What are we looking for?

TCHC is looking for an Employer Services Consultant (ESC) to establish and maintain effective partnerships with employers, facilitating the successful placement and retention of our participants into sustainable employment.

Qualifications & Experience

Essential:

• Proven ability to build and maintain strong relationships with employers across sectors, managing accounts professionally and ensuring alignment with workforce development needs.
• Experience with effective recruitment techniques, such as personality-based interviews and work trials, to support job placements.
• Strong communication skills to convey opportunities to employment coaches and teams.
• Success in achieving KPIs related to job outcomes and employer satisfaction.
• In-depth knowledge of local labour markets and trends, with the ability to promote the social value of inclusive hiring.

Desirable:

• Experience in supported employment.
• Background in developing sector-specific training and managing employment-related projects.
• Strong negotiation skills for securing new opportunities and adapting roles to participant needs.
• Familiarity with account management systems and data accuracy.
• Adaptability to changing labour market conditions and an established network within industries.
• Knowledge of social value principles and how they impact community outcomes and employer partnerships.

Knowledge of analysing data and reporting.

Main Tasks & Responsibilities

• Engage with local employers to understand their recruitment needs and align these with the skills of our participants. Develop and maintain strong relationships to facilitate successful job placements and long-term partnerships.
• Work with national employers who have a presence in the local area to explore opportunities for participants. Build relationships with these employers to ensure they are aware of the local talent pool and the benefits of hiring our participants.
• Participate in local employment networks and chambers of commerce to build connections and stay informed about local labour market trends. Leverage these relationships to identify new employer partners and opportunities for participants.
• Work closely with Employment Coaches to understand participants’ needs and aspirations.
• Share vacancy information, coordinate job placements, and ensure participants receive necessary support.
• Maintain regular communication to tailor job opportunities to participants’ specific skills and goals.
• Arrange local employer meet and greet sessions / pre interview sessions within the office or at the employer’s premises for participants to attend.
• Deliver sector specific workshops with participants to share information on current vacancies and to assist with job applications.
• Contribute to team meetings with employment coaches and team managers as required.
• Produce accurate and timely reports on progress for monthly performance reviews with Restart Performance Manager
• Assist the Performance Manager with analysing data within the participant cohort, to understand and action gaps in provision, skills and vacancies within the team.
• Work to KPI and targets as set out by Restart Performance Manager

Note: These responsibilities serve as an initial outline for the tasks that the post holder will initially be expected to perform. Changes may occur over time to accommodate evolving job requirements and adapt to shifting circumstances.

Furthermore, given the dynamic nature of our operational environment, it is crucial for individuals in these roles to demonstrate flexibility and a willingness to travel to different work locations. This outline represents an initial plan and will be subject to periodic review as part of our Continuous Professional Development process.

Confidentiality

The individual in this role is responsible for upholding the confidentiality of information pertaining to clients, staff, and other stakeholders. Certain aspects of their work involve handling confidential information, which should not be disclosed to individuals outside the scope of their official duties. It is imperative that the post holder consistently always adheres to the provisions of the General Data Regulation Act.

Safeguarding, Prevent & Equal Opportunities

TCHC is dedicated to promoting equal opportunities and preventing discrimination for everyone. Our commitment extends to adhering to Safer Recruitment Policies, safeguarding practices, complying with the Prevent Duty, and advocating for the well-being of children, youth, and adults. In pursuit of our dedication, we will continuously enhance and refine our robust safeguarding processes and procedures, fostering a culture of safeguarding among our team members and volunteers.

Commitment to Safeguarding

TCHC is committed to Safeguarding and promoting the welfare of children, young people and adults. All staff are expected to adhere to our Safeguarding & Child Protection Policy and the safeguarding responsibilities outlined in their job description.

We conduct Safer Recruitment Checks on all staff prior to confirming a start date, in line with Keeping Children Safe in Education. An online search of information within the public domain is conducted on all candidates who are invited to interview.

This post is exempt from the Rehabilitation of Offenders Act (ROA) 1974. The amendments to the ROA 1974 (Exceptions Order 1975, (amended 2013 and 2020)) provide that when applying for certain jobs and activities, certain spent convictions and cautions are ‘protected’, so they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. The MOJ’s guidance on the Rehabilitation of Offenders Act 1974 and the Exceptions Order 1975 provides information about which convictions must be declared during job applications and related exceptions, and further information about filtering offences can be found in the DBS filtering guide.

Please see our Recruitment with Safer Recruitment Policy for further information, or get in touch on 01923 698430 or [email protected]

Pre-employment checks

The company also conducts an internal online search on social media platforms in accordance with the Keeping Children Safe in Education guidance. Should any pertinent information arise from this search, it will be discussed with the applicant as part of the recruitment process.

Please note that upon a successful job offer, the company performs digitalised right-to-work checks and initiates DBS applications through an external service provider. An enhanced DBS check, including the barred list, is mandatory for this role.