Talent & Capability Partner - Emerging Markets

Key Responsibilities

1. Talent Management

• Talent Assessments & Development Planning: Lead comprehensive talent assessments across geographies, ensuring evidence‑based evaluations and creation of Individual Development Plans (IDPs). Drive integrated talent actions to strengthen succession pipelines for critical roles.
• Talent to Value: Partner with country HR ,COEs and business leaders to roll out TTV framework and program manage closure of value coaching plans.
• Talent Mobility: Design and implement internal mobility frameworks (e.g., growth bridges, talent review boards) to enhance readiness, movement, and retention.
• Talent Analytics & Insights: Leverage analytics to map skills, potential, and capability gaps, delivering data‑driven insights for strategic decision‑making.
2. Capability Development

• Learning Needs Identification: Partner with Country HR, L&D; COE and business leaders to identify behavioural and functional capability gaps and define structured learning strategies.
• Innovative Learning Solutions: Deploy digital learning solutions and collaborate with external providers and SMEs to deliver high‑impact capability-building initiatives aligned with business outcomes.
3. Cross‑Functional Program and Change Management

• SDP Execution: Lead cross‑functional governance forums to align HR initiatives with business priorities and ensure effective execution across regions.
• Governance & Continuous Improvement: Establish monitoring mechanisms to track program effectiveness, identify improvement areas, and scale solutions across markets.
• Cross‑Market Collaboration: Facilitate sharing of insights and best practices to build harmonized, region-sensitive HR approaches.
• Change Management: Develop and implement change roadmaps, anticipating barriers and enabling smooth adoption through tools, frameworks, and stakeholder engagement.
5. Employee Engagement & DEI

• Engagement & Communication: Drive engagement initiatives that strengthen employee experience and cultural alignment; partner with corporate HR to institutionalize communication platforms.
• DEI: Design localized DEI strategies, promote bias awareness, and track diversity metrics across emerging markets.
Technical Requirements

• Strong understanding of pharma operations, HR processes, talent management systems, and capability development frameworks
• Proficiency in data analytics, project management, change management, and business communication
• Ability to translate complex insights into actionable HR strategies and talent interventions
Key Personal Attributes

• Strong written and verbal communication
• Excellent interpersonal, networking, and influencing capabilities
• Cross‑cultural sensitivity and curiosity
• Self‑driven, process‑oriented, and improvement-focused
• Passion for people development and employee experience
• High ownership and accountability
• Structured problem‑solver with strong critical‑thinking skills
• Ability to align HR strategies with business needs and partner effectively with leaders
• Strong teamwork and team‑building orientation

Function: Human Resources
Experience Level: Mid-Senior Level