204 Grievance Management Jobs - Page 2

Responsibilities: * Collaborate with leadership team on workforce planning & development * Ensure compliance with employment laws & company policies * Manage employee relations & engagement initiatives

Job Title: Human Resources - Business Partner - 10+ Years Experience Location: Noida Sec 63 Department: Human Resources Experience: 10+ years Job Summary: We are seeking a highly experienced and strategic General Manager - Human Resources to drive key HR initiatives and support business goals. The ideal candidate will take full ownership of the HR function , ensuring structured HR processes and reducing dependency on individuals. They must excel in Performance Management (PMS), Learning & Development (LMS), Succession Planning, Talent Acquisition Strategy, Employee Engagement, Retention, and defining Key Responsibility Areas (KRA) & Key Performance Indicators (KPI). Key Responsibilities: 1. Strategic HR Planning & Execution Develop and implement HR strategies aligned with business objectives. Drive HR autonomy by establishing structured HR operations that minimize dependence on individuals. Lead manpower planning to support rapid business growth. Execute change management initiatives to drive organizational transformation. 2. Performance Management & Accountability Design and implement a Performance Management System (PMS) with structured OKRs, KRAs, and KPIs for all employees. Collaborate with department heads to track performance, analyze gaps, and drive accountability. Develop frameworks to evaluate employee productivity and recommend improvements. 3. Learning & Development (LMS) & Succession Planning Oversee the Learning Management System (LMS) and drive continuous employee development. Identify skill gaps and implement leadership development programs. Establish succession planning strategies to ensure leadership continuity and identify high-potential employees for key roles. 4. Talent Acquisition & Workforce Planning Develop and execute a structured talent acquisition strategy to meet hiring goals efficiently. Align hiring plans with sales and finance growth targets , ensuring quality hires at every level. Work closely with external agencies and monitor outsourced HR functions (payroll, compliance, etc.). 5. Employee Engagement & Retention Design and implement high-impact motivation and retention programs to reduce attrition. Develop employee incentive structures and recognition programs tailored to the company culture. Conduct employee satisfaction surveys and proactively address concerns. 6. Grievance Handling & Compliance Act as the primary point of contact for all employee grievances and conflict resolution. Implement a structured grievance redressal system to ensure fair and transparent processes. Ensure compliance with labor laws and internal HR policies. 7. HR Metrics, Analytics & Technology Track HR metrics (e.g., turnover, productivity, performance trends, engagement) and provide data-driven insights. Implement HR dashboards for real-time monitoring of HR effectiveness. Manage HR technology platforms like HRone and drive HR digital transformation. Key Requirements: 10+ years of experience in HR with a strong focus on HRBP functions. Proven experience in HR strategy formulation and execution. Expertise in Performance Management, Learning & Development, Succession Planning, and Employee Engagement. Strong knowledge of HR analytics, HR policies, and labor laws. Ability to work independently and drive HR autonomy within the company. Excellent communication, leadership, and stakeholder management skills. Ability to influence business decisions and align HR with company growth. Preferred Qualifications: Masters degree/MBA in Human Resources or a related field. Certification in HRBP, SHRM, or any strategic HR frameworks is a plus. Experience working in fast-paced, high-growth environments. Why Join Us? Opportunity to build and lead the HR function independently. Be part of a fast-growing company with ambitious expansion plans. Drive strategic HR transformation and create lasting impact. If you are a seasoned HR leader looking for a role where you can drive HR strategy, build a strong work culture, and contribute to business growth , we invite you to apply!

Roles and Responsibilities Manage payroll processing, statutory compliance, grievance management, labour laws, ESI Act, Factory Act, PF Act, Bonus Act. Oversee canteen management and safety officer activities to ensure a healthy work environment. Implement ISO standards and administer administrative tasks related to leave management (5S system) onboarding process (exit formalities). Ensure timely completion of all HR-related tasks efficiently.

