executive search - vp, talent management in biotech

V i c e P r e s i d e n t T a l e n t M a n a g e m e n t ,

L e a r n i n g & D e v e l o p m e n t

US Partner of IMD International Search

Search & Selection 2015

World Wide Search World Class Leaders

OUR CLIENT is a publicly-held, leading global biotechnology company focused on delivering innovative medicines to patients with rare diseases and other specialty conditions, where the impact of those medicines can make an immediate and tangible difference for patients.

Having delivered record sales and earnings in 2014, they are well-positioned for continued growth.

Their growth strategy is focused on developing and marketing innovative specialty medicines for symptomatic conditions to meet significant unmet patient needs through two strategic priorities: 1)drive optimum performance of existing products, enabling access to these medicines for patients today, and 2)build their pipeline through R&D and strategic acquisitions, thereby delivering access in the future for patients.


http://www.epsenfuller.com/


Opportunity

leading global biotechnology company, OUR CLIENT is a highly successful and fast-growth $6 billion company, with offices in 34 countries and over 5,000 talented people, whose commercial excellence in driving superior top-line results and operational efficiency enables significant reinvestment for the future.

iming to lead in biotech, their four strategic drivers – growth, efficiency, innovation and people – are the engines propelling them forward with a focus on rare diseases and specialty conditions. They are fully committed to being a lean, streamlined, innovation-driven and growth-focused company.

company that is big on ideas and value, rather than simply big.

hey have set the goal of achieving $10 billion in product sales by 2020, which is a new and galvanizing target, but in many ways it is very much in character. OUR CLIENT is a high performance company setting another high bar to meet and exceed. Success is as much about the journey as the destination, and their aim reflects both their ambition and excitement for the adventure of getting there.

hrough all of their growth and success, one thing above all remains constant – their patients. This journey is for the patients and OUR CLIENT organization is inspired to make a difference by delivering innovative medicines that transform their lives.

his rapid growth demands that they augment their management team by acquiring a best-in-class Vice President, Talent Management, Learning & Development.

his is a unique opportunity to join an exciting biotech company that 1) is rapidly growing through continued development of a robust pipeline of candidates and strategic acquisition; 2) is led by a senior leadership team that is highly regarded among the industry and investor community; 3) maintains a collegial and family-style culture while operating in an intense, high-pressure/high-impact environment; and 4) has the true promise of creating more effective therapeutics and changing the lives of patients with rare unmet medical needs.


Vice President, Talent Management, Learning & Development

Scope of Accountabilities he Vice President, Talent Management , Learning & Development will report directly to the Chief

Human Resource Officer, be an integral member of the Human Resource Leadership Team, and will develop and implement enterprise-wide Talent Management Strategies and initiatives to ensure alignment across the global organizational needs. This individual will work collaboratively with all executive team members in driving the vision for Talent Management, enhancing its value proposition across the organization, and defining its strategic rationale in supporting delivery of organizational growth, profitability, and sustainability.

ith touch points across the entire organization, s/he will develop a strategic framework that enables the organization to most effectively leverage its current and future talent assets, flourish as an innovative and fast-growth organization, and reinforce its commitment to patients.

Specific Accountabilities include:

As the ‘chief organizational strategist’, be the lead architect driving the development and implementation of enterprise-wide culture and organizational strategies and programs that support the achievement of the business strategies and goals;

Lead the design & development of talent & organizational performance strategies, programs, processes, & metrics that support successful planning, acquisition, management, development, & retention of the 5,000+ global workforce;

Develop & execute programs to increase employee engagement & commitment; lead the development of a competency model to be used throughout various organizational programs, consistent w/ the organizational strategic plan, mission, goals & objectives;

Define & develop a leadership skills/competency model to enable employees to be promoted into key leadership positions;

Talent Management

Collaboratively develop, implement, and manage Talent Management initiatives and all talent processes, such as succession management, talent assessment, talent pool management, placement decision-making, cross-functional rotations, selection processes, training and development, talent retention, career management, competency management, performance management;

Manage performance, succession and talent planning processes to efficiently and effectively integrate talent management as a business process led by business leaders across the organization;

Build and lead a cross-functional team to improve and align processes and tools in the performance management process, including goal setting, development planning, performance appraisals and linkage to rewards and development/succession tracks;

Define metrics to track, guide, and assess talent management efforts using succession and individual progression metrics to identify organizational learning opportunities;

Develop systems for assessing and accelerating readiness of successors for key positions;



Collaborate with the Talent Acquisition leader to develop a vision, strategies, and resourcing models that define a direction for addressing business-related talent requirements;

Talent Development

Collaborate with business leaders and HR leadership team to develop and execute an integrated approach to talent development; assess development needs, perform gap analysis, design and develop innovative and high impact programs and processes that build people management and leadership skills and capabilities to improve the depth and diversity of global leadership talent;

Learning

Identify and implement best practices in training and development through benchmarking, networking, and industry knowledge;

Engage senior business leaders from across the organization in strategic consultation to identify training and development needs; develop, implement and manage appropriate solutions; while ensuring they meet business needs;

Ensure that the programs and training materials developed are instructionally sound and that the concepts and materials are consistent and interconnected across all programs.

