78 Culture Building Jobs - Page 3

Ensure program goals, scope and target audience is well identified to ensure relevance and adherence across regions and product lines Tailor new programs to address specific regional and product-related requirements Set cross-functional and cross-regional mentoring pairing opportunities, promoting knowledge sharing and collaboration Establish clear processes and tool for matching mentors and mentees, including criteria and procedures Deliver briefing sessions for mentors and mentees, covering topics like effective mentoring techniques and program expectations Program Management & Coordination Collaborate with cross-functional (Production Lines) and regional teams (RPO) to ensure program alignment and support Manage the entire mentoring life cycle, from recruitment and matching to ongoing support and evaluation Implement regular communication and check-ins between mentors and mentees, addressing any issues or concerns Track program progress and outcomes, using metrics to measure effectiveness and identify areas for improvement Prepare reports (KPIs defined and monthly follow-up) and presentations for stakeholders, showcasing program impact and results Mentoring Culture & Engagement Recognize and celebrate the achievements of both mentors and mentees Encourage open communication and feedback, fostering a supportive environment for mentoring relationships

Role & responsibilities Analyzing business structures, procedures, processes, and the utilization of resources. Contributing to the restructuring of departments to increase efficiency and align activities with business objectives. Designing and implementing a variety of developmental initiatives, action plans and programs. Facilitate change management initiatives and provide support to leadership in driving organizational change. Collaborate with HR and leadership to identify and address workforce planning and talent management needs. Measuring the impact of interventions on staff performance, efficiency, employee retention, and job satisfaction. Preferred candidate profile Excellent project management & budgeting skills with the ability to handle multiple projects simultaneously. High level of emotional intelligence and interpersonal skills. Familiarity with e-learning platforms and practices Proficient in MS Office and LMS Sharp business acumen Ability to build rapport with employees and vendors.

Role & responsibilities Lead end-to-end hiring: manpower planning to approvals, drive Employee Referral Program, manage consultants, reduce TAT through data-driven strategies. Optimize post-induction process to enhance policy awareness, training, and onboarding experience. Drive engagement through 1:1 connects, mentorship, D&I, well-being, and career development programs. Conduct training needs analysis, design and execute programs aligned with business goals. Lead Zing LMS implementation, manage training calendars, attendance tracking, and learning initiatives. Ensure timely goal setting and alignment of employee objectives with business priorities. Oversee PMS accuracy, KRA updates, and manage increment cycles with fairness and consistency. Drive performance discussions for PIP cases with proper documentation. Lead Rewards & Recognition (R&R) initiatives to boost motivation and appreciation. Preferred candidate profile Experience : 6 to 10 years in HR with expertise in Talent Management, L&D, Engagement, and PMS. Education : Bachelor's/Masters in HR or related fields; HR certifications (e.g., SHRM, CIPD) preferred. Skills : Strong communication and stakeholder management HRMS & LMS proficiency (ZingHR preferred) Analytical, data-driven mindset Project management and strategic thinking Employee-centric and high on confidentiality & integrity Preferred : Experience in fast-growing or MNC environments and a strong track record in training design and delivery.

*Develop & Implement OD Strtgy *Conduct all 5 units committee meetings *Follow up with Welfare officers& NGO for IC commitee *Workers grievance reporting *Execute Buyer Training & Dvpt programme *Ensure smooth Info. Flow& Collabration *Manage Hotline Required Candidate profile *LADY ONLY- MBA /MSW with 5 yrs exp specifically in Garments/Textile Cos in OD *Good knowledge of grievance redressal,O.D Activities *An initator,self carrying &able to talk to Foreign Buyers *Computr

FEMALE, mfg/auto MNC working prefer Excellent English Communication must HRBP, TA, Employee Engagement, Welfare, PMS, IR, L&D, C&B, HR Analytics, Reporting/MIS, Competency Mapping, Talent Development, OD, HRMS, plant & corporate exposure a plus.

