Director of Recruitment & Workforce Solutions

 

Director of Recruitment & Workforce Solutions

About PFH and the Opportunity

PFH Technology Group is a leading Irish ICT solutions and services organisation and part of Ricoh. Its Talent Solutions and Managed Resourcing services help public-and private-sector customers acquire, deploy and manage specialist technology talent, while also supporting recruitment needs across PFH and the wider group.

 

We are seeking a commercially minded senior leader to define and deliver the strategy, growth, profitability and operating model for PFH’s Talent Solutions and Managed Resourcing portfolio. This hands-on director role combines P&L ownership, new business development, strategic client leadership and operational excellence.

 

The successful candidate will build a scalable, technology-enabled business that wins new customers, grows existing relationships, protects service continuity and positions PFH as a trusted workforce partner.

Scope of the Role

The Director will lead Recruitment, Talent Solutions and Managed Resourcing portfolio, with particular focus on:

• Technology recruitment and resource augmentation.
• Long-Term Managed Resourcing (LTMR), including workforce planning, continuity and backfill.
• Strategic client relationships, service delivery and account growth.
• Team leadership, consultant development and operational performance.
• Collaboration with PFH sales, client, service delivery, bid and group teams.
• Appropriate oversight of internal recruitment priorities and relevant group recruitment activity.
• The role may also contribute to the assessment and development of new services and markets, including RPO, MSP, UK opportunities and wider Ricoh/PFH group synergies.

Key Responsibilities

Commercial leadership and growth

• Develop and deliver a commercial plan for the Talent Solutions and Managed Resourcing portfolio, translating business objectives into clear priorities, targets and actions.
• Manage divisional budget and P&L performance, including revenue, gross margin, pricing, productivity, pipeline, forecasting and investment.
• Identify opportunities to grow existing accounts and win new customers, working closely with Sales, Client Directors and relevant group teams.
• Build trusted relationships with customers, hiring managers and senior stakeholders; understand their workforce challenges and recommend appropriate recruitment or resourcing solutions.
• Sponsor selected tenders, proposals and strategic opportunities, coordinating with bid and managed service teams to develop credible, customer-focused responses.
• Track performance against plan and take timely action to address commercial or delivery issues.

Technology recruitment and service delivery

• Lead effective permanent and contract technology recruitment and resource-augmentation services.
• Ensure clients and candidates receive a consistent, responsive and professional experience.
• Work with Service Delivery and Managed Service teams to coordinate recruitment activity, meet agreed service levels and deliver bespoke customer requirements.
• Maintain effective account reviews, clear service expectations and appropriate operating processes, including contracts, purchase orders, timesheets and invoicing.
• Use customer feedback and delivery performance data to identify improvements and strengthen client partnerships.

Managed resourcing and workforce continuity

• Support reliable delivery of LTMR commitments through workforce planning, demand forecasting, talent pipelines and timely backfill.
• Maintain visibility of vacancies, candidate pipelines, delivery risks and revenue at risk.
• Work with clients and internal delivery teams to anticipate changes in resourcing demand and develop practical continuity plans.
• Identify opportunities to redeploy suitable talent and improve the speed and quality of replacement activity.

Team leadership and capability development

• Lead and develop recruitment consultants, support team members and relevant delivery colleagues.
• Set clear targets, key performance indicators, roles and standards; use regular coaching and performance reviews to support accountability and growth.
• Build a collaborative, customer-focused team culture that supports quality, productivity and sustainable performance.
• Strengthen onboarding, training and development, drawing on structured learning and practical development approaches to improve consultant capability.
• Support succession planning, engagement, inclusion and the development of future team leaders.

Operating model and continuous improvement

• Establish and improve scalable processes for technology recruitment, resource augmentation and managed resourcing.
• Clarify team responsibilities, workflows and service standards, coordinating effectively with other PFH and group functions.
• Improve recruitment productivity, service quality and cost-to-serve through standardisation, training, appropriate automation and continuous improvement.
• Support the effective use of recruitment systems, candidate and client databases, sourcing tools and performance dashboards.
• Use reliable management information to guide decisions on activity, capacity, service performance and commercial priorities.

Market and proposition development

• Develop PFH’s position in Irish technology recruitment and resourcing by deepening existing relationships and identifying relevant customer opportunities.
• Contribute to public- and private-sector business development, including tenders and framework opportunities where appropriate.
• Help assess the commercial potential of adjacent services and markets, such as RPO, MSP, UK recruitment and group-wide opportunities.
• Bring market insight into service design, account planning and investment proposals.

Governance and risk

• Promote compliant, ethical and inclusive recruitment practices.
• Ensure appropriate operational attention to GDPR, employment requirements, vetting, contractor management and customer obligations.
• Work with relevant specialist teams to address regulatory, contractual and delivery risks.
• Maintain clear escalation and corrective-action processes where service, compliance or commercial risks arise.

Executive reporting and governance

• Lead regular commercial and operational reviews for the portfolio.
• Report performance, forecasts, customer matters, team capacity, investment needs and key risks to senior leadership.
• Provide clear recommendations and follow through on agreed actions.

Experience and Qualifications

• Director-Level leadership experience in technology recruitment, staffing, resource augmentation, managed resourcing or a closely related Technology workforce-solutions environment.
• Demonstrable responsibility for a divisional or business-unit commercial plan, budget or P&L.
• Strong understanding of permanent and contract technology recruitment and the commercial drivers of recruitment operations.
• A track record of developing client relationships, growing accounts and contributing to new-business wins.
• Experience building, establishing or scaling a recruitment team, division, service or operating model with entrepreneurial approach to division.
• Experience leading consultants and support staff, setting performance expectations and developing team capability.
• Experience collaborating with managed service, bid, sales or other cross-functional teams to deliver customer solutions.
• Strong commercial discipline across pricing, margin, forecasting, productivity and divisional performance management.
• Confidence using operational and commercial data to guide decisions and communicate performance.
• Knowledge of recruitment systems and sourcing practices; interest in emerging technology-enabled process improvement.
• Understanding of GDPR and relevant recruitment, contractor and TUPE implications regarding customer-compliance requirements
• Excellent Executive level communication, negotiation, client relationship-building and people-leadership skills.
• Experience with Irish public-sector frameworks, enterprise-scale MSP or RPO is advantageous.
• UK Contractor experience, including international sourcing models would be advantageous.
• Masters Level Qualification in relevant discipline.

 

Leadership Attributes

• Commercially accountable and practical, with the ability to turn strategy into clear plans and measurable outcomes.
• Relationship-led and credible with clients, hiring managers, colleagues and senior stakeholders.
• Growth-oriented, with a strong focus on customer needs and sustainable enterprise-wide business development.
• Organised and data-informed, able to balance delivery, team performance and commercial priorities.
• A supportive, inclusive people leader who develops capability and sets clear expectations.
• Comfortable building and improving services in a changing environment.

What Success Looks Like

• A clear, achievable commercial plan with progress against agreed revenue, margin and productivity targets.
• Stronger client relationships, improved retention and a healthy pipeline of profitable opportunities.
• Reliable technology recruitment and managed resourcing delivery, with clear workforce-continuity plans.
• A capable, accountable and well-supported team with strong recruitment and client-service practices.
• Consistent operating processes and useful performance information to support sound decisions.
• A well-governed service that meets customer commitments and manages operational and compliance risks.
• A practical assessment of adjacent growth opportunities, supported by evidence and a clear business case.

Equal Opportunity

PFH is committed to an inclusive and accessible recruitment process. Employment decisions are based on the requirements of the role and the candidate’s skills, experience and potential. Reasonable accommodation will be provided during recruitment and employment where required.