Talent Acquisition & Growth Specialist

Talent Acquisition & Growth Specialist Hybrid – Leeds (Garforth) 1 day a week in the office Full time 37.5 hours or Part time 30 hours over 4 days (salary pro rata) £46,000 - £50,000 per annum (depending on experience) + benefits Hello from Bspoke Insurance Group! We know you’ll likely search for us before applying, so we’ll keep this short. The Bspoke Group provides insurance solutions tailored for an evolving world.

We’re proud to have been awarded MGA of the year in the National Insurance Awards 2025. Our vision is to offer niche products through multiple distribution channels, whilst maintaining our specialist trademark. We’re rapidly growing, and that’s where you come in.

Why join Bspoke? Joining Bspoke means more than just having a job. We don’t follow the usual corporate path – instead, we embrace a dynamic and non-traditional approach.

We’re a driven, passionate team that’s genuinely excited about what we do, and we’re proud of it. Delivering exceptional experiences for both our colleagues and customers starts with ensuring a fantastic experience for our team. Our values serve as a compass reflect our Group’s core principles and ethics, to enable us to deliver the best outcomes for our colleagues.

Here’s a snapshot of our values, so you can see what we’re all about: Relentlessly collaborate, defeated by nothing, proud to be ambitious, agile at our core and we are our people. Role overview The Talent Acquisition & Growth Specialist plays a pivotal, dual-focused role in shaping our workforce, balancing proactive talent acquisition with strategic organisational growth. On the talent side, the role is responsible for attracting, assessing, and hiring high-calibre candidates who align with our goals and culture, ensuring a seamless process and a brilliant candidate experience.

Equally, the role serves as a key driver for organisational evolution, succession planning, and agility. By partnering closely with leaders across the business, you will champion strategic change initiatives and future-focused workforce design. This includes identifying future talent needs, mapping robust internal succession pathways, and supporting structural developments to optimise our teams.

You will ensure our people processes reflect our values while driving long-term resilience, capability, and success. This role will be around 60% talent acquisition and 40% succession planning and strategic organisational design Key Accountabilities Talent Acquisition & Lifecyle Management Proactively develop innovative sourcing strategies and cultivate robust internal and external talent pipelines to meet current and future needs. Manage the end-to-end recruitment process from requisition to onboarding, ensuring cost-conscious, high-calibre hiring that aligns with company culture.

Act as a brand ambassador, leveraging social media, job advertisements, and industry networks to promote the company as an employer of choice. Candidate & Colleague Experience Deliver a seamless, welcoming, and communicative interview experience for all candidates, reflecting company values at every stage. Support initiatives that enhance overall colleague engagement, feedback loops, and workplace culture, particularly during periods of organisational change.

Drive and support Group-wide Diversity, Equality & Inclusion (DE&I) initiatives to foster an inclusive workplace that values diverse perspectives. Strategic Change & Organisational Agility Partner with senior leadership to design and execute strategic change initiatives, ensuring workforce structures are agile, efficient, and aligned with business goals. Support organisational development and restructuring activities, facilitating the smooth transition of teams and roles with a focus on empathy, clarity, and values.

Guide leaders through workforce optimization processes, ensuring talent reallocation and structural changes are handled constructively and support long-term business resilience. Workforce Planning & Succession Collaborate with People Partners and senior leaders to identify critical roles, succession risks, and future talent needs. Maintain visibility of internal talent and career aspirations to map robust succession frameworks, talent matrices, and internal mobility pathways.

Guide hiring managers on recruitment best practices, market trends, and talent development to inform data-driven decision-making. Compliance & Reporting Guide the People Operations Team to ensure recruitment and change related records are accurate and legally compliant. Track, analyse and report on key metrics to drive continuous improvement and update senior leadership.

Skills And Knowledge Essential In-depth understanding and applied skills of effective sourcing methods, including direct sourcing, networking, head hunting and social media recruiting. Strong knowledge of change management principles, with the ability to constructively guide leaders through structural changes, team transitions, and talent reallocation. Familiarity with UK employment laws, GDPR, and compliance requirements, particularly regarding recruitment, change-related processes and regulated sector frameworks.

A client-focused mindset, with a passion for promoting and delivering a first-class candidate and colleague experience. Good understanding of DE&I principles and the ability to design and support inclusive workplace strategies. Marketing-savvy approach, with experience integrating employer branding and marketing plans into talent strategies.

Proven ability to manage, prioritise, and deliver multiple projects with a high standard of accuracy and precision. Expert proficiency in using recruitment tools, applicant tracking systems (ATS), and Microsoft Office applications, with strong data literacy to track and analyse key metrics. Desirable Strategic knowledge of succession planning frameworks, talent mapping, and internal mobility pathways.

Awareness of broader financial services industry trends, shifting skills demands, and external factors impacting workforce planning. Experience and Qualifications Essential Minimum of 5 years’ experience specifically within a Talent Acquisition role. Hands-on experience leading and delivering organisational change initiatives (such as restructuring or workforce optimisation).

CIPD Level 5 qualification (or equivalent professional HR qualification). Desirable Proven experience designing and embedding internal succession planning and talent matrix frameworks. Proven experience working within the Financial Sector, with a solid understanding of recruiting and managing change within a highly regulated environment.

Sounds like you? We at Bspoke are ready so if this role sounds like you apply today. If we’re lucky to be inundated with quality applications we may close the application early, so what are you waiting for?