Job Title: Talent Acquisition Lead
Salary: The starting salary is £62,310, which includes allowances totalling £3,009.
The salary is broken down as £59,301 basic salary, which will increase annually until you reach the top of the scale £72,254. Plus, a location allowance of £2,009 and a non-pensionable allowance of £1,000.
Location: Kennington, Kilburn
Job Purpose
As the Metropolitan Police Service (MPS) delivers its strategic plans (e.g. New Met for London), Met Business Services (MBS) will be a key enabler in ensuring services delivered are streamlined, innovative, frontline-focused and inclusive. The Talent Acquisition Lead will report into the Senior Talent Acquisition Lead who is responsible for providing the in-house resourcing components of the end-to-end joiner process.
This role is designed to oversee and deliver officer and staff recruitment, with our partner, for the Metropolitan Police Service. Particular areas of focus include:
- Ensuring MPS recruitment services are modern, streamlined and customer centric, to attract and secure talent in a competitive and demanding environment;
- Improved levels of representation across the organisation (particularly in respect of female and BME staff);
- Maintaining optimal capacity levels across the organisation: working collaboratively with colleagues across MPS (Learning & Development, Vetting Unit, Supplier Assurance Function etc.) and other key partners such as SSCL, plus third parties, to ensure that resourcing plans meet corporate workforce planning requirements.
- Supporting leaders across the MPS in managing recruitment risk, using deep knowledge of MPS policy, relevant UK employment legislation and national policing guidance/regulations.
- Building the Met’s talent pipeline to ensure we have high quality candidates to fill key positions in a timely manner. This requires a deep understanding of the factors affecting recruitment at scale and pace in a London market.
- Acting as a Resourcing expert/business partner to provide additional support to recruitment activity within the business, such as direct sourcing, advice on assessment approach and offer negotiations.
- Providing recruitment expertise and acting as the point of contact for escalation and problem solving.
Key activities include:
- Manage projects within the resourcing space that contribute to the continuous improvement of the candidate and hiring manager experience; ensuring a strong employment offer that can attract talent into MPS into a variety of roles at different levels within the MPS to include officers, volume staff, non-volume staff and specials
- Volume Staff. Partner with MPS senior leaders to identify volume staff recruitment requirements, manage campaigns to effectively attract the right capacity, oversee the management of the pipeline of candidates, oversee assessment and manage risks.
- Work collaboratively with the MPS recruitment partner, manage service delivery, performance against service measures, that time to hire is quick and that candidates are not dropping out.
- Undertaking environmental scanning in conjunction with colleagues in the wider Met-HQ to assess how the impact of changing demographics and economic conditions and increasing competitiveness within labour markets will impact on the pool of talent available to the MPS;
- Well-developed understanding of supply pipelines and organisational requirements, producing forecasts, linking in with Corporate Workforce Planning and escalating risk as appropriate.
- Delivering ongoing efficiency and continuous improvement in end to end resourcing processes, including assessment centres, through innovative design developments to ensure competitive time-to-offer timescales and exceptional candidate experience.
- First point of escalation for resourcing issues, complaints and advice to 3rd parties, re recruitment decisions on volume police officer, MSC, Volume Police staff and non-volume staff lines
- Working with partners to support the delivery of assessment events that are fair, taking account of gender, cultural differences and norms, meeting standards for diversity and fair access of opportunities for all.
- Line management responsibilities, with a dual focus of both day to day line management duties alongside a proactive approach to upskilling both direct and indirect reports
Note: In addition you may from time to time be required to undertake additional duties necessary to meet the needs of the Met; such duties to be commensurate with the responsibilities and grading of the post.
How to apply
To begin your career at the Met, please click the "apply button “. The application process requires a comprehensive CV, a Personal Statement, and an online application form. In your Personal Statement, you should explain your interest in the position and illustrate how your skills and experiences make you a suitable candidate. Please note that you should not submit two copies of your CV, and ensure that your documents are saved in either PDF or Word format, clearly labelled as CV and/or Personal Statement.
Completed applications must be submitted by 23:55 on 6th May 2026.
Once received, your application will be reviewed against eligibility criteria, following this, your application will be reviewed by the hiring manager.
Following application review, successful candidates will be invited to interview.
