The South Thames Colleges Group is made up of Carshalton College, Kingston College, Merton College and South Thames College all of which merged on 1 August 2017 creating one of London’s largest providers of post-16 Further and Higher Education.The role has a group wide remit with accountability for leading the operational management of the recruitment services delivered by the HR Directorate to all Colleges within the Group. Working closely with the Director of HR, Heads of HR, Deputy CEO and members of the Group Leadership Team along with the College Management Teams, the role supports the implementation of recruitment strategies and the development of the employer brand. Responsible for managing all aspects of the delivery of a comprehensive recruitment service; overseeing the relationships between the organisations that support these activities, assisting with tendering processes and supporting the development of job evaluation.

Imperial College Healthcare NHS Trust is one of the largest acute trusts in the country with specialist centres for Major Trauma, Hyper-acute Stroke, Paediatrics, Renal Transplant, Cardiology and Respiratory Medicine. The Trust's group of hospitals are based across West London and include St. Mary’s, Charing Cross, Hammersmith, Western Eye and Queen Charlotte’s & Chelsea all of which have made major contributions to healthcare innovation. Managing a team of c.30 staff, the role was responsible for leading and managing the recruitment and medical staffing function for one of the largest Trusts in the country with a workforce of c.11,000 staff. Responsible for leading on the development of a Trust wide recruitment strategy that reflects the future needs of the service encompassing growth in services, future skill shortage areas, demographic changes and skill mix requirements.To view the range of career opportunities available, go to www.imperial.nhs.uk/careers

The Priory Group of Companies is the leading provider of behavioural care in the UK. The business comprises four divisions – Healthcare, Education and Children’s Services, Adult Care and Older People’s Care – which together support the needs of more than 30,000 people each year.The Group currently treats more than 70 different conditions through a nationwide network of over 300 facilities that support service users' health, care, education and specialised needs and include:Complex care and neuro-rehabilitation facilities Mental healthcare hospitals and clinics Medium and low secure facilities Specialist schools and colleges Supported residential facilities and homes Care homes for older peopleThe role was responsible for the group wide resourcing function covering the attraction, selection and onboarding of both clinical and non-clinical staff across all divisions. Managing an inhouse team of dedicated resourcing specialists, the emphasis was on direct sourcing and the use of appropriate technology to enhance both the candidate and internal stakeholder experience.

The Cambian Group is one of the UK's leading providers of behavioural health services for children and adults. The organisation employs over 6000 staff delivering services within schools, hospitals and specialist care homes.The role was accountable for establishing and developing tools and processes that support the full recruitment lifecycle across all functions ensuring appropriate sourcing strategies, selection tools and onboarding processes that were fit for purpose and resulted in an excellent candidate experience.

As the UK's largest independent healthcare employer, with over 70 hospitals across the UK and over 10,000 staff, BMI Healthcare's reputation relies on its high quality nursing, theatre and allied healthcare professionals, as well as non-clinical and support staff who underpin the business.The Head of Resourcing remit is to proactively drive a high quality, cost effective and efficient in-house resourcing function that ensures strategic resourcing delivery with BMI's current and future demand. It acts as the lead for BMI's talent attraction and selection, social recruiting and employer branding activity and an alignment with BMI's core values and employer value proposition.Management of both shared service and field based recruiters to deliver a best practice resourcing service with a focus on time, cost and quality of hire in a highly competitive industry with a limited talent pool.Achievements:- Creation of an inhouse team of regional recruiters to improve attraction, selection and onboarding- The creation and delivery of a resourcing strategy across the whole business with a focus on talent attraction, recruitment processes, pipelining and improved shared services- The optimisation of permanent, temporary and bank recruitment solutions- The renegotiation of the agency perm and temp PSL including a managed service provision model- Better provision of employer branding services and a strategic approach to generic brand profiling

The John Lewis Partnership consists of 81,000 permanent Partners who own 38 John Lewis stores across the UK (30 department stores and eight John Lewis at home), 285 Waitrose supermarkets (www.waitrose.com), an online and catalogue business, johnlewis.com (www.johnlewis.com), a production unit and a farm. The business has annual gross sales in excess of £8.7bn and Partners share in the benefits and profits of a business that puts them first.The Resourcing Operations position was a pan-Partnership role responsible for the planning and implementation of the transition of all resourcing activity into a shared service centre as well as managing a team responsible for recruiting specialists into central support functions.Achievements:- The standardisation of operating procedures, SLAs and charging model in the creation of a large pan Partnership inhouse Resourcing function- The creation and delivery of a resourcing strategy for recruiting in excess of 100 recruitment specialists- The implementation of the training needs for the new model covering Resourcing Administrators, Consultants, Delivery Managers and Planning/Strategy Managers- The formation of the first pan Partnership recruitment agency PSL for Finance positions- Management of the Resourcing team responsible for central services head office functions - Member of various project teams including an upgrade to the Candidate Management System, greater automation in the selection process and a focus on the candidate experience

Nuffield Health is an organisation of 11,000 employees comprising a number of divisions that deliver clinical services in hospitals as well as health and wellbeing to both private and corporate clients via its gyms and clinical centres.Responsible for a team of inhouse recruiters, the role involves delivering best practice recruitment across all divisions whilst ensuring line management are proficient in competency based recruitment methodology.Achievements:- The design, development and delivery of a recruitment strategy that focuses on best practice in attraction, selection and onboarding- A restructure of the recruitment team to ensure all divisions and functions receive optimum recruitment support- An overhaul of recruitment agency usage introducing PSLs within Hospitals and Head Office where spend was in excess of £1 million per annum- The introduction of a new pricing model for Head Office and senior recruitment roles saving in excess of £100,000 within 6 months- Establishment of a resourcing model for all business critical roles that addressed appropriate sourcing, competency based interviews, psychometrics, social media and talent pipelining.

