121 Competency Mapping Jobs - Page 5

Role & responsibilities Position : L&D Learning Partner Location: Chennai, Tidel Park (WFO) Years of Experience: 1 to 5years Education : Any Graduate Requisite Skills : Consulting, Understanding of Learning methodologies, Project Management, Training methodologies in emerging technologies, PowerPoint and Excel Job Description Understanding business and business problems Stakeholder engagement to understand learning objectives and outcomes. Strategize learning and build a learning road map for the business unit. Design and Delivery Conduct detailed Learning Need Analysis (LNA) define metrics and sign off with the stakeholders. Design delivery mechanisms, track, report and create case studies. Managing Performance Ensure continuous communication with key stakeholders (HR Business Partners, business leaders) in creating a conducive learning ecosystem. Facilitating and tracking informal learning (social/collaborative learning) Supplementary learning Measurement & Reporting Evaluating the business impact of business-specific interventions Dipstick with learners on the efficacy of the learning solutions and be flexible to modify the approach. Generating key learning reports Promoting brand L&D Complete understanding of Sify L&D as a brand and how to promote learning to various cross-sections within the company.

People Success Partner (HRBP) Associate Director (AD) We seek a strategic, results-oriented HR leader to join Zinnovs vibrant operations as an Associate Director, People Success Partner. This influential role oversees the full spectrum of HR strategy and execution for our 1000+ strong business process operations center. The successful candidate will independently drive impactful people initiatives that accelerate talent development, foster an outstanding culture, and position the center for continuous growth and operational excellence. Responsibilities Strategic HR Leadership Lead the integration of HR strategies with business operations to optimize talent management, enhance operational efficiency, and proactively scale for growth. Serve as a trusted advisor to senior leaders, aligning talent strategy with business objectives. People Experience and Culture Continuously monitor employee sentiment using innovative methods (pulse surveys, HealthCheck, exit interviews), proactively addressing areas of improvement. Design and implement powerful employee engagement initiatives that reinforce a collaborative and high-performance culture. Provide strategic counsel to leadership on engagement best practices, recognition frameworks, and culture reinforcement activities. Talent Optimization & Analytics Leverage advanced HR analytics to inform workforce planning and talent management decisions, driving strategic outcomes such as reduced attrition, improved employee productivity, and increased employee satisfaction. Develop and communicate insightful HR metrics dashboards that inform executive decisions and enhance operational performance. Performance Excellence & Learning Development Partner closely with leadership to implement high-impact performance management systems, fostering a culture of continuous feedback and professional growth. Champion comprehensive talent assessments and targeted learning interventions to address skill gaps and elevate performance across the center. Compensation & Benefits Strategy Support strategic compensation reviews, utilizing external benchmarks and internal analytics to ensure competitive pay structures that attract and retain top talent. Lead initiatives that link rewards clearly to performance and organizational impact. Employee Relations & Compliance Expertly handle complex employee relations issues with discretion and effectiveness, safeguarding the culture and integrity of the organization. Maintain a deep understanding of HR compliance requirements, proactively ensuring organizational adherence and risk management. Candidate Profile Strategic Influence: Demonstrated success influencing senior stakeholders and driving strategic HR initiatives in large, complex organizations. Operational Excellence: Proven track record managing HR in dynamic, high-volume service delivery centers, balancing strategic initiatives with operational demands. Analytical Excellence: Exceptional ability to translate complex HR data into actionable insights for decision-making. Culture Catalyst: Passionate advocate for employee engagement and culture, experienced in implementing creative programs that reinforce organizational values and high performance. Change Leadership: Experienced change management professional adept at guiding organizations through transformation, growth, and evolving business environments.

