121 Competency Mapping Jobs - Page 3

Role & responsibilities : 1. HR Policy Design & Compliance Design, review, and update HR policies in line with legal requirements and business strategy. Ensure consistent communication, understanding, and implementation of policies across the organization. Establish governance mechanisms and compliance frameworks in HR operations. 2. Job Description Writing Collaborate with department heads to draft, update, and maintain JD templates. Ensure role clarity, competency alignment, and standardization across functions. Maintain a centralized repository of all JDs. 3. HRMS Implementation & Administration Oversee the rollout and maintenance of the HRMS (e.g., employee data, onboarding, payroll, leave & attendance). Coordinate with vendors/IT for system upgrades and issue resolution. Train internal teams on HRMS usage and reporting capabilities. 4. Succession Planning framework Responsible for designing and implementing succession planning strategies across critical roles to ensure leadership continuity. Collaborates with business leaders to identify high-potential talent and create development roadmaps. 5. Performance Management & Goal Setting Drives talent assessments, maintains succession pipelines, and supports long-term organizational capability building. Drive the end-to-end performance management process ensuring timely goal setting, reviews, and feedback cycles. Align individual and team goals with organizational objectives to foster accountability and business impact. Partner with leadership to build a performance-driven culture through tools, training, and continuous improvement. 6. Compensation Benchmarking Conduct salary benchmarking and compensation surveys against industry standards. Recommend salary revisions, pay bands, and reward structures to attract and retain talent. Support the annual budgeting and increment planning process.

Responsible for Learning Development, PMS, OD, generalist HR role in Plant & report to Plant HR Head. Required Candidate profile MBA - HR with 8+ Yrs of experience in manufacturing units. must have sound experience in PMS, Learning & Development, OD,

Collaborate with HRs to analyze trends and metrics for developing effective policies & programs. Design attractive compensation and benefits packages. Ensure compliance with labor laws, manage legal risks, and support a legally sound HR environment Required Candidate profile Must have experience in EPC/Oil & Gas/Energy/Petroleum projects. Expertise in developing HR strategies, policies, and practices. Strong engagement and collaboration with department heads. Perks and benefits Accommodation + Highest salary + Bonuses + Canteen

Job Summary: We are seeking a dynamic and experienced HR Manager to lead and enhance our Performance Management System (PMS) processes. The ideal candidate will have a proven track record of successfully implementing and managing PMS frameworks, combined with solid exposure to recruitment in a fast-paced environment. PMS HR Manager focuses on improving the overall effectiveness and health for group companies by implementing strategies to enhance employee performance, workplace culture, and organizational structures. Key Responsibilities: Performance Management • Design, implement, and manage end-to-end PMS processes tailored for a real estate organization. • Drive adoption and effective usage of PMS tools/software across the company. • Facilitate goal setting, mid-year, and annual reviews, ensuring alignment with business objectives. • Train managers and employees on PMS best practices, feedback mechanisms, and performance conversations. • Analyse PMS data to provide insights for talent development, succession planning, and rewards e.g. employee of the quarter. • Continuously review and improve PMS policies in line with industry standards and organisational goals. Core Responsibilities: 1. Organizational Development Strategy: Develop and implement OD strategies that align with the organization's goals and objectives. Work with leadership to identify areas for improvement in organizational processes, structure, and workforce capabilities. Foster a positive and engaging workplace culture that supports growth and development. 2. Performance Management: Design and manage performance management processes to ensure continuous employee feedback and development. Collaborate with managers to set performance goals and provide guidance on employee evaluations. Monitor and enhance employee productivity and engagement. 3. Leadership Development: Design and facilitate leadership development programs aimed at equipping managers with the skills needed to lead teams effectively. Identify high-potential employees for future leadership roles and develop tailored growth plans for them. 4. Collaboration with Stakeholders: Work closely with business leaders, department heads, and HR teams to align OD initiatives with business needs. Act as a consultant to different departments regarding team dynamics, organizational issues, and employee development. 5. HR Expertise: Deep understanding of HR functions, including talent management, performance management, and employee development.

