121 Competency Mapping Jobs - Page 2

As a Female Recruiter, your primary responsibilities will include recruiting candidates and managing pre and post joining formalities. You will be responsible for handling full and final settlement procedures along with exit formalities. Additionally, you will play a crucial role in preparing and explaining job descriptions, Key Performance Indicators (KPI), and Key Result Areas (KRA) to employees. Ensuring statutory compliance and conducting performance evaluations and appraisals will be key aspects of your role. You will be required to monitor and track employee performance reviews, confirmations, promotions, etc. Implementing, reviewing, and reformulating HR policies, upgrading and restructuring HR manuals, and effectively communicating these changes to employees will be part of your responsibilities. Maintaining individual employee databases, leave records, and attendance reports on a monthly basis will be essential. You will also be involved in designing compensation and salary structures, competency mapping, and preparing monthly Management Information System (MIS) reports. Facilitating employee training programs will also be a part of your job profile. This is a full-time, permanent position with a day shift schedule. The ideal candidate should have a Diploma qualification, with a preferred minimum of 4 years of experience in HR and a total work experience of 5 years.,

The position will be responsible for leading the human capital strategy and ensuring the alignment of HR practices with the overall business goals of the group. He will serve leadership teams , cultivating a high-performance work culture.

You will collaborate closely with the HR Head to conduct employee performance appraisals and competency mapping. Additionally, you will be responsible for preparing and maintaining the annual training calendar, which includes induction trainings and OJTs across various verticals. Furthermore, you will collect training feedback and generate monthly reports to be presented to the HR Head. Your role will involve monitoring any deviations or non-compliances of HR policies within the company and reporting these findings to the HR Head on a monthly basis. As part of enhancing employee engagement, you will organize various activities to foster a positive working environment. Moreover, you will develop and manage an annual event calendar to keep track of these engagement initiatives. Ensuring accuracy in reporting and task completion, you will be required to prepare precise reports based on Key Performance Indicators (KPIs) and submit them to the HR Head. Periodic audits of HR files and records will also be conducted by you to verify the collection and appropriate filing of all necessary documents. Maintaining the confidentiality and integrity of human resource files and records is a crucial aspect of this role. Additionally, you may be assigned other HR or administrative duties as needed. This position is Full-time and includes benefits such as paid sick time and performance bonuses. The work schedule is during the day shift and the required experience is a total of 4 years. The job location is in person.,

Designation: Assistant Manager - Training & Development Purpose of the Job: Assistant Manager Training & Development is responsible for building effective capability mechanism and infrastructure that caters to the learning needs in the organization thereby augmenting organization-wide capability at Khyber Industries Pvt. Ltd. Key Responsibilities: Organization-wide capability building mechanisms and infrastructure Establish training and development culture in the organization by creating L&D frameworks that cater to diverse learning needs of the organization including sales, technical, commercial and managerial trainings. Carry out periodic monitoring and review of competency frameworks (technical, behavioral, leadership etc.) and functional skills inventory based on organization and industry contexts. Conduct the skill gap assessment for all the levels of employees and identify the training need based on the identified gaps. Support in designing and developing high quality, effective learning solutions to address identified needs, gaps, and development opportunities across all levels within the organization. Analyse learning & development data (training feedback scores, development centre scores etc.) to enable a diagnostic on the organization culture with respect to talent interventions, current skill levels, employee potential etc; discuss analyses with senior leaders and manage course correction. Coordinate with key external stakeholders including consultants, trainers, learning content providers etc. for undertaking various organization development initiatives (Development centres, competency mapping exercise, learning interventions, digital learning etc.) Create content for internal stakeholders to foster a culture of learning and development in the organization. Assess the workforce's current skill levels and compare them with the skills required to meet future business objectives. Employee Engagement Have responsibility for developing strategies to improve engagement, and may manage programs designed to foster it, such as employee recognition programs, wellness programs and other activities aimed at creating a positive workplace environment. Playing a key role in the development and execution of employee engagement strategy, working closely with other HR team members and other stakeholders. Education: PGDM/ MBA with specialization in Human Resources/L&D and 8 - 12 years of overall Learning & Development experience. Experience: Contextual industry experience in Manufacturing industry. Prior experience in designing implementing capability building initiatives, competency frameworks etc. Personality & Culture Fit: Collaborative. Creative. Extroversion. Curious. Flexibility and Agility. Empathetic. Competencies: Behavioral Competencies Process Orientation. Execution Excellence. Stakeholder Management. Analytical Thinking. Technical Competencies Knowledge of competency frameworks. Training & Development Process.

