To lead and manage the entire HR function at Esson Pharma by aligning people practices with business goals. The role will ensure structured HR processes, policy frameworks, employee lifecycle management, proactive talent acquisition, and employer branding to support business growth, particularly in R&D and operations.
Key Responsibilities
1. Talent Acquisition & Hiring Process
Develop and implement a
streamlined recruitment process
with clear stages: manpower planning, role finalization, sourcing, budget validation, shortlisting, and final selection.
Manage hiring for all levels, with structured systems for routine positions and flexible approaches for senior/critical roles.
Build talent pipelines through proactive sourcing and networking.
Partner with department heads, especially R&D, to understand functional needs and align hiring accordingly.
2. Policy, SOPs & Compliance
Review existing HR policies and identify gaps.
Draft, update, and implement comprehensive HR policies and SOPs that balance employee interests with business needs.
Ensure compliance with labour laws, POSH, and statutory requirements.
Standardize formats for contracts, offer letters, and internal HR communications.
3. Employee Lifecycle & HR Operations
Oversee onboarding, induction, contract renewals, restructuring, exits, and employee file/document management.
Design and implement performance appraisal cycles and career progression frameworks.
Manage HR records, employee databases, and ensure data accuracy.
Drive employee engagement initiatives, grievance handling, and retention strategies.
4. HR Branding & Employee Engagement
Develop and execute initiatives to strengthen
Esson Pharma's employer brand
.
Coordinate LinkedIn/industry presence: postings, engagement with pharma industry leaders (Sun Pharma, Aurobindo, Lupin, etc.), and company visibility.
Organize seminars, workshops, and training sessions for employees' professional development.
Explore external partnerships for HR branding and talent visibility.
5. Compensation & Benefits
Oversee salary structuring, payroll inputs, CTC design, increments, and bonus plans.
Benchmark compensation against industry standards and ensure internal parity.
6. Strategic HR Contribution
Act as a
proactive HR partner
, not just an executor--analysing gaps, proposing solutions, and presenting action plans to management.
Collaborate with R&D and other departments to bring structure, clarity, and best practices.
Provide HR insights for organizational development and future workforce planning.
Anticipate HR needs and present short-term and long-term plans for execution.
Desired Candidate Profile
Education:
MBA / PGDM in HR or related field.
Experience:
5-10 years in HR, preferably in pharmaceutical / life sciences / manufacturing industries.
Strong understanding of HR policies, statutory compliance, and employee lifecycle management.
Proven track record in streamlining recruitment processes and building robust talent pipelines.
Exposure to HR branding, employee engagement, and digital platforms (LinkedIn, job portals).
Ability to work independently, proactively propose solutions, and influence senior management.
Strong interpersonal skills with a balance of empathy and business acumen.
Job Type: Full-time
Pay: ₹40,000.00 - ₹60,000.00 per month
Benefits:
Paid sick time
Paid time off
Provident Fund
Application Question(s):
Have you drafted or implemented HR policies and SOPs in your previous roles
Have you designed or conducted training and employee engagement programs?
Have you previously worked in the pharmaceutical / manufacturing industry/API distribution Industry.
Have you managed end-to-end recruitment processes (manpower planning to onboarding)?
Have you managed performance appraisals and employee life cycle activities (onboarding, exits, restructuring, etc.)?
Experience:
Human resources management: 6 years (Preferred)
Work Location: In person
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