147 Culture Building Jobs

To identify and monitor Training needs. Promotes and informs employees about all training program. Displays leadership in guest hospitality, exemplifies excellent customer service and creates a positive atmosphere for guest relations.

Hiring for Talent Management-Employee Engagement Years of Experience : 4-5 Years Location : Mumbai Role & responsibilities Employee Engagement & Surveys: Design, implement, and analyse employee engagement surveys such as 360 Degree feedback to identify pulse points and areas for improvement. Develop action plans based on survey insights to enhance overall employee experience. Internal Communication: Create and drive effective internal communication strategies to ensure transparency, sharing of key updates, and reinforcing culture. Collaborate with leadership to foster open dialogue and promote a collaborative work environment. Employer Branding: Develop and execute initiatives to strengthen the company's employer brand both internally and externally. Collaborate with marketing and PR teams on campaigns, employee stories, and social media engagement. Recognition & Reward (R&R): Design and implement Recognition & Reward programs that motivate and incentivize employees. Ensure R&R, GPTW initiatives programs align with organizational values and performance metrics. Culture Building: Lead initiatives that promote our core values and embed a strong organizational culture. Drive programs and activities that foster inclusion, innovation, and employee belonging. Others: Stay updated with industry best practices in talent management and incorporate innovative approaches. Collaborate with HR and leadership teams to support HR Operations and retention strategies. Interested candidates can send resumes on ramesh.samant@metrobrands.com

Job Title: Vice President Human Resources Location: Bangalore Experience: 10-15 years About the Role We are seeking an experienced and dynamic Vice President HR to lead our human resources function. The role is critical in driving strategic HR initiatives including talent acquisition, competency mapping, succession planning, HRIS implementation, and organizational transformation. Key Responsibilities Talent Acquisition & Compensation Lead talent acquisition strategies across functions. Handle salary corrections and benchmarking in case of hiring bottlenecks. Talent Management & Development Drive competency mapping and succession planning initiatives. Implement structured leadership development and career progression programs. Technology & Automation Oversee HR automation initiatives, including HRIS implementation . Lead digital transformation of HR processes for scalability and efficiency. Organizational Change Support HR in transition and migration projects. Collaborate with leadership on organizational restructuring when required. Employee Relations & Engagement Build strong engagement practices for employees across HO and multiple sites. Ensure compliance with statutory and corporate governance requirements. Functional Expertise: Strong HR leadership background with 10–15 years’ experience. Proven track record of managing large, diverse teams across HO and multiple locations. Demonstrated success in succession planning, competency mapping, and organizational transformation .

We are seeking an exceptional Human Resource Manager to lead and oversee all aspects of HR practices and processes within our organization. Your primary objective will be to align HR strategies with our business goals, ensuring success through effective human resource management. This role encompasses job design, recruitment, performance management, training and development, employee relations, team management, and facilities management. A key component of this role is fostering an ethical and positive work culture, enhancing employee relations, and resolving conflicts effectively. Key Responsibilities Recruitment & Talent Acquisition Manage the complete recruitment life cycle to meet organizational hiring goals. Post job requirements on leading platforms, screen responses, and track results. Conduct initial interviews to assess candidates' skills, interests, and cultural fit. Act as a communication bridge between candidates and hiring managers. Handle new employee onboarding and induction programs. Market Intelligence & Talent Strategy Gain insights into the talent landscape in targeted geographic areas. Identify potential talent pools, including professional associations, user groups, and target companies. Employee Lifecycle Management Oversee exit formalities and ensure a smooth transition for outgoing employees. Implement an open-door policy to promote effective communication and employee engagement. Maintain a healthy, safe, and inclusive work environment that encourages high performance. Performance Management & Development Design and manage a performance appraisal system that fosters growth and excellence. Facilitate employee training and development programs. Employee Engagement & Culture Building Enhance employee engagement and job satisfaction. Promote an ethical and positive organizational culture through activities and initiatives. Compliance & Administration Ensure compliance with legal requirements across HR functions. Manage pay plans and benefits programs in line with organizational policies. Required Skills & Experience Human Resources Expertise: In-depth knowledge of HR practices and principles. Commitment to Learning: Proactive approach to staying updated on HR trends and practices. Communication: Excellent interpersonal and communication skills. Critical Thinking: Strong analytical and problem-solving abilities. Ethical Approach: Uphold integrity and ethical standards in all HR processes. Organizational Skills: Exceptional ability to manage multiple tasks, priorities, and deadlines. Why Join Us? Be part of a dynamic and inclusive work environment where your expertise in HR will drive positive change, contribute to employee satisfaction, and enhance organizational growth. We value innovation, collaboration, and ethical practices in our pursuit of excellence. Apply now to make a meaningful impact as our Human Resource Manager!

