HR Partner - GGI HO

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

We are seeking a dynamic HR Partner to drive the people agenda for the India Commercial Head Office by aligning HR strategy with business priorities. The role will partner closely with commercial leaders to drive organization effectiveness, talent management, leadership development, workforce planning, culture building, and employee engagement, enabling a high-performing, future-ready, and engaged workforce.

• HR Business Partnering

• Partner with business leaders to understand workforce and talent priorities.
• Support implementation of HR initiatives aligned to business needs.
• Provide guidance on HR policies, processes, and people-related matters.

• Talent & Succession

• Support talent review, succession planning, and high-potential talent programs.
• Facilitate development planning and talent discussions across functions.
• Track talent pipeline health and key talent actions.

• Performance Management

• Coordinate goal-setting, performance review, and calibration processes.
• Support leaders in performance discussions and employee development planning.
• Monitor performance trends and provide relevant insights.

• Employee Engagement & Culture

• Drive engagement activities, employee listening initiatives, and action planning.
• Partner with leaders to improve employee experience and retention.
• Facilitate skip-level connects and culture-building interventions.

• Learning & Leadership Development

• Identify capability-building needs in partnership with leaders.
• Support deployment of learning, mentoring, and leadership development initiatives.
• Track development progress and effectiveness of interventions.

• Workforce Planning & Organization Effectiveness

• Support annual manpower planning and workforce reviews.
• Assist in organization structure updates and workforce planning exercises.
• Provide people data and insights to support business decisions.

• Compensation & Talent Mobility

• Support compensation review, promotion, and talent movement processes.
• Provide inputs on retention and talent-related decisions in partnership with C&B.
• Ensure adherence to governance and approval processes.

• HR Analytics & Reporting

• Generate and analyze people metrics including attrition, retention, mobility, and engagement.
• Prepare dashboards and reports for leadership reviews.
• Translate people data into actionable recommendations.

• Employee Relations & Governance

• Support implementation of HR policies and compliance requirements.
• Assist in employee relations matters in partnership with relevant stakeholders.
• Ensure consistent application of organizational processes and governance.

Educational Qualification

MBA / Master's Degree in Human Resources, Management, Organizational Development, or related discipline from a reputed institution.

Experience Range

3–6 years of relevant experience in HR Business Partnering, Talent Management, Commercial HR, Corporate HR, Organization Development, or HR Consulting roles.

Key Requirements

• Strong HR business partnering experience supporting business and functional leaders.
• Exposure to talent management, succession planning, and leadership development processes.
• Experience in organization design, workforce planning, and change management initiatives.
• Strong stakeholder management and influencing skills.
• Ability to interpret people analytics and translate insights into business actions.
• Experience managing employee engagement and culture-building interventions.
• Strong understanding of performance management and compensation review processes.
• Commercial mindset with sound business acumen.
• Exposure to Sales, Marketing, Medical Affairs, Commercial Excellence, Business Development, or Corporate Functions will be preferred.

Technical Skills

HR Business Partnering

Talent Management & Succession Planning

Organization Design & Workforce Planning

Performance Management

Leadership Development & Capability Building

Compensation & Rewards Processes

Employee Engagement & Culture Building

Change Management

HR Analytics & Reporting

Stakeholder Management

Project & Program Management

Behavioural Skills

• Strong communication and interpersonal effectiveness.
• Ability to influence and build credibility across levels.
• Collaborative and outcome-driven approach.
• Strong analytical thinking and problem-solving capability.
• High level of ownership, planning, and execution excellence.
• Ability to navigate ambiguity and drive change.
• Learning agility and a growth mindset.