Talent Business Partner-In Flight Services and Flight Attendant Hiring About Us We are [redacted]. [redacted] is a global total workforce solutions firm founded in 1996. We enable organizations to thrive in an age of constant change by building, reshaping, and optimizing workforces. We do this through talent acquisition and contingent workforce management, internal mobility and skills development, and talent and technology advisory services. Our solutions are delivered by our 4500+ experts who live our passionate, bold, and authentic values. The ultimate aim is to help clients around the world, including 100+ blue-chip companies, create workforces that are fluid, resilient, diverse, and differentiated. We call this true workforce dexterity—and we’re here to help you achieve it. We are currently hiring a Talent Business Partner to support our premium airline client in he Flight Attendant Progr[redacted] and InFlight Service te[redacted]. This role can be based remotely within the US but preferred candidates will be based in Atlanta GA, or be present in events supporting Flight Attendant hiring. The Role The Talent Business Partner will be responsible for providing strategic guidance to clients and leading a team of up to 4 recruiters on accounts with high growth potential or those requiring a high-touch service. They will build and own trusted partnerships with key client stakeholders in their assigned country or business area; acting as the onsite face of [redacted]. They will proactively influence client stakeholders to jointly craft the talent strategy by employing their deep subject matter expertise in local recruitment processes and the client’s business area. This will include recommending approaches, making considered challenges and leading constructive discussions when confronted with barriers to hiring such as talent availability or market expectations. They will also identify opportunities to increase scope of service on the account and make process improvements. The Talent Business Partner will manage their team to fulfil all contractually agreed quality thresholds, KPIs and client satisfaction targets. They will provide line management and inspirational leadership to their team; driving engagement, retention and wellbeing. They will develop their team and drive succession planning. They will provide pastoral support and manage their team’s performance through ongoing quality conversations to ensure efficient delivery, and an excellent client and candidate experience. They will role model the [redacted] behaviours. Additional responsibilities include innovation, compliance and finance. Key Accountabilities CLIENT RELATIONSHIP MANAGEMENT AND STRATEGIC ADVISORY Build strong and influential trusted partner relationships with senior client stakeholders, hiring managers and local client HR team. Act as a strategic partner and advisor regarding the sourcing and recruitment process Design end-to-end recruitment campaigns to meet talent strategy of the business area or country. Collaborate with client stakeholders to understand and regularly update demand plans, organisational structures and optimal resource allocation. Provide strategic advice to Recruiters, Hiring Managers and Sourcing team at each stage of the hiring journey for roles with a high touch process or of strategic significance – vacancy consultations, candidate shortlisting, hiring decisions and offer management. Use knowledge of local market and client business to design optimal sourcing strategy and selection process based on role requirements, pay range and agreed timeframes. Develop and manage the talent pipeline or talent pooling strategy for business area or country. Provide strategic support to the wider client business as required, e.g. to drive awareness of internal mobility, referral and non-permanent hiring, diversity and inclusion, etc Deliver market intelligence and insight to hiring community and HR stakeholders, including salary benchmarking, internal and external supply and demand, assessment approaches to support decision making Share best practice approaches and client culture with other members of the talent team (Sourcing and Admin colleagues), supporting them in achieving success in their role LEADERSHIP Responsible for effectively communicating the account’s commercial and people strategy to their team, including the specific goals and targets of their business area or country. Support Recruiters in the resolution of complex and contentious issues with clients, ensuring all escalations are resolved promptly. Make team a great place to work - drive operational excellence, wellbeing, engagement and retention. Invest in building team capability through regular development and career planning. Conduct periodic talent reviews and maintain up-to-date succession plan. Lead on-site and virtual te[redacted], unifying the team behind shared priorities of productivity, account profitability and customer satisfaction. Maintain regular communication with team members, including conducting ongoing performance and development conversations and virtual team collaboration sessions OPERATIONS, COMPLIANCE AND FINANCE Lead team in the delivery of recruitment services in line with contractual obligations and client service level agreements. Provide oversight of requisitions managed by recruiters to ensure achievement of operational and budget targets. Work closely with the Performance Management CoE to monitor the team’s Key Performance Indicators and forecasts. Identify trends and issues, and influence delivery strategy using data-led insights Maintain awareness of financial forecast for business area or country as advised by Performance Management CoE and contribute to MBR/QBR where necessary. Manage the scope, governance and compliance of the contract through team activity. Identify and tackle scope creep Ensure team’s compliance to the [redacted] Risk Management Framework and Account governance framework, including the identification and management of risk Ensure team’s compliance with legislation affecting area of work (e.g. age discrimination, IR35/The Good Work Plan, OFCCP, data management techniques or similar local legislative requirements). INNOVATION AND BUSINESS DEVELOPMENT Support implementation of Continuous Improvement plan in collaboration with Performance Management CoE. Support implementation of strategic change management projects such as SGG, account efficiency programmes and legislative change projects Custodian of the client’s Employee Value Proposition (EVP) ensuring the entire team can convey the proposition in a compelling way enhancing the clients brand presence in the market Share any continuous improvement/upselling/cross-selling opportunities identified by self or team with Senior Manager Account Lead/Client Operations Director – including opportunities for process improvement, service enhancement, financial improvement, related strategic projects and increasing the scope of the service within account Skills and Experience Demonstrable ability to build a position as a trusted advisor, proactively engage and influence senior stakeholders towards a course of action Demonstrable ability to position and solve issues for senior clients (e.g. HR Leaders, Heads of Business). Able to manage their expectations, influence them to take a course of action, change their assumptions or make compromises between quality and speed of hires Track record of developing and managing complex, high-profile recruitment projects and multiple end-to-end recruitment campaigns. Experience enhancing recruitment processes to improve outcomes (e.g. decreased time to hire, increased quality of hire, fulfilment targets) Experience managing a small team and achieving results through others, demonstrable ability to manage, coach and develop direct reports Experience leading virtual/remote te[redacted] – proven ability to enable collaboration, engagement and operational excellence among dispersed te[redacted] Demonstrable commercial acumen - understands client’s business and talent strategies, and how these elements influence [redacted] service delivery, client\'s brand perception. Deep subject matter expertise in local recruitment practices including sourcing strategies, recruitment models, best practice recruitment. Able to use market intelligence and analyse market trends to provide insights to clientsg. new technology, recruitment metrics, legislative changes Experience of analysing business orientated management information. Able to use data-led insights to influence strategy and decision making Experience in the use of recruitment technology and recruitment databases Thorough understanding of legislation affecting area of work (e.g. age discrimination, IR35/The Good Work Plan) and ability to guide and advise clients on legislation Strategic mindset - able to develop long term strategies and see the big picture Resilient under pressure - experience working to and achieving demanding targets, ratios and SLAs and working to tight deadlines in a fast-moving environment Agile in response to change or uncertainty - able to cope with and lead a small team and client through significant change, able to adapt capacity and approach to variations in hiring demand, new processes and technologies Builds and nurtures stakeholder relationships, managing varied and sometimes competing demands from different stakeholders Other Here at [redacted], you’ll get the opportunity to work on projects that integrate with our other practice areas to deliver remarkable results for our clients. You’ll be part of a team with global capabilities and setting a new direction for us in terms of how we creatively solve our clients’ most pressing talent-related challenges. You can innovate, disrupt and influence with organisations that want to transform their operations and win the war for talent. What we offer: Stretching, challenging work A vibrant, diverse and collaborative culture A competitive reward and benefits package. We\'re a fast-growing, equal opportunity employer and do not discriminate against any employee or applicant for employment because of race, colour, sex, age, national origin, religion, sexual orientation, gender identity or disability.