Role & responsibilities Conduct training needs assessments across the group companies to identify current and future skills gaps. Design, develop, and implement training programs, workshops to improve the efficiency of blue-collar employees Oversee onboarding programs for new employees to ensure consistent and effective integration. Evaluate the effectiveness of training programs through feedback, return on investment, assessments, and performance metrics. Collaborate with department leaders to support team-specific learning objectives. Manage the training budget and select appropriate training vendors or platforms as needed. Develop career development paths and succession planning initiatives. Maintain knowledge of industry trends and best practices in learning and development. Ensure compliance with all training-related regulations and standards. Create and maintain documentation, training calendars, and learning management systems (LMS). Preferred candidate profile

Talent acquisition & onboarding Payroll processing by the first of month Performance management framework& process KRA Setting, Performance Review Build robust employee engagement strategy including employee communication, grievance Conceptualize RR

Key Responsibilities: Leadership & Culture Programs Design, manage, and execute Leadership Development and Wellbeing programs across all organizational levels. Lead cultural transformation efforts through flagship initiatives managing the end-to-end process from ideation to execution. Facilitate leadership connects and drive programs that foster transparency, alignment, and inspiration across teams. Program & Vendor Management Liaise with internal stakeholders and external vendors to conceptualize and deliver high-impact people programs. Drive vendor negotiations and maintain long-term relationships with partners to ensure cost-effectiveness and quality delivery. Surveys & Data-Driven Insights Design and administer surveys (Onboarding, Pulse, Exit, etc.), analyze findings, and implement action-oriented interventions. Lead the organizations efforts toward becoming a Great Place to Work, managing all activities from diagnostics to certification. Policy & Process Excellence Drive policy revisions and change management initiatives to align with evolving organizational needs. Oversee induction programs, ensuring new hires are integrated seamlessly into the company culture. Employee Engagement & Communication Champion Employee Connect initiatives both one-on-one and team-based to nurture engagement and build trust. Collaborate across HR COEs to integrate employee feedback into organizational strategy and action plans. Preferred Qualifications: 8+ years of experience in HR roles with exposure to OD, Engagement and Talent Development. Experience managing cross-functional HR initiatives and working closely with senior leadership. Proficiency in survey tools, data analysis, and HRIS systems.

JOB PURPOSE : Responsible for supporting the Talent Management function and contributing to various HR initiatives 1. To Design Training Calendar Monthly/Half Yearly/Yearly Basis 2. Support employee training and development programs, including logistics and coordination. 3. To identify TNI with the help of PMS,360 Degree, Competency Mapping and Gapping Exercises 4. Help maintain and update talent management records and employee personal files as per defined guidelines. 5. Coordinate with managers and team leaders to support performance management processes. 6. Assist in conducting employee engagement surveys and follow-up activities. 7. Support the planning and execution of company events and recognition programs. 8. To be responsible for Data management & analytics related to Talent management. 9 To design management reviews on monthly basis Preferred candidate profile * Effective Communication Skills * Positive attitude and a growth mind-set * Must be Enthusiastic self-starter * Analytical and problem-solving skills * MS Office HR Contact Monika Gaud monika.gaud@rsplgroup.com This position is with HCD Vertical. Office Time: 10:00 am to 6:30 pm Working Days : Monday to Friday

Job Description Job Location: Mysuru (WFO) No of Position: 2 L&D Strategy and Framework Design a L&D framework for the organization, by level and function, based on the competency framework designed for the organization Work with ER and Business Leaders to create career maps for employees across functions Design appropriate learning interventions for different segments of the company, based on level and function Continuous learning and training needs analysis to feed and tweak the L&D Framework as required Manage the L&D Budget, leverage available open source / free learning platforms where possible. Implementation of the L&D Framework Create Training Calendar for the quarter based on the L&D Framework Ensure implementation of the Training Calendar Design training interventions for agents / executives, mid-management Work with VP HR to design learning interventions for senior leadership Reports Executive Dashboard on training conducted, attendance, feedback and other relevant L&D metrics as required by the company Work with business leaders to evaluate and report training efficiency Team Management Lead and manage the L&D Team Provide coaching, mentoring and guidance as required Ensure work is assigned and distributed fairly within the team Ensure that performance standards are met by the team, manage performance wherever required Qualification Post Graduation with a specialization in HR, with a minimum or 10+ years experience in corporate L&D in the IT/ITES sector Interested candidates please apply and share your resume to 6374744958 (Available on WhatsApp) Regards Bhuvaneswari Assistant Manager - TA

Duties & Responsibilities Develop and implement processes, programs and systems in support of talent management strategy ensuring superior employee experience, effectiveness, and efficiency. Develop, Design, maintain and implement academic and non academic resources related policies and policy documents, in alignment with Institutions strategy, regional requirements and regulatory adherence. Devise communication, training strategies and resources to ensure awareness of the policies. To provide hr support to various programs in academic functions in hiring faculty members, developing and implementing hr policies, compensation practices and reward and recognition. To strengthen academic and non-academic resources pool and supporting in building a diverse workforce & creating a high-performance culture. Provide design, delivery, and integrated approach for all mid-year and year-end performance management programs (goal-setting, performance appraisal, promotion, etc. Manages the development, implementation and administration of compensation programs. Designs creative solutions to specific compensation-related programs and incentive plans. Oversees the participation in salary surveys and monitors salary survey data to ensure corporate compensation objectives are achieved. Ensures compliance with state and local compensation laws and regulations. Driving workforce transformation and diversity through Talent interventions and programs. Design, develop and implement reward and recognition programs for academic and non academic resources.

