Associate Director, Talent Management and Performance

Join a Legacy of Innovation 110 Years and Counting!

Daiichi Sankyo Group is dedicated to the creation and supply of innovative pharmaceutical therapies to improve standards of care and address diversified, unmet medical needs of people globally by leveraging our world-class science and technology. With more than 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. Under the Group's 2025 Vision to become a "Global Pharma Innovator with Competitive Advantage in Oncology," Daiichi Sankyo is primarily focused on providing novel therapies in oncology, as well as other research areas centered around rare diseases and immune disorders.

Summary

Responsible for designing, developing and implementing the performance management, talent management, and succession planning programs. Manages performance and communications that are aligned with the company business 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 functions. Consults with senior leaders, HRBPs and line management on various 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. Works with leaders to formally and informally drive the year-long performance management cycle, including objectives setting (plan), coaching (coach), evaluation and rewards. This position is highly visible, and the incumbent must be able to influence employees at all levels in the organization to adopt to the new performance processes.

Responsibilities:

• Performance Management Strategy
  • 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.
  • Holistically integrates performance management with other HR practices such as talent management, talent development, rewards and recognition programs.

• Performance Management Process
  • 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 improve, etc.
  • Develop performance process metrics, recommend target distribution, etc.

• Talent Management Process: Talent Assessment and Succession Planning
  • Strategic partner and thought leader about talent management processes and practices.
  • 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.
  • May also be responsible for other related initiatives based on the manager's direction.

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

Education Qualifications (from an accredited college or university)

• Bachelor's Degree in HR, Business Administration, Economics or a related field required.
• Advanced degree preferred.

Experience Qualifications:

• 4 or More Years experience in Human Resources, including knowledge of full cycle performance and talent management. preferred
• Knowledge of the Pharma industry preferred

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.