Resourcing Business Partner

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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.

What will the role offer?

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.

What you will be doing:

• 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.

We want to hear from you if you have:

• 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…