Internship Pharma Automation Engineer Jobs (NOW HIRING)

This requirement is to build out a dedicated night and weekend automation support team for Lilly’s Concord facility, where RoviSys already serves as the on-site Automation expert. The focus is not on greenfield development, but on live production support for formulation and filling lines in a GMP environment, with an emphasis on pharma process understanding, uptime, and compliance over pure “PLC programming.”

• RoviSys currently supports Lilly Concord with a team of ~8 engineers, blending senior veterans and newer staff who are being mentored on-site.

• The new hires will expand coverage to 7–8 additional contractors focused on nights and weekends, with work expected to continue at least through 2026.

• The core technical environment is Rockwell Automation: Allen-Bradley PLCs and FactoryTalk HMIs/SCADA, requiring strong real-time troubleshooting skills.

• The work is high-stakes production support: issues must be resolved quickly but always within strict SOPs, change control, and GMP/compliance boundaries.

• Lilly prioritizes candidates with explicit pharma/life sciences experience to reduce deviation risk; generic industrial automation experience alone is not sufficient.

• The schedule centers on flexible 4x10 shifts covering Friday–Monday weekends and aligned evening/night coverage to support second shift handoff.

• Flexibility and ownership are essential: engineers may need to stay past scheduled hours when production demands it and must be comfortable being the “go-to” on-shift resource.

• Engagement model is contractor with expectation of at least a 12-month commitment and potential for conversion to full-time RoviSys employment depending on performance and fit.

• Target pay range ($100–$110/hr) reflects the premium for nights/weekends and the demand for senior, self-sufficient pharma automation talent.

RoviSys has a high-trust, long-term partnership with Lilly at the Concord site and is given broad autonomy to design and staff the automation support model as long as uptime and compliance expectations are met. Decisions about who to hire, how to structure shifts, and how to blend senior and junior talent are owned by RoviSys leadership, with Lilly primarily involved in oversight and results rather than day-to-day hiring.

• Primary internal stakeholders are Andrew Coburn and Craig Watts, who co-own defining the role requirements and making hiring decisions.

• RoviSys, not Lilly, conducts the interviews and owns the selection process; Lilly may review resumes but does not directly interview candidates.

• The existing model of veterans plus newer engineers has been successful and is the basis for expanding the team; senior staff mentor newer hires while maintaining production reliability.

• Lilly views RoviSys as the Automation expert on-site, relying on them for troubleshooting, response, and risk management around automation changes.

• As long as RoviSys continues to meet performance expectations, Lilly is flexible on staffing and structure, supporting long-term growth and additional lines beyond 2026.

• The hiring process is intentionally streamlined, with a single interview including multiple RoviSys managers to accelerate decisions.

• RoviSys expects timely, proactive communication from recruiting regarding pipeline status, risks, and market feedback on rates and availability.

• There is openness to adjust experience mix and pay within reason based on what the market can provide while still meeting Lilly’s requirements.

The ideal candidate profile is a self-sufficient pharma automation engineer with solid Rockwell experience, who has already operated in GMP environments and is comfortable being the primary support resource on off-shifts. Technical strength must be matched by the ability to navigate procedures and communicate with production teams under pressure.

• 5+ years of hands-on automation experience in pharma or closely related life sciences manufacturing (GMP required).

• Demonstrated experience supporting formulation, filling, packaging, or other sterile/regulated production lines (not just lab or utilities, if possible).

• Strong background with Rockwell / Allen-Bradley PLCs (e.g., ControlLogix, CompactLogix) in live production support environments.

• Proven troubleshooting skills with FactoryTalk-based HMI/SCADA (e.g., FactoryTalk View SE/ME) and related automation components.

• Clear history of working under SOPs and within change control, deviation, and validation frameworks.

• Prior exposure to off-shift support (nights, weekends, on-call, or 24/7 operations) and comfort making decisions with limited immediate supervision.

• Strong verbal and written communication skills for interacting with operators, maintenance, and site leadership, as well as for documentation and shift handoffs.

• Ability to work methodically and conservatively in a regulated environment (no “cowboy coding” on live systems).

• Self-starting personality with a track record of taking ownership of issues, following through, and knowing when to escalate.

The logistics for these roles are shaped by the need for on-site presence, consistent off-shift coverage, and adherence to onboarding and compliance requirements at a major pharma production site. Candidates must be able to commit to the schedule, location, and duration expectations from the outset.

• Location is 100% on-site at Lilly’s Concord facility in North Carolina.

• Candidates must be local or willing to relocate at their own expense; standard relocation assistance is not offered, with rare exceptions for exceptional talent.

• Shift model is 4x10, primarily targeting:

• Weekend coverage from Friday to Monday, roughly 7:00am–6:00pm (exact times to be validated).

• Evening/night coverage starting around 8:00–9:00pm and ending around 6:00–7:00am, aligned to second shift handoff (exact times to be validated).

• Flexibility is required, including willingness to stay beyond scheduled hours when production or troubleshooting demands it.

• Engagement is long-term, expected to run through at least 2026, with a minimum requested commitment of 12 months from each contractor.

