Executive Director, Organization & Talent Partner R&D Division

Job Description The Executive Director, Organization & Talent Partner (OTP), Research & Development Division reports to the Vice President, Human Resources, Research & Development (R&D) Division and serves as the senior strategic organization and talent advisor to senior leaders and their leadership teams. Operating with a divisional as well as an enterprise mindset, the leader architects the long-term view that connects priorities and business needs into organizational capability planning solutions that help ensure these organizations have the structures, capabilities, leadership, talent pipelines and ways of working needed to deliver their priorities.

The role operates across complex scientific, pipeline, workforce, geographic and organizational priorities; co-creates strategy; frames organization and workforce choices; and establishes governance and ways of working across multiple leadership interfaces. The Executive Director leads a team of Organization & Talent Partners. Operating with an enterprise mindset, the role connects priorities across our Research & Development Division, partnering with Talent Enablement and commissioning the right expertise from Centers of Excellence (COEs), Enterprise Team HR (ETHR) and HR Solutions & Operations to bring strategy into execution.

As a people leader, the role is accountable for the direction, development, performance and effective deployment of a team of Organization & Talent Partners.

• Shape the agenda:
  Understand, anticipate and translate business strategy into the long-term organization and talent agenda
• Lead organization capability planning so structures, roles and capabilities are ready for where the business is going
• Drive strategic workforce planning linked to business direction and transformation
• Bring an enterprise perspective to leadership and business planning, connecting organization, workforce and talent implications across leadership teams and the broader enterprise.
• Develop the organization and its leaders:
  Enable talent development strategy, including succession and leadership development for critical populations
• Coach senior leaders to improve organizational effectiveness, leadership impact and talent decisions
• Support transformational efforts from an organization and talent perspective
• Act as steward in organizational effectiveness, driving stronger collaboration across functions and clarity in interfaces, so priorities connect rather than compete
• Leverage the HR operating model to bring strategy into execution
• Be accountable for the strategy and execution of macro-level organizational change and transformation and ensure the right partnerships are activated to deliver successful execution.
• Engage with TELs, COEs, ETHR, HR Solutions & Operations and other partners to deliver the highest-value business priorities, leveraging expertise and capacity where they reside.
• Across these partnerships, provide context on business priorities and dynamics, connect organization and talent priorities across divisions and countries
• Seek to understand local nuances and considerations when defining organization and talent strategy and execution plans

The successful candidate will bring deep strategic HR experience in a large, complex organization and a record of shaping outcomes through influence. The role requires the following capabilities and leadership characteristics:
Business savviness: bring the depth of advanced business understanding needed to build differentiated talent strategies and workforce plans leaders will trust. Organization development and effectiveness: diagnose how well the organization is working and take action to close the gaps and strengthen effectiveness, using the OCP playbook and OD team resources. Talent growth and senior-leader coaching: anticipate talent and capability gaps in critical populations well before they become urgent, and shape the succession and development plans that close them.

Influence and executive communication: effectively frame and communicate complex or sensitive issues clearly and confidently to stakeholders and partners to ensure effective action is taken, and align senior stakeholders without relying on formal authority. Change catalyst leadership: drive the organizational and cultural shifts your strategy requires, championing new approaches and helping people move through resistance to get there. Networking, partnerships: effectively navigate the…