Head of Talent Management Strategy

Jazz Pharmaceuticals is a global biopharma company whose purpose is to innovate to transform the lives of patients and their families. We are dedicated to developing life-changing medicines for people with serious diseases — often with limited or no therapeutic options. We have a diverse portfolio of marketed medicines, including leading therapies for sleep disorders and epilepsy, and a growing portfolio of cancer treatments. Our patient-focused and science-driven approach powers pioneering research and development advancements across our robust pipeline of innovative therapeutics in oncology and neuroscience. Jazz is headquartered in Dublin, Ireland with research and development laboratories, manufacturing facilities and employees in multiple countries committed to serving patients worldwide. Please visit www.jazzpharmaceuticals.com for more information.

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.