Recruitment & Compliance Partner

The role of the Recruitment & Compliance Partner is to work in partnership with the Recruitment & Compliance Manager,  the wider People Team and recruiting managers, to provide an outstanding recruitment service.

This role will be assigned core teams that it will be the recruitment partner for, this could include, staff, volunteers and/or Trustee recruitment.

You will support the Recruitment & Compliance Manager in implementing creative recruitment strategies, ensuring the delivery of proactive and unique recruitment methods.  You will provide a high quality, responsive service to prospective candidates and recruiting managers, as well as subject matter guidance and support to members of the People Team and the wider organisation.

This role is not open to sponsorship.

Staff benefits include shuttle bus, and more… Read more below.

Role Requirements

• Be directly responsible for permanent, bank, non-staff and volunteer recruitment and compliance processes.
• Work closely with the Recruitment & Compliance Manager to implement the organisation’s Recruitment Strategy, ensuring workforce planning and resourcing solutions are addressed with recruiting managers, including direct and non-direct recruitment methods.
• Work closely with the Business Support Managers to ensure the relevant bank or agency staff are hired against the needs of the organisation.
• In collaboration with the wider People Team (e.g. People Partners) proactively review and identify key focus areas, specific to each business unit, to fully understand their associated recruitment challenges, in order to develop informed and practical plans that deliver tangible
• Support the Recruitment & Compliance Manager in devising and implementing new initiatives, g. Internships; Graduate Programmes; Apprenticeships; and Overseas recruitment, with a view to increasing diversity and skill sets across the workforce.
• Ensure that all recruitment activities and the candidate life cycle are underpinned by our Promises and adhere to relevant laws and regulations, as well as internal policies.
• Stay up to date with changes in legislation and ensure the organisation’s practices align with them.
• Undertake regular reviews of assessment and selection methodologies, making appropriate recommendations for implementation.
• Maintain an up-to-date knowledge of emerging developments affecting relevant external job markets
• Be responsible for the candidate journey from initial contact through to on-boarding, providing support to the Compliance Lead and Recruitment & Compliance Officers where required
• Where required, contribute to the collation of relevant recruitment and compliance data, ensuring that these are complete and accurate, in order to support the preparation, analysis and production of relevant service reports, e.g. time to hire (on-boarding) SCR school reports, right to work/visa reporting.
• Build strong internal and external relationships and provide an added value service, to all staff and external partners/ customers.
• Undertake other or additional duties that are within your skills and abilities, as the organisation may reasonably require from time to time.
• Support the overall process and implementation of the full recruitment life-cycle; from initial vacancy meetings and design of Candidate Briefing Packs, to pre-screening exercises and interview techniques.
• Conduct proficient and informed benchmarking exercises, to ensure fair and attractive remuneration.
• Ensure that recruitment processes, for both direct and non-direct campaigns, are delivered in an efficient and fair manner.
• Ensure that processes for internal recruitment are supported and seen to work efficiently and fairly.
• As part of the recruitment life cycle, supervise all aspects of the on-boarding and compliance process, including issuing contracts, pre-employment compliance checks, and setting up new starters on HR and Payroll systems.
• Working with the Organisational Development Team, ensure the delivery of an engaging and effective On-boarding and Induction experience for new staff.
• Maintain the administration of recruitment records, ensuring that these are complete and accurate, e.g., contribute to the timely updating of our application tracking system (Access Recruit), to allow for relevant reporting.
• Assist in the streamlining and automation of processes to improve operational efficiency 
• Prepare, analyse and produce relevant data and reports, including the weekly SLT vacancy reports, up to date tracking, recruitment and selection trends, such as attraction methods, time to hire (on-boarding) and cost of hire, as well as Bank and non-direct staff recruitment and making recommendations for change.

Interview Date: To be confirmed.

If you would like to discuss the role, please contact the Recruitment & Compliance Team, on 01737 365 880 or email: recruitment@thechildrenstrust.org.uk

For more information, a copy of the candidate briefing pack and application form please click here.

PLEASE READ CAREFULLY – ‘How to Apply’

Terms and Conditions

PLEASE NOTE: The Children's Trust Application Form MUST be completed and submitted, for your application to be considered. As part of the shortlisting process, gaps in employment will be examined and further explored during the interview process. 

Strictly no agencies, please.

As we often receive high levels of applicants for our roles, we regret that we will only be able to contact those applicants who are shortlisted for interviews. Therefore, if you have not heard from us within 2 weeks of the closing date, please assume you have not been shortlisted for an interview on this occasion.

About Us

The Children’s Trust is the UK’s leading charity for children with acquired brain injury, providing expert rehabilitation, education, therapy, and care at our national specialist centre in Tadworth, and to children and their families across the UK, via our Brain Injury Community Service.

Boasting a beautiful 24-acre site in Surrey, we are located just outside of London, close to the M25 (accessible via Junction 8, A217 to Tadworth) and easily accessible via National Rail, by way of: Clapham Junction, Sutton, and Epsom.

Staff Benefits

The work we do is highly rewarding, and in addition to an attractive salary, we offer a valuable range of benefits, including our staff flexible benefits platform, on-site nursery, free eye tests, enhanced Maternity and Paternity Pay, time out days for those experiencing menopause symptoms and time off for gender reassignment.

We also offer additional annual leave days for those with long service, with entitlements ranging from 35 to 41 days (including bank holidays) depending on your length of service.

Other benefits include free on-site parking; a staff shuttle service from Epsom and Sutton train stations to Tadworth Court, subsidised cafeteria, on-site staff accommodation (subject to availability), the ability to retain your NHS pension (where applicable), Teacher’s pension (where applicable) or the opportunity to join an alternative scheme, and the opportunity to develop your career in a supportive and collaborative environment.

Rehabilitation of Offenders

Many roles at The Children’s Trust are exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974, by virtue of the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013 and 2020) and as such, are subject to an Enhanced DBS check.  Successful applicants will be required to complete an Enhanced Disclosure & Barring Service (DBS) check, which will disclose all unspent convictions and adult cautions and any spent convictions or adult cautions that would not be protected.  The exceptions to this are our retail roles within The Children’s Trust shops, which are subject to Basic DBS checks which will disclose unspent convictions or adult cautions.

Equal Opportunity Employer

To help us achieve our ambition to give children and young people with brain injury and neurodisability the opportunity to live the best life possible, we want to accurately reflect the UK’s diverse population. We want equity, diversity, and inclusion to be at the heart of everything we do, and our people, services, and culture to reflect the diverse needs of all. Through our diversity and inclusion strategy, we have made a commitment to increase the diversity of our charity and create an inclusive culture. We have networks across the organisation working to ensure that these aims are met - including an LGBTQIA2S+ group, Ethnic Diversity Group, and Spark – our broad EDI group. Read more about our EDI work here. We welcome applications from all who share our ambition regardless of background. We will strive to ensure that any reasonable adjustments are made in respect of interview and working arrangements.

Online Searches

In accordance with statutory safeguarding and child protection guidance, online searches will be conducted for shortlisted candidates before interview. The online searches will be conducted by a person who is independent of the interview and selection process and will focus on relevant information returned via searches of the candidate’s name (and variations thereof). Social media searches will be limited to professional platforms such as LinkedIn. Any concerns relating to suitability for work with children and young people will be forwarded to the interview panel, for discussion during the interview.