HR Partner for Global Corporate Functions

HR Partner - Global Corporate Functions

Company Description

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 Description

Role Purpose

The HR Partner supports the P&O Partner in enabling effective people, talent, and culture outcomes across Global Corporate Functions, with a strong focus on governance-driven functions and CXO offices.
This role translates strategy into execution—driving talent management, leadership programs, DRMS deployment, and disciplined HR operations, while ensuring alignment with enterprise standards and regulatory rigor.

The role is both partnering-oriented and programmatic, with strong emphasis on project management, coordination, and execution excellence.

Functional Coverage

The HR Partner supports the following Global Corporate Functions:

• Global Legal
• Compliance
• Data Privacy
• CXO Offices
• Corporate Affairs
• Corporate Communications
• Corporate Project Management (DRMS & Talent programs)

Key Responsibilities

1. HR Partnering & Business Enablement

• Act as the primary HR interface for assigned Corporate Functions.
• Support functional leaders on workforce planning, role clarity, spans & layers, and organisation health.
• Translate people strategy into practical, executable HR interventions.
• Provide insights on talent risks, engagement signals, and capability gaps.
• Escalate strategic themes and risks to the P&O Partner with data-backed inputs.

2. Talent Management & Leadership Execution

• Execute talent reviews, succession planning, and readiness discussions in partnership with the P&O Partner.
• Maintain strong visibility on critical roles, successors, and development actions.
• Coordinate leadership assessments, development plans, and internal mobility moves.
• Support leadership cohort programs aligned to enterprise frameworks.
• Track progress and effectiveness of talent actions across the year.

3. DRMS Deployment & Program Management

• Act as HR Program Lead / PMO for DRMS-related people and capability elements.
• Coordinate with Business, Lean, Capability, and PMS teams for:
  • Leadership routines
  • Lean Daily Management enablement
  • Capability and behaviour cascades (ASPIRE / DRL Way)
• Track milestones, risks, dependencies, and adoption metrics.
• Ensure DRMS ways of working are embedded into:
  • Performance management
  • Talent discussions
  • Leadership expectations
• Support communication, awareness, and change enablement for DRMS rollout.

4. Leadership Culture & Employee Experience

• Enable leadership effectiveness through structured interventions, feedback loops, and coaching forums.
• Support engagement listening, pulse checks, and action planning.
• Partner with leaders to improve manager capability and team climate.
• Identify early indicators of attrition risk, morale challenges, or leadership misalignment.
• Reinforce a culture of trust, accountability, and continuous improvement.

5. Governance, Compliance & HR Operations

• Ensure strong adherence to HR governance in high‑risk, regulated functions.
• Partner with COEs to ensure compliance with:
  • Employment policies
  • Data privacy requirements
  • Ethics and conduct standards
• Support audit readiness, documentation discipline, and process integrity.
• Ensure accurate execution of:
  • Hiring and onboarding
  • Performance cycles
  • Compensation and reward processes
• Act as a custodian of HR hygiene and operational excellence.

6. Stakeholder Management & Collaboration

• Work closely with COEs (Talent, DRMS, Rewards, HR Ops).
• Coordinate across multiple senior stakeholders with clarity and professionalism.
• Support CXO offices with discreet, high‑trust HR partnering.
• Enable smooth flow of information between Business, HR, and Enterprise teams.

Qualifications

• 2-6- years of Partnering experience in dynamic, complex environments.
• Strong foundation in talent management, org design, and leadership partnering.
• Comfort with analytics, problem-solving, and systems thinking.
• Experience in change management and behavioural/leadership interventions.
• Ability to engage senior stakeholders with clarity and confidence.

Additional Information

Success Indicators

• Smooth execution of talent and succession processes across Corporate Functions.
• Strong DRMS adoption from a people, capability, and leadership lens.
• High confidence of leaders in HR delivery and responsiveness.
• Reduced people risks in governance-heavy and sensitive functions.
• Clear visibility of talent pipelines, development actions, and leadership readiness.
• HR Partner recognized as dependable, structured, and value-adding.