Job description Job Title: HR Manager (4-5Years Experience) Job Summary Seeking a proactive HR Manager to lead full-cycle HR operations recruitment, onboarding, employee relations, performance management, and compliance. You'll align HR strategy with business objectives and foster a positive, inclusive workplace culture. Key Responsibilities Talent Acquisition & Onboarding : Drive end-to-end hiringpost roles, screen candidates, conduct interviews, and ensure smooth onboarding Employee Relations: Address grievances, mediate conflicts, and maintain strong employee-manager relationships . Performance Management: Design and implement performance appraisal processes, set goals, and oversee improvement plans Training & Development: Identify skill gaps and roll out training/coaching initiatives Compensation & Benefits : Administer salary reviews, benefits, and payroll liaison thesun. HR Policies & Compliance: Develop/update policies, ensure legal compliance, and enforce regulations Employee Engagement & Culture: Lead initiatives for engagement, well-being, and retention HR Analytics & Reporting : Track HR metrics (turnover, performance, etc.) and prepare actionable insights Change Management: Support organizational growth or restructuring efforts Team Leadership: Mentor and guide junior HR staff as required Required Qualifications Education: Bachelors degree in HR, Business Administration, or related field Experience: 4-5 years in HR roles, at least 2 in a managerial or senior generalist capacity . Legal Knowledge: Familiarity with labor laws and compliance best practices Role: Head - HR Industry Type: Engineering & Construction Department: Human Resources Employment Type: Full Time, Permanent Role Category: HR Operations Education PG: MBA/PGDM in HR/Industrial Relations

Role Overview: We are seeking a dynamic and experienced Regional HR Lead to manage and drive human resources operations for a designated region. This role will focus on implementing HR strategies, managing employee relations, improving retention, and supporting the business through proactive HR leadership. Key Responsibilities: Lead HR operations across all business units in the assigned region Drive talent acquisition initiatives for frontline and leadership roles Ensure effective onboarding, training, and employee engagement programs Act as a strategic partner to business heads for workforce planning and development Monitor compliance with statutory requirements and labor laws Drive performance management processes and annual appraisal cycles Address grievances and resolve conflicts with a fair and timely approach Track attrition, analyze HR metrics, and implement retention strategies Coordinate with the central HR team for policy alignment and process improvements Desired Candidate Profile: 710 years of HR experience with at least 3 years in a regional or zonal leadership role Strong understanding of labor laws and HR operations (blue-collar & white-collar mix) Hands-on experience in recruitment, employee relations, and compliance Excellent interpersonal, communication, and leadership skills Ability to work in a fast-paced and evolving environment Willingness to travel within the assigned region as required

Handle end-to-end HR operations including recruitment, onboarding & compliance Support policy implementation, grievance redressal & employee engagement Coordinate with unit-level HR teams and act as a coordinator Required Candidate profile Proficient in hospitality HR functions Experienced in HRMS , payroll & statutory compliance Strong communication & interpersonal skills

As a Key Donor Manager, you will be responsible for scaling up the programme through new acquisition, overseeing day-to-day operations, and expanding according to the defined strategy. Your role will involve conceptualizing and implementing innovative multi-channel strategies to acquire, retain, and expand the donor base. Additionally, you will be in charge of developing and managing the annual plan, budget reporting, and analysis to ensure fundraising targets are met. In the realm of Work Place Giving, you will focus on acquiring new partnerships for the channel of funds and achieving desired targets. Your responsibilities will also include managing external communication, building relationships with donors through various channels, and maintaining quality communication through regular monitoring and training. You will develop outreach plans to appreciate, recognize, and engage donors, collaborating with the Marketing & Communications team to create collaterals for Work Place Giving. As a Team Manager, you will lead and drive a team of 4-5 individuals, ensuring they meet their defined deliverables. It will be your responsibility to set clear performance objectives, monitor them in real-time, and develop team members through coaching, mentoring, and constructive feedback. You will create a healthy working environment, manage conflicts, and address grievances within the team. To excel in this role, candidates with a background in Concept Selling and experience in dealing with HNI clients will be preferred. If you are passionate about donor acquisition, retention, and team management, we invite you to join our dynamic team and make a real impact on our fundraising efforts.,

The primary responsibilities of this role include supporting AR Verticals with a strong focus on Retention Management and Engagement Activities. You will be critical in executing engagement initiatives, maintaining positive employee relations, and implementing HR policies. Drive retention management and lead engagement activities such as Skip Meetings, One-on-One Discussions, TL-HR Meets, and other Connect Sessions. Execute Employee Satisfaction Surveys, analyze results, and collaborate with business heads to establish the engagement charter. Oversee growth initiatives, including Internal Job Postings, Process Postings, and Promotion Interviews. Foster healthy employee-employer relations by building and maintaining effective relationships with stakeholders. Manage the complete hire-to-retire cycle, focusing on Engage, Enable, and Retain. Strategize and ensure execution of Employee Relations initiatives across the organization. Update and implement HR policies and conduct presentations and refresher training. Investigate policy violations and take appropriate disciplinary actions. Organize motivational, team-building, and business-related activities, including floor games and quizzes. Conduct and analyze employee engagement surveys and implement plans to improve engagement scores. Develop strategies for recognizing and rewarding associates, including managing award ceremonies from planning to execution. Address employee queries, grievances, and escalations promptly. Act as a mediator between management and employees to resolve issues effectively. Conduct exit interviews and escalate any arising issues. Prepare monthly attrition reports, track trends, and formulate retention strategies. Conduct one-on-one meetings with critical talent and communicate insights to leadership. Ensure effective communication on policy guidelines, employment processes, and benefits. Conduct workshops and surveys, and manage initiatives related to change management. Develop content for communications aligned with leadership input. Maintain updated employee databases and prepare monthly reports. Track events, confirmations, exits, and other relevant data points.,

