Contracts Officer (Commercial - 3-day week - Belfast)

VANRATH are assisting with the recruitment of a Contracts Officer (Commercial) a leading Financial Institution that has a major presence throughout the UK

This proves to be a fantastic opportunity for a professional who wants to progress their career and widen their knowledge in a leading company.

This is a Permanent role - Based in Belfast City Centre - Total hours per week is 22.5 hours (can be done over 3 days)

Salary

For 22.5 hours total pay would be up to £24,000

Responsibilities:

This role will support our group of businesses across the UK. This is a newly created role that will sit within our Corporate Services function.

• Work closely with the business development team on new client leads and tenders and be an integral part of the process of the transformation from opportunity to agreeing the contractual terms.
• Collaborate cross-functionally and strategically to continually develop and innovative contracting solutions that will ensure the future commercial effectiveness of the client contracts.
• Ensuring that executed client contracts are centrally collated and maintain and develop internal systems to store contracts and to develop systems which allow for the extraction of key metrics and information as required by the relevant businesses and or the 3173 Group.
• Ensuring that templates are periodically updated to reflect legislative changes and maintain the template contracts on the Legal Services Portal.
• Negotiate and agree contractual terms with clients, referring to Senior Managers and external lawyers as required.
• Working with governance, risk, and compliance in maintaining the various accreditations (e.g. ISO 27001) and preparing and passing the various internal and external audits.

Requirements

• 2 years' relevant experience in a contractual/commercial role
• Good working knowledge of contractual terms
• Excellent communications skills, both verbally and in written form.

If you would like more information on this or any other role please contact Jack Groves in the strictest confidence via Vanrath.

Our recruitment consultants spend a lot of time speaking on the phone and meeting with people face-to-face each day. Recruitment consultants act as a liaison between employer and prospective employee, trying to negotiate a mutually-beneficial agreement for all parties. As candidates and HR personnel have busy professional and social lives, this can sometimes be challenging and frustrating for recruiters, but it is important for many reasons, including:

• Relationship building - ensuring that each party is satisfied with the service being provided
• Candidate referrals - referrals are a great way to get in touch with talented candidates who are similar to those that they already know and trust
• Networking - the more candidates and clients that they speak to, the broader their network and the greater their ability to connect with experienced talent
• Sharing information - having an open line of communication with all parties and ensuring that everyone is on the same page

Keeping in regular contact with candidate and client networks after a placement is also good practice for all involved. Taking an interest in a candidate's career allows the recruiter to keep a look out for roles that will suit them when they make their next career move. This is helpful to contractors who are regularly looking for new postings, and for candidates in a time of need i.e. redundancies. Similarly, keeping up a rapport with clients will keep recruitment consultants in tune with their hiring needs, allowing them to continuously meet their requirements and deliver results quickly.The best of our recruitment consultants have exceptional questioning skills. This does not mean interrogating the candidate or client on the other end of the phone. Rather it is about asking the right questions that will enable the recruiter to fully understand their needs and motivations. This is crucial as without the right information, candidates will be placed in unsuitable roles. This can only result in higher short-term turnover and a significant breakdown in trust between recruiter and candidate/client. If they do not believe that the recruiter is concerned with their best interests or willing to fulfil their needs, the relationship will suffer.

Asking the right questions will help to ensure a technical and cultural fit. A high percentage of employers value candidates who will complement the existing workforce over the best technical skillset. Similarly, candidates are more committed and motivated when they identify with their company. For example, at Proclinical, our consultants ask candidates questions about their ideal company culture, pay and benefits, preferred location and willingness to relocate to ensure that the company will meet their personal needs. Not knowing these important details from the outset can cause difficulties and delays further down the recruitment process.

The process of gathering information is also very useful for when recruiters are trying to manage expectations. This involves things like giving clients a realistic time to hire, briefing candidates on what to expect from the recruitment/interview process and handling notice periods.