Otsuka
Senior Director, Otsuka Diversity, Equity and Inclusion Officer
Otsuka, Princeton, New Jersey, United States,
The Senior Director of Otsuka Talent and DE&I is a member of the Talent Management Leadership team and is responsible for advancing the strategy of diversity & inclusion's vision in partnership with the Head of Talent Management, along with other key stakeholders including the CHRO, CMO, and CEO, and various cross-functional leaders across the organization. The Senior Director will work closely with the head of Talent in driving the strategy and operations for key Talent activities such as succession, performance management etc. in alignment with DEI strategy. The leader will play a crucial role in integrating Talent/DEI strategies into the flow of work, the business, culture, and overall employee experience.
The person will play an integral role between talent management practices (performance management, succession, recruitment, selection/assessment, enterprise development) and DEI. This person is responsible for working across the HR functions to drive the strategy into operational and actionable objectives aligned to business priorities, to impact short- and long-term business objectives, and measurable KPIs and metrics.
This role will be pivotal in aligning HR strategies with business objectives to enhance employee experience and organizational performance.
Strategic Leadership:
The leader is responsible for collaborating across the organization to develop a shared vision, mission, and multi-year strategy in alignment with short-term and long-term business priorities. They will interact with a broad audience of stakeholders to influence program design, implementation, and improvements from an inclusion and belonging perspective. Develop and execute a comprehensive DEI strategy in combination with talent management, ensuring alignment and cohesion with the company's mission, vision, and values. Ensure DEI strategies are seamlessly embedded into all people practices and daily workflows inclusive of enterprise leadership development and talent management functions. Collaborate with the head of talent management to align HR strategies with business objectives, enhancing both employee experience and organizational performance. Program Management:
Manage a team to lead initiatives to promote diversity, equity, and inclusion across all levels of the organization together with Talent Management and the DEI team members. Validate and/or integrate DEI principles into business practices and policies to foster an inclusive workplace. Utilize HR metrics and analytics to measure the effectiveness of DEI programs and make data-driven decisions. Lead initiatives to promote a diverse and inclusive workplace, ensuring all employees feel a sense of belonging. Collaboration and Integration:
Serve as a trusted advisor to senior leadership on matters of inclusion, belonging, and talent management. Act as thought leader, influencer, mentor and advisor to business unit, functional, regional, and global participants and leaders driving engagement, inclusion, and diversity. Work closely with HR colleagues and business leaders to embed DEI into talent management, succession planning, leadership development, and recruiting processes. Collaborate with the corporate social responsibility team and other key departments to ensure alignment with the DEI strategy. Partner with key business leaders to prioritize and implement DEI strategies that support business goals and to understand key areas of opportunity and work in partnership with talent management and HRBPs to create strategies to support the business. Collaborate with key executives to assist in shaping their roles as champions and advocates for Diversity and Inclusion both internally and externally. Partner and create a matrix collaboration with the business functional areas to ensure inclusion and belonging are embedded, as appropriate, in workstreams (Clinical Trials, Supplier Diversity, Field, leadership development, affiliations, endorsements etc.) Team Leadership & Analysis:
Manage a team of DEI leaders who develop/lead Employee Resource Group (ERG) strategies and embed effective DEI practices into the talent lifecycle. Work closely with Talent Management and DEI as an integrated team to develop holistic strategies to meet business outcomes. Foster a culture of inclusion and belonging through open and honest discussions at all organizational levels. Work closely with the CHRO, Head of Talent Management to design and deploy the right DEI initiatives and embed into current and future enterprise programs. Complete annual EEO/AAP requirements and share as appropriate with the business. Develop and manage Diversity and Inclusion budget. Analyze, evaluate, and report on D&I programs and processes to key stakeholders including senior leadership. Develop a measurement strategy to monitor and drive success and hold the organization and our leaders accountable for expected results.
Requirements:
At least 8 years of experience in HR, with a focus on talent management, succession, human resources business partner, and/or DEI. Experience implementing talent management succession, and/or DEI strategies Passion for fostering an inclusive and diverse workplace culture. Strong influencer and negotiator with business and customer orientation. Collaborative relationship builder with strong influencing skills across all organizational levels. High level of cultural competence and cultural agility. Demonstrates strong leadership courage, willing and able to respectfully question and/or provide different perspectives to problems and solutions. Ability to influence and set a strategy and agenda tied to the Corporate & HR Priorities Trusted partner and people leader with the ability to effectively influence without authority. Strong change leader with intellectual curiosity and continuous improvement mindset. Strong interpersonal skills, inclusive, compassionate, with high emotional maturity. Excellent communication and relationship-building skills.
