Lead Talent Partner | Newcastle, UK

# Lead Talent Partner | Newcastle, UKNewcastle, Tyne and WearApply for this positionAt a glance## Opportunity detailsLocation: Newcastle, Tyne and WearCategory: InternalEmployment type: Direct HireWorkplace: On-siteJob reference: #60867Published: Aug 20, 2026## About the opportunityTalent is more than a hiring priority—it’s a business advantage. TalentoHC is looking for a Lead Talent Partner in the UK to shape how we attract, select, and grow the people behind our business.This is a highly visible opportunity for a talent professional who wants to operate beyond the requisition—partnering with leaders on critical hiring decisions, anticipating talent needs, bringing market insight into the business, and strengthening the experience candidates and employees have with TalentoHC.You’ll have the autonomy to build thoughtful talent strategies, influence how we show up in the market, and continuously raise the standard of how we hire and welcome people into the organization.If you bring the curiosity to understand the business, the judgment to challenge what isn’t working, and the hands-on expertise to turn ideas into action, this is an opportunity to make a meaningful impact on both the talent function and the business it supports.MEET THE ROLE: YOUR PURPOSE: Own the talent agenda for TalentoHC’s UK business, serving as the primary in-house recruiter and trusted advisor to hiring managers and leaders. You will lead the full talent lifecycle—from workforce needs and search strategy through assessment, hiring, and onboarding—while bringing a broader perspective on talent markets, employer brand, recruiting analytics, and employee experience.This is a highly visible, hands-on role for a talent professional who combines strong recruiting expertise with business acumen, sound judgment, and the ability to influence how an organization attracts and grows its people. WHERE YOU’LL MAKE YOUR MARK: Shape Hiring Strategy: Partner with leaders to translate business priorities into clear hiring plans, role profiles, scorecards, and effective assessment processes.Lead Full-Cycle Recruitment: Own searches from intake through offer, balancing speed, quality, candidate experience, and business priorities across multiple functions and levels. Build Talent Where It Matters: Develop proactive sourcing strategies and cultivate relationships with high-caliber active and passive talent, creating pipelines that support both immediate and future needs.Advise & Influence: Bring informed perspectives on talent availability, market dynamics, compensation, organizational needs, and hiring challenges. Challenge assumptions when needed and help leaders make better people decisions. Turn Data into Decisions: Use recruiting metrics and market intelligence to identify bottlenecks, evaluate effectiveness, anticipate challenges, and continuously improve the hiring process.Strengthen the Talent Brand: Shape candidate-facing messaging, job advertising, careers content, social presence, and external talent-market activities to strengthen the company’s ability to attract exceptional people. Elevate the Employee Experience: Partner with the People team on onboarding, engagement, culture, internal communications, and initiatives that help new hires connect, contribute, and thrive.Enable the Workplace: Support essential office operations, including facilities, vendors, supplies, and workspace coordination, ensuring the environment enables people to do their best work. WHAT SUCCESS LOOKS LIKE: You’ll be successful when you’re: Enabling business growth: Critical roles are filled with the right talent, at the right time, with the rigor and quality the business requires.Influencing better talent decisions: Leaders see you as a trusted talent advisor who brings perspective, challenges assumptions, and helps shape stronger hiring decisions. Building talent ahead of demand: Strong pipelines, market knowledge, and proactive relationships reduce reliance on reactive hiring.Creating a distinctive candidate experience: Every interaction reflects professionalism, credibility, and a compelling employer brand. Turning data into better decisions: Recruiting insights translate into smarter sourcing strategies, stronger processes, and continuously improved outcomes. Strengthening the talent brand: The organization becomes increasingly visible, credible, and compelling to high-quality talent.Creating a strong employee start: Onboarding and early employee experiences build the foundation for engagement, contribution, and long-term success. Scaling the function with intention: Processes, practices, technology, and insights evolve to support the organization’s growth without compromising quality.WHAT MAKES YOU THE ONE: You bring: EXPERIENCE & EDUCATION: 4–6+ years of progressive experience in full-cycle Talent Acquisition, ideally within an in-house or corporate environment. Proven experience partnering directly with hiring managers and business leaders across multiple functions and levels. Strong track record managing complex searches from strategy through offer.Hands-on expertise in sourcing, passive talent engagement, Boolean search, LinkedIn Recruiter, ATS platforms, and talent databases. Experience using recruiting data and analytics to evaluate performance and influence hiring decisions. Exposure to employer branding, talent attraction, or candidate experience initiatives.Familiarity with UK employment practices and the local talent market preferred; this role does not own employment law, payroll, or compliance. Bachelor’s degree in Human Resources, Business, or a related field preferred.TECHNICAL KNOWLEDGE: Talent Acquisition & Search Strategy Talent Sourcing & Market Intelligence Hiring Assessment & Interview Design Recruiting Analytics & Technology Employer Branding & Talent Attraction COMPETENCIES & SKILLS: Strategic Thinking: Connects talent decisions to broader business priorities and anticipates future needs.Advisory Influence: Builds credibility with leaders, communicates with confidence, and can challenge constructively. Ownership: Takes accountability for outcomes and operates effectively with autonomy. Agility & Problem Solving: Navigates ambiguity, competing priorities, and changing business needs with composure.Excellence & Collaboration: Maintains high standards while building strong relationships and contributing to collective success. #J-18808-Ljbffr