Role Purpose: The Sr. Manager OD will be responsible for conceptualizing, designing, and implementing organization-wide development interventions to build a high-performance, future-ready workforce. The role will focus on driving culture transformation, leadership development, change management, competency frameworks, career architecture, succession planning, and employee engagement initiatives. Key Responsibilities: 1. Organization Development Strategy Design and drive OD strategy aligned with business goals and HR roadmap. Conduct organizational diagnostics to identify gaps in structure, processes, and people practices. Recommend and implement interventions to improve organizational effectiveness. 2. Leadership Development & Talent Management Create and implement leadership development frameworks for different levels (first-line, mid-management, senior leadership). Drive succession planning and talent reviews for critical roles. Facilitate coaching, mentoring, and high-potential programs. 3. Competency Frameworks & Career Architecture Develop and institutionalize competency frameworks for roles across the organization. Build career ladders, role architecture, and internal mobility frameworks. Partner with managers to support employee career pathing and growth. 4. Change Management & Culture Transformation Lead change management initiatives for business transformations, or restructuring. Design programs to strengthen organizational culture and values. Drive employee engagement and inclusion initiatives to build belongingness. 5. Learning & Development Integration Collaborate with L&D team to design behavioral and leadership programs. Implement micro-learning and digital OD interventions. Track learning effectiveness and align with business outcomes. 6. HR Analytics & Insights Use data and analytics to measure impact of OD programs. Provide insights to leadership on organizational health, culture, and engagement. Benchmark OD practices with industry \standards and bring in innovations. Qualifications & Experience: MBA/PGDM in HR / Organizational Psychology /Organization Development from a reputed institute. 1015 years of progressive HR experience with at least 5+ years in OD / HR Transformation roles. Strong expertise in competency mapping, career frameworks, succession planning, and leadership development. Proven track record in managing large-scale change management and culture-building projects. Excellent facilitation, stakeholder management, and consulting skills. Strong analytical, project management, and communication capabilities. Desired Competencies: Strategic Thinking & Business Acumen Change Leadership & Influence Collaboration & Stakeholder Engagement Analytical Problem-Solving Learning Agility & Innovation Strong Facilitation & Coaching Skills Why Join Us? Opportunity to build and lead OD practices in a fast-growing organization. High visibility role working with senior leadership and business heads. Platform to introduce new-age HR and OD practices. Culture that values innovation, collaboration, and people development. Interested candidates are invited to submit their resumes to Nava Jyothi via email at nava.jyothi@sitaramspinners.com & WhatsApp @ +918897853143.

Role & responsibilities HR Team Building/ Rebuilding and Leadership Develop and lead a high-performing HR team within the client organization, embedding best practices and nurturing a collaborative, purpose-driven environment. Act as a mentor and coach to HR team members, building capabilities that support both individual growth and the organizations strategic goals. Change Management and Organizational Development Serve as a change leader, guiding the client through organizational development initiatives that promote adaptability and resilience in a dynamic business landscape. Drive change management processes, ensuring the successful adoption of HR initiatives that support the clients vision and foster continuous improvement. Culture Building and Employee Engagement Champion a positive workplace culture, designing and implementing employee engagement initiatives that strengthen alignment with the client's values and mission. Lead efforts to enhance employee experience, boost morale, and promote a sense of belonging within the organization. Performance Management and Total Rewards Oversee the design and implementation of a robust performance management system that drives accountability, recognizes achievements, and promotes professional growth. Strategize and manage total rewards initiatives, ensuring competitive compensation and benefits that attract and retain top talent. People Strategy and Strategic Direction Partner closely with client leadership to shape a forward-thinking people strategy that aligns with business objectives, ensuring HR initiatives drive measurable impact. Lead workforce planning, talent management, and succession planning to build a resilient, future-ready talent pool for the client organization. HR Digitization and Metrics Spearhead HR digitization efforts to enhance operational efficiency, streamline processes, and enable data-driven decision-making within the clients HR function. Establish and track key performance indicators (KPIs) to assess the effectiveness of HR initiatives, using data insights to continually refine and optimize HR strategies. Client Partnership and Relationship Management Act as the primary HR representative for the client, maintaining open and collaborative relationships to ensure alignment with their evolving business needs. Build trust and credibility with client stakeholders, consistently demonstrating the value of advanced HR practices and fostering long-term partnerships. Desired Qualification: Post Graduate degree in Business Administration specialised in Human resources or any related degree. Extensive experience as a senior HR leader with 15+ years of experience in building high-performing HR teams. Strong interpersonal and communication skills, with the ability to influence at all levels and engage effectively with client stakeholders. Excellent strategic thinking and organizational skills, with attention to detail in managing complex projects. Ability to adapt to dynamic business needs and work collaboratively as part of a consulting team. Willingness to travel regionally as required.