HR head required at IMT Faridabad for a Tier 1 automobile company Qualification- Graduate or MBA Exp- min 15 yrs Salary- upto 20 lacs Kindly note:- max experience with tier 1 or tier 2 company who are vendor of Maruti only

Role & responsibilities Transforming the Human Resources function from its traditional administrative and operational roots to that of a more strategic partner in organizations. Change Management and Adaptability HRIS Automation Talent Acquisition Compliance and Legal for HO & Plant Employee Development and Performance Management Employee Engagement, trainings and Retention Budgeting & Cost Optimize Preferred candidate profile

Design and implement the annual L&D strategy and training calendar aligned with business goals.Conduct functional training needs analysis (TNA) and Individual Development Plan (IDP) assessments post-appraisal Required Candidate profile Bachelor’s degree in Human Resources, Business, Psychology, or related field. 2 years of hands-on experience in Learning & Development or Training Coordination.

Position : Senior Executive / Assistant Manager- HR Employment Type : Fixed Term Employment on ERDA Rolls initially for 03 Years, it will be regularised, based on performance. Location : Makarpura, Vadodara Qualification : MBA- HR, MHRM, MSW ( Full Time ) Experience Description ( Minimum 04 years to Maximum 11 years ) Should have experience of 04 to 11 years in Competency Development & Training and Development. Should have knowledge in Competency Development for GETs and DETs (Trainees) Key Responsibilities 1. Competency & Capability Building: - To Prepare comprehensive plan for competency development matrix. - To develop competency matrix for each position of all department. 2. Training & Development: - To prepare Annual Training Plan for all employees for Behavioural & Technical training. - To identify Training needs identification matrix. - To interact with HOD / HOS for planning and organizing the training programs for all grade of employees and seek for their nomination. - To execute various Technical & Behavioural Trainings. - Organise Expert Lecture with co-ordination of all department on relevant Technical subjects. - Co-ordinate with Trainers and ensure proper infrastructure for conducting training programs. - Training Evaluation of Employees 3. Reviews of New Joined Employees & Trainees - Conducting periodic reviews for New Joined employees and Trainees. 4. Monthly Training MIS - Providing timely Training MIS to management on monthly basis and as and when called for. 5. Training Module in ERP/SAP - To use of Training Module in ERP for improvement of Training, Competency & Capability building. 6. PMS (Performance Management System) - To execute PMS cycle of Performance Planning, Mid-Year Review and Annual Review of employees. 7. Employee Engagement & HR Projects - To assist and work in various Employee Engagement event & HR activities. 8. To organise training, expert lecture within sanctioned budget. Skills required to perform above job effectively 1. Technical - Ability to measure and assess Employee Training Needs - Ability to work with employees at all levels - Planning, Organising and Conducting training 2. Behavioural - Highly customer centric, customer friendly with positive attitude, open to change and ready to learn. - Good Verbal and written communication skill. - To work under pressure and in demanding situation. 3. IT - Knowledge of Computers - MS Office. (Word, Excel and PowerPoint) - Working knowledge on ERP (Microsoft Dynamics NAV Preferred)

Learning and development - HR required at vadodara location , gujurat Qualification - MBA, MSW Exp- min 4 yrs in recruitment Salary - upto 9 lacs Wtsapp me resume at 8295842337- Mr. Bansal

Position: Sr.GM/AVP/VP-HR Location: Hyderabad Duration: Full-time Exp: 20+yrs of exp in any manufacturing industry and heading the dept is given first preference. Company: Visaka Industries Limited Accountability: Accountable for designing, guiding and implementation of effective HR policies, programmes & procedures in line with business strategy and organizational capability building Responsibilities: Diagnose organizational environment through surveys and feedbacks at regular intervals Ensure Organization structures are in place and review the design w.r.to job analysis, job descriptions and role clarifications/redesign from time to time to meet changing business requirements Ensure induction, orientation and on boarding of new joiners in a structured manner for assimilating them into Visaka culture Ensure timely and effective implementation of performance management system i.e. aligning goals, guiding & monitoring assessment / review process, feedback mechanism and individual development plans Works on talent management strategy and ensure the availability of talent pipe line from within the organization for all key position through work force planning, competency profiling, assessment / development centers and cross functional learning. Create job rotation and job enrichment plans based on skills and performance delivered Develop leadership series/plan and ensure the leadership skills are imparted in structured manner Ensures training strategy and plan is prepared and aligned with business needs. Guides/reviews the TNA, annual training plan, modules design & delivery, feedback and post training effectiveness Develops an employee engagement planner and action plans to improve the workplace productivity/positive employee connect /experience Devise rewards & recognition practices that suits Visaka business priorities, cultural fit and employee demographics Devise action plans to promote innovation, ideation through collaborative communication platforms Conduct compensation benchmarking and restructuring based on requirements and provide insights to top management Discharge any additional roles and responsibilities as directed by HOD / Management from time to time.

