Job Description
Lonza is a global life sciences company operating across more than 30 sites on five continents. The organization partners with customers to transform scientific innovations into therapies that improve lives worldwide. Guided by the values of Collaboration, Accountability, Excellence, Passion, and Integrity, Lonza fosters an inclusive and innovative work environment where employees contribute to the medicines and healthcare solutions of tomorrow.
The Talent Management & Succession Partner is a critical role within the global Talent Management function and serves as a central point of contact for talent review, succession planning, leadership pipeline development, and organizational talent strategy initiatives. The position requires close collaboration with HR Business Partners, senior leaders, and global stakeholders to drive consistent, effective, and data-driven talent management practices across the organization.
The role is responsible for leading the end-to-end coordination and execution of annual and mid-year global talent review cycles and succession planning processes. This includes supporting enterprise-wide talent discussions, ensuring process excellence, and facilitating strategic workforce and leadership planning initiatives.
Key responsibilities include coordinating Executive Committee level talent reviews through the preparation of talent data, leadership insights, succession plans, readiness assessments, talent health analyses, and leadership pipeline evaluations. The position plays a key role in helping leaders make informed talent decisions that support future business growth and organizational sustainability.
Drive continuous improvement of talent management frameworks, succession planning methodologies, and leadership assessment practices by leveraging industry benchmarks, market intelligence, and best-in-class talent management approaches. Recommend enhancements that improve organizational effectiveness and leadership readiness.
Manage global talent assessment processes, analyze assessment outputs, identify organizational strengths and capability gaps, and provide actionable recommendations to business and HR leaders. Support the identification and development of high-potential talent and critical leadership pipelines.
Develop, maintain, and enhance dashboards, succession metrics, leadership readiness indicators, critical role coverage reports, and talent analytics using Workday and other HR technology platforms. Ensure talent data is accurate, meaningful, and supports strategic decision-making.
Maintain strict standards regarding talent data integrity, confidentiality, privacy, governance, and compliance. Ensure all talent management activities adhere to organizational policies and regulatory requirements.
Maintain and continuously improve global talent processes, frameworks, toolkits, governance standards, and digital solutions. Drive simplification, process optimization, and digital enablement initiatives that enhance the employee and HR experience.
Serve as a trusted Subject Matter Expert for HR Business Partners and leaders by providing coaching, consultation, education, and guidance on succession planning, talent reviews, leadership assessments, talent calibration processes, and talent management best practices.
Collaborate closely with Talent Acquisition, Talent Development, Leadership Development, Learning, and Human Resources teams to ensure alignment between succession planning, leadership development, workforce planning, and talent growth strategies.
The ideal candidate should possess a Bachelor’s or Master’s degree in Human Resources, Business Administration, or a related discipline along with a minimum of 8 years of experience in global talent management and succession planning environments.
Strong expertise in talent review processes, succession planning frameworks, talent assessment methodologies, leadership pipeline management, workforce analytics, and organizational talent strategy is required. Experience working in multinational organizations and supporting global talent initiatives is highly desirable.
Candidates should possess strong stakeholder engagement, consulting, coaching, influencing, and relationship management capabilities. The ability to effectively engage with senior leaders and global stakeholders while navigating complex matrix organizations is essential.
Strong analytical skills, data interpretation abilities, problem-solving capabilities, and experience utilizing HR analytics to support business decisions are required. Candidates should be highly proficient in Microsoft Excel, PowerPoint, Workday reporting, and HR technology platforms.
The role requires a global mindset, strategic thinking, commercial awareness, project management expertise, resilience, adaptability, and the ability to work effectively in environments with ambiguity and changing priorities.
This is an office-first role based in Hyderabad with flexibility to work remotely one day per week while maintaining strong collaboration with global teams and stakeholders.
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