As pharmaceutical and biotech companies adapt and conform to evolving regulations and workforce expectations, it’s essential that human resources strategies adapt to meet the new challenges and opportunities presented.
In 2025, we expect to see several trends that will shape how HR teams in these industries continue to attract, retain, and develop talent. These trends are all about being more agile and resilient, and, most importantly, employee-centric.
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Digital Transformation and AI in Recruitment
We’ve already seen how AI and digital platforms have started to change recruitment in the pharmaceutical and biotech sectors. HR teams can use these tools to streamline and simplify their hiring processes, with some being used to improve candidate screening, and others supporting decision-making.
AI-driven tools like predictive analytics will likely play a bigger role in helping biotech and pharmaceutical companies find talent faster and more accurately, as well as reducing bias in hiring. These companies can use AI tools to analyze large pools of candidates to find applicants with specific experience or certifications for the job. According to a PwC report, more than 40% of HR functions are already investing in AI for recruitment, and that number is only going to rise as technology advances.
Increased Focus on Employee Well-being and Mental Health
Employee well-being has been growing in importance over the last few years, and in 2025, it’s expected that companies across all industries will continue to focus on this area.
Focusing specifically on biotech and pharmaceutical businesses, such as cell therapy contract manufacturing companies, these industries are known for having a high-pressure nature. To support employee mental health in 2025, HR departments will continue to explore solutions that fit the specific job role and employee. These could include opportunities for flexible working, involvement in wellness programs, and access to free or subsidized mental health resources.
A Deloitte study found that companies with comprehensive well-being programs saw an increase in employee productivity and engagement. Making a concentrated effort to actively support employee well-being will enable biopharma HR teams to reduce burnout among employees, which is especially critical in high-risk industries like pharma and biotech.
Emphasis on Diversity, Equity, and Inclusion
In 2025, diversity, equity, and inclusion (DEI) will remain a top priority, with companies looking to create more inclusive workplaces. For the pharmaceutical and biotech industries, DEI isn’t just a social goal but a business imperative, as diverse teams lead to more innovation.
HR leaders are looking at building DEI initiatives that go beyond compliance and integrate these values into hiring, team building, and leadership development. According to McKinsey & Company, companies with diverse executive teams are 25% more likely to have above-average profitability. This shows how investing in DEI can be socially and economically beneficial.
Upskilling and Reskilling for Industry Needs
Scientific and technological change in the pharmaceutical and biotech sectors comes quickly, and that means many employees need access to continuous learning and upskilling opportunities to stay relevant.
We’re already seeing HR departments expanding their professional development programs to include upskilling and reskilling opportunities, and this is only set to continue in the coming year. The World Economic Forum predicts that over 50% of employees will need significant upskilling by 2025, and this is especially true in the biopharma industry, where employee expertise is key to staying competitive.
Hybrid and Remote Working for Flexibility
The move to hybrid and remote working, which was accelerated by the COVID-19 pandemic, is here to stay in pharmaceutical and biotech companies. While it’s true that some roles, especially those in labs or manufacturing, require on-site presence, HR departments are looking to offer flexibility wherever possible.
Hybrid models allow employees to work both remotely and in-office and provide a balance that appeals to a wider talent pool. In any industry, showing employees that you prioritize their work-life balance should always work in your favor.
Talent Mobility and Internal Career Progression
Retaining top talent is a key target for businesses in any industry, but especially for the pharmaceutical and biotech sectors, where specialist knowledge is precious. To keep employees interested in their workplace, HR teams are already promoting career growth through internal mobility programs, encouraging staff to try out different roles within the company.
Internal mobility offers two benefits in one: it supports career development and encourages employee engagement and loyalty. In an industry where retaining expertise can directly impact innovation, internal mobility is a great way to keep valuable knowledge in the business.
Employer Branding to Attract Top Talent
In 2025, employer branding is a competitive advantage, especially for companies in niche industries like pharmaceuticals and biotech.
Many HR leaders are beginning to invest in branding efforts that showcase the unique opportunities and supportive culture within their organisation. They’re highlighting areas like cutting-edge research and employee benefits, aiming to stay competitive and attract high-caliber candidates.
Conclusion
As HR in pharmaceutical and biotech companies move with these trends, they’re creating a world where flexibility and employee well-being are taken as seriously as they should be. Keeping up with these changes will enable HR teams in these industries to help their company stay ahead and support a more resilient workforce.
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