To deliver the regular with a long-term vision: HR role in pharma/biotec

To deliver the regular with a long-term vision: HR role in pharma/biotec

With significant development in the pharma/biotec segment and the industry gearing up to reach the next level of expansion, the requirements with regards to skills has also witnessed a marked change. With this, the role of HR too, has witnessed a significant change in requirement.

“We need to shift the focus of our resources from research to the global market. Several pharma and biotec companies have plans to move from low-end services allotted to emerging markets to globally grow higher up the value chain. This has shifted the focus to improving the quality of the staff, especially the mid-level team, resulting in HR playing a key role in strategic growth,” says HA Bhaskar, MD, Monobiotec Pvt Ltd.

Key requirement is of engaging with employees

“There is a lot of pressure in the workplace in this segment with many companies expecting their staff to do more with less. Keeping employees aligned with company strategy, preventing aspects like `change fatigue’ and keeping them motivated to do their best in a sustainable way is tough. Today, this is what HR is expected to deliver in this segment,” says Anandita Das, CEO, HR League, a company that specialises in Pharma/biotec requirements.

With developing companies, the needs of the customers and partners have to be evaluated as both look at value for money.  Thus, HR needs to be in tune with these challenges to make sure organisations recruit the right staff.

Other changes in HR skill requirements include:

Ability to think collectively

To decide what can be done with the existing experience and to suitably communicate and translate the company talent requirements and hire suitably.

“For instance, we need really strong candidates in senior roles and for this we rely on HR to plan comprehensively about what we can do for all our employees and communicate it to the relevant teams and individuals,” says Bhaskar.

A generalist with diverse experience

Today, the kind of HR personnel these companies look for are those having diverse experience of working in different functions or even industries.

“A PharmD degree is a four year program, with good job prospects and salaries upon graduation. In the pharmaceutical/biotechnology industry, PharmDs often help to design, monitor and coordinate clinical trials. They interact directly with scientists and physicians at companies, universities and hospitals. To hire the right person, I need to have the ability to read the candidate and be able to evaluate his/her experience and hire the best,” says Das.

Ability to communicate to personnel in this segment

“The HR `language’ can be inhibitive. So, the common demand is to simplify the message and communicate coherently what we’re trying to achieve to the employees,” says Das.

Engagement VS Retention

The HR professional needs have a profound positive effect on business performance.

“People who join a company often get attached to the firm and its mission. So the concern is more about keeping the employees engaged and productive than about retention,” says Yashaswini, CEO, e2e Business Practices. “To get this right, the need is to identify and target opportunities to develop the staff.”

Glocal HR qualification

“Today, companies ask for HR personnel with a global mindset and experience of working with different geographies. However, they needn’t necessarily have worked abroad,” says Das. “A key driver here is that when they move into middle management, they build the depth of industry relevant experience by staying in the role for about 3-4 years in a company.”

In short, it is the ability to deliver the day-to-day activities with a sharp eye on the long-term vision of the company.

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