Director, Talent Partner, Operations

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. 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. 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. 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. 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 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. Where appropriate- partner with CoE for the implementation of leadership cohort development within the business area, ensuring alignment with enterprise leadership models.

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.

• 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.