As a Vice President of Human Resources at our company, your role will involve leading the HR function globally and contributing significantly to the development of the people strategy as we continue to expand. You will work closely with the leadership team to foster a high-performance culture, enhance leadership capabilities, and ensure that Zycus remains an attractive place to work. **Key Responsibilities:** - **Strategic HR Leadership** - Define and execute the global HR strategy aligned with Zycus business objectives. - Collaborate with business leaders to drive organizational effectiveness, workforce planning, and leadership development. - **Talent Management & Development** - Develop programs to identify, nurture, and retain high-potential talent and future leaders. - Establish strong succession planning and leadership development initiatives. - Promote continuous learning and skill development through digital learning solutions. - **Employee Engagement & Culture** - Lead initiatives to boost employee engagement, well-being, and inclusion. - Cultivate a culture of innovation, accountability, and collaboration across global teams. - Act as a cultural ambassador, ensuring that Zycus is an employer of choice. - **HR Operations & Compliance** - Ensure compliance with labor laws and employment practices in various regions. - Utilize HR technology and analytics for data-driven decision making. - **Compensation & Benefits** - Design competitive compensation structures to drive performance and retention. - Regularly benchmark and enhance employee benefits to attract and retain top talent. - **Change Management** - Drive HR transformation initiatives to align with evolving business needs. **Qualifications & Experience:** - 15+ years of progressive HR leadership experience, with at least 5 years in a senior HR leadership role in a global SaaS or technology company. - Proven track record in building and expanding HR functions in high-growth environments. - Expertise in talent management, leadership development, employee engagement, and organizational design. - Sound knowledge of HR operations, compliance, and employment regulations across multiple countries. - Outstanding communication, influence, and stakeholder management skills. - Strategic thinker with the ability to execute hands-on when required. If you choose to join Zycus, you will have the opportunity to influence the people and culture strategy of a global SaaS leader. You will collaborate with a diverse and dynamic leadership team that drives growth and innovation in a fast-paced, entrepreneurial environment with significant impact and visibility. Additionally, you will be part of a company consistently acknowledged by industry analysts (Gartner, Forrester) as a global procurement technology innovator.,

Lead the design, delivery, and transformation of learning strategies to build technical, leadership, and digital capabilities aligned with our business vision in CNC automation, Industry 4.0, and advanced manufacturing.

What Youll Do As our HR Manager, you’ll be the architect of a people-first culture. From hiring top talent to shaping policies, driving engagement, and enabling growth, you’ll play a pivotal role in how SafEarth hires, develops, and retains its best people. Talent Acquisition & Onboarding Lead full-cycle recruitment for key business functions—sales, tech, ops, and leadership roles Design and execute scalable onboarding experiences to ramp new hires effectively Build strong employer branding strategies to attract top-tier talent in solar, sustainability, and tech sectors People Operations & Policy Define and implement HR policies, handbooks, and SOPs that reflect our values and ensure compliance Oversee attendance, leave, and HRIS tools with accuracy and transparency Ensure legal compliance with Indian labor laws, contracts, and statutory requirements Culture, Engagement & Development Drive employee engagement through pulse surveys, feedback sessions, and cultural initiatives Coordinate performance reviews, goal-setting, and career development processes Create and manage training programs to foster continuous learning and leadership development Analytics, Reporting & Strategy Use data to track hiring metrics, retention, compensation benchmarks, and engagement scores Prepare monthly HR dashboards and insights for leadership Work cross-functionally with leadership to align HR strategies with business goals Conflict Resolution & Team Support Be a go-to support system for employee concerns, grievances, and interpersonal challenges Foster a transparent, respectful, and inclusive workplace where everyone can thrive What We’re Looking For Must-Haves 3+ years of HR experience in a growth-stage company or startup environment Experience in People & Culture Roles In-depth understanding of Indian labor laws, payroll, compliance, and HR operations Experience managing recruitment, performance management, and L&D cycles Strong people skills—empathetic, proactive, and solution-oriented Bonus If You Have: Exposure to solar, cleantech, or infrastructure sectors Experience working with digital HR platforms (e.g., Keka, Zoho People, Darwinbox) Passion for sustainability, social impact, or mission-driven work

