Job Description

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 workforce planning into broader business and financial strategies and assess/determine strategic workforce planning needs in DS Collaborate with the Talent Management team and HRBPs to ensure that strategic workforce planning tools and processes effectively address skill and capability gaps and support DS’ long-term talent strategy, including upskilling, reskilling, and career mobility programs Partner with Workforce Analytics and Employee Insights Teams to ensure right talent and workforce related insights are being prioritized and addressed Manage relationships with external vendors/partners that support the delivery of programs and maintain global preferred supplier lists Educate business leadership on DS‘ strategic workforce planning capabilities and advantages of adopting these practices into their Unit’s long-term planning Help build capability of other HR team members to use Strategic workforce planning tools




25% travel is expected, but actual amounts can vary depending on business priorities





Personal skills and professional experience:


Bachelor’s degree required, Master’s degree preferred 10 or more years of relevant experience in strategic workforce planning, ideally within the pharma, biotech, or life sciences sectors or alternative relevant experience 4 or more years of: + Strategic Vision: Proven ability to develop and execute workforce strategies that support business growth and operational excellence
+ Analytical Proficiency: Strong expertise in workforce analytics, HR data interpretation, and predictive modeling
+ Experience managing complex project delivery in global/multicultural collaboration is preferred
+ Experience managing, coaching and developing direct reports and leading global strategic workforce planning teams is preferred
+ Experience developing and implementing strategic workforce planning strategies and programs
+ Technical knowledge of workforce planning tools, HR Systems and strategic workforce planning trends and processes including digital transformation trends
+ Understands latest strategic workforce planning technology and systems
+ Stakeholder Influence: Ability to engage, influence, and collaborate with senior executives and cross-functional teams
+ Use of data analytics to monitor and predict strategic workforce planning future needs
+ Proven success in supporting rapid organizational growth through effective strategic workforce planning programs is preferred
+ Knowledge of best-in-class strategic workforce planning practices in key industry groups
Business fluent English, Japanese or German would be a plus




Core skills for all leadership roles


Role models Core Values and Core Behaviors Effectively aligns individuals and key stakeholders with differing viewpoints to organizational goals and decisions Places a high priority on developing others, through coaching, feedback, exposure, and stretch assignment




Specific level of personal skills for job


Broad and comprehensive understanding of concepts and principles within own discipline and knowledge of these elements in other disciplines In-depth understanding of how own organization subfunction integrates within the organization function and commercial awareness Management responsibility through subordinate managers Evaluate situations using multiple sources of information Developed communication skills, ability to negotiate mainly internally and often at higher levels



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