OverviewWe are seeking a results-driven Associate Director of Talent Management. This is a high-impact leadership role responsible for the architecture and execution of the global talent strategy for Menarini Stemline. As the Associate Director, you will move beyond tactical execution to lead the pull through of our global talent tools that identify, develop, and retain our most critical asset: our people.
You will act as a strategic partner to senior leadership, ensuring that our internal talent pipeline is robust enough to support our 3-5-year business goals. You will create and execute robust development and career pathways for our talent base that engages, motivates and develops our talents to continue to be key drivers of our continuous success.
You will partner with our Talent Acquisition team to build an employer brand that attracts top-tier talent aligned with our culture and long-term goals. Additionally, you will co-design an onboarding program built to help new hires become productive and adapt to our culture as quickly as possible.
Please note-this position is classified as a corporate office position. In accordance with the New York employer convenience rule, Stemline will withhold New York state income taxes for all corporate office employees, regardless of whether these employees work in New York or remotely. #LI-ResponsibilitiesCore Areas of Focus1. Executive Talent & Capability Architecture- Strategic Planning: Lead the annual Talent & Capability Planning cycle,
aligning workforce evolution with the company's long-term strategic plan. - Capability Mapping: Identify the "skills of the future" required for the business to remain competitive and design the interventions to build them internally.
- Culture Fit: Integrate the company's Core Values and Patient-Centricity into all
talent touchpoints, ensuring behaviors align with ethical and compliance
standards.
2. Advanced Succession & Readiness Management- Talent Reviews: Facilitate high-level Talent Review Sessions with the
executive suite, ensuring objective calibration and a culture of meritocracy. - Readiness Assessment: Implement sophisticated assessment frameworks
(such as 360-evaluations and behavioral assessments) to determine "Ready
Now" status for Key Critical Positions across the organization and successors. - Succession Strategy: Build and maintain the Succession Plan for the
organization's most critical roles, minimizing "key person" risk and ensuring
leadership continuity.
3. Managerial Excellence & Leadership Coaching- Manager Skill Development: Oversee the curriculum for mid-to-senior level
Manager Skill Development, shifting the focus from "managing tasks" to
"leading people and strategy". - Executive Coaching: Act as a shadow coach to high-potential leaders, guiding them through complex transitions and leadership challenges.
- Manage external vendor relationships for executive coaching and specialized training modules.
4. High-Potential (HiPo) Development- Individual Development Plans (IDPs): Design the framework for customized,
high-touch Development Plans for identified key talent, incorporating stretch
assignments, mentorship, and formal education. - Internal Mobility: Drive a "talent first" culture where high-performers are
proactively considered for movement across functions to broaden their business
acumen.
Qualifications- Experience: 8-10+ years in Talent Management, Organizational Development,
or HR Leadership, with at least 3 years in a people-management or high-level
strategic role. Ideal candidate from a Biotech or a Pharma company, where for
the latter at least a few years in a biotech company expected. - Partnership: Collaboration is essential with the Global Menarini HR team, to
understand the Group programs and refine it to fit the Oncology business needs. - Influence: Proven ability to present to and influence Executive-level
stakeholders with data-backed insights. - Analytical Rigor: Proficiency in using talent analytics to predict turnover, identify
flight risks, and measure the health of the talent pipeline.
Success Metrics- Internal Fill Rate: Percentage of leadership roles filled by internal successors.
- Talent Bench Strength: Ratio of "Ready Now" successors for critical positions.
- Retention of High-Potentials: Turnover rate among the identified "Key Talent"
segment.
Base Salary Range of $146,286-$185,400. Menarini Stemline offers generous compensation and benefits packages, including Short- and Long-Term Incentive Programs, Fidelity 401(k) (with 6% company match), Anthem Premier PPO and HDHP insurance plans, Company paid Basic Life & AD&D insurance and pre-tax FSA/HSA programs.