Responsibilities: * Collaborate with cross-functional teams on product roadmap & architecture * Ensure code quality, scalability & maintainability * Lead tech strategy, mentor team & drive innovation Salary: Competitive (Negotiable) + ESOPs/Equity Work from home

APPLY ONLY IF YOU HAVE DESIGNED AND IMPLEMENTED BALANCE SCORE CARD BASIS PMS Lead Performance Management (Head HR) Location: Visakhapatnam Industry: Electronics & Industrial Automation Department: Human Resources Reporting To: Managing Director (MD) and Vice President (VP) Dual Reporting Job Purpose: To lead and institutionalize a performance-driven culture across the organization through strategic implementation of the Performance Management System (PMS), including Balanced Scorecard (BSC) methodology. This role ensures performance alignment with business goals and provides data-driven insights to the MD and VP. Key Responsibilities: Strategic Performance Management Design and manage the end-to-end PMS for the organization. Act as a strategic advisor to the MD and VP to align business and people performance. Institutionalize Balanced Scorecard (BSC) to measure performance across Financial, Customer, Internal Process, and Learning & Growth perspectives. Balanced Scorecard (BSC) Framework Develop BSC-based scorecards at organization, department, and individual levels. Define SMART KPIs across all four BSC dimensions: - Financial: Revenue per employee, cost reduction initiatives. - Customer: Client satisfaction scores, project delivery metrics. - Internal Processes: Operational efficiency, compliance adherence. - Learning & Growth: Training hours, innovation participation, succession readiness. Generate dashboards and BSC reviews for strategic decision-making by MD and VP. Appraisal and Review Management Lead annual and mid-year performance review cycles. Drive calibration and moderation processes across departments. Ensure objectivity, consistency, and linkage of performance to rewards. Goal Setting & KPI Cascading Work with functional heads to set and align KRAs/KPIs based on the BSC. Ensure cascading of goals from corporate to individual levels through a structured process. Data Analysis & Reporting Provide monthly and quarterly MIS on performance metrics. Analyze performance data to identify trends, gaps, and improvement opportunities. Employee Development & Talent Decisions Partner with L&D to link performance outcomes to training and development. Enable succession planning, HiPo identification, and role readiness mapping using BSC insights. Automation & Process Improvement Leverage HRMS tools (e.g., SuccessFactors, Darwinbox) to digitize and track performance. Continuously improve PMS and BSC processes using industry benchmarks and internal feedback. Key Requirements: Education: MBA/PGDM in HR or equivalent from a reputed institute. Experience: 812 years in HR with a strong focus on Performance Management and Balanced Scorecard implementation. Industry Preference: Electronics, Industrial Automation, Engineering, or Manufacturing. Technical Skills: Proficiency in BSC, PMS modules of HRMS systems, Excel, analytics, and dashboard tools. Behavioral Competencies: - Strategic thinking and execution capability. - Strong communication and stakeholder engagement skills. - Ability to manage dual reporting and multiple business expectations. Preferred Attributes: Demonstrated experience in deploying BSC in a manufacturing or engineering environment. • Strong analytical skills to interpret performance data for leadership use. • Comfortable working in matrix organizations with cross-functional dependencies.

Head of HR for a Mid-Tier Technology firm, with office in multiple locations in India and US. The position is based in Bangalore and will report to the COO ROLE - HR Strategy & Operations - People Development - Talent Acquisition & Management Required Candidate profile - Min 15 years in HR in IT / Technology Industries - Exposure to Strategic Planning, HRD, HR Operations, Compliance - Must be at a HR Leadership role (preferably head of HR or reporting to Head HR) -

