The Opportunity
We are looking for someone who is happy to work as an individual contributor and who has succession planning experience and has worked in a global organisation. This is a unique, “hands‑on” role for a talent professional who wants to move beyond traditional recruitment or generalist HR and focus on finding and identifying talent. You will help build our global critical role bench, creating and tracking internal and external pipelines crucial to our future success. You will be the one to build the “Golden Thread” between internal talent assessment and external market pipelining.
This role is for you if:
* You are a pragmatic problem solver. You don't need a massive agency budget; you know how to use LinkedIn, AI tools, and your own network to map a market.
* You are data‑literate. You’re comfortable working with spreadsheets and Workday to turn messy succession data into a clear risk map.
* You enjoy assessment. You want to go deeper than just “hiring” — you want to understand why a leader is successful and help internal successors close their readiness gaps.
* This is an Individual Contributor role. You’ll be doing the mapping, the outreach, and the internal talent reviews yourself.
Core Responsibilities
* Succession Mapping: Audit our current critical roles and build a 12‑month plan to find or work in conjunction with the Head of Talent Development to build capable talent for them.
* Agile Executive Sourcing: Execute targeted external searches for senior leadership roles. You’ll be expected to headhunt directly where possible to reduce reliance on expensive search firms.
* Building the Toolkit: Help us select and embed the right low‑cost, high‑impact AI sourcing and assessment tools to make our talent process more efficient.
* Stakeholder Partnering: Act as a credible advisor to senior leaders, providing “outside‑in” market intelligence on what our competitors are doing.
* Assessment developing benchmarks and tools to measure capability and potential that can be effectively applied both internally and externally.
* Internal Development Tracking: Work with Regional HR leads and Head of Talent Development to ensure that “Ready in 2 years” internal candidates actually have the development support they need to become “Ready Now” and we can measure our progress as a team and organisation, reducing risk, managing our talent and planning for our future success.
* Candidate Experience and search management: Manage end‑to‑end seamless active search processes to attract, assess, select and onboard internal and external talent; embed exceptional internal and external candidate experiences and learnings and manage 3rd‑party relationships with search and executive firms where required.
Qualifications
* Proven Experience: You’ve likely worked in an in‑house Talent Management function or a high‑end Executive Search firm with pipeline management experience.
* The “Hunter” Skillset: You are excellent at identifying and engaging passive talent directly.
* Relationship Builder: You are able to navigate matrix organisations and influence at all levels.
* Assessment Interest: Experience (or a strong desire to develop) in leadership assessment tools (e.g., Hogan, PAPI).
* Grit: You are happy to “muck in.” We are building the plane while flying it, so you need to be comfortable with ambiguity and limited resources.
* Commercial Mindset: You understand that every internal promotion we land and every direct hire we make saves the business significant cost.
Benefits
* Competitive salary and bonus scheme
* Hybrid working
* Rentokil Initial Reward Scheme
* 25 days holiday, plus 8 bank holidays
* Employee Assistance ProgrammeDeath in service benefit
* Healthcare
* Free parking
Equal Opportunity Employer
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.
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