Role & responsibilities To manage end-to-end Leadership Development within the organization: Is expected to independently and strategically do: Diagnostics and Analysis Engaging with key stakeholders / senior management within the organization and conducting OD Consulting sessions with them to obtain diagnostic data and analyze the immediate areas of development of the Leadership team Using these findings to design a Leadership Development Strategy that caters to the Senior Leadership within the Organization and contributes to building and enhancing Leadership capabilities Initiating and conducting Individual SWOTs and IDPs for each BU Head, SVP and VP across all verticals and skill sets to facilitate their development and maturity as leaders Identifying critical leadership talent and their development needs Development of Strategy Formulating a robust Leadership Development Strategy, to include a bouquet of Leadership Programmes to enhance Leadership Competencies, that focuses on both long-term and immediate need Focusing on customized, role-based and skill development interventions for the Leadership within the organization Constantly seeking opportunities to garner best practices from different organizations and interact with experts from the industry for the same Identifying forums and vendors, and liaising with them to cater to development needs within the organization Collaborating closely with OD team, HR department / vertical function heads, and individual team members to ensure alignment and integration of strategies, projects and programs for successful implementation and results Implementation & MOS Facilitating effective leadership development interventions to maximize leadership effectiveness Partnering with department Heads/ Managers on the implementation & facilitation of the planned OD & team development interventions Conducting team interventions to facilitate effective cross functional working at a leadership level Engaging with the senior leadership and providing ongoing formal and informal feedback on Leadership effectiveness within the organization Measuring the effectiveness and the impact of various interventions executed at the Senior Leadership level through feedback and experience from previous interventions Ensuring appropriate steps to improve effectiveness and efficiency of the interventions in building Leadership capabilities II. To manage and drive Talent Management & Development within the organization: Partnering with management within the organization to gain a commitment from them to initiate Talent management and development programmes Creating a systematic process/ programme to identify top talent at various levels within the organization by closely working with the Heads in each vertical/ skill set and understanding the performance trends in accordance with the business plan Identifying critical roles at various levels, creating a talent pool within the organization so as to create more support for a diverse workforce and avoid redundancy of these critical roles Developing talent needs for these identified critical roles so as to create more opportunities for high potential Working with key stakeholders to create a development plan for each identified employee Initiating Succession Planning Linking the top talent management programme to a Succession Planning programme to create a strong second line for key positions at the Senior Management levels and other levels in the organization Developing a robust succession planning programme to enhance these roles to the next level III Building Organisational Culture: Internalising and institutionalizing culture by embedding values in various stages of the employee life cycle. IV Development Centers: Developing DCs , BARS , Competency matrix , certified assessor Iv To manage & drive Performance Management & Improvement: Self & team Conducting regular/ periodic one-to-one conversations with direct reportees to have discussions on their progress on individual/ team projects, discuss any challenges and concerns & create game plans on how to achieve set targets Taking concrete steps to course correct through best practice sharing within the team Making recommendations cross functionally for improving ways of working & suggestions for process improvements while working on projects and interventions Managing own personal growth and development continually by keeping self updated with current process/business knowledge and working with Reporting Manager for personal development Organization Developing & implementing OD interventions for enhancing the effectiveness of employee performance in achieving the goals and objectives of the individual and organization Reviewing the current performance management systems in the organization, checking for effectiveness and proposing for change and improvement to make it efficient to suit the business objectives and company plan KNOWLEDGE, SKILLS & COMPETENCIES REQUIRED Functional Skills and Competencies: Knowledge & experience of OD processes & practices Is expected to have: Thorough knowledge & experience of various interventions done from an OD perspective and for developing Leadership Capability, OD as a function and how it impacts the performance and development of other functions to be able to understand stakeholder/ business requirements and deliver the relevant and right solutions for the same or provide support Knowledge and experience of Project Management, Transformational Change, Leadership Approaches, and Business Process Re-engineering to be able to approach stakeholders for their requirements and needs in alignment with business strategies Affiliation with various professional forums within the industry to provide opportunities for interaction and best practice sharing Prior experience in Talent management / Learning & Development / OD, experience in people development & coaching as an HR Business Partner Competency Mapping Job Analysis, job descriptions & Behavioural /Leadership competency framework for the delivery organisation, enabling fictions and the sales organisation. Embeddeding them in various stages of the Employee Life cycle Training, PMS, IJP & Hiring Coaching Ability to coach DRs through their challenges & issues to continuously enhance performance & behaviours on delivery of tasks Ability to coach peers and seniors, and providing coaching to stakeholders to discover possibilities/ solutions to their business problems/ glitches Analytical Thinking & Decision Making Skills Knowledge and experience of conducting gap analysis and training needs analysis to be able to meet stakeholder needs and requirements and be able to provide solutions and suggestions for needs and problems. Ability to establish facts and develop conclusions and recommendations following detailed assessment and analysis obtained from Diagnostics done for various development projects within the organization from an OD perspective Ability to make, communicate and deploy decisions related to people and processes and to control, monitor and evaluate the effectiveness of the decisions implemented Ability to make tough and rational decisions while dealing with various business needs of stakeholders, even under stress Conceptualizing Ability to conceptualize on interventions relevant to providing solutions to stakeholders and the leadership within the organization Ability to analyze and form strategies on developing processes, creating and designing interventions to manage and enhance Leadership capability and Talent Management within the organization Provide creativity and innovation in OD work; take risks within context of overall strategy to initiate change and improvement Content Designing & Development Knowledge and experience of content designing for a variety of interventions related to people development and in turn contributing to organization culture and effectiveness Ability to design modular content through a variety of mediums and customize content framework and delivery to suit the stakeholder requirements and ensure favourable learning transfer environment and to enable ongoing learning Knowledge and experience of identifying and setting measures to gauge effectiveness of interventions implemented and delivered Knowledge and experience of levels of evaluating performance through training and interventions Facilitation skills Demonstrate experienced ability to facilitate interventions for mid to senior levels within the organization through Instruction Design and Training Delivery skills Presentation skills to be able to present data and project plan effectively to business/ key stakeholders as well present content delivery in an effective manner Ability to make impactful presentations and influence opinions across the organisation Ability to facilitate interventions for senior levels within the organisation Customer Centricity: (core) Customer orientation is a key competency required for this role. Consistently place a high value on customers (internal and external) and all issues and factors that relate to customer experience/ stakeholder expectations and needs Ensure delivery of all promises and commitments made to the customers/ stakeholders Required to maintain high confidentiality with sensitive information and data and display integrity People Management Performance management Conduct effective and meaningful performance conversations with DRs with equity and emphasis on behaviours Good understanding and direct experience of best practice in people management, including performance management Ability to provide feedback in constructive, firm and outcome focussed manner Influencing & Negotiating Skills Ability to have discussions with stakeholders and team members on discussing realistic timeliness for project delivery and implementation of various interventions by getting an appropriate buy-in Experience with a variety of vendors and an ability to engage and manage vendor relationships Client Relationship Management and Consulting Skills to be able to have a consultative approach to stakeholder needs and requirements Influencing and communication skills, internal marketing and demonstrable capability in relationship building at all levels Preferred candidate profile Education Graduation required Post Graduate Qualification in HR or related field required Experience Minimum of 8 years' experience in an OD or related (People and Leadership Development and Talent Management) field Experience in conducting Assessment /Development Centres. Certification preferred. Good experience and certification in Project Management preferred Certification on a variety of psychometric tools (preferred)- MBTI. DISC. Hogan Experience in creating & executing Culture Journeys . Certification preferred.(LSI/GSI/OCI) Coaching certification (ICF/CFI)