Role & responsibilities As the Talent Management Lead this person will be responsible for the design, execution and governance of strategic Talent Management initiatives like Hi-potential identification, Talent Development, Succession Planning, Career Conversation, Competency Mapping and Capability Building to cultivate a high-performing and future-ready workforce for the organization. Talent Strategy & Governance Design and implement a robust Talent Management strategy aligned with business objectives and workforce planning needs. Succession Planning Design, execute and govern well-structured succession planning process to identify and groom high-potential talent for critical roles. Competency & Capability Building Manage the Competency Management framework to identify skills gaps in the current workforce and integrate them into performance and development cycles. Build and roll out capability-enhancing programs to boost employee performance and readiness. Data-Driven Insights & Metrics Utilize HR analytics to identify talent groups, talent trends, risks/opportunities for leadership decisions. Prepare dashboards and reports on talent metrics, succession readiness, engagement, and program effectiveness. Stakeholder Partnership Collaborate with Business leaders and HR Business Partners to align talent strategies with functional priorities. Leadership Development & Assessment Design, manage, and measure leadership interventions across levels (Junior, Mid, Senior) like Assessment centres, structured learning journeys, career progression paths, and mentoring etc to strengthen leadership pipeline. Performance Management: Drive organization-wide implementation of performance management cycle. Ensure timely goal setting, mid-year, and annual performance reviews in alignment with business priorities. Coach line managers on effective performance feedback Analyze performance data to identify trends, gaps, and interventions. WHAT ARE WE LOOKING IN YOU Experience : 7-8 years Qualification Background : MBA/PGPM (HR) Prior Experience/Background : Experience in Talent Management processes design and execution. Ability to manage multiple projects at the same time and meet tight deadlines Excellent service orientation, interpersonal team skills, flexibility, initiative and team-work Ability to prioritize effectively and facilitate actions across teams, commitment to follow through Advances MS Excel and PowerPoint skills KNOWLEDGE & SKILLS Proficient in Data Management and analysis Outstanding communication & interpersonal skill Excellent Vendor Management Skill Open for travelling COMPETENCIES Analytical Mindset Professional Persistence & Accountability Creative and Innovative Interpersonal Skills Stakeholder Management Planning & Organizing

We are seeking a dynamic and people-focused People Experience & Engagement Specialist to spearhead our efforts in this domain at Beebom. Your primary responsibility will be to cultivate a vibrant, inclusive workplace that resonates with our collective vision. You will oversee the entire employee lifecycle, from onboarding to engagement, recognition, and retention, while also championing crucial culture and DE&I initiatives. With a minimum of 5-8 years of experience in HR, Employee Experience, People & Culture, or HRBP roles, you should possess a deep understanding of employee engagement, retention strategies, and culture development. Strong communication skills are essential - you should exude confidence, possess a people-friendly demeanor, and have a knack for fostering connections. Your track record should demonstrate the ability to conceptualize and implement HR programs from start to finish, blending creativity with strategic acumen. Familiarity with a range of tools such as Google Suite, Canva, Slack/Teams, survey platforms, HRMS, and preferably HR analytics tools like Power BI and dashboards will be advantageous. Additionally, experience in public speaking, event hosting, or crafting compelling narratives for employee communication will be a plus. In this role, you will serve as the driving force behind employee engagement and culture, crafting initiatives that promote team cohesion, motivation, and alignment. You will take charge of various employee lifecycle programs including onboarding, engagement strategies, performance feedback, recognition programs, and exit processes. Planning and executing inclusive team events, workshops, and wellness activities - both virtual and in-office - will also fall within your purview. As the custodian of internal communication, you will be responsible for newsletters, campaigns, celebration decks, and culture storytelling. Working closely with the leadership team, you will co-create and implement HR programs aimed at enhancing retention, recognition, and diversity, equity, and inclusion efforts. Your role will involve conducting pulse surveys, feedback sessions, and engagement analytics to derive insights for enhancing employee satisfaction. Collaborating on learning and development initiatives, leadership workshops, and capability-building programs in collaboration with internal and external experts will be a key aspect of your responsibilities. You will drive wellness and employee assistance programs with a focus on mental health and overall well-being. Additionally, you will contribute to policy communication and grievance resolution mechanisms to ensure a transparent and employee-centric workplace. If you are passionate about fostering a thriving workplace culture and influencing positive experiences for employees, we invite you to join our team at Beebom.,

As a candidate for the role at a purpose-driven Series B startup committed to ethical, sustainable, and scalable growth, you will play a key role in shaping the organization's future. With the current team strength of 500+ members, the company is at an exciting inflection point, preparing to double its workforce and amplify its mission-driven impact. Your primary responsibilities will include leading the People Strategy to ensure alignment with the mission and drive organizational growth. You will be tasked with building and championing a culture that embodies the company's values and empowers its teams. Additionally, you will design scalable HR systems to support sustainable and people-centered expansion, while also driving talent development through initiatives focused on learning, leadership, and performance. It will be crucial for you to integrate business objectives with social impact by infusing purpose into people practices. To excel in this role, you should possess an MBA with 12-15 years of progressive HR leadership experience, with at least 5 years in high-growth startup environments. Your track record should demonstrate your success in navigating the journey from early-stage development to growth phases. Furthermore, you should have experience in building and scaling agile, high-impact HR functions from the ground up. As a purpose-driven leader, you must have a keen focus on fostering culture, ensuring scalability, and providing strategic people leadership.,

