Talent Acquisition Manager

Talent Acquisition Manager - London

Our client is a leader in the field of Commissioning and Water treatment. Due to rapid growth they are looking to find their first of many internal recruiters. We need someone with previous internal recruitment experience. This is an exciting opportunity to develop and shape a department and then lead the growth of the team or recruiters and HR staff. We are looking for someone who is capable of finding the right staff and then managing their onboarding. The role will naturally develop , for the right candidate, into the leadership role which will be less hands on and more strategy and operations management.

The role owns the end-to-end people lifecycle from first hire to long-term retention. This role is responsible for recruiting and onboarding staff efficiently and consistently, ensuring the organisation meets its Right to Work (RTW) obligations across all European jurisdictions in which it operates, and providing day-to-day HR support that keeps employee relations healthy and staff turnover (churn) low. The role suits someone who is equally comfortable running a recruitment pipeline, staying on top of immigration/compliance detail, and having the practical, sometimes difficult, conversations that keep people engaged and reduce unwanted attrition.
This is a business which is scaling rapidly, and we assume there will be a team of people fulfilling this requirement in the near future. Ideally this person can own that.

The priorities should be the recruitment and onboarding.

Recruitment
• Own the full recruitment cycle: writing job adverts, sourcing CVs, screening applications, coordinating interviews and issuing offers.
• Partner with hiring managers to define role requirements, headcount plans and realistic hiring timelines.
• Build and maintain a candidate pipeline for hard-to-fill and recurring roles, reducing time-to-hire.

Onboarding
• Design and run a structured onboarding programme covering contracts, equipment, systems access, and induction into company policies and culture.
• Act as the new starter's main point of contact through their first weeks, checking in to resolve issues early.
• Continuously improve onboarding materials based on new-hire feedback and manager input.

- Ideally based near Waterloo
- Ideally with a background in water treatment or Commissioning