HR Business Partner - Pharma/Manufacturing

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.