As the Head of Human Resources at Alankaram, you will play a pivotal role in leading the end-to-end HR function with a focus on strategic HR, operations, talent acquisition, compliance, employee experience, and Industrial Relations. Your responsibilities will include developing and implementing HR strategies aligned to business goals, overseeing recruitment strategies, implementing performance management cycles, and ensuring 100% compliance with Indian labor laws. Your ultimate goal will be to achieve Great Place to Work certification by December 2025, reduce attrition rates, and cultivate a productive and engaged workplace culture. Your key responsibilities will involve strategic leadership by aligning HR strategies with business objectives, talent management and development by overseeing recruitment strategies and implementing career development programs, employee experience and engagement by driving initiatives to enhance the Employee Happiness Index, and statutory compliance by ensuring adherence to Indian labor laws and maintaining updated HR policies and employee handbooks. You will also be responsible for managing Industrial Relations by maintaining healthy labor relations with factory workers and floor staff, overseeing culture building initiatives aligned with the Great Place to Work journey, and ensuring HR operations efficiency by digitizing and tracking all records via HRMS. To excel in this role, you should have at least 15 years of progressive HR experience, a solid understanding of Indian labor laws and statutory norms, strong leadership and people management skills, and prior experience in a manufacturing or factory-led environment. Excellent communication skills in both English and Hindi will be essential for effective communication with employees across all levels. Success in this role will be defined by achieving Great Place to Work certification by December 2025, maintaining attrition rates below industry benchmarks, ensuring compliant and audit-ready operations, receiving high engagement metrics from employees, and establishing a strong foundation for Industrial Relations with proactive communication on the shop floor.,

We are looking for a dynamic Employee Wellbeing & Engagement Specialist to enhance employee experience by planning and executing wellbeing and engagement programs across offices, retail stores, and warehouses, fostering a positive workplace culture. Required Candidate profile 5+ yrs experience as HR Employee Wellbeing & Engagement Specialist. Strong communication, project management skills, and passion for enhancing employee experience and workplace culture.

Looking for a person from Manufacturing or Consulting & Staffing Business, for one of our prestigious client in the water Treatment Business. A person needs to be an expert in Factory compliance and HO-related operations Required Candidate profile Effective team management skills Ability to work under pressure String conceptual knowledge of theories and frameworks in HR Mandatory employee compliance Various acts related to labour law

As a Regional HR Business Partner (South) at A Good Retail Brand in India, located in South India covering Andhra Pradesh, Telangana, Karnataka, Tamil Nadu, and Kerala, you will be responsible for driving HR operations and talent management. With 5-8 years of experience in HRBP/HR Operations in retail or similar industries, you will play a crucial role in ensuring quality hiring, employee engagement, and talent retention while aligning HR practices with business goals. Your key responsibilities will include talent acquisition & manning, where you will ensure timely hiring for various roles, drive quality hiring through job portals and employee references, and develop effective hiring strategies. You will also focus on employee engagement & culture building by fostering a positive work environment, keeping employees motivated, conducting induction programs, and organizing training programs to enhance workforce capabilities. In HR operations & employee lifecycle management, you will manage the entire employee lifecycle, ensure adherence to discipline and company policies, drive high retention rates, and implement strategies for talent identification and succession planning. Additionally, you will partner with business leaders to align HR strategies with business goals, analyze HR metrics, and prepare reports and presentations using Excel and PowerPoint to track performance and drive decision-making. To excel in this role, you must have a strong understanding of talent acquisition, employee engagement, and HR operations, as well as the ability to build relationships, influence business leaders, and solve workforce challenges effectively. Proficiency in MS Excel and PowerPoint for data analysis and reporting, along with the capability to work in a fast-paced environment and manage multiple priorities, are essential. Immediate availability for joining is required. Join us for an opportunity to work with a leading retail brand, experience a dynamic work culture, have a direct impact on business through HR initiatives, and enjoy competitive compensation and growth opportunities. If you are passionate about HR and eager to make a difference, apply now!,

