Lead Enterprise Transformation

Emcure Pharmaceuticals Limited; Pune District; On-site; INR 2,500,000 - 4,500,000; Full time

Job summary

Emcure Pharmaceuticals Limited seeks a senior transformation leader to own end-to-end transformation programs, including across manufacturing, R&D, API, HR, and commercial, ensuring fidelity to senior management intent.

You will coach HR, align functional heads, challenge external consultants, and build permanent transformation capability beyond a single program in a promoter-led environment in Pune.

Qualifications

• 12–15 years of total experience, with last 4–6 years in transformation, change management, or organizational development roles.
• Background in a large Indian promoter-led or listed conglomerate.
• Has owned transformation outcomes across resistant functions — not just participated in transformation programs.
• Proven ability to challenge external consultants and business assumptions from a position of informed credibility.
• Strong stakeholder management — has aligned, influenced, and pushed back on functional heads at a senior level.
• Comfortable operating with ambiguity and in promoter-led decision-making environments.

Responsibilities

• Own the implementation of enterprise transformation programs across all functional workstreams — Manufacturing, R&D, API, HR, Commercial, and Corporate.
• Ensure rollout aligns with senior management expectations, timelines, and quality standards.
• Act as first-layer problem solver — identify and resolve bottlenecks before escalation to senior leadership.
• Serve as the primary internal counterpart to WTW and future consulting partners.
• Challenge consultant assumptions and recommendations where they don't reflect organization's reality.
• Ensure consulting deliverables are translated into implementable, context-appropriate action plans.
• Align functional heads across Manufacturing, R&D, HR, Sales, and Commercial to transformation priorities.

Skills

Transformation leadership

Stakeholder management

Consultant management

Strategic thinking

Change management

Influence in promoter-led environments

Job description

This role is the senior leadership's proxy in organisation's transformation system. The incumbent owns the end-to-end transformation mandate — ensuring that enterprise-wide change programs are implemented with fidelity to senior management intent, functional leaders are aligned and held accountable, and the organization builds permanent transformation capability beyond any single consulting engagement.

The role operates at the intersection of strategy and execution — challenging external consultants where recommendations don't fit organizational reality, coaching the HR team on prioritization and implementation, and acting as the first-layer problem solver before escalation to senior leadership.

KEY RESPONSIBILITIES

1. Transformation Program Ownership

• Own the implementation of enterprise transformation programs (including Project Disha) across all functional workstreams — Manufacturing, R&D, API, HR, Commercial, and Corporate
• Ensure rollout aligns with senior management expectations, timelines, and quality standards
• Act as first-layer problem solver — identify and resolve bottlenecks before escalation to senior leadership

2. External Consultant Interface & Quality Control

• Serve as the primary internal counterpart to WTW and future consulting partners
• Challenge consultant assumptions and recommendations where they don't reflect organization's organizational reality
• Ensure consulting deliverables are translated into implementable, context-appropriate action plans
• Manage consulting engagement value — ensure outputs serve long-term institutional needs, not just project completion

3. Business Leader Alignment

• Align functional heads across Manufacturing, R&D, HR, Sales, and Commercial to transformation priorities
• Push back constructively on business assumptions that conflict with transformation objectives
• Represent senior management intent in functional discussions and workstream reviews
• Build credibility with function leaders as a transformation partner — not a corporate oversight layer

4. HR Team Coaching & Prioritization Support

• Coach HR leadership on transformation prioritization, sequencing, and implementation of new operating model recommendations
• Help HR leaders build capacity to own and drive transformation workstreams independently over time
• Facilitate prioritization when competing HR transformation initiatives create resource or bandwidth conflicts
• Support people development within HR as a coaching orientation — not as an execution substitute

5. Future Transformation Strategy

• Beyond current consulting engagements, identify next-wave transformation initiatives Organization should pursue
• Build institutional transformation capability: frameworks, playbooks, and governance that outlast any single program
• Advise senior leadership on emerging organizational design, capability building, and change management priorities
• Institutionalize transformation learnings so each program builds on the last

EXPERIENCE PROFILE

Must Have

• 12–15 years of total experience, with last 4–6 years in transformation, change management, or organizational development roles
• Background in a large Indian promoter-led or listed conglomerate
• Has owned transformation outcomes across resistant functions — not just participated in transformation programs
• Proven ability to challenge external consultants and business assumptions from a position of informed credibility
• Strong stakeholder management — has aligned, influenced, and pushed back on functional heads at a senior level
• Comfortable operating with ambiguity and in promoter-led decision-making environments

Good to Have

• Experience in regulated industry — pharma, FMCG, chemicals, auto, or financial services
• People development or formal coaching experience
• Exposure to multi-entity or multi-business-unit organizational complexity
• Familiarity with HR operating model transformation (COE model, HRBP redesign, HRMS implementation)