Digital talent partner

Band 5 · Recruitment officer · 350 job evaluation points

Works with digital, data, and technology leaders to attract and appoint scarce specialists, using active sourcing, talent pools, and fair, skills-based assessment. Also known as senior recruitment officer.

Responsibilities

Partner with hiring managers in digital, data, and technology teams to plan hiring and agree what good looks like for each role.
Source candidates directly through professional networks, communities, and talent pools.
Write adverts and job descriptions using the role profiles and skills in this reference and the UK GDaD PCF.
Design skills-based assessments, such as technical exercises and portfolio reviews, with hiring managers.
Use pay and market data to advise on hard-to-fill roles and starting salaries within the pay rules.
Grow early careers routes, such as digital apprenticeships and graduate schemes.
Manage the agency and recruitment advertising budget for the campaigns you run.

Skills

Skill	Expected level	What this level means
Talent attraction and sourcingThis reference	Practitioner (3)	You can: build talent pipelines and communities for scarce digital and data roles shape the employer value proposition with hiring teams use market data on pay and supply to advise on hard-to-fill roles develop early careers routes, such as apprenticeships and graduate schemes
Recruitment and selectionThis reference	Practitioner (3)	You can: advise managers on job design, selection methods, and fair assessment design assessments for specialist roles, such as technical exercises for digital roles analyse recruitment data to improve time to hire, quality, and diversity manage the candidate experience and the employer brand
Skills frameworks and career pathwaysThis reference	Working (2)	You can: map job descriptions to framework roles, levels, and skills support staff and managers with skills self-assessments keep career pathway information up to date
Reward and job evaluationThis reference	Working (2)	You can: apply pay rules, such as starting salary, protection, and allowances check job descriptions are complete before they go to evaluation take part in job evaluation panels as a trained member
Workforce information and HR systemsThis reference	Working (2)	You can: run standard workforce reports and check them for errors answer routine information requests about the workforce
Stakeholder relationship managementUK GDaD PCF	Practitioner (3)	You can: work with the team to develop and maintain an understanding of stakeholders work with the team to develop and implement stakeholder communications strategies identify and resolve issues, influence stakeholders and manage relationships effectively build long-term strategic relationships and communicate clearly and regularly with stakeholders
Communicating informationUK GDaD PCF	Working (2)	You can: listen to the needs of design and business stakeholders and interpret information take part in discussions within a multidisciplinary team be an advocate for the team externally, and can manage differing perspectives shape and share communications relevant to the audience
Equality, diversity, and inclusionThis reference	Working (2)	You can: recognise and challenge behaviour that excludes others consider different needs when you plan your work
Budget managementThis reference	Working (2)	You can: track spending against a small budget and raise variances authorise spending within your limit

Typical qualifications and experience

A recognised HR or recruitment qualification, or equivalent experience.
Experience of recruiting specialist roles, ideally digital, data, or technology roles.

Band 5 outline

Knowledge: Professional or technical knowledge, typically from a degree or equivalent experience.
Autonomy: Works to broad objectives within professional standards; plans own work.
Scope: Own professional work within a team or product.
Leadership: May guide and check the work of support staff and apprentices.
Accountability: Quality of own professional work.

Job evaluation (illustrative)

Factor	Level	Level summary	Points
Communication and relationship skills	4	Gives complex, sensitive, or contentious information needing persuasion, negotiation, or training skills, or highly complex information.	32
Knowledge, training, and experience	5	Expertise in a specialism, underpinned by theory or practical experience (degree level or equivalent).	120
Analytical and judgemental skills	3	Judgements on a range of facts or situations needing analysis or comparison of options.	27
Planning and organisational skills	3	Plans several complex activities, adjusting plans as needed.	27
Physical skills	3	Developed skills needing speed or accuracy, such as advanced keyboard use.	27
Responsibility for patient and client care	1	Helps patients, clients, or relatives during incidental contact.	4
Responsibility for policy and service development	2	Implements policies for own area and proposes changes to its practices.	12
Responsibility for financial and physical resources	2	Handles cash or valuables, looks after equipment used by others, controls stock, or authorises small payments.	12
Responsibility for people	2	Supervises or coordinates staff day to day, trains others regularly, or gives basic HR advice.	12
Responsibility for information resources	4	Adapts or designs information systems to others' specifications, or runs information systems for a department as the main duty.	24
Responsibility for research and development	1	Carries out surveys or audits for own work; occasionally takes part in research or testing.	5
Freedom to act	3	Follows defined policies and procedures; work is managed rather than supervised.	21
Physical effort	1	Sitting, standing, and walking, with little physical effort.	3
Mental effort	3	Frequent concentration on unpredictable work, or occasional prolonged concentration.	12
Emotional effort	1	Rare exposure, or occasional indirect exposure, to distressing circumstances.	5
Working conditions	2	Occasional unpleasant conditions, frequent travel or outdoor work, or near-continuous screen use on most days.	7
Total (Band 5: 326 to 395)			350

Information resources is level 4 because the job adapts reports and talent pool records in the applicant tracking system as a significant duty.