Head of Talent

We are a technology business operating in the global energy sector.

ENSEK have become the go-to option for top energy suppliers across the globe. Why? Because our technology is a significant step change away from the legacy systems that have historically dominated the market. It's also massively cheaper to adopt the ENSEK solution, with no loss in customer service or standards.

But by far the biggest reason why ENSEK is the best choice in energy supplier software, is because of the people who work here and their endless enthusiasm, energy, and the way they support their colleagues. All our clients comment on what great people we have. Our people are our superpower.

That is where you come in.

ROLE SUMMARY

Our Head of Talent is responsible for driving the organisation's talent strategy — ensuring we attract and hire exceptional people, and that our workforce is planned effectively to meet business goals. This is both a strategic and operational role: balancing long-term talent planning with hands-on leadership of hiring, workforce forecasting, and resource requirements across the business.

KEY RESPONSIBILITIES

· Develop and deliver the organisation's Talent Acquisition and Workforce Planning strategy in line with business objectives and budget.

· Lead, coach, and develop a small team of Talent professionals, fostering collaboration and continuous improvement.

· Partner with the CPeO and senior leadership team to anticipate future workforce needs and design scalable talent solutions.

· Build and maintain a strong employer brand that attracts diverse, high-calibre talent. Work closely with people partners to lead strategic workforce planning across all business areas, ensuring alignment of headcount, budget, and organisational priorities.

· Collaborate with Finance and People Partners to forecast workforce needs and track movements against plan.

· Oversee the resourcing strategy and requirements for permanent employees, contractors, and third-party engagements. Provide regular workforce insights and reporting to the CPeO and executive team.

· Oversee end-to-end recruitment processes, ensuring an excellent candidate and hiring manager experience. Partner with leaders to define hiring needs, workforce plans, and effective sourcing strategies.

· Drive data-informed hiring decisions using key talent metrics (e.g., time to hire, quality of hire, candidate experience). Ensure diversity, equity, and inclusion principles are embedded in all hiring practices.

· Manage external recruitment partners and negotiate agreements where necessary. Continuously improve recruitment processes, tools, and systems (ATS, interview frameworks, assessments).

· Work with the People Experience and Communications teams to enhance employer brand presence internally and externally.

· Oversee consistent and compliant onboarding handoffs in partnership with People Operations. Identify opportunities for automation, analytics, and process excellence across the talent lifecycle.

SKILLS

· Owns a specific function, ensuring delivery against business outcomes.

· Acts as subject matter expert and sets direction for their teams.

· Balances tactical delivery with long-term improvements.

· Supports managers and senior ICs with coaching and performance feedback.

· Helps team navigate ambiguity by breaking challenges into clear next steps Knowledge Deep expertise in their function and discipline

· Ability to design processes, systems, and structures for efficiency.

· Strong analytical capability and ability to use data for decision-making.

· Understands integrations and dependencies with other tech/business areas.

· Experienced in scaling function-specific technologies Owns delivery of function-level OKRs and KPIs

· Can build and optimise processes and systems Manages budgets and resourcing for their team Proficient in team tools, systems, and reporting Discipline requirements

· Extensive proven experience in Talent Acquisition, Workforce Planning leadership roles

· Proven experience managing end-to-end recruitment and workforce planning at scale.

· Strong understanding of resource management (permanent, contractor, and third-party).

· Exceptional stakeholder management, influencing, and communication skills.

· Experience leading and developing a small, high-performing team.

· Data-driven mindset — confident using metrics and insights to drive decisions.

· Experience in a scaling a fast paced technology business, global experience preferred In-depth experience with ATS and HRIS platforms, workforce planning tools, and analytics dashboards.

· Strong understanding of talent market dynamics and employer branding.

· Passion for inclusive, equitable, and forward-thinking hiring practices.