At Sun Pharma, we commit to helping you “Create your own sunshine”— by fostering an environment where you grow at every step, take charge of your journey and thrive in a supportive community.
Are You Ready to Create Your Own Sunshine?
As you enter the Sun Pharma world, you’ll find yourself becoming ‘Better every day’ through continuous progress. Exhibit self-drive as you ‘Take charge’ and lead with confidence. Additionally, demonstrate a collaborative spirit, knowing that we ‘Thrive together’ and support each other’s journeys.”
Job Summary:
Handling HR Business Partner role for various R&D functions like MACR & Global Pharmacovigilance, Analytical Development, Formulation Research & Development, NPQC and Data Reliability Office with 500+ employee base spread across R&D locations in Delhi/ NCR and plant locations across India.
Key responsibilities:
End to end responsibility as HR Business Partner for various R&D functions (like Analytical Development, Formulations Development & Packaging, MACR & Pharmacovigilance, NPQC) and ODR-India. 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.
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Performance Management System - Ensure timely closure of Goal Setting exercise, Mid-Year & 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 regular one-on-one 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 one-on-one meetings with N-3 & N-2 leaders to take them through the process and system. Work on Span and Layer analysis of as-is 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 functions-Appreciate 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 vibrant-Festival 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.
Travel Estimate
NA
Job Requirements
Educational Qualification
MBA/PGDM – HR
Experience
4 to 8 years of relevant HRBP experience
Your Success Matters to Us
At Sun Pharma, your success and well-being are our top priorities! We provide robust benefits and opportunities to foster personal and professional growth. Join us at Sun Pharma, where every day is an opportunity to grow, collaborate, and make a lasting impact. Let’s create a brighter future together!
Disclaimer: The preceding job description has been designed to indicate the general nature and level of work performed by employee within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees as assigned to this job. Nothing herein shall preclude the employer from changing these duties from time to time and assigning comparable duties or other duties commensurate with the experience and background of incumbent(s).
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