Ability to influence and collaborate with senior leaders and stakeholders. Strong written and verbal communication, including facilitation and presentation skills, with a focus on executive facilitation. High influencing and consulting skills. Proven ability to deal with ambiguity and competing priorities. Ability to think strategically and critically to develop practical solutions to issues. Adept at establishing partnerships and building relationships.
Strong analytical skills with the ability to use data to drive decisions. Ability to manage budgets and evaluate programs through analysis and KPIs People Management and coaching experience, Project management experience, Vendor management experience Preferred:
HR related field, talent management experiences (succession, performance management, learning & development), HRBP and DEI partner Strategic thinker, agile problem solver, and great influencing skills Bachelor's degree in Human Resources, Business Administration, or a related field; MBA or advanced degree preferred. Pharma experience Competencies Accountability for Results -
Stay focused on key strategic objectives, be accountable for high standards of performance, and take an active role in leading change. Strategic Thinking & Problem Solving -
Make decisions considering the long-term impact to customers, patients, employees, and the business. Patient & Customer Centricity -
Maintain an ongoing focus on the needs of our customers and/or key stakeholders. Impactful Communication -
Communicate with logic, clarity, and respect. Influence at all levels to achieve the best results for Otsuka. Respectful Collaboration -
Seek and value others' perspectives and strive for diverse partnerships to enhance work toward common goals. Empowered Development -
Play an active role in professional development as a business imperative.
Come discover more about Otsuka and our benefit offerings;
https://www.otsuka-us.com/careers-join-otsuka .
Disclaimer:
This job description is intended to describe the general nature and level of the work being performed by the people assigned to this position. It is not intended to include every job duty and responsibility specific to the position. Otsuka reserves the right to amend and change responsibilities to meet business and organizational needs as necessary.
Otsuka is an equal opportunity employer .
All qualified applicants are encouraged to apply and will be given consideration for employment without regard to race, color, sex, gender identity or gender expression, sexual orientation, age, disability, religion, national origin, veteran status, marital status, or any other legally protected characteristic .
If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation, if you are unable or limited in your ability to apply to this job opening as a result of your disability .
You can request reasonable accommodations by contacting Accommodation Request .
Statement Regarding Job Recruiting Fraud Scams
At Otsuka we take security and protection of your personal information very seriously. Please be aware individuals may approach you and falsely present themselves as our employees or representatives.
They may use this false pretense to try to gain access to your personal information or acquire money from you by offering fictitious employment opportunities purportedly on our behalf.
Please understand, Otsuka will
never
ask for financial information of any kind or for payment of money during the job application process. We do not require any financial, credit card or bank account information and/or any payment of any kind to be considered for employment. We will also not offer you money to buy equipment, software, or for any other purpose during the job application process. If you are being asked to pay or offered money for equipment fees or some other application processing fee, even if claimed you will be reimbursed, this is not Otsuka. These claims are fraudulent and you are strongly advised to exercise caution when you receive such an offer of employment.
Otsuka will also never ask you to download a third-party application in order to communicate about a legitimate job opportunity. Scammers may also send offers or claims from a fake email address or from Yahoo, Gmail, Hotmail, etc, and not from an official Otsuka email address. Please take extra caution while examining such an email address, as the scammers may misspell an official Otsuka email address and use a slightly modified version duplicating letters.
To ensure that you are communicating about a legitimate job opportunity at Otsuka, please only deal directly with Otsuka through its official Otsuka Career website https://vhr-otsuka.wd1.myworkdayjobs.com/en-US/External .
Otsuka will not be held liable or responsible for any claims, losses, damages or expenses resulting from job recruiting scams. If you suspect a position is fraudulent, please contact Otsuka's call center at: 800-363-5670. If you believe you are the victim of fraud resulting from a job recruiting scam, please contact the FBI through the Internet Crime Complaint Center at: https://www.ic3.gov ,
or your local authorities.
