Strategic Lead - Entry Talent - Working for Essex

About the role

Strategic Lead - Entry Talent

Permanent, Full Time

Up to £47,170 per annum

Location: Chelmsford

Closing Date: 2nd January 2024

The Opportunity

People Operations sits within the People & Transformation function at Essex County Council (ECC). People Operations delivers a high standard of service to both ECC employees and to external customers, with our employees and customers at the heart of what we do. Working collaboratively across the Organisation, People Operations is responsible for all people payments including statutory obligations, strategic and operational resourcing, employee casework, all first line HR queries, pre-employment vetting and business development of external services to our partners. We have high expectations of our teams and aspire to be high performing in all aspects of our delivery.

The Strategic Lead – Entry Talent, sits within the resourcing service and will make sure that the current and future talent gaps identified by the organisation, are met with a strategic plan for bringing emerging talent into the organisation. The lead will be a subject matter expert on entry talent programmes and work up to and including political leadership level, holding full responsibly for the strategic resourcing plan for entry talent and accountable for the design of operational delivery of programmes, which will be handed to operational teams for delivery. As well as having a solid grasp on the strategic resourcing needs of the organisation, they will be able to translate these into meaningful entry programmes to which talent can be sourced into.

The lead will work with People Business Partners and Strategic Resourcing Partners to ensure each function has a clear Entry to work strategy that not only responds to the needs of their function now but leads the planning and delivery of longer-term strategic initiatives to ensure the function also has the right workforce for the future.

Accountabilities

Work closely with Business Partners, Strategic Resourcing Partner (SRP’s) functional leadership and external partners. Offering detailed knowledge of entry talent programmes, market trends, emerging themes, and technology innovation, ensure the organisation is best placed to secure the best entry talent that meets our workforce needs.

Working strategically & operationally they will be as competent in the ‘doing’ and design and delivery of full entry programmes at a very detailed level, as well as the strategic development of functional resourcing plans for future talent.

Flexible and able to adapt to a varied workload driven by business need, which will be a blend of operational and strategy.

Writing bids and proposals to secure funding and future business, the lead will be competent at drafting executive level proposals for internal and external audiences.

Bring internal and external market insight to the Council, the lead will use internal and external insights to deliver meaningful programmes which can be easily picked up by operational teams and recruited to.

Use insights to inform decision making and will be comfortable independently making key decisions which effect the organisation.

Excellent communication and organisational skills with the ability to build influential relationships at all levels are key to success.

Leading on the strategic entry talent resourcing for the organisation, including annual resourcing plans, innovation, legislative changes, policy development, horizon scanning and strategic workforce planning.

Developing external relationships for shared expertise and business development of traded services.

Working closely with Business Partners across the wider business, including elected members, leading the design of entry programmes and all associated support programmes, including the full recruitment process and where applicable assessment centres.

Working collaboratively with the Diversity & Inclusion lead to support the adoption of corporate and functional D&I strategy.

Use data and analytics to measure success of operational delivery. Presenting monthly management information at up to Corporate Leadership Team (CLT) level including insights and recommendations. Using data and analytics to ensure decision making is evidence based.

Champion entry to work campaigns ensuring all functions partake in all appropriate programmes and that this forms a significant part of functional resource planning to ensure ECC are identifying their future talent needs and recruiting entry talent in preparation to meet that future need.

Branding, including careers site and all external content. Including functional and resourcing award nominations annually to drive sector and employer brand.

The Experience You Will Bring

CIPD qualified or equivalent experience with evidence of continuing professional development.
Able to work independently as a trusted subject matter expert at an executive level
Demonstrable experience in the design and delivery of successful entry talent programmes which have had measurable impacts on organisational talent shortages.
Strong, adaptable leadership showing resilience, tenacity with ethical and professional integrity. Resourceful and able to bring internal and external market insight and knowledge to bring the right candidates to ECC.
Understanding legislative changes and pro-actively educating key stakeholders on impacts and requirements, leading on any associated operational changes
Demonstrates solid understanding of recruitment legislation and wider factors impacting the market, able to advice and guide up to CLT level and influence key decision making.
Strong interpersonal and communication skills, including the ability to lead and forge influential and strong relationships with a broad range of diverse and demanding stakeholders, including elected members.
Brilliant organisational and practical skills, with the ability to successfully manage the detail as well as creative input.
Has a working knowledge of the critical factors in planning change and the stages and phases of project and programme management and is able to identify risks and create mitigation plans.
Ability to manage external contracts working in partnership but able to lever maximum value for the organisation.

To read more about us please visit: People and Transformation

Why Essex? Essex County Council has a location to be proud of. Our 1,300 square miles stretch from Constable Country to the Thames Estuary, from the dynamic M11 corridor to the traditional seaside resorts of Clacton and Walton. England’s oldest town, Colchester, and two of its newest – Basildon and Harlow – are right here. Along with the City of Chelmsford, the county town, they form our major population centres. It means real choice and makes Essex the ideal place for your career. Read more about us.

Essex County Council is proud to be a Disability Confident Leader. We’re committed to interview all disabled applicants who choose to apply under our Job Interview Scheme if they meet the minimum requirements of the job. Please speak to our Recruiters if you require any reasonable adjustments during the process.

We’re also committed to interview all veterans and care leavers, who meet the minimum requirements of the role for which they are applying.

What you should do next

If you are interested in finding out more about this role, we would love to hear from you. Please apply via the Working for Essex website.

Interviews will take place on 9th and 11th January 2024. The interview will consist of a presentation, an unplanned task on the day and a competency-based interview.

Essex County Council is committed to safeguarding and promoting the welfare of children and vulnerable adults, and expects all employees and volunteers to share this commitment.

If you would like to be kept up to date on other relevant opportunities, blogs, news, events and industry related news at Essex County Council, please join The Essex Talent Community

If you have queries on this role or require anything further, please email resourcing.team@essex.gov.uk

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