Talent & Culture Strategy at Hyphens Pharma: People Are the Greatest Assets

Jimena Tsai

·July 9, 2025

source:sbr.

Hyphens Pharma International Ltd. is a Singapore‑based specialty pharmaceutical and healthcare firm, employing over 320 staff across five ASEAN markets. Since its listing in 2017, the company has achieved robust growth—S$162.3 million revenue in FY2022 (+28.9% YoY) according to its Annual Report 2021 —and was honored with the Gold Award for Best‑Managed Board at the 2024 Singapore Corporate Awards. In an industry where specialized skills and compliance are critical, Hyphens Pharma places talent at the very core of its strategy. This article explores how AI‑powered ATS complements existing HR tools to fuel its ability to attract, develop, and retain top healthcare professionals in Singapore.

I. Talent Acquisition Challenges in Healthcare

Recruiting in the pharmaceutical and healthcare sector poses unique hurdles:

Specialized Skill Shortage: Demand outstrips supply for licensed professionals—pharmacists, formulation scientists, regulatory experts—with stringent credential requirements.
Regulatory Compliance & Credentialing: Verifying medical licenses, GMP certifications, and continuing‑education records adds administrative complexity and lengthens time‑to‑hire.
Candidate Experience & Employer Brand: Healthcare candidates expect transparent, efficient processes; delays or poor communication often lead to high drop‑off rates.
Retention & Shift‑Based Coverage: High burnout and stringent operational schedules require not only attracting but also engaging and retaining staff through flexible and supportive programs.

These challenges set the stage for how Hyphens Pharma must tailor its talent strategy and leverage technology to overcome sector‑specific barriers.

II. Hyphens Pharma’s Talent Philosophy & Sourcing

People‑First Culture

Hyphens Pharma’s recruitment philosophy centers on treating candidates as future colleagues. Key practices include:

Values‑Based Screening: Pre‑screen questionnaires assess both technical competencies and alignment to Integrity and Care.
Leadership Participation: C‑suite executives actively join final interviews, signaling that top management invests in talent decisions.
Candidate‑Centric Communication: Automated status updates and clear timelines reduce uncertainty and bolster employer brand.

Award‑Winning Governance

The Gold Award at the Singapore Corporate Awards (SCA) 2024 recognizes Hyphens Pharma’s robust board oversight of talent and risk management. Board committees review human capital metrics biannually, ensuring talent strategy aligns with corporate governance and growth plans.

Multi‑Channel, AI‑Enabled Distribution

To reach a diverse talent pool, Hyphens Pharma employs:

Channel	Practice	ATS Capability
Job Portals	LinkedIn, JobsDB, Indeed, company careers page	One‑click distribution, geo‑targeted job templates
Employee Referrals	Incentivized programs, internal ambassadors	Referral tracking, automated reward workflows
University Outreach	Collaborations with NUS, NTU for campus recruitment fairs	CRM integration for campus leads, event follow‑up tools
Global Sourcing	Partnerships (e.g., ASTAR’s Accelerate) for R&D hiring	Unified database, source ROI dashboards

Data-Driven Decision Making: Regular analysis of source performance guides investment—e.g., reallocating ad spend from lower‑yield job boards to high‑performing channels.

III.Employment Profile & Engagement Initiatives

Hyphens Pharma’s human capital strategy extends beyond recruitment to encompass comprehensive engagement and development of its workforce. According to the FY2022 disclosures:

Headcount Growth: As of 31 December 2022, the Group employed 368 employees (FY2021: 349), including 358 full‑time and 10 part‑time staff, alongside 24 freelance workers supporting sales promotions and logistics according to its Annual Report 2021 .
Hiring Velocity & Retention: New hire rate doubled from 16% in FY2021 to 32% in FY2022 following acquisitions, while turnover remained stable at 25% (FY2021: 21%).
Inclusive Hiring: Partnered with Autistic Resource Centre job coaches to provide job shadowing and training, leading to direct full‑time hires at its Pan‑Malayan Pharmaceuticals subsidiary.

Project Symphony & Culture Days

In FY2022, Project Symphony was launched to reconnect employees with the organisation’s vision and values. Each country office celebrated Hyphens Day with team‑building activities, reinforcing a vibrant, inclusive culture.

Health, Safety & Well‑Being

COVID‑19 Compliance: Continued adherence to government advisories, remote‑work arrangements, and safe‑distancing protocols to safeguard employee health.
Employee Benefits: Life insurance, disability coverage, healthcare, retirement provisions, and statutory parental leave.
Parental Leave Success: 55 employees took parental leave (FY2021: 34), with 100% return‑to‑work and 98% retention twelve months post‑leave.

