Guerbet

Nicole Johnson

Nicole Johnson is a dedicated, focused, and driven Human Resources professional with progressively responsible experience in providing HR based solutions and strategic support including: recruiting and selection, benefits administration, compensation, employee on-boarding and integration, employee relations, vendor management, HR policy development and implementation, and performance management. She has worked in a variety of industries to include High Tech Software, Non Profit, and Real Estate Management.

The key to fostering employee success lies in our commitment to actively listen and create opportunities for open dialogue.”

Nicole Johnson, the US HR director, is the go-to person for people at Guerbet. She is the primary point of contact for tackling difficult situations and is renowned for having the ability to solve performance and interpersonal issues with resolve. Working in a wide range of industries, including non-profits and real estate management, she has garnered a wealth of knowledge in multiple sectors. Her extensive experience and consistency demonstrate her proficiency in providing HR-based solutions and strategic support, covering a broad spectrum of areas.

In an exclusive interview with Life Sciences Review, Nicole Johnson shares her valuable insights on the importance of providing opportunities for personal and professional development in the HR industry.

What are some of the prevalent challenges that HR professionals face in the life science industry?

In the life science industry, finding and retaining talent is one of the biggest challenges. We have found innovative ways to distinguish ourselves and highlight the unique benefits we offer. Guerbet prioritizes emphasizing candidates' and new employees' opportunities for visibility and impact. Our small organization provides employees with greater opportunities to transition into supervisory or management positions faster than larger organizations. We value each person as an individual and strive to create an environment where their contributions drive our collective success.

Additionally, our organization faces challenges from larger organizations in the pharmaceutical sector from a compensation and bonus perspective. While compensation is important, we recognize that it is not the sole motivating factor for our employees. Our team understands that meaningful relationships, particularly with supervisors, play a pivotal role in job satisfaction. Therefore, we invest in comprehensive training programs to develop our supervisors and managers in leadership skills. This ensures that when someone joins our organization, they have the opportunity to grow, feel trusted, and establish strong relationships with their managers. Our priority is to create an environment where employees feel valued, supported, and empowered to excel.

What techniques or recent developments have you used to address these challenges?

As a smaller organization, we still face limitations when compared to larger organizations, but we have taken significant steps to make our employees feel valued, recognized, and appreciated for their dedication and contributions. Since taking on my role about five or six months ago, one of my key focuses has been to improve our compensation strategy. We initiated a comprehensive market analysis to benchmark our salaries against external sources and gain a better understanding of where we stood in the industry. We carefully evaluated our employees' roles, tenure, and contributions to the company.

In January, we were able to provide a significant increase in compensation to the majority of our employees, ensuring that we aligned with market standards. 

It was crucial for us to demonstrate that we valued their commitment and wanted to ensure they felt appreciated. While we acknowledge that we may not be able to match the compensation packages offered by larger companies, we have made significant progress within the smaller pharmaceutical and life science sectors.

In the course of your career, what significant technological advancements in the life science recruitment space have you witnessed?

Since the emergence of AI tools and technologies in the last five years, the recruitment landscape has changed dramatically. In the early days, around 15-20 years ago, the process was predominantly paper-based, with people physically dropping off their resumes at our office. Now, with the help of the capabilities of AI, we are effectively able to determine the most suitable candidates and identify the best fit.

Describe the technologies your organization uses to provide the best employment experience possible.

Presently, our company does not implement AI in our recruitment process, but we do utilize technology and systems to streamline and organize the process. Internal applicants are given special consideration in the system, ensuring they receive the necessary attention to foster their career growth within the company. This approach helps encourage employees to explore opportunities within the organization.

Our organization uses Success Factors as its HR software platform. The software allows us to maintain comprehensive notes and feedback from various stakeholders, such as hiring managers and committee members. This centralized system ensures that all relevant information is easily accessible, facilitating informed decision-making and fostering effective communication between our recruiting team, talent acquisition, hiring managers, and candidates.

How do you envision the recruitment and HR industry growing in the next few years?

The future of recruiting and HR lies in the effective utilization of technologies like Chat GPT. The possibilities it presents are both amazing and daunting. I believe we'll have dedicated professionals who specialize in leveraging Chat GPT and possess the skills to ask the right questions and extract valuable insights from it.

The potential of technology should be harnessed, but we must also remember that it cannot replace the care and concern we have for the individuals we work with. By striking a balance between leveraging technology and maintaining human-centric practices, we can shape a future that optimizes both efficiency and empathy.

What advice would you give to budding professionals in the industry?

The success of our companies is deeply intertwined with the people within our organizations. It is our responsibility to hire exceptional individuals and support their continuous growth and development within the organization. An integral component of fostering the success of our employees is actively practicing attentive listening and providing them with a platform to voice their thoughts and ideas. Whether through direct engagement on the production floor, meaningful conversations held in their offices, or leveraging communication tools for remote teams, it is imperative to consistently connect with our employees. We must strive to create an environment where no one goes unnoticed, and every employee feels seen and heard.