THE ESSENTIALS Platform: Group Status: Full time, permanent. Salary: £45 - 65k Bonus: TBD Working arrangement: We typically work 4 days in the office, 1 day from home. Hours: 37.5 hours per week. Start: ASAP THE BENEFITS: 25 holiday days per year; 4 ‘Me Days’ per year (take a Me Day – focus on you); Team social events and trips; Wellness allowance of £70 per month to be used for gym, classes, physio or other wellness costs; Private healthcare with Vitality; Mintago financial platform; Drive Electric salary sacrifice; Enhanced maternity, paternity and parental leave; Employee referral scheme: £2,000 towards a getaway of your choice HSPG: A social impact real estate company Our mission is simple: Building partnerships, creating homes, developing communities. There is a critical lack of affordable housing across the UK, affecting the most vulnerable people in our community. We build long-term partnerships with Local Authorities to acquire and manage demand-driven social and affordable housing across various tenures, as per the image below. Across HSPG’s Living Sector platforms, we are actively acquiring 2,500 high-quality homes from national housebuilders and developers by the end of 2025. These properties are managed by our experienced team, grouped into portfolios, and funded by our institutional investment partners. HSPG aims to positively impacts our residents’ lives, while providing long-term, sustainable returns for our investment partners. Core Behaviours: Core mission: Your core mission is to ensure HSPG remains a place where brilliant people come to do meaningful work and build their careers. You will drive the attraction, recruitment, and retention of high calibre individuals who share our commitment to performance, purpose, and positive social change. You will be responsible for sourcing and attracting talent by being creative with recruitment tools, your network, head-hunting, job boards, and other means. You ’ll also select and partner with e xternal recruit ers, owning the entire end-to-end recruitment process across all platforms, ensuring roles are filled in the most timely and economical way. Worki ng c losely with the O p erations Director, you’ll oversee the full people journe y ; from hiring and onboarding, to championing the processes and system s that enable our teams to thrive. You will e levat e our employer brand to reflect who we truly are: a behaviours -driven, mission-led organisation where integrity, growth, and excellence are non-negotiable. You will collaborate across all teams and levels to address blockers swiftly, ensuring that our operational systems and processes never hold our teams back and that these are not just efficient, but energising and human. A s HSPG grows, your mission is to protect the essence of what makes us exceptional ; our people, our purpose, and our pace. Obsess: These points get you out of bed in the morning and keep you up at night! If you’re not obsessed with these, the role isn’t for you. Experience: you care deeply about every touchpoint in the candidate and employee journey. From the first conversation to their first day and every milestone beyond. You make sure every interaction feels purposeful, personal, and aligned with who we are. Syste ms: you are obsessed with efficiency. You constantly assess how to simplify, automate, and elevate our processes, removing bottlenecks and designing systems that ar e scalable, hu m an and sm a rt. Culture: y ou protect and amplify what makes HSPG special. You’re relentless about keeping our standards high, our values lived, and our people proud to belong here. Excel: You are excellent at these areas: an expert. Connection: you build trust and relationships easily. Y ou have high emotional intelligence and y ou take the time to understand what drives people to hit their goals and visions, what their ‘why’ is and what they need to feel they’ve succeeded in their roles. People feel seen, heard, and understood by you. Design : y ou don’t just follow processes; you create them. You build elegant, tech-enabled systems that make life easier and work better for everyone. Clarity : y ou cut through noise with precision. Whether communicating a pla n, giving feedback, or influencing decisions, you make complex things simple and inspire action. Specific experience: Must haves: 3 years p revious experience in a similar role Proven experience of hiring / talent attraction, in house or agency Nice to haves: Experience within the housing sector would be a bonus Outcomes & Metrics: the desired result and how we measure it 0-3 months Outcomes: the desired result Metrics: how we measure it Build trust and connection across teams in London and Manchester Positive relationship feedback from the team Map and document the current recruitment process and candidate journey Clear visual of all existing processes delivered, identifying bottlenecks and quick wins Drive internal use of our new ATS (Greenhouse) to improve feedback loops and improve candidate experience 100% of hiring managers are correctly using our ATS and giving good quality feedback within the timeframes agreed Immerse in HSPG’s culture and values, attending site visits and team sessions Demonstrated understanding of our mission and language reflected in candidate messaging Learn how we screen and interview. Observe 2 interviews, give us feedback and comments. Then, you hold your own interview, receive feedback and be given the ‘green light’ to complete your own screens and first stage interviews. 3-6 months Lead first quarterly “People Pulse” to assess engagement and culture health. Survey completed with actionable insights and clear next steps shared. Take ownership of end-to-end hiring for key open roles across the group. At least 2 successful hires made with strong hiring manager feedback on quality and process. Build our externally facing employer brand to attract talent. Launch an updated version of our careers page. Implement an applicant tracking or process automation upgrade. New system live with reduced admin time and improved data accuracy. 6-12 months Launch an initiative following the first People Pulse to address the biggest 1-2 challenges. Improvement in pulse scores for the areas tackled. Review our onboarding and offboarding process to find ways to improve and automate. Improvements rolled out and positive feedback received. Implement an improvement for one of our core people and ops processes systems Documented cycle of testing, feedback, and iteration running across all HR processes. Build and deliver a year-round talent pipeline strategy for critical roles. Pipeline of pre-qualified candidates for top 5 recurring roles in place.