Head HR Strategy

Role & responsibilities

Strategic HR Leadership

• Develop and implement HR strategies and initiatives that support the organization's mission and long-term objectives, particularly in areas like research, development, and manufacturing.
• Serve as a key advisor to the CEO and senior management on all HR-related issues, using data and HR metrics to inform decision-making and demonstrate ROI on people initiatives.
• Lead the HR department, managing and mentoring HR staff to ensure efficient and effective delivery of HR services.

Talent Acquisition and Management

• Oversee the entire talent lifecycle, from workforce planning and recruitment to succession planning for critical roles.
• Develop strategies to attract, recruit, and retain top-tier talent with specialized skills in drug development, clinical trials, and regulatory affairs.
• Design and implement effective onboarding and integration programs that acclimate new hires to both the company culture and industry-specific compliance standards.

Compensation and Performance Management

• Manage competitive compensation and benefits programs, including salary structures and bonus systems, to motivate and retain employees.
• Develop and oversee a performance management system that sets clear goals, provides regular feedback, and identifies opportunities for career advancement.

Compliance and Employee Relations

• Ensure strict compliance with all local and international labor laws, the Factory Act (if applicable to manufacturing units), and industry-specific regulations.
• Manage employee relations, addressing grievances, conflicts, and workplace issues in a fair, confidential, and professional manner.
• Champion diversity, equity, and inclusion (DEI) initiatives to create a welcoming and equitable workplace that fosters innovation.

Learning, Development, and Well-being

• Identify skill gaps and implement robust training and development programs, including mandatory regulatory training and leadership development.
• Prioritize employee well-being and engagement through initiatives like health and wellness programs, flexible work arrangements, and a supportive work environment.

Preferred candidate profile

• Education:

  A Master's degree (MBA/PGDM in HR) and/or professional HR certification (e.g., SHRM-SCP, PHR, or CIPD) is strongly preferred.

• Experience:

• Minimum of 15+ years of progressive HR experience, with at least 5 years in a senior leadership role.
• Proven experience in the pharmaceutical, healthcare, or a similarly regulated manufacturing environment is highly desirable.

• Skills:

• Deep knowledge of HR best practices, employment laws, and regulatory requirements (e.g., GMP).
• Exceptional leadership, communication, and interpersonal skills, with the ability to influence and build relationships at all levels.
• Strong analytical skills and data literacy to use HR metrics for informed decision-making.
• Proficiency in HR Information Systems (HRIS) and other relevant HR software.
• Strategic thinking with proven change management mastery and problem-solving abilities.