Deputy General Manager Human Resources Cadila Pharmaceuticals Limited

15.0 - 17.0 years

0 Lacs

Ahmedabad, Gujarat, India

On-site

Deputy General Manager Human Resources (Plant & R&D) Location: Ahmedabad, Bhat Reporting to: General Manager HR (or CHRO) Position Overview (Role Purpose) A dual-sphere HR leader responsible for the seamless execution of all human resource functions across the manufacturing plant, the R&D center (analytical, formulation, clinical, bioassay, regulatory affairs, pharmacovigilance). Acts as a strategic HR Business Partner to R&D leadership, aligning people plans with business drive, statutory compliance (including cGMP/ICH norms), talent strategy, and organization capability. Key Accountabilities & Responsibilities Plant HR (R&D) Provide strategic HR business partnership to Plant/site leadership on people strategy, manpower planning, attrition, IR, capability building and compliance. Lead full employee lifecycle : staffing, onboarding, career progression, transfers, promotions, exit processesensuring best practices in plant context. Drive talent acquisition & mobilization within defined TAT; monitor staffing needs, optimize headcount budgets, manage contractors and vendors. Oversee performance management , promotion cycles, compensation calibration, succession reviews and development of critical roles. Conduct statutory compliance & industrial relations activities: IR strategy, grievance management, vendor labour compliance, liaison with government authorities (Labour Inspector, ESI, PF), adherence to cGMP SOPs. Implement employee engagement & wellbeing programmes (e.g. wellness festivals, engagement drives, suggestion systems), focus on enhancing productivity and morale. Coach and lead the plant HR team (35 direct reports), build HR capability, conduct internal audits, mentor next-generation HR leads. R&D HR (Research & Development) Act as HR Business Partner to R&D leadership; support labs in Analytical Dev, Formulations, Bioassay, Pharmacovigilance, NPQC, Technical Operations. Define and execute strategic workforce planning for R&D: span/layer analysis, new role definition, role directories, resourcing plans aligned with project pipelines. Lead talent acquisition & onboarding for R&D: campus recruitment, lateral sourcing, executive hiring, project induction and intern programs. Drive performance & talent management : mid?year/appraisal cycles, reward calibration, talent mapping, succession planning, OHI/OD surveys, structured feedback forums. Curate learning & development programs : TNI?based technical training, knowledge?sharing (PEDAL/Masterclass), leadership workshops, career tracks. Promote rewards, recognition & culture building : Scientist of the Quarter, innovation awards, skip-level townhalls, FGD?driven attrition analyses. Across Both Pillars Manage annual HR budgeting , headcount forecasting (plant vs. R&D), OPEX controls and budgeting compliance. Implement shared HR platforms & tools : HRIS, analytics dashboards for attrition/performance, e-learning reminders, HR SOPs, change management tools. Pilot special HR projects tied to digitalization (HR automation, AI?based analytics, e?recruiting in R&D/plant), operating models, cGMP?aligned SOP roll out. Act as a cross-functional HR advisor , partnering with compensation, TA, ER, L&D CoEs for policy alignment and global HR roll?outs. Qualifications, Experience & Competencies Education MBA (HR) or Masters in HRM / Organization Development Experience 15+ years in HR with 8+ years in leadership, ideally in pharmaceutical manufacturing, QC/QA/R&D centre, prior exposure to plant & research labs crucial Technical Knowledge cGMP, ICH guidelines for compliance; deep understanding of senior labour laws, IR frameworks, and pharmaceutical R&D processes Domain Fit Experience in mid- to large pharma companies preferred; R&D familiarity (discovery-to-commercial translation) is an advantage HR Expertise Talent acquisition, IR management, change leadership, performance & PKM systems, learning & competency frameworks Leadership Skills Strong stakeholder engagement; cross?culture team leadership; coaching oriented; data?based decision?maker Soft & Strategic Skills High business acumen; strong analytics orientation; negotiation, experimentation/best?practice mindset Show more Show less

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