Closing Pharma’s Automation Skills Gap

Mastering the Automation Skills Gap: How Pharmaceutical Manufacturing Can Secure the Talent for Next‑Gen Process Control

The pharmaceutical industry is experiencing a technological revolution. Automation platforms such as DCS, PLC, SCADA, and MES are no longer optional—they are mission-critical to efficient, safe, and compliant manufacturing. From biologics to advanced therapies, manufacturers rely on automated systems to maintain batch consistency, ensure regulatory compliance, and optimise production.

However, deploying these advanced systems is only half the challenge. Equally critical is having the right talent in place—engineers who can code, configure, integrate, and validate automation systems while navigating stringent regulatory frameworks. Yet, the industry faces a persistent skills gap.

The Technological Challenge

Pharmaceutical automation is complex. Modern manufacturing systems require engineers who can:

• Write and configure control logic for DCS and PLC systems.
• Integrate SCADA dashboards for real-time monitoring.
• Link MES systems to production equipment and ERP for traceability.
• Understand regulatory requirements such as GxP, 21 CFR Part 11, and batch validation.

Data from multiple industry sources highlight the issue:

• 76 % of engineering employers report difficulty recruiting for key automation roles.
• 46 % of manufacturers cite a lack of technical skills as a major barrier to adopting automation.
• 78 % of industrial companies report it is harder than usual to find employees with the right skills, with engineering roles being the hardest to fill.

These gaps are magnified in the pharmaceutical sector, where process control must meet both technical and regulatory demands.

Why Hiring Is So Hard

The shortage of talent in pharmaceutical automation stems from several factors:

1. Niche skill set: Engineers need expertise in multiple systems, coding languages, and regulatory compliance.
2. Shrinking pipeline: In the UK alone, 20 % of the engineering workforce is expected to retire in the next five years.
3. Slow internal recruitment processes: Average time to hire for engineering roles is over 50 days, leaving critical positions unfilled.
4. Skills evolution: AI, IoT, and cloud-based MES systems are increasingly required, yet only a small proportion of engineers are trained in these technologies.

These challenges mean that relying solely on internal HR efforts often results in long vacancies and delayed projects.

The Recruitment Agency Advantage

Partnering with a specialist recruitment agency like Skills Alliance can bridge the talent gap efficiently. Here’s how:

• Access to niche talent: Agencies maintain networks of engineers experienced in both automation software and pharmaceutical compliance—candidates often not visible through traditional channels.
• Pre-screening and validation: Candidates are vetted for technical proficiency in PLC/DCS logic, SCADA/HMI integration, MES workflows, and regulatory knowledge.
• Reduced time-to-hire: Agencies can significantly shorten the recruitment cycle compared to internal HR, ensuring critical roles are filled faster.
• Employer branding support: Engaging top-tier automation engineers requires promoting the organisation as a technologically advanced, innovation-driven employer—a key service agencies can provide.

Strategies to Attract and Retain Talent

To maximise success, pharmaceutical manufacturers should:

1. Map out specific automation skill requirements, including software platforms, batch logic, and regulatory expertise.
2. Use specialist agencies to tap into passive or hidden talent markets.
3. Invest in upskilling and career development programs to retain employees long-term.
4. Offer modern, flexible work arrangements and exposure to cutting-edge technologies to attract a more diverse range of engineers.
5. Highlight career impact: working on biologics, AI-driven process control, and cloud MES solutions.

Transforming automation

The automation transformation in pharmaceutical manufacturing is only as effective as the talent executing it. With shrinking talent pools, rising demand for engineers, and increasing regulatory complexity, manufacturers cannot afford prolonged vacancies or misaligned hires.

Specialist recruitment partners such as Skills Alliance provide a practical solution: connecting manufacturers with engineers who understand the intersection of automation technology and regulatory compliance, shortening hiring timelines, and enabling businesses to unlock the full potential of their automation investments.

By combining strategic hiring with targeted upskilling, pharmaceutical companies can not only bridge the automation skills gap but also future-proof their workforce for the next generation of manufacturing innovation.

By Matthew Fenney, Team Manager, Skills Alliance