The Challenge
Despite being a market leader in pharmaceuticals, the organization’s HR function was under leveraging AI &tech capabilities. Operating with legacy capabilities that required team members to invest disproportionate time to diagnose and design people solutions.
“We knew our business was transforming, but HR needed to equipped on cutting edge capabilities to solve complex people problems. AI has lot to offer but we are not using the tools enough to get desired output."
— Director, Human Resources
Key challenges included:
- Skill Gaps in core areas like digital fluency, analytics and agile planning & execution.
- Under leveraging tech tools to solve complex people problems.
- Spending considerable time on diagnosing & designing people solutions.
The Stakes
Had these gaps persisted, the company risked:
- An HR team not prepared to lead AI adoption.
- Under leveraging critical thinking to take insight-led people decisions
The Approach
To future-proof the HR function, approach of capability development into the real work of HR was identified. The strategy focused not just on learning—but on changing mindsets, enabling tools, and building strategic confidence.
Step 1: Created capability themes
Step 2: Embed Learning in Real HR Process Workflows.Learning transfer through baking in principles of design thinking, hackathon and learning bootcamps.
Step 3: Enable with Toolkits & Nudges
Step 4: Creating collaboration Touch points
The Impact
The structured, immersive capabilityintervention enabled HR to understand how to use AI tools in the workflow to bemore productive, effective with outcomes and more strategic in solving HRproblem statements Tangible shifts were seen across performance, perception,and proactivity of the HR teams.
Capability Gains with MeasurableOutcome
- 3x increase in usage of workforce analytics dashboards in talent planning conversations
- Over 70% adoption of new tools and frameworks introduced during the program
Stronger Business Alignment
- Increase in Cross-functional collaboration
- Action learning projects solved real pain points, like streamlining onboarding or succession planning
Long-Term Impact
The initiative has now become a part of the company’s Leadership Development Framework, ensuring new HR hires andleaders are automatically exposed to the same standards and tools.
