P&O Partner - FTO-11

Dr. Reddy’s Laboratories Ltd. is a leading multinational pharmaceutical company based across global locations. Each of our 24,000 plus employees comes to work every day for one collective purpose: to accelerate access to affordable and innovative medicines because Good Health Can’t Wait.

We started in 1984 with a modest investment, 20 employees and a bold vision. Today, we have research and development centres, manufacturing facilities or a commercial presence in 66 countries. 

For nearly four decades, we have stood for access, affordability and innovation based on the bedrock of deep science, progressive people practices and robust corporate governance. As the pharmaceutical industry evolves and undergoes disruption, we see an opportunity – to strengthen our core further (the next steps) and to build the future (the new bets).

‘The Next and the New’ is how we aim to continue to be the partner of choice – purpose-driven, future-ready and sustainable.  Our aim is to reach over 1.5 Bn+ patients across the world by 2030 by growing our core businesses and building for the future with sustainability at the core of our purpose and strategy. Sustainability for us means operating in a manner that respects people, planet and purpose – helping us conserve precious resources, serve our patients, create value for stakeholders, give back to society, fulfil our potential and maintain our integrity and transparency

Dr Reddy’s maintains a work environment, free from discrimination and is an equal opportunity employer. We are committed to employ & nurture all qualified diverse workforce without regard to race, colour religion, nationality, sex, age, disability status, genetics, sexual orientation, gender expression, citizenship or any other characteristic or classification protected by applicable law(s) of the country we operate in. We treasure every talent, and recognize merit and diversity in our organization.

Job Summary:

The P&O Partner serves as a strategic liaison between the business and HR, responsible for creating and implementing people plans aligned with business goals, with a strong focus on productivity and capability building. This role partners closely with Business Leaders to define and drive people strategies that support organizational objectives.

By translating business priorities into talent solutions—developed in collaboration with other HR pillars and executed by the HR Partner reporting into this role—the P&O Partner ensures delivery of measurable business value. The role demands strategic leadership in workforce planning, talent management, performance, compensation, and engagement, fostering a high-performance, engaged, and diverse workforce aligned with the organization’s vision and culture.

Roles & Responsibilities:

Business Priorities: These priorities align HR efforts with the broader organizational strategy, enabling sustainable business outcomes.

1. Strategic Workforce Planning & Organizational Design

• Translate business strategy into actionable people moves.
• Lead workforce planning and budgeting to optimize productivity.
• Design and implement organizational structures that support strategic goals and close process gaps.
• Drive people related Idea savings and Effort Hours reduction as per Lean Management Systems. Proactively partner with business to maintain headcount and Staff/Contract Labour Costs within budget. Achieve the targeted effort hours, head count and savings targets agreed at the beginning of the year.

2. Talent Strategy & Succession Planning

• Develop and execute a forward-looking talent roadmap.
• Conduct talent reviews, competency assessments, and succession planning.
• Ensure timely, strategic hiring and build a diverse, future-ready talent pipeline.

3. Change Leadership & Transformation

• Lead complex change initiatives (e.g., M&A, restructuring, new org integration).
• Drive transformation programs that align with business evolution.
• Support leaders and teams through change with structured interventions.

4. Culture & Engagement

• Champion ASPIRE tenets and LEAN principles.
• Role model and embed desired behaviours across the organization.
• Design and implement engagement strategies to shape a high-performance culture.
• Drive Autonomous Way of working culture on the shopfloor and connect with the performance management systems.
• Drive the Speak-up culture and Quality transformation agenda across site.

5. Stakeholder Engagement & External Relations

• Partner with business leaders to align HR with strategic needs.
• Manage employee relations and proactively address grievances.
• In close partnership with the legal team, represent the organization in external forums and ensure compliance with labour laws.

Functional Priorities: These are core HR responsibilities that enable business success through operational excellence and people-centric processes.