Role & responsibilities Job Summary The Head of Human Resources will oversee all HR functions across multiple manufacturing plants. This role requires a strategic leader with extensive experience in managing corporate HR operations, fostering employee relations, and ensuring compliance with labor laws. The ideal candidate will have a proven track record of working closely with promoters & top management and managing a diverse team. Key Responsibilities Strategic HR Management: Develop and implement HR strategies that align with the overall business objectives of the organization. Team Leadership: Lead and mentor a team of 5 HR professionals, providing guidance on best practices in recruitment, employee engagement, and performance management. Employee Relations: Manage employee relations issues, ensuring a positive work environment and effective conflict resolution. Compliance Oversight: Ensure compliance with all labor laws and regulations across multiple manufacturing sites. Talent Acquisition: Oversee recruitment processes, including sourcing, interviewing, and on boarding top talent to meet organizational needs. Training and Development: Design and implement training programs to enhance employee skills and career progression. Performance Management: Establish performance management systems that drive accountability and foster a culture of high performance. Compensation and Benefits: Develop competitive compensation structures and benefits programs to attract and retain talent. Preferred candidate profile Qualifications Education: Full time MBA Experience: Minimum of 20 years of experience in HR roles within the manufacturing sector, with significant exposure to corporate HR functions. Skills Strong leadership and managerial skills Excellent communication and interpersonal abilities Proficiency in HR software and data analytics In-depth knowledge of labor laws and compliance issues Interested candidate may share their updated CV with details mentioned below on given mail Id: gita.hr@vsinternational.co.in Total Exp- Current CTC- Expected CTC- Notice Period-

