{"id":2513903,"url":"https://alion.io/job/hspg-talent-manager","title":"Talent Manager","company":{"id":680031,"name":"HSPG","domain":"hspg.co.uk","url":"https://alion.io/company/hspg","size_band":"51-200","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Greenhouse","truth_index":null},"role":"HR","role_family":"HR","seniority":"senior","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["London, United Kingdom"],"countries":["GB"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":60000,"max":80000,"currency":"GBP","period":"year","gross":null,"usd_annual":105943},"salary_estimate":null,"experience_years_min":5,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"LinkedIn","optional":false}],"status":"live","first_seen_at":"2026-10-14T08:36:07Z","employer_posted_date":"2026-10-14","last_verified_at":"2026-10-14T16:40:53Z","board_verified":true,"closed_at":null,"days_open":0,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":0},"description":"ESSENTIALS \n\nLocation - London\nOffice - 4 days / Home -1 day\nPlatform - HSPG\nStatus - Full-time, permanent\nStart - ASAP\nReports to - Head of Business Operations\nSalary - £60-80k + 20% bonus\nDirect reports - None\n\nBENEFITS:\n25 days annual leave per year\n4 Me Days\nWellness allowance of £70 per month\nPrivate healthcare with Aviva\nMintago financial platform\nDrive Electric salary sacrifice\nEnhanced maternity, paternity and parental leave\nEmployee referral scheme, £2,000 towards a getaway of your choice\nTeam social events and trips\n\nHSPG is a social impact real estate company. At the centre of our Living Sector isPPHA, the Group's Registered Provider, which delivers Section 106 and grant-funded Affordable Rent and Shared Ownership homes.\nPPHA's north star is to create homes for more than8,000 families and individuals by 2030, helping to address the housing crisis while delivering sustainable, long-term returns for our investment partners.\nCore Behaviours:\nCoremission: \nYour 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.\nYou 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.\nAccountability\nYou are accountable for:\nTalent attraction across HSPG.\nOwning the end-to-end recruitment process, from brief to offer and closing. \nProactively sourcing exceptional candidates rather than relying solely on applications and agencies. \nBuilding and maintaining talent pipelines for current and future roles. \nCreating an excellent, memorable candidate experience at every stage. \nOwning and maintaining our recruitment tech, data and reporting. \nManaging and challenging external recruiters, including performance, terms and spend. \nTracking the success of our hires beyond their start date and using those insights to improve future recruitment. \nSupporting onboarding to ensure there is a seamless handover from candidate to employee. \nManaging the recruitment budget, ensuring we spend within it. \nYou are not accountable for:\nWider Operations strategy.\nLeadership and development. \nPayroll.\nPerformance management processes.\nReward, recognition and benefits. \nObsess: \nPeople: 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?”\nPace: great candidates don't stay available for long. You create momentum, remove bottlenecks and relentlessly follow up, using AI to help achieve pace.\nThe market: you know what great talent looks like, where to find it, what competitors are doing and what candidates expect.\nExcel: \nJudgement: 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.\nSourcing: you know how to find people who aren't actively looking. LinkedIn is one tool, not your entire recruitment strategy.\nChallenging: 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.\nExecution: 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.\nSpecificexperience: \nProven track record of recruiting exceptional talent, either in-house, agency or executive search. \n5 years' worth of recruitment experience. \nSector experience is not essential. We care more about your ability to identify brilliant people than whether you've recruited in property before.\n90-day wins\nUnderstand HSPG and its hiring needs: review every live role and talent pipeline, identifying quick wins and opportunities to improve hiring quality, pace and sourcing.\nTake complete ownership of HSPG's end-to-end recruitment process from attraction to onboarding handover.\nBuild strong relationships with every hiring manager and demonstrate that you can source, screen and interview in the HSPG way.\nReview our recruitment budget, Greenhouse and our existing tools, implementing efficient improvements.\nBuild an initial talent map for our most business-critical and difficult-to-hire roles.\nIntroduce AI and automation into appropriate parts of recruitment, while keeping the candidate experience personal and human.\n12-month impact outcomes\nReduce time to hire and cost to hire, while maintaining or improving the quality of people joining HSPG.\nReview our agency relationships and establish where we genuinely need external support versus what we can deliver directly.\nImprove candidate communication and establish a unique, positive and kind candidate experience.\nBuild a year-round talent pipeline strategy with measurable data across sourcing, conversion, duration, cost and quality of hire.\nWork alongside the marketing and brand team to establish HSPG as a business that top talent actively want to join and stay at.\nCreate talent communities/pipelines for HSPG's future roles.\nDemonstrate strong quality of hire through successful probation outcomes and hiring-manager feedback.","description_format":"text","description_chars":5665,"description_truncated":false,"requirements":{"experience_years_min":5,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":null,"security_clearance":false,"languages":[]},"benefits":["Annual leave","Parental 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