Job Description

Job Summary Otsuka Pharmaceutical Company is a global healthcare company with the corporate philosophy: Otsuka-people creating new products for better health worldwide." Otsuka researches, develops, manufactures, and markets innovative products, with a focus on pharmaceutical products to meet unmet medical needs and nutraceutical products for the maintenance of everyday health. The Director, HR Business Partner leads all HR activities for their area of responsibility in support of Otsuka's overall people related business goals and objectives. In partnership with other HR experts within the Centers of Excellence (COE), helps shape and execute strategies, including staffing, talent placement, compensation, roles, and responsibilities, and solves sophisticated interpersonal challenges through people-related solutions. In this role, the Director is a trusted advisor to senior global R&D business leaders and can effectively articulate both the people agenda for the company and effect talent strategies that deliver value and competitive advantage to Otsuka. This role is a champion of Otsuka's culture and values, working directly with global business leaders to assess talent, navigate change, and build organizations for the future. This individual is not afraid to challenge the status quo. The successful person is agile and able to deal with ambiguity while translating complex issues into clear and coherent solutions. This position is based in Princeton, New Jersey. Otsuka maintains a hybrid work policy and Travel is expected 15% of the time based on business needs. Job Description Partner and trusted advisor to business leaders on complex organizational challenges. Uses proven concepts and expertise to manage complex problems independently - navigates through ambiguity. Liaise with global HR counterparts to support non-US-based talent and leaders Sees the big picture beyond their assigned scope of work, using qualitative and quantitative data to guide your work. Understands the leadership challenges for the client organization and delivers strategies and solutions (proactively and reactively) to address wide ranging leadership and talent issues. Diagnoses organization effectiveness. Identifies changes required and manages the implications of major changes on people and organization and ensures that cross-functional implications of change initiatives are recognized and addressed. Converts people & organization development strategies into measurable outcomes using available data and systems to confirm progress. Identifies performance needs and gaps to direct the design and execution of succession and workforce planning strategies for the client group. Partners with leadership and talent acquisition to develop proactive organizational staffing strategies to recruit and retain top caliber talent in a high-performance environment. Consults to provide guidance and input on organization design, restructuring and resource optimization initiatives - including change implications. Drives and supports the development of talent through feedback, coaching, assessments, use of data, and point solutions where required. Leads a performance culture and reinforces a performance management strategy that provides clarity of direction, reliable measurement, and clear feedback - leading to mutual accountability consistent with the company's core values and competencies (ASPIRE) Champions performance management as an essential strategy needed to maximize effectiveness and deliver equitable performance and rewards decisions. Uses analytics to guide work, providing insights to clients regarding their organization; able to build tactics in response to the trends. Partners with a cross-functional group of subject-matter experts to design and execute strategy for how we staff, onboard, develop, motivate, and retain talent. Strong advocate for COE partners delivering a one HR approach to strengthen relationships with business leaders. Strong communications and collaboration with HRBPs and COE's to ensure clarity around the business needs and that cross-functional impacts are understood Partners with HR Operations (Total Rewards, HRIS, and People Enablement) and Talent (Talent Management, Talent Acquisition, and Performance Management) to ensure life cycle transactions are managed in an organized and consistent manner using proven tools and assessments. Leads the delivery of cyclical programs to business clients in a seamless manner ensuring consistency across groups. Skilled in managing employee relations issues including coaching leaders and employees and providing recommendations for resolution. Qualifications/ Required Knowledge/ Experience and Skills: Knowledge and Experience 5 years of experience as an HRBP is required; support of R&D function(s) preferred HRBP experience supporting a global organization/function required. 8 years of overall HR experience required (i.e., Total Rewards, Talent Acquisition, Talent Development, or HRIS). HR experience in pharmaceutical and/or life sciences industry strongly preferred Must be able to thrive in a fast-paced, high-performance environment. Understands HR legal compliance requirements and an understanding of HR programs relative to support of business objectives required. Proven ability and strong skill set in influencing, negotiating, decision making, and resilience. Strong interpersonal, communications, organizational, project management and presentation skills required Proficiency in Microsoft Office suite (Excel, PowerPoint, Word, and Outlook) Required Skills Strategic thinker with experience in executing complex, cross-functional projects, and programs. Comfortable with ambiguity and being a part of complex strategy discussions with team members and leaders - not afraid to stand alone. Demonstrated ability to coach and