Gpd Talent

Our team is growing and for this we need bright minds with creativity and flexibility - **what talent do you have?**

**_ ROLE OBJECTIVE_**

Global Portfolio Division is a newly formed business within Takeda, brought together to position Takeda’s future success by growing our global brands - through lifecycle management, geographic expansion, and market penetration - as well as supporting continued growth of our late-stage pipeline and driving best-in-class launches. Made up of over 12,000 FTE across 77 countries and is based in four main regions: EUCAN, Growth & Emerging Markets (GEM), the United States, and China. Additionally includes 3 global organizations: Vaccines Business Unit, Global Portfolio & Launch Strategy (GPLS) and Global Medical as well as business partner functions such as DD&T, Finance, HR and Communications. The Global Portfolio Division represents 30% of Takeda’s revenues and this is expected to grow to 40% over the next three years. It is also accountable for the vast majority of the near-term growth.

The creation of this division provides a unique opportunity to implement an integrated talent identification and development model, enabling talent mobility and embedding lifelong learning.

We are seeking an innovative leader to spearhead the implementation of the new model for talent. You will be working out of our Takeda office in Zürich or Boston.
- Drive talent management strategies, programs, and initiatives aimed at promoting diversity and elevating skills and capabilities across the organization. This role will help to ensure we have a strong pipeline of leaders to meet the current and future business needs.
- Lead GPD succession planning, performance management, and talent mobility across GPD. This role will be instrumental in implementing the GPD enterprise talent strategy.
- Partnering with Head of Learning & Capabilities, act as a consumer of executive development solutions, assessment for development, placement, and selection efforts, to strengthen the leadership bench through a variety of development solutions. This will include connecting talent with opportunities based on their individual needs, business priorities etc.
- Lead the development and operations of talent management to expand capabilities, enhance organization effectiveness, and build the leadership bench. Collaborates with global HR business leaders to identify enterprise-wide solutions to talent needs.

**Key responsibilities**
- Provide professional expertise and guidance for the design, development and implementation of talent review/succession planning processes that is required to achieve business goals and results in the creation of an internal bench of top talent.
- Collaborate with leaders and HRBL’s across GPD to ensure a persistent feedback mechanism in guiding the talent management strategy.
- In collaboration with Learning & Development Lead, develop strategy and execute process to identify critical talent pools, roles, and talent, by determining key role criteria, targeted success profiles, and developmental processes and resources. Acts as liaison between global COEi and business/functions relative to the Performance Management process to ensure clarity of expectations, exceptional delivery of high-quality feedback, and meaningful outcomes in support of successful quality conversations
- Enhance and/or re-develop talent calibration tools and best practices, succession plans and targeted development plans for successors and other high potential talent that align with global process and long-term business strategies
- Develop GPD’s approach to enhanced development of key talent across businesses via short-, medium
- and long-term assignments. Act as liaison between Global Mobility and GPD businesses to enable seamless movement/assignments that may not be supported by global programming, ensuring a positive employee experience, and aligning with business priorities.
- Collaborate with local HRBLs to understand & assess key talent development needs for those in critical roles. Perform gap analysis, design, and implement development paths (moves) that build leadership skills and capabilities; align with organizational goals and strategy - including but not limited to assessments, executive coaching, group and team coaching, mentorship, etc.
- Develop enterprise solutions to support individual development engagements that could include coaching, onboarding, IDP development, and other specific individual interventions as appropriate.
- May deliver assessment feedback and coaching services to leaders.
- Measure and track talent solutions and development efforts for individuals or groups of senior leaders
- Implement enterprise solutions in talent processes, initiatives, and programs to help foster a diverse and inclusive workplace such as mentoring, sponsorship, unconscious bias, ally skills, etc.
- Collaborate with leaders across to ensure a cohesive, meaningful, and relevant employee and manag