Executive Search Consultant jobs at Philips in Netherlands, Amsterdam

About the role

In support of building a strong leadership bench for your portfolio, you will take a holistic view of talent pipelines and be responsible for supporting the business (or region or function) in building a strong Talent Bench, with the right leaders, with the right capabilities in the right locations at the right time. As such, your responsibilities will include overseeing the end to end recruitment mandates in your global portfolio, including identification, engagement, assessment, interview, offer and pre-onboarding of senior leadership talent for critical executive positions in the Philips organization.

Key Areas of Responsibilities

• Serve as a trusted advisor with executive-level leaders and other senior stakeholders to help strengthen the talent bench in the portfolio and consult on long-term organizational capabilities, as well as provide insights and recommendations on industry trends and competitors.

• Managing end-to-end seamless active search processes to attract, assess, select and onboard internal and external talent. Provide consultation and coaching to hiring teams and guide them through the recruitment process.

• Embed exceptional candidate experiences and learnings and share back with People Innovation & Experience for guidelines.

• Develop tailored recruitment strategies for client portfolios in pre-defined disciplines and execute by utilizing knowledge of internal and external talent pools to build robust and diverse pipeline of qualified candidates.

• Bring the outside in perspectives on the external landscape, industry and executive talent trends.

• Build and maintain relationships with executive-level leaders and industry contacts and build a pipeline of candidates and ensure Philips attracts and hires exceptional leaders who can drive business success and achieve strategic objectives and fit our culture.

• Collaborate on workforce planning in your portfolio to anticipate and address future talent needs and establish and drive proactive talent mapping and candidate pipelines for the critical executive roles in the portfolio.

Jobs to be done:

• Design and implement an integrated buy and build plan for the senior level roles in the portfolio, through deeply knowing the business priorities, the talent and the external marketplace.

• Proactively identify, engage, develop and mobilize, a world class Executive talent pipeline for the portfolio with the capabilities we need now and for the future.

• Build strong partnership with senior level stakeholders and business partners, acting as their trusted advisor on executive talent needs, co-shaping the approach on how to best design for future success, plan for changes, engage with talents and drive integrated win/win solutions.

• Drive thought leadership, bring in best practices on assessment, executive hiring, as well as outside in perspectives on the external talent landscape, executive trends etc.

• Contribute to evolving and strengthening our in-house Executive Search capabilities, exploring solutions to build high impact talent pipelines.

Key relationships

This position reports to Enterprise Talent & Search Lead and will closely work with:

• Other members of the Enterprise Talent and Search Team, People Business Partners and senior People Leaders.

• Colleagues in Innovation and Experience as well as People Business Services

Superpowers and Critical Competencies

Results driven:

• with a strong sense of urgency.

• Ability to handle multiple projects and deadlines, prioritize various demands, and identify/solve problems creatively.

Judgment and credibility:

• You will have very high levels of situational decision making and judgement. You will expertly decide when to challenge and when to drive for consensus. You will be confident when dealing with the most senior stakeholders and executive candidates and will not be easily thrown off of course. You will maintain high levels of credibility and build trust in all situations.

• You are an expert in assessing executive level talent, being able to quickly identify strong capabilities and development areas and matching this against the required degree of competence and skills needed.

High degree of business acumen

• Deeply understanding the business strategy, short term and long term and able to see how this translates to the Talent agenda. Ability to council, advise, influence others to drive towards the best outcomes for the business and the talents, developing and maintaining strong working relationships, and delivering results, insights and expertise for senior stakeholders in a professional manner.

Ideal Experience:

• A minimum of 10+ years of working experience in executive recruitment, ideally with a combination of both;

  • Inhouse executive recruitment roles in a global, complex matrixed environment, operating on the most senior levels of the organization,

  • Experience working in a retained executive search firm.

  • Preferably experienced recruiting for/in the HealthTech industry

• Track record of successfully partnering with diverse internal and external stakeholders including our most senior audiences (C-Suite leaders) to provide robust insight and recommendations in relation to executive talent.

• Proven experience in delivering on executive recruitment mandates end2end, from initial kick off, all the way up to and including executive level offers negotiation and onboarding.

• Experience in managing a small team

• Master’s degree in HR, Business Admin or equivalent

Onsite roles require full-time presence in the company’s facilities.
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The Executive Compensation Lead will work together with the Head of Global Rewards and the Chief People Officer in the design, development and implementation of new and revised compensation programs that apply to the Board of Management, Executive Committee and Supervisory Board. The role will serve as the technical compensation expert in Board remuneration and Dutch and international Corporate Governance, while participating in executive compensation activities and networking, as necessary. This person will be the adviser to the Remuneration Committee of the Supervisory Board.

You are responsible for

• Review market (best) practice and Corporate Governance, as well as understand expectations and needs of all relevant stakeholder groups involved in executive remuneration (investors, investor representation, proxy advisors, society, employees, employee representation, Supervisory Board, Board of Management, Executive Committee, etc.).
• Propose (adjustments) to remuneration policies for Supervisory Board, Board of Management and Executive Committee, taking into account market practice, Corporate Governance, and stakeholder expectations.
• Support Head of Global Rewards in the recommendation and design of variable incentive plans, as well as plan revisions, which are cost effective and consistent with compensation trends and corporate objectives.
• Advise Head of Global Rewards and the Chief People Officer on remuneration topics in case of hires, moves and exits.
• Ensure company compliance with all laws and good governance relating to compensation practices.
• Prepare documents for and advise Remuneration Committee on all remuneration matters for the Board of Management, Executive Committee and Supervisory Board.
• Ensure adequate reporting in the Remuneration Report.