Handle Talent Acquisition and facilitating employee satisfaction Provide support in HR Audits;Internal & External Audits Prepare & Manage all management reports, attrition analysis and reports Required Candidate profile Required Skill Set Excellent communication Skills Ability Must be aware of salaries, knowledge of PF ESIC compliances & aware about labor laws

Key Responsibilities: 1. Recruitment, Onboarding & Manpower Planning Manage manpower planning, aligning staffing with production demands. Source, shortlist, and coordinate HRround interviews for factory staff. Prepare CTC packages, offer letters, appointment & confirmation documentation. Oversee joining formalities, conduct exit interviews, and execute fullandfinal settlements. 2. Training, Development & Performance Management Execute training programs for both employees and workmen to boost productivity. Track training completions, certifications, and hours logged against productivity goals. Support performance management: goal-setting, evaluations, feedback, and improvement plans. Assist AVP in performance review meetings and corrective actions. 3. Payroll, Attendance, Leave & MIS Administer monthly payroll for employees and wages for workmen, including advances and loan processing if any. Manage attendance, shift schedules, leave records, and resolve attendance-related inquiries. 4. Grievance, Employee Relations & Engagement Handle grievance redressal: log complaints, conduct investigations, and oversee timely resolutions. Develop a positive workplacemonitor relations and proactively address conflicts. Plan and execute monthly welfare activities (festivals, picnics, health camps) to engage employees. Conduct exit-interviews to gain feedback and identify improvements. 5. Compliance, Systems, Administration & Liaison Ensure statutory compliance (PF, ESIC, gratuity, bonus); maintain legal registers and coordinate with authorities. Liaise with contractors and local bodies (gram panchayat, Tehsildar, police) on regulatory and public relations matters. Support administrative tasks and facilities management in coordination with the admin team. 5. MIS Management: Manage HR MIS and ensure timely and accurate reporting of key metrics. Regularly update and maintain reports related to Human Resources Present monthly HR performance reports, highlighting trends, challenges, and areas for improvement during review meetings. Desired Skills: Strong organizational, time-management, and multitasking abilities. Excellent communication, interpersonal, and negotiation skills. Proficient in HR related software (e.g., KEKA) and MS Office. Strong leadership and team management skills. Proactive, solution-oriented approach to problem-solving. Ability to work under pressure and handle multiple tasks simultaneously.

We are looking for an experienced HR Manager to join Hotel Vivek near Ooty. The ideal candidate will be responsible for managing all HR functions, ensuring smooth operations, and maintaining a positive work environment. Key Responsibilities: - Oversee recruitment, onboarding, and employee lifecycle management. - Handle employee relations, grievance management, and conflict resolution. - Ensure compliance with labor laws and statutory requirements. - Design and implement HR policies and procedures. - Conduct training, performance reviews, and employee engagement activities. Requirements: - Minimum 3 years of HR experience, preferably in the hospitality or service industry. - Strong knowledge of labor laws and HR best practices. - Excellent communication, interpersonal, and problem-solving skills. - Ability to handle multiple responsibilities independently. Job Type: Full-time Schedule: Day shift Ability to commute/relocate: Coonoor, Tamil Nadu: Reliably commute or planning to relocate before starting work (Required) Experience: HR sourcing: 3 years (Required) Work Location: In person,

