Associate Director, Talent Management
Description
This is a great opportunity to join a successful and fast-growing Biopharma company focused on developing innovative new oncology therapies. This is an exciting time within the organization as they are in the midst of a transformation phase, and continuing to build out a dynamic, high-caliber HR function is a priority. This is a visible position reporting to an excellent Head of TM where you will play an integral role in driving the design, development, and implementation of key company-wide Talent & Performance Management programs and processes. You would be joining this company at the perfect time (i.e. high-growth/building mode, multiple anticipated drug launches, etc) and play an important role in helping to shape this exciting new chapter in the company’s continued growth.
DESIRED EXPERIENCE:
- Bachelor’s degree is required. Advanced degree in an HR-related or business discipline is preferred.
- 7+ years of relevant experience in HR, including full-cycle performance and talent management.
- Ability to translate business strategy and operational plans into actionable workforce and talent management plans and programs.
Location
This is a remote-based position located anywhere in the U.S.
Features
- Impact & Visibility: This is an exciting opportunity where you will work hand-in-hand with the Business/Sr. Business Leaders, and play a visible role in helping to shape this new chapter in the company’s evolution.
- Great Time to Join: This company is on an incredible growth trajectory, and you will be joining at a great time as they are in an exciting transformation phase.
- Enjoy the Best of Both Worlds: Join a successful and financially stable company, while also getting all the pluses of working for a fast-growing organization that operates more like a smaller biotech (ability to truly impact, autonomy, visibility, collaboration/camaraderie).
- Gain Global Experience: This is a great opportunity to gain valuable global experience.
- Top-Notch HR Leadership Team: You will report to a fantastic Head of Talent Management (with whom we have a longstanding relationship) and work closely with a truly top-notch senior leadership team with an excellent reputation in the industry.
- Deep R&D Pipeline / Multiple Upcoming Drug Launches: Leveraged by its technology and robust R&D pipeline (including multiple anticipated upcoming drug launches), this company is well-positioned for continued success and sustained long-term growth.
Responsibilities
- Partners effectively with HR Business Partners and Business Leaders to understand roles within their client areas.
- Helps to drive the design, development, implementation of talent development enterprise-wide programs, tools, and processes in the disciplines of performance management, succession planning, talent management, and strategic workforce planning.
- Manages communications that are aligned with the company business strategy, people strategy and drives a high-performance culture.
- Manages talent assessment and succession planning initiatives and communications that are aligned with people strategy of each division and function.
- Functions as a talent lead, partnering with aligned HRBPs to support designated client groups throughout the organization.
- Consults with senior leaders, HRBPs and line management on various performance excellence, strategic workforce planning, talent development and assessment, succession planning strategies.
- Supports the evolution and executes the organization’s Performance Management Strategy.
- Stays abreast of trends and emerging practices to leverage competitive practices, and makes the necessary changes and modifications to ensure Performance Excellence stays relevant and continues to meet the business objectives.
- Partners with HRBPs, leaders of other HR functions and key stakeholders to define the annual Performance Excellence plan.
- Leads performance-focused initiatives (such as surveys and research) and works with HRBPs to ensure the performance management process is well positioned in the organization.
- Liaises with business leaders to understand the issues and people obstacles impeding progress with the annual cycle.
- Plan, develop and implement talent assessment and succession planning strategy and programs, building superior bench strength.
- Continue to evolve the Strategic Workforce Planning process and tools.
- Strategic partner and thought leader regarding both strategic and operational aspects of a global mobility program.
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