Job Title: Head Learning & Development (L&D) (Telegu Mandatory) Location: Hyderabad Experience: Relevant experience in healthcare/hospitals Salary: 15 20 LPA Branches: Responsible for managing L&D across two locations (Cluster Role) Job Summary: We are looking for a dynamic and experienced Head of Learning & Development (L&D) to lead training and development initiatives across two hospital branches in Hyderabad. The ideal candidate should come with a strong background in the healthcare or hospital sector and be passionate about building a learning culture that enhances employee performance, patient care, and organizational growth. Key Responsibilities: Design and implement L&D strategies, programs, and policies aligned with the organizations goals Identify training needs across departments and create customized learning modules Coordinate and oversee training sessions, workshops, and onboarding programs across both branches Evaluate the effectiveness of training programs and ensure continuous improvement Work closely with department heads, HR, and leadership teams to develop career development plans Monitor compliance training and certifications specific to healthcare standards Foster a culture of continuous learning and professional development Requirements: 7+ years of experience in Learning & Development, preferably in the healthcare or hospital sector Proven experience in managing multi-location or cluster operations Strong understanding of healthcare training needs, clinical and non-clinical staff development Excellent communication, leadership, and stakeholder management skills Ability to work independently and manage L&D strategy across different teams and levels Interested candidates can send their CVs to [smita.gurung@cielhr.com]. Let me know if you'd like a shorter or more casual version for social media posting!

Role: Senior Manager Corporate HR Exp 10-15 Years Domain/ Industry : Real Estate Developments Location- Gurugram Role & responsibilities: HR Planning, Budgeting, Forecasting per business requirement and Operating plans Provide strategic direction for setting up the Human Resources function in line with the organizational business plans and facilitate the execution of organizational HR plans and policies across all locations Ensure competitive positioning of group in the talent market by regularly updating the organizations positioning through conducting regular benchmark exercises, periodic review of organization structure, lines of control and delegation of authority. Ensure availability of critical skill sets and competencies in the organization in line with the business plans and manage people capability risks through continuous capability building, retention strategies and career & succession planning. Develop, implement and monitor HR systems for the organization, such as performance appraisal, recruitment, compensation, training & development, career and succession planning. Plan and evolve the Human Resource budget in coordination with Corporate Planning & Monitoring and controlling of Employee payroll cost. Develop and monitor the budget for HR department (including training, recruitment and organization development budget). Negotiate and monitor Service Level Agreements with various service providers to ensure value maximization for the organization. Maintain Organization staff by establishing a Recruiting, Testing& Interviewing program; Counselling Managers on Candidate Selection; Conducting and analysing Exit Interviews and recommending changes. End to End Talent Acquisition and Talent Management for different Business Verticals spanning Real Estate, Hospitality Development and Entertainments. Employee Life Cycle Management from Hiring/ Onboarding to Exits Periodic Performance review and management of employee Learning and Development, Conduct & Organize Training Sessions on Soft Skills, Behavioral Skills as per organizational needs. Ensures Legal and Statutory HR compliance by monitoring and implementing applicable HR Federal and State Requirements; Conducting investigations, Maintaining Records Maintains Management guidelines by preparing, updating, and recommending HR Policies and Procedures. Design and support organization development and culture building initiatives to create an environment most conductive to achieving business objectives. Preferred candidate profile: 1. Shall have 10+years of Experience in Corporate/ Business HR preferably in Real Estate / Construction/ Infrastructure/ Hospitality 2. Graduate + MBA in human Resources from premier B Schools. 3. Core Expertise in Manpower Planning, Budgeting and Forecasting 4. HR Business Partnering 5. Employee Life Cycle management and administrations 6. Employee KRA-KPI, Competency Mapping and Assessment Metrices 7. Performance Review and Performance Management 8. Succession planning and Cadre building 9. Organizational developments and Employer Branding 10. Cross functional coordination and Stakeholders management 11. Excellent communication and interpersonal skills Perks and benefits: As per Industry best practise.

