Job Summary

Responsibilities

• Together with the Head HRBPs, their teams, and senior business leaders, build the talent strategy for client groups within this role’s scope, aligning the talent strategy with the functional and enterprise business strategy, and provide input on DS’ global talent strategy.
• Together with the Head of Global Talent & Performance, build the global approach to talent management including talent reviews, succession planning, high potential definition, talent cards, etc., aligned to business strategy, driving more effective enterprise outcomes.
• Partners with HRBPs and business leaders in identifying the best talent approach and development solutions to address the main talent gaps with respect to future business scenarios, coming from strategic business and workforce planning activities.
• In partnership with HR Business Partners, lead the global talent assessment, review and succession planning processes to ensure leadership continuity and robust pipelines for critical roles for the client groups within this role’s scope.
• Develop and execute talent plans for assigned client groups.
• Partner with executive leaders, HRBPs, and TA to develop high-quality succession slates for critical positions, identify high-potential talent, and define targeted development strategies.
• Create and maintain talent scorecards to monitor and evaluate the effectiveness of the client groups’ talent strategy and monitor progress against objectives, analyze talent data to feed into the scorecards and identify relevant actions and determine recommendations for addressing gaps.
• Own the facilitation of enterprise talent review processes, including annual cadence, leader capability building, measurement of outcomes and post-review action planning.
• Partner with HRBPs in the delivery of priority strategic workforce planning (SWP) or organizational design & effectiveness (OD/OE) initiatives together with SWP and OD/OE Leads, providing unit specific talent insights and aligning with global frameworks
• Ensure disciplined delivery and follow-through on development, retention, and readiness plans for identified talent populations.
• Track development plans agreed to by leaders and partner with HRBPs to hold leaders accountable for implementing agreed on actions.
• Support the HRBP group by bringing in the right tools, templates, and vendors to support talent processes.

Performance Management Strategy & Governance

• Provide strategic leadership for the evolution and delivery of the global Performance Management framework, ensuring strong alignment between business objectives, individual performance, and enterprise outcomes.
• Integrate performance management holistically with talent management, leadership development, rewards, recognition, and workforce planning to reinforce a high-performance culture.
• Monitor internal and external trends, emerging practices, and regulatory considerations to ensure performance processes remain competitive, future-ready, and business-relevant.
• Establish governance, metrics, and continuous improvement mechanisms to assess effectiveness, drive adoption, and enhance the overall employee and leader experience.

Responsibilities Continued

• Lead annual global performance cycle for client groups within this role’s scope, including goal setting, coaching, evaluation, alignment, and reward linkage in partnership with Global Talent Process Excellence lead.
• Act as a thought leader and advisor to senior leaders on performance differentiation, capability building, and manager effectiveness.
• Evaluate outcomes, analyze data and insights, and recommend enhancements to improve consistency, rigor, and impact across the organization.

Change Leadership & Stakeholder Influence

• Lead change management and communications efforts for client groups associated with the talent and performance processes.
• Influence leaders and employees at all levels to educate, drive adoption, sustain behavioral change, and embed new ways of working.
• Act as a connector across HR functions, regions, and businesses to ensure alignment, consistency, and enterprise value creation in the Talent, Performance and Mobility space.
• Cultivate strong and collaborative relationships with HR Business Partners and senior business leaders to ensure strong understanding of the business strategy and business needs and translate into effective talent strategies that drive value for the enterprise.

Qualifications

Education Qualifications
Bachelor's Degree required Master's Degree preferred

Experience Qualifications
10 or More Years Talent, Performance, or Development ideally within the pharma, biotech or life sciences sectors or alternative relevant experience required
4 or More Years Proven experience leading or supporting global talent and performance management initiatives in a complex, matrixed organization required
4 or More Years Strong strategic orientation combined with operational excellence and disciplined execution required
4 or More Years Managing project delivery in global and/or multicultural collaboration required
4 or More Years Use of data analytics to monitor and predict talent and performance future needs and experience leveraging insights to inform strategy and decision-making required
4 or More Years Demonstrated ability to influence senior leaders and operate as a trusted advisor required
4 or More Years Ability to create relationships and partnerships (internal/external) across all levels of a global matrix, exhibiting strong listening, leadership and influencing skills preferred
4 or More Years Talent & performance processes for pharma and/or bio-tech companies preferred
4 or More Years Knowledge of best-in-class talent & performance practices in key industry groups preferred
Language: Fluent in local language required
Language: Business fluent English preferred