Desde 1929, ESTEVE está impulsada por un propósito claro: mejorar la vida de las personas. Con sede en Barcelona y presencia global, somos una compañía farmacéutica internacional con filiales en España, Portugal, Italia, Alemania, Francia, Reino Unido y Estados Unidos. Además, contamos con centros de producción de vanguardia en México y China que respaldan nuestra división global de fabricación a terceros (CMO).

Estamos en un emocionante proceso de crecimiento y transformación, consolidándonos como una empresa líder en medicamentos altamente especializados, orientados a cubrir necesidades médicas no cubiertas. Nuestros valores esenciales guían cada uno de nuestros pasos: las personas son lo primero, la transparencia y la responsabilidad.

Nuestro compromiso trasciende la fabricación de medicamentos. Nos dedicamos a crear un impacto positivo en las personas, en el medio ambiente y en cada aspecto de nuestra manera de hacer negocios.

We are looking for an ad-interim Global Head of Talent Management responsible for developing and implementing talent management strategies that align with the company’s strategy and business objectives while acting as a strategic talent partner to the business. This role oversees the talent lifecycle, including performance management, organizational review, succession Planning, leadership development and organizational learning and development as well as direct partnering with Pharma & GSM to translate strategy into talent priorities and decisions.

The role ensures alignment between global talent frameworks, business needs, strengthening talent decisions, leadership pipelines and organizational effectiveness through strategic initiatives ensuring the organization has the human capital needed to achieve its strategic goals throughout the ESTEVE Global Centre of Excellence Talent processes.

Main responsibilities: 

• Oversee Talent Lifecycle processes: Manage the talent lifecycle, including performance management, succession planning, organizational review, leadership development and organizational learning and development.

• Define and implement a global talent strategy aligned with business priorities:  

  • Define and implement a comprehensive global talent strategy aligned with business priorities and organization’s goals.

  • Establish policies, frameworks and governance ensuring consistency across the organization.

  • Lea talent identification, development and mobility strategies.

• Succession Planning and Organizational:

  • Lead global OR process ensuring quality, consistency and actionable outcomes

  • Build robust succession pipelines for critical roles

• Leadership & employee development  

  • Design leadership development programs to strengthen future leadership pipelines

  • Define career frameworks and development pathways

  • Drive cross-organizational learning and capability building according to capability caps and future skills

  • Deploy impactful learning solutions

  • Monitor effectiveness and continuously improve learning interventions

• Performance Management:

  • Act as the functional owner for the performance management system ensuring the best employee and manager experience

  • Own and deploy performance management process and framework

  • Ensure alignment with development, enegagement and business priorities

• Collaboration & stakeholder management:

  • Work closely with senior leadership and People Business Partners’s (PBPs) to identify and address talent needs.

  • Strength relationships with various departments to align talent management programs and processes.

• Data & Insights decisions:

  • Leverage analytics to inform talent strategies

  • Track talent KPIs (pipeline strength, retention, critical roles, etc.)

• Talent Partner Pharma & GSM:

  • Act as the strategic talent partner for Pharma, BD & GSM, translating global frameworks into business specific talent priorities while driving adoption of global talent initiatives

  • Understand business strategy, growth plans and organizational challenges

  • Ensure consistency with global standards and frameworks while enabling business differentiation of talent strategies according to business-specifics together with PBPs

  • Act as trusted advisor to senior leaders into talent implications and actions

Candidate Profile:

• Educational Background: Master’s degree within Business, Psychology or HR

• Languages:

Fluency in English – written and spoken

Spanish will be an advantage

• Professional Background:

• Minimum 10-15 years of relevant experience with People strategy, talent management in a international  company

• Proven track record in: talent strategy design, sucession planning & OR processes, leadership development, partnering at senior level, learning and development and performance processes 

• Experience with SAP SuccessFactors (SSFF) is a plus

• Strong communication and stakeholder management capabilities 

• Full professional proficiency in English

• Proficiency in MS Office and related training and communication tools

• Talent Data Analysis experience

• Skills:

• Strategic Thinking & business acumen: Ability to align talent management strategies with business goals and make strategic decisions

• Leadership and Team Management: Experience in managing teams and motivational skills.

• Analytical mindset: Proficiency in interpreting data and using analytics to drive talent strategies.

• Innovative Mindset: Ability to find creative solutions to talent management challenges.

• Interpersonal Skills: Excellent communication and relationship-building skills to engage with employees at all levels.

• Adaptability: Comfort with change and ability to thrive in a fast-paced environment.

• Technical Proficiency: Familiarity with HR technologies and tools to streamline talent management processes.

• Networking Skills: Ability to build and maintain a strong professional network.

• Collaborative and team-oriented

• Structured and with respect for deadlines

• Project Management and hands-on 

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