Employee Feedback & Improvement

Pulse Engagement: Regular surveys and governance reviews identify workplace challenges; HRBP interventions address concerns.
Legal Compliance: Achieved zero incidents of non‑compliance with labour laws in FY2022 and aims to maintain this record.

IV. Talent Development & Training Programs

Hyphens Pharma places equal emphasis on employee growth as it does on recruitment. Insights from Hyphens’ "What Our Employees Say" page highlight the company’s commitment:

Personalized Development Plans

Employees work with managers to co‑create tailored learning roadmaps, combining technical certifications and soft‑skill workshops. As one team member notes, “I was able to enroll in regulatory affairs training that directly advanced my career goals.” .

Mentorship Circles & Peer Learning

Senior leaders host monthly mentorship circles where employees discuss challenges and share best practices. "Having lunch with cross‑functional peers has broadened my perspective," shares a commercial associate.

On‑The‑Job Rotations

Staff can rotate through R&D, regulatory, and commercial roles for six-month stints. One R&D scientist reports, “My secondment to the commercial team taught me how market needs shape product development.”

Continuous Feedback & Coaching

Real‑time feedback sessions via the internal platform allow prompt course correction and recognition. "I love how feedback is encouraged outside annual reviews," comments a quality assurance specialist.

Digital Learning Integration

The ATS integrates with LinkedIn Learning and internal LMS, automatically recommending courses when skills gaps are identified in performance reviews.

Innovation Sprints & Hackathons

Employees participate in quarterly "Project Symphony" innovation sprints to pitch process improvements or product ideas; winning teams receive funding to prototype solutions.

V.Governance, Compliance & DEI

Robust Data Protection & Privacy

PDPA & GDPR Alignment: Compliant with Singapore’s Personal Data Protection Act and the EU’s GDPR, as detailed in the Privacy Policy.
Consent & Access Controls: Automated workflows capture candidate consent at each stage, while role-based permissions and encryption safeguard sensitive data.
Audit Trails & Retention: Comprehensive logging of data actions with timestamps; secure deletion protocols activate after statutory retention periods.
Incident Response & Training: Documented breach response plans, regular cybersecurity drills, and mandatory annual PDPA/GDPR training for HR and IT teams maintain vigilance.

Board Oversight & Award‑Winning Governance

Governance Excellence: The Gold Award for Best‑Managed Board at the Singapore Corporate Awards 2024 underscores the board’s active role in human capital strategy.
Diversity Policy: A Board Diversity Policy mandates a balanced mix of skills, regional experiences, and at least one female director to avoid groupthink and foster inclusive decision‑making.

Inclusive Hiring & Workplace Accessibility

Equitable Recruitment: Partnerships with the Autistic Resource Centre provide job shadowing and training, translating into full‑time roles, and reinforcing commitment to underrepresented groups.
Flexible Arrangements: Policies for remote work, flexible hours, and accessible facilities support employees with diverse needs.
Cultural Engagement: Annual Hyphens Day and Project Symphony events celebrate cultural diversity and reinforce the company’s Care value across five countries.

Continuous Improvement & DE&I Metrics

Employee Engagement Surveys: Pulse checks at 30/90/180 days capture NPS scores and surface areas for HRBP interventions.
DE&I Dashboards: ATS‑embedded dashboards track recruitment metrics—gender balance, hire rate for underrepresented groups, and retention differentials—to inform targeted initiatives.
Policy Refinement: Quarterly privacy audits and employee feedback loops drive iterative policy enhancements, ensuring evolving best practices.

FAQ

How does Hyphens Pharma support employee growth?

Hyphens Pharma gives training, mentorship, and career paths. Employees can join workshops to learn new things. Managers help team members reach their goals. The company cares about learning and helps everyone get better.

What makes Hyphens Pharma’s hiring process unique?

The hiring team uses data and expert help to find talent. They look at skills and company values. Candidates get clear feedback and feel respected during hiring.

Why does Hyphens Pharma value diversity?

Diversity brings fresh ideas and better answers. Teams with different backgrounds solve problems faster. Hyphens Pharma hires people from many cultures and supports everyone.

How does the company recognize employee achievements?

Managers give awards, bonuses, and public praise. Employees feel important when their hard work is noticed. Recognition helps make a happy and motivated team.

What tools help measure employee engagement?

Hyphens Pharma uses digital HR tools like Betterworks Engage. These tools collect feedback and check engagement. Leaders use this data to make the workplace better and help employees.