Job Description
Position Overview
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.
Reporting Relationships:
This position reports to the most senior HRBP Lead for the BU or function.
Main Responsibilities and Accountabilities:
1. Business/Function Strategic Talent Partnership
· As part of the enterprise talent strategy - 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 for their areas.
· Shape and influence organizational design, leadership composition, and workforce strategy to enable growth, innovation, and operational excellence for the business or function.
2. Talent Management & Succession Planning
· Leveraging CoE, 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, 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
3. Workforce Planning, Capability & Skill Building
· In partnership with VP/ED and CoE 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.
4. Employee Experience & Engagement
· In partnership with the enterprise CoE, 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.
5. Collaboration & Enterprise Integration
· 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.
6. Data-Driven Talent Insights
· Leverage talent analytics to inform strategy, measure progress, and highlight organisational risks or opportunities for the BU or Function.
· Translate workforce, succession, and talent pipeline data into clear insights that inform business and HR decision-making for the BU or Function
· Conduct trend analysis on movement, performance, potential, retention risks, and diversity to identify opportunities or emerging risks for the BU or Function
· Leverage dashboards for real-time visibility into talent health and organizational capability for the BU or Function
· Maintain awareness of external market conditions for talent – partnering with CoE
7. Leadership Cohorts
· Where appropriate- partner with CoE for the implementation of leadership cohort development within the business area, ensuring alignment with enterprise leadership models.
Required Qualifications & Experience
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; Master’s degree or CIPD qualification preferred.
Key Competencies
Strategic thinking and business acumen
Relationship building and collaboration
Change leadership and agility
Strong communication and presentation skills
Analytical mindset with attention to detail
Integrity, discretion, and commitment to confidentiality
Program/process management
Location & Travel
Role is global and will be based in Bern (Switzerland), Boca Raton (USA) or King of Prussia (USA).
Regular international travel is required.
About CSL Behring
CSL Behring is a global biotherapeutics leader driven by our promise to save lives. Focused on serving patients’ needs by using the latest technologies, we discover, develop and deliver innovative therapies for people living with conditions in the immunology, hematology, cardiovascular and metabolic, respiratory, and transplant therapeutic areas. We use three strategic scientific platforms of plasma fractionation, recombinant protein technology, and cell and gene therapy to support continued innovation and continually refine ways in which products can address unmet medical needs and help patients lead full lives.
CSL Behring operates one of the world’s largest plasma collection networks, CSL Plasma. Our parent company, CSL, headquartered in Melbourne, Australia, employs 32,000 people, and delivers its lifesaving therapies to people in more than 100 countries.
To learn more about CSL, CSL Behring, CSL Seqirus and CSL Vifor visit https://www.csl.com/ and CSL Plasma at https://www.cslplasma.com/.
Our Benefits
For more information on CSL benefits visit How CSL Supports Your Well-being | CSL.
You Belong at CSL
At CSL, Inclusion and Belonging is at the core of our mission and who we are. It fuels our innovation day in and day out. By celebrating our differences and creating a culture of curiosity and empathy, we are able to better understand and connect with our patients and donors, foster strong relationships with our stakeholders, and sustain a diverse workforce that will move our company and industry into the future.
To learn more about inclusion and belonging visit https://www.csl.com/careers/inclusion-and-belonging
Equal Opportunity Employer
CSL is an Equal Opportunity Employer. If you are an individual with a disability and need a reasonable accommodation for any part of the application process, please visit https://www.csl.com/accessibility-statement.
Position Overview
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.
Reporting Relationships:
This position reports to the most senior HRBP Lead for the BU or function.
Main Responsibilities and Accountabilities:
1. Business/Function Strategic Talent Partnership
· As part of the enterprise talent strategy - 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 for their areas.
· Shape and influence organizational design, leadership composition, and workforce strategy to enable growth, innovation, and operational excellence for the business or function.
2. Talent Management & Succession Planning
· Leveraging CoE, 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, 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
3. Workforce Planning, Capability & Skill Building
· In partnership with VP/ED and CoE 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.
4. Employee Experience & Engagement
· In partnership with the enterprise CoE, 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.
5. Collaboration & Enterprise Integration
· 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.
6. Data-Driven Talent Insights
· Leverage talent analytics to inform strategy, measure progress, and highlight organisational risks or opportunities for the BU or Function.
· Translate workforce, succession, and talent pipeline data into clear insights that inform business and HR decision-making for the BU or Function
· Conduct trend analysis on movement, performance, potential, retention risks, and diversity to identify opportunities or emerging risks for the BU or Function
· Leverage dashboards for real-time visibility into talent health and organizational capability for the BU or Function
· Maintain awareness of external market conditions for talent – partnering with CoE
7. Leadership Cohorts
· Where appropriate- partner with CoE for the implementation of leadership cohort development within the business area, ensuring alignment with enterprise leadership models.
Required Qualifications & Experience
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; Master’s degree or CIPD qualification preferred.
Key Competencies
Strategic thinking and business acumen
Relationship building and collaboration
Change leadership and agility
Strong communication and presentation skills
Analytical mindset with attention to detail
Integrity, discretion, and commitment to confidentiality
Program/process management
Location & Travel
Role is global and will be based in Bern (Switzerland), Boca Raton (USA) or King of Prussia (USA).
Regular international travel is required.
About CSL Behring
CSL Behring is a global biotherapeutics leader driven by our promise to save lives. Focused on serving patients’ needs by using the latest technologies, we discover, develop and deliver innovative therapies for people living with conditions in the immunology, hematology, cardiovascular and metabolic, respiratory, and transplant therapeutic areas. We use three strategic scientific platforms of plasma fractionation, recombinant protein technology, and cell and gene therapy to support continued innovation and continually refine ways in which products can address unmet medical needs and help patients lead full lives.
CSL Behring operates one of the world’s largest plasma collection networks, CSL Plasma. Our parent company, CSL, headquartered in Melbourne, Australia, employs 32,000 people, and delivers its lifesaving therapies to people in more than 100 countries.
To learn more about CSL, CSL Behring, CSL Seqirus and CSL Vifor visit https://www.csl.com/ and CSL Plasma at https://www.cslplasma.com/.
Our Benefits
For more information on CSL benefits visit How CSL Supports Your Well-being | CSL.
You Belong at CSL
At CSL, Inclusion and Belonging is at the core of our mission and who we are. It fuels our innovation day in and day out. By celebrating our differences and creating a culture of curiosity and empathy, we are able to better understand and connect with our patients and donors, foster strong relationships with our stakeholders, and sustain a diverse workforce that will move our company and industry into the future.
To learn more about inclusion and belonging visit https://www.csl.com/careers/inclusion-and-belonging
Equal Opportunity Employer
CSL is an Equal Opportunity Employer. If you are an individual with a disability and need a reasonable accommodation for any part of the application process, please visit https://www.csl.com/accessibility-statement.
About CSL
For over a century, we’ve been an unstoppable force, from developing medicines that save and improve lives to vaccines that protect them. Today, with the combined expertise of CSL Behring (with oversight to CSL Plasma), CSL Seqirus, and CSL Vifor—and our singular commitment to relentlessly innovate—CSL’s offerings are more diverse than ever to help ensure patients and people everywhere get the treatments they deserve. We’re always improving so life can, too.
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