Role Purpose

Within the People & Culture function, the Research & Talent Intelligence Strategic Advisor delivers high-quality market, company, and leadership research to inform senior-level hiring, succession planning, and workforce strategy. The role translates external talent insights into practical recommendations, strengthens CXO/VP pipelines, and equips HR Business Partners and Talent Acquisition with decision-ready intelligence that improves quality of hire and leadership readiness.

Reporting & Collaboration

- Reports to: Head of Executive Hiring - People & Culture

- Key Partners: HR Business Partners, Talent Acquisition, DEI, Compensation, Executive O- ice, and Business Unit leaders

- Cross-Functional Interfaces: Corporate Communications (for leadership moves), Finance (workforce planning), Legal/Compliance (data governance)

Key Responsibilities

Talent Intelligence & Market Research

- Build comprehensive company profiles and market/sector synopses using annual reports, press publications, and external databases.

- Produce executive dossiers and briefing notes on C-level and Board candidates, synthesizing external signals into concise, decision-ready summaries.

Executive Hiring Support

- Develop and deliver CXO candidate presentations for leadership and hiring panels, incorporating competency indicators, risk flags, and market comparators.

- Own longlist/shortlist management for senior roles, ensuring strategic fit, diversity goals, and data accuracy across trackers.

Pipeline Strategy & Talent Mapping

- Conduct in-depth talent mapping for C-Suite/VP/Board roles to support succession and proactive hiring.

- Build strategic pipelines via advanced Boolean search, database mining, networking platforms, referrals, and specialist tools.

- Manage ~60+ mapping assignments annually with disciplined prioritization and SLA adherence.

Stakeholder Reporting & Insights

- Create periodic leadership movement and market trend reports for global stakeholders, highlighting organizational changes, competitor shifts, and emerging skills.

- Maintain dashboards on pipeline health, pass-through rates, time-to-slate, and diversity representation, enabling evidence-based HR decisions.

Governance & Operating Rhythm

- Partner with Legal/Compliance to uphold data privacy and research ethics; maintain documentation and audit trails.

- Drive a predictable operating cadence (weekly syncs, monthly talent reviews, quarterly market intelligence briefings).

Tools & Technical Expertise

- CapitalIQ (S&P Global), Factiva, Bloomberg, BoardEx, LexisNexis

- LinkedIn Recruiter & sourcing platforms

- Microsoft O- ice Suite (Excel, Word, PowerPoint, Teams)

- Familiarity with HRIS/ATS (e.g., Workday, SuccessFactors) is a plus

Qualifications & Skills

- Bachelor's degree; Master's preferred (Business, Economics, HR, or related field).

- Strong research, analytical, and data-interpretation skills; adept at synthesizing complex information into clear insights.

- Excellent communication and presentation capabilities with executive presence.

- Experience supporting senior-level/executive search or leadership succession programs.

- High attention to detail, confidentiality, and professional judgment.

- Comfort with structured problem-solving, hypothesis-driven research, and stakeholder management.

Core Competencies

- Talent Strategy Enablement: Connects external market signals to internal succession and hiring priorities.

- Stakeholder Influence: Builds trust with HRBPs, TA, and senior leaders; frames trade-o- s clearly.

- Data Integrity & Governance: Ensures compliant, high-quality analysis and documentation.

- Diversity, Equity & Inclusion Lens: Integrates diverse slates and mitigates bias in research and presentation.

- Execution Discipline: Manages multiple high-stakes assignments with urgency and rigor.

Key Performance Indicators (KPIs)

- Quality of slate: % of candidates meeting must-have criteria and competency benchmarks

- Time-to-slate / Time-to-panel: Cycle times from intake to executive presentation

- Pipeline coverage: Depth of ready-now vs. ready-soon candidates by role family/region

- Stakeholder satisfaction: Survey scores from HRBPs/hiring leaders

- Diversity representation: % of underrepresented candidates in slates

- Insight adoption: Utilization of market reports in talent reviews and hiring decisions

Employment Details

- Location: Hybrid / Onsite

- Employment Type: Full-time

- Travel: Occasional for leadership interviews or market discovery

- Equal Opportunity Statement: Committed to an inclusive, equitable hiring process

- Role Levelling: Map to internal job architecture (e.g., L5/L6)

- Competency Model Alignment: Link to leadership behaviours/values

- Workflow Diagram: Intake - Scoping - Research - Dossier - Slate Review - Panel - Decision Support

- Data Retention Policy: Explicit retention periods and access controls