Join us as a Talent Acquisition Manager
- This is a rewarding opportunity to take accountability for the talent acquisition strategy for the HR Director and your business area
- You’ll oversee the demand and talent acquisition and redeployment and outplacement (R&O) activity, as well as the delivery of our business hiring plans
- You’ll be recognised for your leadership in this role, as you lead your team to support the delivery of the function and ensure a great stakeholder and candidate experience
- We're offering this role at director level
As our Talent Acquisition Manager, you’ll lead a holistic strategy for your business area including executive, permanent, contingent labour and early career hiring. To do this, you’ll identify and drive talent acquisition-related initiatives and projects to close critical capability gaps and assist with resource planning.
Your other key responsibilities will include:
- Identifying business issues and trends that will impact on talent acquisition and R&O
- Making sure that the attraction, selection and assessment methodologies and content reflect the latest business strategy
- Managing all talent acquisition and R&O risks for your business area
- Building strong senior stakeholder management skills with credibility and trust
- Hiring new employees and finding new roles in the bank for existing employees
We’re looking for someone with the ability to build a culture of continuous improvement as a resourcing leader, and drive initiatives to determine and deliver a strong employee proposition. You’ll need a minimum of 18 years of experience and the ability to provide consultative resourcing expertise, support and advice to internal business clients, demonstrating your excellent interpersonal and collaboration capabilities.
You’ll also need:
- The ability to understand and report all resourcing risks, issues, trends and regulatory requirements that will impact on the wider team
- Experience of providing market intelligence to shape plans and resourcing strategies
- The ability to utilise MI and analysis to inform resourcing decisions and continuously improve delivery
- Experience of creating talent pipelines and promoting internal channels
- Experience of managing a team
Hours
45Job Posting Closing Date:
30/06/2026Skills Required
- Minimum of 18 years of experience in talent acquisition or resourcing
- Experience leading full lifecycle hiring including executive, permanent, contingent and early career recruitment
- Experience managing redeployment and outplacement (R&O) activity
- Demonstrated ability to provide consultative resourcing expertise and advice to internal business clients
- Proven experience managing a team
- Experience providing market intelligence to shape resourcing plans and strategies
- Ability to utilise management information (MI) and analysis to inform resourcing decisions and improve delivery
- Ability to identify and report resourcing risks, issues, trends and regulatory requirements
- Ability to build a culture of continuous improvement and drive initiatives to enhance employee proposition
- Experience creating talent pipelines and promoting internal channels
NatWest Group Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about NatWest Group and has not been reviewed or approved by NatWest Group.
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Flexible Benefits — A flexible ValueAccount structure with pension and benefit funding allows tailoring of health, protection, lifestyle, and savings options, with unused amounts typically paid as cash. This flexibility supports personalisation of coverage, particularly in Great Britain where the framework is most detailed.
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Retirement Support — Employer-funded pension contributions are provided on top of salary in Great Britain, alongside automatic retirement enrollment and share/save programs. This creates structured long‑term wealth support as part of total reward.
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Parental & Family Support — UK policies outline extended maternity, adoption and equal partner leave on full pay with a phased return, plus paid neonatal care leave. These provisions are positioned as market‑leading and complement broader flexibility resources.
NatWest Group Insights
What We Do
We’re a business that understands when our customers and people succeed, our communities succeed, and our economy thrives. As part of our purpose, we’re looking at how we can drive change for our communities in enterprise, learning and climate. As one of the leading supporters of UK business, we’re prioritising enterprise as a force of change. We’re focusing on the people and communities who have traditionally faced the highest barriers to entry and figuring out ways to remove these. Learning is also key to our continued growth as a company in an ever changing and increasingly digital world. By setting a dynamic and leading learning culture, our people prosper, and our customers are given the tools to continue to improve their financial capability and confidence. One of the biggest challenges we all face in our future is climate change. That’s why we’ve put it right at the core of our purpose. We want to champion climate solutions with financing and entrepreneurial support, fully embed climate into our culture and decision making, and be climate positive by 2025. We’re committed to using our purpose to break down barriers, drive change and ultimately create a great place to work.
