Pam Petriello

• How can life sciences organizations create a consistent, future‑ready job architecture that supports rapid scientific innovation, complex organizational growth and employee engagement, whether the company is 50 people or 5,000?
• Learn how the organization built a unified, transparent career framework and job architecture among diverse business groups and scientific disciplines, facilitating difficult cross‑functional conversations, and creating a shared definition of job families, role levels, expectations, and progression criteria across different scientific sub-specialties, functional areas and business lines
• Discover how the new structure increased employees’ understanding of career paths, strengthened perceptions of fairness, enabled more consistent manager decision‑making, and improved trust and transparency across the business, driving stronger engagement even amid challenging market conditions

Interactive Q&A Session

This Q&A session explores how life sciences organizations can scale research functions from a small founding team to a fully mature, high-performing research engine without losing culture, speed, or scientific rigor. Gain insights into creating interview processes that prioritize scientific excellence, preparing leaders to assess talent effectively, and designing a roadmap for cohesive, cross-functional growth.

• Strategies for scaling research teams while preserving culture and collaboration
• Building rigorous, candidate-centric evaluation processes to strengthen team fit
• Preparing scientific leaders for talent assessment and leadership responsibilities
• Maintaining engagement and scientific integrity during rapid expansion