Senior Specialist, Talent Strategy & Attraction

Pandora; København; Hybrid; DKK 1,000,000 - 1,500,000; Full time

Job summary

Reporting to the Director, Talent Strategy & Attraction, you sit at the centre of how Pandora identifies, assesses and attracts its future leaders. This strategy-style HR role owns the executive talent cycle end to end and translates leadership priorities into clear standards, tools and insight for senior stakeholders.

You will design global hiring standards, build dashboards, manage vendor relationships and activate our employer brand across priority markets, with no direct reports and strong

Qualifications

• Problem solving in consulting-style contexts.
• Strong ownership across multiple workstreams.
• Ability to build clear dashboards and shape data into insights.
• Builder mindset: turn complex processes into usable playbooks and tools.
• Comfort working with executives with high attention to detail.

Responsibilities

• Own the executive talent cycle end to end: planning, preparation meetings, decision materials, data packs and follow-up
• Track the Talent COE's priorities and KPIs, flag risks early and keep the agenda moving
• Design the global hiring standards, playbooks and toolkits that markets actually use
• Build the reporting and analytics that turn hiring data into insight for leadership
• Shape how we assess talent: tools, guidance, external partners and quality of decisions
• Help activate our employer value proposition and employer brand across priority markets
• Manage key vendors and talent technology; no direct reports, high ownership

Skills

Problem solving

Project ownership

Data dashboards

Builder mindset

Executive presence

People mindset

Hands-on attitude

Strategy consulting

Job description

Reporting to the Director, Talent Strategy & Attraction, you sit at the centre of how Pandora identifies, assesses and attracts its future leaders. It is a strategy-style role inside HR: you own the executive talent cycle end to end, turn leadership priorities into clear standards, tools and insight, and work directly with senior stakeholders. Recruitment expertise is welcome but not required - structured thinking, project ownership and strong analytics matter more.

Key responsibilities

• Own the executive talent cycle end to end: planning, preparation meetings, decision materials, data packs and follow-up
• Track the Talent COE's priorities and KPIs, flag risks early and keep the agenda moving
• Design the global hiring standards, playbooks and toolkits that markets actually use
• Build the reporting and analytics that turn hiring data into insight for leadership
• Shape how we assess talent: tools, guidance, external partners and quality of decisions
• Help activate our employer value proposition and employer brand across priority markets
• Manage key vendors and talent technology; no direct reports, high ownership

What you bring

• Consulting-style problem solving: structuring ambiguous talent questions, building the analysis and landing clear recommendations with senior stakeholders
• Strong project ownership across parallel workstreams, deadlines and senior stakeholders
• Comfort with data: you build clear dashboards and draw conclusions leaders can act on
• A builder's mindset: you turn complex processes into simple, usable playbooks and tools
• Confidence working with executives, with high attention to detail and follow-through
• Curiosity about people and leadership; no prior recruitment or HR experience required
• A hands-on approach and willingness to take on and deliver multiple tasks independently
• Backgrounds we welcome: strategy or management consulting, corporate strategy, business transformation, analytics - as well as talent attraction or HR project delivery

What you will deliver

• An executive talent cycle that runs on time, with decision-ready materials
• Clear visibility on Talent COE priorities, milestones and KPIs
• A close partnership with the VP Talent office on the executive talent agenda
• Hiring standards and playbooks documented, published and adopted in markets
• A reliable reporting cadence that makes hiring performance transparent
• Better quality hiring decisions through well-run assessment tools and guidance
• Markets equipped with practical, ready-to-use materials rather than theory
• Employer brand content activated where it matters most for our growth
• Talent technology and vendors running smoothly and delivering value
• Strong relationships with Cluster, C&S and Global Office talent leaders
• A trusted partnership with People Analytics and HR systems on data and reporting
• Why it's a great move: broad exposure to senior leadership, a clear remit you own from day one, and a fast route into enterprise talent strategy

Icing on the cake

You will be working out of our beautiful Head Office in Copenhagen V, established in 2016 and designed to unite and inspire our teams. Besides our beautiful interiordesignwe are also proud of our LEED Gold Certification for Energy and Environmental Design. This means that we use as few natural resources as possible and that we use them with respect. The result is a professional and dynamic space that is unique, comfortable and inspirational - and delivers a true Pandora experience to anyone who works here or comes to visit.

About Pandora

Pandorais the world's largest jewellery brand, specialising in the design, crafting and marketing of accessible luxury jewellery made from high-quality materials. Each piece is created to inspire self-expression, allowing people to share their stories and passions through meaningful jewellery. Pandorajewellery is sold in more than 100 countries through 7,000 points of sale, including more than 2,800 concept stores.

Headquartered in Copenhagen, Denmark, Pandora employs around 39,000 people worldwide and crafts its jewellery with 100% recycled silver and gold. Pandora is committed to leadership in sustainability and has set out to halve greenhouse gas emissions across its value chain by 2030. Pandora is listed on the Nasdaq Copenhagen stock exchange and generated revenue of DKK 32.5 billion (EUR 4.4 billion) in 2025.