Executive Summary
We are looking for a new Emerging Talent and Recruitment manager to join our firm. A passionate, creative and thoughtful individual who is motivated by the purpose and impact work we do as a firm will thrive in this varied role. The role sits within the Advisory side of the HR team, reporting to and working closely with the Senior HR BP.
The role
- This is an excellent opportunity for an established Emerging Talent Manager, who is looking to take full ownership of the Emerging Talent space, which we define as our graduate trainee routes (six per year), our apprentice routes (two+ per year), and our paralegals (around five a year).
- Once we have hired our emerging talent, this role will also be responsible for development of the talent once they are in the business, supporting with pastoral/welfare conversations, ER concerns as and when required and supporting supervisors to manage performance.
- There is such a strong overlap with emerging talent and progressing equity, diversity and inclusion in the sector (EDI), the role holder will also support the HRD on advancing our firm's objectives and driving belonging for all our people.
Required/essential skills
- Previous experience in early careers/emerging talent, of at least 5 years, ideally in a professional services environment.
- Previous experience of developing emerging talent, including apprentices.
- Good working knowledge of the routes to qualification in the sector.
- Good understanding of the EDI landscape, and proven record of working strategically to develop a diverse pipeline of talent.
About you
- You are passionate about emerging talent, talent development and EDI.
- You share our values and want to create a positive impact.
- You are enthusiastic, proactive, creative and organised, with a good eye for detail, as well as the bigger picture.
- You are not afraid to test assumptions and challenge, with the view to improvement.
- You want exposure to a variety of challenges that will allow you to innovate.
- You want to feel that you are a part of the Bates Wells experience and ‘belong’.
Key responsibilities
Recruitment (40%)
- Be the face of Emerging Talent for the firm. Be a brand ambassador, represent us in the market and help us bring in the best people to the firm.
- Managing the annual early careers recruitment cycles (including our vacation scheme), liaising with all necessary stakeholders and candidates.
- Manage all emerging talent applications from start to finish, maintaining regular dialogue to ensure we keep strong candidates engaged.
Development (40%)
- Be the go-to person for all early careers people once we have offered them a role, all the way through to qualification. Support on welfare, performance and learning matters as required for this group.
- Manage all the important procedural elements for early careers, including qualification process, seat rotations, registration of periods of qualifying work experience.
- Manage the relationship with ULaw, ensuring any future trainees we are sponsoring understand the course logistics, enrolment on to the course, paying maintenance grants, and tracking results.
Equity, Diversity & Inclusion (20%)
- Support the HR team in the delivery of the firms EDI strategy, particularly in relation to recruitment. Meet with internal EDI network to discuss trainee recruitment and recruitment process to build on positive change.
- Leading the relationship with The Sutton Trust to deliver the Sutton Trust’s Pathways to Law work experience scheme. coordinating with the internal STEP DIF group on arrangements for the placement week
- Build relationships with existing external organisations, including the Making the Leap, Social Mobility Foundation, Sutton Trust and upReach.
About our culture
- A one firm approach means working together and improving to achieve common goals and to provide a consistent Bates Wells experience.
- As a values-driven firm we show commitment to our clients, our people, the environment and society. We take into account the Climate Emergency and Biodiversity Crisis in developing our business strategy.
- We want to have a positive impact on our people who are our greatest asset so that they can have a positive impact on others. Purpose is baked into our partnership deed.
- We promote a strong work/life balance with at least 25 days holiday, plus two extra each year for your birthday and for Christmas.
- We have an agile and hybrid working environment – this means you might sit next to a different colleague every day or choose to work from our rooftop garden if you are in the office.
- Our benefits and wellbeing package includes firm matching pension contributions, private medical insurance plus a medical benefit cash plan, discretionary bonus arrangements, life assurance, subsidised gym memberships, lifestyle discount scheme and a firm-wide profit-sharing scheme.
- Everyone gets a bonus if there is one - a proportion of the LLP profit is distributed to our people when we exceed our financial thresholds.
About the opportunity
- Our team structure ensures a supportive environment coupled with the opportunity to work collaboratively with colleagues across the department and with other teams in the firm.
- The firm has a competency framework in place which sets out the competencies we expect from our people at this stage.
- Specific tasks may change over time, so we’ll need you to be adaptable and flexible as we continue to meet our clients’ needs.
How to find out more about us
Don’t forget to review our website (https://bateswells.co.uk) and ask around about us to find out more and whether we’re the right fit for you. |
