About The Role
Please double check you have the right level of experience and qualifications by reading the full overview of this opportunity below.
Emerging Talent Advisor
Location: Glasgow or Edinburgh with travel throughout Scotland
Division: Building
Contract Type: Permanent
Reporting To: Head of Learning and Development
Benefits: Car Allowance; Subsidised Private Medical Cover; Life Assurance Scheme; Contributory Pension, 35 Days annual leave (Including Public Holidays)
GRAHAM is committed to being an employer of choice where everyone is recognised as an individual and where the richness of a diverse workforce is embraced to maximise our business performance.
The GRAHAM Scottish Building division has approximately 100 young people in their emerging talent, GRAHAM Academy comprising of graduates, placement students and technical apprentices all pursuing bespoke development programmes.
We are looking for an enthusiastic individual who will champion Emerging Talent across the Building North Division while delivering expert advice, support and guidance to senior management. The post holder will be responsible for supporting the development and implementation of strategic policies, practices and action plans in relation to Emerging Talent.
The Emerging Talent Advisor will ensure that GRAHAM Building Division is externally recognised as the leading and preferred employer of emerging talent within the Scottish Construction industry. The individual will liaise with internal and external partners to attract, develop and retain a pipeline of talent for the future.
Above all the Building Emerging Talent Advisor will actively engage with all young people to ensure they are engaged, developed and most importantly retained within the business.
Travel between regional offices and project locations will be required on a regular basis. There will be a requirement to work outside normal working hours to attend evening meetings or events.
KEY DUTIES OF THE POST:
ATTRACTION Managing the set up and delivery of attraction, selection and onboarding activity to meet recruitment targets for all Building North emerging talent programmes - achieving targets in relation to recruitment numbers, calibre and diversity of recruits within an agreed timeframe.
Managing the set-up and delivery of effective external events at schools, colleges, universities and other locations to attract applications for emerging talent programmes. This includes liaising with the relevant internal and external contacts, arranging attendees and co-ordinating required materials.
Reporting regularly on progress of emerging talent recruitment to senior internal stakeholders.
Producing relevant data-based analysis of emerging talent recruitment campaigns, at relevant periods to inform current and future activity
Acting as the first point of contact for university Brand Ambassador queries.
Collaborate with internal diversity experts and external providers to manage programmes and events related to inclusive outreach and recruitment.
Working with the Marketing and Internal Communications teams to attract and engage young people and their key influencers.
Supporting an effective onboarding experience for all emerging talent recruits minimising the numbers of dropouts from programmes.
Linking with the HR Team in managing and supporting selection activity
PROGRAMME DEVELOPMENT AND SUPPORT Developing appropriate learning programmes for all types of Building North Emerging Talent.
Implementing, managing and reporting on the progress of all Emerging Talent programmes.
Being the central point of management and support for industrial placements and summer placements, both during their placements and when returning to university.
Supporting activity related to the development of Building North graduates, undergraduates and higher/degree level apprentices and trainees.
Support with Professional Body requirements to deliver an effective service to young people, while linking with young people to ensure they are completing their programmes.
Ensuring retention of emerging talent through effective pastoral support processes.
Reporting on individual progress and programme effectiveness.
Supporting the Building North Division to celebrate the success of individuals on programmes.
Work closely with other Emerging Talent staff across the business to ensure processes and systems align with overall emerging talent strategies.
RELATIONSHIP MANAGEMENT Actively work with relevant Building Ambassadors and Partners to ensure that they are fully aware of the early careers recruitment & development strategy and their role in delivering that strategy.
Ensuring the Building North Divisions emerging talent activity is marketed effectively both internally and externally
Work closely with the current trainees, apprentices and associates to encourage them to be actively involved in the attraction and selection of early careers talent.
Any other duties as requested
This job description is intended to give the post holder an appreciation of the role envisaged for the Building North Emerging Talent Adviser and the range of duties to be undertaken.
It does not attempt to detail every activity. Specific tasks and objectives will be agreed with the post holder at regular intervals.
Personal Specification Previous experience within an Emerging Talent recruitment, programme development or support role.
Demonstrate effective communication skills with colleagues at all levels, including board directors, senior managers, line managers and entry level colleagues.
Confidence, clear and professional verbal and written communication.
Strong project management and time management skills including ability to successfully manage multiple work streams to achieve both quality and time-based objectives.
Strong ability to represent Construction externally.
The ability and willingness to regularly travel throughout the UK to attend in-house and external events.
A clean driving licence
Understanding of secondary and higher education in the UK.
Understanding of apprenticeships in Scotland.
Excellent IT, interpersonal, communication and presentation skills.
Excellent organisational and administrative skills.
Demonstrate the ability to manage multiple workloads and resources to deliver to deadlines.
Demonstrate the ability to identify learning and development training needs and to develop appropriate programmes to meet these needs.
Working knowledge of Microsoft Office applications.
Demonstrate effective team working skills and strong presentation skills.
Our Commitment:
At GRAHAM, we are proud to say that we are a committed Equal Opportunities Employer and we aim to be the first choice for people from all backgrounds. We seek to promote respect for the individual and equality of opportunities. We believe that everyone should be treated solely on the basis of personal merit and contribution throughout their GRAHAM career journey and not on the value of artificial barriers, prejudices, or preferences.
If you require any adjustments or accommodations during the application or interview process, please let us know. We welcome applicants from all backgrounds.
We are dedicated to making our policies and guidance accessible to all applicants and employees. If you need this document in an alternative format, such as large print, audio, or braille, please contact us at:
Email:
Phone: 07384 916355
As a Disability Confident Employer, we guarantee an interview to disabled applicants who meet the minimum essential criteria for the role. If you would like to apply through the Disability Confident Interview Scheme, please contact Louise Hunter, Resourcing Manager, at:
Email:
Phone: 07384 916355
We are only able to consider applications from individuals who are eligible to live and work in the UK, as per Home Office regulations. Please check your eligibility with the regulations before applying. Individuals with a current time restricted right to work in the UK, should contact the Human Resources team in the first instance.
A basic disclosure may be requested if security clearance is required by 3rd party clients and a criminal record will not necessarily be a bar to obtaining a position. Our Access NI/Vetting and Barring Scheme Policy and Policy on the Recruitment of Ex-Offenders is available upon request.
GRAHAM reserves the right to carry out checks to ensure the validity of an applicants experience and/or qualifications and we expect all applicants to comply with any such requests for information. Failure to do so or evidence of any falsification of information will lead to either removal from the recruitment process or if already in employment potential termination of contract through the company disciplinary procedure
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