Job Summary

Primary impact of this role is leadership and strategic accountability at an overall Management Unit/Global Corporate Function level for exceptionally large and/or complex organizations and through direct interactions with the N-1 leader, in coordination with the corresponding Head of Global HRBPs. The Global HRBP serves as a strategic partner to and member of the Leadership Team of the assigned Management Unit/Global Corporate Function for N-1 and/or N-2 leaders of exceptionally large and/or complex Management Unit/Global Corporate Functions.

Proactively contribute as a strategic partner on a deep and direct level in developing the People strategy, leveraging HR and people expertise, and considering talent strengths within exceptionally large and/or complex Management Units/Global Corporate Functions. Contribute directly to the long-term growth of the Management Unit/Corporate Function and to Daiichi Sankyo globally. Coordinate strategies and actions across the broader range of organizations including collaboration with other Management Units/Global Corporate Functions in developing talents and leaders, as well as leading major Management Unit/Global Corporate Function projects, in coordination with the relevant COEs and Head of Global HRBPs.

Provide expert and strategic guidance and solutions on Organizational Design and Development, Strategic Talent Management, Strategic Workforce Planning and Change Management, in collaboration with the respective COE partners, and provide Operational Support for the relevant Global processes for the assigned Management Unit/Global Corporate Functions and for the Markets he/she holds Market accountabilities. Deliver a Very High level of contribution and advice in Strategic Workforce Planning and Strategic Talent Management through direct knowledge of expected changes in commercial, regulatory, technical, and scientific environments delivering advice based on a comprehensive understanding of markets and environments. Demonstrate pro-active leadership in Change Management and perform as a change leader having direct conversations with employees that encourages and inspires others.

Proactively propose and initiate Management Unit/Global Corporate Function-specific strategic HR projects and initiatives. Demonstrates a deep, working understanding of the business and the broader range of Daiichi Sankyo organizations and demonstrates the ability to contribute to the commercial objectives of the business. In partnership with the Head of Global HRBPs, unit/function senior leadership, and HR COEs, the Global HRBP shapes and leads the implementation of the People Philosophy priorities. Demonstrate ability to work independently and make decisions for Management Unit(s)/Global Corporate Function(s) while maintaining alignment with business leaders, HR leaders, and overall Daiichi Sankyo objectives. Contribute, shape and co-lead the definition of and lead the execution of the appropriate People Strategies aligned with business strategy to deliver the expected business outcomes, grow the business and be ready for sustainable business growth. Prioritize, lead and coordinate the actions needed to address business priorities, maximizing existing solutions and ongoing plans at the Enterprise and/or Management Unit/Global Corporate Function level. Partners and operates across management units/corporate functions, with assignments dynamically assigned to align with evolving business priorities across all locations where client groups are located (DSE, DSI, DSJ

Responsibilities

• Operate as a trusted advisor and business partner to the Management Unit/Global Corporate Function’s Senior leadership serving as the expert on people and organizational issues
• Co-lead the development of and lead the execution of People strategies that align with the overall business objectives of the company for the supported Management Unit/Global Corporate Functions
• Partner with and lead leadership to identify and prioritize HR needs and develop plans to address those needs to ensure the development of robust, comprehensive, and relevant people strategies for the business
• Accountable for defining, prioritizing, aligning and executing the People Strategies for the assigned Management Unit/Global Corporate Functions Senior leadership team in alignment with the relevant Head of Global HRBPs, Global COEs, and the global HRBP team supporting the Management Unit/Global Corporate Function

Organization Design and Effectiveness:

• Lead Management Unit/Global Corporate Function leadership and advise on the design of organizational structures, capabilities, and people practices, creating an effective and efficient organization, capable of achieving the expected business results for the assigned Management Unit(s)/Global Corporate Function(s)
• Participate in the broader efforts at the Management Unit/Global Corporate Function level as needed to give guidance and strategic advice, in partnership with the relevant Talent, Performance, Development (TPD) COE

Strategic Workforce Planning:

• Partner and lead with the relevant Head of Global HRBPs, TPD COE and Management Unit/Global Corporate Function leaders to assess and forecast Functional capabilities and skills needed across the organization to support its business objective, including identifying gaps and developing strategies to meet those needs
• Partner and lead with the relevant Head of Global HRBPs, TPD COE, and Talent Acquisition to ensure plans to acquire the required capabilities externally and internally are aligned and delivered on time, within budget and expectations

Annual Core HR Processes:

• Lead processes related to talent management and succession planning, performance management and compensation for the assigned population, in partnership with the relevant COE
• Partner and lead with the relevant Head of Global HRBPs, Global and Regional COEs, Market HR and Management Unit/Global Corporate Function Leaders to deliver operational support for Performance Management and Performance Planning
• Partner and lead with the relevant Head of Global HRBPs in ensuring key expertise and capabilities are built among HRBPs on their team, as well as collaborate and cooperate with other HRBP Teams to build consistent expertise and capabilities across the enterprise

Strategic Talent Management:

• Partner and lead with the relevant Head of Global HRBPs, other Leaders, relevant COEs, and Regional/Market HR to develop and implement talent management strategies for the Management Unit/Global Corporate Function, with particular focus on Leadership succession planning and critical positions, including identifying and developing high-potential employees

Change Management:

• Partner and lead with the relevant Head of Global HRBPs and other Senior Leaders in developing change management and communication strategies and initiatives within the assigned Management Unit/Global Corporate Functions, helping to guide managers and employees through organizational changes

Responsibilities Continued

• May serve as a project leader or project member for HR and/or business-driven initiatives (i.e. organizational structure transformation/changes, cultural change, employee rewards, etc.) at the Global, Cross Functional and Functional level

Additional Responsibilities:

• Analyze trends, metrics, and insights to develop data driven decisions, solutions, programs, and policies
• Serve as Primary partner to work as needed with the assigned client groups in matters related to company culture and Employee Relations, collaborating and coordinating with the relevant COEs
• Work in close coordination with the market HR resources assigned to the Management Unit/Global Corporate Function within the assigned client groups in all matters related to their scope of accountability
• Align and communicate with Head of Global HRBPs, internal COE partners and Regional/Country HR Teams about Business Priorities and agreed People Strategies and implementation plans
• Coach Senior Leaders on employee performance, stakeholder interactions and team effectiveness
• Partner with Regional/Countries HR Teams to make sure that execution is flawless and delivered in respect of and in alignment with local regulations and policies
• In specific cases, a Global HRBP may also serve in a hybrid role, providing global and country-specific support

Qualifications

Education Qualifications
Bachelor's Degree in related field required Master's Degree or other advanced degree preferred

Experience Qualifications
10 or more years HR experience in various functions across Management Unit/Global Corporate Functions, or alternative relevant experience required 
4 or more years demonstrated ability to use HR experience and business knowledge to drive achievement of business goals required 
4 or more years demonstrated understanding of how the client organization interacts with Management Unit/Global Corporate Functions and how it contributes to the achievement of Daiichi Sankyo’s overall goals required 
Must be proficient in utilizing data-driven approaches to create “best practice” solutions, including using performance driven approaches in liaising with technical teams and product-driven leaders required 
Demonstrated understanding of the strategic, operational, and financial components of the broader business strategy/management and serving as an advisor/partner at the highest level within an organization required 
Demonstrated ability to evaluate situations using multiple sources of information such as balancing business needs and HR perspectives (effectiveness, fairness, etc.) required 
Demonstrated capability to cooperate and build strong networks and communication flows across Regional HR Teams/global and regional COEs to make sure Global strategies are well communicated, understood and delivered to achieve the expected business outcomes required 
Ability to negotiate and communicate directly with senior management in the Management Unit/Global Corporate Functions inside or outside of HR required 
Experience managing direct reports/multi-layered HR organizations in more than one Region preferred 
eExperience managing complex project delivery in global/multicultural collaboration preferred 
xperience within the Pharmaceutical/Biotech industry preferred 
Strategic human resources consulting experience with demonstrated expertise influencing the business strategy and shaping HR strategic direction preferred 
Experience developing and implementing global people strategies for the assigned Functions preferred 
Experience in Strategic talent management, performance, development and diverse/multi-cultural work environments for pharma and/or bio-tech industries operating on a global scale preferred 
HR experience in one or more HR functions (e.g., HRBP, talent management, talent acquisition, total rewards, organizational design etc.) at international level preferred 
Proven experience leading high-performing global teams across multiple regions, driving collaboration and results in diverse, cross-cultural environments preferred 
Demonstrated experience in working at international level with cultural sensitivity to drive decision making in a diverse cultural environment preferred 
Language: English at a sufficient level to participate in 1:1 discussions and global meetings required
Language: Japanese or German would be a plus preferred

Travel Requirements
25% travel is expected, but actual amounts can vary depending on business priorities