We are seeking an experienced and highly qualified HR Manager to join our team and play a pivotal role in shaping our human resources strategies and practices. The ideal candidate will be responsible for the overall management of the HR department, ensuring that all aspects of human resources align with the organizations goals and objectives. This position involves leading various initiatives related to talent acquisition, employee engagement, performance management, and compliance with labor laws and regulations. The HR Manager will work closely with department heads to understand their staffing needs and provide guidance on employee relations issues. Additionally, the HR Manager will develop and implement training and development programs to enhance employee skills and foster a culture of continuous improvement within the organization. We are looking for a proactive leader who can anticipate HR trends and changes and adapt the HR strategies accordingly. The successful candidate will also serve as a trusted advisor to senior management, representing HR interests in discussions and decisions that impact the organizations workforce. If you are an innovative leader with a passion for developing talent and driving organizational success, we encourage you to apply for this important role. Role & responsibilities Oversee and manage the recruitment process, including job postings, interviews, and onboarding. Develop and implement HR policies and procedures in accordance with local regulations and best practices. Lead performance management initiatives to ensure employee objectives align with organizational goals. Facilitate employee training and development programs to enhance workforce skills and knowledge. Provide guidance and support to department managers on employee relations and conflict resolution. Monitor and manage employee engagement initiatives to foster a positive workplace culture. Ensure compliance with labor laws and regulations, conducting audits and making improvements as necessary. Should have excellent insighful knowledge in understanding business strategy and align to the pactices quickly. Strong commitment to project implementation cycles and leverage the systems and process to the advantage for the end customer. Understanding of GCC model in client relationships. Qualifications Bachelors degree in Human Resources, Business Administration, or a related field; Masters preferred. A minimum of 8 years of experience in human resources management, with a focus on strategic HR practices. Strong knowledge of local labor laws, regulations, and compliance requirements. Proven experience in talent acquisition and employee development.

Role Purpose: Responsible for the end to end design and implementation of Talent Management related interventions such as driving Performance Management System , Development plans, Critical talent management, career and succession planning, competency management etc. Job Responsibility: 1.Identify best market practices in Performance/Talent Management space & organisation effectiveness.Support in developing performance management program design & strategy 2.Support the design and implementation of career development and performance management programs strategies, processes, and tools 3.Support in design and implementation of Talent management policies like Promotion, IJP, Job Rotation etc. 4.Support and maintain high potential career development program processes, procedures, tools, and guidelines/framework. 5.Contribute to the development and implementation of organisation-wide career path 6.Establish key metrics to accurately define the competencies and skills required for each role/department within the organization deriving productivity linkages to support stakeholders and business with achieving greater performance quality index 7.Ensure development and implementation of core competencies and key performance measures into performance appraisal system. Analyze and report on measurement results. 8.Liaison with HR consultants to gather market information around talent practices 9.Provide ongoing support to ensure that performance management systems are being used to effectively manage operations work processes and individual performances and to identify and manage operational risks, deliver analytics to support the findings and recommend solutions for improvements 10.Review and improve existing performance management systems and employee motivation/development plans 11.Conduct Assessment Centers for senior management level promotions. 12.Coordinate and maintain all assessment frameworks (such as goals, feedback, etc) as they relate to performance management by working closely with appropriate stakeholders 13.Ensure employee development plans are prepared as an outcome of the performance management process which would be inputs for L&D team for program design 14.Manage the process of identification of critical talent. Support in identifying the successors for key positions and running validations of nominations per the Critical Talent Framework.

