Talent
Works at I3PT
A powerful innovation ecosystem
Our research goes beyond the laboratory: we transform ideas and knowledge into real solutions for the healthcare system.
✅ We have our own innovation model based on promoting applied and industrializable research.
✅ We organize support and mentoring programs to promote innovations.
✅ We coordinate the ITEMAS Platform of the Carlos III Institute of Health integrated by 130 health centers.
Talent acquisition and promotion
We promote talent by offering real opportunities for training, growth and professional consolidation.
✅ Continuous and multidisciplinary training with an institutional training plan.
✅ Access to scholarships and talent recruitment and retention programs.
✅ Network of collaborating entities and mobility opportunities.
Connection with a reference hospital
Research directly impacts healthcare practice thanks tois in connection with the Hospital .
✅ Direct detection of unmet needs of patients, users and professionals.
✅ Projects with real application in clinical practice.
✅ Working with multidisciplinary teams to develop solutions of impact.
A collaborative and flexible work environment
We strive to create a space that takes care of the people who make up the I3PT.
✅ Gender equality and equality plans for LGBTIQ+ people.
✅ Teleworking and family reconciliation measures.
✅ Promoting a friendly, welcoming and respectful work environment.
University institute attached to the UAB
Linkage with a leading university in research, according to university rankings.
✅ Collaboration with research groups and creation of mixed units.
✅ Tutoring and management of undergraduate and master's degree internships.
✅ Access to infrastructure and resources.
How is the reception for new professionals?
From day one I felt part of the team. I3PT has a welcoming and collaborative atmosphere, where there is always someone willing to help you. It is a place where talent is valued and where you can grow both personally and professionally.”
Pilar Torres, innovation technician
What is it like to work at I3PT?
Working at I3PT means being in constant contact with innovation and research. Here we not only generate knowledge, but we work to ensure that it reaches patients. The multidisciplinary environment means that every day is a new learning experience.”
Maria López, postdoctoral researcher
What is our selection process like?
Job offers
I3PT is looking for professionals in the fields of research, innovation, management and scientific support who want to be part of a leading health institute. Join a collaborative environment where we promote projects with real impact on clinical practice and people's well-being.
Send your CV!
If you want to propose for some current offer, you must send your application following the link of the corresponding offer. If there is no current offer that fits you, then you can fill out the following form to send us your resume and enter our job board.
Expression of interest for competitive calls
I3PT research groups are looking for candidates for different competitive HR calls. Check out the expressions of interest we have open and send'ns your CV if your profile fits any of them! If, at the moment, there are no open positions, you can send us your expression of interest so that we can evaluate it.
Teaching and research stays
Parc Taulí offers a wide range of possibilities for students, graduates i professionals in exercise they want to perform improvement practices to deepen knowledge and skills in fields in which we are pioneers or can offer specific training.
An HRS4R institute
El Human Resources Strategy for Researchers (▶️HRS4R) is a tool created by the European Commission (EC) to deploy one human resources strategy to support research staff and provide funding to research institutions.
The institutions recognized with the seal have demonstrated a commitment to continuous improvement in the adoption of the principles of "European Charter of Researchers" and the "Code of conduct for the recruitment of researchers".
The HRS4R certifies that these organizations are committed to creating a framework to achieve thescientific excellence, improve the performance and the well-being of the research staff, and one stimulating and attractive work environment, while progressing towards the principles of open, transparent and merit-based recruitment (Open Transparent Based Recruitment).
The I3PT initiates a self-assessment to adopt the principles of the Charter and the Code, and a working group is formed to reflect on the benefits of applying the HRS4R strategy.
In 2021, the institute sends the following documentation to the EC to begin the process of obtaining the HRS4R Seal:
- Commitment Letter
- SWOT analysis
- GAP analysis
- Action Plan Proposal
- OTM-R
El 2021, the Institute obtains the HRS4R seal by the European Commission and launches the Action Plan 2020-2023.
It starts on first working group, with representation of all professional profiles of the I3PT, for the implementation of actions that ensure an attractive, transparent and aligned working environment with European standards for research staff.
Group members:
- Néstor Albiñana — Coordinator of the Scientific-Technical Unit and the Biobank
- Martha Rocío Ariza — Quality Manager
- Antoni Artigas — Senior Researcher
- Neus Gómez — Laboratory technician
- Josefina López — Post-doctoral researcher
- Marc Fradera — Clinical Trials Coordinator
- Guillem Navarra — Pre-doctoral researcher
- Lola Prados — Head of Administration and Human Resources
- Anna Ullastres — Deputy to the scientific director
The EC assesses the state of implementation of the Action Plan and proposes corrective actions that lead to:
- Alignment of the Action Plan with the Strategic Plan
- OTM-R review
- Review of the GAP-Analysis
- Extension of the Action Plan
In 2024 the second working group both European seal HRS4R, formed by 11 professionals —representing all profiles of the institute— who have been working on prioritizing, scheduling and monitoring the deployment of the 29 actions approved in the 2021 Action Plan and its extension (2023-2025).
Group members:
- Aina Areny — Post-doctoral researcher
- Martha Rocío Ariza — Coordinator of the Knowledge Management and Quality Unit
- Elena Campaña — Pre-doctoral researcher
- Charo Casín — Clinical Trials Coordinator
- Mireia Córcoles — Communication Coordinator
- Sol Fernández — Senior Researcher
- Evelyn Herrera — Knowledge Management and Quality Unit
- Mireia Montserrat — Human Resources Coordinator I3PT
- Maria Teresa Ortiz — Clinical researcher
- Andrea Sánchez — CSPT Human Resources
- Francesc X. Suñol (former member) — Senior Researcher
PENDING VIDEO
Below is the documentation related to this phase:
- Corrective action report
- Monitoring and evaluation of the Action Plan (2021-2023) and the Extension of the Action Plan (2023-2025) and traffic light
Communication strategy
As part of thecommunication strategy so that all the institute's staff is informed and aligned with its implementation, the working group carries out different communicative actions:
“Road to HRS4R” is the internal newsletter that has been created to inform the institute's staff of the news and advances related to the renewal of the seal.
