Senior In-House Resourcing Advisor 804/4018


Company:	NHS Jobs
Salary:	£40,444 to £44,253 a year
Hours:	Full-time
Location:	Lincoln, LN1 1XX
Job type:	Permanent
Posting date:	28 Oct 2026
Closing date:	8 Nov 2026

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Summary

Reporting to the Resourcing Manager, you will be responsible for all resourcing and full life-cycle recruitment activities across an assigned set of service areas. The Lead Resourcing Advisor will work with hiring managers at all levels across the organisation to provide a robust and agile resourcing service, including supporting the delivery of strategic and operational interventions in line with the organisations business objectives. MAIN DUTIES 1 Service Delivery be a proactive, forward thinking part of an efficient, professional HR Resourcing team, providing a comprehensive and quality service to hiring managers and candidates. Working collaboratively with the whole Resourcing Team and wider HR Service you will manage a professional workload and provide advice on both employment law and employment policies and processes that pertain to recruitment related activities, including: Manage the end-to-end recruitment process for vacancies within designated area Advise on appropriate sourcing channels in the competitive market place including 3rd party advertising and social media Design and create adverts across all channels print, online or social media Participate in candidate evaluation and selection processes Build and maintain candidate talent pools for service areas Design and facilitate assessment centers including content Design and create interview materials, case study content, and other suitable selection tools Advise on and co-ordinate psychometric testing where appropriate Data and analytics of key recruitment metrics Manage the upkeep of the teams digital presence, including careers pages, SharePoint, social media platforms Co-ordinate the link to agency approved suppliers when required for your areas Provide advice and guidance on the implementation, application and interpretation of employment policies and procedures. 2 Staff management Provide line management to a small team of staff to deliver the Council's resourcing volumes/needs for both internal and external hires, allocating resource, as required. Development of your direct reports through sharing information effectively, coaching, and training. This will include setting clear goals and smart stretching objectives. Act as a deputy for the Resourcing Manager when they are unavailable to manage the workload and resource allocation of the wider team as well as contributing and advising on strategies, data and other matters related to resourcing. 3 Review of HR Policies and Procedures - provide operational input to the maintenance and review of HR Policies and Procedures in relation to resourcing so that they comply with legislation and meet the organisations objectives and values. 4 Job Evaluation - deliver Job Evaluation 5 Relationship Management proactively develop and manage professional and collaborative relationships with candidates, managers, colleagues/peers and any other stakeholders. 6 Strategic Projects and Service Developments Collaborate with the wider HR service to manage and support any specialist resourcing projects including: Strategic projects Policy and process development Procurement of HR related systems Actively encourage process improvements and transformations, as a subject matter expert for the wider HR service and organisation on such projects. 7 Effective Resourcing Service Delivery and Efficiency - Be proactive and horizon scan for industry and sector information/research that helps to ensure the council leads the way in all matters resourcing and talent related. Management of customer satisfaction (CSAT) survey management, from issuance of survey through to analysis of results to feed into any project or improvement initiatives. Input to and deliver (where required) recruitment training with new managers and hiring managers. 8 Systems Use the Council approved applicant tracking system (ATS) to manage the full recruitment workflow and for candidate and interview management and as a tool to keep hiring managers appraised of progress on their recruitment. Be the subject matter expert and be prepared to train managers in this system. Ensure the chosen ATS/recruitment system and any associated systems e.g. Talent Central or job board aggregation tools, are fully utilised and all records are kept up to date and accurate, ensuring confidentiality and compliance with GDPR regulations. 9 Risk Management identify and develop recommended responses to key risks relating to the recruitment of staff. This will include understanding key processes such as disclosure and barring and sponsorship visas and being able to advise managers effectively to mitigate any risks to the organisation. 10 Role Model - provide visible role modelling of the Council's values and required behaviours. Act as a trusted partner to managers, providing appropriate challenge and support within the context of the role.

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