2,465 Recruitment Agency jobs in the United Kingdom

The UK commercial aviation industry is booming, with passenger travel and cargo demand at record highs. Aviation Recruitment Network is one of the longest-established aviation recruitment specialists, supplying skilled, security-cleared professionals across transport & logistics, cargo, retail, hospitality, airport support services, and technical aircraft maintenance & repair.

We’re looking for a sales-driven Recruitment Agency Manager to lead our East Midlands Airport branch (DE74 2SA) . This is a hands-on, high-autonomy role where your leadership, business development, and personal billing success all matter. Occasional travel to Luton, Birmingham, and northern airports is required.

What we offer:

• £42,500–£8,000 basic + realistic 5,000 OTE (uncapped).
• Hybrid working: 4 days in the office, 1 from home.
• Fully expensed company car.
• Autonomy to shape branch growth and client strategy.
• LinkedIn Recruiter Pro, Sales Navigator, major job boards & aviation client database.
• Structured management training & career progression.
• Retail discounts, social events & free on-site airport parking.

Key responsibilities:

• Lead and develop a team of 180° & 360° consultants.
• Drive new business and maximise existing client revenue.
• Deliver temporary, contract, and permanent recruitment solutions.
• Take full P&L responsibility for the branch.
• Build strong nationwide client relationships.

What we’re looking for:

• 4+ years’ experience as a Recruitment Branch/Agency Manager with proven sales leadership.
• Experience managing a client portfolio and driving business growth.
• Strong knowledge of temporary and permanent recruitment solutions.
• Full UK driving licence.

Why join Aviation Recruitment Network?

We’re a trusted partner to airlines, airports, ground handling companies, and global brands. You’ll have a strong client base, premium resources, and the freedom to grow your branch while maximising your earnings. If you thrive on sales, leadership, and results, this is your chance to elevate your career – and your income – to new heights.

Salary

£35,335 - £37,847

Working Pattern

Full Time

Vacancy Approach

External

Location

Manchester

Region

North West

Closing Date

27-Oct-2025

Post Type

Permanent

Civil Service Grade

HEO

Number of jobs available

1

Reserve List

12 Months

Job ID

10853

Job description

Role title:

Human Resources (HR) Advisor - North West

Team/Directorate:

Judicial HR Business Partner and Organisational Design & Development Team (HRBP and OD&D team)

Overview of the role:

With a passion for people/operational management, and a desire to build an HR generalist foundation for a future career, the post holder will work with the HR Business Partners (HRBPs) to optimise effective working relationships and HR support for the judiciary.

Judicial Office HR (JO HR) places judicial office holders at the centre of our service, ensuring we are visible, proactive as well as responsive, and that we collaborate with colleagues across the Judicial Office, and beyond to ensure we provide judicial office holders with excellent HR support and professional expertise.

JO HR supports the senior judiciary, judicial leaders, and works in partnership with His Majesty's Courts & Tribunal Service (HMCTS) and Ministry of Justice (MoJ) to ensure the Lord Chief Justice and the Senior President of Tribunals have a properly resourced, visible and accessible HR service based on the needs of the judiciary.

Summary:

Reporting to a HRBP, the post holder will need to be agile, forward looking and ready to adapt to the evolving priorities of the judiciary.

The mission of the HRBP and OD&D team is to provide professional and quality support, advice and guidance to judicial office holders and by adding this value we further the delivery of justice. Our collaboration with wider Judicial HR, Judicial Office and HMCTS colleagues is key to support a common purpose to provide a seamless service to all judicial office holders. We are proud to make a difference to judicial office holders through the service we provide.

The role involves a proactive approach to problem solving and finding solutions to HR challenges. With a detailed understanding of the judiciary and their unique position as office holders the role is key to enabling accurate interpretation of HR policy, and the delivery of HR processes to maintain sufficient support to the judiciary.

The post holder will contribute to the link between the judiciary and the HR Centres of Expertise and Operations teams working collaboratively to achieve effective outcomes.

As a key point of contact to the judiciary, the post holder will be required to manage judicial expectations and gather intelligence to provide specialist advice or deploy the appropriate service from within the Judicial Office. This is an ambiguous environment, and the post holder must be comfortable working autonomously and proactively, garnering credible information from a range of sources to provide accurate advice.