We are looking for a dynamic and enthusiastic Sr. Executive / Asst. Manager Training & Development to join our HR team. The ideal candidate will be responsible for planning, coordinating, and executing employee development programs that enhance productivity, performance, and engagement across the organization. Role & responsibilities 1. Good knowledge in organising Training & Development 2. Expert in Designing and implementing learning strategies 3. Managing training programs 4. Excellent verbal and written communication skills, Strong presentation skills. 5. Works effectively as a team member with other members of management and the HR staff. 6. Adept with a variety of multimedia training platforms and methods. 7. Proficient in Microsoft Office Preferred candidate profile MBA or Related field Proficiency in MS Office and training assessment tools Strong communication, presentation, and stakeholder management skills Energetic, creative, and passionate about employee development

General Responsibilities Compliance: Adhere to and comply with Organization Regulations and Administrative Policies. Patient Care Standards: Adhere to and comply with policies and procedures related to patient care, infection control, patient safety, and accreditation standards. Nursing Resource Management Forecasting & Planning: Assist the Nursing Superintendent in forecasting, planning, and budgeting nursing resources. Skill Matrix & Contingency: Plan skill matrix and contingency plans for the nursing department in coordination with nursing managers and under the guidance of the Nursing Superintendent. Competency Management: Assist the Nursing Superintendent in establishing processes for competency requirements and mapping. Collaborative Responsibilities Communication: Communicate all necessary information to all stakeholders (healthcare team and HOD of the department) in a timely and constructive manner. Team Meetings: Conduct regular meetings with all nursing managers to discuss and follow up on work results, ensuring safe and effective care delivery. Daily Rounds: Conduct daily nursing rounds to ensure proper patient care delivery processes from staff posted in various departments. Quality Management Documentation: Establish processes and protocols to ensure patient care documentation is completed as per policies and standards. Patient Safety: Follow international patient safety goals. Incident Reporting: Report all near misses, sentinel events, and any other incidents. Interdisciplinary Contribution: Attend and contribute to interdisciplinary meetings and the provision of patient care. Policy Compliance: Establish processes to ensure compliance with all policies and procedures for medication management, especially for High Alert Medicines, LASA (Look-Alike, Sound-Alike), and Narcotics. Privacy & Confidentiality: Ensure there is provision to always maintain patient privacy and confidentiality of information and records. Performance Monitoring: Monitor clinical and other established performance indicators to ensure ongoing quality improvement. Care Evaluation: Evaluate the quality and appropriateness of care and assess the impact of nursing interventions as appropriate. Clinical Audit: Guide and assist the staff to undertake Clinical / Nursing audits as required. Record Audit: Conduct regular audits of patient care records to ensure appropriateness, completeness, and execution of orders. Policy Development: Assist nursing leaders in developing policies and procedures for the department. Corrective & Preventive Actions: Plan and ensure implementation of corrective and preventive actions based on event findings or investigations. Work Environment Management Teamwork: Enhance the working environment through teamwork and mutual respect for others. Conflict Resolution: Resolve conflicts and staff problems/issues and make decisions utilizing critical thinking. Safety & Cleanliness: Maintain a safe and clean working environment for all clinical areas. Inventory Management Oversight: Oversee the inventory management of the clinical areas managed by the nursing department. Equipment Monitoring: Monitor all medical equipment in the clinical areas and inform the clinical engineering team whenever required. Training and Development Training Plan Adherence: Ensure ongoing training plans are followed as per the defined training policy and organization requirements. Knowledge Upgrade: Upgrade knowledge as per current clinical evidence. Participation: Participate and contribute to scheduled in-service training programs like ACLS, BLS, PALS, NALS (if applicable), CNEs, conferences, etc. Preferred Candidate Profile Candidate must have a minimum of 5 years of experience in the Oncology Vertical

A Vice President of Human Resources (VP HR) is the responsible for leading and overseeing all aspects of an organisation's human resources function, including developing and executing strategic HR plans, managing talent acquisition, employee relations, compensation and benefits, training and development, ensuring compliance with lobar laws, and advising executive leadership on workforce strategies to align with company goals .

