Director, Talent Partner, Operations — CSL Behring
NewCHF 68'000 - 103'000
CSL Behring · Bern (BE)
- Location
- Bern
- Contract
- full-time
- Posted
- Yesterday
SalaryCHF 68'000 - 103'000
Role overview
Position Overview The Director, Talent Partner is a pivotal strategic HR leadership role responsible for shaping and delivering enterprise-aligned talent strategies within the Operations, Plasma, Commercial, Enabling Functions & R&D or Seqirus.
Serving as the principal talent advisor to senior leadership, this role ensures that workforce, leadership, and culture priorities directly enable business performance, transformation, and long-term growth.
Each Talent Partner reports directly to the Vice President/Executive Director, Human Resources for their designated business area and collaborates closely with the Talent COEs and broader HR community to drive an integrated approach to Talent Management.
- Position Overview The Director, Talent Partner is a pivotal strategic HR leadership role responsible for shaping and delivering enterprise-aligned talent strategies within the Operations, Plasma, Commercial, Enabling Functions & R&D or Seqirus.
- Serving as the principal talent advisor to senior leadership, this role ensures that workforce, leadership, and culture priorities directly enable business performance, transformation, and long-term growth.
- Main Responsibilities and Accountabilities: 1.
- Business/Function Strategic Talent Partnership
Main responsibilities
- Main Responsibilities and Accountabilities: 1.
- Business/Function Strategic Talent Partnership
- As part of the enterprise talent strategy - serve as the senior-most talent advisor to business or function leaders, translating local business strategy, performance drivers, and future capability needs into actionable talent plans for their areas.
Company and context
- Shape and influence organizational design, leadership composition, and workforce strategy to enable growth, innovation, and operational excellence for the business or function. 2. Talent Management & Succession Planning
- Leveraging CoE, lead the strategy, execution, and governance of talent management processes across the business area, ensuring depth, diversity, and readiness of internal talent pipelines.
- Drive succession planning.
- Partnering with CoE and VP/ED HR, facilitate rigorous talent reviews and development planning and internal mobility.
- Partner with the CoE to accelerate high-potential talent and strengthen leadership capability globally.
- Leverage talent dashboards and analytics to understand health of the pipeline and develop action plans 3.
- Workforce Planning, Capability & Skill Building
- In partnership with VP/ED and CoE conduct ongoing workforce skills assessment and planning and future talent requirements, risks, and gaps.
- Develop and implement capability-building strategies—including build/buy/borrow/bot/bounce talent approaches—to ensure the business remains future-ready. 4. Employee Experience & Engagement
- In partnership with the enterprise CoE, champion local business or function initiatives that elevate engagement, culture, and wellbeing, ensuring a cohesive and compelling employee experience across geographies.
Additional details
- Shape and influence organizational design, leadership composition, and workforce strategy to enable growth, innovation, and operational excellence for the business or function. 2. Talent Management & Succession Planning
- Develop and implement capability-building strategies—including build/buy/borrow/bot/bounce talent approaches—to ensure the business remains future-ready. 4. Employee Experience & Engagement
- Provide insight-driven recommendations across listening events to enhance retention, inclusion, and team effectiveness. 5. Collaboration & Enterprise Integration
- Partner cross-functionally across HR to ensure an integrated talent approach that enables both enterprise and local business objectives. 6. Data-Driven Talent Insights
- Maintain awareness of external market conditions for talent – partnering with CoE 7. Leadership Cohorts
Notes and original content
- Shape and influence organizational design, leadership composition, and workforce strategy to enable growth, innovation, and operational excellence for the business or function. 2.
- Talent Management & Succession Planning
- Develop and implement capability-building strategies—including build/buy/borrow/bot/bounce talent approaches—to ensure the business remains future-ready. 4.
- Employee Experience & Engagement
- Provide insight-driven recommendations across listening events to enhance retention, inclusion, and team effectiveness. 5.
- Collaboration & Enterprise Integration
- Partner cross-functionally across HR to ensure an integrated talent approach that enables both enterprise and local business objectives. 6.
- Data-Driven Talent Insights
- Maintain awareness of external market conditions for talent – partnering with CoE 7.
- Leadership Cohorts
