Navigating the evolving workforce and workplaces: Experts talk trends and strategies

Amidst ongoing global and domestic political shifts, economic uncertainties, and persistent pricing pressures, the healthcare industry is navigating a cautious yet transformative period.

The pharmaceutical, medical technology and diagnostics sectors, especially larger companies, are undergoing significant restructuring, driven by global efforts to streamline operations. This shift has led to continued redundancies and a “filtering effect” within the Australian market.

Vanessa Meikle, CEO of Hunton Executive, highlighted the mounting pressures on leaders and executive teams. She told Health Industry Hub, “Boards and executive teams are tightening directives, expectations are rising, and resources are becoming scarcer. The result? Less autonomy and harder choices.”

Logistical and regulatory bottlenecks are causing delays in new product launches, affecting sales, marketing, and commercial roles. In response, companies are increasingly considering contract and project-based hires to navigate talent shortages while maintaining headcount flexibility.

Despite these challenges, the evolving landscape has also brought forth opportunities, particularly with the emergence of smaller biotech companies injecting fresh innovation and investment into the sector.

Maree Paras, Associate Director of Paras & Partners, emphasised the impact of these smaller entities. She stated, “The influx of smaller biotech and specialty pharmaceutical companies is driving demand for highly specialised talent.”

This growth is driving demand for highly specialised talent, particularly in regulatory affairs and market access to navigate complex TGA/PBS processes. Additionally, medical science liaisons (MSLs) and clinical operations professionals are essential in supporting product commercialisation. With artificial intelligence (AI) and digital health reshaping the industry, expertise in data analytics and digital expertise is becoming a critical asset.

However, Paras noted that the smaller players may struggle to attract and retain top talent due to budget constraints, resource limitations, and lower brand recognition.

The Future of Work report was tabled this week following a House of Rep inquiry into the digital transformation of workplaces.

Committee Chair, Ms Lisa Chesters MP, said “The use of AI and automated decision making (ADM) is significantly shaping workplaces across sectors, impacting employers, staff, regulators and the community.

“While AI and ADM can create opportunities for workplaces such as increased productivity and efficiency, and job creation and augmentation, these benefits need to be shared between employers and workers.”

The Committee’s inquiry found that the digital transformation has exposed significant challenges. This includes gaps in Australia’s regulatory frameworks and workplace protections, and a very concerning and excessive use of technology-enabled surveillance and data-collection by employers. The report emphasises the need for Australia to adopt measures for the safe and responsible development and deployment of these technologies across workplaces.

Many organisations are still playing catch-up. Global collaboration, technological advancements, and disruptive forces are compelling healthcare companies to rethink their leadership and operational frameworks.

According to Meikle, “This is a time of recalibration. It’s like tearing down a house to rebuild it for today’s needs. With fewer resources and tighter budgets, leaders must rethink how they manage their business and lead their people. This is the perfect opportunity to challenge outdated models, eliminate inefficiencies, and create meaningful impact – not just meet targets.”

Highlighting the evolving discourse on talent management, Meikle added, “Organisations are reassessing leadership, moving away from traditional management styles, and questioning whether their current structures are truly fit for purpose. A more progressive and adaptive approach to organisational design is gaining traction, and those willing to embrace change will be best placed to lead the next era of success.”

Paras emphasised the importance of “strong leadership, robust workplace culture and and clear growth pathways” in attracting and retaining top talent.

Looking ahead, Meikle anticipates a cautious 2025 with a keen focus on global and domestic economic and political developments, as businesses prepare for growth in 2026.

“Despite short-term instabilities from industry restructuring, the long-term recruitment outlook remains positive,” Paras told Health Industry Hub. “Driven by innovation, biotech expansion, and evolving market demands, employers will need adaptive hiring strategies. Industry professionals should prioritise upskilling and remain flexible to seize emerging opportunities.”

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