Job Description

Job Title:Resourcing Lead

Band: 3

Salary: £37,845 - £42,007

Location: Liverpool/Norwich

Contract Type: Permanent

Hours: Full time

Closing Date: 28/05/26

Interview Date(s): 10th and 11th June (subject to change)

Insight into GCA - Webinar

Watch our Webinar on the above link and gain valuable insight into GCA and our recruitment processes.

Are you ready to use your recruitment expertise to serve a greater purpose? As a Resourcing Lead, you will play a pivotal role in building the teams that deliver vital services across the country. By designing inclusive, high-impact attraction strategies, you ensure GCA has the talent necessary to provide value to the nation.

As a Resourcing Lead at GCA, you will provide a professional, consultative recruitment service that adds tangible value to the organisation. You will lead recruitment for your allocated business areas, acting as a strategic partner by offering market insights and designing effective talent attraction strategies. Your goal is to understand current and future workforce requirements while ensuring a high-quality experience for both candidates and hiring managers.

Key Accountabilities:

Strategic Planning & Partnership

• In conjunction with HR Business Partners, develop and execute comprehensive resourcing plans for allocated business areas, proactively identifying and mitigating any risks or talent shortfalls.

• Collaborate with Directorate leads and Business Partners to align recruitment efforts with future workforce requirements.

• Serve as a subject matter expert, providing creative guidance on inclusive hiring, interview methodologies, and social media engagement.

Campaign Management & Execution

• Design and deliver end-to-end in-house recruitment campaigns using diverse channels to reach a broad range of audiences.

• Manage the full offer process, ensuring all selections remain within established salary bands and organisational policies.

• Take a hands-on approach to maintaining an excellent candidate journey from initial contact to hire.

Market Intelligence & Branding

• Conduct market research to stay ahead of local economic factors and national talent trends, sharing this intelligence with hiring managers to influence campaign design.

• Enhance GCA’s brand and attraction strategy by thinking creatively about vacancy marketing and promoting GCA as an "employer of choice".

Continuous Improvement & Training

• Deliver and regularly update the ‘Licence to Recruit’ internal training programme to ensure hiring managers are equipped with best practices.

• Where applicable, report on recruitment progress and metrics during Senior Leadership Team meetings.

• Drive continuous improvement by implementing new ways of working and innovative resourcing solutions.

Essential Criteria (to be assessed at application stage):

• Proven Experience: Background in a fast-paced recruitment or talent acquisition function.

• Communication & Influence: Ability to communicate with confidence and influence hiring manager decisions through data and market intelligence.

• Strategic Thinking: Capacity to see the "bigger picture" and integrate specific recruitment needs into wider organisational resourcing plans.

• Relationship Management:Strong interpersonal skills with a proven ability to build rapport and maintain productive relationships across all levels.

• Delivery: Demonstrated ability to manage multiple priorities and meet tight deadlines in a dynamic environment.

Success Profiles (to be assessed at interview):

Experience

Behaviours:

• Managing a quality service

• Delivering at pace

• Working together

• Changing and improving

(A link to the Civil Service Success Profiles Framework is provided below)

Success Profiles Framework

Valuing our people:

• Competitive salary

• Generous pension scheme

• A discretionary non-contractual performance related bonus

• Working remotely in addition to working in advertised office location

• Flexi time scheme (available for B1-B6) -

• Minimum 25 days annual leave to a maximum service related 30 days excluding bank holidays

Want to make a difference? Find out more about the rewarding work that we do in ourcandidate pack

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see theCivil Service People Plan and theCivil Service D&I Strategy.

We want to make our recruitment process accessible to everyone, so if there is any way that we can support you, please contact recruitment@gca.gov.uk

Working flexibly, delivering outcomes

GCA operates a smarter working model that balances flexibility with collaboration. Successful candidates are expected to spend at least 26 days per quarter (approximately 2 days per week, pro-rata) at their contracted office, another GCA site, or off-site for meetings. For the remainder of the time, you may work from home or another suitable location that meets business needs.

Artificial Intelligence

Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see ourcandidate guidance for more information on appropriate and inappropriate use

Selection Process

A reserve list may be held for up to 12 months, which the Civil Service may use to fill future suitably similar vacancies across government for candidates who are considered appointable following interview. Should you be placed on a reserve list and want to be removed please contact recruitment@gca.gov.uk

Please note that as part of this recruitment process, if you are unsuccessful at the interview stage but are close to the benchmark score you may be considered for and offered a role at a lower pay band within the same job family.

#GCAIND

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

Complaints Procedure

Our recruitment processes are underpinned by the principle of selection for appointment on merit on the basis of fair and open competition as outlined in the Civil Service Commission’s Recruitment Principles details of which can be found athttps://civilservicecommission.independent.gov.uk/recruitment/recruitment-principles/

If you feel your application has not been treated in accordance with the Recruitment Principles, and you wish to make a complaint, you should contact recruitment@crowncommercial.gov.uk in the first instance.

If you remain unsatisfied with the response you receive you can then contact the Civil Service Commission at info@csc.gov.uk

Internal candidates should apply using theirWorkday account. Please use the careers hub for your application.