Key Responsibilities: Evaluate candidates on Lodhas competency framework, behavioural traits, and culture fitment. Review psychometric assessments and share meaningful insights with recruiters and interview panelists. Participate in interviews to understand and map the candidate evaluation process across stages. Identify evaluation gaps or interview inconsistencies and suggest improvement or training areas. Collaborate with the team lead to promote a quality-first mindset across hiring teams. Prepare psychometric-based feedback summaries for selected candidates to aid onboarding and development. Evaluate assessment and feedback data quarterly to identify trends, validate the effectiveness of psychometric tools, and derive insights on the quality of hired candidates. Maintain documentation and analysis of hiring data to support continuous improvement efforts. Profile Requirements: Postgraduate degree in Industrial/Organizational Psychology or related field with strong academic record. 2 - 4 years of relevant experience in talent assessment, HR analytics, or recruitment support. Driven, detail-oriented, proactive, and humble team player with a passion for people insights.

Role & responsibilities Support department heads by providing HR perspective on business strategies on Talent requirement, productivity, capability development. Partner with the Unit Leadership Team and Departmental Stakeholders to understand business plans for proactive hiring / talent mapping Drive recruitment analytics in unit for partnering in the defined operating areas Creating the most appropriate recruitment strategy by providing sourcing, selection solutions via careers page and candidate database, social networks groups, advertising campaigns, employee referrals etc. Focusing on providing a signature UPL experience to the applicants across different stages of recruitment. Initiate Talent management plans and succession planning Facilitate and support Talent Review Meetings Select and develop high potential candidates for key positions. Implementation of Skill Matrix at Department level Review and analyze data to identify trends and recommend solutions to improve performance, retention and employee experience Implement the new PMS system Advise & support manufacturing team reviews, promotion panels at unit level Partner with the Compensation and Benefits team for all annual increments & KPI related actions for the Unit. Provide the unit leadership team / departmental HODs with appropriate information on compensation and benefits programs and policies, work closely with the Compensation & Benefits Team to coordinate the annual merit and bonus process, take part in discussions and reviewing proposal initiated by line managers, and perform internal and external benchmarking. Work closely with department managers on specific HR Metrics for Organization Engage with department managers to drive the action plan of Great Place to Work Engage with Unit Leadership Team on how to best implement/administer/interpret HR policies, processes and tools, programs and procedures. Support business in implementing TQM Initiatives Preferred candidate profile Specific knowledge of human resource theory, functions and practice, performance appraisal system Proven understanding of the role and functions of a human resource office Experience in understanding and implementing compensation plans Analyse organization need and provide cost effective solutions. Attention to details Adherent to timelines Customer Focus Ability to collaborate with various functions

Must have experience in Talent acquisition, Talent Management, Recruitment, PMS, Training & Development, Head hunting, Appraisal cycle, Reward management, knowledge about prepare the job description & KPI, KRA Required Candidate profile Coordination with departments & conducts the training & people management Must have min 6+ Yrs experience in Talent acquisition in manufacturing company & corporate experience add advantage.

