Gleeson Recruitment Group seeks to identify what motivates our candidates, whether they are looking for the excitement and agility of a SME, or instead are looking to join an established global player. We ensure the identification, attraction and presentation of the right talent who will add value to the industry.
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Interim Group FP&A Analyst
Contract / Berkshire, England
My client, a global leader in the business to business sector, urgently requires a temporary FP&A Analyst to support the central FP&A team. The initial focus for this role will be the budget and forecast process however, there is a big change and transformation program taking place so there is the opportunity to be involved in other projects. The Group FP&A Analyst provides support to the global FP&A team, specifically the review and preparation of the Exec and Board reports using BPC and ByD. The budget and forecast process has just started so this role will be actively involved in supporting the group budget and working with other geographies and service lines. The successful candidate will have significant FP&A experience, ideally from a global, group perspective. You must be systems savvy (not necessarily with BPC or ByD) and able to communicate at a senior level. This is a great opportunity to work in within a change and transformation environment and help shape the future of FP&A for this organisation. By applying you will be registered as a candidate with Gleeson Recruitment Limited. Our Privacy Policy is available on our website and explains how we will use your data.
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Senior Recruiter
Permanent / Birmingham, West Midlands
Are you an experienced Recruiter who enjoys owning a business area and having accountability for the full end to end recruitment process? My client seeks an experienced Senior Recruiter to partner with a Business Area and recruit across all roles up to £50k. The role has a Birmingham base, but with lots of flexibility around home working and the opportunity to travel to other sites on occasion. Salary up to £35k + Benefits. Working as Senior Recruiter you will join an established team at a time of growth and you will have a real opportunity to help develop current recruitment processes to support the business change and growth. You will manage the full end to end process from taking a full brief through to deciding on the best routes to market, interviewing, through to offer stage. The role will at times involve assessment centres and management of volume recruitment. As a self-starter you will be able to evidence your proactive approach to the sourcing of candidates, be comfortable in recruiting across a range of roles up to £50k and experience of volume recruitment. By applying you will be registered as a candidate with Gleeson Recruitment Limited. Our Privacy Policy is available on our website and explains how we will use your data.
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Finance Manager
Permanent / Birmingham, West Midlands
Gleeson Recruitment Group are working in partnership with a well-respected financial services business in Birmingham, who are going through significant growth. They are on the lookout for a Finance Manager, who has the ambitions to grow within the business. There is a lot of flexibility within the role, with 2/3 days per week at home. The office is centrally based in Birmingham, so it's a very easy location for people commuting in. This is a perfect role for an ACA or ACCA qualified accountant, who was trained in practice (top 10) and moved into industry, working for a financial services business. Key responsibilities of the Finance Manager position: Pro-active management and identification of controls issues Production of statutory annual report and accounts Subject matter expert for all internal controls, including the review of all other internal controls deliverables Prepare and lead all accounting and control assessments with all internal colleagues Preparation of internal audit reviews Preparation and development for management accounts Oversight of balance sheets, including balance sheet reviews and quarterly reporting on key accounting areas Work and engage with the external auditors on technical accounting and internal controls matters Key requirements for the Finance Manager position: You must be either ACA or ACCA qualified Ideally, you will have worked within practice for a top 10 accountancy firm Proven experience of internal controls and audit Experience of working with external auditors Proven experience of management accounts production By applying you will be registered as a candidate with Gleeson Recruitment Limited. Our Privacy Policy is available on our website and explains how we will use your data.
