Job Title: Global TA Hub, GPS & GM Partnering Director
Function: People Experience (PEX) – Perform Tower
Work Level: WL3X
Reports to: Head of Perform Tower (PEX)
Direct Reports: Leaders of Global Talent Acquisition Hubs, Global Position Specialist Team, Global Mobility Partnering Team
Geographical Scope: Global – 8 Regional Hubs
JOB PURPOSE
The Global TA Hub, GPS & GM Partnering Director leads the integrated global operations of Hub Talent Acquisition, Position Management, and Global Mobility. The role ensures operational excellence, high data integrity, and consistent People Experience across all markets, while responding to future workforce needs via E2E journeys.
This senior leader sets the operational global strategy, provides governance, strengthens capabilities, and builds trusted partnerships with HR and business stakeholders, ensuring the PEX Operating Model is executed with excellence worldwide.
RESPONSIBILITIES
Strategic Leadership & Governance: Define and implement the global strategy for TA Hubs, Position Management, and Global Mobility. Establish global standards, demand planning, KPIs, SLAs, and governance mechanisms. Ensure alignment with Talent Acquisition CoE, Reward, Master Data Governance, and HRIT.
People & Team Leadership: Lead and develop a global network of teams across eight hubs. Build capabilities, enable growth, and foster a culture grounded in psychological safety, performance, inclusivity, and accountability.
Operational Excellence: Oversee consistent, compliant, and high-quality operational delivery in:
E2E Talent Acquisition processes for WL1 and sourcing for all WL
Workday Position & Org architecture Management
Global Mobility Partnering. Ensure data quality, SLA adherence, risk control, and process excellence.
Senior Stakeholder Partnering: Serve as the senior advisor to PEXLT in Market Heads and business leaders. Represent hubs in global governance forums and strategic workforce discussions. Influence decision-making with insights, business understanding, and operational expertise.
Data, Insights & Performance: Instill a data-driven culture across all hubs. Own data quality for TA process, position management, and mobility processes. Use analytics to drive decisions, highlight risks, and identify opportunities.
Continuous Improvement & transformation: Drive adoption of digital tools and scalable, repeatable ways of working. Embed continuous improvement mindsets and practices across all hubs (system upgrades, process redesign, simplification). Deploy all new products developed by the Innovation Tower on time and in full.
Vendor & External Partner Management: Run BAU relationships with vendors responsible for supporting and provide services based on different steps of the process (recruitment, relocation, immigration). Ensure contractual performance, compliance, and service quality. Support cost management and continuous value delivery.
People Experience Leadership: Champion the colleague experience across recruitment, joiners, position changes, and mobility journeys. Embed fairness, inclusion, accessibility, and cultural sensitivity. Ensure processes and interactions reflect Unilever’s purpose and values.
EXPERIENCE & QUALIFICATIONS
Essential
10+ years’ experience in at least two areas: Talent Acquisition operations; Position/workforce architecture/ Global Mobility or HR Operation
Proven leadership of large global or virtual teams.
Strong knowledge of Workday; familiarity with case management.
Demonstrated ability to manage complex global stakeholders and influence senior leaders.
Transformation and continuous improvement experience in matrixed environments.
Strong data interpretation and insight-generation capability.
Global compliance awareness
Unilever is an organisation committed to equity, inclusion and diversity to drive our business results and create a better future, every day, for our diverse employees, global consumers, partners, and communities. We believe a diverse workforce allows us to match our growth ambitions and drive inclusion across the business. At Unilever we are interested in every individual bringing their ‘Whole Self’ to work and this includes you! Thus if you require any support or access requirements, we encourage you to advise us at the time of your application so that we can support you through your recruitment journey.
Unilever Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Unilever and has not been reviewed or approved by Unilever.
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Healthcare Strength — Healthcare coverage is described as comprehensive, spanning medical, dental, vision, life insurance, and occupational health support alongside a 24/7 employee assistance program. Wellbeing offerings such as health checks, resilience tools, and counseling support the perceived depth of health-related benefits.
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Retirement Support — Retirement support includes a 401(k) match that reaches up to 5% of base salary, strengthening the overall value of the package. Share and savings options are also referenced as part of longer-term financial support beyond salary.
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Flexible Benefits — Benefits customization is enabled through tools such as a “My Reward” system and a “Benefits Envelope” that allows employees to personalize selections. Flexible working approaches are also associated with improved overall satisfaction, reinforcing perceived choice and adaptability in the total rewards offering.
Unilever Insights
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