The Head of Talent Management Strategy leads Jazz Pharmaceuticals' enterprise talent management strategy: how the organization identifies, assesses, develops, and moves talent. As a Strategic COE leader, this person sets the value-driven talent strategy, builds the enterprise talent assessment methodology, identifies critical roles, talent pools, owns leadership pipeline and succession planning, and shapes performance management and career pathing/talent mobility approaches used across the business. This is a highly visible role partnering directly with senior business leaders and HRBPs on leadership bench strength and critical talent development.

While the position is currently slated as a Director level role, we welcome applications from candidates with Senior Director level experience, as we are open to considering the creation of a requisition for individuals with additional expertise if Jazz determines that there is sufficient business need.

Essential Functions/Responsibilities

• Architect a future-focused talent strategy, grounded in Jazz’s value-driven talent approach, that fuels rapid business transformation, digital/AI evolution, and organizational agility.
• Partners with the Strategic Workforce Planning Lead to operationalize the enterprise skills taxonomy, and design and scale an internal Talent Marketplace that turns skills-based mobility and gig-based development into something employees can actually use.
• Modernize and scale succession planning for executive and critical roles, building pipeline strength Jazz can count on when transitions happen.
• Own the enterprise talent assessment methodology and calibration approach — the standard that gives leaders one consistent read on talent across the business.
• Evolve performance management into a high-performance enablement model, equipping managers with the coaching frameworks and tools to drive continuous feedback and real career growth.
• Identify the organizational capabilities Jazz's future business models will require, and build targeted development strategies for the talent segments that matter most.
• Partner with People Analytics, HR Technology, and Learning & Development to deploy modern talent systems (Workday Talent Optimization, AI talent matching) that give managers sharper talent insight and employees a better experience.

Required Knowledge, Skills, and Abilities

• 10+ years of progressive talent management experience inclusive of experience as an HR Business Partner
• Demonstrated experience designing and running enterprise succession planning and talent assessment processes
• Experience partnering with senior/executive stakeholders on leadership bench strength; mid-size company or life sciences/biotech experience a plus

• Proven experience designing, building, or operationalizing a skills-based talent strategy, including experience working with modern skills taxonomies and talent marketplaces
• Hands on experience with modern Talent Tech ecosystems
• A strong command of People Analytics and data driven decision making; ability to translate complex talent metrics into clear, actionable recommendations for executive leadership
• Experience with progressive performance enablement, continuous coaching and feedback cultures.

• Strategic Consultation, Systems Thinking, and Organizational Diagnostics
• Change Management and Executive Influence

Required/Preferred Education and Licenses

• Bachelor’s Degree in a field that demonstrates strong analytical, human-centric, or business foundations required
• Master's degree in or equivalent advanced degree is highly preferred
• Change management certifications preferred

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