Responsibilities, Activities & Duties:

• Appraising, assessing and adapting to a range of issues on a day-to-day basis and offering options to assist the judiciary in discharging their pastoral responsibilities.
• Building relationships and personal credibility with the judiciary, including regular travel to the courts and tribunals across the North West region.
• Supporting the HR triage service to judicial office holders. This requires a keen attention to detail, and the ability to ensure information and advice provided is timely, and accurate.
• The post holder will have autonomy to make decisions within their area of work, to deploy appropriate resources using initiative and in communication with their established network of contacts across the wider HR community.
• Consider sensitive or multiple opposing opinions to establish facts; establishing the best approach; determining appropriate methodologies; analysis to ensure quality and application of results.
• Exercise judgement, knowing when to seek advice and guidance from their management team as appropriate.
• Interpreting HR advice may require follow up questions, discussion or further investigation to understand the wider impact of the issue.
• Decisions might involve considerable discretion but will be constrained by policy and informed practice.
• Operating as an integral member of the HRBP/OD&D Team, scanning for emerging trends and acting as an intelligent customer into the wider HR Team on behalf of judiciary located in the Regions.

Key tasks:

Working

• ly with the HRBPs to support delivery of a strategic field-based HR service.
• Analysing HR data and applying understanding to decide on an appropriate intervention or course of action and making recommendations to the HRBPs.
• Sickness absence monitoring and escalating any concerns or trends to the HRBP.
• Provide advice to enable judicial leaders to take proactive steps to deal with or pre-empt issues relating to judicial health, welfare and to provide high quality timely advice on specific or generalised HR problems.
• Formulation of reports which can be fed back into key areas of the organisation.
• Oversight of all record keeping, ensuring compliance with GDPR and data retention policies.
• Liaison with HMCTS on complex workplace adjustment cases.
• Collation of Judicial Office Holder appeal information, and drafting of briefing notes.
• Supporting the HR triage system, ensuring the advice and signposting is accurate and timely.
• Signposting complex queries to the correct part of JO HR.
• Responding to queries which require review of numerous policies and T&Cs in order to provide accurate advice.
• Providing HR support to the judiciary, taking minutes in appropriate meetings which require HR to be present.
• Forming a collaborative relationship with stakeholders namely regional support units to garner insights on regional performance.
• Demonstrate commitment to continuous development, professional expertise and skill.

Behaviours & Strengths (for Recruitment/Success Profiles):

Behaviours

• Communicating and influencing
• Working Together
• Making effective decisions
• Managing a Quality Service

Strengths may also be assessed at interview but these are not shared in advance.

Essential Knowledge, Experience and Skills:

• An ability to forge strong working relationships; being recognised as a trusted Advisor.
• Able to work well under pressure.
• Experience of managing change.
• Excellent communication skills, both in verbal and written formats, including the confidence to speak with authority when operating at a senior level.
• Experience of working in an operational delivery environment and/or knowledge and experience of HR, or as a manager working with complex problems.
• Experience of working with data and Microsoft Office applications.
• Confidence working autonomously and in an ambiguous environment.

Desirable Knowledge, Experience and Skills:

• Understanding of the judiciary.
• Previous experience of working in a HR team/environment.

Technical Skills/ Qualifications:

• Credible HR/operational experience.
• Level 3 or 5 CIPD qualified or willing to work towards. This role can be linked to the HR Apprenticeship (Level 5) and as a route into CIPD qualification.

Security clearance required:

Security clearance will include a requirement of CTC and DBS

Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements w business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone's circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised role: all successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale. This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity).

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location's respective pay scale (any legacy arrangements/locations will need to be amended).

Some of MoJ's terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, w they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ's Flexible Working policy.

Benefits

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years' service.

T is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension

The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks

The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. T are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.

Support

• A range of 'Family Friendly' policies such as opportunities to work reduced hours or job share.
• Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
• For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on or Childcare Choices. You can determine your eligibility at
• Paid paternity, adoption and maternity leave.
• Free annual sight tests for employees who use computer screens.

Working for the Civil Service

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

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

• To Transformative Business Services Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-);
• To Ministry of Justice Resourcing team (resourcing-management-);
  To the Civil Service Commission (details available- )

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team.

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wver it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy.

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.