About MetaMorph: MetaMorph empowers startups to scale and innovate by placing people at the centre of their strategy. With a proven track record of supporting over 220 startups, we specialize in aligning talent with organizational needs, enhancing employee skills, and transforming employer brands. Our data-driven insights fuel decision-making and provide comprehensive support for both acquisition and being acquired, ensuring you are covered from every angle. About Our Client: Our client is a leading fintech enabler, driving data-driven growth for financial institutions through cutting-edge account aggregation technology. Budget: Up to 15 LPA Job Description: - Employee Lifecycle Management: Oversee processes including onboarding, appraisals, disciplinary actions, and offboarding. - Employee Relations: Address and resolve employee grievances, foster a positive work environment, and manage disciplinary procedures effectively. - Performance Management: Support managers in conducting performance reviews and creating development plans. - Autonomous Problem-Solving: Act as the go-to person for operational HR challenges, providing innovative and practical solutions. - Culture Building: Contribute to creating a collaborative and engaging workplace aligned with the company's values. Qualification: - Bachelor's degree in Business Human Resources, or related field. - 1 to 3 years of HR operations experience preferably from a fast-paced environment. - Excellent communication, problem-solving, and interpersonal skills. - Preferred - experience in developing HR policies and procedures that scale as the company grows. Why us: - Be part of one of India's leading Account Aggregators with live engagement with more than 100 BFSI clients. - Contribute and be responsible for your success story in a fast-paced and early-stage Fintech. Your contribution will be directly responsible for the company's success. - Gain a 360-degree view of the organization and have the chance to work with product and tech hand in hand. Learn from some of the best in the industry. - Fintech and BFSI focused investors and large PE funds have put their trust in us, why would you not Work Location: Pune, 5 days in the office.,

Strategic Planning Process Management Sourcing & Candidate Profiling Culture Building & Employee Engagement Training & Development Mentoring & Probation Oversight Team Leadership & Collaboration Data & Analytics Employer Branding Compliance

As the People Engagement Officer, you will play a critical role in developing and executing a comprehensive employee engagement framework to enhance the overall organizational culture. Your responsibilities will include designing and implementing engagement initiatives, improving internal communication, and championing programs that focus on employee well-being, satisfaction, and productivity. You will work closely with various teams to create a work environment that fosters motivation, innovation, and inclusivity. Your key responsibilities will encompass strategic employee engagement and culture development, internal communication and collaboration, well-being and recognition programs, employee insights and data-driven action plans, Diversity, Equity, and Inclusion (DEI) leadership, as well as overseeing general HR activities and providing guidance to the team. To excel in this role, you should hold a Bachelor's degree in human resources, Organizational Development, Business Administration, or Communications, with a background in Physiological study. Additionally, you should have at least 5 years of experience in employee engagement, internal communications, or HR leadership. Your track record should demonstrate success in developing and implementing employee engagement strategies and change management initiatives. Proficiency in data analysis, trend identification, and implementing improvement plans is essential, along with expertise in strategic culture-building initiatives and familiarity with Microsoft Office, HRIS, and engagement tools. Key competencies for this role include strong leadership and strategic thinking abilities, exceptional interpersonal and communication skills to influence stakeholders at all levels, a high level of creativity and innovation in engagement initiatives, strong analytical and problem-solving skills with a data-driven mindset, the ability to thrive in a dynamic and fast-paced environment, and the capability to collaborate cross-functionally with HR and business leaders to integrate well-being and recognition into company policies.,

