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Head Talent Development and Organizational Capability – Oncology & Vaccine Business Unit at Millennium Pharma, Inc.

Posted in General Business 30+ days ago.

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Type: Full-Time
Location: Cambridge, Massachusetts

Job Description:

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Job Description

Head Talent Development and Organizational Capability – Oncology & Vaccine Business Unit

Are you looking for a patient-focused, innovation-driven company that will inspire you and empower you to shine? Join us as a Head Talent Development and Organizational Capability – Oncology & Vaccine Business Unit in our Boston office!

At Takeda, we are transforming the pharmaceutical industry through our R&D-driven market leadership and being a values-led company. To do this, we empower our people to realize their potential through life-changing work. Certified as a Global Top Employer, we offer stimulating careers, encourage innovation, and strive for excellence in everything we do. We foster an inclusive, collaborative workplace, in which our global teams are united by an unwavering commitment to deliver Better Health and a Brighter Future to people around the world.

Here, you will be a vital contributor to our inspiring, bold mission.


The Head TD&OC plays a significant role in the design and implementation of Takeda’s talent and organizational effectiveness strategies to support a diverse and global organization. Specifically the position is responsible for implementing the Talent and Organization Development Strategy for a the Global Oncology and Vaccines Business Units.

This position ensures that the defined talent and organizational strategies for the BUs are delivered consistently across Takeda, and is critical in ensuring that Takeda’s workforce has the capabilities required to move the business through large scale transformation, growth and change at a rapid pace.

Working with the Global Head TD&OC and the OBU/VBU, this position will partner and take ownership of a Region`s and/or BU`s or Function`s requirements, and will be responsible for all the four areas of Talent Management, Talent Development, Organization Development and Diversity and Inclusion. 

They have accountability for all the four areas mentioned above, and very importantly need to make sure these are integrated and aligned to Takeda and the OBU/VBU priorities, so activities and initiatives don't happen in isolation, e.g. how do we attract people, assess, develop, promote people, how do we ensure we have a diverse pipeline, how do we ensure we have the right org capabilities, structure and processes to be successful going forward?   It has to fit together like a puzzle, utilizing Takeda wide and global offerings.

The consultant needs to work closely with their Client`s HR Head, TET member and business and HR LT as their work is critical to the success of the unit, and ensuring that the pipeline is robust and the organization is healthy.

This role reports to the Global HRBL Oncology, and be part of the Global TD&OC COE network. 



  • In collaboration with HRBL’s team in OBU and VBU, work to define the overall and enterprise wide agenda for the respective Business Units to support a diverse and global organization.

  • The Head TD&OC OBU and VBU work closely together with the Global TD&OC Head and their respective Client HR Heads, as well as their HR and business leadership, to ensure that the defined, Talent and Organization Development Strategy is reflected in the Business Units specific plans – including designing and building an integrated talent plan which includes workforce planning, a talent management and talent development approach, D&I and organisation capability programs, in alignment with the global frameworks.

  • Identify and agree any OBU/VBU specific and truly unique needs or key business/organizational issues that cannot be covered through, and are above and beyond global programs or the Takeda wide offerings, and in alignment with the respective Client HR and business leadership and the Global TD&OC Head, develop a plan for how these issues can be addressed utilising the resources of the Client involved.

  • For the Client/unit they are working with, assess the performance and effectiveness of existing initiatives and programs, identify best practices from other units in Takeda that could be leveraged, and build and agree with the Global TD&OC Head and their allocated Client/Unit HR Head the short-term and long-term action plan and delivery model.

Cross collaboration and input to Takeda wide initiatives

  • Provide input, direction and collaborate with other units in Global TD&OC team on cross-organizational initiatives to ensure Takeda´s needs globally are represented and met appropriately.

  • Provide Thought Leadership on Talent Management and Organization trends and within the Pharma industry and within their Client specific unit, to ensure the enterprise wide Talent and Organization strategy is shaped accordingly.

  • Working within and as part of the Global TD&OC to share best practices, evaluate offerings within their own and other parts of Takeda, and establish across all of business how these can be integrated into enterprise wide/Takeda offerings.

  • Head TD&OC BU/Functions may also lead the design of new global programs, if/as required (double hatting).

Responsibilities and activities specifically within their Client:

  • Implement mandated global programs and processes consistently assuring their integration in business strategies.

  • Work with HR Business Partners and business LT to understand development needs, capabilities gaps, and ensure best practice sharing of tools and resources.

  • Leverage global vendor relationships to ensure the most cost-effective learning and development processes and programs are in place for deployment of global programs within their Client, at the appropriate level (global, regional and/or country).