Role & responsibilities We are seeking a dynamic and detail-oriented HR professional experience to support and drive HR initiatives across the organization. The ideal candidate will have a strong foundation in HR related deliverables in Recruitment, Learning and Development, Skill and Competency mapping, HR analytics, advanced Excel-based dashboards, and HR operations, particularly in mission-driven, consulting or service oriented environments. Preferred candidate profile Act as a strategic partner to program teams, support people strategies and aligned with organizational goals. Provide HR guidance and support to teams on employee performance, employee surveys, workforce planning, and employee relations. Drive Learning and Development initiatives from TechnoServe's Learning and Development initiatives that promote employee retention, skill, talent and competency mapping , and organization development Recruitment : Lead end-to-end recruitment processes including sourcing, screening, interviewing, and onboarding for lateral and critical hiring. Partner with hiring managers to define role requirements and develop effective hiring strategies. Build talent pipelines for current and future hiring needs, especially in niche roles within the development or consulting sectors HR Analytics : Build and manage HR dashboards and reports using Advanced Excel (pivot tables, VLOOKUP, Power Query). Analyze people data to generate actionable insights for leadership. Track key HR metrics such as attrition, engagement, recruitment funnel, and other indicators HR Operations : Plan and execute employee engagement activities, surveys, and action plans. Support culture-building initiatives, employer branding and employee communication strategies. Champion diversity, equity, and inclusion initiatives across teams. Support in HR documentation/ MIS process improvement, and compliance tracking. Familiarity with labor laws, contracts and compliance in the Indian context is most preferable HRIS - Should have exposure to develop HR IT systems with the support of global team / external vendors Bachelors or Master’s degree in HR, Business Administration, or related field from reputed institutions. Minimum 5-7 years of relevant experience in HR functions. Demonstrated expertise in HR analytics and Excel-based dashboards . Proven hands-on experience in recruitment and learning and development initiatives, and resolve employee related issues. Exposure to consulting firm, consumer focused, service driven sectors will be advantage. Experience in Learning and Development initiatives will be added advantage Knowledge on labour laws, and statutory compliance will be added advantage Excellent communication and interpersonal skills , with the ability to create and deliver impactful presentations to senior leadership. Strong organizational skills with the ability to manage multiple priorities effectively in a fast-paced, mission-driven environment with in expected timelines. Should be a self-starter, ability to network, maintain cordial relations, and a team player Incumbent should be tech savvy and ability to drive new processes Open to travel to project locations

We have been retained by a highly progressive and fast growing Pharma company to hire an " Executive / Assistant Manager - HR" to be based at their manufacturing plant based at Aurangabad. Company's HO is located at Mumbai. Details of the position are mentioned below: Company: Our client is a highly reputed and fast growing pharma with a substantial domestic and international presence. Designation: Executive / Assistant Manager - HR. Job Location: Aurangabad Role & responsibilities: Lead and manage the HR Department, ensuring effective and efficient operations. To provide a comprehensive HR advisory service to the Company. Manage the recruitment process. Support present and future company demands through growing, involving, inspiring, and preserving human capital. Stay abreast of industry trends and best practices to continuously improve HR processes. Monitor and ensure the company's compliance with state, and local employment laws and regulations, recommend best practices; review and accordingly modify policies on a timely basis to maintain compliance. Conduct training and development programs as and when required in manufacturing plant. Responsible for handling HR Audit with the support of HR team. Preferred candidate profile : 5 - 10 years of experience in the relevant field, preferably in a pharmaceutical company of high repute Knowledge of computers Excellent verbal and written communication skills In-depth knowledge of HR best practices, employment laws and regulations. Those of you whose profile matches the above mentioned description and will like to apply for this position shall forward their updated profile to director.ppi@gmail.com In case of a query, please feel free to speak to the undersigned: Kanika Vinayak, Director, Pharma Placements Inc. Mobile No: 98202 29398