As the Manager of Human Resources at Bata, you will be responsible for managing and monitoring the existing Retail HR processes. Your role will involve sourcing, cost controlling, increasing diversity in the workforce, managing IJP processes, engaging Store Staff, identifying high potential employees, and developing them to the next level. You will also be aligning store manning as per the approved budget, managing stakeholder relationships, handling grievance management, and overseeing the exit management process. Reporting to the Regional HR, you will be working closely with the State HR to ensure that the HR operations run smoothly. Your core competencies should include owning responsibility, collaborating effectively with others, demonstrating social skills and influence, and showcasing inspirational leadership and team development qualities. You will also need to have excellent communication skills, both written and verbal, strong project management abilities, proficiency in analyzing and synthesizing data, as well as proficiency in MS PowerPoint and Excel. We are looking for a motivated self-starter with the ability to work independently and collaboratively, displaying excellent project management skills, the capacity to multitask, and strong written and verbal communication abilities. A degree or MBA qualification is required, along with proficiency in English. The position is based in Bangalore and offers regular employment conditions. Working at Bata provides an opportunity to be part of a company that values people at its core. We offer competitive salaries, generous benefits, and a commitment to work-life balance. Our emphasis on training and development ensures that employees have the tools to succeed and grow within the organization. By fostering a culture of teamwork, integrity, and excellence, we aim to provide industry-leading development programs that support personal and professional growth. Additionally, we value diversity and mobility, encouraging employees to explore opportunities in different regions. Our multicultural leadership team reflects this commitment and the global footprint of our brand.,

You will be based in Goregaon and should hold a postgraduate degree or MBA with 3-8 years of relevant experience. As a Business HR, you will serve as the primary point of contact for both employees and managers within the business unit. Your responsibilities will include managing employee engagement activities for the sales team, analyzing performance to identify areas for improvement through HR interventions, and actively supporting the implementation of HR processes. Furthermore, you will be expected to handle complex HR projects, ensure HR compliance and effective grievance management, and establish strong relationships with the field. Additionally, you will need to plan and execute monthly employee engagement activities across the region, identify areas for enhancement, and drive recruitment efforts within specified timelines. Your role will also involve providing management with relevant Management Information System (MIS) reports, overseeing the end-to-end employee lifecycle, promptly addressing disciplinary and behavioral issues, and collaborating with the management team to develop optimal solutions for employees. You will be instrumental in driving performance improvements and fostering positive changes in people management. This is a full-time position that requires a proactive and detail-oriented individual with a strong background in HR operations and compliance. To apply, please provide your current location, current CTC, notice period, percentage of experience in HR operations, and details of any previous experience in compliance.,

Roles and responsibilities: Candidate should apply HRBP/BHR experience with English and South Regional Language proficiency only' 1. To be the first level of Interface between HR & Operations for all HR related Initiatives and Query handling 2. Handle all queries, grievances and escalations from agents on the floor and ensure the same are resolved within committed timelines 3. Assist the L&D team in the co-ordination for JUMP / L&D initiatives 4. Assist IC team in carrying out employee engagement activities across floor 5. Support Operations in any Ad-hoc / calendarized engagement activity / R&R /etc. 6. Support HR Operations team in any compliance related activity 7. Provide HR Policy guidance and Interpretation to employees for resolution to queries on existing policies, salary, Mediclaim, insurance claims etc. 8. Support operations in conducting Regular Rewards & Recognition programs on floor 9. Co-ordinate with Training team to carry out induction program with new Joiners up to Grade II 10. Support supervisor in coordinating / execution of Induction program defined for new joining at TL & TM 11. Support / Guide operations in usage of CCMS tool for all process flows defined 1. Handle all queries, grievances and escalations from agents on the floor and ensure the same are resolved within committed timelines 2. Responsible for the roll-out and closure of Internal Job Posting (IJPs) on the floor within specific time-lines; Identifying tools of assessment/ selection in co-ordination with the OD team and implementing the same for IJP selection 3. Implementation of HR initiatives on the floor such as Early Life Intervention, HR Forums, PMS, Employee Satisfaction surveys, etc. 4. Ensure timely communication & completion of Appraisals for all teams on the floor; KRO and Appraisal Audits and Performance Awareness sessions conducted for all employees TL and above 5. Ensure Employee listening activities are planned, organized & conducted every quarter 6. Ensure closure of action planning jointly with Operations within timelines and prepare Communication pack reports for cascades to the floor. 7. Ensure Confirmation process is run efficiently in the process; meet up with all employees' (E01/E02) on an EDP and effectively manage the process 8. Conduct regular refresher training on HR policies for both agents and Team Leaders to ensure clarity/awareness on HR policies and procedures 9. Own, Ideate and devise Engagement activities for the Floor 10. Organize and Conduct Employee Engagement initiatives like Fun at work activities, CSR, etc. 11. Conduct Exit Interviews for resigned employees (Grade II) and escalate issues, if any, arising of the interview. 12. Investigate and issue DAP (Disciplinary Action Plan) to employees found in violation of process/ company policies post appropriate approvals. 13. Maintain database and trackers for all BHR activities on a real time basis. 14. Ensure consistent and regular usage of BMS wrt all BHR activities on real time basis. 15. Ensure consistent usage of CCMS tool by employees across operations 16. Preparation of various BHR Reports within timelines 17. Highlight any anomalies / deviations noted within the process to Reporting Supervisor for necessary action 1. To be accessible when anyone a CSE/TL has any grievance that requires HR intervention. 2. Handle all queries, grievances and escalations from agents on the floor and ensure the same are resolved within committed timelines 3. Ensure adherence to disciplinary policies existing in the organization by employees on floor 4. Need based escalation of non-adherence to respective supervisors and operations stakeholders 5. Provide adequate support and guidance to employee in case of any medical requirements / emergencies in co-ordination with respective departments 1. Ensuring that engagement activities / listening sessions are carried out in a manner which does not impact Operations SLAs 2. Ensure clearance formalities for resigned employees are completed within committed timelines by operations. 3. Timely settlement of any advance taken from finance with regards to R&R / Fun @Work activities carried out 4. Timely issuance of Final Level CAP & Closure of "Refer to BHR" by operations to training team to ensure "No Impact" on business on account of non-performance of an individual. 5. Highlight any anomalies / deviations noted within the process to Reporting Supervisor for necessary action Domain /functional skills - Awareness of the TP Values and HR Policies - Knowledge of MS Office - Good Communication skills Critical competencies: - Delivers Customer Service - Engaging Communication - Builds Collaborative Relationships - Takes initiative to deliver team objectives - Maintains Composure - Prior HR experience preferred two years Kindly share your updated CVs and cover letter with your application Note: Looking for Immediate Joiners. Contact person: 9449900627 | yamanurappa.kuri@teleperformancedibs.com

