Description
We are committed to the development of our workforce. This position is only available to applicants who already work for Surrey County Council. We thank you for your interest in our roles and would encourage you to review our vacancies which are open to all.
This role has a starting salary of £36,873 per annum, based on a 36 hour working week.
Join us as an HR and Recruitment Advisor and play a pivotal role in shaping the future of Surrey Fire and Rescue Service. This is a dynamic, hybrid role where you'll lead the full recruitment lifecycle from advising managers and managing campaigns to driving positive action initiatives that champion diversity and inclusion.
Our Offer to You
1. 26 days' holiday, rising to 28 days after 2 years' service and 31 days after 5 years' service (prorated for part time staff)
2. Option to buy up to 10 days of additional annual leave
3. A generous local government salary related pension
4. Up to 5 days of carer's leave and 2 paid volunteering days per year
5. Paternity, adoption and dependents leave
6. An Employee Assistance Programme (EAP) to support health and wellbeing
7. Learning and development hub where you can access a wealth of resources
8. Wellbeing and lifestyle discounts including gym, travel, and shopping
9. A chance to make a real difference to the lives of our residents.
About the Role
As the HR and Recruitment Advisor, you'll design and deliver strategies that are efficient, compliant, and candidate-focused, while leveraging data insights and technology to improve processes. Working closely with internal teams and external partners, you'll help build a workforce that reflects our communities and supports long-term organisational success.
You will manage end-to-end recruitment campaigns, including job postings, candidate attraction, screening, assessments, and onboarding. You'll advise managers on recruitment best practice and compliance (including Right to Work checks), lead positive action initiatives to support Equality, Diversity and Inclusion (EDI), deliver recruitment training, maintain interviewer capability, and interpret recruitment data to improve processes. You'll also facilitate internal promotions via the ATS (Tribepad), attend Workforce Planning meetings, and engage with station staff and community partners to broaden talent pipelines.
Key responsibilities:
10. Embed proactive candidate attraction and positive action strategies to diversify talent pipelines.
11. Standardise manager training and maintain an up-to-date interviewer list across the Service.
12. Strengthen data-led decision making to refine recruitment campaigns and improve candidate experience.
13. Support workforce planning and talent pool development in partnership with Learning and Development.
Your work will directly improve candidate experience, time-to-hire, and inclusivity supporting our Code of Ethics and Inclusion Strategy. You'll collaborate with colleagues across People and OD, Workforce Planning, and EDI workstreams to deliver a high-quality recruitment service. This is a hybrid role, typically based in the office for two days per week, with flexibility to work remotely for the remainder.
Your Application
In order to be considered for shortlisting, your application will clearly evidence the following skills and align with
14. Proven experience managing end-to-end recruitment campaigns in high-volume or complex environments
15. Strong stakeholder engagement skills, with the ability to consult and advise on recruitment processes
16. Proficiency in Applicant Tracking Systems (ATS), job boards, and core HR systems
17. Knowledge of compliance requirements, including Right to Work checks
18. Ability to interpret recruitment data and provide actionable insights
19. Excellent communication and organisational skills, with the ability to manage multiple priorities
To apply, we request that you submit a CV and you will be asked the following 4 questions:
20. Please describe your experience managing end-to-end recruitment campaigns. Include examples of how you handled high-volume or complex roles and the strategies you used to ensure success.
21. Give an example of a time when you worked closely with hiring managers or stakeholders to advise on recruitment or selection processes. What approach did you take and what was the outcome?
22. What recruitment systems or tools (e.g., ATS, job boards, HR systems) have you used, and how have you ensured compliance with Right to Work or eligibility checks in your previous roles?
23. How have you used recruitment data or insights to improve processes or outcomes? Please provide an example of the data you analysed and the actions you took as a result.
Before submitting your application, we recommend you read the job description and to get an insight into working at Surrey.
Contact Us
Please contact us for any questions relating to the role. This could be to discuss flexible working requests, transferable skills or any barriers to employment.
The job advert closes at 23:59 on 08/02/2026 with interviews to follow.
We look forward to receiving your application,