Resourcing Business Partner

We have an exciting opportunity for a Resourcing Business Partner to lead the next phase of our recruitment and talent strategy within Transport Infrastructure on a permanent basis.

Reporting to the People Director and working closely with senior stakeholders, you will play a key role in supporting business growth through proactive talent pipelining, strategic talent acquisition, inclusive employment practices and targeted retention initiatives.

You will build on the strong foundations of an established, high-performing function, evolving our approach from vacancy-led recruitment towards a more proactive, insight-led and commercially focused model for attracting, developing and retaining talent.

This is a broad and influential role with the opportunity to shape the future of resourcing, talent acquisition, inclusion and retention across the business unit.

You will have the autonomy to develop sustainable talent pipelines, strengthen our employee value proposition and candidate experience, and use workforce insight to drive better hiring decisions, improve recruitment return on investment and ensure we have the skills and capability needed for the future.

You will also lead key ED&I, social mobility and early careers priorities, creating meaningful routes into employment for underrepresented and disadvantaged communities while supporting our people to thrive and build lasting careers.

The standard hours of work are 37.5 per week.

We offer a range of flexible working practices, including hybrid, part-time and flexible working patterns. With a network of offices across the UK, we are open to discussing working arrangements that meet your needs and provide flexibility as your circumstances evolve.

• Lead and deliver a proactive recruitment and resourcing strategy aligned to business growth and future workforce requirements, spanning executive search, early careers, ED&I and inclusive recruitment on both a UK and international scale.
• Build sustainable internal and external talent pipelines through strategic talent mapping, talent pooling and ongoing candidate engagement.
• Lead the shift from vacancy-led recruitment towards proactive, insight-led talent acquisition and workforce planning.
• Strengthen our employee value proposition, candidate experience and recruitment capability across the organisation.
• Use recruitment data, workforce insight and market intelligence to improve performance, manage costs and demonstrate commercial value and return on investment.
• Ensure recruitment resource and team capacity are aligned to business demand, creating an agile, commercially focused and high-performing function.
• Develop strategic partnerships and attraction approaches that broaden access to underrepresented and disadvantaged talent communities.
• Implement targeted retention initiatives, using workforce data, employee feedback and attrition trends to identify risks and measure impact.
• Partner with HR colleagues and people managers to embed sustainable retention practices and continually improve the employee experience.
• Lead, advise and develop managers in areas including pay transparency, inclusive recruitment and fair, consistent selection practices.
• Maintain knowledge of UK and international recruitment legislation and evolving employment requirements, ensuring recruitment practices remain compliant.
• Lead, develop and motivate a recruitment team of 10, creating a culture of accountability, collaboration and continuous improvement.
• Build trusted relationships with exec and senior stakeholders, using data, insight and external market intelligence to influence workforce and talent decisions.
• Identify and deliver opportunities to improve recruitment processes, technology and the wider candidate and talent experience.

• Proven experience leading a talent acquisition function.
• Strong commercial awareness, with evidence of improving recruitment return on investment, and managing budgets.
• Demonstrable experience of proactive talent acquisition, talent pipelining and talent mapping.
• Experience developing and delivering ED&I, social mobility or inclusive employment initiatives.
• Experience designing, implementing and monitoring employee retention strategies or targeted engagement initiatives.
• A strong understanding of employee engagement, attrition analysis and talent development.
• Knowledge of UK recruitment legislation and the confidence to navigate international recruitment requirements.
• Strong leadership, stakeholder management and influencing skills, with the confidence to challenge constructively at senior level.
• A data-led and analytical approach, with the ability to translate insight into practical action and measurable outcomes.
• A proactive, inclusive and people-focused mindset, balanced with sound commercial judgement.

We welcome applications from a diverse range of candidates. If you have most but not all of these skills and experiences, we encourage you to apply, and we will provide you with development or training to support you.

Our benefits are designed to help you thrive at work and in your home life. You will have the flexibility to choose benefits and development opportunities that are best for you.

The closing date for applications is Friday 20 November, with interviews planned for the week commencing 23 November. We encourage you to submit your application as soon as possible.

We look forward to hearing from you.