Site HR Head – Cipla InvaGen

InvaGen Pharmaceuticals, Inc.

Job Title:Site HR Head – Cipla InvaGen

Organization:InvaGen Pharmaceuticals Inc.

Location:Long Island, NY

Employment Type:Full-time

Salary Range: $150K to $200K

Cipla:
Cipla is a leading global pharmaceutical company, dedicated to high-quality, branded, and generic medicines. We are trusted by healthcare professionals and patients across geographies. Over the last eight decades, we have strengthened our leadership in Indias pharmaceutical industry and fortified our promise of strengthening our global focus by consolidating and deepening our presence in the key markets of India, South Africa, the U.S., and other economies of the emerging world. Driven by the purpose Caring for Life, Ciplas focus has always been on making affordable, world-class medicines with a reputation for uncompromising quality standards across the world. In the last 85 years, Cipla has emerged as one of the most respected pharmaceutical names in India as well as across more than 100 countries. Cipla is a fast-growing pharmaceutical company with a continued focus on the expanse of our strong legacy. Over the last five years, Cipla has significantly expanded its portfolio and presence in the U.S. with both a generic and brand division.

InvaGen Pharmaceuticals Inc.:

InvaGen Pharmaceuticals is a Cipla subsidiary engaged in the development, manufacture, marketing, and distribution of generic prescription medicines with focus on a range of therapeutic areas, including cardiovascular, anti-infective, CNS, anti-inflammatory, anti-diabetic, and anti-depressants. The company was founded in 2003 and is based in Central Islip and Hauppauge, New York. In October 2020, InvaGen established its project site in Fall River, Massachusetts to support the launch of Ciplas respiratory business in the United States.

Job Summary: This role holds overall responsibility for the HR function across Ciplas North America operation sites. It involves overseeing various employee lifecycle events and managing related HR processes in collaboration with business units, regional and corporate HR Centers of Excellence (COEs), and HR Business Partners (HRBPs). The role is integral in supporting the business and functional teams to achieve organizational objectives and deliver HR services effectively.

Key Responsibilities:

Accountability Cluster

Major Activities / Tasks
  1. Support the business in achieving the strategic objectives as set out in the business goal sheet.
  • Support key HR processes across relevant business functions in collaboration with HRBPs for achieving the business objectives
  • Collaborate with senior leaders and work collectively to achieve business goals.
  • Lead, manage and coach a group of experienced HR Business Partners (HRBPs) who proactively partner to improve every HR provision of their assigned client groups.
  • Evaluates company structure and design to achieve business goals through workforce planning and based on manufacturing and business requirements and talent management strategies.
  1. Facilitate Talent Acquisition strategy and execution on a site level
  • In collaboration with the TA COE manage the recruitment process for open roles. Direct oversight over Senior Manager and below level recruitments.
  • Manage the recruitment process including identification of the potential resourcing solutions whether internal or external. Support DE&I targets.
  • Manage local recruiting, on-boarding and off-boarding processes including exit interviews, candidate screening, and administration of pre-employment checks and employment offers in collaboration with corporate HR COE teams.
  • Ensure pre-employment background checks, work authorization checks, and follow though other hiring requirements.
  1. Performance Management for all employees
  • Manage performance management system for the employees across site as per corporate HR COE guidelines
  • Manage all the related processes including Goal setting, Reviews, Year-End Reviews, PIPs etc. as per process.
  • Ensure all the performance related data (in SF system) and other documentation are on-time in full.
  • Participate in the calibration process and share inputs as and when required.
  • Ensure all the new employees on fully trained on performance management processes.
  1. Manage talent and capability development of employees
  • Support the Talent and Learning roadmap to enhance employee capability in collaboration with corporate Talent and L&D COE.
  • Work along with business to help them identify the possible needs for learning and development interventions.
  • Support local Talent Management initiatives, plans.
  1. Manage the employee lifecycle activities to ensure the delivery of HR services in line with the needs and priorities of the organization
  • Act as the first line of HR leadership in Human Resources for any employee queries and clarifications related to processes, policies etc.
  • Facilitates specific change management and program ensuring that they provide value.
  • Overall responsibility for the performance management process of the employee is on track (i.e. goal setting, performance reviews, rating calibration) Identifies and facilitating performance improvement plan on necessity with leadership.
  • Manage exit processes for staff, carrying out exit interviews etc.
  • Ensure team maintains HRIS data maintenance for their client groups, including position and employee data accuracy in Success Factors and other platforms.
  • Responsible for non-employees e.g. Consultants, Contractors, Temporary Workers etc.
  1. Partnering in the implementation of HR Projects, culture, engagement
  • Locally supports employee engagement surveys across the designated teams and action planning.
  • Partners with key stakeholders within HR COEs to ensure that all HR projects and initiatives are appropriately communicated and implemented on a local basis.
  • Identifies local projects and HR initiatives in line with the team requirements like the Culture Diagnosis activity carried out for the legal team.
  • Ensures team facilitates employee engagement initiatives for the sites as part of North America-wide initiatives and local initiatives
  • Organize town halls to ensure that the employees are given regular updates on business/ functional performance and have the opportunity to get clarity on the organizations direction.
  • Support values and global Cipla culturally at the sites.
  • Support various initiatives like Listening Post, Suggestion Management and other interventions as per guidelines.
  1. Compensation, Benefits and other support

