CHARLOTTE WEBB

Progressed from Talent Advisor to Talent Manager, leading the strategic direction of recruitment across a diverse and complex organisation.

• Own and manage full-cycle recruitment across Engineering, Catering, Soft FM Services, Capital Projects, Procurement, Supply Chain, Corporate, and Commercial functions.
• Lead and develop a high-performing team of 10 recruiters, focusing on capability building, mentoring, and performance management.
• Collaborate closely with the Senior Leadership Team to align recruitment strategy with organisational change and workforce planning.
• Successfully delivered a critical hiring project, recruiting 180+ roles in under five months while maintaining full compliance and an excellent candidate experience.
• Introduced a Master Vendor model for temporary staffing, reducing agency reliance, cutting costs, and improving fill rates and governance.
• Led the implementation of a new Applicant Tracking System and digital Right to Work solution, reducing time-to-hire by 57% and enhancing compliance.
• Designed and delivered inclusive hiring and unbiased interview training for managers, increasing consistency and hiring confidence.
• Partnered with L&D on succession planning and internal mobility initiatives to support long-term talent development.
• Produce and present recruitment analytics to senior leaders, influencing resource planning and strategic decision-making.
• Serve as a trusted advisor during periods of organisational change and restructuring, assessing talent risks and providing strategic hiring support.
• Accountable for all aspects of the onboarding process, ensuring new hires are fully compliant with right to work requirements and successfully integrated into the company culture.

• Recruiting niche and specialist roles within the mining industry
• Lead on managing and expanding the team

Due to Covid this role was ended prematurely

• Progressed from Claims Handler to Talent Partner, delivering end-to-end recruitment across a wide range of business areas — including Corporate Services, Marketing and Digital, Risk, Project Management, H&S, Central Functions— requiring adaptability to tailor hiring strategies to the unique needs of each division.
• Designed and implemented end-to-end recruitment processes for a department with no existing framework, establishing structure, compliance, and consistency.
• Managed the full recruitment lifecycle, from workforce planning to onboarding, for roles across all levels.
• Built strong partnerships with divisional leaders to align hiring plans with business priorities.
• Designed targeted sourcing strategies to improve the quality of hire and reduce reliance on agencies.
• Used data to identify opportunities to improve recruitment performance, diversity, and efficiency.
• Supported internal mobility and succession planning in collaboration with HR and L&D.
• Collaborated on workforce planning activities to anticipate future hiring needs.