Director, organization

Director, Organization & Talent Partner Animal Health Latin America and Brazil
Job DescriptionThe Director, Organization & Talent Partner (OTP), Animal Health LATAM region and Brazil, serves as a strategic organization and talent advisor to the VP, AH Latin America and their leadership team as well as the AVP General Manager of Brazil and their leadership team. The role architects the long-term organization agenda for this AH area of business into a forward-looking organization, workforce enablement, and talent strategy, helping ensure the supported organization has the structures, capabilities, leadership, talent pipelines and ways of working needed to deliver its priorities. The role uses data and insight to frame choices, leads organization and workforce initiatives within the assigned scope, and commissions the right expertise to bring strategy into execution.

The Director achieves impact through strategic consulting, subject-matter expertise, influence, collaboration and effective orchestration of resources across the HR operating model. The role may provide project leadership, coaching, work direction or subject-matter guidance to colleagues without formal people-management accountability. This role is a member of the AH HR leadership team and works in close collaboration across the Animal Health HR team, and guides and influences in-country Enterprise Team HR partners throughout the region to execute against the strategic plan.

Primary accountabilities
Shape the agendaUnderstand, anticipate and translate business strategy into the long-term organization and talent agenda.

Lead organization capability planning so structures, roles and capabilities are ready for where the business is going.

Drive strategic workforce planning linked to business direction and transformation.

Develop the organization and its leadersEnable talent development strategy, including succession and leadership development for critical ach senior leaders to improve organizational effectiveness, leadership impact and talent decisions.

Support transformational efforts from an organization and talent perspective.

Act as steward in organizational effectiveness, driving stronger collaboration across functions and clarity in interfaces, so priorities connect rather than compete.

Leverage the HR operating model to bring strategy into executionBe accountable for the strategy and execution of macro-level organizational change and transformation, and ensure the right partnerships are activated to deliver successful ntinually engage with ETHR to provide ongoing context on business priorities and dynamics; strive to connect organization and talent priorities across divisions and countries.

Seek to understand local nuances and considerations when defining organization and talent strategy and execution plans.

Experience, capabilities and leadership characteristics
The successful candidate will bring strong strategic HR experience in a large, complex organization and a record of shaping outcomes through influence. The role requires the following capabilities and leadership characteristics: Business savviness: bring deep business understanding to translate strategy into differentiated organization, workforce and talent anization development and effectiveness: diagnose how well the organization is working and take action to close the gaps and strengthen effectiveness, using the OCP playbook and OD team resources.

Talent growth and senior-leader coaching: anticipate talent and capability gaps in critical populations well before they become urgent and shape the succession and development plans that close them.

Influence and executive communication: effectively frame and communicate complex or sensitive issues clearly and confidently to stakeholders and partners to ensure effective action is taken, ability to build a compelling case, frame complex or sensitive issues clearly and confidently, and align senior stakeholders without relying on formal authority.

Change catalyst leadership: drive the organizational and cultural shifts your strategy requires, championing new approaches and helping people move through resistance to get working, partnerships: effectively navigate the organization, delivering through trusted partnerships across the HR Operating Model.

Systems Thinking: see the organization as a connected system — understand the interdependencies between businesses, functions and regions, and read data and signals across them to find the patterns that shape the org and talent agenda.

QualificationsBachelor's degree in human resources, Business or a related discipline required.

Minimum of ten (10) years of progressive HR or closely related business experience, including strategic HR partnership experience in a complex, global environment. Demonstrated experience advising and influencing se