Pfizer China Hrbp Role Development Strategy Study

As a traditional top pharmaceutical company, Pfizer is facing both internal and external challenges. From government policy aspect, many countries have been reforming their medical and health policies. Once the patent term of medicine expires, it will have to compete with hundreds of generic drugs. From Pfizer’s business strategy perspective, it is more and more difficult to get breakthrough in new disease treatment area. Pfizer have to not only enhance its research and development effectiveness and new drug registration approval rate, but also proactively gain competency by merger and acquisition and occupy generic drug market.New challenges to business have raised new requests to human resource management. The traditional HR model can’t meet the development needs of business any more. Pfizer HR department has to align HR strategy with business strategy and establish strategic human resource management system to help Pfizer gain advantage in the fierce talent war by attracting excellent talents and developing them to ensure that they have the competency to drive business development and success. It will need to provide sustainablehuman resource development strategy and solutions to create value to Pfizer.Pfizer HR redesigned its strategy and organization in 2009. By then “three circle” model and HR Business Partner role were born. With about six years’ practice, HRBP role is now facing both organization effectiveness and competency problem. This thesis is aimed to study the problem and provide solution proposal so that HR can resolve the problems and achieved its strategichuman resource management goal.