What drives us? A single tap on your phone unlocks a world that transforms your entire car ownership journey, covering every milestone - from finding your perfect match to keeping it running smoothly, to selling it later. Thats the future we're building at CARS24. Our mission is to ensure car ownership is stress-free. We want our customers to focus on the open road, not roadside worries. We're building a one-stop shop, a Super App for all their car needs, powered by technology, data science, and deep customer insights. We are already one of the largest Auto-tech companies in the world, but we are not stopping here. We aim to grow 10x in the next five years. What will you drive? As a Retail Associate (RA), your daily goal is to reach a set number of leads and engage prospects with charm and persuasion. We'll track your calling minutes to ensure every moment counts toward our success. This role isn't just about showing up; it's about delivering results! You'll have monthly targets that push your competitive spirit and test your negotiation skills. And there's more! You'll receive comprehensive training over 7 to 15 days, both in the classroom and on the job. Our top-notch program prepares you to handle any challenge because at CARS24, we're committed to setting you up for success. Get ready for incentives that revolve around hitting targets, scoring big on conversions, and turning every challenge into a victory lap. It's not just about meeting goals; it's about surpassing them and reaping the rewards. Who are we looking for? Cruise into a full-time gig with 6 action-packed work days a week. Don't worry; we've got your back with a weekday off to recharge those engines. A disciplined enthusiast with strong negotiation skills with customers and regular follow up to win back leads. Zoom in at 9:30 AM and coast through to 6:30 PMbecause at CARS24, we're all about revving up during office hours. Park yourself at our office by 10 AM sharp (maximum), with a dash of Punctuality and flexibility for those occasional extra laps around the track. Gear up and join our winning and exciting team at CARS24, where every day is a drive towards success! Role & responsibilities. Interested candidates can send their resume at Prithika.salian@cars24.com // 9311506382

Role & responsibilities :- Manpower Management, Employee EngagementGrievance HandlingAttrition ManagementEmployee RelationsPerformance AppraisalHR Policy FormulationHR PoliciesEmployee RetentionEmployee GrievancesGrievance ManagementAttrition Control Preferred candidate profile :- Hotels & RestaurantsRetailCourier / Logistics - Logistics TechCourier / Logistics - Other

