Global Head of Talent

Responsibilities

• Drive and enforce the shift from local optimisation to enterprise stewardship , raising talent decision quality, consistency, and accountability across leaders. 2.
• Establish and scale enterprise career architecture and an internal talent marketplace to unlock internal mobility and improve redeployment of existing capabilities.
• Ensure Talent Acquisition operates as a SWP‑led, enterprise‑prioritised capability , actively disrupting reflexive backfilling and aligning hiring to enterprise‑critical roles and capability gaps.
• Ensure talent is deliberately deployed to enterprise‑critical priorities , not simply to local vacancies. 4.
• Lead enterprise talent reviews, succession planning, and deployment discussions for ELT, C+1, and enterprise‑critical roles.
• Own leadership success profiles, leadership blueprint expectations, and executive education strategy.
• Ensure development approaches measurably accelerate time‑to‑readiness and strengthen succession depth for priority roles. 6.
• Ensure a single, trusted source of truth for enterprise talent, skills, succession, and workforce insights.
• Define and enforce clear governance, decision rights, operating rhythms, and standards to ensure consistent execution and sustained adoption at scale. 7.
• Own the enterprise talent scorecard , metrics, and ELT/Board reporting on critical role readiness, succession risk, internal fill, mobility, and workforce planning accuracy.
• Ensure the Talent operating model is optimised for enterprise priorities, execution capacity, ROI, and sustained delivery.
• Build deep cross‑functional partnerships with PBPs, Rewards, People Operations (People Experience), Finance, Digital, and Strategy teams to drive coordinated execution.

Requirements

• Data, Technology, AI & Talent Governance Own the enterprise talent data, analytics, and technology roadmap (e.g., Workday talent modules, marketplaces, analytics, and AI‑enabled tools).
• Leverage AI and automation to improve precision, speed, and scalability of enterprise talent decisions.

Additional details