EC-Council is hiring! Position- Talent Development & Culture Partner Location: Hyderabad or Mumbai, India. Onsite working About EC-Council EC-Council is the worlds largest cybersecurity technical certification body. We operate in 145 countries globally, and we are the owner and developer of various world- famous cybersecurity programs. We are proud to have trained and certified over 220,000 information security professionals globally that have influenced the cybersecurity mindset of countless organizations worldwide. www.eccouncil.org Position Overview Join the dynamic People Team team of EC-Council! This global industry leader seeks a Talent Development & Culture Partner to support the talent development, performance excellence, engagement and cultural success in a fast-paced, nimble, creative environment. The role develops, defines and execute key learning, talent and cultural initiatives that will maximize talent across the organization in the areas of functional, performance management, organization design, and DEIB (diversity, equity, inclusion and belonging) initiatives. Reporting to the Global HR Head, the Talent Development & Culture Partner will deliver on the company's employee value proposition through the effective development and delivery of progressive, dynamic solutions to drive company-wide strategies such as external and internal programmatic experiences through skill building, coaching, speaker series, and DEIB campaigns to create high impact development experiences. This will involve collaborating with the HR team and business stakeholders to create and implement strategies that align with our goals, foster a culture of continuous growth, and bring our values to life. Key Responsibilities Talent Development: - Develop, organize, and direct development initiatives throughout the company including succession planning, talent reviews, coaching and performance consulting. - Researches, plans, organizes, administers, tracks and reports on programs through classroom, on-line, and webinar training sessions for all levels of employees. - Develops material to support current and new development programs (i.e. org charts, workflows, job aids, marketing collateral). - Consistently identifies and recommends changes to current programs and initiatives that lead to cutting-edge improvements in the learning and development space. - Manages the internal Talent Development inbox responding to ongoing employees questions and requests. - Manages and maintains all required data and records (i.e. Engagement Survey, Talent Review, 360 Degree Feedback). - Oversees company and vendor representatives who are acting in the role of facilitators for a specific program or initiative. - Anticipate and react quickly to shifts in strategy/focus by realigning and re-prioritizing work streams as necessary. Performance Management: - Support the design and management of performance management processes, including goal-setting, performance evaluations, check-in conversations, and calibration. - Help design the branding and successful launch of our new programs and platforms. - Innovate and implement strategies for recognizing and rewarding exceptional performance. - Co-design a business-partner led performance calibration process, providing tools/resources and training that enable PBPs to implement. Talent and Succession Planning: - Create the building blocks for a talent identification process including criteria creation for critical roles and high -potential talent. - Support the design and management of a new talent review process, creating tools, frameworks, and resources to enable HR partners work with leaders to forecast future talent needs and develop succession planning strategies. - Develop and manage against the talent road map, tracking trends, as well as communicating progress, risks, and issues throughout the talent cycle. Employee Engagement: - Work with the HR team to build a comprehensive employee listening strategy to ensure data/employee feedback is captured and used to inform talent initiatives/program. - Lead efforts to enhance employee engagement through regular annual engagement surveys. - Gather and analyze employee feedback and use insights to drive improvements in engagement and overall employee experience. - Influence a culture of knowledge sharing by ensuring intellectual capital is being leveraged to ensure consistent and transparent communication. Compliance and Diversity: - Ensure that talent management practices are aligned with legal and regulatory requirements by partnering with our legal team. - Promote diversity, equity, inclusion and belonging (DEIB) programs by integrating them into talent management practices. Required skills, experiences and qualifications - MBA or degree in human resources or similar field. - 10 to 15 years of experience in talent management, human resources, or a related field, with proven success in developing and implementing talent management strategies. - A strong understanding of performance management, learning and development, and employee engagement principles. - Experience effectively collaborating across levels. - Experience using data to guide decision-making and measure the impact of talent management initiatives. - Instructional design experience to help develop materials (guides, decks, and workshops) to support the successful roll-out of Talent Management programs. - Exceptional facilitation and project management skills. Candidates with International exposure and available to join at short notice are preferred. Additional Information We are an equal opportunity workplace and an affirmative action employer. We are always committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status and we do not discriminate based on such characteristics, or any other status protected by the laws or regulations in the locations where we work. EC-Council is committed to working with and providing reasonable accommodation to individuals with disabilities. If you have a medical condition or disability which inhibits your ability to complete any part of the application process and need a reasonable accommodation to complete the process, please contact us nisha.rawat@eccouncil.org and let us know how we may assist you. This notice together with our Privacy Policy and Terms of Use of this website and any other documents we mention here are meant to inform you on what personal data about you we collect, use, disclose, share or otherwise process when you are applying for a job at EC-Council or when EC-Council contacts you for recruitment purposes. Please read carefully to understand our views and practices on how we protect your personal data - Privacy Policy EC-Council (eccouncil.org).

We are looking for a seasoned HR generalist who thrives on structure, consistency, and quiet ambition. In this role, you will lead our People function across the employee lifecycle - from hiring and onboarding to performance and engagement. You will work towards bringing a seamless, people-first approach to our high-performing, fast-moving team. What You Will Own Be the point-of-contact for all HR-related operations across time zones. Drive structured execution of hiring, onboarding, policy governance, engagement, and compliance. Partner with team leads and BU heads to run performance processes, address employee relations, and drive culture initiatives. Lead internal people communications and cross-functional coordination. Maintain documentation, workflows, and systems with discipline and attention to detail. Supervise and mentor HR Associates, ensuring smooth coverage across shifts. What Sets You Apart 6+ years of experience in end-to-end HR roles; exposure to SaaS or B2B tech environments is a plus Hands-on with operational HR; comfortable also driving mid-level strategic projects Known for being dependable, organized, and calm under pressure Excellent communicator and team collaborator, especially across functions and shifts Familiar with modern HR systems, practices, and documentation

Responsibilities: * Lead cultural transformation through competency mapping & development * Oversee organizational change initiatives with succession planning & leadership dev Provident fund Annual bonus

-Execute HR strategies & manage end-to-end life cycle of employees including PMS, payroll, L&D, RNR, statutory compliance -Take initiatives to enhance employee engagement -Utilize HR analytics to provide insights for informed HR & business decisions

