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Emerging Talent Advisor - Building

Emerging Talent Advisor - Building

GRAHAM GroupHillsborough, Northern Ireland
30+ days ago
Salary
£24,000.00 yearly
Job description

About The Role

EMERGING TALENT ADVISOR - Permanent Opportunity

DIVISION : Central & Building

LOCATION : Hillsborough, NI with UK wide travel

Benefits :   Car Allowance, Subsidised Private Medical Cover, Life Assurance, Contributory Pension, 35 Days annual leave (Including Public Holidays)

GRAHAM is committed to being an employer of choice where everyone is recognised as an individual and where the richness of a diverse workforce is embraced to maximise our business performance.

We are looking for an enthusiastic individual who will champion Emerging Talent across selected business divisions while delivering expert advice, support and guidance to senior management. The post holder will be responsible for supporting the development and implementation of strategic policies, practices and action plans in relation to Emerging Talent, which includes the GRAHAM Academy; an innovative scheme comprised of graduates, placement students and technical apprentices who are pursuing bespoke developmental programmes.

The Emerging Talent Advisor will ensure that GRAHAM Academy is externally recognised as the leading and preferred employer of emerging talent within the Construction industry. The individual will liaise with internal and external partners to attract, develop and retain a pipeline of talent for the future.

Above all the Building Emerging Talent Advisor will actively engage with all young people to ensure they are engaged, developed and most importantly retained within the business.

Due to the nature of this post, a full and valid UK driving licence is essential.

Travel between regional offices and project locations will be required on a regular basis. Occasionally there may be a requirement to work outside normal working hours to attend evening meetings or events.

KEY DUTIES OF THE POST :

ATTRACTION

  • Managing the set up and delivery of attraction, selection and onboarding activity to meet recruitment targets for emerging talent programmes - achieving targets in relation to recruitment numbers, calibre and diversity of recruits within an agreed timeframe.
  • Managing the set-up and delivery of effective external events at schools, colleges, universities and other locations to attract applications for emerging talent programmes. This includes liaising with the relevant internal and external contacts, arranging attendees and co-ordinating required materials.
  • Reporting regularly on progress of emerging talent recruitment to senior internal stakeholders.
  • Producing relevant data-based analysis of emerging talent recruitment campaigns, at relevant periods to inform current and future activity
  • Acting as the first point of contact for university Brand Ambassador queries.
  • Collaborate with internal diversity experts and external providers to manage programs and events related to inclusive outreach and recruitment.
  • Working with the Marketing and Internal Communications teams to attract and engage young people and their key influencers
  • Supporting an effective onboarding experience for all emerging talent recruits minimising the numbers of dropouts from programmes.
  • Linking with the HR Team in managing and supporting selection activity

PROGRAMME DEVELOPMENT AND SUPPORT

  • Developing appropriate learning programmes for all types of Emerging Talent.
  • Implementing, managing and reporting on the progress of all Emerging Talent programmes.
  • Being the central point of management and support for industrial placements and summer placements, both during their placements and when returning to university.
  • Supporting activity related to the development of Civils graduates, undergraduates and higher / degree level apprentices and trainees.
  • Support Professional Bodies internal teams to deliver an effective service to young people, while linking with young people to ensure they are completing their programmes.
  • Ensuring retention of emerging talent through effective pastoral support processes.
  • Reporting on individual progress and programme effectiveness.
  • Supporting individual business divisions to celebrate the success of individuals on programmes
  • Work closely with other Emerging Talent staff across the business to ensure processes and systems align with overall emerging talent strategies.

    • RELATIONSHIP MANAGEMENT

  • Actively work with relevant Ambassadors and Partners to ensure that they are fully aware of the early career’s recruitment & development strategy and their role in delivering that strategy.
  • Ensuring emerging talent activity is marketed effectively both internally and externally
  • Work closely with the current trainees, apprentices and associates to encourage them to be actively involved in the attraction and selection of early careers talent.

    • Any other duties as requested.

    This job description is intended to give the post holder an appreciation of the role envisaged for the Emerging Talent Adviser and the range of duties to be undertaken.

    It does not attempt to detail every activity. Specific tasks and objectives will be agreed with the post holder at regular intervals.

    Essential criteria

  • Previous experience within an Emerging Talent recruitment, programme development or support role.
  • Understanding of secondary and higher education in the UK.
  • Understanding of apprenticeships in the UK and apprenticeship levy.
  • Excellent IT, interpersonal, communication and presentation skills.
  • Excellent organisational and administrative skills.
  • Demonstrate the ability to manage multiple workloads and resources to deliver to deadlines.
  • Demonstrate the ability to identify learning and development training needs and to develop appropriate programmes to meet these needs.
  • Working knowledge of Microsoft Office applications.
  • Demonstrate effective team working skills and strong presentation skills.
  • Demonstrate effective communication skills with colleagues at all levels, including board directors, senior managers, line managers and entry level colleagues.
  • Confident, clear and professional both in verbal and written communication.
  • Strong project management and time management skills including ability to successfully manage multiple work streams to achieve both quality and time-based objectives.
  • The ability and willingness to regularly travel throughout the UK to attend in-house and external events.
  • A clean driving licence

    • Our Commitment

    We are proud to say that we are a committed Equal Opportunities Employer and we aim to be the first choice for people from all backgrounds. We seek to promote respect for the individual and equality of opportunities. We believe that everyone should be treated solely on the basis of personal merit and contribution throughout their GRAHAM career journey and not on the value of artificial barriers, prejudices, or preferences.

    If you require any adjustments or accommodations during the application or interview process, please let us know. We look forward to welcoming applicants from all backgrounds.

    We are only able to consider applications from individuals who are eligible to live and work in the UK, as per Home Office regulations. Please check your eligibility with the regulations before applying. Individuals with a current time restricted right to work in the UK, should contact the Human Resources team in the first instance.

    A basic disclosure may be requested if security clearance is required by 3rd party clients and a criminal record will not necessarily be a bar to obtaining a position. Our Access NI / Vetting and Barring Scheme Policy and Policy on the Recruitment of Ex-Offenders is available upon request.

    GRAHAM reserves the right to carry out checks to ensure the validity of an applicant’s experience and / or qualifications and we expect all applicants to comply with any such requests for information. Failure to do so or evidence of any falsification of information will lead to either removal from the recruitment process or if already in employment potential termination of contract through the company disciplinary procedure.

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