Responsibilities: Prefrence Serving notice period, immediate joiner . Lead HR strategy & policy formation Implement performance appraisals & PMS Develop manpower plans & budgets Oversee competency mapping & succession planning Ensure compliance with HR policies & KRAs Department: Human Resources – R&D Experience: 12+ years in HR, preferably with exposure to R&D/Engineering Education: MBA/PGDM in HR or equivalent Job Summary: The R&D HR Business Partner will serve as the strategic HR interface for the R&D team , The role involves talent acquisition, performance management, capability building, employee engagement, and aligning HR strategies with R&D objectives to foster innovation and engineering excellence. Key Responsibilities: 1. Talent Acquisition & Onboarding: Collaborate with R&D leaders to understand manpower requirements. Drive end-to-end recruitment for technical and R&D roles (Design, Testing, Validation, Simulation, etc.). Ensure smooth onboarding and early integration of new R&D hires. 2. Performance & Capability Development: Coordinate annual and mid-year performance reviews. Partner with R&D heads to identify training needs and technical upskilling areas. Implement IDPs (Individual Development Plans) for engineers and technocrats. 3. Employee Engagement & Retention: Conduct regular HR connect sessions with R&D employees. Address employee grievances and implement retention initiatives specific to technical talent. Drive rewards & recognition programs for innovation and design excellence. 4. Workforce Planning & Organization Development: Support R&D org design and restructuring based on project phases (Platform development, Vehicle Integration, Product Validation, etc.). Monitor headcount, internal transfers, and succession planning. 5. Compliance & HR Operations: Ensure adherence to labor laws, internal policies, and audit requirements within the R&D function. Maintain accurate HR MIS and analytics for R&D manpower. Skills Required: Strong understanding of engineering/R&D functions in automotive/agri-machinery industry. Excellent interpersonal and influencing skills. Proficiency in MS Excel, HRMS tools, and recruitment platforms. Knowledge of organizational development practices. Preferred Background: Experience in an HR role supporting R&D/Engineering/Technical functions. Exposure to tractor, Automotive, Construction/agricultural machinery or automotive OEM/Tier-1 companies is a plus.

Designation: Talent Management Manager Location: Mumbai, Maharashtra, India Department: Human Resources Reports To: CHRO Role Overview The Talent Management Manager is responsible for developing and executing strategies to attract, develop, and retain top talent within the organization. This role involves performance management, employee development, and succession planning to ensure alignment with the company's goals and objectives. Key Responsibilities Performance Management: Implement performance management systems, including setting objectives, conducting evaluations, and providing feedback. KRA setting: Design and deliver the KRA for all the roles in the organisation Compensation & Benefits: To conduct market benchmarking for C&B and work on variable pay framework for the employees. Employee Development: Creating and implementing training programs, mentorship initiatives, and other development opportunities to enhance employee skills and performance Succession Planning: Identify and develop internal candidates for key positions to ensure leadership continuity. Retention Strategies: Developing and implementing strategies to retain top performers, such as compensation and benefits programs, employee engagement initiatives, and career path planning. Qualifications Education: Bachelors degree in Human Resources, Business Administration, or a related field. Experience: Minimum of 8 years in talent management or HR roles, with at least 2 years in a managerial capacity. Skills Strong leadership and interpersonal skills: Excellent communication and presentation skills: Deep understanding of talent management principles and best practices: Analytical and problem-solving skills: Project management skills: Knowledge of employment laws and regulations: Compensation & Benefits Salary: Competitive with experience. Email: sajin.francis@everestfleet.com

