Senior Manager, Talent Acquisition

Job Summary

Frasers Property's Early Careers programmes are established and delivering the intended strategic outcomes. We are looking for someone to run them well: deliver each intake smoothly, refine what works, and to make improvements or enhancements as the business needs change. The role also leads recruitment up to Director level roles, working closely with hiring managers from start to offer.

While we generally expect the prioritization to be 60% Early Careers and 40% Talent Acquisition, it may vary through the course of the year. If you are someone who is highly organised, pays close attention to detail, builds strong relationships with stakeholders at every level, and wants to build and create value beyond sourcing, this may be the right opportunity for you.

Job Description

Early Careers Programmes

• Deliver the Management Associate and Internship Programmes end to end, including attraction, selection, onboarding, placements, rotations and graduation or conversion.

• Plan and deliver each internship batch across the financial year, including programme-wide sessions, events, communications and logistics. Adapt the format as the programme evolves.

• Plan and manage the annual Early Careers budget, covering events, campus activity, programme sessions and people costs. Not limited to tracking spend against plan and flagging variances early.

• Support the MA cohort and its business-specific tracks, while coordinating with sponsoring leaders on rotations, mentoring and programme touchpoints.

• Run the intern, MA and manager feedback surveys for each intake. Turn the results into practical, well-evidenced recommendations for programme adjustments.

• Design and deliver programme enhancements and new components within the existing framework and bring stakeholders along with each change.

• Keep programme data accurate and current, including headcount, conversion, retention and feedback. Report on outcomes to P&C leadership and the business.

• Maintain relationships with universities, polytechnics and relevant government or industry bodies. Represent Frasers Property at selected campus and career events.

Recruitment

• Lead end-to-end recruitment up to Director level roles: intake with hiring managers, sourcing strategy, assessment and offer

• Advise hiring managers on market conditions with talent insights data, candidate availability and realistic timelines.

• Drive the recruitment process ensuring compliance and discipline, with accurate records, clear candidate communication and consistent practice across markets.

• Maintain recruitment metrics and reporting and flag risks to hiring timelines early.

What Success Looks Like

• Early Careers intakes are delivered on time and on target, with no avoidable gaps in delivery.

• Programmes are delivered within the agreed budget, with clear visibility of spend.

• Participants, managers and business sponsors report high satisfaction.

• Conversion and retention of interns and MAs are strong.

• Roles up to Director level are filled within agreed timelines with quality hires.

• Programme and recruitment data are accurate and ready for reporting at any time.

• Hiring managers and programme stakeholders trust the role as a reliable partner.

Key Qualification

• 8-10 years' experience in talent acquisition, ideally in-house, with hands-on involvement in graduate, internship or MA programmes.

• Strong planning, project and budget management skills. You can run multiple intakes, events and requisitions in parallel without dropping details.

• Excellent attention to detail in data, communications and process.

• Confident stakeholder management. You can work with senior leaders, hiring managers and HRBPs, and push back constructively when needed.

• A practical, improvement-minded approach: you refine what exists rather than rebuild it.

• Clear written and verbal communication, including presenting outcomes and recommendations.

• Experience with an applicant tracking system. Familiarity with SAP SuccessFactors Recruiting or an equivalent HRMS is helpful but not essential.

• A degree in HR, Business or a related field.