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 Senior 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. The Senior Director sets the pace for the team that is aligned to the PBS strategy to define, develop and lead the organization in delivering sustainable business results. In partnership with other HR experts within the Center of Excellence (COE), defines strategies, including staffing, talent placement, compensation, roles, and responsibilities, and solves sophisticated interpersonal challenges through people-related solution. In this role, the Senior Director is a trusted advisor to senior business leaders and can effectively articulate both the people agenda for the company and to 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 other senior HR leaders and members of leadership to assess talent, navigate change, and build organizations for the future. The successful candidate leads the business to which they are aligned and can determine the effect of business decisions on people and advises management appropriately. This individual is not afraid to challenge the status quo. The successful person is learning 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 ~30% of the time based on business needs.

Job Description

• Partner and trusted advisor to business leadership on complex organizational challenges. Uses proven concepts and expertise to manage complex problems independently - navigates through ambiguity
• Acts as an advisor to the Vice President of HR regarding issues related to a specific function or group to ensure positive impact for initiatives rolled out to leaders and employees
• 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
• Challenges convention, and in some cases, reinvents how work is done
• 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 across the organization
• 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 the Business Leadership teams 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 and tactic needed to maximize effectiveness of colleagues and to deliver an equitable performance and rewards decisions
• Partners with Business Leadership and HR team to ensure consistency in approach, message, and execution using proven tools in line with competency model
• Uses analytics to guide your work, providing insights to clients regarding their organization and 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 PBS approach to strengthen relationships with business leaders
• Strong communications and collaboration with HRBP and COE's to ensure clarity around the business needs and that cross-functional impacts are understood and able to guide the team to viable solutions
• Delivers outcomes consistently, especially when there is cross functional impact. May lead and/or significantly influence teams and/or projects with cross functional participants.
• 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 HRBPs and our COE's
• Partner with client groups to support all year-end initiatives including performance documentation, ratings, and compensation recommendations
• Skilled in managing employee relations issues including participation in internal investigations and providing recommendations for resolution

Qualifications/ Required

Knowledge/ Experience and Skills:

Knowledge and Experience

• 5 years of substantive experience in HR as an HRBP for Commercial, R&D or Corporate Functions is required
• 5-7 years in HR working in an enabling function (Total Rewards, Talent Acquisition, Talent Development, or HRIS) is preferred
• Concurrent 5-7 years of broad experience in pharmaceutical and/or life sciences industry
• Pharmaceutical/biotech and or healthcare industry experience is preferred
• Must be able to thrive in a fast-paced, high-performance environment
• Understands the HR legal compliance requirements and an understanding of HR programs relative to support of business objectives required
• Experience in implementing enterprise-wide HR initiatives reflecting an inclusive approach to company, business, and department needs and priorities
• Proven ability and strong skill set in influencing, negotiating, decision making, and resilience
• Strong interpersonal, writing, communication, organizational, project management and presentation skills
• 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 executives 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;.

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