Consider the role of a Resourcing Business Partner at Reed in Partnership! We are on a mission to be the partner of choice for developing people and their communities. Reed in Partnership is a public service provider specializing in skills training for the long-term unemployed, increasing employment opportunities by working with employers and providing youth services.
The aim of the Resourcing Business Partner is to effectively manage the recruitment, screening and on-boarding process. Reed in Partnership's recruitment and screening are currently outsourced to Reed Specialist Recruitment. The primary job of the Resourcing Business Partner will be to effectively manage this relationship to ensure that Reed in Partnership receive an efficient and effective service that meets our needs.
• Manage the relationship with Reed Specialist Recruitment's recruitment team that are dedicated to the Reed in Partnership account • Manage the relationship with Reed Specialist Recruitment's screening team • Responsibility for the attraction, selection and on-boarding process • Making continuous improvements so that our recruitment process is efficient, cost effective and responsive to the business needs. • Supporting managers and senior managers with the recruitment process including role design • Working on employer branding to ensure we remain an attractive company to work for • Management responsibility for the HR Services Manager which includes new starter communications, on-boarding, payroll and HR Administration
Skills & experience
• Must either be a Chartered Member (Chartered MCIPD) or an Associate Member (Assoc MCIPD) currently working towards Chartered Membership Status • Experience of managing end to end recruitment processes internally or for large accounts or clients. • The successful candidate must have a good understanding of screening processes such as right to work checks, references and criminal record checks. • Experience of engaging senior stakeholders to meet their recruitment needs and improve services • Experience of managing and improving on-boarding processes • An understanding of employment law to ensure that recruitment processes are accessible and do not discriminate against any protected characteristics. • An understanding of payroll cycles and processes (desirable)
Disability Confident Commitment We aim to ensure that no candidate or employee receives less favourable treatment on the grounds of gender, race, disability, sexual orientation, religion or belief, age, gender reassignment, marital or civil partnership status, pregnancy or maternity. We offer a guaranteed interview scheme for disabled applicants who meet the minimum criteria