Job Title : Head Administration & HR Department : Administration & HR Company Name : GEECO Enercon Pvt. Limited Work Location : HO, Thuvakudi, Trichy. Role Summary: Overseeing the planning, organization, and control of activities within the Administration & HR department. Developing and implementing HR strategies and initiatives that align with overall company objectives. Facilitating strong management-employee relations by addressing demands, grievances, and other issues to foster a collaborative work environment. Responsibilities: Coordinate and collaborate with team members and employees to ensure alignment with company objectives, fostering a cooperative environment to achieve organizational goals efficiently and effectively. Prepare, manage, and oversee the creation and distribution of correspondence, reports, and documents, ensuring accuracy and timely communication. Organize and coordinate meetings, conferences, and travel arrangements, ensuring all logistical details are managed efficiently and effectively. Follow schedules, delivery timelines, and other instructions in coordination with clients, ensuring all requirements are met accurately and punctually. Prepare, compile, and distribute minutes of meetings and presentations, ensuring comprehensive documentation and timely dissemination of key information. Arrange and confirm appointments, ensuring all scheduling details are managed accurately and promptly. Organize internal and external events, ensuring meticulous planning and execution to meet organizational objectives and expectations. Manage company correspondence, including phone calls, emails, and other communication channels, ensuring timely and professional responses in alignment with organizational standards. Establish and manage work procedures, ensuring adherence to organizational standards and efficiency in operations. Collaborate with all departments to compile periodic Management Information System (MIS) reports and maintain databases securely and confidentially. Adhere to all company rules, regulations, and procedures as communicated periodically, ensuring full compliance in all activities. Undertake official external visits as necessary, ensuring effective representation and fulfillment of organizational objectives. Support the day-to-day operations of the company, contributing to smooth and efficient functioning across all departments. Contribute to the formulation of the organizational structure, ensuring alignment with strategic objectives and operational efficiency. Contribute to manpower planning and development, aligning strategies with organizational goals for effective workforce management and growth. Ensure accurate and timely updates of payroll records by meticulously reviewing and approving changes in exemptions, insurance coverage, savings, deductions, job designations, as well as department and division transfers. Oversee employee attendance to ensure accuracy and compliance with company policies and procedures. Processing the distribution of salaries and annual bonuses to all employees, ensuring timely and accurate payments. Additionally, detailed salary slips will be issued to each employee, providing a comprehensive breakdown of their earnings and deductions. Ensuring the smooth operation of payroll by maintaining accurate records and processing payments, while strictly safeguarding the confidentiality of all employee information. Conducting a thorough audit of HR functions to evaluate and ensure compliance, effectiveness, and efficiency, while identifying areas for improvement and maintaining the confidentiality of sensitive information. Preparing and issuing promotion and increment letters, ensuring accurate documentation and timely communication to employees, while maintaining the confidentiality and professionalism of the process. Ensuring appropriate security measures for all HR-related functions, safeguarding sensitive information, and maintaining the integrity and confidentiality of HR operations. Conduct a thorough analysis of current compensation and benefits policies and make necessary modifications to establish robust and competitive programs that attract and retain top talent. This includes benchmarking against industry standards, incorporating employee feedback, and ensuring alignment with organizational goals and budgetary constraints. Oversee statutory compliance for regulations like ESIC, PF, and the Factories Act. This includes updating policies, conducting compliance audits, training staff on regulations, and ensuring timely submission of required documentation to regulatory bodies. Manage employee grievances by addressing concerns promptly, conducting thorough investigations, and implementing fair resolutions. Ensure clear communication, maintain confidentiality, and follow established protocols to foster a positive work environment. Manage employee welfare activities by organizing health and wellness programs, facilitating recreational events, and offering support services. Ensure activities are inclusive, promote work-life balance, and align with employees' needs and interests. Manage the leave management system by tracking leave requests, ensuring accurate record-keeping, and addressing any discrepancies. Ensure compliance with company policies and legal requirements while maintaining clear communication with employees. Manage exit interviews and other relieving formalities by conducting thorough interviews, ensuring all necessary paperwork is completed, and addressing any outstanding issues. Maintain clear communication, provide feedback to improve retention, and ensure a smooth transition for departing employees. Qualifications / Requirements: Experience : 20 Years & above Education Qualification : MBA (HR) / MA (HRM) Industrial Type : Manufacturing / Industrial / Production Functional Area : HR & Administration Language : English and Tamil Age : 38 to 50 Years Preferred Location : Trichy & Thanjavur Skills Required: Strong communication and software skills. Strong leadership capability. Strong written and verbal communication skills. Strong creativity and critical thinking abilities. Interpersonal skills for building and developing relationships with employees. Excellent time management and organization skills Identification of Challenges. The ability to think strategically. Excellent analytical and problem-solving abilities, with a strategic mindset. Creative talent and the ability to solve tough problems. Being organized and able to manage multiple task simultaneously. How to Apply: Interested applicants can send your resume through e-mail. Please include your photo, current salary, expected salary in the resume & also clearly indicate the Job / Position for which you are applying in the subject line. Kind Attention: If you are interested in this or any of our job position, kindly apply directly to us through this job portal / our website / our email. Please note that we have not authorized any firm / company / any person for our recruitment. Contact Information: The Human Resource Department, GEECO Enercon Pvt. Limited (HO), D/C 6, SIDCO Industrial Estate, Thuvakudi, Tiruchirappalli 620015. Tamil Nadu, India. Tel: 0431- 2501239, 2501312. Mobile: +91-73056 26983. E-mail: careers@geeco.in

