Posted to MedZilla on 7/24/2017

Takeda Pharmaceuticals

Russia-, HR DIRECTOR - Yaroslavl Plant 1701567-MZ


Are you looking for a patient-focused, innovation-driven company that will inspire you and support your career? If so, be empowered to take charge of your future at Takeda. Join us as an HR Director in our manufacturing plant in Yaroslavl.

Takeda is a global, innovation-driven pharmaceutical leader with 30,000

professionals working together across 70+ countries. We have an unwavering

dedication to put patients first for more than 230 years while we live our values of Takeda-ism Integrity, Fairness, Honesty, and Perseverance. We are united by our mission to strive towards Better Health and a Brighter Future for people worldwide through leading innovation in medicine.

Role Objective

The HR Director is the face of HR and a key member of the management team responsible for the Plant. As a strong partner to all of the business leaders, the HR Director s principal area of impact is in shaping the culture of the organisation and implementing people strategies to help achieve the established business priorities.

  • Senior level decision making in relation to people management practices
  • Developing and implementing an annual agenda for HR in line with the business plan.
  • Ensuring HR plans support the needs of the business but are also flexible enough to cope with changes in the organisation, as and when they occur
  • Developing and deploying progressive employment policies to attract, develop and retain top talent at all levels: early career, mid-career and senior leaders
  • Talent scout establishing an external presence to position Takeda as an Employer of Choice; maintaining a strong talent pipeline
  • Contribute to the GMS/GQ HR agenda globally, as a senior member of the GMS/GQ HR network and implementing agree initiatives locally

People Culture and Change

  • Lead Program AGILE mindset and behaviour workstream ensuring appropriate HR resources are allocated
  • Develop and deliver leadership training modules for senior leaders and people managers throughout the organization
  • Track awareness and impact of AGILE via Barometers and mini surveys
  • Facilitate and enable ongoing peer to peer coaching
  • Develop Change Agents

Performance Management

  • Proactively manage the annual performance management cycle
  • Embed a performance culture ensuring all employees receive ongoing feedback in line with Quality Conversation
  • Build people manager skills to set appropriate goals and differentiate and recognize individual or team performance
Talent Management
  • Lead talent mapping and calibration and guide people managers to develop differentiated IDPs (Individual Development Plans)
  • Maintain succession plans for all department
  • Facilitate job rotations to ensure an appropriate fit between roles and individuals skills even as the organization evolves
  • Design and implement training initiatives that address critical organizational capability needs at all levels
  • Establish an appropriate mix between promoting up, lateral moves and hiring in talent
  • Partner with the management team to recruit critical roles. And ensure appropriate HR resource to partner with managers at all levels in recruiting internal and external talent for roles throughout the organization, building relationships with recruiters, drafting briefs and setting up interviews where necessary.
Organisation Design
  • Guide the management team in designing roles and team structure to facilitate empowerment, agility and opportunities for development
  • Ensure all Job Descriptions are kept up to date, create new JDs as and when necessary
  • Ensure all policies and procedures are up to date and legally compliant.
Compensation and benefits
  • Develop compensation and benefit solutions to encourage and recognize high performance, and agile mindset and behaviors;
  • Ensure payroll is completed accurately and to deadline
  • Make recommendations for pay rises in consultation with department heads. Implement any increases and promotions.
Employee Relations
  • Built strong relationships with the relevant Works Council and allocate appropriate resources to work with them on agreements
  • Ensure that performance or grievance issues are dealt with in a legally compliant and professional way
  • Conduct occupational health referrals and providing pastoral support and advice to employees
Resourcing / Employer of Choice
  • Vacancy management ensuring critical roles are filled on time with high caliber candidates
  • Rollout Takeda EVP and establish appropriate relationship with universities and professional associations to establish Takeda as an employer of choice
  • Implement measures from previous Best-in-Class employees survey and manage the 2017 project
HR Team Leadership
  • Develop and manage the on-site HR team
  • Deploy HR team resources to provide the following on-going services
    • Personnel support:
      • Advice and support of managers in staff-related and labour-law-related issues as well as concerning relevant lab laws
      • Support of employees in all personnel matters
      • Job changes, organizational changes, contracts
      • Collaboration with works council
    • Recruitment and coordination of temporary workers on the site (contact for temporary work agencies; control of invoices for the departments etc.)
    • Dealing with ill employees/ special cases and collaboration with the company doctor, e.g. in terms of reintegration measures
    • Disciplinary measures
    • Documentation, editing of all entry formalities, such as SAP-inputs of the biographical data, preparing the documents, editing of all administrative operations, such as transfers, contract extensions, probationary periods, working hours changes etc., generation and maintenance of personal files, creating qualified certificates and other documents
    • Responsibility for the electronic time recording
    • Support for monthly payroll
    • Assistance for the access control system
    • Support of employees regarding long-term compensation time account
    • Monthly reporting of absenteeism
    • Observance and adjustment of salaries, GTMS, bonus etc.

Education and Experience

  • University degree, ideally in Human Resources
  • Ideally previous industry related experience, international company experience, multi-cultural environment
  • Minimum of 5 years generalist HR and/or HR Business Partner experience
  • Best practice HR partnering to deliver strong business performance
  • Fluent in business English written and spoken as well as Russian
  • Result oriented and able to develop plans/solutions and to deliver expected results even in ambiguous circumstances
  • Skilled in developing HR plans/initiatives and aligning people management practices to support business objectives
  • Openness and flexibility and ability to deal with and communicate change effectively
  • Ability to manage and interpret employment laws into pragmatic solutions and navigate line management through its complexities
  • Business acumen and commercial awareness
  • Analytical and problem solving skills along with the ability to make timely and balanced decisions
  • Business communication, negotiating and influencing skills demonstrated by the ability to use a range of different approaches, to persuade others and to gain acceptance of proposals and decisions
  • Self-motivated, self-starter with the ability to work independently and in a team
  • Strong interpersonal skills combined with cultural sensitivity
  • Strong influencing skills
  • Experience in Talent Development and Talent Management
  • Change Management experience
  • Strategic and hands on approach

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