For further details about the initiative and eligibility requirements visit:

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Contact Information

MoJ:

If you require any assistance please call Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-

Please quote the job reference 10853

HMPPS

If you require any assistance please call Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-

Please quote the job reference 10853

• August North West HRA (Job Description Attachment)

Behaviours

Behaviours Application Form Question Word Limit

250

Communicating and Influencing

Experience

We will assess your experience for this role via the following methods

CV or Work History, Statement of Suitability

Evidence of Experience

CV or Work History, Statement of Suitability

Interview Dates

To Be Confirmed

Behaviours

Working Together

Making Effective Decisions

Managing a Quality Service

Strengths

Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed .

Use of Artificial Intelligence (Al)

You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.

Level of security checks required

DBS Basic

Counter Terrorism Check (CTC)

• Develop and implement a strategic talent acquisition plan to meet current and future workforce needs.
• Oversee the full recruitment lifecycle, from sourcing and screening to offer negotiation and onboarding.
• Build and manage a strong employer brand to attract top-tier candidates.
• Lead, mentor, and develop the talent acquisition team.
• Utilize HR technology and data analytics to track recruitment metrics and identify areas for improvement.
• Develop and maintain relationships with external recruitment agencies and strategic partners.
• Ensure compliance with all relevant employment laws and regulations.
• Collaborate with senior leadership to understand workforce planning needs and develop proactive recruitment solutions.
• Drive diversity and inclusion initiatives within the recruitment process.
• Manage the recruitment budget effectively.

• Develop and implement comprehensive talent acquisition strategies to meet current and future hiring needs.
• Lead the full recruitment lifecycle, including sourcing, screening, interviewing, and onboarding.
• Partner with hiring managers to understand their staffing requirements and define role specifications.
• Utilize a variety of sourcing channels, including job boards, social media, professional networks, and recruitment agencies, to identify qualified candidates.
• Build and maintain a strong pipeline of passive and active candidates for critical roles.
• Ensure a consistent and positive candidate experience throughout the recruitment process.
• Develop and manage employer branding initiatives to attract top talent.
• Track and analyze recruitment metrics to measure effectiveness and identify areas for improvement.
• Stay abreast of market trends, compensation benchmarks, and best practices in talent acquisition.
• Manage the Applicant Tracking System (ATS) and ensure data accuracy.
• Mentor and guide junior members of the HR/recruitment team.

WORKING WITH US

The founder and sponsor of the Harris Federation, Lord Harris of Peckham, opened our first school in 1990. We have, over the past thirty years, implemented ideas and initiatives that have transformed the opportunities of pupils from working class and disadvantaged backgrounds. Harris academies are widely recognised as a force for social mobility. We are immensely proud of the role that our alumni are now beginning to play in the world and of what we believe our current generation of pupils will go on to achieve.

We now have over 50 schools educating more than 40,000 young people across London and Essex, and employ over 5,000 staff across our academies and head office. With the majority of our academies located in areas of high socioeconomic disadvantage, a high-quality education is key to the futures of the pupils we serve.

As a provider of employment and education, we value the diversity of our staff and students, and all our staff are equally valued and respected. We are committed to providing a fair, equitable and mutually supportive learning and working environment for our students and staff.

Our work will impact many generations to come, and our staff come from all backgrounds and walks of life, coming together to inspire young minds. We promote an inclusive culture that embraces the valuable and enriching contribution that all of our community make. We continue to be proactive in uplifting and supporting all voices at Harris.

To discover more about our culture, ethos and what it is like to work here, visit the Why Work For Us page.

ABOUT THIS OPPORTUNITY

We are seeking a proactive and knowledgeable HR Advisor to join our central HR team. You’ll support a group of academies, providing expert guidance on HR policies, employee relations and workforce initiatives, while contributing to projects that shape the future of education.

This is a dynamic generalist role requiring strong communication, analytical skills and a collaborative mindset. You’ll be part of a pioneering multi-academy trust known for transforming schools and empowering communities. With access to outstanding CPD, a supportive team and a culture of excellence, this is a fantastic opportunity to grow your HR career in a purpose-driven environment.

