Talent Acquisition Business Partner

**Talent Acquisition Business Partner - 12 month FTC**

We are looking to hire an experienced Talent Acquisition Business Partner on a fixed term contract to help Asahi UK meet its key business and talent needs through the sourcing and hiring of high quality, high potential, and high performing talent by:

- Working closely with business leaders and HR Business Partners to build understanding of the internal business needs and operating market.
- In-depth understanding of the internal and external talent scenario.
- Utilising talent acquisition expertise and the knowledge of internal business needs and the external market drivers to deliver an integrated approach to meet current and future talent needs.
- The role holder will support the following areas alongside one other TABP: Sales & Marketing, Professional Services (Finance, Corporate Affairs, HR), Manufacturing & Supply Chain.

**Key Accountabilities**:
**Delivering the business’ Talent needs**
- A credible and trusted business partner to senior leaders and their teams within the business area building a robust understanding of their current and future business needs and resourcing requirements.
- Bring market insight to HR Business Partners to help shape future organisations design, with the ability to use external talent data to influence data driven hiring decisions.
- Working collaboratively with the Talent & Development Manager and HR Business Partners, at developing a robust understanding the internal talent landscape and leveraging this in proactively mapping and mining the external talent market. Thereby providing key insights on current and future capability requirements and market trends to enable effective recruitment of talent for the current and future needs.
- Support the Talent & Development Manager in the development of the overall Asahi Talent Acquisition strategy.
- Champion internal mobility across the business, working with other Talent Acquisition Business Partners and HR Business Partners to strengthen succession plans.
- Proactively work with key stakeholders to understand talent resourcing needs, formulating a robust action plan to deliver talent and build a future pipeline of talent for core roles.

**Attracting Talent**
- Utilise social media (e.g. LinkedIn) and build talent pipelines to develop attraction and support the delivery of diverse talent to fulfil the current and future resourcing needs.
- Partner with the Talent & Development Manager to identify the appropriate use and governance of supplier recruitment agencies for hiring purposes.
- Utilise referrals to identify future talent.

**Driving improved Talent Acquisition capability**
- Coach and provide advice to hiring managers on recruitment policies and procedures, best practice selection process, competency frameworks and interview techniques.
- Conduct competency-based interviews with line managers. Keep up to date interview guides.
- Partner with hiring managers on driving diversity and inclusivity in the hiring process, and recognising biases.
- Keep up-to-date with new recruitment practices and ensure these are incorporated into existing processes where possible.

**Deliver on key business critical projects when required**
- Take the lead in project ownership, and define the project plan in conjunction with the Talent & Development Manager, and in accordance with the Talent Strategy and Business priorities
- Deliver projects as per plan and track ROI, identifying any process improvement and course correction required
- Support on regional Talent Acquisition projects when required, and attend and actively contribute to the monthly AEI Talent Acquisition Communities of Practice

**Systems & Data**
- Build reports and dashboards to highlight recruitment metrics and present these insights within HR, to hiring managers and to the wider business.
- Support the drive for continuous improvement in cost saving to the business via the use of direct sourcing, and analysing cost effectiveness of other sourcing strategies.

**Experience Required**:

- Previous experience of working in an in-house and/or agency recruitment environment (ideally within FMCG or other fast paced, customer centric business)
- Strong experience of a ‘direct hire’ approach
- Knowledge of legislation which impacts on the recruitment process (e.g. right to work requirements)
- Demonstrated experience of identifying and implementing improvements to recruitment processes
- Proven experience of using data to influence recruitment decisions
- Previous experience in implementing & leading DEI initiatives within the business
- Experience in EVP, employee branding in terms of planning and execution

**Key Attributes of the Successful Person**:

- Stakeholder management and communication - depth of experience of building strong relationships with a diverse stakeholder group including senior stakeholders.
- Strong people values, ethics, integrity and the ability to maintain confidentiality and complete discre