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Job Description

JOB SUMMARY

Responsible for strategic people priorities and Human Resources business partnering for Malaysia and Singapore. Effectively prioritize, plan, design, develop, and evaluate HR-related initiatives that support organizational strategic goals in MYSG.

Develop and drive the overarching strategic people vision for MY SG and prioritize to accelerate people capabilities.

Lead in identifying, evaluating and resolving employee relations and work performance issues within the organization to drive employee engagement and make Takeda Malaysia & Singapore a Great Place to Work.

ROLES AND RESPONSIBILITIES

Strategic Workforce Planning

• Work in close partnership with the Country Leadership Team (CLT) to ensure overall alignment of workforce planning, including correct budgeting
• Strategically prioritize people goals in partnership with the business.
• Translate workforce needs into short-term hiring and development plans. Work within HR and the business to ensure execution against the plans and achievement of desired outcomes.
• Plan for potential workforce scenarios based on the business’ long range plans. Conduct an assessment of workforce gaps, and identify opportunities to proactively build the talent pipeline.
• Participate in hiring process for LOC’s role.

Organizational Effectiveness and Culture

• Utilize data and predictive analytics to identify organizational effectiveness opportunities and to measure the impact of efforts.
• Design and implement formal or informal initiatives to improve the performance of the organization. Ensure actions taken are aligned to Takeda core values and culture.
• Partner with the LT in creating a diverse and inclusive culture and work environment that encourages employee engagement and inspires performance excellence.
• Help facilitate a Speak Up and openness culture.
• Lead and execute organization transformation projects.

Employee Relations Management

• Drive Employee Engagement.
• Develop a positive employee relations climate during complex organizational change.
• Ensure HR teams are able to provide employee relations and policy advice, interventions and solutions to meet organizational objectives.
• Ensure HR policy development in line with best practice, legal requirements and in support of company strategic objectives.
• Lead business continuity planning and act as co-chair of crisis management committee.
• Lead and champion key programs of work to enable Takeda MYSG to be an employer of choice.
• Deal with employee grievances and disputes, and partner with Ethics & Compliance and Legal teams to perform and advise employee disciplinary actions.
• Liaise with Employment Legal team to ensure legal risks are fully considered and to ensure consistency of advice and guidance to leadership team.

Performance and Rewards

• Ensure robust practices are embedded that link performance and rewards.
• Provide business perspective on the HR COEI’s design of new reward and recognition programs and ensure alignment with business strategy.
• Recommend tools, programs and approaches to attract, retain and recognize talent and improve performance.
• Educate, influence and advocate reward and recognition philosophy and practice within the business to ensure fairness and consistency and inspire stronger employee and organizational performance.
• Work with the LT to ensure successful execution of the year-end performance review and compensation planning process, including performance calibration.

Leadership and Talent Development

• Work with Country Managers and LT in building a strong leadership pipeline.
• Influence and support the business to ensure that proactive leadership development is viewed as a core part of the business processes.
• Facilitate processes to identify top talent and ensure that leaders make the right investments in the right people.
• Act as a partner to the LT on creation of development plans for key talents and determine appropriate development solutions.
• Design and implement leadership / management development solutions.
• Manage, develop and motivate a team of HR professionals with adequate coaching and development opportunities.

HR Transformation Journey

• Lead the HR Transformation implementation locally in line with Global and GEM.
• Ensure HR related processes are operationalized optimally to facilitate smooth running of the business.
• Coordinate local change communication.
• Ensure an exceptional people experience during and after the transition to the new model

ESSENTIAL SKILLS AND QUALIFICATIONS

Education and Experience

• Bachelor’s degree in a Human Resources-related or Management field is a must. Master degree preferred.
• At least 10 years of HR experience, including a minimum of 5 years in an HR leadership role in a multinational company.
• Candidates with the pharmaceutical or other healthcare industry experience will be prioritized.
• English speaker

Critical Functional Knowledge

• Possesses strong emotional quotient capabilities, including self-awareness and awareness of others, fairness and respect when dealing with employees and partners, as well as skills to engineer employee engagement.
• Proven ability to interpret HR policies and procedures and advise on their application and compliance to line management and employees via induction programs.
• Strong understanding of local employment legislation.
• Proven ability to establish, develop and communicate strategic learning & development programs to support capability building in MYSG.
• Key facilitator across functions to ensure all employees are well-suited for their roles and track performance via regular reviews.
• Experience in organizational development and transformational projects.
• International experience in leading complex initiatives related to organization structure.

Communication Skills

• Excellent upward communication skills to drive program excellence, engage functional partners, and partner with Country Manager.
• Excellent downward communication skills to attract, lead and motivate talent and align them with global HR strategy and vision.

Critical Leadership Capabilities

• Entrepreneurial and proactive management skills.
• Demonstrates a "can-do attitude” to manage fast-growing business.
• Brings people together to cultivate collaboration and alignment.
• High level of personal maturity and natural authority.
• Passion and commitment to talent development and capability building for sustainable growth.
• Able to lead and manage effectively in complex, multi-faceted situations.
• Creative yet pragmatic in adoption of innovation to facilitate performance management, recruitment and capability-building within the organization.

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