Executive Director, Organization & Talent Partner R&D Division

Job Description

The Executive Director, Organization & Talent Partner (OTP), Research & Development Division reports to the Vice President, Human Resources, Research & Development (R&D) Division and serves as the senior strategic organization and talent advisor to senior leaders and their leadership teams. Operating with a divisional as well as an enterprise mindset, the leader architects the long-term view that connects priorities and business needs into organizational capability planning solutions that help ensure these organizations have the structures, capabilities, leadership, talent pipelines and ways of working needed to deliver their priorities. The role operates across complex scientific, pipeline, workforce, geographic and organizational priorities; co-creates strategy; frames organization and workforce choices; and establishes governance and ways of working across multiple leadership interfaces.

The Executive Director leads a team of Organization & Talent Partners. Operating with an enterprise mindset, the role connects priorities across our Research & Development Division, partnering with Talent Enablement and commissioning the right expertise from Centers of Excellence (COEs), Enterprise Team HR (ETHR) and HR Solutions & Operations to bring strategy into execution. As a people leader, the role is accountable for the direction, development, performance and effective deployment of a team of Organization & Talent Partners.

Primary Responsibilities:

Shape the agenda:

• •Understand, anticipate and translate business strategy into the long-term organization and talent agenda​
• •Lead organization capability planning so structures, roles and capabilities are ready for where the business is going​
• •Drive strategic workforce planning linked to business direction and transformation
• •Bring an enterprise perspective to leadership and business planning, connecting organization, workforce and talent implications across leadership teams and the broader enterprise.

Develop the organization and its leaders:

• •Enable talent development strategy, including succession and leadership development for critical populations​
• •Coach senior leaders to improve organizational effectiveness, leadership impact and talent decisions​
• •Support transformational efforts from an organization and talent perspective​
• •Act as steward in organizational effectiveness, driving stronger collaboration across functions and clarity in interfaces, so priorities connect rather than compete

Leverage the HR operating model to bring strategy into execution

• •Be accountable for the strategy and execution of macro-level organizational change and transformation and ensure the right partnerships are activated to deliver successful execution​.
• •Engage with TELs, COEs, ETHR, HR Solutions & Operations and other partners to deliver the highest-value business priorities, leveraging expertise and capacity where they reside. Across these partnerships, provide context on business priorities and dynamics, connect organization and talent priorities across divisions and countries
• •Seek to understand local nuances and considerations when defining organization and talent strategy and execution plans​
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Experience, capabilities and leadership characteristics

The successful candidate will bring deep strategic HR experience in a large, complex organization and a record of shaping outcomes through influence. The role requires the following capabilities and leadership characteristics:

Business savviness: bring the depth of advanced business understanding needed to build differentiated talent strategies and workforce plans leaders will trust​.

Organization development and effectiveness: diagnose how well the organization is working and take action to close the gaps and strengthen effectiveness, using the OCP playbook and OD team resources​.

Talent growth and senior-leader coaching: anticipate talent and capability gaps in critical populations well before they become urgent, and shape the succession and development plans that close them​

Influence and executive communication: effectively frame and communicate complex or sensitive issues clearly and confidently to stakeholders and partners to ensure effective action is taken, ​and align senior stakeholders without relying on formal authority.

Change catalyst leadership: drive the organizational and cultural shifts your strategy requires, championing new approaches and helping people move through resistance to get there​

Networking, partnerships: effectively navigate the organization, delivering through trusted partnerships across the HR Operating Model

People leadership: ​Demonstrated success as a people leader, ability to build an inclusive, high-performing OTP team with clear direction and shared accountability.

Systems Thinking: see the organization as a connected system — deep understanding of the interdependencies between businesses, functions and regions, and read data and signals across them to find the patterns that shape the org and talent agenda​

Education:

Bachelor's degree in Human Resources, Business or a related discipline required

Required Experience and Skills:

• •Minimum of twelve (12) years of progressive HR or closely related business experience, including significant strategic HR partnership experience in a complex, global environment.
• •Demonstrated experience advising and coaching senior executives and leadership teams.
• •Demonstrated broad-reaching experience in strategic workforce planning, organization capability planning, organization design and development, talent and succession.
• •Experience supporting a pharmaceutical, life sciences, manufacturing, commercial or other science-based organization.
• •Proven ability to influence senior leaders, manage high-risk and sensitive matters, and coordinate outcomes across organizational boundaries. Ability to commission work through a networked operating model. Broad global perspective and the ability to lead with cultural sensitivity across a matrixed and global organization
• •Excellent written and verbal communication skills, business judgment and analytical capability.
• •Demonstrated people leadership experience, including leading, coaching and developing experienced HR professionals and building a high-performing, inclusive team

Required Skills:

Change Management, Confidential Data Handling, Diversity and Inclusion (D&I), Functional Expertise, HR Information Management, Human Resource Information Systems (HRIS), Human Resource Management, Leadership Development Programs, Learning and Development (L&D), People Leadership, Recruiting Processes, Strategic Thinking, Succession Planning, Talent Acquisition, Talent Analytics, Talent Assessments, Talent Development, Talent Management, Talent Strategy, Workforce Analytics, Workforce Planning

Preferred Skills:

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