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Senior Director, Talent Strategy – Management
CSLSenior Director overseeing global talent strategy at CSL Behring. Leading integrated talent management practices to enhance operational excellence and commercial success.
ATS Keywords
Tailor your resumeApplicant Tracking System Keywords
Tip: use these terms in your resume and cover letter to boost ATS matches.
Hard Skills
Talent ManagementLeadership DevelopmentWorkforce PlanningSuccession PlanningHigh-Potential DevelopmentData AnalysisScenario PlanningCapability Gap AnalysisTalent StrategyBusiness Acumen
Soft Skills
Stakeholder ManagementInfluencing SkillsCommunication SkillsCross-Functional CollaborationOrganizational DevelopmentStrategic ThinkingInnovation SupportPresentation SkillsDiversity AdvocacyLeadership
Certifications & Qualifications
Bachelor’s DegreeMBAMSMA
Industry Keywords
BiopharmaLife SciencesRegulated IndustriesR&DTechnical PopulationsCommercial PopulationsEnterprise Talent StrategyTalent AcquisitionGlobal Market NeedsExecutive Roles
About the role
Key responsibilities & impact- Develop and evolve an enterprise talent strategy aligned to pipeline priorities, product lifecycle needs, and transformation initiatives
- Translate business and portfolio strategy into actionable talent priorities and investments
- Establish enterprise frameworks and governance for talent management across scientific, technical, and commercial populations
- Integrate talent, culture, and leadership expectations to support innovation and patient impact
- Monitor external talent and industry trends in biopharma and life sciences
- Define and design the enterprise approach for identifying and segmenting high-potential and mission-critical talent
- Lead differentiated development strategies for scientific, technical, and enterprise leadership talent
- Enable cross-functional and cross-geography mobility (e.g., R&D ↔ Commercial ↔ Operations)
- Partner with leadership and learning to build targeted accelerated development experiences into the HiPo Learning programs / pathways
- Design and govern a robust succession planning process for executive (SD+) and business-critical roles
- Ensure depth and breadth of leadership pipelines for SD+ roles, critical roles and GLG-1 roles and work across key stakeholders to understand & develop internal and external pipeline strategies
- Support HR/Talent Partners to drive rigor, objectivity, and diversity in succession decisions
- Lead enterprise workforce planning integrating pipeline scenarios, product launches, and global market needs
- Partner with Finance, Talent Acquisition and business leaders on demand forecasting and scenario planning
- Identify capability gaps and inform build/buy/borrow/bot/bounce strategies
Requirements
What you’ll need- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field; advanced degree (e.g., MBA, MS, MA) strongly preferred.
- 12–15+ years of progressive experience in Talent Management, Leadership Development, or HR Strategy
- Experience in biopharma, life sciences, or other science-driven regulated industries strongly preferred
- Demonstrated success supporting R&D, technical, and commercial populations
- Strong track record in succession planning and high-potential development
- Experience with workforce planning and skills-based talent strategies
- Strong business acumen and ability to link talent to pipeline and performance outcomes
- Experience preparing and presenting to executive and Board audiences
- Data-driven and analytics-oriented
- Exceptional stakeholder management and influencing skills
- Experience in global, matrixed organizations.
Benefits
Comp & perks- Health insurance
- 401(k) matching
- Paid time off
- Flexible working arrangements
- Professional development opportunities