Talent & Development Specialist

Location: Grange Moor, Wakefield (WF4). We're a multi-site organisation, so travel to other sites will be required where support is needed. Hours: Full time, 37.5 hours per week, 9am to 5pm with a half hour unpaid lunch. We're happy to discuss start and finish times. Working pattern: Some flexibility to work from home following successful onboarding (around one day per week). About the role This is a rare chance to build something rather than inherit it. Across a Group of around 700 people, you'll own both recruitment and learning and development - and you'll be shaping how both are done, not maintaining someone else's framework. You'll work directly with the Head of HR, HR Business Partners, line managers and senior leadership to identify what capability the business needs now and in the future, then build the plans, training materials and talent pipelines to deliver it. That means real exposure to SLT and ELT, and real ownership of the outcome. There's also scope to bring AI and digital tools into how the Group recruits, trains and develops people. If you've been waiting for a role where your ideas get built rather than filed, this is it. What you'll be doing Recruitment and talent acquisition

Lead the full recruitment lifecycle, from vacancy briefing and attraction through to selection, offer and onboarding Partner with managers to understand current and future workforce needs and build recruitment plans around them Develop direct sourcing strategies, talent pipelines and employer branding to improve candidate quality and reduce agency reliance Build relationships with colleges, universities and apprenticeship providers Report on recruitment KPIs including time-to-hire, cost-per-hire, quality of hire and vacancy trends Ensure recruitment follows the Group's authorisation process, with approvals and documentation retained correctly

Learning and development

Own the Group learning and development plan, working with line managers, SLT and ELT to identify capability requirements Design and maintain Group training and skills matrices covering mandatory, technical, role-specific and development needs Translate skills gaps into practical training and personal development plans Create internal training materials, toolkits and learning resources, working with subject matter experts Support Health & Safety and other functions with e-learning, mandatory and compliance training

Talent, careers and succession

Support the Head of HR to develop and embed Group talent and succession frameworks Coordinate talent reviews and help managers identify high-potential employees Build career pathways and matrices that give people clear routes to progress Link personal development plans to training, career pathways and succession activity Manage apprenticeship programmes and Apprenticeship Levy spend, alongside graduate, apprentice and early-careers attraction