counsel business leaders in shaping the direction of a business unit - Ability to influence employees of all levels. Self-starter with demonstrated ability to work independently as well as in a team setting in order to build personal brand and to develop a network of relationships across the organization. Achieves outcomes through ability to collaborate with cross functional leaders, other shared services, and internal HR COE's Through the use of compelling oral and written communications, able to influence at all levels through clear, informed, and logical business justification and storytelling supported by qualitative and quantitative data insights. Demonstrated track record of taking initiative, having a sense of urgency, and proactively finding solutions to challenges. Inspires trust and can gauge the atmosphere and culture of clients and the overall organization. Ability to work effectively in an environment of change and manage multiple priorities concurrently through strong project management, systems knowledge, and effective communication. Educational Qualifications Bachelor's degree required. Degree in Business, Human Resources Management, or related field preferred Master's degree preferred. Degree in Business, Human Resources Management, or related field preferred Competencies Accountability for Results - Stay focused on key strategic objectives, be accountable for high standards of performance, and take an active role in leading change. Strategic Thinking & Problem Solving - Make decisions considering the long-term impact to customers, patients, employees, and the business. Patient & Customer Centricity - Maintain an ongoing focus on the needs of our customers and/or key stakeholders. Impactful Communication - Communicate with logic, clarity, and respect. Influence at all levels to achieve the best results for Otsuka. Respectful Collaboration - Seek and value others' perspectives and strive for diverse partnerships to enhance work toward common goals. Empowered Development - Play an active role in professional development as a business imperative. Come discover more about Otsuka and our benefit offerings; . Disclaimer: This job description is intended to describe the general nature and level of the work being performed by the people assigned to this position. It is not intended to include every job duty and responsibility specific to the position. Otsuka reserves the right to amend and change responsibilities to meet business and organizational needs as necessary. Otsuka is an equal opportunity employer . All qualified applicants are encouraged to apply and will be given consideration for employment without regard to race, color, sex, gender identity or gender expression, sexual orientation, age, disability, religion, national origin, veteran status, marital status, or any other legally protected characteristic . If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation, if you are unable or limited in your ability to apply to this job opening as a result of your disability . You can request reasonable accommodations by contacting Accommodation Request . Statement Regarding Job Recruiting Fraud Scams At Otsuka we take security and protection of your personal information very seriously. Please be aware individuals may approach you and falsely present themselves as our employees or representatives. They may use this false pretense to try to gain access to your personal information or acquire money from you by offering fictitious employment opportunities purportedly on our behalf. Please understand, Otsuka will never ask for financial information of any kind or for payment of money during the job application process. We do not require any financial, credit card or bank account information and/or any payment of any kind to be considered for employment. We will also not offer you money to buy equipment, software, or for any other purpose during the job application process. If you are being asked to pay or offered money for equipment fees or some other application processing fee, even if claimed you will be reimbursed, this is not Otsuka. These claims are fraudulent and you are strongly advised to exercise caution when you receive such an offer of employment. Otsuka will also never ask you to download a third-party application in order to communicate about a legitimate job opportunity. Scammers may also send offers or claims from a fake email address or from Yahoo, Gmail, Hotmail, etc, and not from an official Otsuka email address. Please take extra caution while examining such an email address, as the scammers may misspell an official Otsuka email address and use a slightly modified version duplicating letters. To ensure that you are communicating about a legitimate job opportunity at Otsuka, please only deal directly with Otsuka through its official Otsuka Career website . Otsuka will not be held liable or responsible for any claims, losses, damages or expenses resulting from job recruiting scams. If you suspect a position is fraudulent, please contact Otsuka's call center at: 800-363-5670. If you believe you are the victim of fraud resulting from a job recruiting scam, please contact the FBI through the Internet Crime Complaint Center at: , or your local authorities. Otsuka America Pharmaceutical Inc., Otsuka Pharmaceutical Development & Commercialization, Inc., a nd Otsuka Precision Health, Inc. (Otsuka") does not accept unsolicited assistance from search firms for employment opportunities. All CVs/resumes submitted by search firms to any Otsuka employee directly or through Otsuka's application portal without a valid written search agreement in place for the position will be considered Otsuka's sole property. No fee will be paid if a candidate is hired by Otsuka as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails.

Job Tags

Similar Jobs