We are trying to find someone that can come on board quickly. JOB RESPONSIBILITIES (Including, but not limited to:) Leading Exit process, Attrition analysis, understand industry trends and develop retention strategies Capable to manage grievance matters, change management, and all other employee-relations matters Build strong understanding of the buisness unit/vertical and lead weekly meetings with management to support on people issues Lead platforms like Townhall on streghthening 'Connect' with employees and leadership; propose corrective actions/initiatives focused on engagement Effectively lead Probation Evaluation and Performance Improvement Process (PIP) for successful closure Lead end-to-end Performance Management cycle from Goal Setting through Year End evaluation, facilitating feedback culture in the business unit/vertical Maintain Accuracy of the Data like Exit, Retention cases, PIPs etc. Manages and resolves employee relations issues. Conducts effective, thorough, and objective investigations Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention Build employee and management awareness on HR policies and interpretation in respective business unit Lead Reward & Recognition Program to create appreciating culture in the respective business unit/vertical Lead promotions and transfers in line with business rationally in partnership with management Lead various allocated HR Projects Performs other related duties as assigned REQUIRED SKILLS AND QUALIFICATIONS Preferred masters in human resources 10 plus years of high caliber HR Generalist Good Hands-on experience on HR Processes Strong Communication Skills People Management Skills Willing to work in Day/Swing Shifts Detail Oriented Positive attitude Good Time Management Skills Good Problem-Solving Skills Good understanding of market trends vis--vis People Processes Flexible -takes direction with ease Critical thinking -takes initiative -self-motivated Intermediate to advanced skills in MS Word, MS Excel, MS Outlook

Job Summary: The HRBP orchestrates the implementation of the business entity talent agenda, programs, and performance initiatives across the organization. With support from HRBPs, and COCs (Centers of Competence), the HRBP will ensure that HR priorities are aligned, and key human capital outcomes are monitored to achieve optimal results for the business. This position carries accountability for working directly with the business to solve for business problems with talent strategy, promoting organizational effectiveness, delivering, and contributing to existing and new programs and initiatives, maintaining, and improving the local business's identity and culture. Role & responsibilities : HR Strategy: Contribute to the global unit talent agenda, define priorities surrounding their respective entity or geo aligned to business strategy and work with CoC (Centers of Competence) functions to drive integrated solutions. Provide feedback to the business by monitoring emerging business opportunities and risks; play an active and influential role in the decision-making process and alignment of the business and talent agenda. Talent Management: Drive the attraction, development, and retention of diverse high caliber talent. Execute the executive lifecycle process as it comes to performance and strategic talent review. Client Management: Participate as needed in site strategy and pitching to contribute to overall business growth strategy. Strategic workforce planning: Anticipate future talent requirements based on business growth plans, devise strategies to address talent gaps, leverage expertise to facilitate optimal staffing decisions and planning. Rewards: Partner with the CoC to ensure competitive compensation and benefits to support the ability to attract and retain top talent; accountable for executive lifecycle process inclusive of compensation, rewards, benefits, etc Engagement: Ensure appropriate strategies and practices are implemented to increase employee engagement and manage risk effectively. Based on the outcomes of employee engagement evaluations, apply organizational actions as needed. Organizational development: Assess and advise on opportunities to improve effectiveness and efficiency through changes in structure, process, or job redesign. Learning and Development: Utilize effective processes to determine learning needs, initiate developmental actions and share outcomes across the business to drive performance improvement. Culture: Consult on business issues to protect, strengthen, and leverage company culture. Cost management: Interpret, analyze, and manage budget to meet or exceed business objectives. Analytics: Leverage people analytics data and devise insights to create targeted business plans, modify strategies as needed, to evaluate business trends. Preferred candidate profile : 15+ years experience from Top IT companies in Business HR Partner role Excellent Strategy maker and implementing Strong influencing skills Business acumen Strong HR Knowledge HR Policies, Performance management, talent development, career management, reward & compensation processes strategies, diversity management, employee relations, etc. Leveraging Networks Consulting Skills Business Leader Coaching Managing difficult conversations Engage and Build Talent Analyze data Analytics and apply insights from enterprise trends to respective unit. Experience working in matrixed and global environment/companies.

Role & responsibilities The lady would be a part of the Indias leading independent Digital and Infrastructure Services Company providing world-class passive telecom infrastructure products and allied services to Telecom Networks and have an opportunity to contribute & be part of an Exciting transformational journey. 1. Focus: The role typically emphasizes people-centric strategies and is more likely to focus on employee experience, well-being, and company culture. 2. Responsibilities: A CPO may be more involved in fostering collaborative environments, developing leadership programs, and improving employee engagement and satisfaction. 3. Perspective: The title suggests a shift towards seeing employees as people rather than just resources. It aligns with a modern, holistic approach to HR that focuses on both emotional and professional aspects of employees. Preferred candidate profile : The Successful Applicant 1. The ideal candidate will possess a postgraduate degree in HR with 20+ years of experience in HR function and projects. 2. They should demonstrate strong analytical skills, business acumen, and effective communication. Deep expertise in digital technologies, customer engagement, and strategy implementation is essential. 3. Proven leadership in driving cross-functional teams, data analysis, and innovation in digitalization efforts are required attributes for this role. 4. Proven leadership in driving a cultural transformation in a mid-sized company 5. Excellent leadership, communication, and interpersonal skills. 6. In-depth knowledge of HR best practices, labor laws, and compliance requirement Perks and benefits : Offer to you: 1. Outstanding remuneration and best in class rewards 2. Opportunity to be with a globally benchmarked organization with best in class-facilities and people practices 3. Opportunity to be part of a transformational team & fast track career growth 4. Everything done is shaped by 6E framework of External Focus, Expertise, Execution, Empower, Energy & Edge. 5. Equal opportunity to employees, value diversity with best-in-class people practices. If this sounds like you and the opportunity you are looking for, apply now and be a part of exciting growth journey. neeta@ashkom.com

