• Manage client operations and build necessary infrastructure • Design systems and ensure team accountability • Audit existing client workflows for improvements • Maintain and optimize project management and communication tools • Serve as operational point of contact between clients, teams, and vendors • Resolve operational challenges and course-correct when necessary • Coordinate complex scheduling and project timelines

Role Description We are seeking an experienced Engagement Manager – Pharma Consulting to lead client engagements, manage strategic delivery, and build trusted relationships with senior stakeholders across the pharmaceutical and life sciences industry. This role is ideal for professionals who combine strong analytical consulting expertise with exceptional client management and storytelling skills. You will take ownership of transforming complex business challenges into actionable strategies, delivering executive-ready insights, and leading cross-functional teams to ensure high-quality outcomes. Working closely with analysts, designers, and consulting teams, you will oversee project execution from discovery through delivery while ensuring exceptional client satisfaction. The role requires expertise in the US pharmaceutical commercial landscape, outstanding communication abilities, and a proactive, AI-enabled approach to consulting and project management. - Serve as the primary point of contact for client engagements, managing relationships, expectations, scope, and overall customer satisfaction throughout the project lifecycle. - Develop compelling, answer-first business narratives by translating complex commercial challenges into structured, executive-level presentations and strategic recommendations. - Establish high standards for presentation quality by guiding the development of visually impactful, consulting-grade deliverables and providing clear direction to design teams. - Translate business requirements into structured project plans, defining analytical needs, deliverables, timelines, and success criteria for delivery teams. - Lead and coordinate cross-functional teams, including analysts, designers, and project contributors, ensuring seamless collaboration and timely project execution. - Facilitate client meetings, business reviews, workshops, and executive presentations while confidently addressing questions, feedback, and evolving business needs. - Review analytical outputs, challenge assumptions, and ensure insights are commercially relevant, actionable, and aligned with client objectives. - Leverage AI tools to enhance research, content development, data synthesis, presentation creation, and overall consulting productivity while promoting AI adoption across the team. - Drive continuous process improvement, delivery excellence, and operational efficiency across multiple concurrent engagements. - Support long-term account growth by identifying opportunities for expanded engagement, stronger client partnerships, and strategic consulting initiatives. Qualifications - 7–8 years of experience in pharmaceutical consulting, life sciences consulting, or advanced commercial analytics with significant client-facing responsibilities. - Strong understanding of the US pharmaceutical commercial model, including launch strategy, patient journey, market access, brand performance, HCP targeting, forecasting, and competitive intelligence. - Demonstrated ability to develop executive-level presentations with compelling business narratives and high-quality consulting visuals. - Proven experience managing client relationships, leading stakeholder discussions, and delivering strategic consulting engagements. - Strong project management skills with the ability to coordinate multiple workstreams, prioritize competing deadlines, and lead cross-functional teams. - Excellent analytical thinking, business problem-solving, and the ability to convert complex analyses into actionable recommendations. - Experience working with pharmaceutical commercial datasets such as IQVIA, claims data, prescription data, specialty pharmacy, or similar healthcare data sources is an advantage. - Familiarity with one or more therapeutic areas such as oncology, immunology, rare diseases, or specialty care is desirable. - Comfortable working across global time zones and collaborating with international stakeholders. - A proactive, AI-enabled consulting mindset with experience using AI tools to improve research, analysis, content creation, and delivery quality while maintaining high professional standards. Requirements - Experience: 5+ yrs - Location: Remote (India) - Job Type: Full-time - Salary range: Rs 4000000 - Rs 6000000 (i.e. INR 40-60 LPA)

• The Donor Development Manager will grow and strengthen the base of grassroots and mid-level donors in support of our global health and rights mission. • Reporting to the Director of Development, Principal and Major Gifts, you will build a sustainable, diversified fundraising pipeline, engaging individual midlevel donors, cultivating deeper relationships with existing supporters, and moving mid-level donors toward major gift readiness. • You will bring deep experience managing $1Million+ donor portfolios, with a proven track record in designing and optimizing integrated campaigns across digital, direct response, email, SMS, social, telemarketing, and offline channels. • Facilitate and drive campaign planning from concept through execution, including messaging strategy, audience selection, production timelines, launch readiness, QA, reporting, and post-campaign analysis. • Optimize campaign performance through A/B testing, response analysis, and continuous refinement of channel mix, creative, cadence, and targeting with targets to acquire new individual donors through direct mail, digital campaigns, peer-to-peer fundraising, events, and community outreach. • Identify and cultivate relationships with community groups, faith organizations, and grassroots networks. • Manage a portfolio of mid-level donors (typically giving $500–$10,000 annually), developing personalized cultivation and stewardship plans. • Conduct regular donor visits, calls, and correspondence to build authentic, long-term relationships.

