Team size: Three

What are the most significant cases or transactions that your legal team has recently been involved in?

The team has significantly supported the legal set-up for Novartis’ GreenFleet project, which reflects Novartis’ aim for sustainability. Since our sales force depends on mobility, the project is one key element of Novartis’ strategy to reach carbon neutrality.

We are currently very busy implementing the German Supply Chain Act (the Lieferkettensorgfaltspflichtengesetz) for the whole group of Novartis companies in Germany. In this project, global and local processes must be reviewed and adapted to comply with the new law or newly set up. This requires close collaboration across divisions and countries.

Furthermore, we are always trying to optimise and simplify our internal processes. The CTS legal team plays an essential role as we have to find an adequate balance between simplification and acceptable risks. Finding the right balance can sometimes be challenging since the pharma industry is highly regulated.

As of August 2022, my responsibilities have increased due to an internal transformation process, and I have taken over the legal support for the five Novartis production sites in Germany. Here, I am involved in transitioning facility services from an existing supplier to several new suppliers. For several weeks we have been negotiating with the existing provider, discussing how to provide a smooth transition to the new service providers and clarifying legal and financial responsibilities. These discussions include various aspects of labour and contract law and are rather critical for the business as a part of the services related to quality aspects.

How much influence do you, as a general counsel, have on the diversity and inclusion policies of your organisation?

Diversity and inclusion really matter to Novartis. D&I are a regular topic on the agenda of our company leadership team and are strongly supported by us. Although Novartis has already reached gender balance in many leadership teams, we cannot stop here. As a working mother with three children, I am aware of the obstacles young parents experience, and I take care that my team has the right work-life balance. Furthermore, it is important to treat everyone with respect, regardless of sexual orientation, gender, nationality, or religion, so that every colleague feels well accepted. I see myself here — together with the other members of the leadership team — as an important role model. Finally, I have initiated a review of how we, as a company, could be an attractive place of work for people with disabilities.