Mercury is the European leader in construction solutions.
We build and manage complex engineering & construction projects for the world’s leading corporations. Our solutions help deliver technologies and life changing advancements that connect people, communities and businesses, giving them the power to achieve incredible things. Our people have the courage to be innovative. Their determination and sharp focus enable us to deliver with certainty, time and time again.
We deliver our clients’ visions through leading edge construction solutions across multiple sectors, including: Enterprise Data Centres, Advanced Technology & Life Sciences, Hyperscale Data Centres, Fire Protection.
At Mercury, it is our duty to encourage and back our people to realise their vision of themselves. We place them at the heart of what we do, providing challenging opportunities to develop within a great team in a supportive environment that allows them to reach their full potential.
Role Overview
The Global Head of Talent Acquisition is accountable for shaping and delivering the Group’s global talent acquisition strategy to enable sustainable growth and long‑term organisational capability. This role operates at enterprise level, partnering with executive leadership to anticipate future workforce needs, design a globally scalable talent acquisition operating model, and ensure the organisation can attract and secure critical talent in highly competitive markets.
The role provides strategic leadership across all regions, setting global standards, frameworks, and priorities while enabling regional execution. It plays a pivotal role in executive hiring, succession planning, workforce capability development, and the organisation’s employer brand.
Key Responsibilities of the Role:
Enterprise & Global Talent Strategy
- Define and own the global talent acquisition strategy, ensuring alignment with the Group’s business strategy, growth plans, and long‑term capability requirements.
- Act as a strategic advisor to the Executive Team on workforce trends, global talent risks, and future skills needs.
- Provide talent input into market entry, expansion, and acquisition decisions, identifying talent availability and execution risks early.
Global Operating Model & Governance
- Design and own the global talent acquisition operating model, including decisions on centralisation vs regional delivery, use of partners, and investment in capability.
- Establish global standards, policies, governance frameworks, and success measures for talent acquisition across all regions.
- Ensure consistent, ethical, and compliant hiring practices globally, with regional leaders accountable for local execution.
Executive Hiring & Succession Enablement
- Lead and govern global executive recruitment and critical role hiring in partnership with the Executive Team.
- Support succession planning by identifying external talent pools and long‑term pipelines for business‑critical and leadership roles.
- Provide market insight on executive talent availability, competitiveness, and emerging capability trends.
Workforce Planning & Capability Enablement
- Partner with HR leadership to translate business strategies into forward‑looking workforce plans.
- Ensure scalable, future‑focused talent pipelines are in place for priority skill areas and strategic roles.
- Shift the organisation from reactive hiring to proactive capability building.
Technology, Data & Insight
- Own the global TA technology and analytics roadmap, including ATS, AI‑enabled sourcing, and recruitment marketing tools.
- Leverage data and insight to inform executive decision‑making, investment priorities, and continuous improvement.
- Establish enterprise‑level reporting and dashboards that provide visibility of global hiring performance, risks, and trends.
Employer Brand & Global Talent Attraction
- Define and steward the organisation’s global employer brand and employee value proposition.
- Oversee global recruitment marketing strategies, ensuring local relevance within a coherent global narrative.
- Position the organisation as an employer of choice in priority talent markets.
Diversity, Equity & Inclusion
- Embed inclusive hiring principles into global TA strategy and governance.
- Partner with leadership to improve diversity outcomes in leadership and critical roles.
- Track progress and ensure accountability for equitable hiring practices across regions.
Leadership & Capability Building
- Build, lead, and mentor a high‑performing global talent acquisition leadership team.
- Enable regional TA leaders to deliver through clear strategy, governance, capability development, and coaching.
- Foster a culture of strategic thinking, accountability, and continuous improvement within TA.
Essential Criteria for the Role:
- Bachelor’s or master’s degree in human resources, Business, or a related discipline.
- Extensive experience in talent acquisition, with significant time operating at global enterprise level, in particular in AMERS, Europe and APAC regions.
- Proven track record of designing and scaling global TA strategies and operating models.
- Experience leading executive search and supporting succession planning at senior leadership level.
- Strong commercial mindset with the ability to influence executive stakeholders.
- Deep understanding of global labour markets, TA technologies, and data‑driven decision‑making.
- Comfortable operating in complex, high‑growth, multi‑region environments, with flexibility for global travel.
Mercury is an equal opportunities employer.
