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Reckitt · 11 hours ago

Human Resources Talent Advisor - North America

Parsippany, NJ

Full-time

Onsite

Entry Level

$81K/yr - $121K/yr

2+ years exp

Reckitt is home to some of the world's best loved hygiene, health, and nutrition brands, committed to promoting a cleaner, healthier world. The Human Resources Talent Advisor will be responsible for executing core talent processes across North America, coordinating recruiting efforts, and partnering with business leaders on development planning and succession. This role will also ensure that talent practices align with business needs and strategic priorities.

Cleaning ProductsHealth CareHome Health CareManufacturingMedicalProduct Design

No H1B

Responsibilities

Coordinate the operational delivery of talent processes (e.g. performance management, calibration, talent review, succession planning, promotions, career frameworks)

Ensure consistency, compliance, and a high level of quality in process execution across the region

Partner with business leaders to embed talent processes into their unit plans and timelines

Serve as a point of escalation or advisory for complex talent cases (e.g. high-potential identification, poor performers, role transitions)

Lead end-to-end recruitment for selected roles (especially critical / strategic roles), and act as liaison to external recruitment agencies

Define sourcing strategies, manage RFPs or agency SLAs, monitor agency performance, and ensure quality of candidate pipelines

Coordinate the recruitment process with hiring managers: requirement gathering, job description design, selection, interview process, offer negotiation and onboarding

Maintain recruiting dashboards / metrics (time to fill, quality of hire, cost per hire, funnel metrics) and provide regular updates to leadership

Collect, analyze, and interpret talent metrics (bench strength, internal mobility, attrition risks, promotion rates, diversity, etc.)

Prepare regular reports (e.g. monthly/quarterly) and deliver insights to Senior HRBP, business leaders, and other stakeholders

Support forecasting and scenario modeling (e.g. talent demand vs supply, skills gaps)

Monitor the strength of leadership and key role benches across business units

Partner with business leaders to review development plans, track progress, and surface potential risks

Facilitate talent discussions (e.g. leadership reviews, succession discussions), making recommendations on readiness, development needs, and deployment

Ensure visibility of high potentials and critical roles; where needed define programs or stretch assignments

Build credibility with business leaders, HRBPs, Talent Acquisition, and other functional teams

Act as a subject-matter expert on talent frameworks, process design, and best practices

Influence manager behavior to ensure adherence to processes and adoption of talent-minded thinking

Lead or support HR and talent-focused projects (e.g. redesigning career frameworks, upgrading tools, process improvement)

Provide ad hoc analysis, scenario modeling, and problem-solving support as requested by Senior HRBP or HR leadership

Qualification

Talent acquisitionDataRecruitmentHRIS proficiencyProject managementChange agent mindsetBusiness acumenInterpersonal skillsCommunication skills

Required

Bachelor's degree in Human Resources, Business, Organizational Psychology, or related field

HR certification (e.g. SHRM-CP, PHR, CIPD, etc.) is a plus

~2+ years of relevant experience in HR/talent roles, ideally in a multinational or matrixed environment

Experience managing or working with recruitment agencies and full-cycle recruiting

Prior exposure to talent review, succession planning, or talent management processes

Experience in analytics, reporting, and deriving actionable insights from HR data

Strong analytical skills, including proficiency with Excel (pivot tables, VLOOKUP, etc.) and experience with HRIS / reporting tools (e.g. Workday, SuccessFactors, etc.)

Ability to translate data into compelling insights and narratives

Excellent interpersonal and communication skills—comfortable engaging with senior leaders

Strong project management, organization, and prioritization capabilities

Judgment and ability to navigate ambiguity, with discretion handling sensitive talent matters

Change agent mindset, with ability to influence and drive adoption of new ways of working

Business acumen: able to understand business strategies, challenges, and translate into talent imperatives