37 Head Hr Jobs - Page 2

The objective of hiring HR Head is to monitor budgets, apply company policies, introducing Training and Development programs and manage the entire HR gamut leading to growth of the organization as a whole. To be successful in this role, you should have extensive HR experience in senior roles and good knowledge of the Human Resources Management system. Responsibilities Lead HR projects like Policy Review, Compensation plans revisions, Training Development, Career Pathing (Grading System) for ultimate HRBP activities. Implement functional HRMS and internal databases across all departments and locations Oversee our payroll and performance evaluation systems. Also design 360 degree appraisal system along with PMS Design company policies and procedures Review and update our employment contracts and agreements Prepare budgets by department Monitor key HR metrics (cost per hire, retention rates etc.) Manage internal communication projects like job satisfaction surveys by conducting one-to-one meetings with employees Measure the effectiveness of our benefits programs and recommend improvements Ensure our record keeping and data processing procedures as per compliance clauses ( GDPR, CCPA) Building and Managing the internal hiring team for target driven Recruitment. Carry out Employee Engagement Activities as per the requirement of the organization Requirements Work experience as a Head of HR Operations or similar role Experience with HRIS including other payroll tools Experience in designing compensation and benefits programs Good knowledge of labor legislation Leadership abilities and team management. Masters and Bachelors in HR will be a plus

Deploys, implements and manages HR policies, procedures, standards and initiatives in an efficient and standardized way for the employees at the location. Assesses HR related needs and drafts targeted initiatives that will increase performance, organizational trust and satisfaction. Focuses on implementation and local adaptations taking into account global, country and Divisions and BUs guidelines to reflect the local priorities defined by location HR Head. Ensures a concise practical documentation according to legal regulations, if applicable. Supports the implementation of improving the effectiveness of the organization in his/her area of responsibility. Strategic Partner- Supports HR BPs and HR Location Head in their role as strategic partner Change Agent- Supports HR BPs and HR Location Head in their role as change manager Reporting- Continuously evaluates performance according to defined Key Performance Indicators (KPIs) and Operating Figures - Summarizes and completes reporting within the local Organization and publishes reporting results HR continuous improvement of processes and IT systems- Collects and provides change requests towards Process Consultants to ensure effective HR IT systems Provide Support & Coordination to one or more below roles: -Employer Branding, Recruiting& Staffing -Talent & Performance Management -Learning & Training -Compensation & Benefits -Labor & Employee Relations

To impart training to FLS USMs in order to upgrade there job knowledge through the induction and develop there skills through interventions periodically in the areas of recruitment and selling skills workshops, which would impact the territory s productivity Job Context Major Challenges (What are the specific aspects of the job that provide a challenge to the jobholder in the context of the Unit/Zone Key Challenges for the role Getting trainees (especially advisors) in the training room as they are not on the payrolls of the company and are not willing to invest time to up bring their capabilities. The span being large (ie 1:6) the frequency of training is being affected. Geographical distribution Training infrastructure Insufficient Training enablers 4) Principal Accountabilities Accountability Supporting Actions Implementation and coverage of training architecture to ensure desired learning to happen Conduct all training programs as per architecture for employees Conduct variety of training programs as per varied and periodic need of distributors Ensure timely updates in STMS for right record keeping Support sales team in building engagement mind share with distributors Engage with distributors to identify gaps opportunities. Link them with BSLI objectives and provide learning interventions to build mind share Support with insights on competitive products Ensure timely updates in STMS for record keeping Product launches Ensure product launches with speed and accuracy to build understanding and enthusiasm around new products Focus constantly on Self development and invest in skill enhancement. E learning course of Aditya Disha per quarter Initiate professional course as part of role development and complete them on timely basis Participate in Projects (if any) assigned and undertaken by the TPD training team Relationships (If Applicable) Internal Frequency Nature Sales Regular For daily updates. Training related activities To update about training interventions To impart training upgrading there knowledge External Frequency Nature Channel partners Consultant Trainers Daily Daily To impart training upgrading there knowledge To upgrade there training skills discuss about the training calendar.

Deploys, implements and manages HR policies, procedures, standards and initiatives in an efficient and standardized way for the employees at the location. Assesses HR related needs and drafts targeted initiatives that will increase performance, organizational trust and satisfaction. Focuses on implementation and local adaptations taking into account global, country and Divisions and BUs guidelines to reflect the local priorities defined by location HR Head. Ensures a concise practical documentation according to legal regulations, if applicable. Supports the implementation of improving the effectiveness of the organization in his/her area of responsibility. Strategic Partner- Supports HR BPs and HR Location Head in their role as strategic partner Change Agent- Supports HR BPs and HR Location Head in their role as change manager Reporting- Continuously evaluates performance according to defined Key Performance Indicators (KPIs) and Operating Figures - Summarizes and completes reporting within the local Organization and publishes reporting results HR continuous improvement of processes and IT systems- Collects and provides change requests towards Process Consultants to ensure effective HR IT systems Provide Support Coordination to one or more below roles: -Employer Branding, RecruitingStaffing -Talent Performance Management -Learning Training -Compensation Benefits -Labor Employee Relations MBA -HR / Commerce Graduate

