Otsuka Pharmaceutical Companies (U.S.)
Director, Employee Relations
Otsuka Pharmaceutical Companies (U.S.), Princeton, New Jersey, us, 08543
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Job Summary
Otsuka Pharmaceutical Company is a global healthcare company with the corporate philosophy: “Otsuka-people creating new products for better health worldwide.” Otsuka researches, develops, manufactures and markets innovative products, with a focus on pharmaceutical products to meet unmet medical needs and nutraceutical products for the maintenance of everyday health. The Director, Employee Relations will be a champion of Otsuka's culture and values and will lead the Employee Relations (ER) department for the organization. This role works directly with Senior members of the Otsuka Human Resources (HR) community, partners with business leaders in the performance management process, investigates employee relations issues across our US pharma business, navigates change, and grows the ER organization. The candidate consults the supported businesses and collaborates with the Core Investigative Committee (CIC) and cross‑functional partners, demonstrates Otsuka culture in decisions and behavior, monitors business decisions on people, and advises management appropriately. The director will challenge status quo, present strong evidence‑based positions, navigate ambiguity, and bring clear solutions. The position is both hands‑on and strategic, providing investigative and employee relations expertise. The ER team is centralized within HR and strives for consistent, equitable handling of issues. The director leads a small team of experienced ER experts who regularly solve complex problems and maintains current knowledge of federal, state, and local laws, influencing company positions on policy changes. The role is based in Princeton, New Jersey and may be remote; a hybrid work policy requires ~15% travel. Job Description
Team Building and Leadership
Build and lead the ER team, fostering a positive and inclusive work environment Provide guidance and mentorship to team members on complex employee relations issues Partner and serve as a trusted advisor to the business on complex organizational challenges and people‑related solutions Investigations
Conduct investigations and elevate quality through detailed interview capture, issue spotting, and sound recommendations Supervise investigators and handle a range of concerns, including harassment, discrimination, retaliation, workplace violence, and other alleged violations Use effective interviewing and documentation techniques and the designated online case management tool for tracking Report regularly on pending investigations and provide timely investigation reports with supporting documentation for completed investigations Identify longer‑term impacts related to case issues to provide a full view of potential risks Compliance with Employment Laws
Ensure ER practices and policies comply with employment laws and regulations Stay updated on relevant legislation and proactively address ER issues Partner with the Core Investigative Committee (CIC) on broader impacts beyond ER and with the LRBO team and HR leaders for legal concerns Performance Management Support
Collaborate with HR Business Partners to guide performance management processes, including coaching, counseling, and performance improvement plans Develop and reinforce an employee relations strategy and philosophy that provides clear direction, reliable measurement, and feedback Work closely with management and employees to improve work relationships, amplify engagement, increase productivity and retention Experience handling difficult, complex, highly sensitive employee relations issues and provide guiding mentorship to employees and leaders Training and Development
Develop and deliver ER‑related training programs for executives, people leaders, and employees to enhance understanding of policies, procedures, and best practices Data Analysis and Reporting
Utilize HR analytics to track ER trends and identify improvement areas Generate regular reports for senior leadership to assess ER metrics and propose actionable insights Qualifications / Required
Knowledge / Experience
Bachelor's degree required; degree in Business, Human Resources Management, or related field preferred Master's degree a plus Understanding of HR legal compliance requirements and HR programs relative to business objectives required Expert level experience in Employee Relations; extensive investigation experience and in‑house counsel partnership; demonstrated outcomes that led to actionable plans 10+ years of substantive experience as an Employee Relations subject‑matter expert Experience designing and implementing ER systems for documentation and reporting Pharmaceutical/biotech and/or healthcare industry experience preferred Strong interpersonal, writing, communication, organizational, project management, and presentation skills Proficiency in Microsoft Office suite (Excel, PowerPoint, Word, Outlook) Required Skills
Ability to work effectively as a valuable partner and trusted advisor to all levels of associates and management Must thrive in a fast‑paced, high‑performance environment Proven ability with strong influencing skills, decision making, and resilience Exercise sound judgment and make independent decisions on difficult and sensitive matters while maintaining confidentiality Comfortable with ambiguity and able to stand alone in complex strategy discussions Strategic thinker with experience executing cross‑functional projects and programs Achieves outcomes through collaboration with cross‑functional leaders, shared services, and internal HR COEs Compelling oral and written communicator; builds relationships with senior leaders and stakeholders to drive change Influences at all levels through clear, logical business justification and data insights Track record of initiative, urgency, and proactive problem solving Self‑starter who works independently or in team to build personal brand and network across the organization Disclaimer
This job description is intended to describe the general nature and level of the work being performed by the person assigned to this position. It is not intended to include every job duty and responsibility specific to the position. Otsuka reserves the right to amend and change responsibilities to meet business and organizational needs as necessary. Equal Opportunity Employer
Otsuka is an equal opportunity employer. All qualified applicants are encouraged to apply and will be given consideration for employment without regard to race, color, sex, gender identity or gender expression, sexual orientation, age, disability, religion, national origin, veteran status, marital status, or any other legally protected characteristic. Competencies
Accountability for Results – Stay focused on key strategic objectives, be accountable for high standards of performance, and take an active role in leading change. Strategic Thinking & Problem Solving – Make decisions considering the long‑term impact to customers, patients, employees, and the business. Patient & Customer Centricity – Maintain an ongoing focus on the needs of our customers and/or key stakeholders. Impactful Communication – Communicate with logic, clarity, and respect. Influence at all levels to achieve the best results for Otsuka. Respectful Collaboration – Seek and value others’ perspectives and strive for diverse partnerships to enhance work toward common goals. Empowered Development – Play an active role in professional development as a business imperative.
