A medical plastics maker moulds syringe parts, vials, connectors and device housings, then assembles and packs them in a clean area. Mould setters and gowning habits decide how many parts pass.
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Share your requirementsA medical plastics maker moulds parts for syringes, IV sets, diagnostic cartridges, vials, inhalers and device housings. Resin is dried in hoppers, moulded on injection machines, checked, assembled by hand or on small machines in a cleaner room and packed. A setter changes moulds and tunes the machine, and one wrong barrel temperature or hold time can produce hours of scrap. Customers are device makers who demand tight dimensions and lot traceability, with repeat programmes and an occasional new tool. Shifts run day and night, handover is mostly spoken, and a helper is left alone at a press within weeks. Related reading: HR for pharmaceuticals and life sciences.
These are the places the people side of this kind of business tends to give way. The rest of this page works through them.
HR here has to work for each of these groups, not only the office. The set-up below is written with all of them in mind.
GullyHR runs talent acquisition for permanent roles in medical plastics makers. For each role we agree the job description with you, find and screen candidates against it, and support the offer through to joining. Tell us the role and the number of people, and we start there.
We recruit permanent employees. We do not supply contract or temporary staff.
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.
We agree what the role must deliver, the must-have and nice-to-have skills, and how each will be scored.
Screening call, assessment, interview rounds and decision points, sized to the role and the number of people you hire.
Structured questions for each role family and a rating guide, so two interviewers judge the same answer the same way.
A short briefing for your managers on what to ask, what to avoid and how to give a clear yes or no.
Who approves, how the offer is made, and how candidates are kept informed from first call to joining.
A setter who tunes a mould and senses when a part is drifting is worth several operators, and the market has few of them.
A press running slightly off at changeover is passed on with a word, and the next crew finds scrap piled beside it.
A helper becomes an operator with no check on what they may safely adjust, and wrong tweaks turn into rejected lots.
Gowning, glove changes and wipe-downs slip on busy days, and one lapse spoils a whole shift's work.
Bags of different grade sit near each other, and a wrong bag at a hopper puts a batch in question.
Washing and storing a tool is rushed, so the toolroom repairs damage that care would have avoided.
Checkers look for flash, sink marks and short shots for hours under bright light, and attention fades late in the shift.
Start with the topics that matter most here: Onboarding and Probation; Learning and Development; HR Operations and Governance. Then work through the rest. Each topic is written for pharmaceuticals and life sciences, not in general.
A first day that is the same for the fifth joiner as the first.
Training planned from need rather than from the calendar.
An HR function that runs the same way every month.
How many people, in which roles, by when, and what they will cost.
Structure, reporting lines and who is allowed to decide what.
Requisition to joining, the same way every time.
Records, attendance, leave and the day-to-day HR that must simply work.
Salary structure, payroll inputs and a month that closes on time.
Goals, reviews and ratings that hold up in a conversation.
Named backups for the roles that cannot be vacant.
Communication, recognition and the conditions people actually work in.
Two routes, one for complaints, one for conduct, kept separate.
Policies a manager can apply, and obligations with owners and dates.
Induction, records, incident reporting and follow-through.
Who leaves, when, why, and which of them mattered.
Resignation to relieving letter, in a defined order.
Records that survive people, and approvals that do not queue.
A short monthly pack management actually reads.
The pieces a medical plastics makers business puts in place, in an order that makes each easier. Open any card for the detail.
Mould in use, resin lot, running issue and next action, signed by both supervisors.
Mould in use, resin lot, running issue and next action, signed by both supervisors. See attendance, shift and leave process.
A list of what an operator changes, what needs a setter and what needs a supervisor, with new operators signed off in steps.
A list of what an operator changes, what needs a setter and what needs a supervisor, with new operators signed off in steps. The learning and development process helps build it.
Show the moulds each setter can run unaided, tie pay to it and ask the best to train others.
Show the moulds each setter can run unaided, tie pay to it and ask the best to train others. See compensation benchmarking.
Grade, colour and lot on each bag, confirmed by operator and supervisor at start-up.
Grade, colour and lot on each bag, confirmed by operator and supervisor at start-up.
Short rests and a change of task so the last hour of checking is as careful as the first.
Short rests and a change of task so the last hour of checking is as careful as the first.
Before changing anything, find out what is true today. Work through the checks using a recent operating period. The time needed depends on the records you hold; note missing evidence and use the findings to choose a priority.
Share your requirementsConfirm with a qualified professional. What applies to you depends on your business, your state and your arrangements, and it changes. This page describes practice. It does not state a legal position.
The services below fit this kind of business best. Each starts by recording where you stand, and every later report compares against that. We do not promise outcomes.
Rosters, rest and structured handover for day and night moulding shifts.
A sign-off route from helper to operator to setter.
Setter and toolroom grades set against nearby moulders.
A first-month routine for new operators, including clean room rules.
Start with a free conversation, or see the paid HR Diagnostic.
Understand the business, its workforce, current processes and HR challenges.
Find the missing, weak, inconsistent or person-dependent processes.
Create the structure, processes, policies, SOPs, dashboards and systems needed.
Help HR and department managers actually adopt the new system.
Digitise repetitive and approval-based workflows where it is worth doing.
Track hiring, attendance, employee cost, performance, training and attrition.
Strengthen the people-management system continuously, not once.
From the GullyHR blog: one on HR in pharmaceuticals and life sciences, and one on each of the topics this page points to.
Why people leave pharma and life sciences roles, and how to ask about qualification, shifts, territory and quality culture in an exit conversation.
7 min readRead article
A first-week plan for bringing in an outside specialist: what access to give, how to protect client data, and the confidentiality steps to settle on day one.
7 min readRead article
A founder's guide to hiring freshers and running a first-year programme: campus or open drives, a screening round, a training plan by quarter, mentors and checkpoints.
6 min readRead article
Every growing company reaches a point where the founder approving everything stops being speed and starts being the bottleneck. Twelve signs it has happened, and what to fix first.
8 min readRead articleMore on the GullyHR blog.
Use a fixed one-page format for mould, resin lot, issues and next action, signed by both supervisors with a short face-to-face overlap.
List the settings by level: operator, setter and supervisor. Sign off new operators on each in turn and display the list at the press.
Give the role its own grade and pay, look first among your best operators and toolroom helpers, and compare with other moulders nearby.
Tag every bag, check it at the hopper at start-up and store grades apart. Make it a habit of every shift, not a special audit.
Rotate inspection with other work, allow short breaks, get the lighting right and watch how long anyone checks without a pause.
We would go through handover notes with you, see what operators are allowed to adjust and count the moulds each setter can run alone. A good opening job is a handover format with an operator sign-off path. When we have talked, the scope is written down for you.
All 7 business types in medical devices and equipment · Find another business type
See all HR topics for pharmaceuticals and life sciences, or another industry.
Tell us your industry, team size and the issue you want to address. Bring one example of where work gets delayed or ownership is unclear, and the deadline or decision you are working towards.
