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Pfizer Hr

To attract, develop, and retain exceptional talent that delivers breakthroughs changing patients' lives by pioneering 25 breakthrough therapies by 2030

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To attract, develop, and retain exceptional talent that delivers breakthroughs changing patients' lives by pioneering 25 breakthrough therapies by 2030

Strengths

  • TALENT: Industry-leading scientific expertise in key therapeutic areas
  • CULTURE: Strong commitment to employee development and well-being
  • BRAND: Powerful employer brand reinforced by COVID-19 response
  • DIVERSITY: Established DEI initiatives with measurable progress
  • SYSTEMS: Robust learning management and talent development tools

Weaknesses

  • AGILITY: Bureaucratic processes slow talent deployment and decisions
  • TECH: Legacy HR systems inhibit data-driven talent management
  • FUTURE: Skills gap in emerging fields like AI and gene therapy
  • TURNOVER: Above-industry attrition in R&D functions (17% vs 14%)
  • ENGAGEMENT: Inconsistent employee experience across global sites

Opportunities

  • DIGITAL: Implement AI-powered talent acquisition and development
  • REMOTE: Expand talent pool through flexible work arrangements
  • PARTNERSHIPS: Develop university alliances for specialized talent
  • UPSKILLING: Create biotech-focused reskilling programs
  • VETERANS: Tap into underutilized talent pools like military veterans

Threats

  • COMPETITION: Intense talent war with biotech startups offering equity
  • BURNOUT: Industry-wide mental health challenges post-pandemic
  • PERCEPTION: Public scrutiny of pharmaceutical industry practices
  • GENERATIONAL: Changing workforce expectations and preferences
  • ECONOMIC: Increased compensation demands amid inflation

Key Priorities

  • MODERNIZE: Transform HR tech stack to enable data-driven decisions
  • PIPELINE: Develop robust talent pipeline for critical scientific roles
  • EXPERIENCE: Create consistent, exceptional employee experience
  • AGILITY: Streamline HR processes to speed talent deployment
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To attract, develop, and retain exceptional talent that delivers breakthroughs changing patients' lives by pioneering 25 breakthrough therapies by 2030

MODERNIZE HR

Create a state-of-the-art people technology ecosystem

  • PLATFORM: Complete implementation of cloud-based HRIS across 70% of global operations by Q3 2025
  • ADOPTION: Achieve 85% monthly active usage of new HR self-service portal across all employee groups
  • ANALYTICS: Deploy predictive turnover model with 80% accuracy for critical scientific roles
  • AUTOMATION: Reduce administrative HR tasks by 30% through implementation of intelligent workflow tools
BUILD PIPELINE

Develop world-class scientific talent ecosystem

  • ACQUISITION: Reduce time-to-fill for critical R&D roles from 75 to 45 days through AI-powered sourcing
  • PARTNERSHIPS: Establish 5 strategic university alliances yielding 100+ specialized scientific candidates
  • DEVELOPMENT: Launch advanced biotech skills academy with 500 employees enrolled in first cohort
  • DIVERSITY: Increase diversity in scientific leadership roles by 15% across all underrepresented groups
ELEVATE EXPERIENCE

Create industry-leading employee experience

  • ENGAGEMENT: Improve overall employee engagement score from 82% to 87% across all global locations
  • WELLBEING: Implement comprehensive mental health program with 75% employee participation rate
  • FLEXIBILITY: Deploy hybrid work model with 90% positive adoption feedback across eligible roles
  • JOURNEY: Redesign 5 key employee touchpoints resulting in 20% improvement in experience scores
DRIVE AGILITY

