Global Partner Talent Management, DEI

Your Role:As Global Partner Talent Management, DEI & Senior Management TA (Talent acquisition), you will shape and drive the global approach to identifying, developing and engaging the talent and leaders required to deliver the company’s strategy and long-term success. Reporting to the Global Head Talent & Culture, you will lead the global Talent Management and Diversity, Equity & Inclusion agenda and take direct responsibility for senior management and executive recruitment across the organization. In this highly visible role, you will work closely with the senior business leaders (including Executive Committee) and the global HR community. You will establish robust and pragmatic talent processes, strengthen leadership pipelines and succession, promote an inclusive culture, and ensure that critical senior leadership positions are filled with internal and external talent bringing the technical and leadership capabilities needed to deliver the strategy.
In That Role, You Will:Global Talent ManagementDefine and continuously evolve the global Talent Management strategy, frameworks and processes, ensuring alignment with business strategy and future capability requirements.
Drive Strategic Workforce Planning, translate business strategy, priorities, and workforce analysis into workforce and capabilities gap analysis and action planningOwn the global talent review and succession planning process, ensuring a consistent approach to identifying critical talent, assessing potential and building sustainable succession pipelines for key leadership positions.
Design and maintain global approaches for talent identification, assessment, career development, internal mobility and leadership pipelines.
Partner with senior leaders and HR Business Partners to identify critical roles, succession risks and development priorities.
Drive the quality and effectiveness of talent discussions, moving the organization from talent identification toward concrete development, career and succession actions.
Strengthen the use of objective assessment methodologies, competency frameworks and talent data to support high-quality people decisions.
Monitor the health of the organization’s talent and leadership pipelines through relevant talent metrics and analyticsWork closely with Learning & Development, HR Business Partners and business leaders to connect succession needs with Learning & Development initiatives.
Diversity, Equity & InclusionShape and lead the company’s global DEI strategy and roadmap, translating organizational ambitions into pragmatic priorities and measurable actions.
Partner with business and HR leaders to strengthen inclusive leadership and increase awareness of potential bias in people decisions.
Build engagement and ownership for DEI across the organization.
Establish meaningful DEI objectives, measures and reporting that enable the organization to monitor progress and identify opportunities for improvement.
Act as a trusted advisor to senior management on DEI-related talent and organizational topics.
Ensure global initiatives provide sufficient consistency while recognizing relevant local cultural, legal and market contexts.
Lead Sustainability reporting for the social pillar, coordinating with all relevant stakeholdersSenior Management RecruitmentLead recruitment for selected senior management and business-critical positions globally, from initial search strategy through successful appointment.
Partner directly with Executive Committee members, senior leaders and HR leadership to define the role mandate, candidate profile, success criteria and search strategy.
Develop targeted market-mapping and sourcing strategies to identify relevant senior leaders.
Conduct senior-level candidate identification, approach, screening and assessment while ensuring a professional and highly confidential candidate experience.
Provide structured candidate assessments and recommendations to senior stakeholders, combining experience, leadership capability, potential, motivation and organizational fit.
Coordinate executive interview and assessment processes and support stakeholders in making evidence-based selection decisions.
Manage external search firms selectively, determining when external search support brings additional value and ensuring quality, cost effectiveness and accountability.
Build long-term relationships with senior external talent, creating a strategic network that can support both immediate searches and future succession requirements.
Connecting Internal Talent and External SearchEnsure internal succession pipelines are systematically considered before initiating external executive searches.
Compare internal and external leadership talent against consistent success profiles and assessment criteria.
Identify external talent proactively where internal succession pipelines show gaps.
Use insights from executive searches and external talent markets to challenge and strengthen internal talent and succession discussions.
Provide senior management with an