Ipsen Pharma
Director, Talent Management, Learning & Development
Ipsen Pharma, Cambridge, Massachusetts, us, 02140
Title:Director, Talent Management, Learning & Development
Company:Ipsen Biopharmaceuticals Inc.
Job Description:
The Director, Talent Management, Learning & Development plays a crucial role in shaping the workforce strategy and development initiatives for the Commercial business in North America and our Global R&D division. In close collaboration with the SVP, HR North America & Global R&D and Divisional HR Business partners, this individual will contribute to strategic and operational workforce planning, strategic capability planning, organizational design, talent strategy and cultural elements for these two divisions.
She/he will lead strategic workforce planning, organizational design discussions as well as talent reviews with the division's leadership teams and divisions HRBPs. She/he is in charge of defining, based on strategic needs, the individual and collective development plans for each division and executing them. She/he is coordinating annual performance calibration with the division's leadership teams.
As a key member of the HR North American and R&D leadership team, she/he actively contributes to division culture evolution and the corresponding employee engagement action plans set up and its execution. She/ he also collaborates with division HRBPs and Global Talent Management to successfully embed key concepts and processes which facilitate Ipsen "Way of Being" culture and position Ipsen as a destination organization.
Main Responsibilities & Job Expectations
Strategic & Operational Workforce Planning and Strategic Capability planning:Strategic Workforce Planning (SWP):
Support BHR and Division HRBPs to define the Division Talent needs in alignment to Long Range Plan: For the division, analyze current workforce, provide insights on workforce natural evolution, support collection of data on future needs and leverage the Ipsen SWP tool to provide the gap vs current workforce.Based on Talent needs, and in coordination with global TMD Lead and relevant Geography TMD, support BHR and Division HRBPs in defining the Talent roadmap for the division
Operational Workforce Planning (OWP): Define and analyze staffing needs for the division through leveraging workforce planning platform (based on budget data and turnover hypothesis)Support BHR/Division HRBPs and Business leaders to identify main capabilities gaps for the division and define accordingly the Division learning and development needs to be shared with global L&D team for shaping the required offerDrive job and competencies framework projects impacting the jobs in the division (annual dynamic review of job catalogue, functional competency frameworks articulation)Talent Reviews:
Coordinate the Talent reviews process for the division in alignment with global guidance and calendar, prepare the talent reviews for population in scope (LT and above), provide insights (based on data analytics) on talent population across the division and on succession plansSupport BHR/Division HRBPs in the facilitation of the calibration, in alignment with global guidance, support HRBPs for the identification of career & development needs for High PotentialsFor population in scope (LT and above), support implementation of development actions and monitor, ensure conversion or update of succession plans in the divisionPerformance Reviews:
Coordinate the Performance reviews process for the division in alignment with global guidance and calendar, prepare the performance reviews for population in scope (LT and above), provide insights (based on data analytics) on population across the divisionSupport BHR/Division HRBPs in the facilitation of the calibration, in alignment with global guidanceDevelopment planning (individual & collective):
Facilitate the implementation of iDevelop campaign in the division in alignment with the Talent Management & Development Lead HubAnalyze the individual development needs (population in the Division) : collective analysis, individual analysis for targeted population (eg high potentials).Support BHR/Division HRBPs in the implementation of development actions for population in scope (LT and above) leveraging global development resourcesLearning and Development implementation (soft skills - non-technical skills)
Ensure the implementation of learning roadmap and development actions for population in scope (LT and above)In collaboration with BHR and Division HRBPs, educate Leaders/managers from the division on the Global offer and development resources.Based on the division needs, if no available global offer, design and deliver custom leadership and learning approach, leveraging existing contentOn-the job, in strong coordination with the global L&D team,
In collaboration with BHR/Division HRBPs, Support leaders (LT and above) in identifying and publishing assignments.
