Talent Acquisition Business Partner

Arriva UK Bus Limited; England; Hybrid; GBP 45,000 - 65,000; Full time

Job summary

A leading European transport partner is seeking a Talent Acquisition Business Partner to manage corporate hiring across various locations. This strategic role encompasses the full recruitment lifecycle, including sourcing and engaging talent while enhancing the candidate experience. The ideal candidate will have a proven track record in corporate recruitment, strong direct sourcing skills, and the ability to effectively partner with senior stakeholders. Join a dynamic environment focused on transforming talent acquisition processes.

Qualifications

• Proven experience delivering corporate recruitment across multiple functions and levels.
• Experience engaging passive talent and building talent pools.
• Confidence partnering with senior stakeholders and influencing hiring decisions.

Responsibilities

• Lead end-to-end recruitment across corporate roles.
• Source and engage passive talent, building critical talent pools.
• Act as an ambassador for Arriva's employer brand.

Skills

Direct sourcing

Stakeholder management

Data analysis

Talent pool building

Candidate experience focus

Tools

ATS platforms

Job description

Talent Acquisition Business Partner – Corporate Hiring

Arriva. Hybrid. Ideal locations - London, Sunderland, Leicester, Aintree (although other Arriva locations may be considered).

Arriva is a leading European passenger transport partner, operating in 11 countries across the UK and Europe. We employ around 35,000 people and deliver over 1.5 billion passenger journeys each year. Following our acquisition by I Squared Capital in 2024, Arriva is entering a phase of transformation, growth and long-term investment.

We’re looking for a Talent Acquisition Business Partner to take ownership of corporate hiring across Arriva — partnering with leaders to deliver high-quality talent solutions that support the business today and build capability for the future.

About the role

This is a hands‑on, strategic TA role with real ownership. You’ll manage the full recruitment lifecycle across corporate functions, acting as a trusted advisor to hiring managers and HR Business Partners.

You’ll combine strong direct sourcing capability with market insight to shape attraction strategies, challenge thinking and deliver effective hiring outcomes. Candidate experience sits at the heart of the role, you’ll ensure clear communication, pace and consistency from first contact through to offer.

What You’ll Be Responsible For

• You’ll lead end-to-end recruitment across corporate roles, ensuring a smooth experience for both candidates and hiring managers.
• You’ll proactively source and engage passive talent, building talent pools for critical and future roles while reducing reliance on agencies and managing the PSL with clear governance.
• Using market intelligence, you’ll provide insight on talent availability, competitor activity and hiring trends, helping leaders make informed decisions.
• You’ll work closely with HRBPs, L&D and the wider Talent team to support internal mobility, succession planning and early careers opportunities.
• You’ll also act as an ambassador for Arriva’s employer brand, ensuring consistent EVP messaging across all candidate touchpoints and representing the business externally when required.
• Your approach will be data‑led — tracking performance, monitoring key metrics and using insight to continuously improve recruitment outcomes.

What We’re Looking For

• Proven experience delivering corporate recruitment across multiple functions and levels.
• Strong direct sourcing capability and experience engaging passive talent.
• Confidence partnering with senior stakeholders and influencing hiring decisions.
• Experience building talent pools and supporting internal mobility or succession planning.
• Comfortable working in a fast‑paced, matrixed environment.
• Experience using ATS platforms and recruitment data to drive decisions.

How Success Is Measured

• Time to hire
• Cost per hire
• Quality and depth of pipelines
• Candidate experience and SLAs
• Agency usage and effectiveness