Talent Acquisition Manager Vacancy Reference Number 21511 Number of Vacancies 1 (B) OCU Met Business Services Location Kilburn, Lambeth, Westminster Building KENNINGTON POLICE STATION, KILBURN POLICE STATION, NEW SCOTLAND YARD Band Band C Part/Full Time Full Time Hours per Week 36 hours per week Type of Contract Permanent Job Advert Job Title: Talent Acquisition Manager Salary: The starting salary is £48,995, which includes allowances totalling £3,009. The salary is broken down as £45,986 basic salary, which will increase annually until you reach the top of the scale £54,863. Plus, a location allowance of £2,009 and a non-pensionable allowance of £1,000. Location : Kilburn, Lambeth, Westminster Background to the Role Met Business Services (MBS) is a new way for the Met to provide support services to all officers and staff. MBS focuses on supporting the frontline by reducing paperwork and making it easier to access clear and reliable HR, Finance and Commercial information in one place. MBS supports everyone who works with the Met by: Creating a modern and efficient business services team that brings key specialist skills together and strengthens HR, Finance and Commercial services, while removing unnecessary separation between teams. Designing services from start to finish based on what users need, rather than around separate internal processes, and making sure services work smoothly together. Offering simple, easy-to-use systems and "one-touch" services that make use of modern technology such as automation and low-code tools. This is an exciting time to join MBS, as it is building new teams and new ways of working that will help frontline staff focus on their core work and make a real difference across London. The Met is changing to deliver its goals of More Trust, Less Crime and High Standards, and being part of MBS places you at the centre of this change, with strong opportunities to grow and develop across the organisation. Role Description As the Met delivers its strategic plans (e.g. New Met for London), MBS will be a key enabler in ensuring services delivered are streamlined, innovative, front-line focussed and inclusive. The Talent Acquisition Manager will report into the Talent Acquisition Lead, who is responsible for providing the in-house resourcing components of the end-to-end Joiners service, from the emerging need to fill a post, via recruitment and selection, through to setting the new joiner up for success until they are productive in their role operating across the boundaries of functions and OCUs/BCUs. This role is designed to support the Talent Acquisition Lead in coordinating officer and staff recruitment, with our shared service provider, for the Metropolitan Police Service. Areas of focus include: Working closely and collaboratively with hiring managers, internal stakeholders, and the outsourced providers in the delivery of volume, non-volume and senior staff recruitment activity. Developing recruitment and assessment solutions and driving delivery directly or via outsourced partners to meet the annual Workforce Plan and the Met People Strategy. Responsible for leading resourcing activity for roles as assigned by the Talent Acquisition Lead. Working as a close partner to the business leaders (hiring managers) but remaining closely engaged with the wider community, to shape a consistent strategic narrative on recruitment in line with Met priorities. Creating talent pools and staffing pipelines, through supporting recruitment and talent programmes - geared to specific business areas and cognisant of current and future staffing needs. Key Responsibilities What does the average day look like? Your core duties will include (but are not limited to): Coordinate the end-to-end Joiners process: Support the Talent Acquisition Lead by scheduling interviews and assessment, managing candidate communication and organising hiring events - delivering services to MPS Joiners and Hiring Managers for hires below level BB3 across both officers and staff, over 2,500 hires per year. Post job openings: Publish job advertisements on various job boards, career sites, and social media platforms, that represent the MPS brand and meet recruitment needs, attracting a diverse pool of candidates. Support coordination of and participate in recruitment events: Create content for social channels and job boards - improving the quality of applications and driving improvements to standard recruitment metrics. Participate in open days and job fairs. Maintain candidate records: Ensure talent pool and candidate pipeline is updated with accurate information throughout the attraction and hiring processes. Candidate sourcing: Identify, engage, and nurture talent through MPS talent pool technology. Facilitate internal mobility through identifying internal talent for open roles. Diversity: Supporting activities that promote the Met's agenda to increase the diversity of the workforce to better represent the communities that we serve Conduct initial candidate screenings: Assist in pre-screening CVs to identify qualified candidates, briefing candidates on opportunities. Facilitate offer and onboarding process: Prepare offer letters, liaise with MPS L&D, and communicate with candidates to ensure a seamless offer and onboarding process. Collaborate with hiring managers: Work closely with internal teams to coordinate candidate interviews and provide updates on recruitment process. Offer guidance, advice and support and promote forward thinking on strategic workforce and resourcing plans at a local level. Ensure compliance: Assist in maintaining compliance with employment laws and company policies throughout the end-to-end Joiners process. Coordinate pre-employment checks: Liaise with MPS Vetting and other internal stakeholders to facilitate background checks, references, and other pre-employment screenings. Enhance the candidate experience: Act as a point of contact for candidates, ensuring a smooth, professional, and positive experience for all candidates from application to onboarding. Assist with recruitment reporting: Gather and report on recruitment metrics and data to support continuous process improvement. Work collaboratively to discuss service health and performance of the Joiners services, understand reasoning for any problem areas and developing opportunity areas for improvements. Continuous improvement: Support projects that contribute to the continuous improvement of the candidate and hiring manager experience across the end-to-end joiner's