Director, HR Business Partner

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.