Enrique Martinez has learned a great deal since he transitioned from being a field auditor in the retail industry to becoming an HR leader in the biotech, medical devices and pharmaceutical industries.
Martinez is currently senior manager, human resources at iBio, a San Diego, California-based biotech firm that develops next-generation biopharmaceuticals using AI, computational biology and 3D-modeling.
Martinez shares his story and the insights he has gleaned along the way.
Tell us a bit more about yourself and your career progression, from big pharma to a preclinical company such as iBio. How did you get where you are today?
I was born in Lima, Peru, and completed my bachelor’s degree at San Ignacio de Loyola University. My career began as a field auditor for a U.S. retail company, where I covered Southern California, South America and Central America. This role provided me with valuable international business exposure, but I soon realized something was missing—it was clear I wasn’t living my true purpose.
Driven by the desire to find more meaningful work, I pursued a professional certificate in HR management from UCSD Extended Studies, earned my coaching credential from the International Coaching Federation and successfully passed the SHRM-CP certification exam to best equip myself for a career in human resources.
Over the past eight years, I have worked across biotech, medical devices and pharma, gaining invaluable experience and expertise in the life sciences industry. I began as an HR coordinator and, with the guidance and mentorship of outstanding leaders, I progressed into an HR manager role and beyond.
In my current role, I oversee every facet of human resources, from talent acquisition and onboarding to compensation, benefits, compliance, HR systems and community engagement. At the heart of my work is the privilege of fostering meaningful partnerships with leadership, shaping initiatives that align with our company’s mission to deliver transformative medicines, accelerating development timelines and unlocking new possibilities in precision medicine.
This journey has been nothing short of extraordinary—a once-in-a-lifetime opportunity to grow and contribute at a level that exceeds anything I had envisioned. iBio’s trust in me to lead HR functions and present my work directly to the leadership team has been a pivotal milestone in my career. The exposure and experience have not only shaped my professional growth but also deepened my resolve to create an environment where every employee can thrive.
You’ve been working in biopharma now for years. We know that success in this field requires a great team, as a biotech senior manager of HR, can you tell us more about the team you’ve helped build, and what you look for when hiring someone in this specific field?
At iBio, I view my role as a vital link in the chain that drives the growth and success of our team. When I joined, I was fortunate to inherit a group of highly skilled, dedicated and passionate professionals. My first priority was to truly understand the team—not just their roles, but also their challenges, motivations and goals. I achieved this by engaging in cross-functional collaborations, participating in daily scrum meetings and having meaningful conversations throughout the recruitment and onboarding processes.
Rather than implementing generic HR strategies simply to “check the box,” I focused on creating tailored, strategic initiatives that aligned with both the team’s unique needs and the company’s overarching goals. A key part of this involved thoughtfully preparing for the hiring process. Before starting interviews, we took the time to define the essential and preferred skills and qualifications for the role. This saves time for everyone involved—candidates and hiring managers alike—and ensures that the right individual is chosen for the position.
During interviews at iBio, we prioritize meaningful, transparent discussions. Such conversations enable candidates to fully understand the expectations of the role and provide us with the opportunity to gauge their alignment with our mission. As a small biotech company, we emphasize transparency throughout the recruitment process. We strive to provide candidates with a clear, honest and balanced perspective of the role, the organization, and the work environment. We believe this sets the foundation for a successful, long-term working relationship.
When it comes to hiring, we look beyond technical expertise. While skills are critical, success in the life sciences industry is driven by individuals who can deeply connect with our mission and are motivated by the opportunity to improve patients’ lives. We seek out individuals who bring passion, determination and a strong sense of belonging to our team. These qualities are essential in building a culture of innovation, collaboration and purpose—key ingredients for success in this industry.
What other trends have you seen arise in the HR world, and how have you been navigating their implementation in your work?
One of the most prominent trends I’ve observed in the HR world is the increasing focus on company culture. I first met our CEO and CSO, Martin Brenner, in 2019 when I was an HR coordinator at a biotech company in San Diego. Transitioning to iBio as senior manager of HR was a natural decision for me—Martin prioritizes culture and people, and those values resonate deeply with me.
At iBio, our leadership team has set the tone for our culture, which centers around putting people first. This philosophy has created a ripple effect throughout the organization. For example, our employee benefits program, which is prominently featured on our career page, reflects our commitment to supporting our team’s well-being.
iBio fully funds our employees’ health reimbursement accounts, offers a 5 percent employer match on 401(k) contributions, and provides flexible work arrangements based on the individual’s role. Our CEO is committed to ensuring employees lead fulfilling lives both inside and outside of work—this is why we take time off together as a company during the first week of July and the holiday week.
When you visit our office, you’ll notice our CEO’s cubicle is centrally located, surrounded by the rest of us. This arrangement symbolizes our commitment to trust, transparency and collaboration—values that are integral to our culture. Our employees feel empowered to share their unique perspectives and personalities, fostering an environment where innovation thrives, and everyone can perform at their best.
We also host monthly all-hands meetings, which include both remote and on-site employees. These meetings provide an opportunity for everyone to share one personal and one work-related update, helping us bring our authentic selves to work. This practice reinforces who we are as a team and strengthens the connection between our purpose, people and culture—a combination that motivates me every day.
As someone with deep experience in life sciences HR, what advice would you give to other leaders in your position, or to those who are advancing their careers in this space?
My advice to those advancing their careers in Human Resources is straightforward:
Immerse yourself deeply in every function of the HR landscape. Embrace the opportunity to learn, re-learn and gain hands-on experience across all HR functions. As an HR leader, this comprehensive understanding empowers you to craft strategic, well-informed solutions aligning with and drive business success.
I owe much of my growth to managers who entrusted me with opportunities to dive into their work, granting me insights into the backbone of HR operations. This exposure shaped my perspective and equipped me with the tools to navigate complex challenges.
Be relentless in your pursuit of solutions. If Plan A falters, leverage your resourcefulness to develop Plan B, C or even D. The ability to pivot, innovate and adapt is what sets successful leaders apart. Often, you’ll need to rely on your HR “toolkit belt”—a blend of knowledge, experience, creativity and adaptability—to design real-time solutions that resonate with both employees and organizational goals. Finally, never underestimate the power of networking. Attend HR events, connect with peers and cultivate connections that inspire and inform. These spaces offer invaluable opportunities to exchange ideas, feel a sense of community and learn from thought leaders. Building a strong professional network isn’t just beneficial, it’s essential for long-term success in HR.
Honestly, I wish I had a career prescription, but the truth is every journey is unique. However, one universal truth remains: Approach every challenge with curiosity, determination and the unwavering belief that your work, in partnership with your leadership team, has the power to shape not just careers but entire organizations.
