services advertised by Webrecruit are those of an Employment Agency.

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

Security

Successful candidates must undergo a criminal record check. 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

Please note this Post is NOT regulated by the Civil Service Commission. 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.