Associate Director, Talent Management

Menarini Group•New York, NY

108d•$146,286 - $185,400•Remote

About The Position

We 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-

Requirements

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.
Collaboration is essential with the Global Menarini HR team, to understand the Group programs and refine it to fit the Oncology business needs.
Proven ability to present to and influence Executive-level stakeholders with data-backed insights.
Proficiency in using talent analytics to predict turnover, identify flight risks, and measure the health of the talent pipeline.

Responsibilities

Lead the annual Talent & Capability Planning cycle, aligning workforce evolution with the company’s long-term strategic plan.
Identify the "skills of the future" required for the business to remain competitive and design the interventions to build them internally.
Integrate the company’s Core Values and Patient-Centricity into all talent touchpoints, ensuring behaviors align with ethical and compliance standards.
Facilitate high-level Talent Review Sessions with the executive suite, ensuring objective calibration and a culture of meritocracy.
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.
Build and maintain the Succession Plan for the organization’s most critical roles, minimizing "key person" risk and ensuring leadership continuity.
Oversee the curriculum for mid-to-senior level Manager Skill Development, shifting the focus from "managing tasks" to "leading people and strategy".
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.
Design the framework for customized, high-touch Development Plans for identified key talent, incorporating stretch assignments, mentorship, and formal education.
Drive a "talent first" culture where high-performers are proactively considered for movement across functions to broaden their business acumen.