Description The Role We are seeking a forward-thinking, data-driven Sourcing Manager to join our dynamic Talent Acquisition (TA) team. In this leadership role, you will lead a team of sourcing professionals while owning key sourcing workstreams that support critical technical talent needs across multiple leadership portfolios and priority business areas. Reporting to a Senior Talent Acquisition Manager, you will design and execute sourcing strategies, serve as a strategic sourcing partner to senior leaders, and drive operational excellence across tools, data, process, and capability building. You will play a critical role in mapping competitive talent markets, developing innovative sourcing approaches, and enabling recruiter productivity to help GM attract top talent to power the company's future. Responsibilities Sourcing Strategy & Execution - Lead the design and execution of sourcing strategies that deliver high-quality pipelines aligned to business hiring needs across priority talent segments, leadership portfolios, and enterprise workstreams. - Translate demand forecasts, workforce plans, and market intelligence into proactive market mapping, talent pooling, engagement strategies, and multi-quarter sourcing plans. - Own sourcing support for designated senior leader portfolios and critical teams, ensuring aligned execution against evolving business priorities and organizational bandwidth. - Partner with recruiters and hiring leaders to calibrate profiles, refine messaging, and adjust strategies based on real-time feedback and results. - Serve as a strategic advisor to recruiting leaders and business stakeholders on talent market trends, competitive intelligence, and proactive strategies for critical skill areas. Team Leadership & Development - Lead, coach, and develop a team of Sourcers, creating a culture of accountability, learning, and continuous improvement. - Set clear goals and metrics aligned to Talent Acquisition priorities, including pipeline health, conversion rates, time-in-stage, quality of slate, and candidate generation outcomes, and regularly review performance. - Define team priorities, roles, responsibilities, and workload allocation to ensure the team is focused on the highest-impact business needs. - Stand up and lead a sourcing training and enablement process that provides clear onboarding and capability-building for both new and current recruiters. - Build a roadmap for sourcing capability development, including training, onboarding, best practices, and ongoing learning assets that accelerate enablement and improve productivity across the broader TA organization. Operational Excellence & Systems - Drive operational excellence in how the team uses our ATS, CRM, and sourcing tools, with a strong focus on data quality, tracking, hygiene, and scalable execution. - Build and refine repeatable processes, playbooks, standard operating procedures, and workflows that enable consistent, scalable delivery across requisitions, portfolios, and talent segments. - Partner with TA Operations, Process, Enablement, and Solutions teams to shape, implement, and optimize tools, features, and workflows that enhance sourcing productivity and candidate generation capacity. - Help define and drive the execution roadmap for sourcing-related capabilities, including process improvements, tool adoption, and role clarity across partners. - Develop scalable mechanisms that strengthen sourcing effectiveness across the TA organization and support broader enterprise hiring outcomes. Insights, Data & Market Intelligence - Use data and analytics to diagnose bottlenecks, optimize sourcing channels, and inform decision-making for TA leaders, recruiters, and business stakeholders. - Lead competitive landscape mapping for key talent segments, generating insights on market conditions, talent availability, competitor activity, and hiring trends. - Translate market intelligence into actionable sourcing strategies, target lists, and recommendations for recruiters and hiring leaders. - Use performance data and market insights to influence sourcing priorities, improve execution, and strengthen delivery against Talent Acquisition OKRs. - Drive candidate generation capability as a key Talent Acquisition objective by developing strategies, processes, and tools that expand sourcing capacity and improve pipeline outcomes across the organization. Collaboration & Stakeholder Management - Act as a strategic partner to recruiters, TA leaders, HR, and business stakeholders, aligning sourcing priorities with business needs and long-range talent objectives. - Partner closely with leaders and members of COE teams, including