HR Business Leader, Global Oncology Business Unit

4 weeks ago

Cambridge, United States Takeda Pharmaceutical Full time

**About the role**:
The purpose of this position is to provide strategic leadership and direction for all human resources (HR) activities for the organization. The role involves coordinating global and local CoEIs, Employee Relations, Legal and People Services to ensure an exceptional people experience by the delivery of HR initiatives and partnering with the Global Oncology HR Head and the other HRBLs to design and implement Global Oncology HR strategy. This position serves as a member of the Global Human Resources senior leadership team and sits in the US OBU Leadership Team as a core member. The position develops and implements US OBU HR strategy in support of business objectives and coordinates with global and regional/local resources to lead and pull through key HR initiatives including organization and leadership development, performance management, workforce planning, compensation, diversity and inclusion initiatives, employee training and development, reward and recognition systems, career-pathing, job analysis and descriptions, employee relations and compliance. As a member of the US-OLT, this position is also responsible to develop and execute US Oncology Business Unit strategy in partnership with the BU Head, Chief of Staff and the Leadership Team.

**How you will contribute**:

- Serve as HR business leader to leader of the organization and as active member of the executive team; ensure current human resource systems and practices are aligned with the strategic plans and assigned global/other functions.
- Serve as member of global HR senior leadership team; provide input to overall global HR strategy to support successful implementation of the global HR operating model.
- Coach and support executives and senior leaders in all HR related areas, including HR policies and guidelines, systems, processes, and employment law and practices.
- Act as an influential leader to provide direction to the senior leadership team (SVP and reporting VPs) in addressing the business needs and priorities.
- Manage OPEX personnel budget and costs in line with the P&L of the BU and allocate resources effectively to maximize ROI and achieve business objectives.
- Lead people side of the product launches and ensure successful execution of the commercial strategies.
- Contribute in developing and implementing ‘business development’ strategies and deals to drive growth and profitability.
- Make HR related decisions in the scope of responsibility and participate in making the decisions which directly influence the Business Unit’s overall business strategy.
- Participate in market trend analysis and competitive landscape assessment to identify opportunities and threats. Define cross-functional commercial capabilities and ensure future capability building.
- Provide continuous insights and feedback from all levels of the organization. Lead ‘Leadership Advisors’ group in addressing concerns in the organization and build initiatives to support people and business strategy in the BU.
- Ensure psychological safety and speak-up in the organization. Develop and implement strategies to ensure a diverse, equitable, and inclusive workplace culture.
- Provide regular reports and updates to the executive team on KPIs, activities and ensure progress towards business goals. Lead talent review assessments and ensure robust succession planning in the BU. Partner and collaborate with other HRBLs and/or Talent Heads in order to provide career development and growth opportunities.
- Support Head of HR in coaching and mentoring other HR team members.
- Participate and lead HR projects in global scale as needed.
- Direct and support the development and execution of strategies for change that enable managers to plan, evaluate, develop, and improve their human resources to optimize their contribution to the company's strategic and operational performance.
- Partner with senior leadership team and Talent Management CoE to develop and implement effective workforce planning strategies to position quality leaders in key positions to build the bench strength of the company.
- Responsible for understanding the complexity of business/people issues and opportunities and work with CoE team to develop and implement "best practice" solutions.
- Serves as a facilitator to Executive Team(s) to increase the effectiveness of the executive group discussion dynamics and outcomes.
- Works with CoE teams as needed to develop and implement general and targeted programs with a focus on organizational development.
- Oversee the activities of and provides direction, development and support to the HR business partners directly supporting the organization and assigned local corporate and global functions.
- Keeps local and global HR senior leaders apprised of the organizational climate, identifying actual or anticipated problems, communicating with managers involved, and offer consultative assistance.
- Serve in key leadership role to effectively integrate new

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