Role & responsibilities The lady would be a part of the Indias leading independent Digital and Infrastructure Services Company providing world-class passive telecom infrastructure products and allied services to Telecom Networks and have an opportunity to contribute & be part of an Exciting transformational journey. 1. Focus: The role typically emphasizes people-centric strategies and is more likely to focus on employee experience, well-being, and company culture. 2. Responsibilities: A CPO may be more involved in fostering collaborative environments, developing leadership programs, and improving employee engagement and satisfaction. 3. Perspective: The title suggests a shift towards seeing employees as people rather than just resources. It aligns with a modern, holistic approach to HR that focuses on both emotional and professional aspects of employees. Preferred candidate profile : The Successful Applicant 1. The ideal candidate will possess a postgraduate degree in HR with 20+ years of experience in HR function and projects. 2. They should demonstrate strong analytical skills, business acumen, and effective communication. Deep expertise in digital technologies, customer engagement, and strategy implementation is essential. 3. Proven leadership in driving cross-functional teams, data analysis, and innovation in digitalization efforts are required attributes for this role. 4. Proven leadership in driving a cultural transformation in a mid-sized company 5. Excellent leadership, communication, and interpersonal skills. 6. In-depth knowledge of HR best practices, labor laws, and compliance requirement Perks and benefits : Offer to you: 1. Outstanding remuneration and best in class rewards 2. Opportunity to be with a globally benchmarked organization with best in class-facilities and people practices 3. Opportunity to be part of a transformational team & fast track career growth 4. Everything done is shaped by 6E framework of External Focus, Expertise, Execution, Empower, Energy & Edge. 5. Equal opportunity to employees, value diversity with best-in-class people practices. If this sounds like you and the opportunity you are looking for, apply now and be a part of exciting growth journey. neeta@ashkom.com

Job Title: Human Resource - Employee Engagement Specialist Location: Bangalore Experience: 4+ years About LogixHealth At LogixHealth, we provide expert coding and billing services that allow physicians to focus on delivering exceptional patient care. Founded in the 1990s by physicians, LogixHealth has grown into the nations premier provider of software-enabled revenue cycle management services. We proudly support medical practices across 40 states with a full range of services—from coding and claims management to real-time business intelligence dashboards. At the heart of LogixHealth is our unwavering commitment to Physician-Inspired Knowledge, Unrivaled Technology, and Impeccable Service . With these pillars, we continue to transform healthcare systems and improve the quality and efficiency of care. Learn more at: https://www.logixhealth.com What We Offer Opportunity to shape and elevate workplace culture across a fast-growing organization Collaborative and inclusive company culture that values people Competitive salary and performance-based incentives Professional development and training opportunities Flexible work environment with hybrid options Job Description As an Employee Engagement Specialist at LogixHealth, you will drive initiatives that enhance employee satisfaction, retention, and overall workplace culture. You will work closely with HR leadership and cross-functional teams to develop and implement strategic programs that strengthen our employee value proposition and foster a connected, motivated, and inclusive workforce. Tasks and Responsibilities Develop and execute employee engagement strategies aligned with organisational goals Design, manage, and analyze employee engagement surveys and feedback tools Plan and coordinate virtual and in-person employee events, wellness programs, and recognition initiatives Serve as the voice of the employee by facilitating focus groups, listening sessions, and pulse surveys Partner with internal communications to promote transparency and build community Support Diversity, Equity & Inclusion (DEI) efforts across the organisation Collaborate with HRBPs and leadership to create action plans based on engagement data Monitor engagement KPIs and deliver insights and recommendations to HR leadership Contribute to on boarding and retention programs to improve the employee life cycle experience Required Skills and Knowledge Strong background in employee engagement, organisational development, or internal communications Experience in developing and executing engagement and retention strategies Excellent interpersonal, communication, and project management skills Analytical mindset with the ability to interpret data and translate insights into action

Role & responsibilities Role Summary Client is seeking a dynamic and energetic senior HR professional to lead the HR function for our MFI business segment. The DVP /VP HR will be responsible for steering the regional HR teams through zonal heads and SPOCs, ensuring the effective delivery of all HR activities including workforce planning, employee engagement, and comprehensive lifecycle management. This role demands a strategic thinker with a hands-on approach, capable of aligning HR initiatives with business objectives and driving the people agenda forward. detailed jd on d9iscussion. Preferred candidate profile Bachelors degree in Human Resources, Business Administration, or related field MBA or equivalent preferred. 12-15 years of post-qualification experience, with at least 5 years in a leadership role within the financial services or microfinance sector. Strong leadership and team management capabilities. • Excellent communication and interpersonal skills. • Proficiency in HRIS and data analytics tools. • In-depth knowledge of labor laws and HR best practices. • Ability to work in a fast-paced, dynamic environment.

