Erin Krolikiewicz
Global Head of Talent Strategy Roche
Erin Krolikiewicz is Global Head of Talent Strategy, Pharma at Roche, where she leads global talent and executive scouting strategies to support innovation and patient impact. With 25+ years of experience across Roche, Novartis, and Genentech, she brings deep expertise in integrated talent management, executive search, and leadership development. Erin is an ICF certified Executive Coach, PRIDE Ambassador, and advisor, recognised for building inclusive, future ready talent organisations in life sciences.
Seminars
- How can life sciences organizations proactively safeguard critical roles while accelerating leadership readiness in an environment of rapid strategic change, AI disruption, and increasing competition for executive talent?
- Discover how Roche has implemented an integrated 360° talent management model, combining succession planning, talent development, and internal executive scouting to pressure-test pipelines, compare internal readiness against real-time external market data, and make confident, data-led decisions on when to promote from within versus hiring externally
- By forecasting succession earlier and embedding executive recruiting capabilities within HR, this approach has driven measurable ROI, previously delivering over $80 million in cost avoidance over six years by eliminating reliance on retained search firms, while improving quality of hire, leadership readiness, and long-term retention across critical roles
This interactive Q&A examines the intersection of measurement science and strategic succession, exploring how organizations can move from instinct-driven to evidence-based talent decisions at every level. Drawing on both the measurement framework and the 360° talent model explored in the Discover sessions, participants will examine how to build the analytical muscle and succession infrastructure needed to make consistently better decisions.
- How do you build the measurement culture needed to sustain evidence-based talent decisions over time?
- What are the most common ways organizations are unknowingly investing in programs that don’t work?
- How do you build an internal executive scouting capability in an organization without a large central talent team?
- What is the right balance between data rigour and speed in making critical talent decisions?
