Job Description
In 2024, we launched our strategic People Agenda with a focus on delivering sustainable impact through three pillars: Grow Our People, Ignite Our Culture, and Simplify How We Work, guided by our commitment to Impact with Care. To be aligned with our Philips Operating Model with the business in the lead, we simplify and synchronize how we as People function deliver our services to our respective audiences (businesses, people and people leaders) and our goal is to be more people-centric, delivering the best people experience possible.
Enterprise People Strategy is a newly created organization designed to define our People Strategy, focusing on enterprise & cross-functional priorities and meeting the needs of internal senior leadership and external stakeholders. Enterprise Talent & Search will be part of this new organization with a focus on executive audiences, integrating Enterprise Talent Management and Recruitment efforts for senior leadership positions. Within this team, the Executive Search area of expertise focuses on actively recruiting senior talent for leadership roles, using proactive headhunting, talent pipelining, market insights, and candidate intelligence. These global responsibilities span geographies and time zones.
About the role
We are seeking to recruit an experienced and highly motivated Executive Recruiter to join the Executive Search team. In this role you will have the opportunity to help solve senior leadership searches while working in partnership with the Executive Search Consultant on a primary portfolio. With exposure to a broad set of internal stakeholders and leadership challenges, you will help to recruit the best talent for our most senior level roles and become an essential member of the Executive Search team.
The Executive Recruiter role takes ownership for the delivery of recruiting exceptional talent and combines research, assessment, and relationship-building skills to deliver extraordinary service, experience and value to our hiring teams. The role of the Executive Recruiter is a role with significant responsibility, high impact and is highly visible in the organisation and with leadership.
Key Responsibilities
(Depending on the mandates and audiences, executing in collaboration with Executive Search consultant or working on the mandates independently and end to end)
- Partner closely with Executive Search Consultant to drive overall, consistent advisory (industry/segment trends) and execution for the global account portfolio (market findings, feedback from the market), generating insights and recommendation/solutions on Talent needs for key internal clients and proactively identify opportunities to exchange and introduce talent, drive improvements in experience etc.
- Define executive hiring needs and deliver cost-effective, results-oriented executive search strategies that yield the best personalized experiences and hires (internal and external) throughout the company.
- Drive search execution in collaboration with Executive Search Consultant or independently, across a global portfolio, working globally and across time zones.
- Contribute actively to the start-up phase of each search by participating in client kick-off meetings, define key jobs to be done, search strategy and target list of companies.
- Identify, (proactively) engage, attract exceptional and diverse executive level talent via a wide range of tactics and channels leveraging a direct and personalized approach.
- Provide an informed perspective on prospects/candidates and how they match against the key selection criteria, ultimately closing in on the qualified, interested and best candidates for the role.
- Anticipate what is needed to drive the search to closure and generate insights and relevant data to help influence successful completion (ensure accurate compensation data, background and reference checks, etc.).
- Drive client updates and reporting, including job descriptions, update reports, candidate reports, reference reports etc. in line with global templates, whilst ensuring high degree of data quality and consistency and capturing information real-time in the Philips’ executive candidate database.
- Continuously build on the market, talent and Executive Search expertise as a true industry expert and offer strategic talent insights, gained through conducting industry specific research, capturing robust information on internal and the external talent landscape, building, maintaining and proactively engaging with relevant executives in the marketplace to build a strong talent pool.
- Partner closely with the other pillars of the People function, including:
- Enterprise Talent Management and People Business partners of critical roles, superpowers and potential talents identified
- Rewards Services to co-craft complex executive offer packages
- Building a clear understanding of the clients in the portfolio and its place in the overall company and strategy, support your (Executive Search Consultant and) stakeholders with proactive candidate identification and introductions, ensuring a continued focus on proactively building (diverse) pipelines which we can leverage in the future.
- Add to Philips’ executive candidate pool expertise by continuously identifying and introducing new talent to Philips. Ensure that up-to-date assignment and candidate information during a search assignment is always available for colleagues, by leveraging technology and information from Philips’ executive candidate database.
Key Relationships
- Global Executive Search team
- People Business Partners, People Leader Partners
- Senior Leadership
- Rewards, Innovation & Experience
Jobs to be done
- Deeply know the market: Stay up to date on industry trends and developments, gather external market insights on competitors (and other relevant organizations), the talent landscape, as well as in the domain of executive search and senior level recruitment.
