Senior HR Manager - RD function
Senior HR Manager - RD function
Posted on :
20-01-2025
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1 Vacancy
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Job Description
Job Title: Senior HR Manager R&D function
Job Location: Gurugram Haryana India
Job Location Type: Onsite
Job Contract Type: Fulltime
Job Seniority Level: MidSenior level
Role: Senior HR Manager – R&D function
Experience: 4 to 8 years of relevant HRBP experience
Qualification: MBA/PGDM – HR
Department: HR
Industry Preference: open for any industry
Job Location: Gurgaon
Areas Of Responsibilities
Experience: 4 to 8 years of relevant HRBP experience
Qualification: MBA/PGDM – HR
Department: HR
Industry Preference: open for any industry
Job Location: Gurgaon
Areas Of Responsibilities
- End to end responsibility as HR Business Partner for various R&D functions (like Analytical Development Formulations Development & Packaging MACR & Pharmacovigilance NPQC) and ODRIndia. Effectively partnering with business leadership to extend necessary support to assigned functions.
- Workforce and Organizational Structure – Span and Layer analysis
- Talent Acquisition – Managing MPR for replacement/ new positions in discussion with hiring managers interviewing candidates for G11A & above positions to check competency levels and fitment in the organization. Level and compensation fitment to be validated basis our internal parity and market benchmark. Closely work with the stake holders to review the critical positions and manpower planning
- Manage the Induction Program for Campus Hires & Summer Interns and ensuring Project Charter creation and structured reviews of assigned projects done with summer interns.
- Performance Management System Ensure timely closure of Goal Setting exercise MidYear & Annual Appraisals for employees. Completion of Salary Review process including promotion recommendation process within defined timelines and adherence to Rewards guidelines. Apart from this Creation and maintenance of Unique role directory employee mapping and standard goals for the roles to be updated in the Goals library
- For remaining roles standard goals have to be created for unique roles (as given in sheet 2) and any other new role created going forward in consultation with the SPOCs
- Conduct workshops for employees familiarizing the changes in PMS Process & implementation of new platforms
- Enhance employee connect by regularoneonone meeting and FGDs with employees/ new joiners. Implementation of Engagement Calendar for every function and regularly organizing functional town halls/ monthly meetings skip level meetings round tables to create a stronger culture of engagement & motivation. Apart from this to analyze attrition effectively conducting Exit interview for resignations received to understand the reasons conducting a function wise analysis of the same done and identifying themes to be shared as feedback with respective HODs. Employee's past performance history (rating/ promotion/ increment) education and exp also reviewed to assess and correlate with exit reason given by the employee
- Training & Development – Basis discussion with functional heads and IDPs of employees conducting TNI analysis to design training calendar. Program management of PEDAL sessions (knowledge sharing sessions) on common technical topics.
- Roll out of function wise OHI Survey results. FGDs conducted to work out the function wise action plans & tracking governance of the same
- Periodic roll out of internal surveys to capture inputs/feedback on the processes/interventions implemented analyze the result and accordingly incorporate changes to improvise in the specific areas for example survey conducted to gauge the experience of employees post performance dialogue process
- Talent Management Talent Mapping exercise by organizing oneonone meetings with N3 & N2 leaders to take them through the process and system. Work on Span and Layer analysis of asis departmental org structure study span of control evaluate current state of the organization across various dimensions aligned to Role Based Organization recommended structure (e.g. people roles grade)
- Rewards & Recognition – Various awards like Scientist of the Quarter for API Research and Ideamaxx awards for innovative ideas launched in R&D. Winners felicitated with appreciation certificates trophy and gift cards. To facilitate instant recognition within/across functionsAppreciate cards/Thank you/Well Done cards available at easy access around the premises. Spot awards also given as an instant recognition to applaud good work done.
- Fun at work activities organized to make the work place more vibrantFestival Celebrations like Holi Independence Day Women's Day Winter Kid's Carnival etc. are organized.
- Knowledge sharing sessions called Master Class series conducted regularly to increase cross functional insights & collaboration amongst employees. Lab visits are also conducted. Survey rolled out to take employee feedback and incorporated changes.
- Regular Exit Interview Analysis done to identify function wise reasons for exit and accordingly take action to minimize regrettable lose.
- Functional Competency Framework Finalized functional competencies common across R&Ds. Discussion done on technical competencies specific for Analytical Research with the Functional Head and next line.
- Provide inputs for Annual budgeting exercise for Recruitment Learning & Development and Reward & Recognition.
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Employment Type
Full Time
Key Skills
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