Do you want to play a part in connecting people, pets and communities to outstanding care, anywhere?

At EBOS Group, our portfolio of businesses is built on the trusted role our 5700+ people play in supporting the health and wellbeing of people and pets across Australia, New Zealand, Southeast Asia and Hong Kong across 133 locations.

We are the largest and most diversified Australasian marketer, wholesaler and distributor of healthcare, medical and pharmaceutical products and a leading manufacturer, marketer and distributor of Animal Care brands.

From remote rural towns to global cities, in times of emergency and when experience matters, we aim to be there - keeping essential products moving and backing better outcomes for millions.

EBOS Group is publicly listed on the New Zealand and Australian stock exchanges.

The Role

At EBOS Group, we are building a Talent Acquisition function for a more complex market — one where great hiring depends on sharp business partnership, creative sourcing, market intelligence and smart use of technology. This is not a traditional recruitment delivery role, but it will still need someone who can roll up their sleeves, stay close to the business and deliver exceptional talent outcomes. 

As Talent Acquisition Lead, you will translate workforce priorities into practical hiring strategies and take ownership of the sourcing, assessment, candidate engagement and stakeholder advice needed to deliver them. The role moves between advisory conversations with leaders, deep market work and the disciplined execution required to keep complex recruitment activity moving — while giving you the opportunity to shape a future-forward TA function and bring your ideas to life.

We are building with an AI-first mindset, without losing the human judgement at the heart of great hiring. You will be expected to challenge tired recruitment habits, coach the business through change and help create a more proactive, intelligent and scalable TA model from the ground up.

The Work

You will lead TA activity across a varied portfolio of professional, specialist, operational and leadership roles, shaping hiring approaches that respond to the market rather than defaulting to generic process. The role is primarily delivery-focused, but the work will also give you room to improve how recruitment is planned, sourced, assessed and experienced by the business, including your own optimisation programs of work. 

You will:

• Define the right mix of sourcing, assessment, market insight and stakeholder advice for each role, rather than relying on one standard recruitment approach.
• Build practical recruitment strategies for roles that may require direct sourcing, talent mapping, referrals, competitor insight or structured campaign management.
• Lift the quality of recruitment delivery through stronger process discipline, better assessment practices and more intentional candidate engagement.
• Use technology, data and smarter workflows to make recruitment more consistent, measurable and commercially useful.
• Contribute to the evolution of the Talent Acquisition function while continuing to deliver against live hiring needs, with the role expected to remain strongly delivery-focused.

What you will bring

You are a Talent professional who thrives in delivery but are motivated by more than “moving roles” through a process. You bring the confidence to work close to the business, the curiosity to understand talent markets properly, and the judgement to know when a role needs a different approach. You are comfortable with pace, ambiguity and change, and you can balance practical recruitment execution with the opportunity to help build a more modern, insight-led TA function.

• Substantial end-to-end recruitment experience across professional, specialist or leadership roles, with exposure to areas such as corporate functions, strategy, technology, sales, operations or logistics. Health sector experience would be highly regarded.
• Demonstrated sourcing and search capability, including passive candidate engagement, talent mapping and experience using AI or non-standard search channels to identify talent beyond the obvious candidate pool.
• Confidence advising hiring managers, testing assumptions and using market evidence to guide better hiring decisions.
• Interest in how AI-enabled tools, data and smarter workflows can improve recruitment quality, speed and experience, with a practical understanding of responsible AI use in an ASX-listed environment.
• A continuous improvement mindset, the ability to shape by doing and the resilience to work with systems that are still evolving but ready for investment.