Company: Mercer Description: We are seeking a talented individual to join our Psychometric Consulting team at Mercer. This role will be based in Bangalore. This is a hybrid role that has a requirement of working at least three days a week in the office. Consultant Psychometric Consultant The candidate will be responsible for supporting the sales team for the business meets for psychometric assessments discussions. The candidate will be handling psychometric assessment deliveries including Assessment Development centers Independently. Support the sales team in engaging with key clients and stakeholders at a senior level, including CXOs, for discussions related to psychometric assessments and talent development solutions. Act as a trusted advisor, understanding and analyzing client requirements and providing solution-focused approaches that align with organizational objectives. Ensure effective client engagement by delivering impactful presentations and proposals that address client needs. Provide thought leadership and strategic insights to drive client success and foster long-term partnerships. Responsible for the delivery of psychometric assessments, including Assessment Development Centers, ensuring high-quality and impactful outcomes. Stay abreast of industry trends, research, and best practices related to psychometric assessments and talent development. Demonstrate expertise in the creation and implementation of psychometric tests, assessment methodologies, and evaluation frameworks. Act as a subject matter expert, providing guidance to the team and clients on the latest trends, innovations, and advancements in the field. Collaborate with the psychometric research team to contribute to product development and enhancements based on market insights and client feedback. Represent the organization as a thought leader, delivering keynote speeches, participating in panel discussions, and publishing articles in industry publications. Contribute to the development of whitepapers, case studies, and research papers to enhance the organization's reputation and market positioning. Provide insights and recommendations on market trends, competitive landscape, and potential business opportunities. Participate in high-level discussions and decision-making processes to shape the overall direction and growth of the organization Drive thought leadership initiatives by actively participating in impactful industry events, conferences, and forums. What you need to have: Should be a post-graduate in Psychology (preferably I/O Psychology, Applied Psychology or Organizational Behavior). PhD is an added edge. At least 5 years of experience in psychometric assessments consulting Excellent communication skills, strong executive presence, computer skills, analytical ability, customer centricity; Conversant in local language is an advantage Should be willing to do development and enhancement work whenever required. What makes you stand out: Excellent communication skills, strong executive presence, computer skills, analytical ability, customer centricity. Conversant in local language is an advantage. Should be willing to do development and enhancement work whenever required. Why join our team: We help you be your best through professional development opportunities, interesting work and supportive leaders. We foster a vibrant and inclusive culture where you can work with talented colleagues to create new solutions and have impact for colleagues, clients and communities. Our scale enables us to provide a range of career opportunities, as well as benefits and rewards to enhance your well-being. Mercer, a business ofMarsh McLennan (NYSEMMC),is a global leader in helping clients realize their investment objectives, shape the future of work and enhance health and retirement outcomesfor their people. Marsh McLennan is a global leader in risk, strategy and people, advising clients in 130 countries across four businessesMarsh, Guy Carpenter, Mercer and Oliver Wyman. With annual revenue of $23 billion and more than 85,000 colleagues, Marsh McLennan helps build the confidence to thrive through the power of perspective. For more information, visit mercer.com, or follow on LinkedIn and X. Mercer Assessments business, one of the fastest-growing verticals within the Mercer brand, is a leading global provider of talent measurement and assessment solutions. As part of Mercer, the worlds largest HR consulting firm and a wholly owned subsidiary of Marsh McLennanwe are dedicated to delivering talent foresight that empowers organizations to make informed, critical people decisions. Leveraging a robust, cloud-based assessment platform, Mercer Assessments partners with over 6,000 corporations, 31 sector skill councils, government agencies, and more than 700 educational institutions across 140 countries. Our mission is to help organizations build high-performing teams through effective talent acquisition, development, and workforce transformation strategies. Our research-backed assessments, advanced technology, and comprehensive analytics deliver transformative outcomes for both clients and their employees. We specialize in designing tailored assessment solutions across the employee lifecycle, including pre-hire evaluations, skills assessments, training and development, certification exams, competitions and more. At Mercer Assessments, we are committed to enhancing the way organizations identify, assess, and develop talent. By providing actionable talent foresight, we enable our clients to anticipate future workforce needs and make strategic decisions that drive sustainable growth and innovation Mercer, a business of Marsh McLennan (NYSEMMC), is a global leader in helping clients realize their investment objectives, shape the future of work and enhance health and retirement outcomes for their people. Marsh McLennan is a global leader in risk, strategy and people, advising clients in 130 countries across four businessesMarsh, Guy Carpenter, Mercer and Oliver Wyman. With annual revenue of $24 billion and more than 90,000 colleagues, Marsh McLennan helps build the confidence to thrive through the power of perspective. For more information, visit mercer.com, or follow on LinkedIn and X. Marsh McLennan is committed to embracing a diverse, inclusive and flexible work environment. We aim to attract and retain the best people and embrace diversity of age, background, caste, disability, ethnic origin, family duties, gender orientation or expression, gender reassignment, marital status, nationality, parental status, personal or social status, political affiliation, race, religion and beliefs, sex/gender, sexual orientation or expression, skin color, or any other characteristic protected by applicable law. Marsh McLennan is committed to hybrid work, which includes the flexibility of working remotely and the collaboration, connections and professional development benefits of working together in the office. All Marsh McLennan colleagues are expected to be in their local office or working onsite with clients at least three days per week. Office-based teams will identify at least one anchor day per week on which their full team will be together in person.