The director of the I3PT, Salvador Ventura, detailed in an event open to all Parc Taulí staff the benefits of renewing the HRS4R label, underlining the opportunities it represents for the Institute and for the entire scientific community, and the need to work together to achieve this goal.
The members of the working group participated together with researchers and management staff of the I3PT in three focus groups with the aim of presenting the actions worked on, learning about the needs of research staff and discussing different improvement proposals.
What does HRS4R mean for I3PT professionals?
Igualtat
We promote equal opportunities between men and women, ensuring that all professionals enjoy the same treatment and the same development possibilities. For this reason, we have a Equality Plan and one Equality Committee, which works to safeguard the rights of all members of the Institute.
Data that defines us
At I3PT we are 554 professionals, of which 350 are womenWe work to maintain gender balance at all levels, promoting equal participation in research projects and in positions of responsibility.
With this commitment, we want I3PT to be an environment where everyone can develop professionally without barriers.
Professional team
We have the "Equality in Business" distinction from the Ministry of Equality
In 2025 we received the THE en recognition of the Institute's commitment to gender equality.
This distinction is a mark of excellence for companies and entities that stand out in the development of equality policies between women and men, through the implementation of equality plans and measures.
We will explain it to you in more detail:
We are Hypatia
We are part of a community of research centers that works to update management policies and practices, eliminate unconscious bias, and promote cultural change and the incorporation of a sex and gender perspective in research. This initiative allows us to:
- Sharing good practices with other institutes to advance equality policies.
- Promote the presence of women in leadership positions and in scientific research.
- Raise awareness and train our team in matters of gender equality and prevention of gender bias in research.
- Access specific resources and studies on equity in the scientific sector.
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- Hypatia Tool Checklist
Questionnaire in Catalan [PDF]
- Hypatia Tool Checklist
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- Hypatia Toolkit Checklist Fillable
Questionnaire in English [PDF]
- Hypatia Toolkit Checklist Fillable
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- Recommendations for inclusive communication in health research
Written, oral and audiovisual communication.
Full document [PDF] | Summary [PDF]
- Recommendations for inclusive communication in health research
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- Recommendations for inclusive communication in health research
Written, oral and audiovisual.
Full version [PDF] | Summary [PDF]
- Recommendations for inclusive communication in health research
Welfare
We take care of people so they can give their best.”
We know that talent flourishes in a healthy and motivating environment. That is why we guarantee an institutional culture based on workplace well-being, with the implementation of policies and actions that continuously ensure that workplaces become spaces for personal and professional development that recognize added value.
- Measures to reconcile personal, family and work life
- Harassment and gender-based violence protocol
- Protocol for addressing sexual and LGTBIQ+phobic violence
- Annex II Equality Plan – LGTBIQ+
Research 'Ombudsperson'
THEombudsman The I3PT Research Ombudsman acts as an independent agent when there is suspicion of scientific misconduct or professional conflicts. He is a duly qualified figure of high personal integrity, who is accessible to all research staff. More information.
Training
Professional growth is one of our fundamental pillars. We have a R&D&I Training Plan annual, a key tool to improve institutional processes, research activity and knowledge transfer. This plan is designed to:
- Inform and train staff according to identified needs.
- Promote and disseminate research and innovation.
- Guarantee continuous professional development within the I3PT.
In addition, all our professionals have access to training through GoodHabitz and the training platform of the Generalitat of Catalonia (gencat), expanding their growth and specialization options.
ODS
At I3PT we work to provide a safe, inclusive and professional growth-oriented work environment for all those who are part of it. Our commitment to sustainability and social responsibility is reflected in the incorporation of the Sustainable Development Goals (SDGs) in people management policies and practicesBelow, we detail the SDGs that are directly aligned with our activity and that, day by day, we contribute to achieving.
SDG 3 – Health and Well-being
• Promotion of occupational health and emotional well-being.
• Prevention, ergonomics and health surveillance programs.
• Initiatives to promote healthy lifestyles.
SDG 4 – Quality Education
• Continuous staff training.
• Professional and technical development programs.
• Access to courses, scholarships, stays and training activities.
• Promotion of lifelong learning.
SDG 5 – Gender Equality
• Work-life balance and equal opportunity measures.
• Equality plans and anti-harassment protocols.
• Actions to guarantee the equal presence of women and men in all roles.
SDG 8 – Decent Work and Economic Growth
• Decent and safe working conditions.
• Promotion of talent and development opportunities.
• Transparency and quality in selection processes.
• Commitment to responsible research standards (HRS4R).
SDG 10 – Reduction of Inequalities
• Labor inclusion of diverse profiles.
• Selection based on merit and objective criteria.
• Policies that guarantee equal opportunities.
ODS 16 – Peace, Justice and Solid Institutions
• Ethical governance and internal transparency.
• Regulatory compliance in people management.
• Mechanisms for participation, dialogue and conflict resolution.
SDG 17 – Partnerships to achieve the Goals
• Collaboration with universities, research centers, hospitals and institutions.
• International scientific mobility and cooperation programs.
• Attracting talent through competitive calls.