Recruitment Manager
- Recruiter
- Lewis Bear Recruitment
- Location
- London (Central), London (Greater)
- Salary
- £65,000 - £80,000
- Posted
- 17 Jul 2017
- Closes
- 14 Aug 2017
- Job Title
- Human Resources
- Contract Type
- Permanent
- Hours
- Full Time
Our client, a top international law firm, require a Recruitment Manager to join their leading London based Lateral Hire Recruitment Team.
Role Overview:
We are recruiting for an experienced Recruitment Manager to join the Lateral Hire Recruitment Team (LHRT), There is an opportunity for the role to be on a permanent, fixed-term contract or a temp-to-perm basis.
The LHRT is part of the HR Department and the wider Business Services function based at the firm’s Head Office in London. Its purpose is to attract and recruit the best talent into the firm’s legal groups and Business Services teams, to support the firm in maintaining its position as one of the world’s leading law firms and in flexing to the demands of a rapidly changing legal and business landscape.
The Recruitment Manager is responsible for providing a proactive and consistent recruitment service, engaging directly with partners, Business Services Heads and other hiring managers throughout the firm. The post-holder also actively supports the Head of HR in proposing and delivering the firm’s recruitment strategy and HR projects. The Recruitment Manager currently manages four team-members: two Recruitment Advisors and two Recruitment Administrators.
Key Responsibilities:
Recruitment
- Responsibility for the end-to-end recruitment of legal and Business Services staff, including contract and temporary workers, from engagement to onboarding, ensuring that LHRT plans and strategies are aligned with those of the wider HR function and the firm.
- Embedding diversity principles in all elements of the recruitment process.
- Playing an active role in operational recruitment.
- Providing high quality, proactive advice, guidance and recommendations to partners, Business Services Heads and other hiring managers/stakeholders on attraction, recruitment, assessment and selection issues to support effective staffing levels; being seen as a trusted adviser by stakeholders.
- Proactively building and maintaining closerelationships with recruitment agencies, headhunters and other recruitment service providers; identifying new and/or specialist recruiters to meet the needs of the business.
- Working closely with the wider HR team (Advisory, Inclusion & Corporate Responsibility, Reward & Benefits, Learning & Development) on initiatives which impact recruitment and attraction, and keeping them up-to-date with developments impacting recruitment and longer term staffing requirements.
- Leading on implementing the firm’s direct hiring strategy and developing the employee referral scheme.
- Developing creative approaches to engaging candidates; creating awareness of the firm’s employer brand.
- Monitoring the effectiveness of stakeholder skills and knowledge in relation to selection and interviewing; proposing new approaches to ensure partners and managers have the right skills, experience and knowledge to recruit effectively, and, in conjunction with the L&D team/Head of Recruitment, help and support them when gaps are identified.
- Responsibility for the screening and vetting of new hires, managing the relationship with the service provider and liaising with the Compliance team to help shape the firm’s policies and procedures.
- Developing recruitment policies and procedures, and ensuring that these remain current and respond to the changing recruitment landscape.
- Supporting the Head of HR in ensuring the firm’s compliance with its obligations under its Home Office sponsor licence and with immigration law more generally; liaising with the firm’s external immigration law advisers.
- Responsibility for compiling the twice-yearly budget for the LHRT; working closely with the Accounts team to ensure invoices are processed in a timely manner.
Strategic planning
- Working with more senior members of the HR team to evaluate, develop and deliver the strategic vision for recruitment, including candidate attraction and pipelining, employer brand and candidate experience, and alternate resourcing models.
- Monitoring and evaluating the team’s performance and, more widely, the value delivered to the partners and business by the LHRT.
- Keeping abreast of industry trends and developments, including through a strong network of external contacts both within and outside the legal sector, and making recommendations for change as required.
Project implementation
- Supporting the Head of HR with recruitment specific and wider firm projects, taking operational responsibility where appropriate.
Team management
- Managing two Recruitment Advisors and (currently) two Recruitment Administrators, delivering regular, effective feedback and encouraging their professional development.
Candidate Profile:
Candidates for this position must:
- Be highly knowledgeable and experienced in recruitment in the legal sector, or wider professional services, developed, in particular, from working directly with partners or other senior stakeholders.
- Display a high level of professionalism and integrity, and the highest standard of professional ethics.
- Have experience of working in a diverse team while fostering an inclusive team culture.
- Have experience of using HR systems, particularly an applicant tracking system, and management information.
- Have a working knowledge of employment law in relation to recruitment.
The Recruitment Manager will also be expected to display the attributes set out under the firm’s Key Behaviours for Business Services staff for this level of role. Below are the most relevant for this role:
- Technical & professional expertise.
- Able to provide insightful solutions and assured judgments on broad and complicated technical issues.
- Working with others.
- Builds strong business relationships with internal and external contacts and deals diplomatically with demanding individuals.
- Works collaboratively in a team, but is comfortable working on their own.
Service excellence
- Client-focused, with the ability to adapt approach and service in a fast-paced environment with changing requirements and timelines.
- Excellent attention to detail.
- Shapes, communicates and promotes best practice standards in recruitment.
Analysis & judgement
- Able to analyze trends and critical and/or complex issues to provide sound, well-reasoned advice and recommendations.
Resilience
- Maintains a calm and clear-thinking approach in high-pressure situations.
- Demonstrates personal commitment to wider change initiatives, managing the impact on people and processes
Communication & influence
- Excellent interpersonal and communication skills, written, spoken and presentational, including strong influencing skills.
Drive to deliver
- Excellent organizational skills, with the ability to multi-task, prioritize between emerging issues and planned projects, keep calm under pressure and work to tight deadlines.
Leading & managing people
- Takes a proactive approach to team performance, setting objectives which support the firm’s recruitment strategy; encourages and challenges team members to raise the bar on performance; motivates and gets the best from team-members.