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Otsuka Pharmaceutical Company is a global healthcare company with the corporate philosophy: “Otsuka-people creating new products for better health worldwide.” Otsuka researches, develops, manufactures and markets innovative products, with a focus on pharmaceutical products to meet unmet medical needs and nutraceutical products for the maintenance of everyday health. The Director, Employee Relations will be a champion of Otsuka's culture and values and will lead the Employee Relations (ER) department for the organization. This role works directly with Senior members of the Otsuka Human Resources (HR) community, partners with business leaders in the performance management process, investigates employee relations issues across our US pharma business, navigates change, and grows the ER organization. The candidate consults the supported businesses and collaborates with the Core Investigative Committee (CIC) and cross‑functional partners, demonstrates Otsuka culture in decisions and behavior, monitors business decisions on people, and advises management appropriately. The director will challenge status quo, present strong evidence‑based positions, navigate ambiguity, and bring clear solutions. The position is both hands‑on and strategic, providing investigative and employee relations expertise. The ER team is centralized within HR and strives for consistent, equitable handling of issues. The director leads a small team of experienced ER experts who regularly solve complex problems and maintains current knowledge of federal, state, and local laws, influencing company positions on policy changes. The role is based in Princeton, New Jersey and may be remote; a hybrid work policy requires ~15% travel. Job Description
Team Building and Leadership
Build and lead the ER team, fostering a positive and inclusive work environment Provide guidance and mentorship to team members on complex employee relations issues Partner and serve as a trusted advisor to the business on complex organizational challenges and people‑related solutions Investigations
Conduct investigations and elevate quality through detailed interview capture, issue spotting, and sound recommendations Supervise investigators and handle a range of concerns, including harassment, discrimination, retaliation, workplace violence, and other alleged violations Use effective interviewing and documentation techniques and the designated online case management tool for tracking Report regularly on pending investigations and provide timely investigation reports with supporting documentation for completed investigations Identify longer‑term impacts related to case issues to provide a full view of potential risks Compliance with Employment Laws
Ensure ER practices and policies comply with employment laws and regulations Stay updated on relevant legislation and proactively address ER issues Partner with the Core Investigative Committee (CIC) on broader impacts beyond ER and with the LRBO team and HR leaders for legal concerns Performance Management Support
Collaborate with HR Business Partners to guide performance management processes, including coaching, counseling, and performance improvement plans Develop and reinforce an employee relations strategy and philosophy that provides clear direction, reliable measurement, and feedback Work closely with management and employees to improve work relationships, amplify engagement, increase productivity and retention Experience handling difficult, complex, highly sensitive employee relations issues and provide guiding mentorship to employees and leaders Training and Development
Develop and deliver ER‑related training programs for executives, people leaders, and employees to enhance understanding of policies, procedures, and best practices Data Analysis and Reporting
Utilize HR analytics to track ER trends and identify improvement areas Generate regular reports for senior leadership to assess ER metrics and propose actionable insights Qualifications / Required
Knowledge / Experience
Bachelor's degree required; degree in Business, Human Resources Management, or related field preferred Master's degree a plus Understanding of HR legal compliance requirements and HR programs relative to business objectives required Expert level experience in Employee Relations; extensive investigation experience and in‑house counsel partnership; demonstrated outcomes that led to actionable plans 10+ years of substantive experience as an Employee Relations subject‑matter expert Experience designing and implementing ER systems for documentation and reporting Pharmaceutical/biotech and/or healthcare industry experience preferred Strong interpersonal, writing, communication, organizational, project management, and presentation skills Proficiency in Microsoft Office suite (Excel, PowerPoint, Word, Outlook) Required Skills
Ability to work effectively as a valuable partner and trusted advisor to all levels of associates and management Must thrive in a fast‑paced, high‑performance environment Proven ability with strong influencing skills, decision making, and resilience Exercise sound judgment and make independent decisions on difficult and sensitive matters while maintaining confidentiality Comfortable with ambiguity and able to stand alone in complex strategy discussions Strategic thinker with experience executing cross‑functional projects and programs Achieves outcomes through collaboration with cross‑functional leaders, shared services, and internal HR COEs Compelling oral and written communicator; builds relationships with senior leaders and stakeholders to drive change Influences at all levels through clear, logical business justification and data insights Track record of initiative, urgency, and proactive problem solving Self‑starter who works independently or in team to build personal brand and network across the organization Disclaimer
This job description is intended to describe the general nature and level of the work being performed by the person assigned to this position. It is not intended to include every job duty and responsibility specific to the position. Otsuka reserves the right to amend and change responsibilities to meet business and organizational needs as necessary. Equal Opportunity Employer
Otsuka is an equal opportunity employer. All qualified applicants are encouraged to apply and will be given consideration for employment without regard to race, color, sex, gender identity or gender expression, sexual orientation, age, disability, religion, national origin, veteran status, marital status, or any other legally protected characteristic. Competencies
Accountability for Results – Stay focused on key strategic objectives, be accountable for high standards of performance, and take an active role in leading change. Strategic Thinking & Problem Solving – Make decisions considering the long‑term impact to customers, patients, employees, and the business. Patient & Customer Centricity – Maintain an ongoing focus on the needs of our customers and/or key stakeholders. Impactful Communication – Communicate with logic, clarity, and respect. Influence at all levels to achieve the best results for Otsuka. Respectful Collaboration – Seek and value others’ perspectives and strive for diverse partnerships to enhance work toward common goals. Empowered Development – Play an active role in professional development as a business imperative.
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