Uniphar
healthcare services
TalentAcquisitionCoELead
“Talent Acquisition CoE Lead at Uniphar. Skills: Talent Acquisition CoE Lead, enterprise-wide Talent Acquisition (TA) operating model, scalable strategy, world‑class processes, data‑led capabilities, unified TA ecosystem, hiring effectiveness, workforce planning, external market dynamics, employer brand priorities. Own enterprise TA strategy, operating model, policies, and standards. Run governance forums (scorecards, risks, priorities)”
What You'll Achieve.
Streamlined requisition‑to‑offer workflows; Faster hiring cycles; Higher‑quality shortlists to ramp teams sooner; Evidence‑based assessment frameworks; Consistent, robust selection standards; Improved fit, performance, and retention; Market insights and DEI‑focused strategies; employer brand to compete in scarce talent markets; Optimised TA technology and vendor governance; Standardised, compliant processes that strengthen trust; accelerates productivity; improves quality‑of‑hire; reduces cost and risk; strengthens organisational agility
Industry & Context.
Process engineering and continuous improvement; problem-solving
flexibility required to interact with colleagues around the world in their time zones (i. e. it’s not a ‘9 to 5’ type of job)
What They're Looking For.
Must Have
10–15+ years in TA, with 5+ years leading a TA COE or TA Ops in a global enterprise environment, Proven record designing and governing global TA processes and assessment frameworks, Experience implementing or optimising enterprise ATS/CRM systems (e.g. , Workday), Demonstrated data‑led decision‑making influencing workforce plans, Track record building playbooks, frameworks, academies, and operating models, vendor‑management and RPO oversight experience, Prior leadership in global/matrix environments.
Nice to Have
master’s preferred (HR, Business, Analytics), Lean/Six Sigma, People Analytics, Employer Branding, Project/Change Management (e.g. , PMP), DEI, CIPD
What You'll Do.
Own enterprise TA strategy
Run governance forums (scorecards
Translate business needs into capability roadmaps
Define global role segmentation and sourcing tiers
Design and improve end‑to‑end TA workflows (REQ → onboarding)
Lead assessment framework design
Implement global process blueprint with local market flexibility
Create playbooks and embed time‑to‑shortlist and conversion checkpoints
Develop an Employer Valur Proposition (EVP) content strategy across channels
Partner with Comms/Marketing on campaigns and always‑on sourcing
Govern brand and inclusive language standards in job adverts
Build talent intelligence capability (market maps
Deliver TA analytics dashboards and funnel diagnostics
Integrate workforce planning with external supply signals
Own TA tech stack strategy (ATS
Drive self‑service and automation to improve speed and experience
integration with HRIS
Maximise adoption and training across the organisation
Manage global partner ecosystem (RPO
negotiate commercials
rationalise vendor footprint
Cultivate partnerships with universities and industry bodies
Embed DEI in sourcing
and hiring governance
Ensure accessible and inclusive candidate experiences
Build a TA Academy to upskill recruiters and hiring managers
Establish TA communities of practice
Serve as advisor to senior leaders on talent markets and workforce strategy
Deliver quarterly business reviews with scorecards and insights
Navigate change across global senior stakeholders
How You'll Work.
Team & Collaboration
Partner with Comms/Marketing on campaigns and always‑on sourcing; Integrate workforce planning with external supply signals; Serve as advisor to senior leaders on talent markets and workforce strategy; Navigate change across global senior stakeholders
Process & Methodology
Process engineering and continuous improvement, Project/Change Management (e.g. , PMP)
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