Associate Director, Performance & Talent Management in Basking Ridge, NJ at DSI

Date Posted: 11/26/2021

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Job Description

Join a Legacy of Innovation 110 Years and Counting!

Daiichi Sankyo Group is dedicated to the creation and supply of innovative pharmaceutical therapies to improve standards of care and address diversified, unmet medical needs of people globally by leveraging our world-class science and technology. With more than 100 years of scientific expertise and a presence in more than 20 countries, Daiichi Sankyo and its 15,000 employees around the world draw upon a rich legacy of innovation and a robust pipeline of promising new medicines to help people. In addition to a strong portfolio of medicines for cardiovascular diseases, under the Group's 2025 Vision to become a "Global Pharma Innovator with Competitive Advantage in Oncology," Daiichi Sankyo is primarily focused on providing novel therapies in oncology, as well as other research areas centered around rare diseases and immune disorders.

Job Summary:
The Associate Director, Talent and Performance is responsible for supporting the Director of Talent Management in driving the design, development, implementation and adoption of talent development enterprise-wide programs, tools, and processes in the disciplines of performance management, succession planning, talent management, strategic workforce planning and global mobility.  Manages communications that are aligned with the company business strategy, people strategy and drives a high-performance culture. Manages talent assessment and succession planning initiatives and communications that are aligned with people strategy of each divisions and functions. Functions as a talent lead, partnering with aligned HRBPs to support designated client groups throughout the organization. Consults with senior leaders, HRBPs and line management on various performance excellence, strategic workforce planning, talent development and assessment, succession planning and mobility strategies. Works with leaders to formally and informally drive the year-long performance management cycle, including objectives setting (plan), coaching (coach), evaluation and rewards. Support and lead change management efforts associated with all key talent and culture initiatives being implemented across DSI. This position is highly visible, and the incumbent must be able to influence employees at all levels in the organization to adopt to the new performance processes.

Performance Management Strategy

  • Supports the evolution and executes the organization’s Performance Management Strategy.  Creates well thought-out steps to link the performance management process to business productivity.
  • Studies the internal and external environment, stays abreast of trends and emerging practices to leverage competitive practices, and makes the necessary changes and modifications to ensure Performance Excellence stays relevant and continues to meet the business objectives. 
  • Holistically integrates performance management with other HR practices such as talent management, talent development, rewards, and recognition programs.

Performance Management Process

  • Partners with HRBPs, leaders of other HR functions and key stakeholders to define the annual Performance Excellence plan, including the identification of competencies and their assessment practices, the ratings scale for the performance to be measured; method for implementing performance and technology needs. Is a key thought leader and driver during the process.  Leads performance-focused initiatives (such as surveys and research) and works with HRBPs to ensure the performance management process is well positioned in the organization.  Focuses communications more on performance assessment and competency build rather than only the performance rating.
  • Continuously liaises with business leaders to understand the issues and people obstacles impeding progress with the annual cycle. Partners with HRBPs and HR Systems to create business-appropriate solutions to drive adoption and utilization of the performance management process.
  • Evaluate the results of the process and recommend improvements, etc.
  • Develop performance process metrics, recommend target distribution, etc.

Talent Management Process: Talent Assessment and Succession Planning

  • Plan, develop and implement talent assessment and succession planning strategy and programs, building superior bench strength. Partner with senior leaders and their relevant HRBPs to develop robust succession slates and supporting development strategies for the Key positions in the organization.
  • Continue to evolve the Strategic Workforce Planning (SWP) process and tools. Partner with HRBPs, TA and business leaders in developing and executing on the SWP plans. 
  • Coordinates the annual schedule and leads training for the talent review process and assessment. Monitors follow up of post talent review actions. Promotes completion of the talent profile tool.
  • Manage talent through succession planning programs for key contributor and leadership/critical/strategic positions.  Partner with senior leaders to identify and manage high potential employees, key positions, and mission critical talent. 
  • Lead the process design, facilitate, and document the identification of key successors, critical talent, and high potentials.  Ensure the documentation of replacement, retention, and development plans for these target groups. Create processes to ensure that development plans are acted upon and reviewed on a regular basis.
  • Ensure that potential candidates for key positions and feeder roles are identified and developed. 

Global Mobility

  • Strategic partner and thought leader regarding both strategic and operational aspects of a global mobility program; partner with Director, Talent Management, and business leaders to design a global mobility program and ensure flawless execution in partnership with regional and global leaders. Collaborates globally with key stakeholders to ensure a proactive flow of communication and planning
  • Support the planning, development, and implementation of short-term employee development experiences, both on-site and virtual
  • Support the enhancement and buildout of the current International Assignment program
  • Manage the development of ex-pat talent throughout IA rotations, focused on aligned client groups supported in your talent lead role
  • Support the host managers of ex-pat talent to ensure optimal experiences for both managers and ex-pat talent
  • Facilitate the collection of ex-pat experience data, and apply the findings to further enhance the mobility program

Qualifications: Successful candidates will be able to meet the qualifications below with or without a reasonable accommodation.


  • BA/BS degree in HR, Business Administration or a related field required.  Advanced degree preferred.
  • 5-7 years experience in HR, including knowledge of full cycle performance and talent management.
  • Knowledge of the Pharma industry a plus

Daiichi Sankyo, Inc. is an equal opportunity/affirmative action employer. Qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law.