Marketing, Solutions Enablement, Process, and business-aligned recruiting leaders, to align sourcing capabilities with enterprise talent priorities. - Build strong relationships across the People organization and TA to ensure a positive candidate, recruiter, and hiring manager experience. - Collaborate across TA and partner teams to pilot and scale new sourcing approaches, such as campaigns, events, talent communities, referral strategies, and enablement initiatives. - Influence senior TA and business leaders through data-driven recommendations, roadmap planning, and strategic insight that improve organizational sourcing outcomes over time. Change Leadership & Innovation - Lead sourcing-related initiatives that improve our ability to find and engage talent, including new channels, tools, processes, training mechanisms, and experiments. - Demonstrate flexibility as new initiatives and priorities emerge in the sourcing space, quickly standing up support for evolving business needs and leadership demand. - Champion a test-and-learn mindset, using insights to refine strategies, improve execution, and share best practices across the broader TA team. - Build and scale organization-wide sourcing mechanisms, standard operating procedures, playbooks, and enablement assets that drive consistency, efficiency, and quality across the team. - Drive change through cross-functional partnership, helping shape how sourcing capabilities, recruiter enablement, and candidate generation evolve across Talent Acquisition. Qualifications - 3+ years of experience leading sourcing and/or recruiting professionals, including coaching, performance management, and development. - 7+ years of experience in recruiting, sourcing, or related HR roles. - Proven track record of designing and executing sourcing strategies for technical and/or non-technical roles at scale. - Demonstrated success in using data and metrics to drive decisions, improve outcomes, and influence strategy across pipeline generation, conversion, and sourcing effectiveness. - Strong understanding of sourcing techniques, talent market mapping, and TA technologies such as ATS, CRM, LinkedIn Recruiter, and talent intelligence tools. - Experience owning broad sourcing workstreams, enterprise talent initiatives, or multi-organization sourcing strategies with measurable impact on hiring outcomes and recruiter productivity. - Proven ability to build and scale training, enablement, onboarding, or operating mechanisms that improve capability across a recruiting or talent acquisition organization. - Demonstrated ability to deliver against targets, including pipeline generation, hires supported, diversity outcomes, quality outcomes, and broader Talent Acquisition objectives. - Strong consulting, collaboration, stakeholder management, conflict management, and coaching skills, with the ability to influence senior leaders and cross-functional partners. - Experience working across COE and shared-service partners to drive process improvement, capability building, and transformational change. - Experience building inclusive teams and talent slates, and managing expectations through ambiguity and change. - Comfortable working in a matrixed, global environment; some travel is required. Compensation The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate. - The salary range for this role is $140,100 - $186,700. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position. - Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance. - Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more. GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc.) This role is based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}. The selected candidate will be required to travel <25% for this role. This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate. About GM Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all. Why Join Us We believe we all must make a choice every day - individually and collectively - to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team. Total Rewards | Benefits Overview From day one, we're looking out for your well-being-at work and at home-so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources. Non-Discrimination and Equal Employment Opportunities (U.S.) General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers. All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws. We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire. Accommodations General Motors offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email us [email protected] or call us at 1-800-865-7580. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.