Salary range £36,867 - £40,965 Job description Position: Resourcing Lead Band: 3 Salary: £36,867 - £40,965 Location: Liverpool/Norwich Term: 12 Month Fixed Term Appointment Hours: Full Time Closing Date: 28/01/25 Job Summary As a Resourcing Lead at CCS, you will ensure that a professional and consultative resourcing service is provided to the business. You will truly add value by leading all recruitment for your allocated business area, offering market insight, resourcing solutions on the best routes to market, build your understanding of the current and future requirements and most importantly design effective talent attraction strategies. You will serve as a strategic partner, advising on recruitment strategies and ensuring a positive candidate / hiring manager experience. Directorate Overview As the HR directorate, we recognise our people are our biggest asset. We are responsible for the people strategy which prioritises: recruitment and retention inclusion and diversity employee wellbeing learning and development reward and recognition workplace services Our goal is to empower our people to succeed. Performance management, writing policies, ensuring we offer a competitive pay and benefits package, recruitment and learning and development are just some of the workstreams the HR team are involved in. We partner with our people so that together we can maximise our strategic contributions, foster an engaging culture and make CCS a great place to work. Team Summary: This is a fantastic opportunity to join a small Recruitment team of four who work collaboratively to attract top talent, streamline hiring and create a positive candidate experience. As a team we're ambitious, forward-thinking and committed continuously improve our processes. Key Accountabilities: Design and deliver in house end to end recruitment campaigns using appropriate channels to get to a range of audiences. Report on recruitment progress in Senior Leadership Team meetings Work with your allocated directorates and partner with the Business Partners to understand current and future requirements. Undertake market research for specific roles, to build your knowledge of the local recruitment economy and national talent trends. Proactively sharing this knowledge with colleagues and hiring managers. Take a practical and hands-on role in ensuring we provide an excellent candidate experience. Developing and owning the delivery of the resourcing plans for your allocated business areas, identifying and mitigating any resourcing risks/shortfalls Contribute to CCS’s brand and attraction strategy, thinking creatively about how vacancies are marketed As a subject matter expert, provide advice and guidance on job adverts, social media content, interview approaches, and inclusive hiring. Manage the offer process, working within the salary pay bands and policies. Build effective relationships with stakeholders, using data, market intelligence and excellent communication skills to influence managers when designing their recruitment campaign. Promote CCS externally as an employer of choice to build talent pools. Support our commitment to continuous improvements and take a leading role in implementing new ways of working. Deliver our in-house recruitment training programme ‘Licence to recruit’ Ensure that the ‘licence to recruit’ training programme is regularly reviewed with the aim being to continuously improve our offering Lead on outreach activities such as delivering candidate webinars to explain CCS’s recruitment and assessment processes, utilising social media and attendance at careers fairs Essential criteria (To be assessed at application stage): Previous experience of a recruitment / talent acquisition function Ability to work in a fast-paced team environment, managing multiple priorities and tight timelines Ability to communicate with confidence and influence decisions Ability to see the bigger picture and think strategically to feed into wider resourcing plans Strong interpersonal skills with the ability to build rapport at all levels, maintaining productive working relationships Success profiles (To be assessed at interview stage): Behaviours: Communicating and influencing Managing a quality service Delivering at pace Making effective decisions Seeing the bigger picture Experience (A link to the Civil Service Success Profiles Framework is provided below) Success Profiles Framework What we will offer you, here are some of the benefits you can expect: Competitive salary Generous pension scheme A discretionary non-contractual performance related bonus Working remotely in addition to working in advertised office location Flexi time scheme (available for B1-B6) Minimum 25 days annual leave to a maximum service related 30 days excluding bank holidays Explore fully how we will reward your work. Want to make a difference? Find out more about the rewarding work that we do in our candidate pack. The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil ServiceD&I Strategy. We want to make our recruitment process accessible to everyone, so if there is any way that we can support you, please contact recruitmentcrowncommercial.gov.uk Working flexibly, delivering outcomes CCS is a flexible business with a smarter working model where our colleagues benefit from a mix of home and office working. Successful candidates are expected to work from one of the office locations listed. Our current office attendance approach requires a minimum of 26 days per quarter (approx 2 days per week, which may be subject to change) in CCS office locations or off site meetings with suppliers, customers, partners, networking / industry events. This is pro rata for those who work part time. Our smarter working principles mean that our people have the advantage of both office and offsite based collaboration and learning, as well as working from home. This way of working allows us to honour our commitment to being a responsible business, offer flexibility and better work life balance as well as ensuring we deliver our business with confidence and in accordance with our CCS values. Selection Process Candidates who are successful at sift will be contacted as soon as possible following the closing date and advised of the interview process in more detail. The sift is due to commence WC 27th January and interview dates and times are to be confirmed. (Subject to change) To find out more about our recruitment process please click here Please note: Applicants can make use of artificial intelligence but the information presented at application must be factual. A reserve list may be held for up to 6 months, which the Civil Service may use to fill future suitably similar vacancies across government for candidates who are considered appointable following interview. Should you be placed on a reserve list and want to be removed please contact recruitmentcrowncommercial.gov.uk. Complaints procedure Our recruitment processes are underpinned by the principle of selection for appointment on merit on the basis of fair and open competition as outlined in the Civil Service Commissioners’ Recruitment Principles details of which can be found at http://civilservicecommission.independent.gov.uk If you feel your application has not been treated in accordance with the Recruitment Principles, and you wish to make a complaint, you should contact recruitmentcrowncommercial.gov.uk in the first instance. If you remain unsatisfied with the response you receive you can then contact the Civil Service Commission at infocsc.gov.uk Working for the Civil Service: The Civil Service Code sets out the standards of behaviour expected of civil servants. Recruitment Principles: Our recruitment processes are underpinned by the principle of selection for appointment on merit on the basis of fair and open competition as outlined in the Civil Service Commissioners’ Recruitment Principles details of which can be found at https://civilservicecommission.independent.gov.uk/recruitment/recruitment-principles/ If you feel your application has not been treated in accordance with the Recruitment Principles, and you wish to make a complaint, you should contact recruitmentcrowncommercial.gov.uk in the first instance. If you remain unsatisfied with the response you receive you can then contact the Civil Service Commission at infocsc.gov.uk Success Profiles: Success profiles are the new recruitment framework used within the Civil Service. Internal candidates should apply using their Workday account. Select the Career icon and then Find Jobs.