MAIN AREAS OF RESPONSIBILITY

Your responsibilities will include:

• Delivery of a generalist HR advisory service to the Federation and our Academies, providing up to date and informed HR guidance and support on HR policies, processes and systems
• Providing professional advice and support to Federation and Academy leaders in all areas of HR practice and employee relations such as grievance, disciplinary, performance management and sickness absence management, escalating complex cases as appropriate to the Head of HR and HR Business Partners
• Supporting the HR Business Partner with organisation change programmes including redundancy, restructuring and TUPE transfers; preparing documents, supporting planning, due diligence completion etc.
• Participating in the development and delivery of HR policy skills workshops for line managers and academy HR
• Assisting with end-to-end employee lifecycle and payroll processes
• Preparing HR documents and create and maintain templates
• Producing management information reports
• Evaluating job descriptions and providing advice and guidance on salary bandings to ensure a consistent and fair approach
• Assisting with the development and implementation of HR policies and procedures

For a full job description, please download the Job Pack.

WHAT WE ARE LOOKING FOR

You should be able to demonstrate:

• Experience providing generalist HR advice on terms & conditions, application of policies and first line employee relations
• Up-to-date knowledge of employment law & current HR practice
• Qualifications to degree level, or equivalent experience
• At least part qualification to CIPD Level 5 or equivalent by experience with a willingness to study
• Excellent spoken and written communication skills
• Confidence and ability to develop and maintain professional relationships at all levels
• Discretion and diplomacy, with the ability to adhere to confidentiality requirements

For a full job specification, please download the Job Pack.

APPLYING FOR THIS POSITION

If you would like to discuss the opportunity further, or if you have any questions, please contact us via email to arrange a conversation.

Before applying please ensure you download the job pack from our careers website, this will help with completing your application. Please note that we only accept applications submitted online before the closing date.

When applying, you will have the option to import your CV or use a LinkedIn profile which will auto populate the online application. 

A reminder to check your junk mail for our email communications and add us to your safe senders list to ensure all future email communication is received.

OUR VISION & VALUES

Our vision, from the start, has been to provide the structure and services needed for our schools to amount to more than the sum of their parts, and to free-up our teachers and leaders to focus on one thing and one thing only: the outstanding education of all their pupils. Our young people and communities are at the heart of everything we do. Our core mission has always been to close the educational gap between young people from disadvantaged backgrounds and their peers. Our ambition is one where every child in London, no matter their background, has equal access to high quality education, giving them the same opportunities and potential to succeed.

We know there are many challenges facing our young people and the communities we serve, and that’s why we need determined people like you to help us tackle those inequalities. Whilst each of our academies has their own unique cultures and values; as a whole Federation, we have four core values which are central to successfully achieving our vision: Excellence, Collaboration, Support, and Innovation. We are proud of our values because they guide us in how we work allowing us to achieve the best possible outcomes for our young people, communities, and colleagues.

IMPORTANT INFORMATION

Safeguarding Notice

The Harris Federation and all our academies are committed to ensuring the highest levels of safeguarding and promoting the welfare of children and young people, and we expect all our staff and volunteers to share this commitment. All offers of employment are subject to an enhanced Disclosure and Barring Service (DBS) check, references, an online search, and where applicable, a prohibition from teaching check will be completed.

Equal Opportunities

The Harris Federation is an equal opportunities employer and welcomes applications from all suitably qualified candidates. We value the diversity of our staff and students, and everyone at the Harris Federation is equally valued and respected. We aim to be an inclusive employer that reflects the communities we serve. We are committed to providing a fair, equitable and mutually supportive learning and working environment.

WHAT WE CAN OFFER YOU

Harris has a strong culture of collaboration and best practice, with professional development and career planning at its centre. We invest in our staff with support, coaching, mentoring, and a wide range of top-quality training programmes delivered at every level.

You will also have access to a variety of benefits, support programmes and initiatives including:

• Excellent opportunities for continuous professional development and career progression
• Annual performance and loyalty bonus
• Pension scheme (Teachers' Pension Scheme or Local Government Pension Scheme) with generous employer contribution
• 26 days' annual leave (inclusive of our Christmas Eve closure day) plus bank holidays, rising to 27 days after 2 years' service, or equivalent for staff on term time contracts
• Harris Wellbeing Cash Plan including cover for routine and specialist healthcare
• Employee Assistance Programme for free and confidential advice
• Cycle to work salary sacrifice scheme
• Wide range of shopping, leisure, and travel discounts
• 20% off at Tapi Carpets, exclusive to Harris employees
• Interest-free ICT and season ticket loans

For most non-teaching staff based at our Head Office in East Croydon, we also offer lifestyle friendly working arrangements including flexible start and end times, and hybrid working with two days from home and three days on site.