UCL Career Frameworks


Recruitment and Talent - grade 8

Example job roles: HR Business Partnering, HR/Recruitment Management, Talent Consultancy

Level: Advanced


Activities and responsibilities likely to be required when working at this level

  • Developing an understanding of relevant labour markets (e.g. Engineering) and of current skills.
  • Anticipated future skills; planned workforce adjustments (e.g. maternity covers).
  • Within area of responsibility (e.g. department):
    Able to use workforce planning to identify current tactical recruitment and talent needs within area of responsibility and routes to markets (where and how to advertise).
    Understanding of HERA frameworks - grading new jobs through cross referencing HERA to job descriptions.
    Creating plans around support for apprentice assessment and development.
  • Ensuring that the UCL Ways of Working and core behaviours are embedded within approaches.
  • In a specialist recruitment role (e.g. Unitemps):
    Responsibility for managing KPIs.
    Adherence to SLA (Service Level Agreements) and a team of recruiters within area of responsibility.
    Ensuring adherence to EDI best practice.
    Tracking recruitment diversity trends.
    Designing and selecting appropriate assessment approaches.
    Run and manage cost-effective internal executive search campaigns that deliver high-quality appointments within candidate-focused process - managing candidates.
    stakeholders and salary negotiations.
  • In a specialist Talent role:
    Navigating interventions on coaching requirements to resolve a range of issues (e.g. new roles, conflict, well-being).
    Planning performance and developmental support based on appraisal (or other) data or line manager request for input. 
    Providing advice and support on succession and resource planning.
  • Raising awareness of and integrating UCL people planning activities with departmental contexts.

Personal and professional development

Development options to consider when working towards this level

Learning on the job

  • Familiarise yourself with the workforce planning principles.
  • Building an understanding on how to employ various methods to support resource planning.
  • Gain experience of managing a team of recruiters/administrators and demonstrating adherence to KPIs.
  • Build experience of executive search recruitment including candidate and stakeholder relationships.
  • Take opportunities to design or observe assessment and selection approaches.
  • Gain familiarity with financial and line management approaches.

Learning from others  

  • Taking an active role in or creating forums/networks/Communities of Practice in related areas to enhance own knowledge and understanding.
  • Maintain and manage multiple candidate and stakeholder relationships.
  • Job shadowing to gain experience in managing others.

Formal learning

  • Explore CIPD (Chartered Institute of Personnel and Development) or REC (Recruitment and Employment Confederation) level training related to resourcing/ talent (suggested level 5).
  • Attend training related to financial and line management (e.g. Managers toolbox).

* You may wish to explore the listed formal training themes / topics on LinkedIn Learning.

Transferable skills and competencies

UCL uses the Universal Competency Framework (UCF) to discuss transferable skills. Find out more details on the framework.

Leading and supervising

  • Providing direction and co-ordinating action.
  • Supervising and monitoring behaviour.
  • Coaching.
  • Delegating.
  • Empowering staff.
  • Motivating others.
  • Developing staff.
  • Identifying and recruiting talent.

Entrepreneurial and commercial thinking

  • Monitoring markets and competitors.
  • Identifying business opportunities.
  • Demonstrating financial awareness.
  • Controlling costs.
  • Keeping aware of organisational issues.

Adapting and responding to change

  • Adapting.
  • Accepting new ideas.
  • Adapting interpersonal style.
  • Showing cross-cultural awareness.
  • Dealing with ambiguity.

UCL Ways of Working

These describe expected behaviours in line with UCL culture and values.  For Ways of Working indicators and steps to development please refer to the Ways of Working website

Career Pathway roles are indicative and are not intended to be a description of the role in terms of responsibilty and duties.