  • Collaborate with TD&OC team, HR BPs, Generalists and TBS to ensure the most effective and efficient way to service their Client population.

  • Provide and integrate best-in-class assessment, and development tools to support their effective deployment by the leadership and management population in a consistent manner, utilizing existing and Takeda wide programs and processes.  Illustrative examples of these initiatives include:

    • Undertake Workforce Planning analysis, identify D&I, culture and org capability programs for their Client.

    • Implement succession planning and lead Talent Brokering to ensure internal and external talents are placed into appropriate roles to ensure that both Client`s and Takeda`s business needs, as well as the individuals on-going development and career progression are met.

    • Utilizing the Takeda wide and global talent review and succession planning processes, guidelines and methodology, prepare, plan and complete the Talent Review Sessions for the Client`s LT and work with the HR Head, LT and BPs to ensure implementation of follow-up actions.  Ensure the talent review process is cascaded within the organization further.

    • Working with the Client HR Head, BPs and LT to ensure the on-going development and career progression of talents in that unit.

    • Embedding of Quality Conversations and Leadership Behaviors.

    • Implementation of, as appropriate, rotation programs, leadership assessments, 360s, mentoring, competency assessments, etc.

    • Agree, and manage, as appropriate, the delivery model of development programs, including leadership and other skills related programs utilizing the global and Takeda wide offerings.

    • Delivery of other development programs on specific topics which are truly unique to that Client utilizing Client`s specific resources.

    • Develop attraction and retention activities and principles towards key talents in cooperation with Compensation & Benefits.

    • Diagnose and agree how to support team and organization development requirements – for example, change management initiatives, organization design, team effectiveness needs, etc.

    • Lead the implementation of a BIC global employee survey, other surveys and follow-up efforts.

    • Provide on-going coaching, guidelines and advice to business, upskilling both the leaders and HR. Help enable HR to deliver on programs and initiatives as needed.



  • A University degree in Business Administration, Economics, HR, psychology or other relevant discipline

  • Minimum 8-10 years working experience within HR in TM/LD/OC, and preferably with Generalist experience

  • Significant experience in the design and delivery of talent and organization strategies and initiatives at complex global firms know for progressive people practices

  • Comprehensive knowledge of both theory and practical application of talent management and organizational effectiveness initiatives, and depth in business and organizational models

  • Proven ability to establish trust and credibility with senior business executives

  • Strong experience in working across functions and in different cultures

  • Strong experience in high level complex project management across functions and countries

  • Strong influencing skills in a matrix organization, ability to work in and work through seemingly contradictory situations with a positive and solutions oriented mindset.

Key Capabilities

The Head TD&OC BU/Function must have a consultative skills set and be someone who can operate and hold their own with an executive team, and someone who understands the current and future business needs, but also what pragmatically needs to be done to deliver on the strategic agenda for the enterprise and across Takeda.

A strong coaching and influencing skills set – with a strategic mindset, business focus and an ability to advise and influence both business and HR leaders of their respective Client on how to best develop and retain top talent across Takeda and build a strong organization.

They need to be comfortable developing a strategy, but also working through how to operationalize this, and then ensuring it is delivered, working at times in a grey and, at times, contradictory scenarios.

The Consultant does not deliver everything themselves, but focuses more on agreeing the strategic agenda with the Client`s management team. Then they need to figure out what needs to be done, and ensure this is delivered.  As an example, they themselves would deliver team sessions for the TET members team and talent reviews for them, or programs for them, but they themselves may not go much deeper. Externals, BPs, others or TBS may be needed to handle interventions needed deeper in the organization.  The Consultant would need to decide what the delivery model is and part of their role is to ensure others are enabled to deliver. 

Strong collaboration skills are required.  They will need to partner closely with the Global Head TD&OC, other Head TD&OC BU/Functions and with the TD&OC Practice Leaders to agree the best way to deliver of any mandated global programs, frameworks or processes within their allocated Client group. Agreeing together what the best delivery model is for the different global offerings so that these can be implemented pragmatically and cost consciously within their Client organization.

Their performance will be evaluated on the successful development of the Client`s strategy and its delivery, to cost, quality and on time. Talent Bench strength and Organization Health of Client Organization. As well as their contribution to utilization of and collaboration of the wider Takeda and enterprise wide TD&OC agenda.


  • 401(k) with company match and Annual Retirement Contribution Plan

  • Tuition reimbursement Company match of charitable contributions

  • Health & Wellness programs including onsite flu shots and health screenings

  • Generous time off for vacation and the option to purchase additional vacation days

  • Community Outreach Programs

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Worker Type


Worker Sub-Type


Time Type

Full time


Cambridge, MA

Worker Type


Worker Sub-Type


Time Type

Full time