1. Talent Development & Capability Building

• Have a clear Succession plan and pipeline into Site Leadership Team (SLT) and SLT-1 roles.
• Identify capability gaps and partner with L&D and TTO teams to build critical skills.
• Support individual development planning and career growth.
• Promote a learning culture aligned with business priorities (e.g., Leadership, LTO, Product Robustness, Process Robustness, Asset Robustness and People Robustness capabilities).
• Apply Buy, Build and Transfer strategy to drive Capability.

2. Performance & Rewards

• Lead the performance management cycle with a focus on continuous feedback and accountability.
• In close partnership with C&B CoE, implement compensation and benefits strategies that attract, retain, and motivate talent.
• Ensure governance and fairness in performance and rewards processes.
• Identify top performers and bottom performers early on and implement interventions accordingly.

3. HR Process Excellence & Service Delivery

• Continuously improve HR processes across the employee lifecycle in close partnership with HR shared services.
• Guide HR Partners on escalations, compliance, and policy interpretation.
• Leverage internal and external expertise to co-create solutions aligned with business needs.

4. Recruitment, Onboarding & Employee Experience

• Work in close partnership with Recruitment CoE to drive timely closure and on time joining for budgeted head count and ensure 100% staffing in Must Win Products and Products that Matter lines.
• Deliver a seamless onboarding experience that accelerates integration and productivity.
• Enhance employee experience through consistent, high-quality HR touchpoints.

5. HR Analytics & Insights

• Generate actionable insights through HR analytics and reporting received through Shared Services or SpadeX teams.
• Use data to inform retention strategies and address workforce challenges.

Educational qualification: MBA/Master degree in Management from a premium Institute (Preferably Human Resources Management)

Minimum work Experience: 10-15 years of experience

Skills & attributes:

Technical Skills
• Experience in Employee Relations and external management, Employee Engagement and Communication, New Hire Induction & Orientation
• Experience in Business Partnering, Performance Management System.
• Retention Strategies, Employee Retention, Employee Engagement.
• MS Excel and MS PowerPoint

Behavioural Skills
• Excellent communication and interpersonal skills.
• Collaborative Skill sets and result oriented.
• Strong analytical and problem-solving abilities.
• Excellent Time Management and organisation skills

About the Department
Human Resources
The Human Resources department at Dr. Reddy's Laboratories is the organizational heartbeat, dedicated to fostering a positive and inclusive work environment for their 24,000+ employees. As a well-executed Human Resources (HR) team, we foster a positive and productive workplace. Effective HR practices are involved in recruiting and retaining top talent, providing comprehensive employee development programs, and ensuring fair and transparent policies.

The robust HR department at Dr. Reddys is cultivating a culture of open communication, employee engagement, and diversity and inclusion. Moreover, it plays a crucial role in conflict resolution, fostering a healthy work environment and aligns organizational goals with the well-being and professional growth of its employees, contributing significantly to overall company success.

Benefits Offered
At Dr. Reddy’s we actively help to catalyse your career growth and professional development through personalised learning programs.
The benefits you will enjoy at Dr. Reddy’s are on par with the best industry standards. They include, among other things and other essential equipment, joining & relocation support, family support (Maternity & Paternity benefits), learning and development opportunities, medical coverage for yourself and your family, life coverage for yourself.

Our Work Culture
Ask any employee at Dr. Reddy’s why they come to work every day and they’ll say, because Good Health Can’t Wait. This is our credo as well as the guiding principle behind all our actions. We see healthcare solutions not only as scientific formulations, but as a means to help patients lead healthier lives, and we’re always attuned to the new and the next to empower people to stay fit. And to do this, we foster a culture of empathy and dynamism. People are at the core of our journey over the last few decades. They have been supported by an enabling environment that buoys individual ability while fostering teamwork and shared success. We believe that when people with diverse skills are bound together by a common purpose and value system, they can make magic.
For more details, please visit our career website at https://careers.drreddys.com/#!/