Talent Acquisition CoE Lead

Responsibilities

• A. Talent Acquisition Strategy & Governance
• Own enterprise TA strategy, operating model, policies, and standards
• Run governance forums (scorecards, risks, priorities)
• Translate business needs into capability roadmaps
• Define global role segmentation and sourcing tiers
• B. Global Process Excellence & Standardisation
• Design and improve end‑to‑end TA workflows (REQ → onboarding)
• Lead assessment framework design
• Implement global process blueprint with local market flexibility
• Create playbooks and embed time‑to‑shortlist and conversion checkpoints
• C. Employer Branding & Talent Marketing
• Develop an Employer Valur Proposition (EVP) content strategy across channels
• Partner with Comms/Marketing on campaigns and always‑on sourcing
• Govern brand and inclusive language standards in job adverts
• D. Talent Intelligence, Market Insights & Workforce Analytics
• Build talent intelligence capability (market maps, salary insights)
• Deliver TA analytics dashboards and funnel diagnostics
• Integrate workforce planning with external supply signals
• E. Technology & Automation (ATS, CRM, AI)
• Own TA tech stack strategy (ATS, CRM, AI, assessments, automation)
• Drive self‑service and automation to improve speed and experience
• Ensure compliance, security, integration with HRIS
• Maximise adoption and training across the organisation
• F. Vendor Management & Partnerships
• Manage global partner ecosystem (RPO, MSP, agencies, vendors)
• Run RFPs, negotiate commercials, rationalise vendor footprint
• Cultivate partnerships with universities and industry bodies
• G. Diversity, Equity & Inclusion (DEI) Talent Strategy
• Embed DEI in sourcing, assessments, training, and hiring governance
• Ensure accessible and inclusive candidate experiences
• H. Capability Building
• Build a TA Academy to upskill recruiters and hiring managers
• Establish TA communities of practice
• I. Executive Stakeholder Management
• Serve as advisor to senior leaders on talent markets and workforce strategy
• Deliver quarterly business reviews with scorecards and insights
• Navigate change across global senior stakeholders
• Location
• Competencies
• Technical
• Enterprise TA strategy & operating model design
• Process engineering and continuous improvement
• Talent intelligence & analytics - funnel diagnostics, market mapping
• Employer branding & digital marketing EVP, content, SEO
• TA technology leadership ATS, CRM, assessments, automation, AI copilots; systems integration
• Workforce planning partnership supply/demand modelling, location strategy
• Vendor governance RFPs, SLAs
• Global compliance & risk - data privacy, fair hiring, audit readiness
• Leadership
• Humility - Recognises personal limitations, seeks input from others, shares credit, and remains open to learning and feedback.
• Integrity & Trustworthiness - Acts consistently with values and commitments; keeps promises, behaves ethically, and earns the confidence of others.
• Strategic thinking - Looks ahead, anticipates future trends, and makes decisions aligned with long term goals and organisational direction.
• Accountability & Ownership - Takes responsibility for decisions, results, and mistakes; follows through reliably and holds others to clear standards.
• Talent Spotting & Development - Identifies potential in others, provides coaching and opportunities for growth, and takes an active role in building future capability.

Requirements

• 10-15+ years in TA, with 5+ years leading a TA COE or TA Ops in a global enterprise environment
• Proven record designing and governing global TA processes and assessment frameworks
• Experience implementing or optimising enterprise ATS/CRM systems (e.g., Workday)
• Demonstrated data‑led decision‑making influencing workforce plans
• Track record building playbooks, frameworks, academies, and operating models
• Strong vendor‑management and RPO oversight experience
• Prior

Benefits

Additional Information

Purpose: The Group Talent Acquisition CoE Lead is accountable for designing, governing, and elevating Uniphar's enterprise-wide Talent Acquisition (TA) operating model. The role builds scalable strategy, world‑class processes, data‑led capabilities, and a unified TA ecosystem that enhances hiring effectiveness across global regions and divisions. It aligns TA with enterprise workforce planning, external market dynamics, and employer brand priorities. Ultimately, the COE Lead turns TA into a competitive advantage that accelerates productivity, improves quality‑of‑hire, reduces cost and risk, and strengthens organisational agility.

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