You have an exciting opportunity to join Autobahn Corporation Group of Companies as a Manager of Customer Experience, with a preference for candidates from a hospitality background. As the Manager of Customer Experience, you will lead customer service operations in Kerala, Maharashtra, and other locations. Your role will involve training and mentoring customer service teams, developing hospitality-style service protocols, conducting training programs, managing customer grievances, setting performance goals, and monitoring KPIs for service improvement. You will work closely with HR and Business Heads to build high-performing service teams, implement customer engagement strategies, and ensure alignment with 5-star service standards. The ideal candidate will have a minimum of 10 years of experience in Customer Service or Guest Relations, preferably from the luxury hospitality sector. Strong team management, training, and development capabilities are essential, along with excellent communication and interpersonal skills. Fluency in Malayalam, English, and Hindi is required for effective regional team and customer communication. The willingness to travel across Kerala, Maharashtra, and other regions is expected. A qualification in Hotel Management or a related field is a plus. If you are a service-driven individual with a passion for customer excellence and a background in premium hospitality, this role offers an exciting opportunity to bring a hospitality-first approach into a corporate service setting. Join Autobahn Corporation and make a difference in enhancing the customer experience across various locations.,

Experienced HR Manager with expertise in end-to-end HR operations, including recruitment, payroll, statutory compliance, policy implementation, grievance handling, and conflict management. Must have experience in IT and EMS manufacturing sectors.

GP Strategies Corporation is one of the world's leading talent transformation providers. By delivering award-winning learning and development solutions, we help organizations transform through their people and achieve meaningful change. GP Strategies has delivered our innovative consulting, learning services, and talent technology solutions to over 6,000 organizations globally. From our global experience working across thousands of projects and initiatives over the past 55 years, we've learned that relationships, business, work, innovation, strategy, and transformation are all about people. And, to put it simply, GP Strategies is about our people - an extensive global network of learning experts. Additional information can be found at www.gpstrategies.com . Roles and Responsibilities Responsible for day-to-day HR operations as part of employee life cycle management Continuous and ongoing coordination with talent acquisition team and business team as part of pre-onboarding and onboarding process Managing background verification process and coordination with BGV vendors Manage joining formalities for new joiners Responsible for the comprehensive onboarding process, which includes detailed HR orientation session and subsequent connect sessions as part of onboarding framework of GP Strategies India Primary responsibility for 30-90-180 days employee connect and subsequent consolidation of feedback and reporting HRIS database management and ensure data accuracy while maintaining the employee database, prepare appropriate documentation, and process necessary paperwork in a timely manner Preparation and issuance of Letter of Appointment, Probation confirmation letters, other employer letters etc. within stipulated TAT Responsible for exit management including liaison with various stakeholders for timely completion of the processes Conduct exit interviews to gain insights on exit feedback and analyze and prepare exit interview reports Responsible for the timely closure of HR tickets including employee services queries or employee grievances and to liaise with other HR verticals to address and close HR tickets appropriately. Maintaining HR MIS reports as notified from time to time Establish strong and effective working relationships with internal/external customers to promote and support positive employee relations, align with Company culture and adherence to HR policies and procedures and employee engagement efforts, support the business objectives and continually add value to HR contribution to the business through strong collaboration and communication efforts. Collaborate with various HR team and business teams, to ensure timely transfer of information and data as required for various processes like payroll, employee change of terms, HRIS updation, employee review, exits etc. Assist with regulatory HR audits as required, as well as various special projects assigned on a need basis Any other responsibilities assigned and notified from time to time This description is an outline of the main duties and responsibilities of the designated role, but other duties may be assigned from time to time as applicable. Skills and Experience 3-5 years experience in HR function with maximum years of exposure as a HR Generalist Exposure in working with an HRIS/ERP system is an added advantage Strong MS Office skills (Word, Excel and PowerPoint). Excellent communication, presentation skills and analytical skills Ability to multitask and work under specific timelines/deadlines Ability to self-start, find solutions and deliver results within strict deadlines Attention to detail and ability to produce zero-defect work Strong inter personal skills, coordination skills and ability to work cross-functionally Educational qualification Graduation with post graduate management degree/diploma in HR preferred With more than 4000 employees in over 30 countries, diversity at GP Strategies is second nature! Beyond our locations, our culture focuses on performance and revolves around respect, fairness, and working collaboratively to achieve our goals. We support our People, no matter who they are or where they are from, because we all have valuable and unique perspectives and approaches. That's how great ideas are born, which enable us to work smarter. GP Strategies is committed and proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, childbirth and related conditions, sexual orientation, and gender identity), national origin, age, veteran status, disability, or any other federally protected class.

Seeking an HR Generalist to manage end-to-end recruitment, payroll, compliance, employee engagement, daily HR operations, and attendance management, ensuring smooth organizational functioning and a positive employee experience.