Their Culture OUR CLIENT has a clear and strong patient-focused, performance-based culture

which is grounded in the purpose of enabling people with life altering conditions to lead better lives:

They have the courage to lead the way

They are agile and adaptable to meet the changing needs of their stakeholders

They deliver on their promises to all stakeholders

They fearlessly innovate to address unmet patient need

They do the right thing, in the right way

They value and invest in their employees to ensure they have the capabilities and support to implement their strategy, achieve their vision and deliver value to all their stakeholders.


Vice President, Talent Management, Learning & Development

Desired Qualifications he Vice President, Talent Management , Learning & Development will bring deep knowledge of

the leading edge of current talent management and organizational development strategies, and have an intrinsic understanding of how to influence across the enterprise to ensure that talent management is embedded in the leadership culture of the organization.

Industry While pharmaceutical/biotech industry experience is preferred, consideration will be given to those from large enterprises, global in scope, and especially those that operate in a regulated environment; Talent Management, Learning & Development Leadership Minimum of 15 years HR experience including 7+ years’ experience in talent management, organizational development and/or leadership development with demonstrated success in developing and implementing talent strategies across multi-level, international organizations; in addition, prior HR Business Partner experience will be considered a strong plus; Customer Orientation Highly customer focused with track record of partnering effectively with leadership and internal constituencies influence/organizational savvy, execution skills (strategy through implementation) as well as executive presence/impact; Intellectual Rigor The highest intellectual caliber, with superior conceptual and critical thinking skills, a quick learner, high intellectual curiosity, naturally innovative, and ability to integrate disparate input; Business Acumen Commercial awareness, financial acumen, as well as strategic planning and resource management in a fast-paced, speed-to-market environment; Managerial Scale Ability to structure, manage, and coordinate complex cross-enterprise projects, analyses and processes with multiple work streams and multiple stakeholders; Education Bachelor’s degree in human resources management, organizational development, industrial or organizational psychology, or related field; Advanced degree(s) strongly preferred.

Outcome Orientation An outcome-focused individual who sets genuinely ambitious, challenging goals, and drives a results-oriented organization; Passion and Drive High energy, hard-driving, operating with a sense of urgency, with a deep underlying passion for the industry, the science and delivering successful patient outcomes;

Experience & Skills Required:

Behavioral Competencies Required:



Communications/Executive Presence Excellent and persuasive communicator, both oral and written, with the ability to deliver with confidence, polish and Board-level presence; Strong Interpersonal Skills A sense of humility, tactful diplomacy, and ability to influence; the gravitas, self-awareness and leadership to operate at the highest intellectual and strategic levels; Team Orientation A collaborative approach and a natural desire to achieve consensus; a strong relationship builder and demonstrated success in leading across the organization; Decisive Completely self-assured and decisive, expecting to make the key decisions, and seeing themselves as resourceful problem solvers.

Location The position is based in the Northeast US and will include global travel.

Compensation The successful candidate will receive a competitive and compelling compensation package, which will include an attractive base salary, performance based bonus, equity participation, and long-term incentives.

Application Process Candidates who represent the opportunities and attributes presented in this profile are encouraged to contact Epsen Fuller Group. All inquiries are kept strictly confidential and may be made to: Equal Employment Opportunity Epsen Fuller Group shall provide equal employment opportunity to all qualified candidates, and will refer candidates without regard to race, color, religion, national origin, sex, age, disability, veteran status or any other legally protected basis. Epsen Fuller Group shall comply with all applicable laws, rules and regulations in the performance of duties pursuant to this project, including but not limited to, Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, and state and local anti-discrimination laws to the extent applicable.

Thomas Fuller CEO & Managing Partner [email protected]

+1 212-392-4842

mailto:[email protected]

Executive & Board Director Search | Management Assessment

Leadership & Team Development | M&A and Board Advisory

N e w Y o r k | N e w J e r s e y | S a n F r a n c i s c o

Building Talent Driven Organizations


executive search - vp, talent management in biotech

Documents