HR Business Leader/ Senior Director Germany - Berlin, Deutschland - Takeda Pharmaceutical

Takeda Pharmaceutical
Takeda Pharmaceutical
Geprüftes Unternehmen
Berlin, Deutschland

vor 3 Wochen

Lena Wagner

Geschrieben von:

Lena Wagner

beBee Recruiter
Beschreibung

People First - At Takeda we are dedicated to improving the health and well-being of all people and bringing them the hope of a brighter future. It is our passion that transforms every job into meaningful action.
Our people are the heart of Takeda.

We are currently looking for a


HR Business Leader (HR BL)/Senior Director Human Ressources, Germany
in a permanent position (full time) at our Berlin office.


_ BACKGROUND_:


Global Portfolio Division (GPD) is a newly formed business within Takeda, brought together to position Takeda's future success by growing our global brands as well as supporting continued growth of our late-stage pipeline and driving best-in-class launches.

Made up of over 12,000 employees across 77 countries and based in three main regions:
Europe& Canada (EUCAN), Growth and Emerging Markets (GEM), and China.

Additionally, GPD includes 3 global organizations:
Vaccines BU, Global Portfolio &Launch Strategy and Global Medical as well as business partner functions.


The EUCAN region is central to GPD, championing better health and a brighter future for patients, healthcare providers and our people.

EUCAN as part of GPD aims to be seen as a Talent Magnet across all markets and Talent Acquisition is a critical partner in ensuring we are successful.


_ ROLE OBJECTIVE_:


Reporting to the Country General Manager, the HR Business Leader (HR BL), Germany is a key and strategic partner to the business.

The HR BL drives the country culture in line with overall regional people strategy, culture, core purpose, and values by developing, executing, and managing initiatives, projects, events, activities, policies, and procedures that promote employee growth and engagement and support our client's values and priorities.

The role is an ambassador of the company's values and reputation.


The HR BL is a dynamic senior leadership role responsible for driving the successful implementation of the global HR operating model in the country.

This role is responsible for leading and supporting the development and execution of strategies for change that enable the Country Leadership Team to plan, evaluate, develop, and improve their Human Resources to optimize their contribution to the company's strategic and operational performance.


The role is successful through effective partnering with regional and GPD HR teams, Centers of Excellence and Innovation (COEIs), Employee Relations / Legal, Shared Services and the local HR team but is ultimately accountable for all HR outcomes within the country, including people experience, talent management, talent acquisition, organization effectiveness, learning and development, total rewards, labor and employee relations, and planning and insights.


This role is a trusted member of the Country Leadership Team, setting the strategic agenda and directing its deployment, providing deep understanding of the function, external dynamics and trends, and customer needs.

In addition, it will also be a key member of the EUCAN HR Leadership Team and Germany HR Team together with the "Arbeitsdirektor", sharing transformative leadership skills for the embedded HR team by building agile and high performing HR capabilities.


_ ACCOUNTABILITIES_:


  • Deliver a bestinclass people experience, talent management, organization effectiveness, learning and development, total rewards, labor and employee relations, and planning and insights;
  • Set a short
- and long-term HR agenda for the country (in line with GPD and regional priorities); shape Leadership Team thinking and the direction of the HR function;

  • Take an active role in ensuring Leadership Team effectiveness; coach individual development and elevate the team's performance;
  • Develop, deploy, and embed talent management and learning programs within the country; foster a culture of continuous learning;
  • Drive organization effectiveness (OE); proactively set an OE agenda that spans mindset, process, role and organizational design, capabilities, and measurement/KPIs;
  • Be a steward of employee experience; ensure ongoing feedback loops and multiway dialogue between employees and leadership team.; develop and deploy strategies to create a distinctive employee experience, including Diversity, Equity & Inclusion;
  • Oversee cyclical processes such as succession/talent planning, performance management, and annual compensation review;
  • Ensure talent acquisition and total rewards practices are competitive and aligned with the countries needs;
  • Manage labor and employee relations within Germany in collaboration with the People Advisory Group (PAG); mitigate risk for the company; ensure objectivity, consistency, sound judgment, and compliance;
  • Deliver highquality people insights; course correct as required and inspire step change solutions for the country;
  • Engage in collaborative relationships with global, GPD and regional teams, and other functions like Finance, Ethics & Compliance, Corporate Communications, an
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