You are a part of

This position reports into the Head of Global Rewards. You will work closely together with the other Rewards colleagues in the Center of Expertise, the Chairman of the Remuneration Committee and the Executive Committee.

To succeed in this role, you should have the following skills and experience

• Minimum 11 years of experience with Bachelor's degree OR Minimum 9 years of experience with Master's degree in areas such as Finance, Econometrics, Accounting, Rewards Management, or relevant HR-related field including Finance.
• Experience in Executive (Board of Management) Compensation, preferably gained in a consultancy environment.
• In-depth understanding of the Dutch executive compensation landscape, including the Corporate Governance and legal framework.
• Proven ability to influence and interact successfully with senior management.
• Strong project management and prioritization skills, including the ability to manage multiple, complex projects.
• Strong understanding of tax, legal and governance practice applying to executive compensation design and reporting.
• Demonstrated strong analytical skills, including attention to detail and accuracy.
• Able and passionate to explain and present complex matters in a concise, simple and transparent way.
• Language: fluent in English and proficient in Dutch is considered a plus.

How we work together

Onsite roles require full-time presence in the company’s facilities.

This role is an office role.

• Learn more about .

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• Learn more about .

About the role

In support of building a strong leadership bench for your portfolio, you will take a holistic view of talent pipelines and be responsible for supporting the business (or region or function) in building a strong Talent Bench, with the right leaders, with the right capabilities in the right locations at the right time. As such, your responsibilities will include overseeing the end to end recruitment mandates in your global portfolio, including identification, engagement, assessment, interview, offer and pre-onboarding of senior leadership talent for critical executive positions in the Philips organization.

Key Areas of Responsibilities

• Serve as a trusted advisor with executive-level leaders and other senior stakeholders to help strengthen the talent bench in the portfolio and consult on long-term organizational capabilities, as well as provide insights and recommendations on industry trends and competitors.

• Managing end-to-end seamless active search processes to attract, assess, select and onboard internal and external talent. Provide consultation and coaching to hiring teams and guide them through the recruitment process.

• Embed exceptional candidate experiences and learnings and share back with People Innovation & Experience for guidelines.

• Develop tailored recruitment strategies for client portfolios in pre-defined disciplines and execute by utilizing knowledge of internal and external talent pools to build robust and diverse pipeline of qualified candidates.

• Bring the outside in perspectives on the external landscape, industry and executive talent trends.

• Build and maintain relationships with executive-level leaders and industry contacts and build a pipeline of candidates and ensure Philips attracts and hires exceptional leaders who can drive business success and achieve strategic objectives and fit our culture.

• Collaborate on workforce planning in your portfolio to anticipate and address future talent needs and establish and drive proactive talent mapping and candidate pipelines for the critical executive roles in the portfolio.

Jobs to be done:

• Design and implement an integrated buy and build plan for the senior level roles in the portfolio, through deeply knowing the business priorities, the talent and the external marketplace.

• Proactively identify, engage, develop and mobilize, a world class Executive talent pipeline for the portfolio with the capabilities we need now and for the future.

• Build strong partnership with senior level stakeholders and business partners, acting as their trusted advisor on executive talent needs, co-shaping the approach on how to best design for future success, plan for changes, engage with talents and drive integrated win/win solutions.

• Drive thought leadership, bring in best practices on assessment, executive hiring, as well as outside in perspectives on the external talent landscape, executive trends etc.

• Contribute to evolving and strengthening our in-house Executive Search capabilities, exploring solutions to build high impact talent pipelines.

Key relationships

This position reports to Enterprise Talent & Search Lead and will closely work with:

• Other members of the Enterprise Talent and Search Team, People Business Partners and senior People Leaders.

• Colleagues in Innovation and Experience as well as People Business Services

Superpowers and Critical Competencies

Results driven:

• with a strong sense of urgency.

• Ability to handle multiple projects and deadlines, prioritize various demands, and identify/solve problems creatively.

Judgment and credibility:

• You will have very high levels of situational decision making and judgement. You will expertly decide when to challenge and when to drive for consensus. You will be confident when dealing with the most senior stakeholders and executive candidates and will not be easily thrown off of course. You will maintain high levels of credibility and build trust in all situations.

• You are an expert in assessing executive level talent, being able to quickly identify strong capabilities and development areas and matching this against the required degree of competence and skills needed.

High degree of business acumen

• Deeply understanding the business strategy, short term and long term and able to see how this translates to the Talent agenda. Ability to council, advise, influence others to drive towards the best outcomes for the business and the talents, developing and maintaining strong working relationships, and delivering results, insights and expertise for senior stakeholders in a professional manner.

Ideal Experience:

• A minimum of 10+ years of working experience in executive recruitment, ideally with a combination of both;

  • Inhouse executive recruitment roles in a global, complex matrixed environment, operating on the most senior levels of the organization,

  • Experience working in a retained executive search firm.

  • Preferably experienced recruiting for/in the HealthTech industry

• Track record of successfully partnering with diverse internal and external stakeholders including our most senior audiences (C-Suite leaders) to provide robust insight and recommendations in relation to executive talent.

• Proven experience in delivering on executive recruitment mandates end2end, from initial kick off, all the way up to and including executive level offers negotiation and onboarding.

• Experience in managing a small team

• Master’s degree in HR, Business Admin or equivalent

Onsite roles require full-time presence in the company’s facilities.
This role is an onsite role.• Learn more about .
• Discover .
• Learn more about .