Job Role: We are looking for a dynamic HR professional, who has expertise in designing & delivering leadership training programs & individual development programs. Essential Duties and Responsibilities: 1. Conduct new & first time manager leadership programs in online & classroom mode. 2. Conduct capsule leadership programs for existing leaders in online & classroom mode. 3. Design & develop email nuggets & self learning courses for existing leaders. 4. Design & develop training content as per the requirement. 5. Conduct thorough training need identifications through online forms & focused group discussions. 6. Ensure effectiveness of the programs. Required Skill Requirements: 1. Overall 7-10 Years of experience, 2 to 3 years of experience in designing & delivering leadership development programs. 2. Extensive knowledge on designing & developing training programs around leadership & capability. 3. Dynamic professional with excellent interpersonal skills and an enterprising style of work. 4. Desired Traits: Self-starter, proactive, quick & adaptive with excellent interpersonal & communication Skills. 5. Exposure on Learning Management System & psychometric assessment would be an added advantage.

Location: Greater Noida, Kasna Working Days: 6 ( 2nd and 3rd Saturdays are off) Training Lead Energy Transition Manufacturing Job Summary: We are seeking an experienced Training Lead to oversee and drive training initiatives within our energy transition manufacturing operations. The candidate will be responsible for identifying training needs, creating and managing the training calendar, and working closely with stakeholders to implement effective training plans. The role includes delivering soft skills and behavioral training, as well as rolling out a Learning Management System (LMS) to enhance employee development. Key Responsibilities: Conduct Training Needs Analysis (TNA) to identify skill gaps and align training programs with organizational goals. Develop and execute an annual training calendar, ensuring timely completion of training sessions. Collaborate with department heads and stakeholders to create and refine training plans based on team and organizational needs. Deliver and facilitate soft skills and behavioral training sessions, fostering a positive workplace culture. Implement and manage the Learning Management System (LMS) for seamless access to training resources and tracking. Monitor and assess the effectiveness of training programs, making adjustments as necessary for continuous improvement. Qualifications: Bachelor’s degree in Human Resources, Business, or related field; advanced certifications in training or instructional design are a plus. 5+ years of experience in training and development, ideally in a manufacturing or energy sector. Strong understanding of training needs analysis, curriculum development, and LMS implementation. Proven ability to deliver engaging soft skills and behavioral training. Excellent interpersonal and communication skills, with a collaborative approach to working with cross-functional teams.

Roles and Responsibilities Position Title: Sr. Executive / Asst. Manager Exposure in Industrial Relations , HR Generalist and Administration Profile Expectations Ensure compliance with labor laws, regulations, and industry standards related to Factory compliance and contract labor compliances. Coordination with various statutory committees and Non Statutory Committees, Disciplinary Proceedings and Liaison. Oversee HR generalist activities such as TNI Preparation and Execution and Effective analysis, Closely work with Head HR for implementation of Career Management Program and Succession Planning, Coordination with Multinational L&D Team for skill matrix development. Ensure smooth Facility Administration and Employee Welfare / Amenities Actively Participate in Factory Initiatives like committee formation, ISO Implementation, Identify Good catches, Kaizen, and Suggestions to improve Factory Operations Preparation of Various HR, IR and Administration MIS

Implement Kaizen,5S&TPM Implement Skill Matrix for workforce competency mapping Identify training needs,develop Training Calendar Plan & coordinate training programs,alignment with organizational goals Utilize MS Word, Excel,PowerPoint,LMS,MIS Required Candidate profile BE/B.Tech Engineer with experience in L&D from core manufacturing industries like steel,cement,power,automobile Age-35-42 years Base Location-Lucknow

Roles and Responsibilities Position Title: Sr. Executive / Asst. Manager Exposure in Industrial Relations , HR Generalist and Administration Profile Expectations Ensure compliance with labor laws, regulations, and industry standards related to Factory compliance and contract labor compliances. Coordination with various statutory committees and Non Statutory Committees, Disciplinary Proceedings and Liaison. Oversee HR generalist activities such as TNI Preparation and Execution and Effective analysis, Closely work with Head HR for implementation of Career Management Program and Succession Planning, Coordination with Multinational L&D Team for skill matrix development. Ensure smooth Facility Administration and Employee Welfare / Amenities Actively Participate in Factory Initiatives like committee formation, ISO Implementation, Identify Good catches, Kaizen, and Suggestions to improve Factory Operations Preparation of Various HR, IR and Administration MIS

