HEALTHCARE & PHARMACEUTICALS

WHAT WE DO

At Veredus, we are organised by sector focus but work in an integrated fashion to pool our deep knowledge and functional expertise.  Within our Health and Pharma Practice, we provide a comprehensive range of services from market insight and foresight, bespoke executive search, selection, assessment and leadership development.  Gathered over more than 30 years, our consultants experience spans more than 500 board level, executive, non executive and senior leadership appointments across: public and private health care commissioners, regulators and providers; local government and social care; big pharma; not for profit and third sector health related organisations.  We have worked successfully to appoint to some of the most challenging and leading edge senior leadership roles locally, regionally, nationally and internationally.  This enables us to offer you access to a wide range of established, diverse professional, clinical and operational networks.

Having a deep understanding of our market, means we can accurately advise on each assignment, whether this be for a Chair, NED or CEO or, functional role (finance, HR, IT, COO, estates and facilities), general management (turnaround, operations, programme management, Deputy CEO), clinical and medical.

Increasingly with high demand roles in clinical and medical areas, clients have turned to our executive search services. We are able to demonstrate working successfully on appointments for consultants in the public and pharma sectors that have included: public health, radiology, histopathology, emergency medicine, psychiatry, frail, elderly, paediatric, medical physicists and nephrology.

Across the sector, over the last 10 years and beyond, many of our clients have turned to us to find ‘new thinking’ and leaders from other sectors, consequently, we have developed skills in searching for candidates from non-traditional backgrounds and sectors and work with them to successfully transition into a new culture, environment and sector.  Our approach to supporting their development and potential to make a prominent impact helps set us apart from many of our competitors.

FIND OUT MORE

HEALTHCARE & PHARMACEUTICALS

Read More
  • Ben Manojlovic

     

  • Emily Kneller

     

  • Neal Mankey

     

OUR LATEST ROLES

Interim CEO of Primary Multi Academy Trust

East Midlands

Pro rata salary. Range circa £90K to £97K

​I am delighted to be working with this primary Multi Academy Trust (MAT) as it looks to engage an interim CEO for the academic year 2022/23. The role will be part time, 2 to 3 days a week. Hybrid working. The role would suit a serving MAT CEO who has additional capacity, a recently retired MAT CEO or a professional interim MAT CEO. Ideally you will have a primary background though outstanding secondary practitioners will also be considered.  It is essential that you have excellent school improvement credentials, you will be highly strategic in your approach to growth and you will be an engaging and engaged leader with an open and approachable leadership style. To find out more about this exciting, new opportunity, please contact Paul Horgan on 07833 481211 and/or email me a copy of your CV to paul.horgan@veredus.co.uk

Apply

Director of Diversity and Inclusion in Professional Practice

Wolverhampton

Competitive Remuneration Package

​ The University of Wolverhampton holds a distinctive place within the Higher Education sector, delivering excellence in teaching and research, widening access and business engagement. Having begun life over 190 years ago to enhance the education and skills base of the workforce of what is today a major industrial conurbation we have continued to fulfil and develop the role to meet the needs of the regions we serve. As the ‘University of Opportunity’, the University of Wolverhampton is an integral part of economic growth and social change within the West Midlands and beyond. With over 10,000 students, Education, Health and Wellbeing is the largest Faculty in the University with seven Schools: Public Health Studies, Psychology, Sport, Society and Community, Allied Health and Midwifery, Nursing and Education. As a professionally-oriented Faculty, we are deeply embedded within the region, working with hundreds of partners in the West Midlands but also nationally and internationally. We are now seeking to appoint a Director of Diversity and Inclusion in Professional Practice who can support us on our Diversity and Inclusion journey to continue to ensure greater inclusivity and to achieve equity of outcome for all who study and work with us. Reporting into the Dean of Faculty, you will play a key role in the senior Faculty Executive Team and will be responsible for creating and leading the Faculty’s diversity and inclusion strategy as well as the development of collaborative D&I projects with external partners in the education, health and wellbeing sectors, overseeing research, knowledge exchange, practice collaborations and securing external funding. This is an exciting time to join the University of Wolverhampton as we are embarking onto the next stage in our journey, and we are seeking an inspiring leader. You will have experience in the field of diversity and inclusion and will have professional standing within one or more of the faculty’s discipline areas. You will be enthusiastic about developing diversity and inclusion internally with colleagues as well as externally building strong partnerships with organisations such as hospitals or schools to better deliver on diversity and inclusion issues.  Key to the Faculty’s strategy is increasing the diversity of senior leadership and so we particularly welcome applications from Black and Global Majority candidates who are under-represented at this level.  For further information on the role and to apply, please see Supporting Documentation below: Supporting Documentation Candidate Information Pack Equal Opportunities Monitoring Form Candidate Supporting Information Form  Closing date: 5pm on Friday, 20th May 2022. ​

