Role Purpose / Basic Summary:
The Talent Manager is responsible for leading and delivering the organisation’s talent acquisition, recruitment agency, employer brand and diversity, equity and inclusion agendas.
Working closely with leaders, hiring managers and the wider People Culture team, the Talent Manager will ensure that the organisation attracts and appoints the capabilities required to deliver its current and future business priorities.
The role will provide oversight of all recruitment activity, directly manage priority and specialist appointments, ensure effective management of recruitment agencies, strengthen direct-sourcing capability and deliver a professional and inclusive candidate experience.
The Talent Manager will also coordinate employer-brand and DEI initiatives and will lead and develop one direct report. This is a hands-on management role requiring a balance of strategic planning, operational delivery, stakeholder management and continuous improvement.
Job Location: Onsite at our facility in Loughrea, Co Galway. Hybrid policy of 3 days onsite, 2 days remote applies after successful probationary period.
Key Responsibilities
Talent Acquisition:
Own and continuously improve the organisation’s talent acquisition strategy, operating model and recruitment processes.
Translate approved workforce plans into clear and prioritised recruitment plans.
Partner with leaders and hiring managers to understand role requirements, critical capabilities and recruitment priorities.
Lead recruitment for senior, specialist, business-critical and difficult-to-fill positions.
Oversee the delivery of all recruitment activity managed by the Talent team and external recruitment partners.
Workforce Planning/Capabilities Support:
Partner with the Director of People Culture, HR Business Partners and business leaders to understand current and future workforce requirements.
Use approved workforce plans to anticipate recruitment demand and identify critical or difficult-to-source capabilities.
Provide external labour-market insight to inform workforce, location and sourcing decisions.
Identify opportunities to fill requirements through internal mobility, succession pipelines or employee development before progressing to external recruitment.
Recruitment Agency and Supplier Management:
Own the organisation’s relationships with recruitment agencies, executive-search firms and other talent suppliers.
Manage the preferred supplier framework, including agency terms, role allocation, service expectations and performance standards.
Determine when external agency support is appropriate and ensure agencies are engaged through agreed processes.
Monitor agency performance, including candidate quality, responsiveness, placement success, candidate retention and adherence to agreed terms.
Review recruitment agency usage and expenditure, identifying opportunities to improve value and reduce avoidable costs.
Employer Brand and Talent Marketing:
[Develop and deliver an employer-brand plan aligned with the organisation’s business strategy, values and workforce requirements.
Work with Marketing and Communications to create consistent, authentic and professional recruitment content.
Strengthen the organisation’s employee value proposition and ensure it is reflected throughout the candidate journey.
Develop targeted attraction campaigns for critical, scarce or difficult-to-fill capabilities.
Manage the organisation’s presence across appropriate careers channels, social media platforms and talent communities.
Encourage employees to act as credible brand ambassadors and share authentic employee experiences.
Manage and promote the employee-referral programme.
Build relationships with universities, colleges, professional bodies, careers services and relevant industry networks.
Diversity, Equity and Inclusion:
Coordinate the delivery of the organisation’s agreed DEI priorities and annual action plan.
Work with the Director of People Culture, DEI steering groups, employee representatives and business leaders to progress agreed initiatives.
Embed inclusive recruitment practices throughout job design, advertising, sourcing, shortlisting, interviewing, assessment and selection.
Review recruitment materials and processes to identify and remove unnecessary barriers to participation.
Provide practical guidance to hiring managers on inclusive interviewing and evidence-based selection.
Support appropriate DEI awareness initiatives, employee events, partnerships and communications.
Coordinate external DEI partnerships, accreditations or award submissions where relevant.
Managerial Expectations
Manage with Clarity Accountability
Set clear goals, priorities, responsibilities, and decision rights; hold self and others accountable; manage risks early and escalate appropriately.
Build Performing Collaborative Teams
Build trust through transparency, honesty, and reliability; foster collaboration, psychological safety and team interdependency.
Drive Execution with Discipline Continuous Improvement
Plan realistically, track execution, solve problems using facts and improve processes to simplify and remove waste.
Grow, Coach Empower People
Give frequent feedback, recognise performance and effort, delegate effectively and coach individuals to grow.
Lead Change with Confidence Empathy
Communicate openly, explain the strategy and the "why", manage resistance with empathy and support team stability during change.
Role-Model Chanelle Values Ways of Working
Live the Company Values, act with integrity, demonstrate ownership and customer focus, and proactively look for solutions.
Qualifications
Essential Qualifications
Third Level degree in a relevant field of study, Human Resources or Business
Desirable Qualifications
Professional Memberships / Licences
CIPD Desirable
Experience
Essential Experience
3-5 years experience Talent Manager level
Desirable Experience
Pharmaceutical Environment
People Management / Leadership Experience
Industry / Regulatory Experience
GMP, pharma, manufacturing, quality, commercial, IT, finance or other relevant experience