Learning through others, in strong coordination with the global L&D team,
360-feedback solutions: identify needs in the division, monitor execution and impact of the divisionCoaching: apply the coaching policy for the Division, support BHR/Division HRBPs in identifying coaching needs and assessing the relevance vs development need of employees (LT and above)Mentoring: support mentors/mentees matching across geographies for the division
Learning through courses, in strong coordination with the global L&D team,
Career acceleration: ensure selection of participants for the division according to global guidelinesLeadership: leverage global offer for division, advertise the offer to managers/employees from the division in coordination with Talent Management & Development lead Hub, raise specific divisional needs to global Talent management and Development team
Data analytics / Monitoring
Monitor performance and impact of the Talent Management/Learning & Development roadmap implementation in the DivisionPrepare ad-hoc analysis to deep dive on specific TM/L&D challenges within the division.Co-create with BHR/Division HRBPs the action plan to solve identified problemsKnowledge, Abilities & Education
BA / BS in a related field is required; Advanced degree in business, organizational behavior, HR Management or related field is preferred8+ years of relevant, demonstrated & practical experience developing robust organizational development and workforce planning strategies that positively impact the business bottom line.Pharmaceutical/Biotech experience is strongly preferred, ideally including R&D employee experienceDemonstrated talent development knowledge required including: strong background in strategic workforce planning, talent strategy development, individual development, high potential/top talent development, mentoring and coaching, learning and development programs and diversity, equity and inclusion mission.Ability to foster change in individuals and organizations.Demonstrated ability to think strategically with a "roll up your sleeves" pragmatism.Excellent communication skills (verbal, written, presentation) and the ability to interact with colleagues at all levels of the organization.Must be able to inspire, effectively coach, consult, lead and influence others.Fluent in English, French language skills are a plusAble to work from our Cambridge, MA HQ 2-3 days per week on a hybrid working model (please local candidates only or those who are planning on relocating to the Greater Boston area)
The annual base salary range for this position is $177,00 - $245,000
This job is eligible to participate in our short-term incentives program. At Ipsen we are proud to offer a comprehensive employee benefits package, including 401(k) with company contributions, group medical, dental and vision coverage, life and disability insurance, short- and long-term disability insurance, as well as flexible spending accounts. Ipsen also provides parental leave, paid time off, a discretionary winter shutdown, well-being allowance, commuter benefits, and much more.
The pay range displayed above is the range of base pay compensation within which Ipsen expects to pay for this role at the time of this posting. Individual compensation within this range depends on a variety of factors, including, but not limited to, prior education and experience, job-related knowledge and demonstrated skills.
IPSEN is an equal opportunity employer that strictly prohibits unlawful discrimination. We recruit, employ, train, compensate, and promote without regard to an individual's race, color, religion, gender, sexual orientation, gender identity/expression, national origin/ancestry, age, mental/physical disability, medical condition, marital status, veteran status, or any other characteristic protected by law.
Company:Ipsen Biopharmaceuticals Inc.
Job Description:
The Director, Talent Management, Learning & Development plays a crucial role in shaping the workforce strategy and development initiatives for the Commercial business in North America and our Global R&D division. In close collaboration with the SVP, HR North America & Global R&D and Divisional HR Business partners, this individual will contribute to strategic and operational workforce planning, strategic capability planning, organizational design, talent strategy and cultural elements for these two divisions.
She/he will lead strategic workforce planning, organizational design discussions as well as talent reviews with the division's leadership teams and divisions HRBPs. She/he is in charge of defining, based on strategic needs, the individual and collective development plans for each division and executing them. She/he is coordinating annual performance calibration with the division's leadership teams.
As a key member of the HR North American and R&D leadership team, she/he actively contributes to division culture evolution and the corresponding employee engagement action plans set up and its execution. She/ he also collaborates with division HRBPs and Global Talent Management to successfully embed key concepts and processes which facilitate Ipsen "Way of Being" culture and position Ipsen as a destination organization.
