Hark Sun

Hark Sun, Vice President and Head of Human Resources at InnoCare Pharma, brings over 25 years of experience across drug development, commercial operations and human resources. As a licensed pharmacist in China, he started his industry career in a top MNC, excelling in sales and regional sales management before moving into the leadership role of sales & marketing and leadership training. After that, he has successfully acted as Head of HR in three different types of medium-sized and big pharmaceutical corporations for the past 15 years. At InnoCare Pharma, he drives global HR strategy to fuel innovation in cancer and autoimmune therapies.

AT A GLANCE:

• HR Built for Growth – In a biotech startup environment, HR isn’t about replication. It’s about designing systems that scale with the business and aligning people’s strategy with scientific innovation and growth phases.

• Strategic Talent Acquisition – Hiring in a competitive market means navigating cost constraints while securing top talent. A deep understanding of candidate drivers, compensation trends and business needs keeps recruitment focused and effective.

• Leadership through Continuous Learning – As the company evolves, HR leadership must stay sharp, adapting to industry changes, embracing new skills and contributing to executive-level decisions with up-to-date insights.

• Leveraging Tech for Business Impact – AI, analytics and integrated platforms help optimize workforce decisions, reduce hiring friction and enhance learning ROI, driving efficiency and engagement at scale.

• Culture as Competitive Advantage – Beyond policies, HR crafts the environment that sustains performance through values-driven leadership, clear communication and global team alignment that fuels long-term success.

Through this article, Hark emphasizes that effective HR leadership in a fast-growing biotech company requires building tailored people strategies from the ground up and balancing talent needs with business realities. He highlights the importance of continuous learning, innovation and embracing technology with a human touch.

From Molecules to People: Designing HR for a Growing Biotech

InnoCare, a commercial-stage biopharmaceutical company, was co-founded in 2015 by Dr. Jasmine Cui, who brings extensive experience in drug R&D and company management and Dr. Yigong Shi, a world-renowned structural biologist. Today, InnoCare has built a complete biopharma platform incorporating innovation, clinical development, commercialization and manufacturing.

InnoCare has developed a rich pipeline. Orelabrutinib has been approved for marketing in China and Singapore and is also included in China’s National Reimbursement Drug List (NRDL). In 2024, Orelabrutinib’s annual sales revenue exceeded one billion RMB. Tafasitamab, in combination with lenalidomide, has also been approved in China. Currently, InnoCare has 10 other innovative drugs in clinical development. With branches in Beijing, Nanjing, Shanghai, Guangzhou, Hong Kong and the US, InnoCare employs approximately 1,200 people worldwide.

In Stage 2.0, InnoCare’s team embraces social responsibilities beyond self-fulfillment to improve patients’ quality of life and advance the pharmaceutical industry. InnoCare continuously works to strengthen professional knowledge, develop business acumen and strategic thinking, collaborate with cross-functional teams to enhance innovation and problem-solving abilities and help employees at all levels achieve self-fulfillment and grow with the company at the new starting point of next 10 years.

Evolving with the Role: Continuous Learning is the Foundation of Professional Growth

In the biopharmaceutical industry, where expertise is paramount and specialization is key, continuous learning is not just a choice but a necessity. The sector’s complexity demands a deep understanding of its multifaceted nature. As a seasoned professional, Hark recognizes the importance of aligning with the business lines to ensure strategies and initiatives align with the company’s goals. This alignment requires a solid grasp of the business and its needs, allowing him to engage in meaningful dialogues internally and externally, then contribute effectively to the company’s success.

His journey from studying pharmacy to working in commercial operations, leadership training and overall HR management has been marked by a relentless pursuit of knowledge and adaptability. Each transition was a new challenge, but it was also an opportunity to expand his skill set and broaden his understanding of the industry. By immersing himself in different roles, he learned to navigate the intricacies of each area, from drug discovery, clinical development, manufacturing, commercialization, to operational excellence in China and other regions worldwide. This continuous learning and adaptation have shaped him into an inter-disciplinary leader, capable of bridging gaps and fostering collaboration across departments.

At InnoCare, his role extends beyond traditional HR responsibilities. With the company’s foray into new business ventures, it is crucial for leaders to possess a deep understanding of the industry’s ‘know-how.’ This involves finding the optimal balance between revenue, risk and cost control, ensuring that strategies are innovative and sustainable. By leveraging his diverse experience and knowledge, he is committed to helping the company navigate these complexities, make informed decisions and achieve rapid breakthroughs. His goal is to support the company’s growth by fostering an environment where talent thrives and business performance is optimized, ultimately driving the company toward success.

What’s Next in Hiring: Tech with a Human Lens

Hark keeps exploring how technology can magnify HR’s impact. Tools like AI and machine learning are now streamlining resume screening and candidate matching, making the hiring process both faster and more equitable. Predictive analytics adds another layer of sophistication, helping to identify high-potential talent and flag turnover risks, supporting more informed workforce planning.

Beyond hiring, technology is transforming how employees grow within the organization. Employee experience platforms now integrate performance management, learning, development and engagement into a unified, intuitive ecosystem. This simplifies the employee journey and equips HR with real-time, actionable insights. Learning itself is evolving as well. New platforms leverage gamification, short videos, social learning and personality-driven insights to make development more engaging and accessible. Through interactive games, role plays and case studies, traditional training is transformed into a dynamic, personalized experience.

However, while technology enhances scale and efficiency, it does not replace the fundamentals of outstanding leadership. Leading globally distributed teams has taught Hark that what sustains culture across regions is not software, but clarity, trust and human connection. Tools may support collaboration, but it is the communication behind them that drives alignment.

Cultural awareness, adaptability and clear messaging are what bind remote teams together. Articulating vision in inclusive language, keeping feedback loops open and maintaining transparency across time zones are what truly create cohesion. Hark and his team have made significant progress, but they remain committed to listening better, refining the approach and growing with intention.

The Core of Great HR: Insight, Influence and Intent

Regardless of how innovative the tools may be and regardless of which HR position one holds, a great HR professional is fundamentally rooted in leading by example—through the embodiment of core values, the exercise of emotional intelligence and the consistent actions that collectively shape the organizational culture from within.

In the meantime, HR cannot function in isolation. Great HR must serve as strategic business partners, possessing a thorough understanding of the organization’s inner workings, the key drivers of success and the essential factors for maintaining a competitive edge. Equally vital is the capacity to design culture and systems with empathy and clarity. When policies are crafted through a problem-solving lens, great HR fosters trust and motivation among employees.

As the HR landscape continues to evolve, it is the professionals who remain curious, adaptable and innovative who will ultimately shape the future of the field. For early-career professionals, technical knowledge is merely the starting point. It is the development of strong communication skills, empathy, patience and resilience that transforms capable practitioners into trusted and great leaders.