Enable rapid talent deployment and adaptation

  • SIMPLIFICATION: Reduce HR policy documentation by 40% while maintaining compliance standards
  • MOBILITY: Increase internal talent movement by 25% through implementation of skills-based marketplace
  • CAPABILITY: Train 100% of HR business partners in agile methodology and design thinking principles
  • DECISIVENESS: Decrease approval layers in talent processes from average of 4 to maximum of 2 levels
METRICS
  • ENGAGEMENT: Employee engagement score: 85% by end of 2025, 90% by end of 2026
  • RETENTION: Critical talent retention rate: 92% for high-impact scientific roles
  • EFFICIENCY: HR operations cost ratio: Reduce to industry benchmark of 0.8% of revenue
VALUES
  • Courage: We think big, speak up and are decisive
  • Excellence: We focus on what matters and are accountable
  • Equity: We respect all people and embrace diversity
  • Joy: We take pride in our work and celebrate each other
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Align the learnings

Pfizer Hr Retrospective

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To attract, develop, and retain exceptional talent that delivers breakthroughs changing patients' lives by pioneering 25 breakthrough therapies by 2030

What Went Well

  • TALENT: Successfully recruited 95% of critical scientific role targets
  • DIVERSITY: Increased representation of women in leadership to 42%
  • TRAINING: Delivered 23 hours of learning per employee, above target
  • RETENTION: Maintained 90% retention rate for high potential employees
  • ENGAGEMENT: Employee engagement score improved 4 points to 82%

Not So Well

  • EFFICIENCY: HR operating costs remained 12% above industry benchmark
  • DIGITAL: HR technology transformation projects faced significant delays
  • ANALYTICS: Low adoption of people analytics by line managers (38%)
  • TURNOVER: R&D talent loss to competitors increased by 3% year-over-year
  • ONBOARDING: Time-to-productivity metrics declined for new hires

Learnings

  • INVESTMENT: Early career talent pipeline requires more sustained focus
  • FLEXIBILITY: Work models need greater customization by function
  • COLLABORATION: Cross-functional mobility enhances innovation outcomes
  • SIMPLIFICATION: Complex HR policies inhibit organizational agility
  • EXPERIENCE: Seamless digital experiences drive employee satisfaction

Action Items

  • TRANSFORM: Accelerate HR tech modernization with focus on user experience
  • DEVELOP: Launch data literacy program for all HR business partners
  • REDESIGN: Simplify talent processes to reduce administrative burden
  • MEASURE: Implement real-time talent analytics dashboard for leaders
  • PERSONALIZE: Create differentiated retention programs for critical talent
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To attract, develop, and retain exceptional talent that delivers breakthroughs changing patients' lives by pioneering 25 breakthrough therapies by 2030

Strengths

  • FOUNDATION: Established AI Center of Excellence with HR component
  • LEADERSHIP: C-suite commitment to AI-driven talent management
  • ANALYTICS: Advanced HR analytics team with data science expertise
  • PILOTS: Successful AI recruitment tool pilots in key markets
  • INTEGRATION: Existing enterprise data warehouse for HR metrics

Weaknesses

  • SKILLS: Limited AI expertise within HR team (only 8% proficient)
  • SILOS: Fragmented data sources across HR systems
  • ADOPTION: Uneven technology adoption across global HR teams
  • RESISTANCE: Cultural resistance to AI-driven people decisions
  • GOVERNANCE: Incomplete AI ethics framework for HR applications

Opportunities

  • PREDICT: Deploy predictive analytics for retention and engagement
  • AUTOMATE: Streamline 40% of administrative HR tasks through AI
  • PERSONALIZE: Create AI-powered personalized learning journeys
  • AUGMENT: Enhance decision-making with AI talent insights
  • DIVERSITY: Use AI to identify and mitigate unconscious bias

Threats

  • PRIVACY: Increasing global regulations on employee data usage
  • TRUST: Employee skepticism about AI in performance management
  • VENDORS: Overdependence on external AI solution providers
  • ETHICS: Potential algorithmic bias in AI talent decisions
  • DISRUPTION: AI replacing traditional HR roles without transition

Key Priorities

  • CAPABILITY: Build AI fluency across all levels of HR organization
  • EXPERIENCE: Deploy AI solutions that enhance employee experience
  • ETHICS: Develop comprehensive framework for ethical AI in HR
  • INTEGRATION: Create unified data architecture for AI applications