Main Responsibilities & Job Expectations
Strategic & Operational Workforce Planning and Strategic Capability planning:Strategic Workforce Planning (SWP):
Support BHR and Division HRBPs to define the Division Talent needs in alignment to Long Range Plan: For the division, analyze current workforce, provide insights on workforce natural evolution, support collection of data on future needs and leverage the Ipsen SWP tool to provide the gap vs current workforce.Based on Talent needs, and in coordination with global TMD Lead and relevant Geography TMD, support BHR and Division HRBPs in defining the Talent roadmap for the division
Operational Workforce Planning (OWP): Define and analyze staffing needs for the division through leveraging workforce planning platform (based on budget data and turnover hypothesis)Support BHR/Division HRBPs and Business leaders to identify main capabilities gaps for the division and define accordingly the Division learning and development needs to be shared with global L&D team for shaping the required offerDrive job and competencies framework projects impacting the jobs in the division (annual dynamic review of job catalogue, functional competency frameworks articulation)Talent Reviews:
Coordinate the Talent reviews process for the division in alignment with global guidance and calendar, prepare the talent reviews for population in scope (LT and above), provide insights (based on data analytics) on talent population across the division and on succession plansSupport BHR/Division HRBPs in the facilitation of the calibration, in alignment with global guidance, support HRBPs for the identification of career & development needs for High PotentialsFor population in scope (LT and above), support implementation of development actions and monitor, ensure conversion or update of succession plans in the divisionPerformance Reviews:
Coordinate the Performance reviews process for the division in alignment with global guidance and calendar, prepare the performance reviews for population in scope (LT and above), provide insights (based on data analytics) on population across the divisionSupport BHR/Division HRBPs in the facilitation of the calibration, in alignment with global guidanceDevelopment planning (individual & collective):
Facilitate the implementation of iDevelop campaign in the division in alignment with the Talent Management & Development Lead HubAnalyze the individual development needs (population in the Division) : collective analysis, individual analysis for targeted population (eg high potentials).Support BHR/Division HRBPs in the implementation of development actions for population in scope (LT and above) leveraging global development resourcesLearning and Development implementation (soft skills - non-technical skills)
Ensure the implementation of learning roadmap and development actions for population in scope (LT and above)In collaboration with BHR and Division HRBPs, educate Leaders/managers from the division on the Global offer and development resources.Based on the division needs, if no available global offer, design and deliver custom leadership and learning approach, leveraging existing contentOn-the job, in strong coordination with the global L&D team,
In collaboration with BHR/Division HRBPs, Support leaders (LT and above) in identifying and publishing assignments.
Learning through others, in strong coordination with the global L&D team,
360-feedback solutions: identify needs in the division, monitor execution and impact of the divisionCoaching: apply the coaching policy for the Division, support BHR/Division HRBPs in identifying coaching needs and assessing the relevance vs development need of employees (LT and above)Mentoring: support mentors/mentees matching across geographies for the division
Learning through courses, in strong coordination with the global L&D team,
Career acceleration: ensure selection of participants for the division according to global guidelinesLeadership: leverage global offer for division, advertise the offer to managers/employees from the division in coordination with Talent Management & Development lead Hub, raise specific divisional needs to global Talent management and Development team
Data analytics / Monitoring
Monitor performance and impact of the Talent Management/Learning & Development roadmap implementation in the DivisionPrepare ad-hoc analysis to deep dive on specific TM/L&D challenges within the division.Co-create with BHR/Division HRBPs the action plan to solve identified problemsKnowledge, Abilities & Education
BA / BS in a related field is required; Advanced degree in business, organizational behavior, HR Management or related field is preferred8+ years of relevant, demonstrated & practical experience developing robust organizational development and workforce planning strategies that positively impact the business bottom line.Pharmaceutical/Biotech experience is strongly preferred, ideally including R&D employee experienceDemonstrated talent development knowledge required including: strong background in strategic workforce planning, talent strategy development, individual development, high potential/top talent development, mentoring and coaching, learning and development programs and diversity, equity and inclusion mission.Ability to foster change in individuals and organizations.Demonstrated ability to think strategically with a "roll up your sleeves" pragmatism.Excellent communication skills (verbal, written, presentation) and the ability to interact with colleagues at all levels of the organization.Must be able to inspire, effectively coach, consult, lead and influence others.Fluent in English, French language skills are a plusAble to work from our Cambridge, MA HQ 2-3 days per week on a hybrid working model (please local candidates only or those who are planning on relocating to the Greater Boston area)
The annual base salary range for this position is $177,00 - $245,000
This job is eligible to participate in our short-term incentives program. At Ipsen we are proud to offer a comprehensive employee benefits package, including 401(k) with company contributions, group medical, dental and vision coverage, life and disability insurance, short- and long-term disability insurance, as well as flexible spending accounts. Ipsen also provides parental leave, paid time off, a discretionary winter shutdown, well-being allowance, commuter benefits, and much more.
The pay range displayed above is the range of base pay compensation within which Ipsen expects to pay for this role at the time of this posting. Individual compensation within this range depends on a variety of factors, including, but not limited to, prior education and experience, job-related knowledge and demonstrated skills.
IPSEN is an equal opportunity employer that strictly prohibits unlawful discrimination. We recruit, employ, train, compensate, and promote without regard to an individual's race, color, religion, gender, sexual orientation, gender identity/expression, national origin/ancestry, age, mental/physical disability, medical condition, marital status, veteran status, or any other characteristic protected by law.