Human Resources Talent Advisor - North America

Location: Parsippany

This job is with Reckitt, an inclusive employer and a member of my Gwork – the largest global platform for the LGBTQ+ business community. Please do not contact the recruiter directly.

We are Reckitt
Home to the world's best loved and trusted hygiene, health, and nutrition brands. Our purpose defines why we exist: to protect, heal and nurture in the relentless pursuit of a cleaner, healthier world. We are a global team united by this purpose.

Join us in our fight to make access to the highest quality hygiene, wellness, and nourishment a right and not a privilege. ​​
Our HR Team are the force for good that bring Reckitt's ambition to life. We work together to ensure the delivery of sustained profitable growth by unleashing the power of our purpose, people and performance. Now is an exciting time to be part of shaping the future of HR, influencing an exciting global organization, while developing business and functional leadership skills, all at the same time.

Whatever your role in our HR community, you'll take ownership of your projects and work streams. We focus on developing our leaders to spearhead our culture and growth, so you'll be supported and mentored to deliver the right plans to drive business performance - and we'll celebrate the results with you along the way.
About the role
The Human Resources Advisor, Talent is responsible for executing core talent processes across North America, coordinating recruiting efforts (often via external agencies), providing data driven insights and recommendations, and partnering with business leaders on development planning, bench strength, and succession. This role ensures that talent practices are delivered effectively and aligned with business needs and strategic priorities.

You will serve as a trusted HR advisor across the business, enable strong talent pipelines, and work closely with the Senior Human Resources Business Partner and Business Leaders to translate business needs into actionable programs.
Your responsibilities
Talent Process Execution & Oversight

• 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).

Recruitment Oversight & Coordination

• 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.

Analytics, Insights & Recommendations

• 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).
Bench Strength & Development Oversight

• 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.

Stakeholder Management & Influence

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