• Target pay range is $100–$110 per hour for night/weekend work, with some flexibility to go higher for exceptional senior candidates (final ceiling to be confirmed).

• Need to confirm whether engagement is primarily W2, C2C, or flexible across both, and how overtime (post-40 hours) will be handled.

• Onboarding involves background checks, drug testing, site badging, and required safety/GMP training, typically taking about 4 weeks from offer acceptance to start.

• Timeline for hiring: one night-shift engineer needed to start in January, one weekend engineer in February, and 5–6 additional hires targeted for April.

This role should be pitched to candidates as a high-impact, well-compensated, long-term opportunity in pharma automation, where they become the critical off-shift resource for a major production site. Emphasis should be placed on the combination of technical challenge, responsibility, and stability.

• RoviSys is building a dedicated night/weekend automation support team for Lilly’s Concord manufacturing facility, where they are the on-site Automation experts.

• The work is focused on real-time troubleshooting and support of pharma formulation and filling lines, not just project coding or commissioning.

• The technical stack is Rockwell / Allen-Bradley PLCs and FactoryTalk HMIs/SCADA, and your expertise directly affects production uptime and product availability.

• You’ll work in a GMP, SOP-driven environment where process understanding and compliance are as important as programming skills.

• The schedule is a 4x10 covering nights and/or weekends, with a strong hourly rate in the $100–$110 range to reflect off-shift work and experience expectations.

• The engagement is long-term (through at least 2026) with an expectation of at least a 12-month commitment and a real potential to convert to a full-time RoviSys role.

• You’ll join a team that already includes senior veterans and newer engineers, with strong mentorship and high autonomy.

• This is a fit for engineers who enjoy being the “go-to” problem-solver when something goes wrong, can stay calm and methodical under pressure, and want to build a career in pharma automation.

The sourcing strategy should prioritize experienced pharma automation engineers within a reasonable distance of Concord, NC, who have both Rockwell skills and demonstrated GMP experience. Messaging should focus on long-term stability, premium off-shift pay, and the chance to be the key support resource at a major pharma site.

• Target candidates with 5–15+ years of automation experience, including at least 3–5 years in pharma or life sciences manufacturing.

• Prioritize profiles with explicit GMP experience and language around SOPs, validation, deviations, and regulated environments.

• Focus on strong Rockwell/Allen-Bradley and FactoryTalk backgrounds, with emphasis on troubleshooting live systems rather than pure development.

• Use LinkedIn Recruiter and resume databases with keywords such as: “pharma automation,” “GMP,” “Rockwell,” “Allen-Bradley,” “FactoryTalk,” “ControlLogix,” “filling line,” “formulation,” “sterile,” and “biotech.”

• Target titles including: Automation Engineer, Controls Engineer, Process Control Engineer, Manufacturing Automation Engineer, SCADA Engineer.

• Look at current and former employees of major pharma companies (Lilly, Pfizer, Merck, GSK, Amgen, Biogen, etc.) and life-sciences-focused integrators.

• Network through local ISA and ISPE chapters and regional automation communities in NC/SC and the broader Southeast.

• Re-engage past candidates from internal ATS who had pharma automation + Rockwell but were not placed due to timing, rate, or location.

• Use referrals from current RoviSys engineers and the broader RoviSys network; highlight off-shift premium pay and long-term engagement.

• Pre-screen candidates on: GMP experience, Rockwell/FactoryTalk troubleshooting, willingness to work nights/weekends on-site, and alignment to the $100–$110/hr range with a 12-month commitment.

• Build a phased pipeline: early candidates who can start in January/February, and a second wave available for April start and beyond.

Resume review and communication should be structured, fast, and transparent, enabling quick decisions and managing candidate expectations around timing, shifts, and compliance steps. The goal is to maintain trust with both hiring managers and candidates, especially given the holiday timing and off-shift nature of the work.

• Resumes should be screened for:

• Explicit pharma/life sciences manufacturing automation experience.

• Rockwell/Allen-Bradley and FactoryTalk troubleshooting (not only commissioning or project work).

• Evidence of off-shift/24x7 support roles or similar responsibility.

• Clear location details and willingness to commute or self-relocate to Concord, NC.

• Only present candidates who meet the three must-haves: GMP pharma background, Rockwell/FactoryTalk real-time support, and off-shift independence/communication.

• Bundle qualified resumes and send in structured batches to Andrew and Craig with a brief summary for each candidate (experience highlights, shift preferences, rate expectations, start availability).

• Set expectations with hiring managers on review cadence (e.g., 1–2 times per week), especially around holidays, to avoid delays.

• Target a quick turnaround for feedback after resume submission (e.g., within 48–72 hours) to maintain candidate engagement.

• After interviews, request same-week feedback to move quickly on offers for preferred candidates, given the 4-week onboarding process.

• Maintain regular email updates to Andrew and Craig on:

• Pipeline volume and quality.

• Market feedback on rates and shift preferences.

• Risks to meeting January, February, and April start dates.

• Be transparent with candidates about the onboarding timeline (approx. 4 weeks), shift requirements, and expectations about staying late, to reduce surprises and offer declines late in process.