A contract manufacturer makes tablets, capsules and liquids for other companies' brands, so one line serves several clients in turn. Line clearance, client audits and tech transfer decide whether people are stretched or steady.
Not sure what you need? Tell us about your business in six short steps and we will come to the first meeting prepared.
Share your requirementsA contract pharma manufacturer makes tablets, capsules, liquids or other forms under other companies' brands. Each client brings its own specifications, batch records and audit visits. New products arrive by technology transfer, where the client's recipe is scaled up and proved on the site, by a small group of scientists and engineers. The same compression machine or filling line runs one client's lot after another, so line clearance, cleaning and label reconciliation shape every shift. Plans move when a client shifts an order or adds a rush. Reputation with clients carries the business, and it rests on operators, quality staff and the transfer team on the floor. See also 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 contract pharma manufacturers. 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.
Every switch needs cleaning, clearance sign-off and label reconciliation. When a rush order lands, the pressure is to shorten exactly those steps.
Records get tidied and rooms repainted in a scramble, and the same handful answer every auditor question while their own work waits.
A few scientists and engineers carry each product from client recipe to validated lot. When they are stretched, launches slip.
Labels, leaflets and materials from different brands sit close together in stores and packing, and one lapse sends a pack into the wrong carton.
They promise delivery dates to the client, then ask planning to meet them, and take the blame from both when dates move.
A new client's product reaches the machine with a short note, and the operator learns by making mistakes.
Start with the topics that matter most here: Organisation Design; Performance Management; Learning and Development. Then work through the rest. Each topic is written for pharmaceuticals and life sciences, not in general.
Structure, reporting lines and who is allowed to decide what.
Goals, reviews and ratings that hold up in a conversation.
Training planned from need rather than from the calendar.
How many people, in which roles, by when, and what they will cost.
Requisition to joining, the same way every time.
A first day that is the same for the fifth joiner as the first.
Records, attendance, leave and the day-to-day HR that must simply work.
Salary structure, payroll inputs and a month that closes on time.
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.
An HR function that runs the same way every month.
The pieces a contract pharma manufacturers business puts in place, in an order that makes each easier. Open any card for the detail.
A set team and a planned time for each changeover, so clearance is a scheduled task rather than a squeezed one.
A set team and a planned time for each changeover, so clearance is a scheduled task rather than a squeezed one. Link it to the attendance, shift and leave process so cover is clear.
Short sessions where operators practise plain answers and find records quickly, so the load spreads past the usual few.
Short sessions where operators practise plain answers and find records quickly, so the load spreads past the usual few. See the training consulting page.
Define levels for the scientist and engineer roles, plan their project load, and test pay against the market with compensation benchmarking.
Define levels for the scientist and engineer roles, plan their project load, and test pay against the market with compensation benchmarking.
One named person holds each client's labels, leaflets and records, with counted issue and return at every lot.
One named person holds each client's labels, leaflets and records, with counted issue and return at every lot.
State who confirms dates, who can refuse a rush and who escalates, as part of the role design and job descriptions work.
State who confirms dates, who can refuse a rush and who escalates, as part of the role design and job descriptions work.
A short session and an operator sign-off before anyone runs a new client's product alone, recorded against the product name.
A short session and an operator sign-off before anyone runs a new client's product alone, recorded against the product name.
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 and cover that plan for clearance time instead of fighting it.
Clear remits for liaison, planning and quality so dates and refusals have an owner.
Pay checks for the transfer scientists and seasoned operators that clients rely on.
Sessions on audit answers and on briefing operators for each new product.
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 founder's guide to building job grades, titles and billing levels for a growing IT services firm, with a step-by-step method and a grade description outline.
6 min readRead article
A practical design for an IT services appraisal cycle: when to run it, how to rate fairly across projects, and how to explain hikes so they hold.
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 articleMore on the GullyHR blog.
Plan a named crew and a time slot for each clearance and give that plan priority over rush orders. Review the actual time taken every week.
Practise plain answers, make records easy to find and spread the questions over more people. Hold a short debrief after each visit.
Plan their project load, recognise the scale-up work, and offer a growth path with pay near the market. Goodwill alone will not hold them.
Client contact and dates, within a rule agreed with planning and quality about what may be promised. Put that rule on paper.
Brief before the first lot, pair them with someone who has run it, and sign them off. Keep a record of who is cleared for which product.
We would count changeovers on your busiest line, ask the last audit team what they would change, and see how transfer work is shared. A clearance crew plan and a liaison remit are a fair first job. We put terms in writing after talking.
All 7 business types in pharmaceutical manufacturing · 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.