About the job About Company - SAEL Group has emerged with a bold vision of establishing world-class renewable assets spanning the solar and biomass sectors, with a steadfast commitment to ensuring stable profitability. We are utilizing agricultural waste as fuel to produce renewable power round the clock. We have the largest capacity for waste-to-energy generation. Already making strides in the renewable energy space, we aim to escalate our renewable capacity to 5 GW within the next 4-5 years by adding 100MW of new biomass and 600MW of new solar capacity annually. This ambitious endeavor aligns with the Government of India's vision to achieve 500 GW capacity from renewable energy sources by 2030. The SAEL Group is set to embark on a journey that combines organic and inorganic strategies, leveraging marquee investors and partners to realize our vision. At the forefront of this effort is SAEL Industries, the pivotal entity responsible for raising growth capital across various business segments. In addition to its overarching role, SAEL Industries is actively involved in Engineering, Procurement, and Construction (EPC) for the Group's upcoming renewable projects. Furthermore, it takes charge of the Operation and Maintenance (O&M) activities for both existing commissioned projects and those on the horizon. Through a comprehensive approach, SAEL Group is poised to make significant contributions to the Government's renewable energy targets, exemplifying our commitment to sustainable and impactful growth. Website https://www.sael.co Position Overview: We are seeking a Manager, Learning & Development (L&D) to lead the facilitation of training programs, drive employee engagement, and collaborate with stakeholders to ensure the timely completion of training initiatives. The ideal candidate will have extensive experience in facilitating learning programs and vendor management, including evaluating and managing relationships with external training providers. You will bring expertise in behavioural training and will actively support the design and implementation of competency frameworks and value-based training. Experience in the manufacturing or energy sector is essential, as this role requires a deep understanding of the unique industry-specific training and development needs. Key Responsibilities: Facilitating Training Programs: Program Delivery: Facilitate behavioural training programs and learning sessions across various levels of the organization, ensuring the programs are engaging, interactive, and impactful. Trainer Coordination: Coordinate with internal and external trainers to ensure the smooth delivery of training programs. Manage logistics, schedules, and participant engagement. Content Customization: Tailor training programs to meet the unique needs of different teams, ensuring relevance and engagement. Employee Engagement: Lead initiatives to engage employees in continuous learning, encouraging participation in all training and development activities. Stakeholder Engagement & Influence: Stakeholder Collaboration: Work closely with senior leadership and department heads to understand training needs, priorities, and business objectives. Align training programs with organizational goals. Drive Participation: Influence and encourage employees and managers to prioritize and complete required training programs, ensuring adherence to timelines and successful program completion. Feedback & Improvement: Collect feedback on training effectiveness and use it to drive improvements and updates to future programs. Coaching & Support: Provide support to employees and managers throughout their learning journey, offering coaching as needed. Vendor Management: External Vendor Coordination: Evaluate, select, and manage relationships with external training vendors and consultants. Ensure that training programs delivered by vendors meet quality standards and align with organizational goals. Vendor Evaluation: Regularly assess external vendors' performance, ensuring that training is delivered on time, within budget, and to the required standards. Budget Management: Oversee training budgets related to external vendors, ensuring cost-effectiveness while maintaining high-quality learning experiences. Behavioural & Competency-Based Training: Behavioural Training Design: Lead the design, development, and delivery of behavioural training programs that foster personal growth, teamwork, and leadership skills within the organization. Competency Frameworks: Design and implement competency frameworks that align with organizational values and business objectives, and ensure that these frameworks guide employee development initiatives. Value-Based Training: Develop and facilitate value-based training programs to instill the companys core values and reinforce desired behaviors across the organization. Required Qualifications: Education: Bachelors degree in Human Resources, Business Administration, Psychology, or a related field. A Masters degree or professional certifications in Learning & Development, Behavioral Science, or HR is a plus. Experience: Minimum of 8-10 years of experience in Learning & Development, with at least 2 years in a managerial role. Strong experience in facilitating behavioural training programs and engaging employees in development activities. Proven experience in vendor management, including the ability to evaluate, select, and manage external training providers effectively. Experience in designing and/or implementing competency frameworks and value-based training. Prior experience in the manufacturing or energy sector is required, with an understanding of industry-specific training and development needs. Skills: Excellent facilitation and presentation skills, with the ability to engage and motivate diverse audiences. Strong project management skills, with the ability to manage timelines, resources, and stakeholders effectively. Ability to design and develop training programs and adapt them to various learning styles and organizational needs. Expertise in vendor negotiation and contract management. Strong communication and interpersonal skills, with the ability to influence stakeholders at all levels. Familiarity with learning management systems (LMS) for tracking training participation and effectiveness. Desired Attributes: Leadership: Ability to lead and inspire teams, fostering a culture of continuous learning and professional growth. Strategic Thinker: A strong understanding of how training programs can drive organizational change and contribute to overall business objectives. Adaptability: Comfortable in a fast-paced, dynamic environment, able to adapt to changing business needs and employee development requirements. Industry Insight: Deep knowledge of the manufacturing or energy sector, with the ability to design training that addresses both technical and behavioural aspects of these industries.

1. Define & implement Group HR Strategy. 2. Lead HR synergies across group companies in terms of policies & practices. 3. Manage Leadership Talent strategy 4. Ensure robust succession pipelines across leadership positions. Age not more than 37 years Required Candidate profile 5.Govern group performance management framework for CEO & L1s 6. Work closely with CEOs & CHROs of the group 7. Present HR updates to the board 8.Design Executive compensation structures. MBA regular

