SKRIP NAMED SENIOR TALENT ACQUISITION ASSOCIATE AT JOBPLEX

CHICAGO (March 11, 2019) – Jobplex is pleased to announce that Brittany Skrip has been tapped to join the Corporate Talent Acquisition team as Senior Talent Acquisition Associate.

Previously, Skrip served as an associate supporting Justin Hirsch, President and HR Executive Lead for Jobplex, and his team for two years. Prior to joining Jobplex, she worked as an executive recruiter for Huntington Partners, focusing in the construction and real estate industries.

“Brittany has been very successful at Jobplex for the past two years. Her high touch approach, dedication and hard work has served both clients and candidates well,” said Jobplex President, Justin Hirsch. “We are excited for Brittany’s new role on the Talent Acquisition team, where her focus will be exclusively on all new Partner recruitment for Jobplex.”

Before starting executive recruitment, Skrip worked in admissions and coached collegiate softball at Chatham University in Pittsburgh, PA.

Skrip attended Bethany College in Bethany, WV, where she played softball and was a member of the Phi Mu Sorority. She received her Bachelor of Arts in Sports Communication from Bethany in 2009 and her Master of Science from California University of Pennsylvania in 2010.

Jobplex Inc., a DHR International Company, offers next generation and project focused recruitment services to clients in nearly every industry. Jobplex customizes each assignment to meet the unique specifications of our client’s recruiting needs through a variety of offerings including single position and high volume project oriented engagements. For more information, please visit, http://www.jobplex.com.

Posted in Homepage Article, Press Room | Leave a comment

GRAMANN NAMED JOBPLEX MANAGING PARTNER

CHARLOTTE (MARCH 11, 2019) – Jobplex, Inc. is pleased to announce that Margaret Gramann has been named Managing Partner. Gramann brings expertise to consumer-focused industry recruitment with two decades of public and private company senior-level general management and sales operations experience.

Gramann focuses on consumer-driven industries that include manufacturing corporations and/or retailers of food, beverages, general merchandise, apparel, supplies, containers, equipment, and mobile technology.

During her corporate career, Gramann was responsible for multibillion-dollar P&Ls across several industries. Launching her career in beverages, she held roles of increasing responsibility at Coca-Cola and Pepsi, including SVP and General Manager of Pepsi’s $2B 6,000-employee Great West Business Unit, which was one of six business units in North America. She then led the Pepsi North American field execution and capability agenda prior to segueing into retail as the SVP of National Sales & Customer Experience at Sears and Pulte Group. She was Head of Sales for Avon’s $1B flagship NA business. Under her leadership, she ignited the 350,000-person independent direct sales force to reverse years of profit declines.

“We are very excited to have tapped Margaret to join the Jobplex team,” said Jobplex President, Justin Hirsch. “Margaret is a seasoned pro and we look forward to her helping us lead and continue scale our practice in consumer-driven industries.”

Gramann holds an MBA in Management from the University of St. Thomas and a Bachelor of Science in Marketing from Minnesota State University.

Established in 1996, Jobplex leads the recruiting industry in offering diversified search services for your company’s next generation executive leader. Our customized search offerings and performance-based fee structure provide solutions from a Single Search to Project Recruitment. For more information on Jobplex, visit www.jobplex.com.

Posted in Homepage Article, Press Room | Leave a comment

JOBPLEX COMPLETES OUTDOOR INDUSTRY ASSOCIATION (OIA) SEARCH

WASHINGTON, DC (October 17, 2018) – Jobplex, Inc. is pleased to announce the successful placement of Patricia Rojas-Ungar as Vice President of Government Affairs for Outdoor Industry Association where she will lead its advocacy agenda. This search was completed by Partner Kara Teising, and Senior Associate Kara Zavaleta.

Rojas-Ungar joins Outwood Industry Association from the US Travel Association, where she served as the Vice President of Public Affairs for eleven years. Rojas-Ungar’s’ work at the U.S. Travel Association includes passing legislation to create a $200 million (per year) program to promote the United States abroad and running a public-policy campaign that resulted in a White House National Travel and Tourism Strategy. Prior to her work at the US Travel Association, Rojas-Ungar served as a Professional Staff Member for the Senate Homeland Security Committee. She also served as a Legislative Assistant for Congresswoman Lucille Roybal-Allard. Rojas has worked in both the U.S. House of Representatives and Senate on key federal policies such as the DREAM Act and the 9/11 Commission reforms. Rojas-Ungar earned a Bachelor of Arts in Psychology from The University of Texas at Austin and a Master of Social Work from the University of Houston.

“I’m honored to join OIA and proud to represent this extraordinary industry in Washington and across the country,” Rojas-Ungar said. “The outdoor industry has long been a leader in sustainable business practices, responsible land and water stewardship, and product and retail innovation. I am thrilled to support the industry’s continued growth and success.”

Based in Boulder, Colorado, with offices in Washington, D.C., Outdoor Industry Association (OIA) is the leading trade association for the outdoor industry and the title sponsor of Outdoor Retailer. OIA unites and serves 1300 manufacturer, supplier, sales representative and retailer members through its focus on trade and recreation policy, sustainable business innovation and outdoor participation. For more information, visit outdoorindustry.org.

Established in 1996, Jobplex leads the recruiting industry in offering diversified search services for your company’s next generation executive leader. Our customized search offerings and performance-based fee structure provide solutions from a Single Search to Project Recruitment. For more information on Jobplex, visit www.jobplex.com.

