HR Business Partner - Pharma/Manufacturing
Posted 4 days ago
Posted 4 days ago
HR Business Partner (R&D)
Description:
Position Summary
A dynamic HR Business Partner who will manage and guide resource planning, competency assessment, performance management, talent retention, and career development for our Technology/R&D teams. This role will actively contribute to building a high-performance culture focused on learning, agility, innovation, and continuous improvement.
The ideal candidate will have strong exposure to employee engagement, OD interventions, and culture building, and must be a self-driven professional who can ideate, implement, and deliver executional excellence.
Function: Technology / R&D
Experience: 8 to 12 Years
Qualification: Full-time MBA/PGDBM in HR from a reputed institute
Key Responsibilities:
Strategic HR Business Partnering:
- Partner closely with R&D and technology leaders to understand organizational priorities and translate them into actionable HR strategies.
- Demonstrate orientation and understanding of business strategy and apply talent management frameworks to enable strategic outcomes.
- Act as a strategic advisor on people-related decisions including workforce planning, skills development, talent deployment and retention.
Talent Management & Organization Development:
- Implement and drive organizational development interventions in consultation with business stakeholders.
- Diagnose team, individual and organization-level issues and recommend appropriate interventions.
- Lead talent review processes, succession planning, leadership capability development and organizational readiness plans.
- Create engagement plans for HIPOs, collaborate with country HR leads, and conduct focus group discussions on talent retention.
- Facilitate IDPs, PIPs, development centers, capability-building initiatives, and career planning frameworks.
Employee Engagement & Culture Building:
- Drive engagement initiatives for the Technology/R&D organization and contribute to a strong Employee Value Proposition (EVP).
- Conduct exit interviews and provide actionable insights for cultural improvements.
- Promote and advocate practices that enhance team effectiveness, systems thinking, collaboration, and continuous improvement.
- Partner with business leaders to build a culture rooted in innovation, learning and performance.
HR Processes & Compliance:
- Provide guidance to leaders on HR policies, employee relations, and HR programs.
- Work with operations teams to ensure company policies are up to date and aligned with employment laws.
- Communicate policy changes and ensure line managers are trained and aligned.
- Identify potential HR risks, provide mitigation strategies, and foster a positive employee environment.
Talent Acquisition Partnership:
- Work closely with TA teams to increase hiring efficiency for R&D and technology roles.
- Support competency-based hiring, talent mapping and onboarding initiatives.
Analytics & Reporting:
- Create HR dashboards, analyze people data and present insights to leadership.
- Regular use of tools like PowerBI for data visualization, workforce analytics and decision-making.
Required Qualifications and Experience:
- 8 to 12 years of experience in Human Resources with a strong background in Talent Management and OD interventions.
- Experience managing leadership development, talent review cycles, and capability building initiatives.
- Proven ability to operate independently with minimal supervision.
- Experience working with global stakeholders across multiple time zones.
- Strong problem-solving, critical thinking and analytical skills with the ability to interpret HR data.
- Highly collaborative, result-oriented, proactive, and motivated with an eye for detail, accuracy and follow-through.
- Excellent interpersonal, written and verbal communication skills.
- Strong process orientation with demonstrated ability to work with data and HR systems.
Preferred Attributes:
- Experience supporting R&D, engineering, or technology teams (preferably in medical devices, pharma, OEM, or manufacturing).
- Demonstrated record of building high-performance teams and implementing scalable people practices.
- Comfort with ambiguity and transformation projects such as organization design, change management, or culture initiatives.
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