About SKF SKF began its operations in India in 1923 and has since then been providing industry-leading automotive and industrial engineered solutions through its five technology-centric platforms: bearings and units, seals, mechatronics, lubrication solutions, and services. The company has transitioned from a pioneer ball bearing manufacturing company to a knowledge-driven engineering company, assisting customers in achieving sustainable and competitive business excellence. SKF's solutions offer sustainable pathways for companies in the automotive and industrial sectors to make advancements in friction reduction, energy efficiency, and equipment longevity and reliability. With a strong dedication to research-based innovation, SKF India delivers customized value-added solutions integrating all its five technology platforms. SKF Purpose Statement Together, we re-imagine rotation for a better tomorrow by creating intelligent and clean solutions for people and the planet. Job Description Position Title: Manager: People Business Enabler Reports To: General Manager- People Business Enabler Role Type: Individual Contributor Location: Pune (Factory) Purpose of the role: As a HR Partner for the business, your role is to provide support and leadership to drive the people strategy, ensuring a seamless and consistent employee experience on people processes. You are responsible for fostering positive cultural change by managing and maintaining positive employee relations, ensuring compliance with labor laws, and promoting a healthy work environment. Key Responsibilities Employee Relations: - Drive key change initiatives in the factory to enhance engagement, development, and productivity. - Foster a smooth industrial relations climate by collaborating closely with the Union/Shop floor team to ensure appropriate behaviors and discipline. - Promote an organized yet friendly work environment to boost employee productivity. - Address and resolve employee complaints and grievances in a timely and proactive manner, fostering healthy work relationships. Collective Bargaining: - Participate in collective bargaining negotiations with labor unions, if applicable. - Collaborate with union representatives to achieve mutually beneficial agreements. - Ensure the implementation and adherence to all collective bargaining agreements. Dispute Resolution: - Effectively and diplomatically handle disputes and conflicts within the workplace. - Investigate and resolve labor-related issues in alignment with company policies and legal requirements. Talent and Leadership: - Partner with various stakeholders to ensure compliance with allocated headcount and timely hiring against vacancies. - Evaluate external talent critically to ensure the right hire based on cultural and potential evaluations. - Establish a strong succession pipeline for N-3/4 leadership positions. - Develop and deploy competency frameworks for creating a future-ready workforce. - Support talent development by focusing on organizational capability, individual needs, and core competencies. Culture and Workplace: - Strive towards creating a best place to work environment. - Promote a customer-centric approach with innovation. - Drive diversity and inclusion initiatives and establish infrastructure for an inclusive workplace. - Monitor and report employee engagement levels through regular interactions. - Collaborate to create and implement employee engagement plans, maintaining and strengthening relationships. Learning & Development: - Identify training and development needs of employees and coordinate with relevant teams to provide training programs. - Encourage skill development, career growth, and succession planning within the manufacturing workforce. Metrics: - Hiring within agreed timelines. - Succession planning for all critical roles. - Improvement in engagement scores. - Cordial and harmonious industrial relations. - Zero non-compliance with statutory laws. Competencies: - Excellent communication skills. - Stakeholder management and influencing skills. - Problem-solving abilities. - Learning agility. - Drive for results and execution rigor. - Analytical skills. - Attention to detail. - Ability to comprehend, interpret, and apply relevant sections of laws, guidelines, regulations, and policies. Candidate Profile: - Post-Graduation in Human Resource Management from a reputed college. - 10+ years of experience in HRBP with a reputable brand, preferably from a manufacturing or engineering organization with a Labor Trade Union setup. - Knowledge of Factory & Labor Laws and exposure to LTS settlement is essential. - Flair and understanding for Industrial Relations required. If interested, please share your updated profile @ Sonam.dalal@skf.com About SKF SKF, with a history spanning over a century, is one of the world's largest global suppliers of bearings and supporting solutions for rotating equipment. Operating in around 130 countries with more than 40,000 employees, SKF is a truly global entity. The company's products are ubiquitous in society, playing a vital role wherever there is movement. SKF's solutions are integral to the daily lives of individuals and organizations worldwide. Learn more at www.skf.com.,

As a member of the HR team, you will play a crucial role in fostering a culture that embodies exceptional service, complete ownership, celebration of achievements, and mutual respect, all rooted in our core values. Your primary focus will be on reimagining the entire employee experience, encompassing areas such as onboarding, employee engagement, career progression, recognition of contributions, and the establishment of a robust system of trust and value. Working closely with the team, you will be involved in designing innovative HR systems and processes aimed at simplifying and enhancing the work lives of our employees. Your contributions will directly impact the overall employee experience and help create a more positive and productive work environment.,

About the Client:- Career Management Services client is a global brand in the Travel & Tourism sector , headquartered in Mumbai . The organization operates across multiple entities with a strong presence in India and international markets. About the Role: We are seeking a seasoned HR leader to join as General Manager HR Business Partnering / Talent Acquisition . This is a group-level leadership role that involves driving HR strategy, employee branding, stakeholder management, and large-scale HR initiatives across a complex organizational structure with multiple entities . Key Responsibilities: Lead HR Business Partnering and Employee Branding initiatives. Design and implement strategic HR interventions aligned with business objectives. Manage stakeholder relationships across business units and leadership teams. Drive Compensation & Benefits strategy Oversee Talent Acquisition, Engagement, and Retention strategies. Navigate and manage multiple entities with matrix reporting structures . Lead and mentor a high-performing HR team; report to Sr. VP HR Ensure impactful stakeholder communication at all levels. Champion automation and HR transformation projects . Contribute to CSR initiatives as part of organizational responsibility. Desired Candidate Profile: HR leadership experience in large, complex, and matrix organizations . Strong expertise in Business Partnering, Employee Branding, and Stakeholder Management . Proven success in leading large-scale HR projects and change management initiatives . Excellent communication, leadership, and problem-solving skills .