In collaboration with C&B and Org Effectiveness COEs:

  • Overall responsibility for site people budget versus actuals, and overtime utilization and spend with the business.
  • Facilities job analysis, banding, FLSA classifications, compensation programs for the sites.
  • Ensure adherence to corporate guidelines and delegation of authority on salary reviews across the functional team so that the internal parity and budget constraints are adhered to and accurately reflected.
  • Manages site Workers Compensation and maintaining OSHA logs ensuring follow-up on return-to-work requirements.
  • Overall responsibility for client group approved leaves and disability cases and return to work.
  • In collaboration with Rewards COE, partner with various benefits providers to help with all health, disability and insurances
  • In line with Rewards COE, administer corporate benefit programs and facilitate both new hire and annual enrolment processes.
  1. HR & Employee Relations matter
  • Responsible for all areas of HR policy interpretation, employee complaints, corrective action procedures, investigations and hiring/terminations support.
  • Provide the HRBP team with guidance on how to resolve complex employee relations issues. Evolve the teams ability to conduct effective, thorough and objective investigations and provide appropriate management recommendations.
  • Enables a dedicated and effective HR advisory service to employees that covers absence and health issues, conduct and capability, grievances, organizational change, and all other employee-relations matters
  • Ensure consistent compliance with local, state, and federal employment legislation.

Educational qualifications & Relevant Experience:

  • A minimum of bachelors degree in human resources, Business Administration or psychology.
  • SHRM/HRCI certification is a plus.
  • A minimum of ten years of progressive experience in HR Function with at least five (5) years in managing HR team members.
  • Experience working in a manufacturing environment. Pharmaceutical experience is strongly preferred.
  • Established experience building and leading HR teams.
  • Demonstrated business acumen, analytical and evaluation skills.
  • Strategic thinker who can work in a hands-on environment to facilitate and deliver on multiple priorities. Ability to provide thought leadership and practical solutions.
  • Ability to lead, mentor, counsel, and motivate others to develop and achieve optimal performance.
  • Strong verbal and written communication skills
  • Comprehensive knowledge of applicable employment laws, compensation philosophies, HR best practices, trends, and issues and wide experience across HR disciplines.
  • Proven skillful relationship-builder and communicator with ability to gain trust and influence people, manage conflict across the organization and levels.
  • Knowledge of HR systems and databases
  • Proficiency in MS Outlook, Word, Excel (Pivot tables, lookups), and Power Point applications is essential.
  • Ability to travel up to 20% of the time.
  • Experience in a unionized environment a plus, but not required.
  • Ability to prioritize projects.
  • Ensure timely and accurate compliance with mandatory corporate training requirements (Ethics, Conflict of Interest, etc.)

Equal Opportunity Employer:

Cipla USA & its U.S. Affiliates are committed to equal opportunity in the terms and conditions of employment for all employees and job applicants without regard towithout regard to race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected bylocal, state, or federal laws, rules, or regulations.

At Cipla, we welcome people of all abilities and want to ensure that our hiring and interview process meets the needs of all applicants. If you require a reasonable accommodation to make your application or interview experience a great one, please contact careers.northamerica@cipla.com.

Pre-employment Process:

Applicants who receive a conditional offer must satisfactory complete pre-employment drug testing.

Disclaimer on Pay Ranges:

About the Salary/ Pay Range: The salary range mentioned above is an anticipated base salary range for this position. Exact salary depends on several factors such as experience, skills, education, and budget. Salary range may vary based on geographic location. In addition to base salary, this position may be eligible for benefits and participation in a bonus program based on performance and company results.

Cipla USA and its US Affiliates is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, sex, sexual orientation, gender identity, religion, national origin, genetic information, disability, or protected veteran status.

Minimum Salary: 31200.00
Maximum Salary: 31200.00
Salary Unit: Yearly

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  • Date Posted: November 6, 2024
  • Location: Central Islip, NY