About the Team The People Success Team team at Urban Company is responsible for driving employee development initiatives, learning and growth programs, and promoting a culture of diversity, equity, and inclusion (DEI). This team collaborates closely with business leaders to design and implement strategies that nurture talent, align development with business goals, and foster an inclusive workplace environment. About the Role As the People Success Partner, you will be responsible for driving and executing key talent development and DEI initiatives at Urban Company. In this role, you will work closely with business leaders and the HR team to design and implement programs that foster leadership development, enhance learning experiences, and promote a culture of inclusion. You will also oversee the end-to-end execution of learning programs, DEI strategies, and career development pathways for employees. This role requires a passion for talent development, a keen understanding of the business needs, and an ability to lead cross-functional teams to create impactful learning experiences and organizational programs. You will play a critical role in shaping the learning culture and supporting Urban Companys growth through people-centric strategies. What You’ll Do: Talent Development Strategy : Work closely with business leaders to design and implement leadership development programs that align with company objectives. Learning & Growth : Build, manage, and execute learning and development programs that address skill gaps and foster a culture of continuous learning across the organization. Diversity, Equity, and Inclusion (DEI) : Lead DEI initiatives to ensure an inclusive and diverse workplace. Collaborate with teams to design programs that support underrepresented groups and promote equity in career advancement. Stakeholder Collaboration : Collaborate with HR, business leaders, and other internal teams to identify key development needs and design customized learning solutions. Program Management : Oversee the execution of talent development programs, including leadership workshops, mentorship initiatives, and DEI-focused events. Employee Engagement : Lead initiatives that drive employee engagement through development opportunities, career progression, and a sense of belonging within the organization. Data-Driven Decision Making : Utilize data and feedback to continuously improve talent development and DEI programs, ensuring they align with both employee needs and business objectives. This Role Is Right for You If: You have 2-3 years of experience in talent management, learning & development, or diversity and inclusion, preferably in a fast-paced, high-growth environment. You have a strong background in project management and can handle multiple initiatives at once with a focus on execution and results. You have experience working closely with business leaders to design and implement talent development programs that align with organizational goals. You are passionate about DEI and have a track record of implementing programs that promote inclusivity and diversity in the workplace. You possess excellent communication and interpersonal skills to collaborate effectively with diverse teams and influence change. You are highly organized, detail-oriented, and have the ability to manage multiple projects simultaneously. You are a self-starter with a proactive approach, able to work independently and manage competing priorities. Why You Should Join Us At Urban Company, you’ll be part of a fast-growing, dynamic team that’s making an impact in an ever-evolving industry. You’ll have the opportunity to drive meaningful change and contribute to shaping our organizational culture, while working alongside passionate colleagues in an innovative 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

We are looking for an engaging HR leader to drive human resources initiatives at NOV Digital Technology Centre in Kochi. This newly created role will be critical in scaling our hiring efforts, fostering a high-performance work culture, ensuring compliance and overall initiatives that are connected to the site growth. HR leader will work closely with business leadership team to develop a people strategy that aligns with the companys overall business and functional objectives. Responsibilities: Drive employee engagement initiatives that promote a culture of innovation, collaboration, and continuous learning. Partner with business leaders to anticipate workforce needs and implement proactive hiring strategies. Support the talent acquisition team in recruiting, leading to highly qualified hires. Ensure full compliance with labour laws, data protection policies, and global HR standards. Prepare payroll inputs and oversee benefits administration. Provide coaching to leadership on performance management, talent retention, and workforce planning. Develop succession planning and leadership development frameworks to prepare future leaders. Requirements: University degree in Human Resources Management or a related field. 10+ years of HR experience in a technology-driven environment. Strong knowledge of HR policies, compliance, and digital HR transformation. Hands-on experience with HRIS, HR analytics, and workforce planning tools. Excellent stakeholder management and communication skills. Prior experience in IT, Digital Technology, or AI-driven organizations is preferred.

Aligning HR strategies with business objectives, the CHRO will oversee talent management,culture, and change management initiatives, fostering a high-performance environment.scaling HR functions, provide leadership and coach leaders. Required Candidate profile PG from a reputed institute with healthcare or pharma background esp handling sales HR . Proven ability lead strategic HR initiatives as HR Leader . Over 15 years of experience with 4+ in leadership

