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Job DescriptionAbout the Role:
The Regional HR Lead provides strategic direction and functional oversight for a co-located regional team of People Experience Partners (Tier 2) and People Solutions Advisors (Tier 1), delivering seamless, tech-forward employee journeys across assigned clusters of countries.
This is a senior delivery leadership role with accountability for how HR is delivered across the region and for bringing regional insight into the wider enterprise agenda. You shape priorities for people, service performance and operational standards; provide oversight through clustered teams; and serve as the named account manager for HR Business Leaders, Centers of Excellence and Innovation, and senior stakeholders. You will contribute to global priorities, translate enterprise strategy into regional execution, and accelerate the adoption of data, AI and digital tools to improve consistency, speed, insight and organizational outcomes.
How you will contribute
- Set the strategic direction for and provide functional oversight of a co-located regional team of People Experience Partners (Tier 2) and People Solutions Advisors (Tier 1), directly and through local team leaders — establishing priorities, shaping capability, strengthening succession and ensuring the organization is positioned to meet evolving business needs.
- Determine regional capacity and resource strategy across clusters, business units and functions, balancing near-term delivery with longer-term capability needs and ensuring resilient coverage for business-critical support as demand shifts.
- Build a strong local HR community at the Global Capability Center site, fostering a culture of learning, inclusion and continuous improvement.
- Provide functional oversight of the Tier 1 and Tier 2 operating model across the region — setting expectations for how People Solutions Advisors resolve Tier 1 queries and operate lifecycle transactions at source and how People Experience Partners handle Tier 2 escalations and specialist people matters.
- Ensure clean handoffs and clear escalation paths between Tier 0 Direct Access, Tier 1, Tier 2 and Tier 3, in both directions, so cases sit at the right tier and are not passed unnecessarily.
- Provide senior judgement and direction on complex, high-impact or precedent-setting people matters, balancing regional requirements with enterprise principles, risk and broader organizational outcomes.
- Oversee end-to-end HR operations across the region — onboarding, employee data management, records administration and offboarding — ensuring accuracy, timeliness and a consistent employee experience.
- Serve as a senior account lead and key point of accountability for HR Business Leaders, Centers of Excellence and Innovation, Journey owners and other senior stakeholders across assigned business units, functions and geographies — aligning priorities, influencing decisions and coordinating the relationship end to end.
- Own escalations from HR Business Leaders relating to your business units, functions and geographies, resolving them or routing them to the right accountable party with clear ownership and timelines.
- Represent the region in relevant global forums, bringing forward trends, risks and opportunities, contributing to enterprise HR priorities and providing transparent reporting on service performance, organizational outcomes and resourcing to senior leadership.
- Monitor KPIs and SLAs across the region, performing regular quality checks, analyzing performance trends and implementing corrective actions to maintain high service standards.
- Shape regional service and process priorities within the global operating model, guiding the design and implementation of scalable processes, playbooks, templates and decision criteria, and enabling people leaders to own routine people processes with timely support from HR.
- Provide leadership on automation, standardization and service innovation, driving priority improvements across the region and sharing proven approaches that may be scaled more broadly.
- Ensure adherence to data privacy, employment and labor law, and internal policy; manage audits and support risk mitigation.
- Build strategic partnerships with HR Business Leaders, People Solutions and Centers of Excellence and Innovation, contributing regional expertise to global program, policy and tool design and ensuring enterprise solutions translate effectively to regional business needs.
- Enable People Experience Partners to coach and advise leaders across core people priorities, including total rewards and mobility, performance management, talent, succession and learning, employee relations, talent acquisition, change management, and organization design support as needed.
- Set the regional data, analytics and AI agenda in alignment with enterprise strategy, using insight to anticipate workforce and service trends, inform executive decisions and sponsor automation of repeatable work.
- Drive adoption of digital HR platforms across the regional team, using insight to refine team structure, priorities and the service model.
Skills and qualifications
- 10+ years of Human Resources experience, including substantial leadership of complex, multi-country HR delivery organizations and experience leading through other people leaders.
