Resourcing Adviser
| Dyddiad hysbysebu: | 04 Gorffennaf 2025 |
|---|---|
| Oriau: | Llawn Amser |
| Dyddiad cau: | 20 Gorffennaf 2025 |
| Lleoliad: | Reading, Berkshire |
| Gweithio o bell: | Ar y safle yn unig |
| Cwmni: | Royal Berkshire Fire and Rescue Service |
| Math o swydd: | Cytundeb |
| Cyfeirnod swydd: | 25/39R |
Crynodeb
This is a great opportunity for a motivated and approachable self-starter to become a vital part of our Resourcing and Development team.
RBFRS invests in the training, development and wellbeing of its employees ensuring they have the resources and support needed to thrive. Our team provides a supportive and inclusive environment that celebrates diversity, fosters belonging, and values the unique contributions of every individual.
About the Role:
In this role you will drive frontline resourcing and promotion activity, designing recruitment and selection tools, processes and campaigns to fulfil our operational / firefighting succession and workforce planning needs.
You will be key in coordinating, guiding, supporting and influencing stakeholders, managers and staff across RBFRS to ensure we have the right person (with the right skills, knowledge and behaviours), in the right job, at the right time.
About You:
You’ll bring recent experience of supporting and advising managers and candidates through stages of the recruitment and promotion selection process - from planning and attraction to post-campaign evaluation and reporting. Ideally, you’ll have a strong track record of delivering to good practice defined standards.
You will be skilled in coordinating end-to-end recruitment and promotion campaigns along with a solid understanding of underpinning employment legislation, recruitment and selection good practice and equality, diversity and inclusion, and know how to turn that knowledge into practical and meaningful results.
Passionate about people, you’ll engage confidently with individuals at all levels across the Service and with the public - adapting your communication style and building trust through credibility, enthusiasm, and professionalism.
The key focus of this role (Key Responsibilities and Deliverables) is:
With the support of the Coaching and Succession Lead develop annual and long-term plans of recruitment and promotion campaigns from entry to senior leader level, ensuring efficient and effective selection processes and resources.
Plan and coordinate recruitment and promotion campaigns in line best practice and internal policy and procedure, providing advice accordingly.
Organise, design and deliver attraction and engagement interventions and events including positive action to encourage underrepresented groups to join the Service and give potential candidates an insight into the recruitment process and to create equality impact assessments.
To create and maintain reports, spreadsheets and correspondence and undertake quarterly data analysis and reporting to monitor impacts and trends for organisational oversight and inform future campaigns
Key role requirements (knowledge, skills and experience):
Experience of working in an HR / recruitment team (public sector desirable)
Knowledge and experience of applying and advising on HR policies and best practice, including recruitment best practice and employment law
Experience of designing and delivering end to end recruitment and promotion processes
Ability to accurately establish and maintain confidential and accurate records and systems, with excellent attention to detail aligned to General Data Protection Regulations (GDPR).
Computer literate (e.g. able to use Microsoft Word, Excel, PowerPoint, Outlook. Experience of using databases and other for example IT / HRIS or Learning Management Systems)
Good general education (equivalent of 5 GCSE passes level C or above –including English Language and Mathematics)
Due to the nature of this role, we are unable to take applications from those interested in applying for the Wholetime Firefighter Apprentice position. Some weekend / evening working is required on occasion.
Application and selection process
The successful candidate will demonstrate and promote behaviours in line with the Job Profile/Person Specification and our Behaviour Competency Framework as attached.
The Behavioural Competency Framework allows us to easily identify the behaviours that drive successful performance and enables us to deliver an effective service. The behaviours detailed within the job profile will be assessed throughout the selection process.
Please see the link to the Job Profile/Person Specification
Appointment is conditional upon undertaking a Standard Disclosure and Barring Service (DBS) check
Rechecks will be required in line with the Disclosure and Barring Service (DBS) and Recruitment of Ex-Offenders Policy.
Please note we do not accept applications via Agencies or CVs without an accompanying application form.
Closing date for applications is 23:59 hours on Sunday 20 July 2025.
It is anticipated that the assessment/interview process will run w/c 28 July 2025.
The interview will consist of a competency and behavioural based interview and a role-based task.
RBFRS invests in the training, development and wellbeing of its employees ensuring they have the resources and support needed to thrive. Our team provides a supportive and inclusive environment that celebrates diversity, fosters belonging, and values the unique contributions of every individual.
