This is a unique opportunity for an experienced Early Careers Specialist to join an Agile team that designs and delivers products that continually improve on and innovate for our Early Careers programmes and processes.
You’ll have responsibility for leading the Future Talent (Early Careers) strategy to ensure Primark has strong, inclusive, global pipeline of people at the start of their career. Working across both the Talent Acquisition and Talent Development departments you will be responsible for successfully delivering on the full end to end process of all our early career programmes across the organisation, taking the initial focus on Undergraduate Placements and evolving the proposition into Graduate, School Leavers, Apprenticeship and Educational Outreach.
With no day the same, you’ll work well in a fast-paced environment, managing multiple challenges and taking them all in your stride. You’ll have high levels of enthusiasm, be confident, eagle-eyed, individual who isn’t scared of trying out new things.
Key Duties & Responsibilities:
Programme Management
• As part of the Talent team you will manage the entirety of the life-cycle of our early careers programmes through design, outreach, recruitment and programme development that supports the professional training pathways and delivers the future skills needed by the business.
• Take full accountability for the success of our early learning programmes through designing, developing, and aligning with established apprenticeships standards and creating a development pathway for other early learning programmes.
• Become the organisations SME for all early learning programmes, for both internal and external stakeholders, partners and for the employees.
• Working closely with the Talent Acquisition and Employer Brand & Attraction team members to promote the apprenticeship scheme and other early learning programmes to attract high quality candidates through outreach, non-traditional sourcing approaches and creating an attractive
Talent Acquisition
• Planning and delivering Future Recruitment programmes and managing end to end recruitment activities
• Partnering with hiring managers to understand recruitment demand and long-term talent attraction requirements
• Engaging with education providers and event organisers to bring more visibility to our brand including getting our senior staff involved in panel discussions, talks, etc.
• Building and maintaining relationships with the wider Talent Acquisition team including collaborating on effective search strategies, as well as developing robust talent pipelines of engaged candidates
• Building and leveraging networks (universities, business resource groups, professional organisations, etc.) to become a subject matter expert and continually grow and develop the talent pipeline
• Maintain clear records of external engagements and sharing regular updates with internal stakeholders
• Planning and delivering Future Recruitment programmes and managing end to end recruitment activities
Development responsibilities:
• Work closely with key stakeholders on the experience and development of our young people in new areas such as content, production and editorial.
• Proactive pre-employment communication to ensure candidate is engaged before joining, provision of additional information in relation to induction, training plan, or relevant business updates
• Project Management of assigned programme and all learning interventions
• Following employment, checking in with new joiners to ensure that they are engaged and comfortable, for example, they understand their role, they have been allocated a career manager (if required), they know where to find processes and policies etc.
• Act as first point of contact for on programme aspects to resolve and direct/escalate as appropriate
• Knowledge of the recruitment ecosystem; Recruitment Delivery, Sourcing & Marketing and the wider teams that impact the hiring manager and candidate experience
• Previous professional experience within an Early Careers Recruitment team and talent management and development
• Knowledge of apprenticeship eligibility requirements, regulations, and funding is highly desirable but not essential
• The ability to provide advice, guidance, challenge, and make recommendations to facilitate process implementation, best practice and performance improvement
• Have worked in a large, fast-paced organisation who run multiple entry level programmes
• Experience of making programmes truly accessible for all
• Understand the balance in having young people's experience at the centre of design, whilst considering impact on the business
