Focus on employee engagement to strengthen Sandoz’s employer brand in times of uncertainty and change due to a strategic realignment.

Engagement during the Strategic Review of Sandoz

Sandoz, a Novartis division, is a global leader in generic pharmaceuticals and biosimilars, and sells products in well over 100 countries, and employs approximately 20,000 employees. In 2020, we achieved consolidated net sales of USD 9.6 billion, representing 20% of the Novartis Group’s total net sales.

Generic medicines are key to keeping healthcare systems sustainable in a world where the global population will reach 8.5 billion by 2030 while ageing considerably.  The Sandoz strategic ambition is to be the world’s leading and most valued generics company (including biosimilars). Our divisional Purpose is called ‘Pioneering Access for Patients’

Novartis management announced a strategic review of the Sandoz division. All options, an IPO, sale to another company (including Private Equity) or retaining the business are considered. An update on the review is expected at the end of 2022.


  • How we can engage our current and future associates in the context of strategic review and growth
  • How to support current associates in prolonged period of ambiguity
  • Understand critical success factors and practices during phases of the journey

Session Structure

  • Who are we?
  • What is the Sandoz Strategic Review (SSR) and why it is important to refocus on engagement?
  • How are we planning to drive engagement?
    • Increasing the employee experience by offering three work conditions: belong, believe, and become
    • The critical role of HR and leaders to drive engagement
    • Engagement is hyperlocal – introducing the people manager forum
    • How we measure engagement
Frank Kellenberg
Frank KellenbergVP, Global Head of Organization Development & Inclusion at Sandoz, a Novartis division


Frank has more than 20 years of leadership experience in various operational and strategic HR roles in international companies, including Hewlett Packard, Siemens, Ingram Micro and Adidas.

Having worked for global organizations across Europe, Frank built his experience in talent management, leadership development, organization development, D&I, culture and change management. He has a passion to drive innovation & change to help people & organizations to transform themselves to achieve goals. At the same time, he combines strategic and people-oriented thinking with a focus on operational excellence.

Frank studied Business Economics with a focus on human resources, organizational psychology, and labor law. He also holds a Master’s Degree in Adult education.