01Talent Acquisition & Capability Building
Building an in-house talent engine for a U.S. market entry
ClientMultinational pharmaceutical company entering the U.S. market
ChallengeBuild clinical and commercial capability in the U.S. organically while creating a repeatable recruiting function that could scale with the business.
What we didBuilt the recruiting operating model from the ground up: workforce planning, requisition governance, structured hiring kickoffs, sourcing strategy, structured interviews, role-specific scorecards, recruiting SLAs, talent intelligence, employer branding, TA capability development and commercialization-aligned workforce planning.
OutcomeGrew the organization to 120+ employees organically within 12 months, while building the clinical and commercial capabilities needed for the U.S. hub.
The TA work included a standardized operating model, recruiting SOP and governance, structured interview framework, recruiting dashboard, TA competency framework and workforce planning roadmap.
02Leadership & Talent Development
Turning high-potential talent into a stronger leadership bench
ClientHigh-growth biopharma organization
ChallengeCreate a structured high-potential program that develops future leaders while connecting development to succession planning and organizational needs.
What we didDesigned a 12-month development journey combining assessment, individualized development plans, coaching and mentoring, stretch assignments, leadership learning, feedback and progress measurement. The model connected talent assessment with succession and workforce planning rather than treating development as a standalone program.
OutcomeSix high-potential participants graduated the program. Succession plans were translated into action plans, leadership capability was strengthened, and the organization moved forward with a stronger talent bench.
The program framework included defined potential, assessment, customized development plans, 360 feedback, coaching/mentoring, stretch assignments and post-program succession and career actions.
03Culture & Organizational Alignment
Creating shared ways of working across countries and cultures
ClientOrganization entering the U.S. market
ChallengeBuild stronger cross-country, cross-cultural collaboration as a new U.S. organization worked with its global counterparts.
What we didFacilitated a two-day culture and values alignment workshop followed by two structured follow-up sessions. The work translated values and collaboration challenges into practical team norms, working agreements and team charters.
OutcomeTeams left with shared norms and charters that clarified how they would collaborate, communicate, make decisions and work across cultures—creating a stronger foundation for the U.S. market entry.
Designed to move culture from stated values into practical behaviors and repeatable ways of working.
04Total Rewards
Building a U.S. total rewards architecture for a high-complexity pharmaceutical growth story
ClientFast-growing pharmaceutical company entering the U.S. market
ChallengeSupport a U.S. market entry for a fast-growing pharmaceutical company with exceptional R&D depth and a broad pipeline—without a structured global compensation architecture to anchor increasingly complex roles and capabilities.
What we didUsed the Mercer IPE methodology to conduct job evaluation and analysis across five factors and 12 dimensions, establishing a clear job architecture and salary band structure. Built a comprehensive seven-component U.S. total rewards architecture spanning job architecture, salary grades and bands, career paths, ESOP/LTI design using foreign-listed stock rather than a U.S.-listed equity program, benefits, performance and recognition. Built U.S. market benchmarks using weighted data from three compensation surveys and introduced biannual pay-equity reviews.
OutcomeA coherent rewards architecture that gives the organization a stronger foundation for attracting and retaining deep, specialized talent as the U.S. organization grows—while bringing greater clarity to roles, career progression, pay positioning and ongoing equity review.
Client outcome and project details supplied for this case study.