About the Role:
In this role you will drive frontline resourcing and promotion activity, designing recruitment and selection tools, processes and campaigns to fulfil our operational / firefighting succession and workforce planning needs.
You will be key in coordinating, guiding, supporting and influencing stakeholders, managers and staff across RBFRS to ensure we have the right person (with the right skills, knowledge and behaviours), in the right job, at the right time.
About You:
You’ll bring recent experience of supporting and advising managers and candidates through stages of the recruitment and promotion selection process - from planning and attraction to post-campaign evaluation and reporting. Ideally, you’ll have a strong track record of delivering to good practice defined standards.
You will be skilled in coordinating end-to-end recruitment and promotion campaigns along with a solid understanding of underpinning employment legislation, recruitment and selection good practice and equality, diversity and inclusion, and know how to turn that knowledge into practical and meaningful results.
Passionate about people, you’ll engage confidently with individuals at all levels across the Service and with the public - adapting your communication style and building trust through credibility, enthusiasm, and professionalism.
The key focus of this role (Key Responsibilities and Deliverables) is:
With the support of the Coaching and Succession Lead develop annual and long-term plans of recruitment and promotion campaigns from entry to senior leader level, ensuring efficient and effective selection processes and resources.
Plan and coordinate recruitment and promotion campaigns in line best practice and internal policy and procedure, providing advice accordingly.
Organise, design and deliver attraction and engagement interventions and events including positive action to encourage underrepresented groups to join the Service and give potential candidates an insight into the recruitment process and to create equality impact assessments.
To create and maintain reports, spreadsheets and correspondence and undertake quarterly data analysis and reporting to monitor impacts and trends for organisational oversight and inform future campaigns
Key role requirements (knowledge, skills and experience):
Experience of working in an HR / recruitment team (public sector desirable)
Knowledge and experience of applying and advising on HR policies and best practice, including recruitment best practice and employment law
Experience of designing and delivering end to end recruitment and promotion processes
Ability to accurately establish and maintain confidential and accurate records and systems, with excellent attention to detail aligned to General Data Protection Regulations (GDPR).
Computer literate (e.g. able to use Microsoft Word, Excel, PowerPoint, Outlook. Experience of using databases and other for example IT / HRIS or Learning Management Systems)
Good general education (equivalent of 5 GCSE passes level C or above –including English Language and Mathematics)
Due to the nature of this role, we are unable to take applications from those interested in applying for the Wholetime Firefighter Apprentice position. Some weekend / evening working is required on occasion.
Application and selection process
The successful candidate will demonstrate and promote behaviours in line with the Job Profile/Person Specification and our Behaviour Competency Framework as attached.
The Behavioural Competency Framework allows us to easily identify the behaviours that drive successful performance and enables us to deliver an effective service. The behaviours detailed within the job profile will be assessed throughout the selection process.
Please see the link to the Job Profile/Person Specification
Appointment is conditional upon undertaking a Standard Disclosure and Barring Service (DBS) check
Rechecks will be required in line with the Disclosure and Barring Service (DBS) and Recruitment of Ex-Offenders Policy.
Please note we do not accept applications via Agencies or CVs without an accompanying application form.
Closing date for applications is 23:59 hours on Sunday 20 July 2025.
It is anticipated that the assessment/interview process will run w/c 28 July 2025.
The interview will consist of a competency and behavioural based interview and a role-based task.
Aelod balch o'r cynllun cyflogwyr Hyderus o ran Anabledd
Hyderus o ran Anabledd
Gwybodaeth am Hyderus o ran Anabledd
Yn gyffredinol, bydd cyflogwr Hyderus o ran Anabledd yn cynnig cyfweliad i unrhyw ymgeisydd sy'n datgan eu bod yn anabl ac yn bodloni'r meini prawf lleiaf ar gyfer y swydd fel y diffinnir gan y cyflogwr. Mae'n bwysig nodi, mewn rhai sefyllfaoedd recriwtio fel nifer fawr o ymgeiswyr, cyfnod tymhorol ac amseroedd prysur iawn, efallai y bydd y cyflogwr am gyfyngu ar y niferoedd cyffredinol o gyfweliadau a gynigir i bobl anabl a phobl nad ydynt yn anabl. Am fwy o fanylion ewch i Hyderus o ran Anabledd.