83 Goal Setting Jobs - Page 4

Overall Commercial Matter – P& L Understanding ,Costing , Budgeting , New Project, Procurement of RM & Stores item , SCM , Contracts &Vendor , Export & import, Dispatch, Logistics, Process improvement, MIS & Review Meeting, Meeting deadline etc. Required Candidate profile Overall Commercial Matter – P& L Understanding ,Costing , Budgeting , New Project, Procurement of RM & Stores item , SCM , MIS & Cost Analysis , Review Meeting, Goal Setting, Meeting deadline etc.

Role & responsibilities HR PMS / HRIS/ L&D Manager focuses on improving the overall effectiveness and health for group companies by implementing strategies to enhance employee performance, workplace culture, and organizational structures. This role typically bridges HR functions with business strategy, ensuring that the organization is equipped to adapt to changing environments and future challenges. Core Responsibilities: 1. Organizational Development Strategy: Develop and implement OD strategies that align with the organization's goals and objectives. Work with leadership to identify areas for improvement in organizational processes, structure, and workforce capabilities. Foster a positive and engaging workplace culture that supports growth and development. 2. Change Management: Lead change management initiatives, including planning, communication, and implementation strategies. Support employees through transitions (e.g., organizational restructuring, culture shifts). Train and coach managers and teams on how to manage change effectively. 3. Talent Management: Collaborate with HR teams to develop strategies for talent acquisition, development, and retention. Oversee leadership development programs and succession planning. Implement learning and development programs that enhance employee skills and capabilities. 4. Performance Management: Design and manage performance management processes to ensure continuous employee feedback and development. Collaborate with managers to set performance goals and provide guidance on employee evaluations. Monitor and enhance employee productivity and engagement. 5. Employee Engagement and Culture: Drive initiatives to boost employee morale, engagement, and satisfaction. Conduct employee engagement surveys and develop action plans to address concerns. Cultivate an inclusive and diverse workplace that promotes collaboration and innovation. 6. Leadership Development: Design and facilitate leadership development programs aimed at equipping managers with the skills needed to lead teams effectively. Identify high-potential employees for future leadership roles and develop tailored growth plans for them. 7. Process Improvement: Assess and refine organizational processes to increase efficiency and effectiveness. Develop metrics and analytics to track the success of OD initiatives and make data-driven decisions. 8. Collaboration with Stakeholders: Work closely with business leaders, department heads, and HR teams to align OD initiatives with business needs. Act as a consultant to different departments regarding team dynamics, organizational issues, and employee development. Skills Required: Change Management: Strong experience in planning and executing change management strategies. Leadership and Coaching: Ability to coach and mentor managers and employees at all levels. Analytical Thinking: Ability to use data and assessments to drive OD initiatives and decisions. Communication: Excellent communication skills for influencing and collaborating with stakeholders across the organization. Project Management: Ability to manage OD projects from inception to implementation, ensuring alignment with organizational goals. HR Expertise: Deep understanding of HR functions, including talent management, performance management, and employee development.

Key Responsibilities: Lead Generation: Identifying potential customers and generating leads. Relationship Building: Developing and maintaining relationships with both new and existing clients. Sales Presentations: Presenting products or services to potential customers, highlighting their value. Negotiation: Negotiating contracts and terms to finalize sales. Sales Target Achievement: Meeting and exceeding sales targets. Customer Service: Providing excellent customer service and addressing any inquiries or concerns. Market Research: Conducting market research to understand trends and opportunities. Record Keeping: Maintaining accurate records of sales activities and customer interactions. Reporting: Providing regular sales reports and forecasts. Attending Industry Events: Participating in trade fairs, conferences, and industry events.

Lead and train local volunteer teams Drive regional fundraising for patient care Pay is performance-based (share of funds raised) Openings in all Indian states MBA/Leadership experience preferred Required Candidate profile Bachelor’s degree required; MBA or postgraduate in Finance/Management preferred 3–5 years of experience in leadership, training, fundraising, or NGO operations

*Lead end to end talent acquisition , on-boarding and manpower planning *Develop, implement and upgrade HR policies and SOPs in line with best practices *Conduct performance appraisals and manage goal-setting and feedback processes *Address and resolve employee grievances and workplace issues professionally. *Oversee payroll, attendance, leave and HRIS systems. *Ensure full compliance with labor laws, PF, ESIC, POSH and statutory regulations . *Design and drive employee engagement, wellness and retention programs . *Coordinate training & development initiatives , including upskilling with modern tools like ChatGPT and AI-based learning platforms . *Mentor and guide the Internal HR/Admin team.

Provide academic guidance to students, assist in course selection, monitor progress, support career planning, and address learning challenges.

Role & responsibilities: Performance Management System: Goal Setting & Budgeting 1. Drive HR Annual budget process. 2. Plan and Design the Goal setting Guidelines. 3. Plan and lead the annual goal setting process value drivers, linking interdependencies, AOP alignment. 4. Manage the Goal Setting Workshops. 5. Create the Workshop supporting documents Discussion decks ; Budget & AOP consolidation. 6. Drive KRA Audit. 7. Proactively manage the Process Communication at every phase of the process. Performance Appraisal, Promotions & Mid-year Review 1. Plan and Design the Process Guidelines. 2. Drive the Process as per the plan effectively with timelines. 3. Support the HRBP in Facilitating the Panel/HOD review discussions. 4. Drive the actual Bell curve alignment to the Ideal Bell. 5. Proactively manage the Process Communication at every phase of the process. Consequence Management 1. Ensure effective execution of Consequence Management Process. 2. Closely work with HRBP in managing the PIP & Exit Discussions. 3. Proactively manage the Process Communication at every phase of the process. Culture: Institutionalizing Culture & maintaining momentum across businesses 1. Anchoring and implementing culture interventions across different groups of employees (Management Staff, Retail Front End, Workmen etc.). 2. Driving culture communication and engagement plan. 3. Linking culture to key organization processes and practices. 4. Designing and administering culture 360 degree survey across the organization. 5. Engaging with employees across businesses and locations on keeping alive the momentum as well as reviewing Culture Commitments. Candidate from any industry can apply.

Leads high-performing teams and accelerates business growth through strategic planning, strong leadership, and client relationship development.