Group Talent Manager

Group Talent Manager

Location: Home based with regular travel across Group business and events
Reporting to: Group Marketing Director
Salary: Competitive \+ Commission
Benefits: Company car / allowance

Role purpose:

The Group Talent Manager will establish and lead a centralised recruitment and workforce planning function across the UK Group businesses. The title reflects that the role is not simply focused on filling vacancies, but on helping the Group plan, source, retain and deploy talent across all UK businesses.

The role will focus initially on attracting, screening and recruiting Pest Technicians across the Group, ensuring a consistent, efficient and scalable approach to workforce growth. Over time, the role may expand to support recruitment across office, operational and specialist positions.

Working closely with business leaders, HR and operational teams, the role will create talent pipelines for current and future requirements, reduce recruitment costs, improve candidate quality and maximise the retention and redeployment of talent across the Group.

The role is being created from scratch and will play a key part in moving from multiple independent recruitment approaches towards a more coordinated Group model, including the implementation and adoption of a central Applicant Tracking System (ATS).

Key responsibilities:

Recruitment and candidate attraction

• Lead recruitment activities across the Group, initially with a primary focus on Pest Technician recruitment.


• Identify the most effective recruitment channels, advertising platforms, job boards and talent sources.


• Proactively source candidates directly through LinkedIn, networking, referrals and targeted attraction campaigns, engaging passive candidates for critical and specialist positions and building talent communities to reduce reliance on recruitment agencies.


• Build relationships with military transition programmes, colleges, universities, apprenticeship providers, training providers and relevant industry organisations.


• Attend job fairs, careers events and recruitment exhibitions to promote Group opportunities.


• Work with Group Marketing Director to develop employer branding, recruitment campaigns and candidate communications.


• Support website content, recruitment portals and social media activity to improve candidate attraction and engagement.

• Review and screen CVs using both traditional methods and available AI\-supported tools.


• Conduct initial candidate assessments and identify suitable applicants.


• Match candidate skills, experience and location to vacancies across the UK Group businesses.


• Build and maintain a talent pool of prospective candidates for future opportunities.


• Coordinate candidate introductions and interviews with hiring managers, delivering a consistent candidate experience from application through to onboarding.

• Work closely with operational leaders to understand workforce requirements and future recruitment demand.


• Develop a forward looking recruitment pipeline to support ongoing business growth.


• Monitor recruitment activity, vacancies, candidate availability and hiring trends.


• Support workforce planning discussions across the Group.

• Act as a central point for employee redeployment opportunities across Group businesses.


• Review employee leavers and identify whether suitable opportunities exist elsewhere within the Group.


• Develop and maintain a central leaver database.


• Categorise leavers as suitable for rehire, suitable for rehire with support or conditions, or not suitable for rehire.


• Create a structured process for reviewing and retaining talent within the Group before employees leave entirely.

• Lead the selection, implementation and ongoing development of a central Applicant Tracking System (ATS) across the UK Group.


• Establish consistent vacancy approval, candidate tracking, interview and offer processes within the ATS.


• Drive adoption of the ATS by hiring managers and relevant stakeholders, providing practical guidance and support.


• Use ATS data to improve visibility of vacancies, candidate pipelines, recruitment activity, costs, time to hire and outcomes.


• Create recruitment dashboards, metrics and reporting to support data\-led decision making and continuous improvement.


• Reduce duplicated recruitment expenditure across Group businesses.


• Avoid situations where businesses pay multiple times to recruit the same candidates.


• Support the transition from decentralised recruitment activity towards a coordinated Group approach.


• Develop consistent recruitment standards, tracking and reporting.


• Support employee checks with robust embedded processes.

• Design and deliver interview and selection skills training for hiring managers across the Group.


• Coach managers on best practice interviewing and candidate assessment.


• Create recruitment toolkits, interview guides and supporting resources.


• Improve hiring confidence and decision\-making across the business.

• Build strong relationships with operational leaders, HR teams, trainers and business managers.


• Understand the skills, culture and requirements of each Group business.


• Support managers in identifying the most suitable candidates.


• Work collaboratively to ensure recruitment processes remain practical and aligned to operational needs.

Essential experience

• Previous recruitment, talent acquisition or workforce planning experience.


• Experience sourcing high volume operational or field based employees.


• Experience building talent pipelines and candidate networks, including direct sourcing and talent mapping.


• Experience screening and assessing candidates.


• Experience managing pre\-employment screening, including right to work and background checks.


• Experience managing recruitment campaigns across multiple channels.


• Experience working with hiring managers and operational stakeholders.


• Experience building processes and systems in a growing or changing environment.


• Experience using or implementing an Applicant Tracking System would be highly advantageous.

• Strong interpersonal and communication skills.


• Ability to engage confidently with candidates and business leaders.


• Strong organisational and administrative capability.


• Ability to assess candidate suitability quickly and effectively.


• Comfortable using technology, recruitment systems and AI\-supported tools.


• Strong networking and relationship building skills.


• Self\-motivated and capable of working independently.


• Ability to manage multiple vacancies and priorities simultaneously.


• Able to translate recruitment requirements into practical workflows, reporting and system improvements.

• Energetic and proactive.


• Resilient and persistent.


• Commercially aware and cost conscious.


• Practical and solutions focused.


• Able to build credibility quickly.


• Passionate about finding and developing talent.


• Comfortable working in a growing and evolving business environment.

• Reduction in external recruitment costs and agency spend.


• Increase in direct hires.


• Reduced time to fill vacancies.


• Improved candidate quality.


• Consistent completion and recording of all pre\-employment checks, including right to work, before start dates.


• Growth of the Group talent pipeline.


• Improved retention of employees across Group businesses.


• Successful redeployment of employees between businesses.


• Increased visibility of workforce demand across the Group.


• Successful implementation and adoption of a central ATS, with reliable recruitment data and reporting.


• Establishment of a scalable recruitment model that supports future growth.

Benefits:

• Company car


• Company pension


• Health \& wellbeing programme


• Life insurance


• Sick pay


• Work from home

• recruitment, talent acquisition or workforce planning: 2 years (preferred)

• 50% (preferred)

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