Job Description

• Purpose & Scope: To define and implement a common global approach to Talent Management inclusive of leading the global succession planning process for VPs within region, as well as talent management processes for leadership and management levels within region. Employs enterprise wide best practice processes and tools to build strong leadership pipelines for the future to maximize business performance, engagement, retention and sustainability. The role will also lead efforts to automate talent management processes through leveraging technology and systems. Institutes talent analytics to measure the strength of our talent, talent pipeline and uncover vulnerabilities to drive our ongoing talent strategy. Works closely with other global practice leads in Learning, Talent Acquisition, Compensation and Diversity and Inclusion to create holistic talent strategies and solutions.Institutes best practice approaches, tools and systems to drive effective performance management across the organization to maximize business performance, engagement, retention and sustainability.Establishes best practice methodology and tools as it relates to change management and consults with HRBPs as they work with the business to design and implement efficient and effective organizational transformations. With primary accountability for enterprise-wide talent, performance and change management processes, the role will also work closely with the HRBPs to execute on functional and local talent activities where needed.Essential Job Responsibilities: 1. Develop and implement a common global standard for talent management processes and tools utilized on an enterprise-wide basis.2. Develop and implement a common global Performance management process3. Define and deploy global practices for organisational design and change management4. Leads a team of Talent, Performance and Change Management subject matter experts who customize and implement global policies, processes and practices at a regional level.Quantitative Dimensions: . Influences overall employee engagement and retention. Impacts overall productivity through providing clear alignment between organizational and individual objectives. Supports attainment of business change initiativesOrganizational Context: This role reports to the Head, HR Talent, Performance & Change Management. The role will have responsibility of building enterprise solutions, but with specific responisiblity for implementing and overseeing them in the Divisions which are headquartered within their region. This role will interact with a variety of regional and global key stakeholders within HR and the business.Qualifications: RequiredRelevant degree or professional qualification (I/O Psychology or Human Resources.)Minimum 10 years related experience, preferably in the pharmaceutical or healthcare industries. At least 5 years managerial or project management experience preferably in the fields of talent management, organization development programs in complex organizationsAbility to partner strategically on business issues with clients; effective influencing and consulting skills; politically savvyProven experience of developing and deploying leading Talent, Performance and Change management practices.Proven experience of working in a global matrix organisation. Manging cultural sensitivity when leading and managing change in various environment, cultures and organizations. Working knowledge of applicable employment laws, labor regulations and other legal requirementsDemonstrated independence, self-motivation, analytical, problem solving skills and initiative to achieve desired outcomes . Strong leadership, interpersonal, and communication skills; ability to effectively interact with individuals at all levels of the organization; ability to communicate effectivelyCollaborative relationship builder with strong influencing skills across all organizational levelsFluent in written and verbal business EnglishPreferredRelevant advanced degree (Masters level or PhD.)Pharmaceutical or Life Science industry experienceSubject matter expertise in two or more key HR functions e.g. Talent management, Performance management, Organisational Effectiveness, Organisation Design, Change, Learning and Leadership, Compensation, Recruitment to set/embed high standards and build capability in designated area(s) across the organizationExperience of working in a business function, outside of Human Resources