Senior Director (m/f/d), Head of Global Strategic Workforce Planning & Insights

 

Passion for Innovation. Compassion for Patients.

 

With over 120 years of experience and approximately 19,000 employees in more than 30 countries/regions, Daiichi Sankyo is dedicated to discovering, developing, and delivering new standards of care that enrich the quality of life around the world.

In Europe, we focus on two areas: The goal of our Specialty Business is to protect people from cardiovascular disease, the leading cause of death in Europe, and help patients who suffer from it to enjoy every precious moment of life.

In Oncology, we are driving innovation in solid tumours and blood cancers, founded on breakthrough science from our own labs in Japan. We aspire to create better tomorrows for people living with cancer and their loved ones.

Our European headquarters are in Munich, Germany, and we have affiliates in 15 European countries and Canada.

 

 

For Daiichi Sankyo Europe we are seeking qualified candidates to fill the position of

 

Senior Director (m/f/d), Head of Global Strategic Workforce Planning & Insights

 

The position:

• Leads the global design and implementation of a forward-thinking strategic workforce planning strategy that aligns with DS’s business goals and designs strategic workforce planning programs in accordance with our People philosophy
• Plays a crucial part in ensuring the organization has the necessary talent and capabilities to drive innovation, operational success and long-term sustainability
• Works closely with business leaders, HR teams, HRBPs, Talent Partners and other key stakeholders to optimize workforce planning, talent pipelines, and workforce agility in a rapidly evolving market
• Provides oversight and direction to the Strategic Workforce Planning team to ensure global consistency where possible
• Participates in the Talent, Performance and Development global leadership team and acts as a key advisor to Global HR Leadership Team on strategic workforce planning related matters
• Scope of role includes DSE, DSI, and DSJ, and may include other regions/management units as needed to reflect changes to the business model

Roles and responsibilities:

Strategic Leadership

• As a member of the Talent, Performance and Development Leadership Team, contribute to the development of the Talent, Performance and Development strategy, policies and processes and define the strategic workforce planning strategy that underpins this
• Provide guidance and direction to Strategic Workforce Planning team, managing escalations and driving consistency across programs and regions
• Lead Global Strategic Workforce Planning team members, supporting them in achieving their goals, creating a positive work environment, encouraging motivation and performance, developing their skills and managing conflict
• Allocate and manage the budget and human resources in the Global Strategic Workforce Planning team
• Ensure that DS’ strategic workforce planning processes support the company’s commitment to inclusion and diversity

 

Implementation and Development

• Establish a global framework for strategic workforce planning and oversee activation and adoption
• Develop and execute strategic workforce planning initiatives to align talent strategies with business needs, R&D pipeline demands, and regulatory changes
• Support organizational design initiatives that foster agility, innovation, and a future-ready workforce

 

Analytics and Technology

• Utilize workforce analytics, predictive modeling, and talent insights to assess workforce supply and demand, skills gaps, and determine key SWP actions
• Develop KPIs and other metrics to evaluate the impact of programs and direct periodic analysis to identify opportunities for improvements
• Facilitate periodic benchmarking and market-related research on strategic workforce planning methodologies and determine necessary policy/program changes to continuously enhance DS’ offerings
• Drive the adoption of HR technologies and automation to enhance workforce planning and operational efficiency, including collaborating with
• Human Resource Information System (HRIS) team to define/implement program functionality requirements for global HRIS

 

Stakeholder Management

• Partner with HR, Finance, and business unit leaders to integrate workfor