- Deeply know the business: Build strong business acumen and understanding of your dedicated account and leverage external market & talent intelligence to advise the business on talent-related topics and influence hiring and talent strategies.
- Deeply know the talent: Develop a strong network of talents, building trust-based relationships through proactive and personalized engagement, invest deeply in personal connection and knowledge of their careers, experiences and capabilities, and understand, coach, advise, and guide on motivations, career goals, challenges.
- Deeply care about the experience: Drive a structured, high-quality executive search delivery with a strong focus on candidate and client experience, ensuring seamless execution, transparency, data quality, and stakeholder alignment at every stage.
Reports to: Executive Search Consultant
Ideal Experience
- 7+ years of progressive recruiting experience recruiting executive-level talent, both gained on the agency side and in-house
- Retained search agency experience required
- Experienced in supporting pitches and commercial negotiations, bringing in new searches on the agency side considered a plus
- Direct experience having worked on searches in the Healthcare industry is preferred
- Experience developing global recruitment strategies (from identification to assessment to selection and closing) with highly developed passive recruiting skills
- Proven experience utilizing complex internet searches, social and professional networking groups, blogs, diversity resources, competitor research and the development of existing candidate relationships to build pipelines of Executive Level talent
- Proven track record in delivering a high-quality pipeline of candidates under very tight timelines
- A truly engaging recruiter with the ability to establish rapport quickly, engage challenging executives and develop trusting relationships
- Experienced in assessment of talent with behavioural-based interviewing and assessment techniques
- High proficiency with CRM software or executive search database tools
- Excellent written and verbal communication skills, whereby fluency in English is a must
- Ability to work on a global level and willingness to work across different time zones
- Minimum Ma/Ms degree required
Superpowers and Critical Capabilities
Business Acumen
- Deep understanding of the industry, the marketplace as well as the business, from a business, strategic, financial and product point of view, able to translate this to strategy/plan in own area and convey in a compelling way to the market.
- Able to partner with the business to align executive hiring with organisational goals and business needs.
Driving Results / Project Management
- Takes an end-to-end view of each project and the required resources; works at pace and with attention to detail while managing competing deadlines and priorities; has a sense of urgency.
- Strong results and delivery focus, superb project management skills, takes personal ownership to deliver best results.
- Manages recruitment mandates of self and team, and strives & drives for creating the best experiences for candidates and hiring teams, as well as operational excellence in team and projects.
Talent Ambassador
- Candidate-centric mindset, always prioritizing the candidate experience and how that can be impacted positively.
- (Proactively and continuously) Cultivates strong, trust-based relationships with Talent.
- Strong assessment capabilities, able to identify strengths, capabilities, aspirations, development areas and potential.
Trusted Advisor to Senior Audiences
- Ability to operate with a high degree of credibility and influencing power, at a high pace, in a complex setting with senior leaders.
- Excellent stakeholder management and communications skills.
- Able to accurately distil complex information and communicate it concisely to senior stakeholders.
Market and Candidate Knowledge
- Brings outside-in perspectives, uses data and insights to influence decisions, drives broader talent/recruitment solutions.
- Continuously develop self to stay up to date on industry trends and developments.
Resilience
- A high degree of resilience to work with high-demanding stakeholders at high pace under tight deadlines.
- Ability to navigate within high ambiguity and strategic work.
How We Work Together
We believe that we are better together than apart. For our office-based teams, this means working in-person at least 3 days per week.
- Onsite roles require full-time presence in the company’s facilities.
- Field roles are most effectively done outside of the company’s main facilities, generally at the customers’ or suppliers’ locations.
This is an office role.
About Philips
We are a health technology company. We built our entire company around the belief that every human matters, and we won't stop until everybody everywhere has access to the quality healthcare that we all deserve. Do the work of your life to help the lives of others.
- Learn more about our business.
- Discover our rich and exciting history.
- Learn more about our purpose.
If you’re interested in this role and have many, but not all, of the experiences needed, we encourage you to apply. You may still be the right candidate for this or other opportunities at Philips.
Learn more about our commitment to diversity and inclusion here.
