Cadila Pharmaceuticals Limited Looking For Deputy General Manager Human Resources at Ahmedabad, Gujarat, Full Time

Deputy General Manager – Human Resources (Plant & R&D)

Location:

Ahmedabad, Bhat

Reporting to:

General Manager – HR (or CHRO)

Position Overview (Role Purpose)

A dual-sphere HR leader responsible for the seamless execution of all human resource functions across the manufacturing plant, the R&D center (analytical, formulation, clinical, bioassay, regulatory affairs, pharmacovigilance). Acts as a strategic HR Business Partner to R&D leadership, aligning people plans with business drive, statutory compliance (including cGMP/ICH norms), talent strategy, and organization capability.

Key Accountabilities & Responsibilities

Plant HR (R&D)

• Provide strategic HR business partnership to Plant/site leadership on people strategy, manpower planning, attrition, IR, capability building and compliance.
• Lead full employee lifecycle: staffing, onboarding, career progression, transfers, promotions, exit processes—ensuring best practices in plant context.
• Drive talent acquisition & mobilization within defined TAT; monitor staffing needs, optimize headcount budgets, manage contractors and vendors.
• Oversee performance management, promotion cycles, compensation calibration, succession reviews and development of critical roles.
• Conduct statutory compliance & industrial relations activities: IR strategy, grievance management, vendor labour compliance, liaison with government authorities (Labour Inspector, ESI, PF), adherence to cGMP SOPs.
• Implement employee engagement & wellbeing programmes (e.g. wellness festivals, engagement drives, suggestion systems), focus on enhancing productivity and morale.
• Coach and lead the plant HR team (3–5 direct reports), build HR capability, conduct internal audits, mentor next-generation HR leads.

R&D HR (Research & Development)

• Act as HR Business Partner to R&D leadership; support labs in Analytical Dev, Formulations, Bioassay, Pharmacovigilance, NPQC, Technical Operations.
• Define and execute strategic workforce planning for R&D: span/layer analysis, new role definition, role directories, resourcing plans aligned with project pipelines.
• Lead talent acquisition & onboarding for R&D: campus recruitment, lateral sourcing, executive hiring, project induction and intern programs.
• Drive performance & talent management: mid‐year/appraisal cycles, reward calibration, talent mapping, succession planning, OHI/OD surveys, structured feedback forums.
• Curate learning & development programs: TNI‑based technical training, knowledge‑sharing (PEDAL/Masterclass), leadership workshops, career tracks.
• Promote rewards, recognition & culture building: Scientist of the Quarter, innovation awards, skip-level townhalls, FGD‑driven attrition analyses.

Across Both Pillars

• Manage annual HR budgeting, headcount forecasting (plant vs. R&D), OPEX controls and budgeting compliance.
• Implement shared HR platforms & tools: HRIS, analytics dashboards for attrition/performance, e-learning reminders, HR SOPs, change management tools.
• Pilot special HR projects tied to digitalization (HR automation, AI‑based analytics, e‑recruiting in R&D/plant), operating models, cGMP‑aligned SOP roll out.
• Act as a cross-functional HR advisor, partnering with compensation, TA, ER, L&D CoEs for policy alignment and global HR roll‑outs.

Qualifications, Experience & Competencies

Education

MBA (HR) or Master’s in HRM / Organization Development

Experience

15+ years in HR with 8+ years in leadership, ideally in pharmaceutical manufacturing, QC/QA/R&D centre, prior exposure to plant & research labs crucial

Technical Knowledge

cGMP, ICH guidelines for compliance; deep understanding of senior labour laws, IR frameworks, and pharmaceutical R&D processes

Domain Fit

Experience in mid- to large pharma companies preferred; R&D familiarity (discovery-to-commercial translation) is an advantage

HR Expertise

Talent acquisition, IR management, change leadership, performance & PKM systems, learning & competency frameworks

Leadership Skills

Strong stakeholder engagement; cross‑culture team leadership; coaching oriented; data‑based decision‑maker

Soft & Strategic Skills

High business acumen; strong analytics orientation; negotiation, experimentation/best‑practice mindset