HR and Early Careers Lead

We are an AI and analytics consultancy helping organisations turndata into better decisions. Through Strategy, Solutions, Services and Support,we build and manage solutions across sectors including financial services,government, life sciences and sport. We work with leading cloud and analytics platforms and support customers internationally.

We are preparing to launch an Assured Skills training programme in Northern Ireland to recruit graduates and experienced people, looking to reskill, supporting their transition into consultancy roles. Our growth plans could involve takingon up to 100 people over a year, through phased recruitment and training cohorts, subject to programme arrangements and business demand.

The role

We are looking for a CIPD-qualified HR professional who can lead graduate and experienced staff recruitment and onboarding now, while building the wider HR capability we will need as ISx4 grows. You will be our dedicated internal lead for HR and early careers, working closely with senior leaders,managers and external advisers.

Your immediate priority will be to get the first cohort ready:coordinate recruitment and programme partners, organise joining arrangements,support participants through training and manage the transition of successful candidates into employment. You will help employees settle into working lifeand prepare for consultancy assignments, with clear expectations, mentoring and regular support.

Alongside the programme, you will take ownership of day-to-day HR processes across the business and develop a consistent approach to the employee experience. This is a hands-on opportunity for someone with sound HR experience, strong organisation and the ambition to build a function they can eventually lead.

Career progression towards Head of HR

We see this appointment as a potential starting point for a future

Head of HR role. As our workforce grows, the remit can expand into people strategy, workforce planning, manager development and leadership of the HR function. Progression will reflect business growth, demonstrated capability and performance, with responsibilities and development goals reviewed with senior leadership.

• Work with relevant teams tobuild a phased recruitment plan with agreed cohort sizes, timelines, assessment capacity and budget; develop relationships with universities, colleges andtalent partners.
• Assist with coordination of attraction campaigns, application screening, interviews and assessment centres,using consistent selection criteria and technical assessors.
• Assist with the management of candidate communications, feedback, reserve lists and applicant records;monitor conversion and withdrawals so cohorts remain on track.
• Agree eligibility and selection responsibilities with programme partners, and clearly distinguish academy admission, employment interviews and job offers.

• Act as the operational contact for the Department for the Economy, the appointed training provider and InvestNI where involved; maintain schedules, actions and escalation routes.
• Coordinate joining instructions, induction, attendance and participant communications; arrange support and reasonable adjustments with programme partners.
• Work with technical leaders on mentoring, professional skills sessions and final employment interviews.
  
  Trainers and technical leaders will own the curriculum and technical assessment.
• Manage the transition in toemployment, coordinating approved offers, contracts, references, right-to-work checks, payroll information, equipment and line manager allocation.
• Help candidates prepare for consultancy work through induction, workplace expectations, client professionalism and manager…