Senior Talent Acquisition Partner

The Senior TA Partner will lead end-to-end recruitment for roles up to Head-of-level across our European villages and group functions. Reporting to the Head of Talent Acquisition, this role will balance hands-on delivery with strategic partnership — driving an efficient, consistent, and cost-effective approach to sourcing, assessment, and selection.

As a trusted recruitment expert, the Senior TA Partner will combine strong stakeholder management with a deep understanding of market trends, compliance, and best practice hiring. This role will play a key role in enhancing our talent acquisition strategy, optimising systems and data, and continuously improving candidate experience and employer brand.

This role requires you to work from the offices in Bicester Village twice a week and be available for European travel a few times a year

Candidate Sourcing

• Proactively identify and engage high-quality candidates through direct sourcing, networking, and talent mapping.
• Build and manage strong relationships with recruitment agency partners, ensuring alignment with business needs.
• Manage and optimise all candidate channels — including job boards, LinkedIn, referrals, and social media — to drive quality and diversity in our talent pipeline.

Selection and Assessment

• Partner with hiring managers and People Directors/Business Partners to define role requirements and selection criteria.
• Design and manage effective assessment and interview processes to ensure fair and consistent hiring decisions.
• Coach stakeholders on best practices for interviewing and candidate evaluation.

Offer Management and Onboarding

• Lead the offer and negotiation process, ensuring a positive experience for both candidates and hiring teams.
• Work closely with People Directors/Business Partners to ensure a seamless onboarding process.

Stakeholder Management

• Build trusted relationships with leaders and hiring managers, providing expert recruitment guidance and market insight.
• Influence and challenge stakeholders where needed to drive effective hiring outcomes.
• Act as a brand ambassador for the company’s culture and values throughout the recruitment process.

Systems and Data

• Maintain accurate and up-to-date information in the ATS and recruitment systems.
• Analyse recruitment metrics to track progress and identify opportunities for improvement.
• Provide regular reporting and insight to the Head of Talent Acquisition.

Projects and Continuous Improvement

• Contribute to broader Talent Acquisition projects, including employer branding, process improvement, and DE&I initiatives.
• Identify and implement opportunities to enhance efficiency, candidate experience, and hiring quality.

About You

Strong academic background – Degree-educated (or equivalent experience), demonstrating analytical ability, structured thinking, and professional credibility.

Extensive in-house recruitment expertise – Proven track record as a Senior Recruiter or Talent Acquisition Partner within complex, fast-paced organisations. You have mastered the full recruitment lifecycle — from workforce planning and proactive sourcing through to assessment design, offer management, and onboarding.

Strategic talent acquisition mindset – A well-developed and evidence-based perspective on what best practice looks like across sourcing, assessment, candidate experience, and employer branding. You’re comfortable challenging and evolving processes to deliver excellence.

Deep understanding of employment legislation – Strong knowledge of compliance, fairness, and efficiency in recruitment and selection. You’re confident navigating right-to-work checks, contract regulations, and the complexities of expatriate and international hiring.

Tech-savvy recruitment professional – Advanced user of Applicant Tracking Systems (ATS), ideally with SuccessFactors, job boards, and online sourcing tools. Highly skilled in using Boolean search techniques and leveraging data-driven insights to identify and engage top talent.

Data and process-driven – Capable of translating hiring metrics into actionable improvements, ensuring recruitment activity aligns with strategic business goals.

Budget and people leadership experience – Experience managing recruitment budgets, optimising cost-per-hire, and overseeing small teams or external partners to deliver against defined objectives.

Collaborative and influential communicator – Skilled at building trust with senior stakeholders, managing competing priorities, and influencing hiring decisions through credible advice and insight.