Designation: Talent Management Specialist Working Hours: US Shifts: 6 PM to 3 AM Hybrid Model: 1 week WFO and 3 weeks WFH Work Location: Bangalore (current should be Bangalore or nearby) Responsibilities: 1. Collaborate with HR and business leaders to support during the performance cycle, support in talent needs and develop talent pipelines for critical roles. 2. Support in the assignment of goals, managing goal deletion process, performance review and management process, setting up of evaluation reminders and related activities. 3. Process and manage activities related to succession planning, Creation and modification of Organization charts, Future Successor Charts, cancelling of performance documents. 4. Monitor and analyze talent metrics to measure the effectiveness of talent management initiatives and identify areas for improvement. 5. Build strong relationships with internal stakeholders, including business leaders, HR partners, and employees, to understand their talent needs and provide effective solutions. 6. Handle talent management processes, including: - Manual exit process using Qualtrics tool: Managing the exit process for employees leaving the organization by utilizing the Qualtrics tool to collect necessary information and feedback. - Succession planning: Assisting in the creation and editing of organizational charts to identify potential successors for key roles within the company as per request. This will involve collaborating with HR and business leaders to ensure a smooth transition and continuity of talent. - Succession planning deactivation project : Supporting the deactivation of succession planning initiatives, which may involve updating and revising organizational charts, identifying new talent needs, and communicating changes to relevant stakeholders. - Ordering welcome gifts for Merger & Acquisition (M&A) employees: Coordinating the process of ordering and delivering welcome gifts to employees joining the company through mergers and acquisitions. This will involve liaising with vendors, tracking orders, and ensuring timely delivery. Qualifications: 1. Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree is preferred. 2. Minimum of 4 years of experience in talent management or a related HR function. 3. Strong knowledge of talent management principles, practices, and trends. 4. Proven experience in designing and implementing talent development programs, including leadership development and performance management process. 5. Familiarity with talent assessment and succession planning processes. 6. Excellent analytical and problem-solving skills, with the ability to interpret data and provide actionable insights. 7. Strong project management skills, with the ability to manage multiple initiatives simultaneously. 8. Excellent communication and interpersonal skills, with the ability to build relationships and influence stakeholders at all levels of the organization. 9. Ability to work independently and collaboratively in a fast-paced, dynamic environment. 10. Proficiency in HRIS and talent management software is preferred.

Develop & manage training calendar. Creation of training material. Create & develop training programs/courses. Identification of current & future training needs. Conduct surveys to understand the skill gaps. Outsourcing external trainers/programs if required. Leading & executing training programs. Induction & onboarding. Learning progress management. Assessing training effectiveness. Certification programs. Creation of training material..- Training completion rate, no of training hours, no of man days spent, cost per learner, ROI, Training impact. Incorporating new training technologies. ISO work.

Role Summary Lead the design, implementation, and evaluation of learning strategies that drive individual and organizational growth. Partner with business leaders to identify skills gaps and deliver high-impact development solutions. Foster a culture of continuous learning aligned with company goals and values. Key Responsibilities Develop and execute the overall L&D strategy in alignment with business objectives. Conduct training needs assessments across teams and functions. Design, implement, and evaluate learning programs (onboarding, technical, leadership, soft skills). Oversee the creation and delivery of learning content (in-person, virtual, self-paced). Partner with internal stakeholders and external vendors to deliver high-quality training solutions. Implement and manage Learning Management Systems (LMS) and ensure up-to-date content availability. Monitor training effectiveness using KPIs and feedback to improve learning outcomes. Champion initiatives in leadership development, succession planning, and career pathing. Promote a learning culture through mentoring, coaching, and knowledge-sharing initiatives. Ensure all training activities comply with internal policies and external regulations. Requirements 5+ years of experience in Learning & Development or Organizational Development. Proven experience designing and delivering training programs across various levels. Strong understanding of adult learning principles and instructional design methodologies. Proficiency in using LMS platforms and digital learning tools. Excellent communication, facilitation, and stakeholder management skills. Ability to analyze data to measure learning effectiveness and ROI. Bachelor's degree in Human Resources, Education, Organizational Psychology, or a related field. Preferred Qualifications Experience in a fast-paced, high-growth, or technical environment (e.g., renewables, tech, engineering). Certifications in L&D, coaching, or instructional design (e.g., CPTD, ATD, Kirkpatrick, etc.). Familiarity with change management and employee engagement strategies.

