We’re looking for aTalent Acquisition Business Partnerto take ownership of hiring across our Arriva Trains division — partnering with leaders to deliver high-quality talent solutions that support the business today and build capability for the future.
This role is hybrid - UK travel to Operational sites is essential. Base location is flexible.
About The Role
This is a hands-on, strategic TA role with real ownership. You’ll manage the full recruitment lifecycle across operational Trains and Rail Services functions, acting as a trusted advisor to hiring managers and HR Business Partners.
You’ll combine strong direct sourcing capability with market insight to shape attraction strategies, challenge thinking and deliver effective hiring outcomes. Candidate experience sits at the heart of the role, you’ll ensure clear communication, pace and consistency from first contact through to offer.
What You’ll Be Responsible For
You’ll lead end-to-end recruitment across operational roles, ensuring a smooth experience for both candidates and hiring managers. You’ll proactively source and engage passive talent, building talent pools for critical and future roles.
Using market intelligence, you’ll provide insight on talent availability, competitor activity and hiring trends, helping leaders make informed decisions. You’ll work closely with HRBPs, L&D and the wider Talent team to support internal mobility, succession planning and early careers opportunities.
You’ll also act as an ambassador for Arriva’s employer brand, ensuring consistent EVP messaging across all candidate touchpoints and representing the business externally when required.
Your approach will be data-led — tracking performance, monitoring key metrics and using insight to continuously improve recruitment outcomes.
What We’re Looking For
1. Proven experience delivering internal recruitment solutions across operational functions
2. Strong direct sourcing capability and experience engaging passive talent
3. Confidence partnering with senior stakeholders and influencing hiring decisions
4. Experience building talent pools and supporting internal mobility or succession planning
5. Comfortable working in a fast-paced, matrixed environment
6. Experience using ATS platforms and recruitment data to drive decisions