- Bachelor's degree in Human Resources, Business, Organizational Psychology or a related field; a master's degree or professional HR certification preferred.
- HR experience working with multiple countries within the region required.
- Proven success setting strategic direction and providing functional oversight for HR delivery in a shared services, global capability center or tiered service model, with accountability for service performance and broader organizational outcomes
- Workday and ServiceNow experience is a plus.
- Demonstrated enterprise-wide influence in complex global matrix organizations, with the ability to align regional, functional and geographic priorities and shape decisions beyond direct lines of accountability.
- Demonstrated success standardizing HR processes and implementing models that enable people leaders to manage routine HR activities.
- Established credibility with senior executives and HR leaders, with evidence of global thought leadership, strategic partnership and accountability for outcomes across organizational boundaries.
- Practical experience using people analytics, data visualization and AI applications to inform HR decisions and improve service.
- Change management experience delivering process and operating model change.
- Knowledge of employment law and regulatory requirements across multiple countries.
- Sound judgement on complex, ambiguous issues, with clear written and verbal communication.
- English language required.
- Additional languages within specified region a plus.
Skills Required
- 10+ years of Human Resources experience
- Substantial leadership of complex, multi-country HR delivery organizations
- Experience leading through other people leaders
- Bachelor's degree in Human Resources, Business, Organizational Psychology, or a related field
- HR experience across multiple countries within the region
- Experience with shared services, global capability centers, or tiered HR service models
- Experience setting strategic direction and overseeing HR delivery service performance
- Enterprise-wide influence in complex global matrix organizations
- Experience standardizing HR processes and enabling leaders to manage routine HR activities
- Credibility with senior executives and HR leaders
- Experience using people analytics, data visualization, and AI applications for HR decisions
- Change management experience involving process and operating model change
- Knowledge of employment law and regulatory requirements across multiple countries
- Strong written and verbal communication skills and sound judgment
- English language proficiency
- Master's degree or professional HR certification
- Workday experience
- ServiceNow experience
- Additional regional languages
Takeda Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Takeda and has not been reviewed or approved by Takeda.
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Retirement Support — Employer-funded retirement is described as notably strong, combining a dollar-for-dollar 401(k) match with an additional company contribution that scales with age and service. Access to an employee stock purchase plan further supports long-term wealth building.
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Parental & Family Support — Paid bonding leave for all parents, substantial adoption/surrogacy reimbursement, and robust caregiver resources (backup care and Maven family-forming support) are emphasized as core strengths. These offerings create a comprehensive safety net for a range of family situations.
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Healthcare Strength — Multiple medical plan options (nationwide PPO/HSA and regional HMOs), employer HSA funding, and integrated mental-health and well-being programs signal depth in coverage. Preventive care is covered in-network, and plan choices by state expand access.
Takeda Insights
What We Do
For over 240 years, Takeda’s propensity to evolve has driven the next generation of innovation, and as a future-focused organization, we’re continuing to drive forward with endurance in our steadfast pursuit to achieve the best outcomes for our patients in a rapidly changing world. We have been preparing for this period of value creation by investing in data, digital and technology, and we’re proud of our employees and their commitment to turning groundbreaking ideas into life-changing impacts. Since our founding in Japan, integrity and putting patients first have been at the heart of our identity, and we will emerge ready for our future as one of the most trusted and science-driven digital biopharmaceutical companies. Join a team where your innovation impacts lives. Together, we’ll realize improved outcomes by improving data quality, enhancing launch execution and improving the patient journey. You’ll play a critical role in accelerating data collection and increasing accuracy across all parts of the business. Patients across the globe will benefit from access to treatments afforded by greater opportunities and efficiency in our research and development.
Why Work With Us
We connect to our history and Japanese heritage through everything we do to bring our purpose, values, vision, and imperatives to life. We are committed to bringing better health and a brighter future to patients. Being a part of Takeda means having the opportunity to be a part of something bigger than yourself.
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