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About the Role

This senior leadership role is responsible for shaping and delivering the CMS approach to talent acquisition, strategic workforce planning, and resourcing. You will translate business priorities into practical workforce and hiring plans, ensuring CMS secures the necessary people, skills, and capabilities to support its growth strategy.

Responsibilities

Lead talent acquisition, setting direction for lateral partners, experienced hires, and early careers, aligning with business strategy.
Develop sustainable and diverse talent pipelines for priority skills and roles.
Shape the firm's employer brand, employee value proposition, and attraction approach.
Lead lateral partner recruitment by understanding strategic priorities, identifying markets and talent, and supporting appointments.
Improve recruitment effectiveness through inclusive selection, assessment, and hiring processes, focusing on candidate experience and quality of hire.
Develop an agile resourcing strategy encompassing direct hiring, lateral partner recruitment, contingent labor, outsourcing, and alternative resource models.
Lead strategic workforce planning by translating business strategy into workforce, capability, and hiring plans.
Provide market intelligence and insight using labor-market data, competitor intelligence, and recruitment analytics.
Shape early careers recruitment programs, balancing business needs with future talent development.
Lead and develop the talent acquisition team, setting priorities and maintaining delivery.
Strengthen governance and supplier management, assessing effectiveness, cost, and outcomes.

Requirements

Significant senior-level experience leading an end-to-end talent acquisition function within a complex, commercially focused organization.
Experience in strategic workforce planning and resourcing.
Ability to translate business strategy into practical workforce requirements, capability plans, and hiring priorities.
Experience developing workforce and resourcing strategies that support growth, productivity, and organizational resilience.
Leadership experience across a broad talent acquisition remit, including lateral partner or senior-level recruitment, experienced hires, and early careers.
Experience developing sustainable and diverse talent pipelines, employer brand, employee value proposition, and attraction strategies.
Strong understanding of recruitment, selection, and assessment, with experience improving hiring effectiveness and supporting fair decision-making and inclusive candidate experience.
Ability to use recruitment technology, workforce data, labor-market information, and recruitment analytics.
Strong commercial judgment, considering workforce cost, utilization, productivity, service quality, and long-term capability needs.
Credibility and influencing skills to work effectively with partners, senior business leaders, and colleagues across HR and the wider organization.
Experience leading teams, setting direction and priorities, and maintaining momentum.
Strong governance and supplier-management capability.
Sound judgment and discretion when handling sensitive workforce and organizational information.
Understanding of how permanent talent, flexible resources, and AI-enabled solutions can contribute to future workforce and resourcing models.
CIPD qualification, relevant postgraduate qualification, or equivalent professional experience in talent acquisition, HR, workforce planning, organizational development, or resourcing (desirable).
Experience in a legal, professional services, partnership, matrix, or similarly complex organization (desirable).
Experience designing or embedding resource-management or utilization approaches within fee-earning or project-based teams (desirable).
Experience developing resourcing models incorporating direct hiring, partner recruitment, contingent labor, outsourcing, or alternative resourcing (desirable).
Experience using workforce planning tools, HR systems, recruitment technology, or data dashboards (desirable).
Knowledge of labor-market trends, future skills, talent availability, and competitor activity relevant to legal or professional services (desirable).

Skills

Talent Acquisition
Strategic Workforce Planning
Resourcing Strategy
Lateral Partner Recruitment
Experienced Hire Recruitment
Early Careers Recruitment
Talent Pipelines
Employer Branding
Attraction Strategies
Selection and Assessment
Candidate Experience
Recruitment Technology
Data Analysis
Governance
Supplier Management
Commercial Judgement
Influencing Skills
Team Leadership
AI-enabled Solutions

Location

Remote
Hybrid

Work Type

Full-time
Hybrid

Experience Level

Senior Leadership
Senior-level

Education Level

CIPD qualification (desirable)
Relevant postgraduate qualification (desirable)
Equivalent professional experience

Salary/Compensations

Competitive basic salary (reviewed annually)

Benefits

Competitive basic salary
Flexible, hybrid working policy
Generous bonus scheme
Up to 25 days holiday (rising to 28 days with service)
Holiday exchange scheme
Private medical insurance
Enhanced parental leave
Reasonable adjustments and accommodation for disabled talent

About the Company

CMS is a global, full-service, sector-focused law firm.

Equal Opportunity

Reasonable adjustments and accommodation for disabled talent in accordance with the Equality Act 2010.