Randstad is a global leader in the provision of recruitment and HR services. With revenues in excess of €12bn, it operates in over 40 countries with 28,000 employees working from a global network of over 4,000 offices. This role was responsible for the internal recruitment strategy for the UK operation comprising 12 divisions and in excess of 2000 staff. Managing a team of Internal Resourcing Managers and Consultants, key responsibilities included developing and delivering a UK wide resourcing strategy whilst recognising the individual requirements of the diverse range of divisions. With an emphasis on cost, quality and time to hire, the role reported to the UK Director of Human Resources and involved close cooperation with other senior HR heads including the Director of Learning & Development and the HR Directors for the larger operations.Achievements:- The development and delivery of a social media strategy for resourcing whilst upskilling the resourcing team to make better use of Linked In, Facebook and Twitter- The development of individual strategies and plans to support each operating company - The management of a major project to identify, validate and implement all elements relating to the Ideal Recruitment Partner involving upskilling line management in competency based interviewing and the appropriate use of psychometrics - Growth of the employer brand in the market and an overhaul of the UK Careers website- The provision of group wide assessment and selection tools that are fit for purpose- The introduction and co-ordination of internships and a graduate recruitment scheme - More efficient utilisation of candidate tracking systems- The introduction of management information on cost, quality and time to hire, plus other key resourcing statistics such as source of hire and retention- The management and development of the resourcing team to ensure flexible use of resources to accommodate both group and specialist requirements

DHL Express, a division of Deutsche Post, is a market leader in courier and express delivery services.Responsible for defining, developing and delivering a consistent recruitment strategy across the whole of the UK operation and reviewing the employer brand to help DHL become an employer of choice. Reported to the HR Director with responsibility for managing resourcing and talent specialists, developing e-recruitment technology and enabling management to become more proficient in best practice recruitment techniques and the use of appropriate assessment tools.Utilising the Get/Keep/Grow model, was responsible for facilitating a management development programme to assist with the deployment and development of internal talent in conjunction with T&D and the HRBPs.Achievements:- Improved functionality of a globally utilised recruitment management system to enhance recruitment processes and improve quality of selection decisions- Introduction of competency based interviewing, management training in ‘best fit’ practices and associated assessment tools to improve objectivity of recruitment process- Selection of external advertising agency and jobboard partners to improve quality of applicants and enhance the employer brand- Introduction of an online ability and psychometric testing functionality to complement the recruitment process- An enhancement of the ‘candidate experience’ to ensure all applicants are treated professionally and in a timely manner- Consolidation of agency suppliers to ensure consistency and commercially viable rates- Management of the senior managers’ performance evaluation, succession planning and talent development process - Focusing senior management on developing their talent to meet both operational and commercial objectives- Introduction of a consistent annual appraisal process for all levels of staff - Allocation of staff onto global development programmes via liaison with fellow talent specialists in the European HQ

This role was a commercially oriented recruitment function managing the temporary resource process and overseeing the relationship with the BBC’s preferred supplier agencies. Responsible for recruitment tenders, negotiation of contracts, relationship management, off-contract vendor cleansing, quarterly agency reviews and executive search contracts. The final project was to lead on the appointment of a Managed Service Provider on a vendor neutral basis to oversee recruitment activityworth in of excess of £40 million.Achievements:- The consolidation of invoicing and reduction in off-contract spend for a multi-million pound cost area- Reduction in margins of all agencies involved in vendor neutral contract- Greater visbility of contractors on site through the MSP's recruitment system with access to more robust management information

Joined the BBC with responsibility for managing the recruitment of a wide range of staff for the BBC’s Technology division which was a commercial subsidiary of the BBC comprising in excess of 1400 personnel. Oversaw a team of Recruitment Consultants and Associate Consultants specialising in the recruitment of IT, Sales, Engineering, R&D and specialist technical functions. The team was responsible for resourcing all levels from contingency recruitment for Graduates to Executive Search for Managing Directors/Heads of Division. Implemented a faster and more efficient recruitment process for BBC Technology whilst driving down both costs and the dependence upon agencies. BBC Technology had some of the highest volumes of vacancies of any BBC division with a wide spectrum of both levels and technical specialities. All this was done with a focus on diversity initiatives, creative advertising campaigns, market movements, appropriate use of assessment tools, management of agency activity and a culture of continuous improvement.A key element of the role was to ensure the BBC had access to the very best talent from a diverse background that truly represented the UK public. Also ensured that all recruitment decisions were made on ‘fair selection’ grounds and that job descriptions were sufficiently objective, competency profiles were established and advertising copy was a fair representation of the role.Achievements:- The introduction of a process to recruit to both the BBC values and expected competencies- The use of recruitment research organisations to reduce reliance on Search consultancies - The introduction of metrics to measure diversity throughout the recruitment process- Improvements in the recruitment lifecycle to decrease the time taken to recruit and iron out bottlenecks in the process- Operational recruitment activities to manage the onboarding of director level personnel