Description Who we are and What we do WRI India, an independent charity legally registered as the India Resources Trust, provides objective information and practical proposals to foster environmentally sound and socially equitable development. WRI India s mission is to move human society to live in ways that protect Earth s environment and its capacity to provide for the needs and aspirations of current and future generations. Through research, analysis, and recommendations, WRI India puts ideas into action to build transformative solutions to protect the earth, promote livelihoods, and enhance human well-being. We are inspired by and associated with World Resources Institute (WRI), a global research organization. Currently over 250 researchers are working with WRI India in our offices at Delhi, Mumbai and Bengaluru. About the Role: We are seeking an experienced and insightful Competency Mapping Consultant to design and implement a comprehensive competency framework aligned with our organization s values, strategic priorities, and talent development goals. The consultant will work closely with the L&D and HR teams to build a one-page reference model and a detailed behavioral competency structure with proficiency levels to support selection, development, and performance management efforts. Key Responsibilities: Design a Value-Based Competency Framework for all roles within the organization. Identify Differentiating Competencies for critical roles. Develop detailed behavioral indicators and proficiency levels for each competency. Align competency mapping with the broader L&D strategy and organizational goals . Collaborate with Subject Matter Experts (SMEs), team leads, and stakeholders to gather role-specific insights. Enable integration of the framework into existing HR systems such as performance appraisals, career pathing, and development planning. Conduct workshops or interviews as needed to validate and socialize the framework. Recommend approaches for continuous learning and knowledge sharing to foster a learning organization. Define metrics and processes for evaluating the impact of the competency framework. Prepare presentations, reports, and training content for rollout and implementation support. Desired Profile: Proven experience in designing and implementing competency frameworks across various organizational levels. Strong understanding of L&D strategy , learning needs identification , and training processes . Demonstrated ability to work with cross-functional teams and manage stakeholder expectations . Excellent facilitation, analytical, and documentation skills. Prior experience in identifying and codifying behavioral indicators and proficiency levels is essential. Exposure to learning metrics and evaluating learning effectiveness is a plus. Preferably has worked with or in non-profit , consulting , or research-based organizations . Qualifications: Master s degree in Human Resources, Organizational Psychology, or related field. 5-10 years of experience in competency mapping, HR consulting, or L&D. Salary: Salary shall be commensurate with experience and skills. Start date: As soon as possible List of Documents to be attached: Cover Letter Resume Only shortlisted applicants will be contacted for interview purpose. Diversity, Equity, and Inclusion (DEI) @WRI India WRI India values and promotes diversity, equity and inclusion across all areas of our work and workforce. Integrating these values into our actions fosters a progressive and collaborative culture and can also enhance our impact. It is our responsibility to create a welcoming working environment for people of diverse cultures, backgrounds and experience to learn together. We are responsible for fostering a safe and inclusive workplace where questions, concerns and information about diversity, equity and inclusion are part of our ongoing dialogue and development. Learn more about WRI India s commitment to Diversity, Equity, and Inclusion (DEI). Click Here

Description Who we are and What we do WRI India, an independent charity legally registered as the India Resources Trust, provides objective information and practical proposals to foster environmentally sound and socially equitable development. WRI India s mission is to move human society to live in ways that protect Earth s environment and its capacity to provide for the needs and aspirations of current and future generations. Through research, analysis, and recommendations, WRI India puts ideas into action to build transformative solutions to protect the earth, promote livelihoods, and enhance human well-being. We are inspired by and associated with World Resources Institute (WRI), a global research organization. Currently over 250 researchers are working with WRI India in our offices at Delhi, Mumbai and Bengaluru. About the Role: We are seeking an experienced and insightful Competency Mapping Consultant to design and implement a comprehensive competency framework aligned with our organization s values, strategic priorities, and talent development goals. The consultant will work closely with the L&D and HR teams to build a one-page reference model and a detailed behavioral competency structure with proficiency levels to support selection, development, and performance management efforts. Key Responsibilities: Design a Value-Based Competency Framework for all roles within the organization. Identify Differentiating Competencies for critical roles. Develop detailed behavioral indicators and proficiency levels for each competency. Align competency mapping with the broader L&D strategy and organizational goals . Collaborate with Subject Matter Experts (SMEs), team leads, and stakeholders to gather role-specific insights. Enable integration of the framework into existing HR systems such as performance appraisals, career pathing, and development planning. Conduct workshops or interviews as needed to validate and socialize the framework. Recommend approaches for continuous learning and knowledge sharing to foster a learning organization. Define metrics and processes for evaluating the impact of the competency framework. Prepare presentations, reports, and training content for rollout and implementation support. Desired Profile: Proven experience in designing and implementing competency frameworks across various organizational levels. Strong understanding of L&D strategy , learning needs identification , and training processes . Demonstrated ability to work with cross-functional teams and manage stakeholder expectations . Excellent facilitation, analytical, and documentation skills. Prior experience in identifying and codifying behavioral indicators and proficiency levels is essential. Exposure to learning metrics and evaluating learning effectiveness is a plus. Preferably has worked with or in non-profit , consulting , or research-based organizations . Qualifications: Master s degree in Human Resources, Organizational Psychology, or related field. 5-10 years of experience in competency mapping, HR consulting, or L&D. Salary: Salary shall be commensurate with experience and skills. Start date: As soon as possible List of Documents to be attached: Cover Letter Resume Only shortlisted applicants will be contacted for interview purpose. Diversity, Equity, and Inclusion (DEI) @WRI India WRI India values and promotes diversity, equity and inclusion across all areas of our work and workforce. Integrating these values into our actions fosters a progressive and collaborative culture and can also enhance our impact. It is our responsibility to create a welcoming working environment for people of diverse cultures, backgrounds and experience to learn together. We are responsible for fostering a safe and inclusive workplace where questions, concerns and information about diversity, equity and inclusion are part of our ongoing dialogue and development. Learn more about WRI India s commitment to Diversity, Equity, and Inclusion (DEI). Click Here

