HR Management Solutions for Pharmaceuticals and Life Sciences
Build HR for a regulated environment, where training records and qualifications are part of the quality system.
Pharmaceutical and life-sciences businesses operate where employee training records, qualifications and documentation are inspected, not just filed. Manufacturing, QA, QC, R&D, regulatory and a large field force each carry different requirements.
- Plan
- Hire
- Onboard
- Manage
- Develop
- Perform
- Engage
- Retain
- Exit
- Improve
When HR processes are weak, you may see
- Training records incomplete for inspection
- Qualification and competency evidence scattered
- Field-force attrition and territory gaps
- Shift manufacturing coverage
- Documentation discipline varies by team
- Contract manpower records incomplete
- Competency re-assessment overdue
- Scientist and QA turnover
We help pharma and life-sciences businesses build HR where training, competency and documentation stand up to scrutiny.
Who we work with
Adapted to whether the business manufactures, researches, distributes or markets, and to the size of the field force.
- Pharmaceutical Companies
- Pharmaceutical Manufacturers
- Pharma Distribution Companies
- Biotechnology Companies
- Medical Device Companies
- CRO Companies
- Research Laboratories
- Healthcare Product Companies
What the HR system covers
Most businesses take a few of these at a time, in an order decided by what is costing them most. Open any area to see what it includes.
Organisation Structure
Manufacturing, quality, research and commercial.
What this coversHide
Organisation Structure
Manufacturing, quality, research and commercial.
What this coversHideOperations and quality
- Production
- Quality Assurance
- Quality Control
- Engineering
- Warehouse
- Packing
- EHS
- Validation
Research and commercial
- R&D
- Formulation
- Regulatory Affairs
- Clinical
- Medical Affairs
- Sales and Field Force
- Marketing
- Supply Chain
- HR
- Finance
- Organisation structure
- Quality independence in reporting
- Shift supervision
- Reporting lines
- Approval matrix
- Position levels
Training Records and Competency Evidence
In a regulated setting, the record is part of the process.
What this coversHide
Training Records and Competency Evidence
In a regulated setting, the record is part of the process.
What this coversHideTraining that happened but was not recorded, with an assessment and a date, is difficult to evidence later. The discipline is the deliverable.
- Role-wise training matrix
- Induction training
- SOP training and acknowledgement
- On-the-job training records
- Assessment and qualification
- Re-training triggers
- Re-assessment cycle
- Trainer qualification
- Training file completeness
- Records retrieval for audit
Qualification and Job Competency
Who is qualified to perform which operation.
What this coversHide
Qualification and Job Competency
Who is qualified to perform which operation.
What this coversHide- Job-role competency definition
- Educational and experience requirements
- Competency assessment
- Authorisation to perform
- Competency matrix by department
- Gap identification
- Development plans
- Periodic re-qualification
Shift Manufacturing Workforce
Continuous operations with quality oversight.
What this coversHide
Shift Manufacturing Workforce
Continuous operations with quality oversight.
What this coversHide- Shift patterns
- Manning norms by line and area
- Rotation rules
- Relief and standby
- Overtime sanction
- Gowning and area-entry discipline
- Attendance capture
- Contract manpower deployment
- Attendance cut-off
Field Force Management
A large, distributed, target-driven workforce.
What this coversHide
Field Force Management
A large, distributed, target-driven workforce.
What this coversHide- Territory and beat planning
- Field attendance and reporting
- Doctor or customer call records
- Sample and input accountability
- Incentive scheme design
- Territory vacancy tracking
- Field-force training
- Compliance and conduct standards
- Attrition by territory
Performance Measures
Different across plant, lab and field.
What this coversHide
Performance Measures
Different across plant, lab and field.
What this coversHidePlant and quality
- Batch adherence
- Deviations
- Documentation errors
- Rework
- Training completion
- Safety observance
- Housekeeping
Field and commercial
- Coverage
- Call adherence
- Prescription or sales growth
- Territory targets
- Reporting discipline
- Compliance observance
Attrition and Critical Roles
Some roles cannot be vacant for long.
What this coversHide
Attrition and Critical Roles
Some roles cannot be vacant for long.
What this coversHide- Attrition by function
- QA and QC turnover
- Field-force attrition by territory
- Critical-role identification
- Named backups
- Exit reasons
- Stay interviews
- Knowledge and documentation handover
- Retention actions
Pharma HR Dashboard
Training, competency and manning in one view.
What this coversHide
Pharma HR Dashboard
Training, competency and manning in one view.
What this coversHide- Headcount by function and site
- Training completion by role
- Overdue training
- Competency assessment status
- Shift manning
- Field-force vacancy by territory
- Attendance
- Attrition by function
- Contract manpower
- Employee cost
- Documentation completeness
Pharma and Life Sciences HR maturity assessment
Each area is scored on the same five-level scale, so management can see where HR stands today and what to improve first.
Request an HR audit- 1
No defined process
Activities happen differently each time.
- 2
Informal, person dependent
Processes exist but depend heavily on individual employees.
- 3
Documented
Processes and responsibilities are written down.
- 4
Implemented and measured
Processes are followed and performance is measured.
- 5
Automated and continuously improved
Technology-enabled, measured and improved deliberately.
What you receive
Depending on the engagement. Scope and sequence are agreed after the audit.
- HR Audit
- HR Gap Analysis
- HR Improvement Roadmap
- Organisation Structure
- Manpower Plan
- Job Descriptions
- KRA and KPI Framework
- Competency Framework
- Recruitment Process
- Onboarding Framework
- Attendance and Leave Process
- Performance Management System
- Training Framework
- Employee Engagement Framework
- Retention Plan
- HR Policy Manual
- Employee Handbook
- HR SOPs
- HR Forms
- HR Templates
- HR Calendar
- HR Dashboard
- HR MIS
- HR Automation Roadmap
- HRMS Implementation Framework
Our HR transformation approach
- 1
Assess
Understand the business, its workforce, current processes and HR challenges.
- 2
Identify gaps
Find the missing, weak, inconsistent or person-dependent processes.
- 3
Design
Create the structure, processes, policies, SOPs, dashboards and systems needed.
- 4
Implement
Help HR and department managers actually adopt the new system.
- 5
Automate
Digitise repetitive and approval-based workflows where it is worth doing.
- 6
Measure
Track hiring, attendance, employee cost, performance, training and attrition.
- 7
Improve
Strengthen the people-management system continuously, not once.
Build an HR function that supports quality and compliance readiness
A strong HR function in this sector helps the business:
- Keep training records complete and current
- Evidence competency by role
- Man shifts and lines reliably
- Reduce documentation errors
- Cover field territories
- Retain QA, QC and scientific staff
- Bring contract manpower into view
- Improve audit and inspection readiness
- Standardise across sites
- Support new products and lines
Build a better HR system for a regulated environment
Whether you manufacture, research or market, we can help build HR where training, competency and records hold up.
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