Head of HR, South Korea

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Job Description

Job Title:  Head of HR, South Korea

Location:  Seoul, Korea

About the role: 

The HR Director is responsible for aligning HR strategies with business objectives to enhance organizational performance. This role supports the dynamic needs of the business and promotes a culture of inclusion, learning, and growth.

As a leader of a sizable (functional) area, serving as the primary contact for internal and external stakeholders and operations, your responsibilities include conducting high-level briefings and technical meetings, interacting with managers of equivalent status, and crafting corporate and organizational policies. You will provide strategic direction and oversight to managers across various functional areas, prioritizing the successful execution of major initiatives and ensuring that budgets, schedules, and performance standards are both realistically established and achieved. This is a people management role with a team of 1 employee and this role requires good balance of strategic thinking with a longer-term planning as well as  hands on execution of tasks and projects at the local level through collaboration with above country Centers of Excellence & Innovation (COEI) teams.

How you will contribute:

• Develop local HR strategy and long-term planning that aligns with local business needs and  global/BU HR vision and strategy, encouraging employee engagement and fostering a diverse, inclusive, and life-long learning culture

• Identify HR opportunities and challenges within the organization, providing insights, guidance, and solutions to foster a workforce that embraces diversity, equity, and inclusion.

• Pioneer talent management initiatives including workforce planning, talent acquisition, talent development, and succession planning.

• Partner with HR Centers of Excellence (COEs) to deliver HR programs, policies, and processes tailored to the needs of the local organization

• Promote a culture and environment that embraces change, fosters continuous improvement, and encourages life-long learning for employees

• Guide leadership and people managers on multiple HR matters, including employee relations, performance management, and organizational development

• Facilitate the development of best practice Employee Listening strategies focused on technology utilization to understand what matters to our employees and drives superior People Experiences.

• Use a wide range of Employee Experience data and leverage advanced technologies to diagnose underlying causes of key business issues. (Employee Engagement Survey results, Visier, etc)

• Partner on culture, values and ways of working initiatives that align with broader organizational development and talent programs.

• Act as the Culture and Values Lead in South Korea, generating ideas, developing plans, leading global programs, and engaging with Communications, to build our desired culture across the organization. 

• Use data and research to understand work environment evolution trends and leverage those insights to inform recommendations on how to improve our workplace experience and anticipate our evolving employee needs (focus on new generations).

• Identify a clear strategy in managing labor union relations in collaboration with the Employee and Labor Relations above country COEI. Lead labor union negotiations at the local level.

Skills And Leadership Capabilities

Critical Skills and Competencies

• Applies strategic planning techniques to align HR and business strategies, enhancing organizational performance.

• Provides expert HR consulting services on various employee issues and strategic business initiatives.

•  Lead and support change management initiatives to enhance organizational agility and resilience in a dynamic and evolving business environment.

• Builds close and collaborative relationships with internal and external stakeholders, including global HR teams and business/functional leaders, ensuring strategic alignment and effective communication.

•  Manages succession planning processes, identifying and developing future leadership within the organization.

• Conducts workforce planning, ensuring alignment with business needs and operational goals.

• Utilizes organizational development strategies to improve business functioning and employee satisfaction.

• Enhances employee engagement through innovative strategies and effective communication.

• Oversees performance management systems to ensure they drive desired outcomes in line with business objectives.

• Ensures compliance with legal and regulatory employment requirements to mitigate risks.

• Leverages HR analytics to make data-driven decisions and improve HR interventions.

• Demonstrates advanced decision-making skills, providing guidance and recommendations on complex issues.

What you bring to Takeda: 

• Bachelor's / Master’s degree in HR, business and / or psychology

• 10+ years’ experience in large, matrixed, organizations with hands-on experience developing and implementing HR and operational excellence strategies

• Experience in managing labor union relations

• Demonstrated experience in Change Management and ability to lead others through change 

• Demonstrated behaviors of growth mindset and agile ways of working  

• Track record of successfully implementing initiatives across multiple stakeholder groups 

More about us:

At Takeda, we are transforming patient care through the development of novel specialty pharmaceuticals and best in class patient support programs. Takeda is a patient-focused company that will inspire and empower you to grow through life-changing work.

Certified as a Global Top Employer, Takeda offers stimulating careers, encourages innovation, and strives for excellence in everything we do. We foster an inclusive, collaborative workplace, in which our teams are united by an unwavering commitment to deliver Better Health and a Brighter Future to people around the world.

Empowering our people to shine:

Takeda is proud in its commitment to creating a diverse workforce and providing equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, parental status, national origin, age, disability, citizenship status, genetic information or characteristics, marital status, status as a Vietnam era veteran, special disabled veteran, or other protected veteran in accordance with applicable federal, state and local laws, and any other characteristic protected by law.

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