Executive Search Lead

Welcome to Haleon. We’re a purpose-driven, world-class consumer company putting everyday health in the hands of millions. In just three years since our launch, we’ve grown, evolved and are now entering an exciting new chapter – one filled with bold ambitions and enormous opportunity.

Our trusted portfolio of brands – including Sensodyne®, Panadol®, Advil®, Voltaren®, Theraflu®, Otrivin®, and Centrum® – lead in resilient and growing categories. What sets us apart is our unique blend of deep human understanding and trusted science.

Now it’s time to fully realise the full potential of our business and our people. We do this through our Win as One strategy. It puts our purpose – to deliver better everyday health with humanity – at the heart of everything we do. It unites us, inspires us, and challenges us to be better every day, driven by our agile, performance-focused culture.

Role Overview 

The Executive Search Lead operates as both a strategic talent advisor and search expert, using external market intelligence and deep executive networks to inform succession, leadership pipeline and future capability strategies. Alongside delivering high-quality end-to-end executive searches, the role proactively maps critical talent markets, identifies and engages future leadership talent, and translates external insights into actionable advice for senior leaders and HR.

Responsibilities include:

• Providing advisory approach to developing strategic talent strategies linked to succession planning and longer-term organisational requirements for critical roles and capabilities.

• Being responsible for delivering successful end-to-end hiring processes for VP and SVP level candidates across multiple regions, geographies and functions as part of the global executive recruitment team.

• Build trusted relationships with senior leaders and HR stakeholders, providing expert advice on executive talent and the external market.

• Understand business strategy, organisational context and future leadership capability requirements.

• Challenge and shape thinking around role requirements, talent options and sourcing strategies.

• Bring an enterprise-wide perspective, connecting individual appointments to broader leadership and talent priorities.

• Proactively identify, map and engage external talent ahead of immediate hiring needs.

• Provide an external perspective to complement internal succession discussions and broaden understanding of available talent.

• Maintain relationships with high-value external talent to strengthen longer-term executive pipelines.

•  Build deep knowledge of relevant talent markets, competitors and critical leadership capabilities and provide insight on talent availability, market dynamics and emerging leadership profiles.

• Use research, market mapping and executive networks to identify talent pools and potential pipeline gaps. 

• Translate external intelligence and deep understanding of the external CPG environment into practical recommendations for senior leaders, HR and Talent. 

• Build strong knowledge of third-party recruitment partners and their capabilities, to ensure that the most effective search strategy is applied to any given project i.e. whether to use a search partner or own sourcing capability.

Candidate Profile:

• Significant experience in a top tier global executive search firm across multiple continents and across a range of job functions with evidence of strong delivery and well-developed candidate networks. 

• Extensive experience recruiting in Consumer Products organizations, working with Executive Team members

• Expertise in developing compensation packages for executive level candidates and deal negotiation

• Ability to make independent decisions around day-to-day occurrences while considering the wider impact of decisions and plans on other areas

• Experience managing a challenging and complex workload in an efficient and effective manner

• Working across a dynamic, complex matrix of internal and external stakeholders and customers

• Work effectively across cultural, language, legislative and geographical boundaries providing advice and leadership on talent related issues and topics.

 Job Posting End Date

Equal Opportunities

Haleon are committed to mobilising our purpose in a way that represents the diverse consumers and communities who rely on our brands every day. It guides us in creating an inclusive culture, where different backgrounds and views are valued and respected – all in support of understanding and best serving the needs of our consumers and unleashing the full potential of our people. It’s important to us that Haleon is a place where all our employees feel they truly belong.

During the application process, we may ask you to share some personal information, which is entirely voluntary. This information ensures we meet certain regulatory and reporting obligations and supports the development, refinement, and execution of our inclusion and belonging programmes that are open to all Haleon employees. 

The personal information you provide will be kept confidential, used only for legitimate business purposes, and will never be used in making any employment decisions, including hiring decisions.

Adjustment or Accommodations Request

If you require a reasonable adjustment or accommodation or other assistance to apply for a job at Haleon at any stage of the application process, please let your recruiter know by providing them with a description of specific adjustments you are requesting. We’ll provide all reasonable adjustments to support you throughout the recruitment process and treat all information you provide us in confidence. 

Note to candidates

The Haleon recruitment team will contact you using a Haleon email account (@haleon.com). If you are not sure whether the email you received is from Haleon, please get in touch.