process; ensuring a strong employment offer that can attract talent into a variety of roles at different levels within the MPS. Query and escalation management: Support with query and escalation management for resourcing issues, complaints, and advice to shared services provider regarding recruitment decisions on volume police officer, MSC, volume police staff and non-volume staff lines. Operate in a highly pressured and complex environment with tight time constraints, complex and interdependent delivery schedules, and senior leadership oversight. Promote an outcome focused, collaborative culture in the service improvements and insights specialism where everyone understands their role in achieving the MBS strategy. How to apply To begin your career at the Met, please click the "apply button ". The application process requires a comprehensive CV, a Personal Statement, and an online application form. In your Personal Statement, you should explain your interest in the position and illustrate how your skills and experiences make you a suitable candidate. Please note that you should not submit two copies of your CV, and ensure that your documents are saved in either PDF or Word format, clearly labelled as CV and Personal Statement. Completed applications must be submitted by 23:55 on 15th May 2026. Note: You may from time to time be required to undertake additional duties necessary to meet the needs of the Met; such duties to be commensurate with the responsibilities and grading of the post. Essential For The Role Essential Selection Criteria Successful candidates will be expected to evidence the following attributes: Skills: Strong time management and organisation skills, contributing to the timely and cost-effective delivery of recruitment/selection interventions and projects. Resilient and confident to take ownership of own work areas and deliver at pace. Excellent written and verbal communication skills to liaise with candidates and internal stakeholders effectively. Ability to present information effectively both verbally and in writing to colleagues at different levels across MPS. Highly developed interpersonal skills with the ability to establish cohesive relationships with stakeholders across a business area. Strong attention to detail, ensuring accuracy in scheduling, data entry, and correspondence. Skilled in data reporting and the ability to provide high level accurate reports with experience in interpreting data raising possible risks to senior management team. Confidence raising risks that may affect the long-term reputation of the function and organisation. Proactive problem-solving skills and ability to research and understand an issue, consider the bigger picture at all times, observing the connections between different strands of Joiners delivery. Collaboration and record of contributing to successful team working in a recruitment context. Ability to handle sensitive candidate and MPS information with professionalism and confidentiality. Customer service mindset, providing a positive experience for candidates and hiring managers. Knowledge: Knowledge of the end-to-end Joiners process methodology, detailed practical knowledge of the leading standards, external benchmarks, and practices in the Joiners process. Good practical knowledge of the range of tools and techniques available to Hiring Managers to make successful and robust recruitment and selection decisions. An understanding of talent acquisition in a complex operational environment and the ability to apply that knowledge to identify how things really work in the organisation and the barriers to change. Knowledge across recruitment/selection practices and appropriately compiling resourcing insights and identifying areas for continuous improvement. Knowledge of recruitment policies, processes, practices, and relevant employee legislation. Knowledge of the regulatory, compliance, controls, and assurance framework for the process. Knowledge of applying continuous improvement methodologies and driving adoption of processes. Commercial awareness and knowledge of managing services through third party service providers. Broad understanding of the recruitment market - candidate behaviour and trends. Experience: Experience working in talent acquisition functions, providing resourcing services across the end-to-end recruitment process to a large, multifaceted organisation. Experience implementing targeted recruitment and selection processes to address business challenges, for example to deliver high quality candidates for specialist or hard to fill roles or to deliver against organisation diversity and inclusion ambitions. Experience of pipeline management and direct sourcing talent into a complex organisation. Experience of both high volume and bespoke hiring activity. Experience driving process adoption and continuous improvement with 3rd party service providers. Experience delivering customer experience initiatives, instilling a culture of continuous improvement and value for money. Qualifications: CIPD membership (equivalent accreditation) or equivalent experience Required Languages English Additional Information Disability Confident Statement The Met is committed to being an equitable (fair and impartial) and inclusive employer for disabled people, striving to have a diverse and representative workforce at all levels. We encourage applications from people from the widest possible range of backgrounds, cultures and experiences. We particularly welcome applications from people with disabilities and long-term conditions, ethnic minority groups and women. As a Disability Confident Leader, the Met has committed to making disability equality part of our everyday practice. We ensure that people with disabilities and those with long term conditions have the opportunities to fulfil their potential and realise their aspirations. The Met is committed to making reasonable adjustments to the recruitment process to ensure disabled applicants can perform at their best. If you need any reasonable adjustments or changes to the application and recruitment process, we ask that you include this information within your application form. All matters will be treated in strict confidence. Please note, if you are applying for a police officer role or to become a police community support officer (PCSO) or designated detention officer (DDO), there is a minimum requirement that you must pass a job-related fitness test (JRFT) at point of entry. This does not apply to police staff roles. Find out more about .