•  The role is responsible for supporting critical leadership, specialist and scarce-skill recruitment across multiple geographies while ensuring consistent recruitment standards, processes, assessment practices and candidate experiences.
• The role partners closely with Heads of Human Capital and Talent Specialists across all operating countries to strengthen recruitment capability, improve quality of hire, build future talent pipelines, support succession readiness and drive consistent recruitment governance, processes and standards across the Group.
• The role serves as the Group Centre of Excellence and subject matter expert for talent acquisition, providing strategic leadership, governance, capability building, technology enablement and operational support, while continuously improving talent acquisition standards, practices and outcomes across the Group.

Talent Acquisition

• Support the delivery of executive, leadership, specialist, and scarce-skill recruitment across the Group by partnering with key stakeholders and in-country Talent Specialists.
• Build and maintain strategic talent pipelines, drive direct sourcing initiatives, and leverage market intelligence to meet current and future workforce needs.
• Ensure an exceptional candidate experience, effective management of external recruitment partners, and the continuous improvement of recruitment outcomes while aligning hiring decisions with organisational values, leadership expectations, and succession planning objectives.

Recruitment Governance and Process Excellence

• Develop and maintain consistent talent acquisition frameworks, processes, governance standards, and reporting across the Group to ensure compliant, effective, and efficient recruitment practices.
• Drive continuous improvement through the use of recruitment technologies, data analytics, and performance metrics, while acting as the Group subject matter expert on talent acquisition systems, methodologies, and best practices.
• Build recruitment capability across the business by promoting standardisation, enhancing sourcing expertise, and improving the quality and effectiveness of hiring outcomes.

Competency-Based Selection and Interview Capability

• Develop and maintain competency-based interview frameworks and selection tools for critical roles.
• Design and maintain competency-based interview guides and question banks.
• Support the development of role-specific assessment and selection frameworks.
• Coordinate assessment processes and external assessment providers.
• Ensure appropriate assessment methodologies are applied consistently across recruitment activities.
• Build capability in competency-based interviewing, assessment and evidence-based selection practices amongst Talent Specialists, hiring managers and interview panel members.
• Promote fair, objective and evidence-based hiring decisions

• Develop strategic external talent mapping and talent community strategies for leadership, specialist and future capability requirements.
• Conduct market intelligence research to identify emerging talent trends and future capability requirements.
• Build and maintain relationships with prospective candidates and talent communities.
• Support succession planning activities through proactive external talent mapping.
• Provide recruitment market insights and recommendations to business leaders and Human Capital teams.

Employer Branding and Talent Attraction

• Support the development and execution of employer branding and talent attraction strategies that strengthen the organisation’s Employee Value Proposition and position the Group as an employer of choice.
• Partner with Human Capital teams and business leaders to deliver targeted recruitment marketing campaigns, manage the Group’s digital employer brand presence, and create engaging talent attraction content.
• Monitor campaign performance and candidate engagement metrics to continuously enhance employer brand effectiveness and attract high-quality talent.

Graduate and Early Career Talent

• Develop and implement a Group-wide graduate and early careers talent strategy to build sustainable talent pipelines and support future capability requirements.
• Partner with universities, professional institutions, and operating countries to drive graduate recruitment, employer branding, and campus engagement initiatives. Ensure consistent recruitment practices, build stakeholder capability, and monitor programme effectiveness to optimise graduate attraction and conversion outcomes.

Onboarding and Induction

• Coordinate onboarding and induction processes for senior leadership appointments across the Group.
• Lead onboarding and induction activities for Corporate Office employees.
• Develop, maintain and continuously improve standardised onboarding and induction frameworks across countries.
• Partner with country teams to ensure consistent onboarding practices and employee experiences.
• Monitor onboarding effectiveness and identify opportunities to improve new employee integration and time-to-productivity.
• Ensure onboarding processes support employee engagement, retention and organisational culture integration.

Diversity, Equity, Inclusion and Belonging (DEI&B)

• Support the delivery of inclusive recruitment practices that advance the Group’s diversity and representation objectives.
• Build diverse talent pipelines, strengthen access to underrepresented talent pools, and monitor diversity metrics to drive equitable hiring outcomes and compliance with legislative requirements.

Continuous improvement and Technology

• Identify opportunities to automate and streamline recruitment processes.
• Monitor emerging recruitment trends, technologies and best practices.
• Support the implementation of innovative talent acquisition solutions across the Group.
• Use recruitment data, analytics and market insights to continuously improve hiring outcomes and decision-making
• Drive continuous improvement initiatives to enhance recruitment effectiveness, candidate experience and operational efficiency.

Qualifications & Experience Required