Talent Acquisition Partner

dnata Catering UK; Manchester; On-site; GBP 35,000 - 55,000; Full time

Job summary

dnata Catering UK is looking for a Talent Partner to enhance their recruitment strategy in Manchester. This role involves managing the entire talent acquisition process, building relationships with candidates and hiring managers, and ensuring compliance with industry standards. Ideal candidates will have a strong HR background, experience with recruitment strategies, and a commitment to the company's values.

Qualifications

• Experienced in end-to-end recruitment lifecycle.
• Familiar with IR35, HMRC regulations.
• Demonstrated expertise with hiring managers.

Responsibilities

• Develop sourcing strategies to attract talent.
• Partner with hiring managers for alignment.
• Coordinate interviews and manage recruitment processes.

Skills

Recruitment

Relationship Building

Compliance

Hiring Strategy

Data Analysis

Diversity & Inclusion Initiatives

Education

CIPD Level 5 or above

Tools

Applicant Tracking Systems

Job description

Overview of the Company

dnata is one of the world’s largest air and travel services providers, offering ground handling, cargo, travel and catering & retail services at over 130 airports in more than 30 countries across six continents. At dnata, we are by your side for the entire travel experience. dnata Catering and Retail is one of the world’s leading in-flight hospitality providers, delivering world-class culinary services and innovative products that enhance our passengers’ experience.

We are currently seeking an experienced Talent Partner to join our HR team in either our Manchester or London Heathrow unit!

What’s the purpose of role:

The Talent Partner will play a critical role in shaping the organization’s talent acquisition strategy. Acting as a trusted advisor to both candidates and hiring managers, the Talent Partner will ensure that the recruitment process is efficient, compliant, and reflective of our values and mission. They are not only responsible for filling roles but also for cultivating positive experiences that align with the company's employer brand and long-term talent objectives. By building meaningful relationships, the Talent Partner will contribute to attracting, selecting, and retaining top talent that drives organizational success.

Who you’ll deal with:

Internal: Executive Directors, Regional Directors, Line Managers, colleagues, and the wider HR team.

External: Third party providers including recruitment agencies and providers of recruitment services to support the vetting and on-boarding cycle.

What you’ll be doing:

• Develop and execute sourcing strategies to attract top talent.
• Align hiring plans with organizational goals and workforce planning
• Build meaningful relationships with potential candidates, acting as a point of contact throughout the hiring process.
• Conduct initial screenings, pre-interview calls, and follow-ups to ensure a positive candidate experience
• Partner with hiring managers to understand their needs and provide expert advice on recruitment strategies.
• Facilitate briefing sessions to refine job descriptions and define role requirements.
• Support managers with interview feedback and decision-making processes.
• Coordinate and schedule interviews, leveraging tools like an Applicant Tracking System (ATS).
• Monitor and manage recruitment inboxes and related administrative workflows.
• Ensure smooth onboarding transitions by collaborating with HR teams.
• Promote the organization’s culture and values to attract candidates who align with its mission.
• Act as an ambassador for the company in the external talent market.
• Manage compliance-related tasks like IR35 checks and HMRC processes.
• Track and analyze recruitment metrics (e.g., time-to-hire, cost-per-hire) to refine processes and improve efficiency.
• Provide insights and reporting to stakeholders for strategic decision-making.
• Stay updated on industry trends and best practices to enhance recruitment strategies.
• Drive initiatives that promote diversity, equity, and inclusion in hiring.

This list is not exhaustive, accountabilities may vary dependant on locality or role complexity and may include any other duties considered reasonable by the line manager.

What you’ll have:

• CIPD level 5 or above
• Previous experience in recruitment (agency or in-house) or HR roles is essential.
• Expertise in managing the end-to-end recruitment lifecycle.
• Demonstrated experience in working closely with hiring managers and senior leaders to meet recruitment objectives.
• A proven track record of sourcing candidates through various methods, such as databases, job boards, and social media.
• Hands-on experience with compliance-related tasks and process implementation.
• Experience promoting company values and culture through innovative campaigns to attract top talent.
• Ability to leverage metrics and analytics to enhance recruitment strategies.
• Hands-on experience with compliance-related tasks and process implementation.
• Prior experience in in-house recruitment or as a recruitment consultant/agency recruiter is essential.
• Experience managing the full recruitment lifecycle, including sourcing, screening, interviewing, and onboarding
• Familiarity with IR35, HMRC regulations, and other employment laws and compliance practices.
• Experience with Applicant Tracking Systems and sourcing platforms)

If you believe your skills and experience align with what we're looking for, we encourage you to apply — we’d love to hear from you!