Who we are and What we do WRI India, an independent charity legally registered as the India Resources Trust, provides objective information and practical proposals to foster environmentally sound and socially equitable development. WRI India s mission is to move human society to live in ways that protect Earth s environment and its capacity to provide for the needs and aspirations of current and future generations. Through research, analysis, and recommendations, WRI India puts ideas into action to build transformative solutions to protect the earth, promote livelihoods, and enhance human well-being. We are inspired by and associated with World Resources Institute (WRI), a global research organization. Currently over 250 researchers are working with WRI India in our offices at Delhi, Mumbai and Bengaluru. About the Role: We are seeking an experienced and insightful Competency Mapping Consultant to design and implement a comprehensive competency framework aligned with our organization s values, strategic priorities, and talent development goals. The consultant will work closely with the L&D and HR teams to build a one-page reference model and a detailed behavioral competency structure with proficiency levels to support selection, development, and performance management efforts. Key Responsibilities: Design a Value-Based Competency Framework for all roles within the organization. Identify Differentiating Competencies for critical roles. Develop detailed behavioral indicators and proficiency levels for each competency. Align competency mapping with the broader L&D strategy and organizational goals . Collaborate with Subject Matter Experts (SMEs), team leads, and stakeholders to gather role-specific insights. Enable integration of the framework into existing HR systems such as performance appraisals, career pathing, and development planning. Conduct workshops or interviews as needed to validate and socialize the framework. Recommend approaches for continuous learning and knowledge sharing to foster a learning organization. Define metrics and processes for evaluating the impact of the competency framework. Prepare presentations, reports, and training content for rollout and implementation support. Desired Profile: Proven experience in designing and implementing competency frameworks across various organizational levels. Strong understanding of L&D strategy , learning needs identification , and training processes . Demonstrated ability to work with cross-functional teams and manage stakeholder expectations . Excellent facilitation, analytical, and documentation skills. Prior experience in identifying and codifying behavioral indicators and proficiency levels is essential. Exposure to learning metrics and evaluating learning effectiveness is a plus. Preferably has worked with or in non-profit , consulting , or research-based organizations . Qualifications: Master s degree in Human Resources, Organizational Psychology, or related field. 5-10 years of experience in competency mapping, HR consulting, or L&D. Salary: Salary shall be commensurate with experience and skills. Start date: As soon as possible List of Documents to be attached: Cover Letter Resume Only shortlisted applicants will be contacted for interview purpose. Diversity, Equity, and Inclusion (DEI) @WRI India WRI India values and promotes diversity, equity and inclusion across all areas of our work and workforce. Integrating these values into our actions fosters a progressive and collaborative culture and can also enhance our impact. It is our responsibility to create a welcoming working environment for people of diverse cultures, backgrounds and experience to learn together. We are responsible for fostering a safe and inclusive workplace where questions, concerns and information about diversity, equity and inclusion are part of our ongoing dialogue and development. Learn more about WRI India s commitment to Diversity, Equity, and Inclusion (DEI). Click Here

Responsible for PMS Process Admin. GOAL Setting. Mid Year / Annual Perf. Review DASHBOARDS-APPRAISAL SYSTEMS- CAREER DEVELOPMENT / PROMOTIONS/ INCREMENTS/SUCCESSION PLANNING/DATA INTEGRITY-TRAINING HODs/Employees on PMS/SYSTEMS-HRBPs. Required Candidate profile MBA/MSW/MA with Min 15 - 20 Years STRONG Exposure on PMS. Strong Knowledge of PMS Process/SOFTWARE/Competency Mapping & Goal Setting/HRMS /Data Analysis & Reporting/Training & Change Mgt. Perks and benefits SALARY OPEN for a RIGHT Candidate. No Limit.