Job Description Role: Lead- Human Resource Business Partner Location: Gurugram Work mode: Hybrid About the Opportunity: This is an exciting role within an international work environment where you will be working alongside peers from different geographies. This role is front end role, and you will thrive in it if you enjoy solving problems and truly partnering with business leaders and team members at all levels. You will be the people and culture partner for a set of line of business. HR Business Partnering is a way to partner with business leaders to achieve short-term and long-term goals of the unit by advising on people practices. The role frontends all people process and collaborates with other people functions to deliver solutions to any people issues and work towards increasing the overall service level and people experience. The role is of an advisor, consultant, enabler, and partner and will cover all generalist aspects of people (HR) function, including but not limited to, team member relations, grievance management, talent management/succession planning and supporting day-to-day people matters as well as on-going process improvement. What you'll be doing: Strategic Leadership: • Partnering with leadership to develop and implement HR strategies that align with the long-term goals. • Acting as a trusted advisor on strategic planning and business transformation projects and all people matters Talent Strategy and Development: • Overseeing the development and execution of comprehensive talent management programs, including succession planning, and high-potential employee programs. • Driving initiatives to build a diverse and inclusive workforce. • Designing and implementing organizational development interventions to enhance organizational effectiveness and employee engagement. • Conducting organizational assessments and diagnostics to identify areas for improvement. Employee Relations and Culture: • Cultivating a strong organizational culture that aligns with the company's values and mission. • Conducting skip connects with 3A & above. • Managing complex and high-risk employee relations issues, including executive-level conflict resolution. • Leading initiatives to enhance employee engagement and satisfaction. HR Metrics and Analytics: • Utilizing advanced HR analytics to provide strategic insights and drive data-driven decision-making. • Monitoring and analyzing key HR metrics to evaluate the effectiveness of HR programs and initiatives. • Reporting on HR performance to the executive team and recommending improvements. Leadership and Team Management: • Leading and developing a high-performing HR team, providing mentorship and guidance. • Managing large-scale HR projects and ensuring successful implementation. • Promoting a culture of continuous learning and professional development within the HR team. Compliance and Risk Management: • Ensuring compliance aligned PAC roles and responsibilities. • Supporting HR audits and managing risks related to human capital. • Developing and implementing policies to mitigate HR-related risks. Qualification and Experience: 7+ years of experience in a similar role. Proven experience as an HRBP, preferably in the technology or Insurance background. Strong interpersonal and communication skills with the ability to build relationships at all levels of the organization. Good analytical skills with logical thinking approach & problem-solving attitude. Experience in Stakeholder management, Attrition Management, Grievances, Analytics & Strategic HR If interested share your cv at aishwarya@beanhr.com

Organizational Development (OD): Strategic Planning & Execution: Develop and implement organizational development strategies to improve efficiency, foster a positive culture, and align with business goals. Assess organizational structures and recommend improvements to enhance performance and employee satisfaction. Conduct organizational assessments, including culture, employee engagement, and leadership effectiveness, and use data to inform OD initiatives. Leadership Development: Design and implement leadership development programs to build managerial capacity and leadership skills across all levels. Identify high-potential employees and create individualized development plans to foster leadership growth. Employee Engagement & Culture Initiatives: Develop and execute strategies to improve employee engagement, morale, and retention. Promote and sustain a positive workplace culture by implementing initiatives that encourage collaboration, inclusion, and employee well-being. Change Management: Lead and manage organizational change initiatives, ensuring smooth transitions and effective communication throughout the process. Support leadership and employees during organizational restructuring, process changes, or mergers/acquisitions. Training and Development Programs: Design and oversee the implementation of training programs that support employee growth and enhance organizational capabilities. Identify skill gaps and propose learning and development solutions to address them. Performance Management System (PMS): PMS Design & Implementation: Oversee the development, implementation, and continuous improvement of the companys performance management system. Design and implement performance review processes, setting clear performance standards, key performance indicators (KPIs), and success metrics. Ensure that PMS aligns with business objectives and is integrated into the overall talent management strategy. Goal Setting & Alignment: Work with managers and employees to establish clear, measurable goals and objectives aligned with company priorities. Facilitate regular performance discussions to ensure continuous feedback, employee development, and goal alignment. Performance Appraisal Process: Manage the annual performance review process, ensuring it is fair, transparent, and consistent across the organization. Provide training and guidance to managers on how to conduct effective performance appraisals and give constructive feedback. Continuous Feedback & Coaching: Promote a culture of ongoing feedback, coaching, and development throughout the year, not just during performance reviews. Provide support and coaching to managers in handling performance issues and managing underperforming employees. Data Analysis & Reporting: Track, analyze, and report on performance trends, employee development, and engagement metrics. Use data-driven insights to continuously improve the effectiveness of the performance management system. Recognition and Rewards Programs: Develop and implement recognition and reward strategies to acknowledge and celebrate high performers. Ensure that reward programs are aligned with organizational values and performance expectations. Pls share your resume - Rajneesh@ardeeindustries.com

