Executive Director, Organization & Talent Partner R&D Division

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, 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.

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.

• 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

• Business savviness: bring the depth of advanced business understanding needed to build differentiated talent strategies and workforce plans leaders…