¹û¶³Ó°Ôº

Experiences

Activities and responsibilities likely to be required when working at this level

• Developing an understanding of relevant labour markets (e.g. Engineering) and of current skills.
• Anticipated future skills; planned workforce adjustments (e.g. maternity covers).
• Within area of responsibility (e.g. department):
  Able to use workforce planning to identify current tactical recruitment and talent needs within area of responsibilityÌýand routes to markets (where and how to advertise).
  Understanding of HERA frameworks - grading new jobs through cross referencing HERA to job descriptions.
  Creating plans around support for apprentice assessment and development.
• Ensuring that the ¹û¶³Ó°Ôº Ways of Working and core behaviours are embedded within approaches.
• In a specialist recruitment role (e.g. Unitemps):
  Responsibility for managing KPIs.
  Adherence to SLA (Service Level Agreements) and a team of recruiters within area of responsibility.
  Ensuring adherence to EDI best practice.
  Tracking recruitment diversity trends.
  Designing and selecting appropriate assessment approaches.
  Run and manage cost-effective internal executive search campaigns that deliver high-quality appointments within candidate-focused process - managing candidates.
  stakeholders and salary negotiations.
• In a specialist Talent role:
  Navigating interventions on coaching requirements to resolve a range of issues (e.g. new roles,Ìýconflict, well-being).
  Planning performance and developmental support based on appraisal (or other) dataÌýor line manager request for input.Ìý
  Providing advice and support on succession and resource planning.
• Raising awareness ofÌýand integrating ¹û¶³Ó°Ôº people planning activities with departmental contexts.

Personal and professional development

Development options to consider when working towards this level

Learning on the job

• Familiarise yourself with the workforce planning principles.
• Building an understanding on how to employ various methods to support resource planning.
• Gain experience of managing a team of recruiters/administrators and demonstrating adherence to KPIs.
• Build experience of executive search recruitment including candidate and stakeholder relationships.
• Take opportunities to design or observe assessment and selection approaches.
• Gain familiarity with financial and line management approaches.

Learning from othersÌýÌý

• Taking an active role in or creating forums/networks/Communities of Practice in related areas to enhance own knowledge and understanding.
• Maintain and manage multiple candidate and stakeholder relationships.
• Job shadowing to gain experience in managing others.

Formal learning

• Explore CIPD (Chartered Institute of Personnel and Development) or REC (Recruitment and Employment Confederation) level training related to resourcing/ talent (suggested level 5).
• Attend training related to financial and line management (e.g. Managers toolbox).

*ÌýYou may wish to explore the listed formal training themes / topics onÌýLinkedIn Learning.

Transferable skills and competencies

¹û¶³Ó°Ôº uses the Universal Competency Framework (UCF) to discuss transferable skills. Find out moreÌýdetails on the framework.

Leading and supervising

• Providing direction and co-ordinating action.
• Supervising and monitoring behaviour.
• Coaching.
• Delegating.
• Empowering staff.
• Motivating others.
• Developing staff.
• Identifying and recruiting talent.

Entrepreneurial and commercial thinking

• Monitoring markets and competitors.
• Identifying business opportunities.
• Demonstrating financial awareness.
• Controlling costs.
• Keeping aware of organisational issues.

Adapting and responding to change

• Adapting.
• Accepting new ideas.
• Adapting interpersonal style.
• Showing cross-cultural awareness.
• Dealing with ambiguity.

¹û¶³Ó°Ôº Ways of Working

These describe expected behaviours in line with ¹û¶³Ó°Ôº culture and values.Ìý For Ways of Working indicators and steps to development please refer to theÌýWays of Working website.Ìý