Key Responsibilities: Define strategies and Organizational Development (OD) interventions to transform organizational culture and improve employee satisfaction. Build strong relationships with People Managers to understand organizational challenges, growth plans, and to drive companys core values. Educate managers and employees on company policies and procedures, ensuring fair and consistent application. Develop, implement, and refine HR policies and strategies, ensuring alignment with organizational goals and compliance with internal policies. Prepare and present periodic HR MIS reports, providing insights and progress updates to senior management. Foster positive employee relations through regular engagement with employees, maintaining strong communication and addressing concerns effectively. Conduct one-on-one with the employees, exits interviews to understand employee concerns, Training & Development: Identify training needs through Gap Analysis in skill/competency matrices. Develop monthly, quarterly, half-yearly or annual training plans, coordinating with internal and external faculty to arrange necessary training sessions. Work closely with stakeholders and departmental heads to design employee learning plans, finalize training content/structure, and organize training programs. Performance Management System: Lead the execution of the performance appraisal cycle, ensuring all employees participate in target setting, interim evaluations (Mid-Term/Half-Yearly Review), self-evaluations, and final evaluations. Implement a 360 performance appraisal cycle and facilitate employee dialogue and feedback. Promote internal promotions and job rotations to reduce attrition and enhance employee engagement. QUALIFICATIONS, EXPERIENCE, & SKILLS: Qualified MBA/ PGDM-HR/MHRM professional with 3 to 5 years of experience. Strong Written and verbal communication skills strong interpersonal skills with ability to work with people at all levels of an organization Time and project management skills, including the ability to work on multiple projects at the same time Good Analytical Skills. Experience – 8yrs minimum

We are seeking an experienced and dynamic HR Manager to lead and oversee our human resource operations. The ideal candidate will have a strong background in recruitment, event management, and public interaction, along with excellent written and verbal communication skills. A go-getter attitude and the ability to thrive in a fast-paced, high-tech environment are essential. Key Responsibilities : Talent Acquisition & Recruitment : Develop and implement effective recruitment strategies to attract top talent. Work closely with department heads to understand hiring needs and align hiring plans accordingly. Employee Engagement & Retention : Drive employee engagement initiatives to foster a positive work culture. Develop retention strategies to reduce attrition and enhance job satisfaction. Event Organization & Public Interaction : Plan and manage company events, seminars, and team-building activities. Represent the company at HR events, industry conferences, and recruitment drives. HR Operations & Compliance : Manage HR policies, procedures, and compliance with labour laws. Oversee payroll, performance management, and employee benefits administration. Training & Development : Identify training needs and implement development programs for employees. Ensure continuous learning and upskilling initiatives within the organization. Stakeholder Management & Communication : Act as a bridge between management and employees to ensure smooth communication. Handle conflict resolution and foster a positive work environment. Key Skills & Attributes: Strong leadership and decision-making skills Excellent written and verbal communication Go-getter attitude with a proactive approach Experience in handling recruitment, events, and public interactions Strong organizational and interpersonal skills Ability to adapt to a fast-growing and technology-driven work environment If you are passionate about HR, enjoy working in an innovative and high-tech environment, and have a knack for people management, we would love to hear from you. Share your updated resume to sai.shruthi@hcrobo.com

HR Mapping & Deployment Manager (TFL - WS) To lead workforce planning, role mapping, and strategic deployment of human resources across business units, ensuring optimal alignment of talent with organizational needs, succession planning, and operational efficiency. Role & responsibilities: Design and implement role mapping frameworks aligned with organizational structure and job families. Conduct manpower planning exercises in coordination with business heads and functional leaders. Lead deployment strategies for new projects, expansions, and restructuring initiatives. Analyze skill gaps and recommend redeployment, upskilling, or hiring interventions. Maintain and update the organizations position control and headcount dashboards. Collaborate with Talent Acquisition, L&D, and Business HR for seamless workforce transitions. Ensure compliance with internal job grading, compensation bands, and approval workflows. Drive digitization of mapping and deployment processes. Support audits and internal reviews related to manpower deployment and organizational design. Preferred candidate profile: MBA / PGDM in Human Resources or Organizational Development 4 to 8 years of experience in HR operations, workforce planning, or org design Prior exposure to multi-location deployment is preferred

Looking for Immediate to 15 Days Joiner Role & responsibilities The position will focus on succession planning, leadership development, coaching and employee engagement. Develop, implement and address talent needs; make an effort to improve performance and promote the organization's culture. Design and implement career development strategies, tools and resources and help the organization respond to career and talent-related opportunities and demands. Preferred candidate profile • Creating definitions of talent for different talent pools • Devise talent strategy and develop interventions for those identified as talent • Designing succession and contingency frameworks, learning curriculum and development initiatives • Plan and Execute Talent Management programs to grow organizational capability through employee engagement, performance management and leadership development. • Support the execution of Succession Planning process. • Work with Senior leaders and facilitate the overall implementation of career mapping of high potentials as Successors.