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Cost Engineering & Estimating Coach - Manufacturing Consultancy
Permanent / West Midlands, England
Cost & Estimating Coach - Manufacturing Consultancy UK Midlands - Home based Up to £70,000 p.a. + Bonus + Strong Package Are you able to coach, mentor and support a range of clients across a diverse manufacturing sector base including; Aerospace, Defence, Automotive, Renewable and Industrial Manufacturing? Are you able to operate as a Business Improvement Coach within the Cost Engineering & Estimating specialism and be part of a multi-functional team to deliver tangible and real world improvements to your clients? Established in 2013, this leading UK manufacturing and engineering consultancy business has grown to almost 100 people through its successful delivery of Business Improvement and Transformation projects across the UK manufacturing and engineering client base and now is in a state of growth once again due to ever increasing workload and new clients joining their projects. Made up of many different specialist streams including engineering, finance, commercial and supply chain functions, they now require the support of an additional Business Coach within their busy Cost Engineering & Estimating Team. As leading transformation experts in the world of complex high valued manufacturing, with over 2,000 years of industry experience you will be working with a highly motivated and capable team each with their own specialism's. You will have the opportunity to transfer your knowledge whilst gaining from the experiences of others and having exposure to a wide variety of clients across the UK. In the role of a Cost Engineering & Estimating Coach will be to; Assist in development of the necessary skills to embed the required cost management capability in the Beneficiaries, ensuring best practice is shared across the business. Establish suitable cost models within the beneficiaries and provide training and coaching to support efficient use of their resources. Assist in the development of Make vs Buy analysis, external supplier should-cost analysis and negotiation support with customers and suppliers. Support the beneficiaries to develop best practice Request for Quotation and fully closed-loop New Product Introduction processes. Support and advise on financial control activities e.g. Activity Based Costing, Value stream accounting and budget control. Coach and mentor a wide range of personnel to optimise cost benefits across the product lifecycle. Share knowledge of new technologies and their beneficial impact on future costs. The role will be varied and diverse and will manage a portfolio of 5-10 clients at any one time and so will require strong organisational skills as well as the ability to coach and mentor rather than do or tell. The successful individual will enjoy working in an autonomous environment where you'll be empowered to make the recommendations and offer support/development to the clients with which you are working. You will enjoy working with people and take great satisfaction from watching them flourish as a result of your coaching and mentoring. You should be comfortable managing ambiguity, flexible in your approach and enjoy working in a role that offers a variety of challenges and be self-driven to achieve the results all parties desire. Relationship building, both internally and externally, will determine the overall success of the engagement. Successful candidates have the ability to engage with all levels within the business, with integrity and inspiration at the heart of everything you do. While being home based ideally in the Midlands area, this role requires travel to the beneficiary site and the head office from time to time, all candidates must be willing and happy to work across the breadth of the UK and could be away from home for several nights during the working week, so flexibility to travel and stay away where required is essential. If you would like to move into a consultancy type role and have the grounding and experience in Operational Manufacturing Engineering based Cost & Estimating or you already operate in this consultancy space and would like a new challenge within a work rich environment, then please contact Matt Harris to discuss in more detail. By applying you will be registered as a candidate with Gleeson Recruitment Limited. Our Privacy Policy is available on our website and explains how we will use your data.
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NEWS
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SOCIAL
2022: It’s The Perfect Time To Find A New Job, And Here’s Why
For any recruitment agency, January is a busy time. As people embrace the ‘new year, new me’ spirit, job boards are busier than ever before, as candidates and recruiters alike return to work reinvigorated after the Christmas break. Although it might be tempting to think applying for jobs right at the beginning of the year might be a bad move due to the amount of increased competition, as organisations receive new budgets and begin looking ahead to expansion plans, there’s plenty of positions to go around. It’s no wonder, then, that almost one in four UK workers have their sights set on levelling up in their career right now. If you count yourself amongst that number, then it’s good news – and we’ll explain why. Wages are finally rising The pandemic sparked a number of complex changed within the recruitment market. For one, people came to reassess their relationship with work, and realise that life’s too short to wallow in a job that has an overall negative impact on their quality of life. In addition, people who found that remote work suited them best have been prompted to leave if their employer refuses to make hybrid working a permanent policy. Perhaps most importantly of all, seven out of ten UK workers haven’t been offered any form of increased remuneration since the start of the pandemic, and 24% have also seen cuts to employee benefits and perks since March 2020. All of these factors, and more, have led to a phenomenon now known as The Great Resignation. This means that in almost all industries, there’s more open positions than there are candidates to fill them. In addition, companies are realising that low employee retention is very expensive. Thankfully, this has prompted many organisations to offer more competitive compensation packages than ever before in a bid to attract and retain new employees, particularly when it comes to senior professionals within industries such as marketing, finance, and IT. However, across the board, salaries are rising at the fastest rate in 24 years, providing plenty of reason for optimism for workers at all levels. Companies are more focused than ever on employee wellbeing Keeping employees happy is a matter many organisations have historically given little thought, aside from free tea and coffee and