Job Summary: We are looking for a highly capable and experienced Human Resource Manager to lead all aspects of the HR and operational functions of the organization. This role includes overseeing payroll, leave and attendance, onboarding, background verification, policy creation, performance management, and ensuring smooth day-to-day operational activities in alignment with business goals. Key Responsibilities: Human Resources Management: Recruitment & Onboarding: Manage the end-to-end recruitment lifecycle including job postings, interviews, and offer rollouts. Conduct structured onboarding and induction programs for new hires. Payroll & Compliance: Process monthly payroll in coordination with finance, ensuring accuracy and statutory compliance (PF, ESI, PT, TDS, etc.). Handle salary revisions, full and final settlements, and statutory filings. Leave & Attendance Management: Monitor attendance records using HRMS/biometric systems. Administer leave policies and ensure accurate monthly reporting and leave reconciliations. Employee Background Verification (BGV): Conduct pre-employment background checks and ensure all documentation is complete and verified. Performance Management: Design and implement the performance appraisal system. Facilitate periodic performance reviews and support managers in goal setting and feedback. Policy Creation & Compliance: Develop and update company policies in line with labor laws and organizational needs. Ensure consistent implementation and communication of HR policies across teams. Employee Relations & Engagement: Address employee grievances and concerns with professionalism and confidentiality. Organize team-building activities and employee engagement initiatives. Exit Management: Manage the exit process including resignation handling, exit interviews, clearance, and final settlement. Analyze attrition data and recommend retention strategies. Oversee day-to-day office operations including facilities, vendor management, and logistics. Implement process improvements to increase efficiency across departments. Support budgeting and procurement activities for HR and administrative needs. Ensure workplace safety, hygiene, and adherence to legal and operational compliance. Coordinate with IT/Admin for smooth execution of onboarding, infrastructure, and employee support services. Skills & Competencies: Strong understanding of labor laws, HR operations, and organizational processes. Proficiency in HRMS tools, payroll software, and MS Excel. High level of integrity, confidentiality, and attention to detail. Excellent interpersonal, communication, and problem-solving skills. Ability to work independently and manage multiple priorities.

Zonal HR Support ( HRBP) Key Responsibilities: Monthly Town Hall /Open House Sessions Objective: Enhance employee engagement, provide corporate updates, and gather feedback. Frequency: Conduct a minimum of 8 sessions per month at sites with 50+ headcount and critical locations. Key Deliverables: Explain employee benefits, corporate updates, employee welfare programs, and social benefits. Address employee queries related to salary, PF, ESIC, mediclaim, etc. Conduct employee engagement activities, including Reward and Recognition (R&R) programs where feasible. Identify high-potential employees for succession planning during interactions. Detect early signs of attrition, especially among potential HiPo employees, and take preventive measures. Documentation: Prepare detailed session reports, including attendance, feedback, concerns raised, and action items. Maintain a standard template for communication to stakeholders. Keep records of identified HiPo employees and attrition risk cases for follow-up. Communication of the Escalation Matrix Objective: Ensure employees are aware of the escalation process for timely resolution of their concerns. Key Steps: Clearly define escalation levels, including contact points and response timelines. Share the escalation matrix during town hall / open house sessions, onboarding programs, and via email/internal communication channels. Display the escalation matrix at prominent locations within each site for easy accessibility. Payroll Processing: Objective: Ensure payroll is processed without any error. Ensure all necessary mappings are completed correctly before payroll processing. Ensure all inputs and drafts are shared on time. Process Full and Final Settlements (FNF) and gratuity payments on time. Employee salary grievances need to be addressed within the timeline. 4. Fortnightly Collaboration Calls with Ops team: Objective : Foster effective communication and resolve issues promptly. Participants: Assignment Managers, Operations Officers, and Operations Managers. Frequency: Conduct bi-weekly calls with site stakeholders. Agenda: - Discuss site-level challenges, employee concerns, and operational bottlenecks. - Share updates on HR initiatives, compliance requirements, and ongoing projects. - Create and track action plans for unresolved issues. Documentation: - Maintain a record of discussions, issues highlighted, and resolution timelines. - Share minutes of the meeting (MoM) with all relevant stakeholders. 5. Monthly Meetings with New Employees (Guiding and Supporting New Employees (Direct and Indirect)) Organize casual monthly meetings for all new hires to share their experiences, challenges, and successes. This will encourage open communication and help us to get timely feedback. This involves providing comprehensive support to new employees, both direct and indirect, to help them transition smoothly into their roles and the organization. It includes offering guidance throughout the onboarding process, ensuring that new hires are familiar with company policies, culture, and expectations. Additionally, it involves addressing any questions or concerns they may have, facilitating their integration into teams, and providing ongoing assistance to ensure they feel welcomed, supported, and equipped to succeed in their new roles. 6. Attrition Management (Direct and Indirect) Attrition management refers to the strategies and processes implemented to reduce employee turnover and retain talent, focusing on both direct and indirect staff. This involves identifying the underlying causes of attrition, such as job dissatisfaction, lack of career growth, or personal challenges, and addressing them proactively. For Indirect employees, attrition management includes providing career development opportunities, fostering a positive work culture, and responding to their needs. For direct staff, attrition management involves ensuring job security, creating clear communication channels, offering training opportunities, and implementing retention initiatives tailored to their specific concerns. Effective attrition management for both groups is essential for maintaining a stable workforce, improving employee satisfaction, and minimizing the costs associated with recruitment and training new employees. 7. Compliance Management Ensure all compliance requirements are met for your assigned cluster, including maintaining up-to-date licenses and certifications. Ensure the audit scores 100%, address any discrepancies or areas of improvement. Track and report compliance status regularly, ensuring timely resolution of any non-compliance issues. Collaborate with relevant teams to ensure adherence to local, regional, and industry-specific regulations

