People & Talent Partner

About the Role

We are looking for a People & Talent Partner who is curious about people, ambitious about building a great organisation, and excited to challenge how HR is traditionally done.

This is not a purely administrative HR role.

You will work across talent acquisition, employer branding, employee engagement, learning & development, people analytics and organisational improvement. You will be given real problems to solve, room to experiment, and opportunities to work directly with business leaders.

We are looking for someone with strong potential rather than many years of HR experience. You may be early in your career, but you should be sharp, articulate, resourceful and hungry to learn.

You should be the kind of person who doesn't just ask:

"What is the HR process?"

but also:

"Why are we doing it this way, and can we make it better?"

What You Will Do

1. Talent Acquisition & Talent Strategy

Help us find and attract people who can make Bloomthis better.

You will:

• Partner with hiring managers to understand the actual capability needed for each role, beyond simply following a job description.
• Source and engage potential candidates through job platforms, LinkedIn, referrals, universities, communities and creative sourcing channels.
• Conduct candidate screening and interviews.
• Develop thoughtful interview questions and assessments that help us identify capability, attitude and potential.
• Improve the candidate experience from first contact through onboarding.
• Build talent pipelines for important and difficult-to-fill positions.
• Track recruitment metrics including time-to-fill, source effectiveness, offer acceptance and hiring quality.
• Proactively recommend improvements to how BloomThis recruits.

Your job is not simply to fill vacancies. Your job is to help us raise the quality of people entering the organisation.

2. Employer Branding

Help us make Bloomthis a company that talented people want to join.

You will:

• Work with our Brand team to develop employer-branding content and campaigns.
• Tell authentic stories about our people, culture and working environment.
• Develop our presence across LinkedIn, social media, career platforms and relevant communities.
• Explore university partnerships, career fairs, internship programmes and other talent communities.
• Identify creative ways to build awareness of Bloomthis as an employer.
• Develop employee stories, behind-the-scenes content and other recruitment materials.

We want someone who understands that recruitment today is also marketing.

3. Employee Engagement & Culture

Help create an organisation where people feel connected to what we are building.

You will:

• Support town halls, company events and internal communications.
• Identify recurring employee concerns and recommend improvements.
• Work with different departments to understand the employee experience.
• Help strengthen company values and culture through everyday practices rather than simply posters and events.
• Develop recognition and employee-engagement initiatives.
• Support employee engagement surveys and translate feedback into practical actions.

We are not looking for someone whose definition of employee engagement is simply organising birthday celebrations.

We want someone who thinks seriously about what makes good people want to stay, contribute and grow.

4. Learning & People Development

Help our people become better at what they do.

You will:

• Identify learning and capability gaps across the organisation.
• Develop an annual learning and development calendar.
• Coordinate internal and external training programmes.
• Support leadership and manager development initiatives.
• Improve onboarding and probation programmes.
• Work with managers to develop employees with strong potential.
• Track whether learning initiatives actually improve performance.

Over time, you may also be involved in competency frameworks, career pathways and succession planning.

5. Performance & Organisational Development

Help us build better managers, teams and ways of working.

You will:

• Support improvements to our performance management system.
• Review how goals, KPIs and expectations are communicated.
• Support probation and performance-review processes.
• Participate in selected organisational-development projects.
• Research HR and organisational practices from other companies and industries.
• Identify inefficient or outdated people processes and propose better alternatives.
• Help translate business priorities into practical people initiatives.

You should be comfortable asking:

"What problem are we actually trying to solve?"

before designing another HR process.

6. People Analytics

Help us make better people decisions using data rather than assumptions.

You will analyse areas such as:

• Employee turnover
• Recruitment funnel and time-to-fill
• Absenteeism and attendance
• Employee engagement
• Headcount trends
• Employee tenure
• Probation outcomes
• Performance trends
• Training effectiveness
• Reasons employees leave

You don't need to be a data scientist but you should enjoy looking at information, identifying patterns and asking "Why?". More importantly, you should be able to turn data into recommendations.

What We Are Looking For

Intellectual Curiosity - You learn quickly and are genuinely curious. When you encounter something you don't understand, your instinct is to research it, ask questions and figure it out. You don't need someone to provide instructions for every situation.

Strong Communication - You communicate clearly and confidently in both written and spoken English. You know that the way something is communicated can be just as important as what is being communicated. You should be comfortable speaking with employees, candidates, managers and senior leadership.

Analytical Thinking - You are comfortable working with numbers, spreadsheets and information. You can distinguish between: "This is what happened." and: "This is why I think it happened, and this is what we should do about it."

Resourcefulness - When faced with something you haven't done before, you don't immediately say: "I don't know how." You figure out where to start.

Creativity - You enjoy experimenting with better ways to recruit, engage, communicate and develop people. You are comfortable proposing ideas that haven't been tried before.

Courage - You can respectfully disagree. You don't need to be the loudest person in the room, but you should be willing to speak when you have a point of view.

People Instinct - You genuinely enjoy understanding people. You are empathetic without being afraid to hold people accountable. You understand that being good at HR sometimes means having difficult conversations.

High Standards - You care about the quality of your work. You notice details. And when something doesn't make sense, you ask questions rather than simply following the process.

Who Can Apply

We welcome candidates from diverse academic and professional backgrounds.

Your degree does not need to be related to Human Resources.

Candidates from disciplines that develop strong analytical, communication or problem-solving capabilities — including psychology, communications, economics, finance, science, engineering, law, marketing and other fields are encouraged to apply.

Fresh graduates with exceptional potential as well as candidates with approximately 1–4 years of relevant experience are welcome.

Previous experience in recruitment, consulting, marketing, communications, research, analytics, people operations, employer branding or organisational projects can be an advantage, but is not mandatory.

Potential, learning agility and quality of thinking matter more to us than your job title or years of experience.

What Success Looks Like

Within your first 12 months, we would expect you to:

• Improve the quality and effectiveness of our recruitment process.
• Build stronger talent pipelines for key positions.
• Improve Bloomthis's employer-brand presence.
• Develop useful people analytics and turn them into recommendations.
• Improve at least several existing HR/people processes.
• Build strong working relationships with managers across the company.
• Demonstrate that you can independently own increasingly complex people projects.
• Develop a strong understanding of how the business works, not just how HR works.
• Introduce meaningful improvements to employee engagement.

Ultimately, we want you to grow from someone who executes People initiatives into someone who can advise the business on People decisions.

Why Join This Role?

This role is suitable for someone who wants an accelerated learning opportunity.

You will not be confined to one narrow HR function. You will have exposure to recruitment, culture, employer branding, analytics, organisational development and business leadership.

You will have opportunities to work closely with senior management, take ownership of meaningful projects and see the impact of your work directly.

If your ambition is simply to become better at HR administration, this may not be the right role.

But if you want to understand how great people, great managers and great organisations are built, we would like to meet you.