Group Talent Acquisition Business Partner
Role Purpose & Scope
The Group Talent Acquisition Business Partner (TABP) leads the development and delivery of a strategic, data-driven talent acquisition approach that enables business growth, operational performance, and organisational transformation.
Operating as a trusted advisor to senior stakeholders, the role proactively anticipates workforce needs, improves hiring outcomes, and strengthens diverse talent pipelines across the Group.
This is an individual contributor role with end-to-end accountability for recruitment delivery, significant influence over hiring decisions, and ownership of continuous improvement across talent acquisition processes, tools, and practices.
Our Culture & Values
At Coppice, we work as one team, grounded in integrity, accountability and continuous improvement. We encourage open communication, problem solving, and taking ownership “end‑to‑end” to deliver great outcomes for our customers.
We value mastery, commercial discipline, and purposeful action — escalating blockers early and maintaining momentum. Innovation, sustainability, and quality underpin everything we do, and every colleague contributes to strengthening the customer experience.
Key Responsibilities
Strategic Talent Partnering
- Develop and deliver workforce and hiring strategies aligned to business objectives and growth plans
- Use market intelligence and workforce insights to identify hiring risks, capability gaps, and future talent requirements
- Influence and challenge senior stakeholders to ensure effective, commercially sound hiring decisions
- Support organisational change and transformation through proactive talent planning
Talent Acquisition Delivery
- Lead end-to-end recruitment for critical, complex, and senior roles, ensuring high-quality hiring outcomes
- Design and execute effective sourcing strategies, reducing reliance on agencies and improving direct hiring
- Deliver a consistent, high-quality candidate experience across all stages of the recruitment lifecycle
- Optimise recruitment processes to improve speed, quality, and efficiency
Stakeholder Management
- Build trusted, credible relationships with senior leaders and hiring managers across the business
- Provide expert guidance on selection decisions, hiring approaches, and market conditions
- Enable timely and effective decision-making throughout recruitment processes
- Promote accountability and ownership of hiring outcomes within the business
Data, Insights & Performance
- Leverage recruitment data and external market insights to inform strategy and decision-making
- Monitor and report on key hiring metrics, identifying trends, risks, and opportunities
- Use insight to drive measurable improvements in hiring performance and outcomes
- Support forecasting and workforce planning through data-led analysis
Diversity, Equity & Inclusion (DEI)
- Champion inclusive hiring practices across all recruitment activity
- Embed DEI principles into sourcing strategies, assessment approaches, and hiring decisions
- Support delivery of organisational diversity objectives and improved representation
- Ensure fair, equitable, and consistent candidate experiences
Employer Brand & Talent Attraction
- Strengthen and promote the organisation’s employer value proposition (EVP)
- Lead and support targeted talent attraction and sourcing strategies across multiple channels
- Build and maintain diverse talent pipelines to support current and future hiring needs
- Represent Coppice externally to enhance brand visibility and candidate engagement
- Identify and implement improvements to recruitment processes, systems, and ways of working
- Ensure compliance with employment legislation and internal governance requirements
- Drive standardisation, consistency, and adoption of best practice across talent acquisition
- Contribute to TA transformation initiatives, innovation, and capability development
Measures of Success
- Time-to-hire and time-to-fill performance
- Quality of hire (e.g., retention, performance outcomes)
- Hiring manager satisfaction and engagement
- Candidate experience outcomes
- Diversity hiring and representation improvements
- Offer acceptance rates
- Recruitment cost efficiency and reduced agency reliance
Key Relationships
Internal:
- Senior Leadership Team, Executive Team, CEO – aligning hiring strategies to business priorities
- Hiring Managers – enabling effective, timely, and high-quality hiring decisions
- HR Business Partners and HR Team – ensuring integrated people and workforce planning
External:
- Recruitment agencies and suppliers – managing performance, cost, and delivery quality
- Candidates and talent networks – building strong engagement and pipelines
- Employer branding and attraction partners – strengthening market presence
Required Knowledge, Skills & Experience
- Significant experience in talent acquisition, delivering end-to-end recruitment across operational, specialist, and senior roles
- Proven experience developing or improving TA functions, including processes, frameworks, and tools
- Experience recruiting within operational, manufacturing, or multi‑site environments
- Strong direct sourcing capability, including talent mapping, headhunting, and pipeline development
- Experience operating in standalone or evolving TA environments, introducing structure and best practice
- Strong stakeholder management and influencing skills, with credibility at senior levels
- Ability to balance strategic input with hands‑on delivery in a fast‑paced environment
- Strong organisational and prioritisation skills across multiple concurrent vacancies
- Proficient in recruitment systems, data analysis, and digital sourcing tools
- Experience supporting organisational growth or transformation within a group or multi‑entity structure
- Experience across both high‑volume operational and professional/leadership hiring
- Experience developing employer branding or talent attraction strategies
- Experience implementing or optimising ATS or recruitment technology
- Experience managing agency spend and driving cost optimisation
- Degree or equivalent professional experience
- Coppice colleagues are expected to work in a way that supports teamwork, accountability, continuous improvement, customer focus, safety, honesty, and practical problem solving.
Role Specific Technical Competencies
- Talent Acquisition Delivery – Consistently delivers high‑quality hiring outcomes across a range of role types
- TA Function Development – Designs and embeds effective recruitment processes within evolving environments
- Direct Sourcing & Talent Pipelines – Builds and maintains sustainable, high‑quality talent pipelines
- Stakeholder Advisory – Influences and guides hiring managers to achieve effective hiring decisions
- Process & Governance – Ensures recruitment is compliant, consistent, and aligned to best practice
- Data & Insight – Uses data to monitor performance, identify trends, and drive improvements
Working Conditions & Physical Requirements
- Primarily office‑based at the Coppice Group site in Bridgend, with regular on‑site presence required
- Regular collaboration across multiple business units within manufacturing and operational environments
- Occasional travel to other Group locations or external meetings
- Periods of computer‑based work, including use of recruitment systems and data analysis tools
Diversity, Equity & Inclusion
We are committed to fostering an inclusive, diverse and equitable workplace. We welcome applications from all suitably qualified individuals and are dedicated to ensuring our recruitment process is accessible to everyone.
Additional Information
This job description is not exhaustive and may be updated in line with business needs. Other duties may be assigned as required.