Otsuka America Pharmaceutical Inc., Otsuka Pharmaceutical Development & Commercialization, Inc., a nd Otsuka Precision Health, Inc. (Otsuka") does not accept unsolicited assistance from search firms for employment opportunities. All CVs/resumes submitted by search firms to any Otsuka employee directly or through Otsuka's application portal without a valid written search agreement in place for the position will be considered Otsuka's sole property. No fee will be paid if a candidate is hired by Otsuka as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails.
This role will be pivotal in aligning HR strategies with business objectives to enhance employee experience and organizational performance.
Strategic Leadership:
The leader is responsible for collaborating across the organization to develop a shared vision, mission, and multi-year strategy in alignment with short-term and long-term business priorities. They will interact with a broad audience of stakeholders to influence program design, implementation, and improvements from an inclusion and belonging perspective. Develop and execute a comprehensive DEI strategy in combination with talent management, ensuring alignment and cohesion with the company's mission, vision, and values. Ensure DEI strategies are seamlessly embedded into all people practices and daily workflows inclusive of enterprise leadership development and talent management functions. Collaborate with the head of talent management to align HR strategies with business objectives, enhancing both employee experience and organizational performance. Program Management:
Manage a team to lead initiatives to promote diversity, equity, and inclusion across all levels of the organization together with Talent Management and the DEI team members. Validate and/or integrate DEI principles into business practices and policies to foster an inclusive workplace. Utilize HR metrics and analytics to measure the effectiveness of DEI programs and make data-driven decisions. Lead initiatives to promote a diverse and inclusive workplace, ensuring all employees feel a sense of belonging. Collaboration and Integration:
Serve as a trusted advisor to senior leadership on matters of inclusion, belonging, and talent management. Act as thought leader, influencer, mentor and advisor to business unit, functional, regional, and global participants and leaders driving engagement, inclusion, and diversity. Work closely with HR colleagues and business leaders to embed DEI into talent management, succession planning, leadership development, and recruiting processes. Collaborate with the corporate social responsibility team and other key departments to ensure alignment with the DEI strategy. Partner with key business leaders to prioritize and implement DEI strategies that support business goals and to understand key areas of opportunity and work in partnership with talent management and HRBPs to create strategies to support the business. Collaborate with key executives to assist in shaping their roles as champions and advocates for Diversity and Inclusion both internally and externally. Partner and create a matrix collaboration with the business functional areas to ensure inclusion and belonging are embedded, as appropriate, in workstreams (Clinical Trials, Supplier Diversity, Field, leadership development, affiliations, endorsements etc.) Team Leadership & Analysis:
Manage a team of DEI leaders who develop/lead Employee Resource Group (ERG) strategies and embed effective DEI practices into the talent lifecycle. Work closely with Talent Management and DEI as an integrated team to develop holistic strategies to meet business outcomes. Foster a culture of inclusion and belonging through open and honest discussions at all organizational levels. Work closely with the CHRO, Head of Talent Management to design and deploy the right DEI initiatives and embed into current and future enterprise programs. Complete annual EEO/AAP requirements and share as appropriate with the business. Develop and manage Diversity and Inclusion budget. Analyze, evaluate, and report on D&I programs and processes to key stakeholders including senior leadership. Develop a measurement strategy to monitor and drive success and hold the organization and our leaders accountable for expected results.
Requirements:
At least 8 years of experience in HR, with a focus on talent management, succession, human resources business partner, and/or DEI. Experience implementing talent management succession, and/or DEI strategies Passion for fostering an inclusive and diverse workplace culture. Strong influencer and negotiator with business and customer orientation. Collaborative relationship builder with strong influencing skills across all organizational levels. High level of cultural competence and cultural agility. Demonstrates strong leadership courage, willing and able to respectfully question and/or provide different perspectives to problems and solutions. Ability to influence and set a strategy and agenda tied to the Corporate & HR Priorities Trusted partner and people leader with the ability to effectively influence without authority. Strong change leader with intellectual curiosity and continuous improvement mindset. Strong interpersonal skills, inclusive, compassionate, with high emotional maturity. Excellent communication and relationship-building skills.
