Talent Acquisition Business Partner Lead - OBU

By clicking the “Apply” button, I understand that my employment application process with Takeda will commence and that the information I provide in my application will be processed in line with Takeda’s Privacy Notice and Terms of Use.  I further attest that all information I submit in my employment application is true to the best of my knowledge.

Job Description

Position Overview

As the Talent Acquisition Business Partner Lead - Oncology Business Unit (OBU), associate director level, you will be responsible to ensure the success of Talent Acquisition initiatives within Oncology Business Unit (OBU). You will serve as the strategic hiring advisor to business leaders who translates workforce plans into prioritized talent strategies, informs delivery strategies, manages escalations, and drives process improvement, compliance, and defined DE&I practices. You will be responsible in ensuring the recruitment and talent outcomes are intricately and creatively aligned with OBU overarching business imperatives.

This position will also ensure that talent acquisition processes in OBU, programs and policies are aligned to global programs and processes. This role will also be part of the Talent Acquisition  Community of Practice in Americas. The role is based in Cambridge, Massachusetts and will be reporting to Head of Talent Acquisition for Commercial. It is responsible for end-to-end OBU hiring globally.

Furthermore, the position is responsible for leveraging  Takeda’s global brand, employee value proposition and the business talent strategy to support attraction of talents for OBU globally. This includes leveraging technology to create a better experience for all stakeholders involved with TA. The position partners closely with the TA Delivery team in the region and ensures that end-to-end TA processes deliver to the needs of the business.

This position is currently classified as hybrid in accordance with Takeda’s Hybrid and Remote Work Policy. The role requires the individual to be based within a reasonable, drivable commuting distance of the Cambridge, Massachusetts area and is not eligible for remote work outside of this region. A minimum of five (5) in‑office days per month is required.

Key Responsibilities

Strategic

• Understand business strategies that impact TA strategy and provide expertise and project management to TA Delivery and Enablement teams. This could include builds, acquisitions and strategic initiatives.

• Manage business leaders' expectations and service commitments by communicating hiring timelines, capacity constraints, risks, and escalation paths with transparency

• Clearly communicate to the business about the GCC/Hub operating model and talent delivery approach (roles, responsibilities, and engagement model) to ensure consistent adoption across business units

• Serve as the primary TA leadership interface to the business, strengthening executive partnerships and driving alignment on hiring outcomes and priorities

• Prioritize how and when to engage the Talent Intelligence team for the delivery team

• Partner with Employee Branding team to create compelling EVP narrative specific to OBU and provide business updates that can be utilized by delivery team

• Drive inclusive hiring practices in OBU in alignment with Global approach in Takeda based on GTA and DE&I teams strategy.

• Understand business strategies and influences TA’s strategy

• Leverage best practices implemented in GTA around intake quality, definition of ready and hiring process, roles and responsibilities  clarity. clarity.

• Serve as a thought partner to the executive leadership team and partner with Talent Management, Talent Intelligence and Executive Search team on organizational design, talent feasibility and on succession planning by providing portfolio-level hiring progress, risks, mitigations, and recommendations.

• Ensures TA programs and initiatives are effectively impacting potential Takeda talent

• Work together with internal Takeda stakeholders to understand attraction mechanics and to identify leading indicators to address issues upfront

• Determine business/function strategy for upcoming TA needs

• Maintain cross-functional partnerships including direct interactions with the Business and HRBP

• Ensure high-level understanding of functional business to translate into effective TA strategy

Operational

• Champion and move s