We're Hiring: HR Manager / Senior Manager for Patna, Bihar Zenplus Private Limited is on the lookout for a dynamic HR Manager / Senior Manager to join our growing team in Patna, Bihar. In this role, you’ll be responsible for leading our HR function end-to-end, from Talent Acquisition to Payroll, Compliance, and Strategic HR Initiatives. You’ll play a key role in shaping the people and processes that drive our success. Key Responsibilities: Develop and implement HR strategies and policies Oversee payroll and compensation management Lead performance management processes Manage HR budgeting and cost optimization Drive recruitment and onboarding Design and manage rewards & recognition programs Organize employee engagement activities Maintain HR data and records accurately Ensure compliance with statutory and labor laws Handle industrial relations and grievance redressal Manage employee exits and full-and-final settlements What We’re Looking For: Experience: 7-10 years in HR management Qualification: Graduate / MBA in HR or Industrial Relations Strong background in recruitment, payroll, compliance, and employee relations Excellent leadership and interpersonal skills Proficiency in MS Office and HRMS/payroll tools Willingness to travel within the region High level of discretion and decision-making capability How to Apply: Send your updated resume to: roussel.swaries@zenplus.in Or WhatsApp us at: 7738007108

Job Title: Deputy Director Career Development Cell Job Location: Bengaluru North, Karnataka, India Position Overview: The Deputy Director Career Development Cell will play a leadership role in driving the University’s strategic initiatives focused on career readiness, industry-academia collaboration, innovation, and research in career development. This role is not focused on placements or internships but is crucial in building frameworks that enable students’ long-term career success, research-driven engagement, and skill transformation aligned with industry and global trends. Key Responsibilities: Strategic Career Development: Design and implement long-term strategies for student career success beyond immediate placement needs. Introduce and manage programs aimed at enhancing employability, life skills, career clarity, and leadership competencies. Develop frameworks to integrate career development across all academic levels and disciplines. Academic-Industry Engagement: Build and nurture partnerships with industry leaders, professional bodies, and research institutions. Facilitate faculty-industry engagements for live consulting projects, academic advisory, and real-world exposure. Collaborate on developing curriculum enhancements to align with emerging global and industry trends. Research and Innovation in Career Development: Lead applied research on career development trends, graduate employability, and future-of-work readiness. Guide research scholars and publish in reputed journals on topics related to education-to-employment transitions, skill development, or industry-academic synergy. Secure research grants or project funding in collaboration with industry, government, or international agencies. Thought Leadership & Student Engagement: Conceptualize and organize leadership talks, panel discussions, career awareness initiatives, and capability-building forums. Mentor students in developing career roadmaps, participating in national and international competitions, and building portfolios. Represent the Career Development Cell at academic conferences, policy forums, and industry conclaves. Key Qualifications and Experience: Ph.D. in Management, Education, HRD, or related disciplines from a reputed institution. Graduation and post-graduation from recognized universities, preferably with international academic or professional exposure. 15 + years of experience in higher education, academic administration, or industry-academia initiatives, with at least 5 years in a senior strategic role. Strong track record of research publications, guidance to scholars, and successful project delivery. Proven experience in building academic-industry partnerships and facilitating interdisciplinary initiatives. Exposure to career research, capability development, and competency-based education frameworks. Excellent communication, analytical, and stakeholder management skills. Preferred Attributes: Ability to create future-forward programs that combine education, research, and industry engagement. Experience in consulting, project management, or executive education is an added advantage. High level of professional integrity, thought leadership, and passion for transformative education. Comfortable working in a collaborative, multi-disciplinary, and outcomes-driven academic environment.

Drive initiatives related to performance management, organizational development, learning & development, succession planning & talent retention fostering a high-performing and engaged workforce. Lead change management initiatives Required Candidate profile Candidates with MBA-HR & 8 + yrs exp in Organizational Development, or a related field. Expert in driving PMS, L&D, OD & succession planning. Excellent communication skills

Training & development manager 100% training & development to the employees and staff and to ensure 100% Compliance towards Audits. Training Need analysis Adherence to Training Calendar Skill and Competency mapping and Gap Analysis Zero NC in Audits Required Candidate profile Exposure of setting up of Training Centre Should be a good team player Good communication & facilitation skills, computer knowledge on training methods & concepts good listening & counselling

