Talent Acquisition Partner

Talent Acquisition Partner

At Rotork, we offer more than a career; we offer the opportunity to make a meaningful impact.

We’re a global leader in mission-critical flow control and instrumentation solutions. For over 60 years, we’ve helped industries manage the flow of liquids, gases and chemicals, making operations cleaner, safer and more efficient. With more than 3,500 employees across 170 countries, our reputation is built on innovation, reliability and quality.  

But what defines us isn’t just our technology, it’s our purpose. Whether it’s enabling cleaner energy, reducing emissions or ensuring safe water reaches communities, we’re helping solve some of the world’s most pressing challenges and shaping a more sustainable future. Our DNA is what make this possible. It guides our decisions, shapes our culture and defines how we work together:

We value our customers: Delivering value through clarity and simplicity for our customers and colleagues.
We grow together: Continually striving to deliver our best, inspiring each other to learn and grow.
We win as a team: Achieving success together with integrity, ensuring the best for our people, customers and Rotork.

Keeping the world flowing for future generations. Together.

The Talent Acquisition Partner plays a key role in supporting the regional workforce strategy by partnering with leaders, HR Business Partners, and Centres of Excellence, to effectively anticipate workforce needs, strengthen talent pipelines, build organizational capability, and ensure the business has the talent required to deliver current and future objectives.  This role goes beyond recruitment to provide end-to-end talent consultation, with a focus on integrating strategic workforce planning, building early career pipelines and implementing talent initiatives while partnering with our Vendor to build and buy the right talent to ensure Rotork has a strong pipeline of sustainable, future ready skills and capabilities.

Talent Acquisition Delivery (Strategic & Operational)

• Oversee recruitment for all roles within business area to ensure a timely hiring process is delivered with the right calibre of candidates being identified.
• Ensure critical and strategic hiring needs are supported through proactive talent planning and pipeline development, , working closely with the vendor to ensure a high-quality, inclusive candidate experience.
• Act as a trusted advisor to hiring managers, coaching them to make the right hiring decisions for capability needs now and in the future.
• Utilise talent insights, labour market intelligence, and organisational capability data to inform hiring and workforce plans, partnering with the vendor to execute innovative sourcing strategies that secure critical talent and strengthen talent pipelines
• Embed diversity, equity, and inclusion principles across hiring processes.
• (EU Specific) Provide oversight and guidance to ensure talent acquisition and talent management practices are aligned with pay transparency requirements, promoting consistency, fairness, and informed decision-making across the region.

Strategic Workforce Planning

• Partner with regional leadership teams to understand business strategy, growth plans, market dynamics, and capability requirements
• Collaborate with senior stakeholders and HR Business Partners to develop and execute short- and long- term workforce plans aligned to business strategy and growth objectives.
• Analyse talent data, market trends, and internal capability gaps to create insight driven hiring strategies.
• Build proactive internal and external talent pipelines for critical roles and emerging skill areas.

Early Careers and Internal Talent Pipeline Development

• Partner with senior stakeholders and HR Business Partners within business area and the Early Careers Lead to design local early career programmes, underpinned by structured development pathways for early talent.
• Partner internally with leaders, HRBP and early career talent to ensure meaningful development experiences.
• Support to cross-functional talent initiatives whilst driving adoption of central tools and processes.

Qualifications

Experience requirements

• Significant experience in Talent Acquisition, Talent Management, HR Business Partnering or Strategic Workforce Planning.
• Experience in leading strategic talent acquisition planning and execution.
• Experience managing or partnering with vendors
• Exposure to early careers or talent development.
• Bachelor’s degree or equivalent experience.

Core Competencies

• Strategic thinking and business acumen.
• Stakeholder influence and advisory skills.
• Workforce planning expertise.
• Vendor management.
• Analytical and data-driven mindset.
• Project management and communication skills.

Additional Information

Rotork Behaviours:

• Collaborating for results: bring the right colleagues and partners together, at the right time, to achieve exceptional results for Rotork and our customers.
• Communicating with impact & purpose: Uses open communication, consistently building trust with stakeholders at all levels.
• Achieving our potential: Consistently looks for and acts on opportunities to improve themselves and others, aligning with the company's needs.
• Taking accountability: Efficiently prioritises tasks, managing dependencies and risks while balancing competing priorities, whilst driving high standards for yourself and others.
• Delivering high performance: Regularly gives feedback that is clear, respectful, and actionable, tailored to individual needs and situations. Can also coach others to do the same.
• Innovating through customer focus: Proactively seeks and uses customer feedback to make meaningful improvements that enhance future experiences.