a beanbag corner. However, as remote work has blurred the lines between our personal and professional lives, HR leaders are prioritising mental health, and focusing on nurturing positive relationships that will inspire long-term loyalty. Organisations are taking measures to improve holistic wellbeing, knowing that people who are satisfied in their working lives are far more likely to be engaged and productive. Depending on the type of organisation, this might consist of deepening social connections between employees with team building activities, providing free access to mental health services, or offering physical exercise and wellbeing programmes. Perhaps most importantly, flexible and hybrid working has now become the default in many office-based positions, and it’s estimated that nearly 20% of all professional positions are now completely remote. This means that job seekers are no longer constrained to searching for positions within their local area, and instead can accept positions with national or even international organisations. Whatever wellbeing strategies are important to you, it’s vital to understand that if your current employer isn’t stepping up to the plate and taking these issues seriously, they’re in the minority. If your current needs aren’t being met after reasonable discussion with your employer, chances are, there’s a company out there who’s more than willing to accommodate you, especially if you’re bringing valuable skills to the table. There’s continued investment in employee growth If your professional development is important to you, then you’ll know how vital it is to find an employer that offers new opportunities to learn new skills, step out of your comfort zone, and be challenged. Not only is it vital in boosting motivation and engagement, achieving new goals and feeling accomplished also highly contributes to our overall sense of self-worth. Of course, investing in the personal and professional growth of employees also has many benefits for organisations, from a happy and engaged workforce, to reduced staff turnover. Although with the continued talent shortage companies are likely to feel that every new hire is a big win, there’s also a realisation that the work doesn’t end there: loyalty in the long term relies on demonstrating a willingness to invest in an employee’s future. There’s also a recognition that the widening skills gap can hinder a company’s ability to grow; although they might want an employee that excels in every area, from great interpersonal skills to a comprehensive understanding of the latest technology, most understand that this isn’t a realistic goal. So, when employers recognise this is an issue, many will look to upskill their existing team members, rather than look elsewhere or outsource work. Provided they’re also willing to increase compensation in line with increased work and responsibility, this is a win-win. If you feel your personal and professional development has come to a standstill at work, or it’s never been considered at all, know that there’s plenty of employers out there who’ll be willing to put in the time and effort to invest in you, if you’re willing to invest in them. Equality, diversity and inclusion is being taken more seriously than ever Here at Gleeson, we’ve written a great deal about the value of taking ED&I issues seriously. From tackling unconscious bias to taking steps to make the workplace more accommodating of disabled people, we’ve seen first-hand that such efforts drive real results in terms of employee engagement, innovation, and overall productivity. Over the past two years, awareness of wider social issues has increased, as people of colour have been impacted more significantly by unemployment, and women have struggled with the challenges of working from home whilst often acting as primary caregivers. Thankfully, many employers have taken note of struggles like these, and have formed a greater understanding that, in order for their team members to be successful, their individual struggles must be understood and accommodated. This has led not only to landmark achievements such as the right to request flexible working from day one, but also more subtle considerations such as the importance of being a true ally to marginalised groups within the workplace. If your current workplace isn’t taking such issues seriously, it can certainly be disillusioning. It’s also almost certainly a sign that the organisation isn’t cut out for tomorrow’s business challenges, and a major red flag that it’s time to move on. Preparing for interviews post-pandemic So, we’ve established that right now is an excellent time to find a new career challenge. However, if you’ve not put yourself out there for a while, this can feel intimidating. Although record numbers of people are seeking a new position, the average tenure for UK workers is still around three years. This means that most people will be unfamiliar with navigating the challenges of the post-pandemic recruitment landscape. So, let’s take a look at some of the ways you can prepare yourself for when the job interviews come rolling in. Be prepared to talk about your pandemic experience. Whether you were an essential worker, had to deal with furlough, or faced unemployment, potential employers will want to know how you faced your individual challenges with resilience and determination. Don’t be intimated, be honest and use it as an opportunity to reinforce your growth mindset. Emphasise the skills employers are looking for. Coming out of the pandemic, employers are recognising the importance of agility and planning for the future more than ever. If you can emphasise your ability to learn and adapt quickly, you’ll be well on the way to winning them over. Talk about your ability to work well remotely. Most businesses are continuing to allow employees to work from home at least part of the time, so they’ll want to be reassured that you have the self-discipline, as well as the familiarity with virtual tools, to achieve this effectively. Do your research. If you’re able to, find out the ways in which the pandemic has affected the company you’re interviewing with, as well as their industry in general. Discuss these challenges with them, issues they’re likely to face in the future, and be ready to propose solutions. Ask challenging questions. For your own reassurance, it’s vital you’re comfortable that your potential new employer has handled the challenges wrought by the pandemic in the right way. So, don’t be afraid to ask what new initiatives they’ve introduced to help care for their employees wellbeing post-Covid, and what their plans are moving forward. On the lookout for a new opportunity? Don’t wait. We’ve hundreds of positions available in industries such as accountancy, human resources, marketing and digital, IT, and many more. Alternatively, you can search all our positions here, or register with us.