Stanford Laboratories - Human Resource Manager

1. Strategic HR Leadership

a. Develop and implement HR strategies aligned with business objectives and regulatory requirements of the pharmaceutical industry.

b. Partner with leadership to drive organisational development, succession planning, and workforce optimisation.

c. Act as a strategic adviser to management on HR trends, labour laws, and workforce planning.

2. Talent Acquisition & Workforce Planning

a. Collaborate with functional heads for manpower forecasting, budgeting, and talent pipeline building.

b. Drive employer branding initiatives to position the organisation as an employer of choice in pharma.

3. Performance & Capability Development

a. Design and monitor Performance Management Systems ensuring objective evaluation and career progression.

b. Create training calendars for GMP, compliance, technical, and behavioural skills.

c. Lead leadership development and high-potential talent programs.

4. Employee Engagement & Culture Building

a. Foster a positive work environment focused on collaboration, innovation, and quality excellence.

b. Drive employee engagement programs, R&R initiatives, and internal communication channels.

c. Promote diversity, equity, and inclusion in all HR practices.

5. Industrial Relations & Compliance

a. Ensure 100% compliance with labour laws, environmental, health, and safety regulations applicable to pharmaceutical manufacturing.

b. Liaise with government authorities, auditors, and external agencies for statutory compliance and audits (FDA, MHRA, etc.).

c. Handle grievance redressal, disciplinary actions, and union/worker committee negotiations, if applicable.

6. HR Policy & Process Excellence

a. Develop and implement HR policies, SOPs, and employee handbooks in line with global best practices and local laws.

b. Digitise and streamline HR processes using HRMS and ERP platforms (e.g., SAP, Oracle).

c. Monitor HR metrics (attrition, absenteeism, overtime, manpower cost) and provide analytical insights to management.