Job Specifications
For 75 years, Charles River employees have worked together to assist in the discovery, development and safe manufacture of new drug therapies. When you join our family, you will have a significant impact on the health and well-being of people across the globe. Whether your background is in life sciences, finance, IT, sales or another area, your skills will play an important role in the work we perform. In return, we’ll help you build a career that you can feel passionate about.
Job Summary
This role serves as the enterprise lead for skills-based talent management and career development, owning the strategy, design, and global execution of scalable skills and career solutions that enable workforce agility, internal mobility, and accelerated development of critical talent. The role partners closely with GTM&D leaders, HRBPs, P&C COEs, HR Ops and the business to embed skills into talent processes, platforms, and decision-making at scale. This role will also be implementing new AI based technology to bring skills management for scale. In addition to enterprise ownership of a global, enterprise process, the purpose of the Talent Strategy & Enablement Director role is to act as a GTM&LD senior leader for a global line of business to diagnose, consult and shape the talent strategy of the business in partnership with P&C CVPs, including:
Solicit and analyze VOC input, identify critical people and organization gaps and needs, prioritize and deliver solutions, and ensure the development and delivery of integrated solutions in alignment with the business and talent strategy to impact business results.
Operationalize key elements of the talent strategy by leveraging or building globally consistent and scalable processes or programs to deliver a portfolio of talent, learning and organization performance solutions to drive and measure intended business impact and metrics.
The role collaborates closely with P&C Business Partners and Corporate teams to deliver and enable others to accelerate the delivery and impact of GTM&LD offerings.
Responsibilities
Responsibilities: % of Time Spent
Enterprise Skills Strategy
Lead the design and evolution of CRL’s enterprise skills framework, including skills taxonomy, proficiency definitions, and governance.
Embed skills into core talent processes including performance management, succession planning, workforce planning, and learning prioritization.
Partner with workforce planning and analytics teams to translate skills data into actionable insights for leaders.
Career Architecture & Career Enablement
Own CRL’s career architecture and career navigation strategy, ensuring clarity of career paths, skill requirements, and development options across roles and job families.
Design scalable career enablement solutions that empower employees to own their development while supporting business talent needs.
Ensure career frameworks align with job architecture, levels, and progression models globally.
Act as a senior internal consultant to GTM&D partners, HRBPs, and business leaders on skills-based talent strategies and career development approaches.
Build capability across HR and leaders to leverage skills and career data in talent decisions.
30%
Technology & Platform Leadership
Serve as the GTM&D product owner for skills and career technology platforms, defining vision, roadmap, and success measures.
Partner with HR Technology, vendors, and analytics teams to optimize platform configuration, adoption, and continuous improvement.
Translate business and talent needs into scalable digital solutions that drive adoption, insight, and impact.
20%
Responsibilities: % of time Spent
Business Line Talent Partner Responsibilities
Conducts organizational assessments & diagnostics, using defined methodologies to identify critical issues and root causes and implementing appropriate solutions to improve organization effectiveness.
Provide SME guidance, education and training as needed to P&C partners to enable quality execution of the processes within GTM&LD (OTR, GPS, Engagement, Careers, Talent Development programs).
Build strong working relationships with P&C BPs and teams, Business Leaders, HR specialists, and GTM team members.
Lead the execution of the OTR process for the business and enable HRBPs to support their leaders in ensuring that key talent and critical talent segments have robust development plans and that their experiences create talent depth (individual, team-based, and organizational), ensuring consistency across the organization.
Administers and interprets 360 assessment and other globally adopted assessments for targeted senior and executive leadership populations.
Partner with P&C BP leaders and teams and others to interpret organization survey results and make recommendations to improve items related to culture, talent and organization performance Consults on organization design/structures, architecture, and support systems.
Improve organizational effectiveness through t