This role is focused on succession management for key critical leadership positions, providing market mapping, executive recruitment, external executive/ senior leader landscape oversight and competitive intelligence as well as building external pipelines.
This position will bridge internal talent management with external executive search capabilities and requires a strategic leader who can identify, develop, and recruit transformational leaders. Ensuring a personalised development plan is in place for internal successors and an external talent network is in place for all critical executive hires. It will be responsible for building a strong Talent Bench, with the right leaders, with the right capabilities in the right locations at the right time. It will also be a highly visible ambassador for the organisation, acting as e the guardian for the exceptional candidate experience at the senior leader level.
Main Tasks:
- Develop an executive global talent acquisition strategy and build and maintain robust external talent pipelines through proactive sourcing and feeding into regional and local leadership teams, as well as third party partnerships.
- Serve as a trusted advisor with executive-level leaders and other senior stakeholders to help strengthen the talent bench in critical role succession plan and consult on long-term organizational capabilities, as well as provide insights and recommendations on industry trends and competitors.
- Ensuring all identified successors have a development plan in order to improve their readiness score or manage both colleague and hiring manager expectations.
- Build relationships with passive candidates through targeted outreach utilising data-driven talent identification and AI-powered sourcing.
- Developing and managing market mapping initiatives, leveraging AI-driven platforms and recruitment technology.
- Building relationships with external talent sources (universities, professional institutions)
- Conducting executive search for senior-level positions both directly where possible and in partnership with engaged search firms; negotiating favourable robust terms of engagement, developing key relationships and leveraging global partnerships commercially.
- Making sure search lists where possible are representative and champion inclusion.
- Tracking talent acquisition metrics (cost per hire, time to fill, quality of hire.)
- Manage end-to-end seamless active search processes to attract, assess, select and onboard internal and external talent. Provide consultation and coaching to hiring teams and guide them through the executive recruitment process.
- Embed exceptional candidate experiences and learnings and share back with HRLT for best practice
- Develop tailored recruitment strategies for leadership roles in pre-defined disciplines and execute by utilizing knowledge of internal and external talent pools to build robust and diverse pipeline of qualified candidates.
- Bring the outside in perspectives on the external landscape, industry and executive talent trends.
Requirements:
- Bachelor's degree in HR management, business administration, or a related field. A relevant professional certification (e.g., CIPD, PMI-RMP) is desirable.
- International Talent Acquisition resourcing, consulting / advisory delivery and strategic planning on a global scale at an executive / senior leadership level is essential.
- Experience with retained executive search methodologies.
- Experience of executive recruitment fee and contract negotiation.
- Demonstrable experience of identifying and assessing successful leadership skills, styles and traits.
- Strong knowledge and experience of assessment tools, leadership development frameworks.
- Executive presence and ability to influence C-suite stakeholders.
- Direct sourcing and networking experience.
- Excellent analytical and problem-solving skills, with the ability to identify and assess risks and develop appropriate mitigation strategies.
- Strong communication and stakeholder management skills, with the ability to collaborate effectively with cross-functional teams and senior management.
- Proficiency in project management methodologies and tools.
Benefits:
- Competitive salary and bonus scheme
- Hybrid working
- Rentokil Initial Reward Scheme
- 25 days holiday, plus 8 bank holidays
- Employee Assistance Programme
- Death in service benefit
- Healthcare
- Free parking
At Rentokil Initial, our customers and colleagues represent diverse backgrounds and experiences. We take pride in being an equal opportunity employer, actively encouraging applications from individuals from all walks of life. Our belief is that everyone irrespective of age, gender, gender identity, gender expression, ethnicity, sexual orientation, disabilities, religion, or beliefs, has the potential to thrive and contribute.
We embrace the differences that make each of our colleagues unique, fostering an inclusive environment where everyone can be their authentic selves and feel a sense of belonging. To ensure that your journey with us is accessible if you have any individual requirements we invite you to communicate any specific needs or preferences you may have during any stage of the recruitment process. Our team is available to support you; feel free to reach out to (joanna.sharpe@rentokil-initial.com) if you need anything
Be Yourself in Your Application! At Rentokil Initial, we value innovation, but we want to see the real you! While AI can help with structure and grammar, make sure your application shows your true passion and understanding of the role. A personal touch will help you stand out.
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