Ability to influence and collaborate with senior leaders and stakeholders. Strong written and verbal communication, including facilitation and presentation skills, with a focus on executive facilitation. High influencing and consulting skills. Proven ability to deal with ambiguity and competing priorities. Ability to think strategically and critically to develop practical solutions to issues. Adept at establishing partnerships and building relationships.
Strong analytical skills with the ability to use data to drive decisions. Ability to manage budgets and evaluate programs through analysis and KPIs People Management and coaching experience, Project management experience, Vendor management experience Preferred:
HR related field, talent management experiences (succession, performance management, learning & development), HRBP and DEI partner Strategic thinker, agile problem solver, and great influencing skills Bachelor's degree in Human Resources, Business Administration, or a related field; MBA or advanced degree preferred. Pharma experience Competencies Accountability for Results -
Stay focused on key strategic objectives, be accountable for high standards of performance, and take an active role in leading change. Strategic Thinking & Problem Solving -
Make decisions considering the long-term impact to customers, patients, employees, and the business. Patient & Customer Centricity -
Maintain an ongoing focus on the needs of our customers and/or key stakeholders. Impactful Communication -
Communicate with logic, clarity, and respect. Influence at all levels to achieve the best results for Otsuka. Respectful Collaboration -
Seek and value others' perspectives and strive for diverse partnerships to enhance work toward common goals. Empowered Development -
Play an active role in professional development as a business imperative.
Come discover more about Otsuka and our benefit offerings;
https://www.otsuka-us.com/careers-join-otsuka .
Disclaimer:
This job description is intended to describe the general nature and level of the work being performed by the people assigned to this position. It is not intended to include every job duty and responsibility specific to the position. Otsuka reserves the right to amend and change responsibilities to meet business and organizational needs as necessary.
Otsuka is an equal opportunity employer .
All qualified applicants are encouraged to apply and will be given consideration for employment without regard to race, color, sex, gender identity or gender expression, sexual orientation, age, disability, religion, national origin, veteran status, marital status, or any other legally protected characteristic .
If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation, if you are unable or limited in your ability to apply to this job opening as a result of your disability .
You can request reasonable accommodations by contacting Accommodation Request .
Statement Regarding Job Recruiting Fraud Scams
At Otsuka we take security and protection of your personal information very seriously. Please be aware individuals may approach you and falsely present themselves as our employees or representatives.
They may use this false pretense to try to gain access to your personal information or acquire money from you by offering fictitious employment opportunities purportedly on our behalf.
Please understand, Otsuka will
never
ask for financial information of any kind or for payment of money during the job application process. We do not require any financial, credit card or bank account information and/or any payment of any kind to be considered for employment. We will also not offer you money to buy equipment, software, or for any other purpose during the job application process. If you are being asked to pay or offered money for equipment fees or some other application processing fee, even if claimed you will be reimbursed, this is not Otsuka. These claims are fraudulent and you are strongly advised to exercise caution when you receive such an offer of employment.
Otsuka will also never ask you to download a third-party application in order to communicate about a legitimate job opportunity. Scammers may also send offers or claims from a fake email address or from Yahoo, Gmail, Hotmail, etc, and not from an official Otsuka email address. Please take extra caution while examining such an email address, as the scammers may misspell an official Otsuka email address and use a slightly modified version duplicating letters.
To ensure that you are communicating about a legitimate job opportunity at Otsuka, please only deal directly with Otsuka through its official Otsuka Career website https://vhr-otsuka.wd1.myworkdayjobs.com/en-US/External .
Otsuka will not be held liable or responsible for any claims, losses, damages or expenses resulting from job recruiting scams. If you suspect a position is fraudulent, please contact Otsuka's call center at: 800-363-5670. If you believe you are the victim of fraud resulting from a job recruiting scam, please contact the FBI through the Internet Crime Complaint Center at: https://www.ic3.gov ,
or your local authorities.
Otsuka America Pharmaceutical Inc., Otsuka Pharmaceutical Development & Commercialization, Inc., a nd Otsuka Precision Health, Inc. (Otsuka") does not accept unsolicited assistance from search firms for employment opportunities. All CVs/resumes submitted by search firms to any Otsuka employee directly or through Otsuka's application portal without a valid written search agreement in place for the position will be considered Otsuka's sole property. No fee will be paid if a candidate is hired by Otsuka as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails.