Director, Talent Partner, Operations

CSL•Boca Raton, FL

18m•Hybrid

About The Position

The Director, Talent Partner is a pivotal strategic HR leadership role responsible for shaping and delivering enterprise-aligned talent strategies within the Operations, Plasma, Commercial, Enabling Functions & R&D or Seqirus. Serving as the principal talent advisor to senior leadership, this role ensures that workforce, leadership, and culture priorities directly enable business performance, transformation, and long-term growth. Each Talent Partner reports directly to the Vice President/Executive Director, Human Resources for their designated business area and collaborates closely with the Talent COEs and broader HR community to drive an integrated approach to Talent Management.

Requirements

Significant experience in HR business partnering or talent management roles, ideally within the pharmaceutical, biotech, or life sciences sector.
Demonstrated ability to design and lead strategic talent initiatives at scale.
Strong understanding of workforce planning, succession management, and leadership development.
Experience with talent analytics and data-driven HR decision-making.
Exceptional stakeholder management, communication and influencing skills.
Bachelor’s degree in Human Resources, Business, or related field required.

Nice To Haves

Master’s degree or CIPD qualification preferred.

Responsibilities

Serve as the senior-most talent advisor to business or function leaders, translating local business strategy, performance drivers, and future capability needs into actionable talent plans.
Shape and influence organizational design, leadership composition, and workforce strategy to enable growth, innovation, and operational excellence.
Lead the strategy, execution, and governance of talent management processes across the business area, ensuring depth, diversity, and readiness of internal talent pipelines.
Drive succession planning, partnering with CoE and VP/ED HR to facilitate rigorous talent reviews and development planning and internal mobility.
Partner with the CoE to accelerate high-potential talent and strengthen leadership capability globally.
Leverage talent dashboards and analytics to understand health of the pipeline and develop action plans.
Conduct ongoing workforce skills assessment and planning and future talent requirements, risks, and gaps.
Develop and implement capability-building strategies—including build/buy/borrow/bot/bounce talent approaches—to ensure the business remains future-ready.
Champion local business or function initiatives that elevate engagement, culture, and wellbeing, ensuring a cohesive and compelling employee experience across geographies.
Provide insight-driven recommendations across listening events to enhance retention, inclusion, and team effectiveness.
Work closely with other Talent Partners in the business and CoE to align processes, share insights, and drive consistency in how talent is identified, developed, and supported globally.
Partner cross-functionally across HR to ensure an integrated talent approach that enables both enterprise and local business objectives.
Leverage talent analytics to inform strategy, measure progress, and highlight organisational risks or opportunities.
Translate workforce, succession, and talent pipeline data into clear insights that inform business and HR decision-making.
Conduct trend analysis on movement, performance, potential, retention risks, and diversity to identify opportunities or emerging risks.
Leverage dashboards for real-time visibility into talent health and organizational capability.
Maintain awareness of external market conditions for talent – partnering with CoE.
Partner with CoE for the implementation of leadership cohort development within the business area, ensuring alignment with enterprise leadership models.