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Early Careers Talent Manager - MAT Cover

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Montagu Evans

24d ago

  • Job
    Full-time
    Senior Level
  • People, HR & Administration
    Education & Teaching
  • London

AI generated summary

  • You need extensive early careers recruitment experience, talent acquisition for mid-level roles, stakeholder management, onboarding, and knowledge of DE&I best practices. Degree or equivalent HR experience preferred.
  • You will create and manage early careers programs, oversee recruitment and onboarding, collaborate with departments, enhance internal engagement, support diversity initiatives, and build external partnerships.

Requirements

  • * Extensive experience in Early Careers recruitment, including managing graduate schemes, internships, apprenticeships, or similar entry‑level programmes.
  • * Proven track record in talent acquisition up to mid‑level roles (e.g., Senior Surveyor/Planner or equivalent), including selection design, assessment centres, interviews, and screening processes.
  • * Experience designing, delivering, and continuously improving development programmes for early‑career populations.
  • * Experience managing apprenticeship levy funds, bursaries, or similar governance processes, including reporting on ROI and programme effectiveness.
  • * Demonstrable experience in stakeholder management, working closely with senior leaders, HR teams, finance, and marketing.
  • * Experience building and maintaining partnerships with universities, colleges, schools, and industry bodies.
  • * Demonstrable experience in onboarding, induction planning, and integration for early-career hires.
  • * Experience working within the real estate, property, or professional services sector.
  • * Previous experience designing or implementing mentoring and coaching programmes.
  • * Experience with employer branding, recruitment marketing, and creating engaging early-careers‑focused content.
  • * Knowledge of DE&I best practice, particularly regarding reducing bias in recruitment and improving social mobility pathways.
  • * Degree‑level education or equivalent professional experience in HR, Talent Acquisition, Early Careers, L&D, or related field.
  • * CIPD qualification (Level 5 or above) is beneficial but not required.

Responsibilities

  • Early Careers Programmes - Create and implement internship, apprenticeship, graduate, and other entry-level development programmes that align with the organisation's talent strategy.
  • Early Careers Funding and Governance - Manage the apprentice levy and bursary programme, ensuring adequate support for successful candidates. Chairing the decision-making process for all offers across all programmes and reporting on ROI to the business.
  • Selection Process: Managing the recruitment process for early careers programmes, including job postings, CV screening, interviewing, and selection. Continually find ways to improve our online and in-person selection methods, including selection tools, assessment centres and interviews.
  • Onboarding, induction and integration - plan, manage and coordinate onboarding and appropriate induction arrangements for early careers hires (with support from HR Assistant).
  • Talent Acquisition - Lead on recruitment up to Senior Surveyor/Planner level across the business.
  • Internal Collaboration: Working closely with HODs (Heads of Department) and HR team to ensure the successful integration and development of early career talent. Proactive communication with Marketing to create engaging content and ensure collateral across platforms are up to date.
  • Internal Engagement and brand - working alongside our Brand and Marketing team in support of our employee culture and brand, manage and execute internal comms to highlight employee participation in programmes and celebrate successes.
  • Collateral - Maintaining high quality, centralised recruitment materials and templates such as job descriptions, competency frameworks and assessment tools.
  • Diversity & Inclusion - Manage and facilitate social value activities (via Reach AcadeME, Central Foundation Girls' School, 10,000 black/disable interns). Provide guidance to business on maintaining objectivity and reducing unconscious bias in our EC processes. Collaborate with Head of DE&I, strategising to support delivery of both early careers and DE&I strategy particularly in relation to how early careers can help meet our social value obligations.
  • Reporting/Data - Create and utilise metrics to measure progress.
  • Budget - Coordinate with HR Director and Finance Business Partner to manage Early Careers budget, audit monthly variance reports and track spend/ROI.
  • Role Model - act as a role model for others to follow, collaborating with other functions such as DE&I and HR team to support career paths.
  • External reputation building / brand building - Develop our EVP in the real estate early careers space. Attend industry groups focused on early careers and talent acquisition.
  • External Partnerships: Develop strategies to attract early career talent through partnerships with universities, colleges, and schools, and participating in career fairs and campus recruitment events. Building and maintaining relationships with educational institutions and industry bodies to enhance recruitment and program offerings. Key point of contact for all EC related queries.

FAQs

What is the role of the Early Careers Talent Manager?

The Early Careers Talent Manager is responsible for defining and delivering the early careers strategy, which includes the attraction, recruitment, and development of employees from entry-level positions to Senior Surveyor/Planner recruitment.

What types of programs will the Early Careers Talent Manager oversee?

The Early Careers Talent Manager will oversee internship, apprenticeship, graduate, and other entry-level development programs.

What is the primary focus of this position in terms of talent acquisition?

The primary focus is to lead recruitment efforts up to Senior Surveyor/Planner level and to ensure the firm recruits the best talent from a diverse pool.

How does the role contribute to diversity and inclusion efforts?

The role includes managing social value activities, providing guidance to reduce unconscious bias in early career processes, and collaborating on DE&I strategy to enhance social value obligations.

Will the Early Careers Talent Manager work closely with other teams?

Yes, the role involves collaboration with Heads of Departments, HR teams, and the Marketing team to ensure successful integration and engagement of early-career talent.

What type of experience is required for this position?

Candidates should have extensive experience in early careers recruitment, managing graduate schemes, internships, or similar programs, along with proven talent acquisition experience up to mid-level roles.

Is experience in the real estate sector preferred?

Yes, experience working within the real estate, property, or professional services sector is desirable.

What qualifications are necessary for this role?

A degree-level education or equivalent professional experience in HR, Talent Acquisition, Early Careers, or related fields is required. A CIPD qualification (Level 5 or above) is beneficial but not mandatory.

Will the Early Careers Talent Manager be involved in budgeting?

Yes, the role includes coordinating with the HR Director and Finance Business Partner to manage the Early Careers budget and track spending and ROI.

Does the role involve external engagement?

Yes, the Early Careers Talent Manager will develop external partnerships with universities, colleges, and schools, and participate in career fairs and campus recruitment events to attract early career talent.

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Montagu Evans

A property consultancy. A partnership. We care about people. About spaces to live work, communicate and connect.

Real Estate
Industry
201-500
Employees
1921
Founded Year

Mission & Purpose

Montagu Evans is an independent property consultancy, owned and run by a group of partners that are leaders in their respective fields and who are committed to leaving a legacy of quality work that benefits clients, the built environment and society as a whole. At our firm, the owners of the business do the work, meet the clients and have the freedom to assemble their own teams to suit each unique requirement. This highly flexible and collaborative approach, tailoring the talent to the complexity of the work, has enabled us to develop a business that has spanned nearly a century. Our work encompasses planning and development, property management, specialist valuations and transactions. Together we create inspiring places to live, work, communicate and connect. We care about legacy, partnerships and people. Advising clients with complex planning and development challenges.