Posted in Homepage Article, Press Room | Leave a comment

Talent Overview: Mexican Life Science Sector

By Johannes Viholainen

During the past several years, we have seen a few key talent trends and shifts in the Mexican life sciences industry. Obtaining access to the public healthcare market is a complex situation and has increased the quest for experienced experts who can achieve feasible solutions. Several roles that have previously been considered single-function focused, such as regulatory and medical positions, are increasingly collaborating with other company divisions and thus becoming more attached to the core business. Moreover, the pharmaceutical industry has been welcoming external talent and looking for individuals from non-healthcare focused industries to diversify and broaden its employee background mix and pool of expertise. The points mentioned above have also shifted the need for the core competencies companies are seeking to bring in today.

Problematic Access to Public Markets

As pharmaceutical and medical devices companies face challenging market access conditions in the public market, caused partly by healthcare budget cuts and the generic-medicine focus of the federal government, businesses have set greater focus on hiring individuals that can create innovative solutions and strategies to overcome current barriers. There has been a scarcity of professionals with these capabilities in the local market and a unique and complex structure of the Mexican public healthcare sector which impedes finding an easy plug-and-play solution of foreign talent without experience in the Mexican market. This has had two consequences locally; the salary level of the most experienced access experts has increased over the past years and organizations have set greater emphasis on developing internal talent to close the existing talent gap. Despite the companies’ efforts to adapt to the situation, there exists a clear gap between supply and demand.

The market access role has become a more strategic role and therefore a successful executive in the field has the capabilities to design and implement plans aligned with the overall company operation and current market conditions. Today, the access operation is not limited only to transactional internal and external activities before government institutions but is more commonly extended to the field which has been known as government and policy affairs. Companies focus more of their access related activities on influencing and increasing awareness among the policymakers and the institutes that provide funding for the public healthcare sector. Market access leaders should be able to create innovative medium and long-term plans that secure market access today as well as in the future. Some companies, for example, have already introduced new performance-based and risk sharing models in the market.

Attention to the Core Business

As mentioned above, another trend that can be noted in the Mexican life sciences sector is the growing attention to serve the core business despite the position title. Business partnering has become a common term for professionals that hold legal, HR, medical, and regulatory roles, which have been known as support functions in the past. These roles understand they are expected to act as enablers and internal consultants with the overall business in mind and should constantly measure how their activities impact the results of their organizations. Successful executives holding these roles understand they are expected to act as enablers and internal consultants with the overall business in mind and should constantly measure how their activities impact the results of their organizations. These individuals proactively look for ways to partner with other areas across the organization and seek opportunities for collaboration to improve the performance of the divisions and the entire company.

Additionally, matrix and lean organization structures, that have previously been more common among smaller biotech companies, have boosted the development of business partnering and cross-functional cooperation among the larger life sciences companies. Collaborative skills play a more important role in organizations where direct reporting and local hierarchy are a disappearing reality. Individuals need to know how to engage their colleagues from other departments and obtain their buy-in for cross-functional initiatives.

Foreign Talent in the Local Market

The influx of foreign talent into Mexico can be expected to remain high in the future as the importance of the second-largest if not the largest, market in Latin America maintains various pharmaceutical and medical device companies. As a result, businesses prefer to place experienced executives with a successful track record to the key roles in their local affiliates. In 2017, we estimated that approximately 30 percent of general managers at multinational pharmaceuticals based in Mexico were Mexicans. The high number of foreigners can be explained by their background in similar roles in small and midsize markets in the region. This experience has naturally prepared them for scaling up and undertaking leading roles in a larger market, such as Mexico.

When Mexican executives are interviewed and asked about their willingness to relocate to another country, many times the USA, Europe, and Asia are their target destinations. Other Latin American countries aren’t seen as attractive options even though they might provide promising professional opportunities and serve as an investment in one’s personal growth. Cultural aspects and family matters naturally influence decisions to move abroad after a job. There is great local talent in Mexico and recently more Mexicans, including Mexican women, are in top positions in the life sciences sector.

New Sources of Talent

According to human resources executives and business leaders, the life sciences sectors have become more open and interested in attracting talent from other industries, such as fast-moving consumer goods (FMCG). While the transition from FMCG to OTC/CHC can be considered easier due to the similarities between the two sectors. There exists curiosity as well to bringing in candidates to manage Rx and high specialty products outside the pharmaceutical industry without intermediate steps. In addition, external talent in the sector holding production and operation roles may be expected to increase in the near future, without mentioning positions, such as HR and finance, where cross-industrial movements have already been common in the past.

HR professionals often wonder where they can find talent that can fit in the pharmaceutical sector. There is a growing desire to change the status quo and find alternative solutions for existing talent needs. The focus should not, however, be only on the candidate characteristics but also on understanding how organizations can facilitate the transfer from another industry into the life science sector. Adequate onboarding and mentoring help to soften the cultural shock and pave the way for a quick adaptation. Also, an internal sponsor, such as general manager, who supports and oversees the change is highly recommended. People need to assume the new mindset, be open to receive disruptive ideas, and see things from a new angle. Also, technological innovations will change the way we do our jobs at an accelerating pace. In all this, the sponsor plays a crucial role. The most open-minded and forward-looking organizations are already shifting their focus from technical skills and industrial background onto finding the right leadership capabilities and executive intelligence.

Posted in Homepage Article, Press Room | Leave a comment