Role & responsibilities Design and deliver employee induction programs Competency mapping and framework development Prepare and execute L&D calendars Manage vendor relationships and negotiate contracts Facilitate seamless coordination for training sessions Apply the Kirkpatrick Model to assess training effectiveness Track and analyse L&D metrics using Excel/Power BI Preferred candidate profile Flexibility to travel pan-India for training and development initiatives Strong organizational and interpersonal skills Data-driven mindset with expertise in Excel/Power BI Knowledge of industry-best practices and learning models

Job Title: Learning Services Specialist Location: Business Unit Rail Vehicle System, Palwal India [Plant] Experience : 6-10 years (preferably in a manufacturing setup) Preferred Background: Experience in a manufacturing plant or industrial environment is must Exposure to OD, change management, and ISO/TPM environments is desirable Primary Responsibilities- Learning Services: Design, implement, and manage annual training calendars for employees. Conduct Training Need Identification (TNI) through competency review, skill gap analysis, and interactions with departmental heads. Drive capability development initiatives in technical, behavioral, functional, and leadership domains. Monitor training effectiveness using frameworks and drive continuous improvement. Ensure compliance with mandatory trainings (Safety, Quality, POSH, etc.). Participate and facilitate for the internal and external audit for Training & Development. Collaborate with external partners, vendors, and institutes for specialized programs and certifications. Lead digital learning adoption through LMS platforms and coordinate e-learning interventions. Experience in facing audits (IRIS/IATF/ISO) Secondary Responsibilities- Employee Engagement: Employer Branding: Educational Qualifications: Full-time MBA/PGDM in HR or related field from a reputed institute or certification in HR/Psychology/L&D

We are looking for Head Capability Development with Leading AI based Co. Exp - 10+ Years Location - Noida Work Mode - 5 Days We are looking for a dynamic and experienced Head of Technical Capability Building to design and lead a comprehensive skill development engine for our operations organisation. This role will be responsible for creating a structured, scalable, and business-aligned approach to building capability across three key pillars: Technical capability mastering tools, platforms, automation Functional capability strengthening financial modelling, equity research, sector expertise Process capability improving SOP adherence, execution discipline, SLA and accuracy metrics. This role will require this individual to set the vision, create the systems, and execute hands-onpartnering closely with stakeholders to embed learning.

Role & responsibilities Designation: General Manager / Senior Manager HR - Generalist / Corporate Profile. Relevant Experience : Should have experience of HR in Manufacturing & Marketing Company. (Preferred FMCG, PHARMACEUTICAL COMPANY). Job description: Handle all HR activities of the Company for all the 3 major teams. 1] All India Sales Force Team. 2] Factory Team Members (Ranjangaon MIDC, Pune). 3] Corporate Office Team. 2. Prepare & Implement company policy. 3.Take care of all statutory compliance related to employees. 4. Recruitment. 5.Manage Employee life cycle. 6.Appraisal and Increment. 7.Training Coordination. 8.Full & Final Settlement. Preferred candidate profile Good Communications Skills Honest, Hard Working Ambitious & Positive Thinker Proficient English Writing / Speaking (Mandatory People with the relevant experience can apply 10 - 20 years of experience in Manufacturing & Marketring Company • Relevant Experience in Pharma Dynamic , Versatile Location : Corporate office Shivaji Nagar , Pune (also regular travel needed to Factory) Candidate should accept the challenge to increase the Veko Family from current 250 people to over 1000 members in next 3 years C onfident Candidates may write directly to info@vekocare.com with a propoer covering note

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

Role & responsibilities Get TNIs from different department & Compile the analysis to draft training calendar. Release of training plan & conduct of training & provide necessary training material. Record keeping of attendance, test paper, Skill matrix/competency, Evaluation form & feedback. Update & design the new training material/test paper/Evaluation form as per requirement & changes Generate MIS report daily basis. Implementation of LMS Digitilization of Training Tools Induction & DOJO training Conduct skill matrix audit as per plan to identify gaps of skill levels & impart training. Participate in customer audits & update of system as per requirements. Record keeping of suggestion & kaizen & Plan/Conduct of Kaizen review meeting & kaizen reward distribution. Leading skill development project under Lean Manufacturing activity. Preferred candidate profile Perks and benefits