About Us: CodelogicX is a forward-thinking organization dedicated to delivering high-quality software solutions. We pride ourselves on innovation and excellence and we are looking for a passionate General Manager of Human Resources to join our dynamic team. Job Description: We are seeking for General Manager of Human Resources with minimum 15 years of experience as a strategic partner to the executive leadership team and is responsible for developing and executing human resource strategies in support of the overall business plan and strategic direction of the company. This role provides leadership in all the aspects of HR such as talent acquisition, administration, organizational development, employee engagement, performance management, payroll & compliance, compensation & benefits, compliance, training & development and HR technology systems. The General Manager of HR will play a critical role in fostering a positive workplace culture, enhancing employee satisfaction, and ensuring compliance with industry-specific regulations and labour laws in shaping a high-performing and scalable HR function to support the dynamic needs of our organization. Key Responsibilities: Team Leadership and Performance Management: Develop and implement HR strategies aligned with the companys goals and objectives. Serve as a strategic advisor to the executive team on key organizational and talent issues. Foster a performance-driven, inclusive, and innovative organizational culture. Lead and motivate all team members and set clear performance expectations and conduct regular reviews to track progress and provide continuous and constructive feedback. Address performance challenges by providing necessary coaching and support, ensuring all team members perform at their best. Implement modern performance management systems and KPIs aligned with company goals. Use people analytics to support data-driven decision-making. Lead HRBP teams, ensuring alignment between business objectives and talent strategies. Encourage a culture of teamwork, accountability, and continuous improvement. Talent Acquisition & Recruitment Planning: Oversee end-to-end recruitment strategy to attract top tech talent, supervising the entire hiring and employee onboarding process. Build employer branding initiatives to position the company as an employer of choice in the IT industry. Forecast workforce needs and develop strategies to address talent gaps. Ensure timely closure of required position hiring and consistently meet or exceed recruitment goals. Improve and streamline recruitment processes through digitalization and the effective use of ATS tools to enhance productivity and efficiency. Provide guidance on utilizing recruitment technology to improve candidate sourcing, tracking, and reporting. Collaborate with branch teams to ensure that recruitment practices are aligned and standardized across locations. Drive workforce planning, ensuring the right talent for current and future needs. Organizational Development: Lead organizational design and change management initiatives. Design and implement leadership development, organizational scaling, nurture future leaders and enhance succession planning and succession planning programs. Support learning & development programs to continuously upskill the workforce. Act as a strategic HR advisor to senior leadership, and business heads, shaping and driving the people strategy. Oversee the Admin department to ensure efficient facility management, including maintenance, security, and workplace safety. Select and manage external vendors (insurance providers, consultants, brokers) and monitor service level agreements (SLAs) and employee satisfaction. HR Policy & Compliance: Implementing and executing the company s policies and procedures. Oversee employee benefits programs to ensure market competitiveness and costeffectiveness. Ensure HR policy and compliance with statutory and regulatory compensation laws, mitigating legal and organizational risks. Ensure full compliance with labour laws, regulations, and HR best practices. Ensure compliance with company policies, industry standards, and legal requirements during recruitment processes. Liaise with legal and finance teams to manage audit and reporting requirements of Compliance & Legal Governance. Compensation & Benefits: Design and implement a competitive and equitable compensation strategy aligned with business goals and industry benchmarks. Oversee job grading, evaluation and Salary Structuring. Develop and manage performance-based bonus and incentive schemes (e.g., KPIs, OKRs, MBOs). Align reward programs with company performance and individual contributions. Variable Pay Plans. Evaluate, design, and manage employee benefits programs including health insurance, retirement plans, wellness programs, and flexible work options. Design Equity & Long-Term Incentives and administer long-term incentive plans (LTIPs) such as ESOPs, RSUs, or profit-sharing models suited for tech employees and leaders. Develop and manage the annual compensation and benefits budget, optimize cost-effectiveness without compromising on employee value proposition. Lead communication strategies to educate employees on compensation and benefits programs and ensure transparency and understanding across all levels. Employee Managements: Establish strong employee relations practices to ensure a positive work environment. Manage grievance resolution, disciplinary actions, and conflict management. Manage employee relations, conflict resolution, and policy implementation. Partner with senior leadership to design and implement people-centric policies, DEI (Diversity, Equity & Inclusion) programs, and employee engagement initiatives to boost satisfaction, productivity, and retention. Oversee competitive compensation, benefits, and Employee Stock Ownership Plans (ESOP). Ensure planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees. Align with IT Department to deliver a seamless onboarding experience for new hires and a professional, supportive offboarding process for departing employees. Develop and oversee performance improvement plans (PIPs) for underperforming staff to enhance productivity and service quality. Identify training needs and develop comprehensive training programs for employees at all levels, from entry-level to management. Client Coordination and Relationship Management: Manage client relationships, acting as the tertiary point of contact for all existing clients to ensure their recruitment needs are met (primary and secondary being the PM and the Resource Manager). Work with Project Managers, Resource Managers and clients to understand evolving requirements and drive the successful delivery of permanent staffing and whitecollar staffing orders. Maintain high client satisfaction levels by ensuring the timely delivery of suitable candidates. Collaboration with the Business Development Team: Work closely with the Business Development (BD) team to secure new orders and ensure alignment with recruitment goals. Coordinate with BD to gain clarity on client requirements and ensure recruitment teams have the necessary resources to close orders efficiently. Share client feedback with the BD team to improve recruitment strategies and offer better solutions. Digitalisation and Process Improvement: Implement and drive continuous improvement initiatives aimed at enhancing efficiency, reducing hiring times, and increasing recruitment quality. Evaluate new tools, platforms, and technologies that can improve candidate sourcing, tracking, reporting, and team collaboration. Regularly audit recruitment processes to identify inefficiencies and implement technology-driven solutions. Training, Team Development, and Knowledge Expansion: Work on HR Technology & Analytics, Leverage HRIS and other digital tools to improve HR service delivery. Leverage HR tech, data analytics, and AI to optimize HR processes and enhance employee experience. Conduct training sessions to upskill team members on best practices, industry trends, and advanced sourcing techniques. Educate and mentor the team on expanding their knowledge. Foster a learning environment where team members can enhance their skill sets and remain competitive in the market. Reporting and KPI Management: Track key recruitment metrics and KPIs to ensure the recruitment process is on target and aligned with overall business goals. Provide regular reports to senior management, highlighting successes, challenges, and opportunities for improvement. Key Competencies: Strategic Thinking & Visioning: Ability to align HR initiatives with overall business strategy. Strong foresight to anticipate organizational needs and workforce trends. Leadership & Team Management: Proven leadership skills to inspire and manage crossfunctional teams. Ability to influence C-suite executives and drive people-related decisions. Business Acumen: Deep understanding of the IT industry and business operations. Capable of making HR decisions that drive organizational value and ROI. Change Management: Expertise in leading transformation initiatives, especially during growth, M&A, or restructuring phases. Comfortable and adept in handling ambiguity and change. Talent Management: Proficiency in attracting, retaining, and developing top-tier technology talent. Knowledge of modern recruitment, L&D, and succession planning frameworks. Employee Engagement & Culture Building: Ability to foster a positive, inclusive, and high performance culture. Strong focus on employee experience and wellbeing. Analytical & Data-Driven Decision Making: Ability to interpret HR metrics and people analytics to make strategic decisions. Comfortable using HRIS and digital HR tools. Communication & Interpersonal Skills: Strong written and verbal communication across all levels. Skilled in negotiation, conflict resolution, and relationship management. Ethical Judgment & Integrity: High level of integrity and professionalism. Committed to ethical practices, compliance, and maintaining confidentiality. Technological Proficiency: Familiarity with digital HR platforms, collaboration tools, and IT workflows. Ability to support a hybrid or remote-first workforce. Skills & Qualifications: Minimum 15 years of experience in recruitment operations, with at least 4 years in a senior leadership role in IT Industry. Bachelors degree is required (Preferably in human resources, business administration, psychology but not necessary). Masters degree in HR or Business Administration would be an advantage. Strong experience working with ATS platforms and leveraging technology to enhance recruitment workflows. Deep knowledge of HR best practices, engagement, compensation, and labour laws. Proficiency in HRMS including experience with payroll management. Proven ability to manage, mentor, and lead teams. Strong analytical skills to drive HR strategy with data-driven decision-making. Demonstrated success in digitalising recruitment processes and improving operational efficiency. Excellent client-facing and relationship management skills, with a focus on delivering results. Expertise in sourcing and placing candidates across multiple industries beyond IT. Excellent communication, negotiation, and interpersonal skills. Ability to manage competing priorities and work in a high-pressure environment. Strong analytical skills with the ability to track recruitment metrics and performance. Perks and benefits: Health insurance Hybrid working mode Provident Fund Parental leave Yearly Bonus Gratuity Years of experience: Minimum15 years Location: Kolkata Working Mode: Hybrid Full time