Job Description - GLSP Purpose: To draft job description for each position to ensure the quality hiring of each personnel. DEPARTMENT: HR & Administration SKILLS/EXPERIENCE REQUIRED: POSITION: AM- HR MINIMUM QUALIFIFACTION: MBA in Human Resource Management/PGDHRM MINIMUM EXPERIENCE: Minimum 5- 6 Years of relevant experience TRAINING/CERTIFICATION: NA ROLES AND RESPONSIBILTIES: Execute internal recruitment for all levels as and when required: Sourcing candidates. Conducting assessment and technical interviews, Background & Document verification Performing all joining formalities like induction, Documentation, Office supplies etc Performance Management System: Establishing, setting goals and targets for team members in coordination with department heads, facilitating performance assessment, facilitating rewards and recognitions. Leave management and attendance tracking Planning and executing employee welfare activities and other office events. Ensuring smooth exit of an employee along with exit interviews with full & final settlement. IMS, BSC, WELL Compliances: Process owner, Documentation and Assisting in external auditing. Assisting management in documentation, Follow ups and process implementation work. Drafting and managing all type of company documents like Manuals, Department SOPs, forms, Records, company client communication. Ensuring all staff benefits like Health insurance, Internet plans, Mobile, IT assets etc Incident investigation: Own and analyze incidents when they occur. Identify the root cause and ensure mitigation steps are taken. Ensure additional steps are taken to prevent the same Ensure OHS Related aspects Knowledge on energy management system. Contact Details : 8921174281/ 9538003766

Lead Performance Management Location: Visakhapatnam Industry: Electronics & Industrial Automation Department: Human Resources Reporting To: Managing Director (MD) and Vice President (VP) – Dual Reporting Job Purpose: To lead and institutionalize a performance-driven culture across the organization through strategic implementation of the Performance Management System (PMS), including Balanced Scorecard (BSC) methodology. This role ensures performance alignment with business goals and provides data-driven insights to the MD and VP. Key Responsibilities: Strategic Performance Management Design and manage the end-to-end PMS for the organization. Act as a strategic advisor to the MD and VP to align business and people performance. Institutionalize Balanced Scorecard (BSC) to measure performance across Financial, Customer, Internal Process, and Learning & Growth perspectives. Balanced Scorecard (BSC) Framework Develop BSC-based scorecards at organization, department, and individual levels. Define SMART KPIs across all four BSC dimensions: - Financial: Revenue per employee, cost reduction initiatives. - Customer: Client satisfaction scores, project delivery metrics. - Internal Processes: Operational efficiency, compliance adherence. - Learning & Growth: Training hours, innovation participation, succession readiness. Generate dashboards and BSC reviews for strategic decision-making by MD and VP. Appraisal and Review Management Lead annual and mid-year performance review cycles. Drive calibration and moderation processes across departments. Ensure objectivity, consistency, and linkage of performance to rewards. Goal Setting & KPI Cascading Work with functional heads to set and align KRAs/KPIs based on the BSC. Ensure cascading of goals from corporate to individual levels through a structured process. Data Analysis & Reporting Provide monthly and quarterly MIS on performance metrics. Analyze performance data to identify trends, gaps, and improvement opportunities. Employee Development & Talent Decisions Partner with L&D to link performance outcomes to training and development. Enable succession planning, HiPo identification, and role readiness mapping using BSC insights. Automation & Process Improvement Leverage HRMS tools (e.g., SuccessFactors, Darwinbox) to digitize and track performance. Continuously improve PMS and BSC processes using industry benchmarks and internal feedback. Key Requirements: Education: MBA/PGDM in HR or equivalent from a reputed institute. Experience: 8–12 years in HR with a strong focus on Performance Management and Balanced Scorecard implementation. Industry Preference: Electronics, Industrial Automation, Engineering, or Manufacturing. Technical Skills: Proficiency in BSC, PMS modules of HRMS systems, Excel, analytics, and dashboard tools. Behavioral Competencies: - Strategic thinking and execution capability. - Strong communication and stakeholder engagement skills. - Ability to manage dual reporting and multiple business expectations. Preferred Attributes: Demonstrated experience in deploying BSC in a manufacturing or engineering environment. • Strong analytical skills to interpret performance data for leadership use. • Comfortable working in matrix organizations with cross-functional dependencies.