As a Manager in the Human Resources Department at Bata, you will play a crucial role in managing and monitoring the existing Retail HR processes. Your responsibilities will include sourcing, cost controlling, increasing diversity within the workforce, managing the Internal Job Posting (IJP) processes, and ensuring the engagement of store staff. You will be tasked with identifying high-potential staff members and developing them to the next level, as well as aligning store manning according to the approved budget. Stakeholder management, grievance management, and exit management will also fall under your purview. Reporting to the Regional HR, you will be expected to demonstrate core competencies in operating discipline by taking ownership and delivering consistently on department priorities. Collaboration with team members at all levels is essential, encouraging unity through sharing information and expertise. Your social skills and influence will be put to the test as you deal positively with people, making them feel valued and appreciated. Inspirational leadership and team development will be key aspects of your management competency, motivating change while fostering individual growth. Strong communication skills, both written and verbal, will be necessary for effective interaction with internal and external stakeholders. Additionally, you should be a motivated self-starter with the ability to work independently and collaboratively. Your project management skills, proficiency in data analysis, and knowledge of MS PowerPoint and Excel will be valuable assets in this role. A degree or MBA qualification is required, along with proficiency in the English language. This is a regular employment opportunity based in Bangalore. At Bata, we believe that people are at the heart of everything we do. We offer competitive salaries, generous benefits, and a commitment to work-life balance. Our industry-leading development programs aim to foster a culture of teamwork, integrity, and excellence. Diversity and mobility are encouraged, allowing employees to explore new opportunities globally. Our multicultural leadership team reflects this commitment, ensuring a supportive and inclusive work environment.,

• Respond to customers inquiries and complaints on social media platforms in a timely and professional manner. • Identify and escalate any urgent issues to the appropriate department or individual within the organization.

Roles & Responsibilities: Employee Engagement Activities: Design and implement engagement programs, Monitor, and analyze engagement metrics Corporate Social Responsibility (CSR): Plan and execute CSR initiatives, Promote, and integrate CSR values Recognition and Rewards (RnR): Develop and manage reward systems, Organize RnR events Festival Celebrations: Plan and organize festive events, Ensure inclusivity and cultural diversity Skip-Level Meetings: Facilitate meetings between employees and senior management, Address feedback and insights Induction & Onboarding: Design onboarding programs, Conduct new hire orientation and training Report and MIS: Prepare and analyze HR reports, Track, and report on key HR metrics Grievance Management: Handle and resolve employee grievances, Implement solutions, and ensure compliance Performance Management: Oversee performance appraisal processes, Provide guidance on performance improvement plans Compliance and Policy Management: Ensure adherence to employment laws and regulations, Update and communicate HR policies and procedures Employee Feedback and Surveys: Conduct regular employee surveys to gather feedback, Use survey results to drive improvements in HR practices Attrition Analysis: Track and analyze turnover rates and trends, Identify patterns, and causes of attrition through data analysis and exit interviews. Retention Strategies: Develop and implement strategies to improve employee retention, such as enhancing job satisfaction, career development opportunities, and competitive compensation packages. Address specific issues contributing to high attrition rates, such as poor management practices or lack of growth opportunities. Exit Data Utilization: Use data from exit interviews and employee surveys to drive strategic changes in HR practices and policies, Regularly review and update attrition management strategies based on new insights and evolving organizational needs