Apply

Interim Associate Headteacher- Primary SEMH School- South West-Immediate start for the summer term 2022

Either a fixed term contract- pro rata salary circa £70K or a daily rate inside IR35

​I am delighted to be working with this primary SEMH School in the South West as it looks to appoint an interim Associate Headteacher for the summer term. This role is to begin asap and would suit a senior leader with primary and/or SEMH experience. Key focus areas will be on behaviour for learning as well as supporting the headteacher with managing the daily operations of the school and deputising for them in their absence. Ideally 5 days a week but part-time working for the right candidate would also be considered. To find out more about this opportunity, please contact Paul Horgan on 07833 481211 and/or email me a copy of your CV to paul.horgan@veredus.co.uk

Apply

OUR INSIGHTS AND SUCCESS STORIES

The role of data and insight in creating the workforce of the future

​Technology’s rapid advance into the workplace over the next five years has the potential to completely transform organisations and their workforces, the nature of work and how that work is done.In our Human to Hybrid research we found that, although recruitment teams want to use data and analytics more effectively, enabling them to make better decisions and offer candidates a quicker, more personalised experience, they’re struggling to achieve this. 45% of business leaders report that they’ve made the least progress in data and analytics, compared to just 27% who claim to have made the most progress in this area. In our white paper, The insight edge in talent acquisition: How data and insight can deliver the skills needed in a hybrid workforce, we examine the impact of data on talent acquisition and how this will evolve in the future, the barriers HR and recruitment leaders face to using data and insight more strategically, and what organisations should be doing to exploit the full power of their data.From instinct to insightThere’s no doubt that, as the workforce transforms, the skills people will need to thrive will change too. Organisations say they will be looking for specialist skills such as computer programming and data analytics, but softer skills such as agility, resilience, communication and creativity also play a crucial role. They’ll also need people who are curious about the world around them, passionate about learning and developing their career, and able to thrive in a constantly changing, uncertain environment.Our research reveals that organisations will need to use data more effectively if they’re to recruit the skills they’ll need for success – some of which don’t even exist yet. Now, almost half (46%) of organisations rely on ‘instinct and gut feel’ when it comes to assessing the both current skills and those they’ll need in the future. Recruitment and HR leaders are under no illusion about what is needed: 83% acknowledge that they must improve their use of data and insight within talent acquisition and 81% recognise they must achieve greater visibility of skills within the workforce.Focus on quality hiresNot everyone may use it, but HR and recruitment leaders are very clear on data’s potential value within talent acquisition – 83% say that it’s critical for their organisation to improve recruitment and talent acquisition. The biggest driver, against a backdrop of skills shortage and an intensifying war for talent, is to make better hiring decisions – 67% of HR and recruitment leaders say ‘quality of hire’ is becoming their key metric, and data is seen as the best means of driving improvements.76% of HR and recruitment leaders say data and employee insights are vital to building robust and extensive talent pools, while 44% say data-driven recruitment would give them better visibility of skills in the workplace and 41% think it would save them money.And the benefits of data and insight extend far beyond the recruitment process to employee engagement and retention, diversity and business agility. As high-quality talent and skills become a higher priority for organisations, the approach, structure and process of how they attract, recruit and retain talent will transform as they compete with one another to secure skilled, passionate people with the agility, mindset and ambition to learn and progress.If they use data and insight effectively, they’ll be able to bring the right people and skills into the workforce at the right time. At the same time, they’ll improve people’s engagement and performance, and drive better business outcomes.To find out more about how data and insight has the power to transform recruitment in a hybrid workforce, download The insight edge in talent acquisition: How data and insight can deliver the skills needed in a hybrid workforce.

Read more

Get in Touch