Manager, Talent Management

Join a Legacy of Innovation 110 Years and Counting!
With over 100 years of scientific expertise and a presence in more than 20 countries, Daiichi Sankyo and its 15,000 employees around the world draw upon a rich legacy of innovation and a robust pipeline of promising new medicines to help people. In addition to a strong portfolio of medicines for hypertension and thrombotic disorders, under the Group's 2025 Vision to become a "Global Pharma Innovator with a Competitive Advantage in Oncology," Daiichi Sankyo research and development is primarily focused on bringing forth novel therapies in oncology, including immuno-oncology, with additional focus on new horizon areas, such as pain management, neurodegenerative diseases, heart and kidney diseases, and other rare diseases.

Job Summary:
Position will be responsible for execution of a subset of the following:
DSI's Talent, Performance, Workforce Planning, and International Assignment processes.
Consults with senior leaders, HRBPs and line management on performance excellence, talent assessment, and succession planning strategies. Researches and identifies practical and equitable market driven solutions specific to the business needs, while maintaining adherence to corporate policies and processes, as well as legal compliance. Responsible for managing the talent in the DSI International Assignment population.

Responsibilities:

Performance Management: Strategy & Process

• Executes the organization's Performance Management Strategy. Knows the future direction of the organization and creates well thought-out steps to link the performance management process to business productivity.
• Studies the internal and external environment, 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.
• Develops appropriate processes for performance management planning, coaching and assessment (e.g. objective setting and rating scales)
• Develops and implements tools and training on established performance management processes, most specifically for managers and leaders who conduct performance management assessments. Holistically integrates performance management with other HR practices such as talent management, talent development, rewards and recognition programs.
• Conceptualizes the performance management process and rallies the necessary resources to progress the annual cycle from concept to implementation.
• Partners with HRBPs, leaders of other HR functions and key stakeholders to define the annual Performance Excellence plan, including the identification of competencies and their assessment practices, the ratings scale for the performance to be measured; method for implementing performance and technology needs. Is a key thought leader and driver during the process. 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. Focuses communications more on performance assessment and competency build rather than only the performance rating.
• Continuously liaises with business leaders to understand the issues and people obstacles impeding progress with the annual cycle. Partners with HRBPs and HR Systems to create business-appropriate solutions to drive adoption and utilization of the performance management process.
• Evaluate the results of the process and recommend improvements, etc.
• Develop performance process metrics, recommend target distribution, etc.

Talent Management: Talent Assessment and Succession Planning

• Strategic partner and thought leader about talent management processes and practices
• Identifies critical talent segments, skillsets and/or roles that are essential to the current and future success of the organization
• Reviews talent review and talent potential data to support identification of successors for all key roles and functions
• Plan, develop and implement talent assessment and succession planning strategy and programs, building superior bench strength. Partner with senior leaders to develop robust succession slates and supporting development strategies.
• Coordinates the annual schedule and leads training for the talent review process and assessment. Monitors follow up of post talent review actions. Promotes completion of the talent profile tool.
• Manage talent through succession planning programs for key contributor and leadership positions. Partner with senior leaders to identify and manage high potential employees, key positions and mission critical talent.
• Lead the process design, facilitate and document the identification of key successors, critical talent and high potentials. Ensure the documentation of replacement, retention and development plans for these target groups. Create processes to ensure that development plans are acted upon and reviewed on a regular basis.
• Ensure that potential candidates for key positions and feeder roles are identified and developed.
• Consolidates all performance and potential data to enable talent planning and review sessions.
• Implements an identification and readiness assessment process for high potentials
• Ensures leaders and managers are trained to identify and develop high-potential talent
• Creates and manages development plans for high potential employees to ensure they are exposed to the key experiences and skills required for the new role

Workforce Planning

• Facilitates an at least annual workforce planning process across the enterprise working with HRBPs to ensure short, medium- and long-term talent needs for the critical roles and segments are being identified and action plans created.

DSI International Assignments

• Manages talent mobility process including the management of cross-company and expat talent rotations
• Ensures a successful and smooth onboarding and return process for internationally assigned employees
• Serves as the HR liaison for expat talent within the first 30 days of their transition Coordinates with both sending and receiving managers to ensure a smooth transition experience for the relocating employee

Qualifications: Successful candidates will be able to meet the qualifications below with or without a reasonable accommodation.

Education: BA/BS degree in HR, Business Administration, Economics or a related field required. Advanced degree preferred.

Experience:

• 5+ years of experience in Human Resources, including knowledge of full cycle performance, talent management, workforce planning or International Assignment Services.
• Knowledge of the Pharma industry a plus.
• IAS requires bi-lingual Japanese/English

Daiichi Sankyo, Inc. is an equal opportunity/affirmative action employer. Qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law.
Job Title
Manager, Talent Management

City
Basking Ridge

Functional Area
Human Resources

State
New Jersey