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.

Recruitment & Talent Acquisition HR Administration Employee Relations Training & Development Compliance & Reporting

Dear Applicants, d.light Energy is hiring for an Assistant Manager - HR for its Gurugram location. Please find the details below: Job Location: Gurugram, Haryana Reporting to: HR Head - India Position Description HR operational excellence and development & execution of recruitment plans, and hiring the best possible talent for the organization in line with Job expectations. Partnering with managers & HODs to identify talent gaps and fill the gaps by using the active network through industry contacts, social media, driving employees referral program, and other channels to ensure that the gaps are filled within TAT effectively and efficiently. The role should work with a highly collaborative approach and be able to build effective relationships with internal and external stakeholders. He/ She must possess strong organizational and communication skills and an ability to prioritize work. He/ She should be keen on taking initiatives and be able to work in a dynamic environment with people across all levels of management and cross-functions. Roles and Responsibilities Talent Acquisition : For both on-roll as well as off-roll employees, builds applicant pool by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making reports; maintaining rapport. Understand the applicant requirements by studying the job description. Determines applicant requirements by studying the job description and job qualifications. Determine selection criteria for candidates by liaising with hiring managers. Prepare and maintain hiring dashboards and present during reviews. Onboarding & Induction of new recruits : A simple and precise onboarding plan provides a great experience for a new employee. He / She will be responsible for planning and executing the same. Zoho Reporting : Preparation of monthly MIS of Learning Management System (LMS), onboarding in Zoho People. Culture & Engagement - Driving Rewards & Recognition process as per defined timeline. Create a culture of d.light i.HOPE values and effective communication to the employees. Employee Engagement: Employee engagement activities by conducting regular activities via online or face to face at time in office. Analyse engagement data and work on Action Planning & monitoring the progress. Learning and Development - Drive and organize L&D initiatives via in-house and out-sourced agencies according to the Learning calendar Assist with benchmarking studies to establish areas of potential operational improvement. KPIs ZOHO Onboarding System + ZOHO Recruit + data Accuracy i.HOPE Initiatives & Employee Communication (Weekly & Monthly) - Driving i.HOPE RnR & Culture in d.light India EES L&D - Competency / Capability Development Gender Diversity Hiring Efficiency + Cost of hiring + Quality of Onboarding (d.light way of working, Induction Process & Compliances) Non-HC Opex (Engagement, Recruitment & Training) Desired Skills and Experience Postgraduate from a premier institute preferred, MBA/PGDM in Human Resource. Minimum of 3 to 5 Years of relevant Talent Acquisition, L&D, and Talent Engagement experience. Strong presentation skills and excellent knowledge of MS Office Presentation, Excel, Word, and Google Sheets. Exceptional verbal, written, and visual communication skills. Self-motivated, self-driven with a solution-finding approach/thinking. Demonstrate high values of ownership in a dynamic and fast-paced culture. Attention to detail, ability to prioritize and organize. Ability to work independently with minimum supervision. Last but the most important High Level of Integrity, Passion for a social cause, and solution- oriented approach. Interested candidates, please share your updated CV at jyoti.pasricha@dlight.com

Role & responsibilities Hiring & Recruitment Identify manpower needs across teams in coordination with function heads. Source, screen, and shortlist candidates for various roles (field, operations, corporate). Payroll & Compliance Manage monthly payroll processing accurately and on time. Ensure adherence to all legal and regulatory compliance (ESIC, PF, Shops & Establishment, labor laws, etc.). Maintain clean and updated employee records and documentation. Employee Engagement & Grievance Handling Serve as a trusted point of contact for field and office employee concerns. Address day-to-day labor grievances in a timely and fair manner. Build systems for performance feedback and employee recognition. Learning & Development Plan and coordinate training programs for skill-building and professional development. Organize team-building activities and offsites to strengthen culture and collaboration. HR Systems & Policies Design and implement HR policies, code of conduct, and SOPs. Set up scalable HR systems (HRIS, attendance, etc.) to support organizational growth. Preferred candidate profile 2-4 years of HR experience, preferably in manufacturing, logistics, supply chain, or startup environments. Strong knowledge of Indian labor laws and HR operations. Proven ability to build HR systems from the ground up. Bachelors or Masters degree in Human Resources or related field.