Senior Talent Partner

About this role

What we are looking for
The Associate Director, Talent Acquisition will own our Talent Acquisition pillar within the global People team, leading both the strategy and day-to-day delivery of recruitment across the agency. You’ll personally manage the full talent lifecycle, from shaping the hiring brief and sourcing strategy through assessment, offer, close and onboarding.
At tmp, onboarding is the final phase of recruitment, and you’ll be accountable for ensuring every new hire moves from accepted offer to effective contribution with clarity, connection and confidence. You’ll partner closely with hiring managers and the wider People team to create a consistent, high-quality experience that helps new starters understand their role, team and path to success.
Attracting and integrating great talent is critical to tmp’s growth, innovation and ability to deliver for our clients. You’ll do this as part of a global People team that is obsessively curious, unashamedly commercial and focused on building systems that work for our business, candidates and employees.

What you will do
We’re looking for someone who can move seamlessly between recruiting for an urgent role today and thinking about what our talent landscape will look like tomorrow. You’ll bring external market insight, strong commercial judgment and a deep understanding of how talent impacts the performance of a services business. You’ll help leaders think critically about the capability they need, where we can find it and how tmp can compete effectively for it.
Talent Strategy & Business Partnership

• Own and evolve tmp’s Talent Acquisition strategy in line with our business priorities, People strategy and future capability needs

• Partner with senior leaders to understand what they are trying to achieve and translate that into thoughtful hiring strategies, rather than simply responding to open requisitions

• Bring commercial judgment to hiring decisions, considering role scope, level, location, timing, talent availability and the realities of operating a fast-paced services business

• Act as the trusted advisor on the external talent market, bringing insight on candidate expectations, skill availability and emerging hiring trends

• Challenge assumptions constructively and help leaders make confident, informed decisions about the talent the business needs now and next

• Build a clear view of recruitment priorities across the agency and ensure effort is focused where it will have the greatest business impact
End-to-End Recruitment

• Personally, own and manage a portfolio of active roles across tmp at varying levels and across different disciplines

• Lead the full recruitment lifecycle from intake and role scoping through sourcing, screening, assessment, interview, selection, offer, and references

• Build strong candidate pipelines through proactive sourcing, direct outreach, referrals, networking and inbound applications

• Partner closely with hiring managers throughout each search, providing clear market feedback, maintaining momentum and adapting the approach when needed

• Create a candidate experience that is responsive, human and authentic to tmp at every stage of the process

• Take ownership for the quality and pace of recruitment, identifying blockers early and driving searches forward with clarity and urgency
Onboarding & New Hire Success

• Own onboarding as the final phase of the recruitment lifecycle, creating a seamless transition from candidate to employee

• Lead and continually improve tmp’s onboarding framework so every new hire starts with the context, clarity and connection they need to succeed

• Ensure new starters understand how tmp works, how their team contributes and how they can become effective in their new role

• Maintain meaningful touchpoints through the early stages of employment and use feedback from new hires and managers to continuously improve the experience

• Work closely with People Operations and the wider People team to ensure every transition into tmp feels coordinated, intentional and distinctly human
Employer Brand & Sourcing

• Stay closely connected to the external talent landscape and bring relevant market intelligence back into tmp’s workforce and hiring decisions

• Build proactive talent pipelines for critical, recurring and difficult-to-hire capabilities so we are not starting from zero when needs arise

• Shape how tmp shows up in the talent market, ensuring our employer proposition and candidate messaging authentically reflect who we are and what makes the agency different

• Partner with Marketing and the wider People team to strengthen our employer brand and attract the talent most aligned to our ambitions and values

• Develop meaningful talent communities and relationships that extend beyond individual vacancies

• Lead targeted talent initiatives, such as referrals and internships where they support the longer-term talent strategy
Recruitment Operations & Innovation

• Continually look for ways to make recruitment more effective, scalable and simple, creating leverage within a lean Talent Acquisition function

• Own and optimize our ATS and recruitment technology, ensuring tools support a high-quality candidate experience and efficient ways of working

• Explore and responsibly apply AI and automation across sourcing, research, candidate communication and workflows to reduce lower-value tasks and create more time for human judgment and connection

• Build clear recruitment reporting that gives leaders meaningful visibility of hiring demand, pipeline health, progress and emerging challenges

• Use data and market insight to identify patterns, improve decision making and evolve our approach rather than relying on historic ways of working

• Maintain strong recruitment governance, documentation and compliance

Success is measured by

• Critical roles are filled with high-quality talent at a pace that supports the needs of the business

• Active searches maintain strong…