Senior Director, Talent Strategy & Management — CSL Behring
- Location
- Bern
- Contract
- full-time
- Posted
- 2 days ago
Role overview
Role Summary The Senior Director, Talent Strategy & Management is a senior enterprise leader responsible for shaping and driving a forward-looking talent strategy that enables scientific innovation, operational excellence, and commercial success in a global biopharma environment.
This role leads the design and execution of integrated talent management practices including high-potential identification and mobility, succession planning, workforce planning, and enterprise skills strategy.
The role partners closely with the CHRO, VP of Talent, HR Leadership Team, and senior business leaders across the enterprise to ensure strong leadership pipelines, critical capability depth, and future-ready talent aligned to the company’s portfolio and growth strategy.
- Role Summary The Senior Director, Talent Strategy & Management is a senior enterprise leader responsible for shaping and driving a forward-looking talent strategy that enables scientific innovation, operational excellence, and commercial success in a global biopharma environment.
- This role leads the design and execution of integrated talent management practices including high-potential identification and mobility, succession planning, workforce planning, and enterprise skills strategy.
- Key Responsibilities Talent Strategy & Planning
- Develop and evolve an enterprise talent strategy aligned to pipeline priorities, product lifecycle needs, and transformation initiatives
Main responsibilities
- Key Responsibilities Talent Strategy & Planning
- Develop and evolve an enterprise talent strategy aligned to pipeline priorities, product lifecycle needs, and transformation initiatives
- Translate business and portfolio strategy into actionable talent priorities and investments
- Establish enterprise frameworks and governance for talent management across scientific, technical, and commercial populations
- Integrate talent, culture, and leadership expectations to support innovation and patient impact
- Monitor external talent and industry trends in biopharma and life sciences High-Potential & Top Talent Mobility and Development
- Define and design the enterprise approach for identifying and segmenting high-potential and mission-critical talent
- Lead differentiated development strategies for scientific, technical, and enterprise leadership talent
- Enable cross-functional and cross-geography mobility (e.g., R&D ↔ Commercial ↔ Operations)
- Partner with leadership and learning to build targeted accelerated development experiences into the HiPo Learning programs / pathways Succession Planning & Leadership Pipeline
Additional details
- Provide data-driven insights on leadership pipeline health, succession readiness, and talent risks
