Talent Acquisition Partner

Salary: Please state your expectations within your application

Contract: Full Time, 37.5 hours a week - Fixed Term for 6 Months

Location: The City Ground, Nottingham, NG2 5FJ

Working Arrangements: On site with ability to work remotely 1 day per week

Closing Date For Applications: Sunday 31st August 2025

Nottingham Forest Football Club is looking for a Talent Acquisition Partner to join the People and Culture team on a 6 month fixed term contract.

It's a very exciting time to join the Club. With big ambitions on the pitch for the 25-26 season, this role will support the recruitment and onboarding of employees, casual workers, volunteers and placement students for all Club departments. You'll be supporting recruitment campaigns end-to-end; from working with managers to develop their role specifications, through advertising and interviewing, to offer and onboarding administration. You'll operate with a safer recruitment lens throughout, ensuring the identification of the right individuals for the right roles, and be a champion for EDI, helping build a place of work for everyone to thrive.

The Perks of the Job:

• Opportunity to access tickets for events at The City Ground
• Employee assistance platform
• Health cash plan and access to online GP service
• Access to high street and gym discounts
• Discount within our Club shop
• Free on-site parking

Key Tasks and Responsibilities:

• Role Planning: Work with, and develop effective working relationships with, hiring managers to agree hiring process for their vacancies; that Authorisations to Recruit (ATR) are completed; support the creation of job descriptions, sourcing plans, interview panels, interview questions and exercises.
• ATS Management: Manage our job roles and candidate journeys within our applicant tracking system, Teamtailor.
• Communication: Act as main point of contact for candidates; ensure all candidates receive timely communication on their applications from the Club at relevant points in the process; provide regular updates to internal stakeholder; co-ordinate interview times and pre-interview tasks as needed; review and suggest improvements on our communication activities.
• Equality, Diversity & Inclusion: Work collaboratively with our ED&I Lead on our advertising and sourcing activities, and in supporting hiring managers to deliver inclusive campaigns that enhance the diversity of our teams.
• Interviews: Support hiring managers in the interview process by conducting screening conversations, and joining interviews, as relevant to the role.
• Onboarding: Provide continuous communication to candidates throughout their recruitment journeys; facilitate onboarding paperwork and background checks for new starters; provide updates to the Single Central Register (SCR); manage onboarding workflows with other internal stakeholders (e.g. with IT, Executive Services and Reception, Safety and Security teams).
• Analysis and Planning: Monitor all active campaigns and identify barriers in time to hire, review short-lists, effectiveness of advertising sources, and time-plans; provide regular campaign reports and data; continually ensure we’re capturing the necessary data for compliance processes.
• Safer Recruitment: Embed process and practice that ensures that all roles are recruited using safer recruitment standards; work closely with the Head of Safeguarding on best practice for identifying, hiring and onboarding individuals into roles in compliance with the Premier League safeguarding standards.
• Support to People & Culture team: Take on project work to support the delivery of the seasonal People and Culture strategy; be a continuous collaborator and provide support to the wider team when needed.

Skills, Experience and Knowledge:

• Solid experience of managing in-house recruitment campaigns, from end to end.
• Experience hiring a diverse mix of roles – ideally with knowledge of sports or sporting-related organisations.
• A good knowledge of safer recruitment and the implementation of safeguarding-focused best practice.
• Experience and confidence in utilising applicant tracking systems, ideally Teamtailor.
• Excellent administrative skills, data driven and focused on process management.
• Excellent and proactive communication skills, in writing, in person and on the phone, and in nurturing relevant stakeholder relationships.
• Really well organised, with the ability to manage multiple projects and administration processes concurrently.
• A previous track record, and a desire, to continuously improve process and drive a modern, consistent and innovative recruitment process.
• A passion for sports and the creation of a great place to work for everyone.
• A commitment to steering and innovating inclusive hiring process and the development of a diverse workforce.

Our Commitment to Equality, Diversity & Inclusion

Nottingham Forest Football Club is an equal opportunities employer and welcomes applications from all suitably qualified persons, regardless of age, disability, gender, gender reassignment, marital / civil partnership status, pregnancy / maternity leave, race, religion/belief, sexual orientation, or any other legally protected characteristic.

Nottingham Forest Football Club is a signatory of the FA’s Football Leadership Diversity Code. We are committed to developing policies to promote equal opportunities and diversity within our workforce. To monitor our progress against these commitments, we require all applicants to provide accurate diversity data during the application process.

Our Commitment to Safeguarding

As part of the Club’s commitment to safeguarding, the successful applicant may be required to undergo a Disclosure Barring Service (“DBS”) check or an enhanced DBS check. The results of a DBS check will be considered on an individual basis, and the Club will act in a proportionate manner when deciding whether or not to proceed with the appointment.

An FA Enhanced DBS disclosure is required for all relevant new appointments to the Club. Individuals will be asked to declare any convictions, cautions or reprimands, warnings or bind-overs that may have been incurred. The Club reserves the right to carry out risk assessments where content has been disclosed on a DBS disclosure if it feels that it is relevant to the job requirements. Failure to satisfy the Club and the PL's safeguarding requirements may lead to the job offer being withdrawn or, if they have already started employment, summary termination of the employment.