Senior Recruiter

Job Title: Senior Recruiter
Job Reference: RB/HQ00054778

Location: Brighton
Job Type: Contract

£45000 - £50000 per annum
Sector: HR & Personnel

Posted 11 days ago

An excellent opportunity for an experienced In House Recruiter to join a Leading Financial Services Organisation in the Brighton Area.

This rol eis initially offered as a 6 month FTC with the potential to be extended thereafter.

Overview of Role:
To partner with the business  ensuring the integrated delivery of a best in class recruitment service, representing the businesses requirements within the resourcing framework. Acting as a single point of contact (conduit) between the business leadership and Resourcing.


Principal Accountabilities:

Business Partnering – Own and manage the relationships between the business unit and Resourcing function (permanent recruitment team and outsourced contingent function) ensuring the integrated delivery of a best in class recruitment service, acting as a single point of contact wherever required.

  • Coaching – Undertake facilitation, coaching and influencing of senior leadership such that they are fully aware of Resourcing issues, approaches and objectives, and their obligations in the context of this; ensuring timely services and solutions, compliance, governance and to improve understanding, control and performance maximisation.
  • Delivery – Acting as a Project manager, partnering with Delivery Managers and Recruitment Consultants for the design and execution of significant recruitment campaigns, as appropriate.
Performance – Through the review of management information and engagement with Resourcing and key business stakeholders, ensure the department targets and requirements are met and take remedial action to improve where targets are failing. Provide reports and statistical information, for a SM level audience, on the department and budgetary performance and risk management. Contribute to the development and implementation of continuous improvement plans and schedules in order to improve the performance of the department. Work with Delivery Managers to ensure processes are in place to monitor, maintain and ensure compliance for all areas of responsibility with all business and legal requirements.

Strategy - Partner with HR Director, Head of Resourcing and Head of Talent & Strategic Resourcing to define, develop and deliver a strategy that enables the business to access suitable trained and competent staff and is aligned to company Customer Experience and Treating Customer Fairly policy.

Recruitment Demand Planning – Partner with the business to create and manage the short, medium and long term demand planning and delivery of the permanent and contingent resourcing service into the designated Business Unit, in line with Service Level Agreements (SLAs), budgetary targets and corporate policies, procedures and standards.

Team Management – As a key member of the Resourcing Leadership team, provide effective leadership to manage, motivate and develop the team, in a manner that is consistent with the Company’s policies and procedures including the Partnership Agreement, to maximise performance. Maintain a collaborative approach in working with the other RSDM in to enhance service delivery.

Employer Brand Maximisation – Represent company at external forums, steering groups, build business to business relationships; learn and influence best industry practice such that business objectives are represented and realised effectively. Work with Business HR and Delivery Managers to design and implement recruitment processes which ensure applicants are aware of our company values, including treating customers fairly, and that they demonstrate the behaviours that support these values.


Qualifications, Knowledge and Skills:


  • BPS Level A & B
  • CIPD or equivalent

  • Full recruitment life-cycle experience from either in-house or RPO environment, within a complex financial services setting
  • Significant campaign management experience
  • UK employment law as pertains to both permanent and contingent hiring
  • Detailed knowledge of the Finance and Actuarial recruitment market

  • Communicates with authority, with the ability to negotiate and influence others
  • Strong, flexible stakeholder management skills
  • Presents, explains and interprets information accurately, clearly and in an appropriate way up to EMD level
  • Proactive approach, thinks ahead to pre-empt potential problems
  • People management, within a matrix environment
  • IT skills including excel, powerpoint and outlook
Trevor  Lee


Trevor Lee

Managing Director

Having been in recruitment for 15 years, in 2006 I decided to form Jenrick Commercial (a new division of The Jenrick Group) and I have to say, it’s been one hell of a ride. Recruitment has changed drastically over the last 15 years, however, I’ve learnt that if you keep things simple, work hard, be honest and really understand your clients and candidates then you will do well.

My loves in life are my wife (Miriam) and my son (Toron). I’ve been married for nearly 20 years, so I was snapped up early (my wife clearly has good taste – or at least I like to think so!).

Related Industry Insights

How 2018 unfolded for Jenrick Commercial and our prediction for 2019

2018 wasn’t a particularly straightforward year for many businesses around the UK, however despite this 2018 was another steady year for us as a business. We saw our business thrive and peak in 2017, with it being our best year ever, and 2018 saw us level on par with that. So for us as a business having this continuity in strength was reassuring and gave us confidence despite the media advertising otherwise due to Brexit.


In Quarter 4 we did see the usual reduction of volume of candidate’s applications. We do find this to be the norm prior to Christmas, many candidates often put aside looking for a new role in November until the New Year so this wasn’t a surprise. Although we did see a lull in candidate movement at the back end of the year, a point to note is that not one candidate we spoke to advised that they were staying put until after Brexit.


What has been a surprise is that normally we do see higher response of volume on applications and candidates looking for work at this point of the year, following the theme ‘New year, new career’, however applications have been far lighter compared to the start of 2018. This highlights that the war on good, quality talent is becoming even more difficult.


On the flip side the volume of new jobs has been very steady, even rising slightly, since Jan 1st. This is based on our client growth as well as the strong relationships we have formed with our current clients – around  91% of our business is referred of repeat. January and February have been a great start to the year with both placement of permanent and contract positions increasing so we are seeing no slow down with new business.


Where’s the future at?


It goes without saying that Brexit will no doubt shape and define where the market goes. The likelihood is increasing that we will extend the negotiations and not leave as planned on the 29th March. While we are unsure as to how long the delay will be, it could dominate through to the end of 2019 meaning a steady and cautious, if not unpredictable, year.


Whatever the outcome is; a deal as planned, a delayed deal or even a no deal then we do foresee the market to the cautious throughout 2019. Obviously the sooner the decision is made then the more likely it will be that we will see stability in our industry and the overall market conditions of the UK bringing confidence back in and normality taking hold.


As most of our clients tend to sit within either; Technology, Professional Services, Financial Services we definitely haven’t seen any change with new opportunities, however the market is all around confident and if confidence is high then opportunity will flow.


If you are looking for exceptional staff or your next career move then contact us on 01932 230868 or

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Jenrick Commercial - From strength to strength

2017 was our busiest year since we started trading over 11 years ago.  However, as the business has grown our levels of service to our clients and candidates has been maintained at the highest levels. Jumping back to 2016 when we closed on a record year when, we thought the market had peaked – 2017 only went and continued in the same fashion and superseded our expectations. We saw our business increase by 153% from 2016. The experience we have gained through these busy times has set us apart from a lot of other companies which is why we retain the vast majority of our clients and see candidates making us the first choice to help them find exceptional jobs.

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