Talent Manager

ESSENTIALS

• Location - London
• Office - 4 days / Home -1 day
• Platform - HSPG
• Status - Full-time, permanent
• Start - ASAP
• Reports to - Head of Business Operations
• Salary - £60-80k + 20% bonus
• Direct reports - None

BENEFITS:

25 days annual leave per year

4 Me Days

Wellness allowance of £70 per month

Private healthcare with Aviva

Mintago financial platform

Drive Electric salary sacrifice

Enhanced maternity, paternity and parental leave

Employee referral scheme, £2,000 towards a getaway of your choice

Team social events and trips

HSPG is a social impact real estate company . At the centre of our Living Sector is PPHA , the Group's Registered Provider, which delivers Section 106 and grant-funded Affordable Rent and Shared Ownership homes.

PPHA's north star is to create homes for more than 8,000 families and individuals by 2030, helping to address the housing crisis while delivering sustainable, long-term returns for our investment partners.

Core Behaviours:

Core mission:

Your core mission is to attract exceptional people into HSPG and retain them. You own talent attraction and recruitment across HSPG, from identifying what great looks like through to sourcing, assessing and securing the best people who share our ambition and core behaviours, ensuring our interview process is always optimal and our retention strategy works.

You proactively find talent, build relationships and create pipelines before we need them, understanding the market and knowing where great people are hiding. You'll work closely with hiring managers and the leadership team to challenge role manifestos, raise the bar and make better hiring decisions, bringing structure, pace and creativity to recruitment while making sure every candidate gets an experience that reflects who HSPG is.

Accountability ​

You are accountable for: ​

Talent attraction across HSPG.

Owning the end-to-end recruitment process, from brief to offer and closing.

Proactively sourcing exceptional candidates rather than relying solely on applications and agencies.

Building and maintaining talent pipelines for current and future roles.

Creating an excellent, memorable candidate experience at every stage.

Owning and maintaining our recruitment tech, data and reporting.

Managing and challenging external recruiters, including performance, terms and spend.

Tracking the success of our hires beyond their start date and using those insights to improve future recruitment.

Supporting onboarding to ensure there is a seamless handover from candidate to employee.

Managing the recruitment budget, ensuring we spend within it. ​

You are not accountable for: ​

Wider Operations strategy.

Leadership and development.

Payroll.

Performance management processes.

Reward, recognition and benefits.

Obsess:

People: you're fascinated by people, constantly building your network, focusing on quality not quantity, and always asking “are they a good culture fit for HSPG?”

Pace: great candidates don't stay available for long. You create momentum, remove bottlenecks and relentlessly follow up, using AI to help achieve pace.

The market: you know what great talent looks like, where to find it, what competitors are doing and what candidates expect.

Excel:

Judgement: you have excellent instincts for people but don't rely on instinct alone, combining curiosity, evidence, data, structured assessment and references to make better hiring decisions.

Sourcing: you know how to find people who aren't actively looking. LinkedIn is one tool, not your entire recruitment strategy.

Challenging: you aren't an order-taker. If a hiring manager's brief is unrealistic, too narrow or focused in the wrong areas, you'll challenge it.

Execution: you're organised, fast and relentless with follow-up. Candidates don't disappear into a black hole and hiring managers aren't allowed to stall processes unnecessarily.

Specific experience:

Proven track record of recruiting exceptional talent, either in-house, agency or executive search.

5 years' worth of recruitment experience.

Sector experience is not essential. We care more about your ability to identify brilliant people than whether you've recruited in property before.

90-day wins ​

Understand HSPG and its hiring needs: review every live role and talent pipeline, identifying quick wins and opportunities to improve hiring quality, pace and sourcing.

Take complete ownership of HSPG's end-to-end recruitment process from attraction to onboarding handover.

Build strong relationships with every hiring manager and demonstrate that you can source, screen and interview in the HSPG way.

Review our recruitment budget, Greenhouse and our existing tools, implementing efficient improvements.

Build an initial talent map for our most business-critical and difficult-to-hire roles.

Introduce AI and automation into appropriate parts of recruitment, while keeping the candidate experience personal and human.

12-month impact outcomes ​​

Reduce time to hire and cost to hire, while maintaining or improving the quality of people joining HSPG.

Review our agency relationships and establish where we genuinely need external support versus what we can deliver directly.

Improve candidate communication and establish a unique, positive and kind candidate experience.

Build a year-round talent pipeline strategy with measurable data across sourcing, conversion, duration, cost and quality of hire.

Work alongside the marketing and brand team to establish HSPG as a business that top talent actively want to join and stay at.

Create talent communities/pipelines for HSPG's future roles.

Demonstrate strong quality of hire through successful probation outcomes and hiring-manager feedback.