What is the hiring process like at Novartis?

work life balance, benefits, salary.

Directors, no clear role jd in many areas, lack of growth opportunities, politics, only few people are favored, appraisal process not followed in some areas i.e. managers are reluctant to look into check ins

Good relative pay compared to similar skills one would expect. Office location is accessible and facilities are good. Salary benchmark is done scientifically, pay is not tied up to performance, only Annual bonus is impacted if performance level is low.

The pace is slow and skill building is nearly non existent for mid level employees. Company is reluctant to change and often forces Line managers to hire women to get to 1:1 ratio, even at the cost of business. Of course, HR has least interest in the business. Much of senior leaders are brought in from different industries and they seldom understand the nuances of the business and ends up making mistakes, many line managers do not even have the skills to understand what is going on. The company is cash rich and the Hyderabad HR turns away from taking actions against non performers eventually, ending up hiring 4 people, instead of 1. If managers puts pressure to perform, there is a risk the employees may complain to internal ombudsman eventually may get even fired. The place has the highest ratio of HR: Operations at 1:19. Hence, problems are invented and then investigated for months. The only reason people stay back is due to high pay and comfortable life one experiences. The org changes are frequent, every 6 months, and job security can be a question mark irrespective of your performance. Please join, if you want a cozy life while you are still employed. Never join, if you are the hungry kind and wants to reach certain career milestone or you are a thorough committed professional and expects others to reciprocate, because u are unlikely to develop any new skills.

Flexibility with hybrid working policy. Dynamic work employeement with enhanced cross functional integration

Poor leadership that is distant from ground reality due to prolonged TfG/restructuring and it's hangover. Overworked and stressed employees. However compensation is at market value only. Career growth is slow and is not in sync with the current work culture (which consists of very enhanced cross functional collaboration). Reward and career growth system is outdated. Hiring process is slow, leading to increased stress on existing associates.

Commitment to Continuous Improvement: Novartis fosters a culture of continuous improvement, aligning seamlessly with the principles of process excellence. Employees are encouraged to contribute ideas and suggestions, creating a dynamic environment that values innovation and efficiency. Structured Onboarding Processes: Novartis excels in providing a structured onboarding experience for new hires. This not only ensures a smooth integration into the organization but also reflects the company's dedication to setting clear expectations from the outset. Emphasis on Learning and Development: As a process excellence professional, the robust learning and development programs at Novartis are likely to resonate with your goals. The company invests in employees' skill enhancement, providing ample opportunities for professional growth through workshops, training sessions, and access to online learning resources. Strong Collaborative Culture: Novartis promotes a collaborative work culture, encouraging cross-functional teamwork. This collaborative approach aligns with the principles of process excellence, fostering communication and the sharing of best practices among teams. Recognition of Employee Contributions: The company places importance on recognizing and rewarding employee contributions. This not only motivates individuals but also reinforces a positive work environment, vital for driving excellence in processes.

Complex Organizational Structure: Novartis, being a large multinational corporation, can have a complex organizational structure. This may pose challenges in terms of communication and decision-making efficiency, potentially impacting the streamlined execution of process excellence initiatives. Workload Intensity: The nature of the pharmaceutical industry can lead to demanding workloads, which might impact work-life balance. As a process excellence professional, managing workload intensity becomes crucial to maintaining a sustainable and effective contribution to the organization. Adaptability Challenges: Implementing process excellence methodologies requires a certain level of adaptability within the organization. Novartis, being a well-established entity, might face challenges in swiftly adapting to emerging trends and technologies, potentially impacting the agility of process improvement initiatives. Communication Gaps: Due to the diverse and global nature of Novartis, occasional communication gaps may arise. This can be a hurdle for process excellence professionals who rely on effective communication channels to implement and sustain improvements across the organization. Performance Evaluation Complexity: The performance evaluation process might be intricate due to the multifaceted nature of roles within Novartis. This complexity can make it challenging for process excellence professionals to accurately gauge the impact of their initiatives on individual and team performance.

International, Diversified, Open Communication, Great pipelines

Too much Hierarchy, complicated process

At Novartis, there is a lot of collaboration among team members. This fosters a culture of innovation and creativity.

Unfortunately, we also had some problems with the hiring process. The process was very long and drawn out, and it took a long time to get a decision.

Commitment to Continuous Improvement: Novartis fosters a culture of continuous improvement, aligning seamlessly with the principles of process excellence. Employees are encouraged to contribute ideas and suggestions, creating a dynamic environment that values innovation and efficiency. Structured Onboarding Processes: Novartis excels in providing a structured onboarding experience for new hires. This not only ensures a smooth integration into the organization but also reflects the company's dedication to setting clear expectations from the outset. Emphasis on Learning and Development: As a process excellence professional, the robust learning and development programs at Novartis are likely to resonate with your goals. The company invests in employees' skill enhancement, providing ample opportunities for professional growth through workshops, training sessions, and access to online learning resources. Strong Collaborative Culture: Novartis promotes a collaborative work culture, encouraging cross-functional teamwork. This collaborative approach aligns with the principles of process excellence, fostering communication and the sharing of best practices among teams. Recognition of Employee Contributions: The company places importance on recognizing and rewarding employee contributions. This not only motivates individuals but also reinforces a positive work environment, vital for driving excellence in processes.

Complex Organizational Structure: Novartis, being a large multinational corporation, can have a complex organizational structure. This may pose challenges in terms of communication and decision-making efficiency, potentially impacting the streamlined execution of process excellence initiatives. Workload Intensity: The nature of the pharmaceutical industry can lead to demanding workloads, which might impact work-life balance. As a process excellence professional, managing workload intensity becomes crucial to maintaining a sustainable and effective contribution to the organization. Adaptability Challenges: Implementing process excellence methodologies requires a certain level of adaptability within the organization. Novartis, being a well-established entity, might face challenges in swiftly adapting to emerging trends and technologies, potentially impacting the agility of process improvement initiatives. Communication Gaps: Due to the diverse and global nature of Novartis, occasional communication gaps may arise. This can be a hurdle for process excellence professionals who rely on effective communication channels to implement and sustain improvements across the organization. Performance Evaluation Complexity: The performance evaluation process might be intricate due to the multifaceted nature of roles within Novartis. This complexity can make it challenging for process excellence professionals to accurately gauge the impact of their initiatives on individual and team performance.

- Compensation Package is higher than average in Prague - Complex tasks, with great opportunities for development - Friendly culture

- Hard to grow to people manager, often positions are not posted, hiring decisions made unofficially - Frequent reorganizations and job cuts - Sometimes quite a lot of bureaucracy in processes

Supportive culture, global impact, great learning opportunities, flexible work model, and cutting-edge analytics tools.

Complex internal processes and slower decision-making due to large corporate structure.

1. Diverse work force 2. Internal mobility

1. Exhaustive interview process 2. If working through a staffing agency, the interface can be a little cumbersome