Job Purpose To drive Organization Development, Talent Management, Competency Management, HRIS, Employee Engagement, Employer Branding and HR Quality Management Systems initiatives to strengthen organizational capability, employee experience, compliance, and overall business effectiveness in a pharmaceutical manufacturing environment.

Key Responsibilities

1. Organization Development & Talent Management

- Drive organization development initiatives aligned with business and people strategy.
- Support manpower planning, succession planning, talent reviews, and career development initiatives.
- Identify critical roles, high-potential employees, and talent gaps.
- Develop and implement talent development and retention strategies.
- Facilitate 9-box talent assessment, talent reviews, and individual development plans.
- Support organizational restructuring, role clarity, and change management initiatives.
- Partner with functional heads to identify current and future people requirements.

2. Training & Organizational Capability

- Prepare and monitor the annual training and development plan based on competency gaps and business requirements.
- Monitor training effectiveness and maintain training records.
- Support development of leadership capabilities and future-ready talent.
- Promote a continuous learning culture across the organization.
- Develop and maintain functional, behavioral and managerial competency frameworks.
- Conduct competency mapping for various functions, particularly Production, QA, QC, Engineering, Warehouse, Microbiology, and support functions.
- Identify competency gaps and prepare Competency Development Plans (CDPs).
- Link competency assessment with recruitment, training,



performance management, career progression, and succession planning.
- Periodically review competency requirements based on business and regulatory needs.

3. HRIS & HR Analytics

- Drive effective utilization and continuous improvement of the HRIS platform.
- Ensure accuracy and integrity of employee master data.
- Develop HR dashboards and MIS covering headcount, attrition, absenteeism, manpower cost, training, performance, talent, and engagement.
- Automate HR processes wherever possible.
- Generate meaningful people analytics to support management decision-making.

4. Employee Engagement & Employee Experience

- Develop and execute the annual employee engagement calendar.
- Conduct employee engagement surveys and analyse results.
- Prepare and implement action plans based on employee feedback.
- Drive employee connect initiatives, town halls, recognition programs, celebrations, welfare activities, and communication forums.
- Monitor employee experience across the employee lifecycle and recommend improvement initiatives.
- Track engagement metrics and report trends to management.

5. Employer Branding

- Develop and execute employer branding initiatives to strengthen the organization's image as an employer of choice.
- Coordinate with internal stakeholders for employee stories,



achievements, events, awards, and organizational communication.
- Support social media/career communication initiatives in coordination with the corporate communication team.
- Strengthen employee value proposition and talent attraction initiatives.
- Build relationships with educational institutions and external talent networks, where applicable.

6. HR QMS / Quality Management System

- Drive implementation and compliance of HR-related QMS processes, SOPs, formats, and work instructions.
- Ensure HR processes are documented, controlled, periodically reviewed, and effectively implemented.
- Coordinate HR documentation and compliance requirements for GMP, regulatory, customer, internal, and external audits.
- Ensure training, competency, qualification, and personnel records are maintained in an audit-ready manner.
- Support CAPA, deviation, change control, risk assessment, and continuous improvement activities related to HR processes, as applicable.
- Coordinate with QA for closure of HR-related audit observations.
- Ensure HR processes are aligned with applicable GMP and pharmaceutical quality requirements.

Preferred Profile

- 8-12 years of experience in HR, preferably in a pharmaceutical/manufacturing organization.
- Strong exposure to OD, talent management, competency mapping, HRIS, employee engagement, and HR QMS.
- Experience in a GMP-regulated pharmaceutical environment will be preferred.
- Working knowledge of HR audits, SOPs, CAPA, change control, and training documentation.
- Robust analytical, interpersonal, presentation, and project-management skills.

📌 Assistant Manager / Sr. Executive - HR ( Indore Plant) (Pithampur)
🏢 Gufic Biosciences
📍 Pithampur