1. Employee Interaction: Welcoming visitors, and employees, providing information about the resort, and directing them to the relevant departments. 2. Administrative HR Support: Assisting with HR paperwork, maintaining employee records, and supporting the onboarding and off boarding process for new and departing employees. 3. Communication Management: Answering phone calls, taking messages, and responding to inquiries from both internal and external stakeholders, ensuring smooth communication between departments. 4. Scheduling & Coordination: Managing the HR departments calendar, scheduling interviews, meetings, and employee training sessions, and coordinating with other departments as needed. 5. Employee Support: Assisting employees with HR-related queries such as leave requests, attendance, policies, and general welfare. 6. General Reception Duties: Maintaining an organized and welcoming reception area, managing office supplies, and handling incoming and outgoing mail. 7. Data Management: Entering HR-related data, maintaining attendance records, and generating reports as required by the HR department. 8. Confidentiality & Compliance: Ensuring the confidentiality of sensitive employee information and complying with HR policies and legal standards. Job Expectations: The expectation for an HR Receptionist is to provide excellent staff service while efficiently handling HR-related tasks. This includes greeting visitors and staff, maintaining confidentiality, assisting with employee records and recruitment, and supporting HR administrative duties. The role requires strong communication, organizational skills, multitasking ability, and a professional, approachable attitude, ensuring smooth operations for both guest services and HR functions within the resort. Minimum Qualification: Graduation/ Diploma in Hotel Management is preferred. Minimum Job Experience: Should have 06 months to 02 years of experience.

We have a urgent requirement for Head HR for Marathvarhad Milk Producer Organization, Nagpur, Maharashtra. This is our new MPO. Currently the headcount is around 350 (Onroll+Offroll).

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" The Position Organization Jubilant Ingrevia Limited Current Grade/ Level Manager- HR Location Corporate Office Noida Job Summary Handling the HRBP role for across Functions & Sales & Marketing and COE role for PMP. Serving as a trusted advisor and strategic partner to Head HR and function/ business heads.Assist in aligning HR strategies with organisational objectives. Assist HR lead on Increment & Manpower Budgeting. Provide expert guidance on all HR-related mattersand driving initiatives that enhance organisation effectiveness, optimise cost, bring higher employee engagement andbetter performance. Reports To (Position & Grade) M2-Director Matrix Reporting to (Position & Grade) - Direct Reports or Individual Contributor Role IC Role Independent Decision Making Yes Key Responsibilities as HRBP Employee Life cycle management: Manage the employee life cycle at Jubilant from Hire to Retire; On-board & induct the employees joining the business; Consult with line management and provide daily HR guidance; Resolve employee issues and address grievances Organisation Effectiveness: Review organisation structures, positions & employee movements, in order to provide efficiency and cost optimisation. Implementation of OE recommendations for business and functions. Talent Availability : Responsible for maintaining Talent availability, across all functions & businesses. S trengthen the IJP process, through employee education, better employee experience Employee Communication & Education: Communicate HR policies and procedures effectively to all levels of the organization. Translate complex HR policies and procedures into actionable insights for managers and employees. Stakeholder Management: Build strong relationships with stakeholders across the organization. Be the change agent by challenging the status quo and championing new initiatives to lead the cross functional strategic HR projects to improve organizational productivity & efficiency. Retention: To implement retention strategies to arrest attrition & execute action plans. Also engage in meaningful retention conversation. Operational Excellence : Implement process oriented approach across all HR process and enable data integrity & control in HRIS. Bring in efficiency across employee entry to exit processes. HR Analytics, Reporting & Review: Analysing and presenting data and reports at appropriate forums as per defined timelines; analyse trends and metrics with the HR department; prepare data required for the Strategic Planning Process

We are seeking a suitable candidate for the position of Head HR for a well known client in FMCG Industry (Manufacturing) in Chennai. Position: Head HR Job Location: Chennai (Candidates interested to relocate to Chennai can apply) Reportees: 4 to 8 members Reports in to: CEO Suitable candidates shall email their updated resume across hr25@hectorandstreak.com

We are seeking a dynamic and experienced Senior Executive for Talent Acquisition specializing in technology hiring. The ideal candidate will be responsible for sourcing, attracting, and hiring top tech talent while building a strong employer brand. You will collaborate closely with hiring managers, HR teams, and leadership to ensure the organization s talent needs are met efficiently and effectively. This role requires a proactive individual with strong organizational and interpersonal skills who can manage multiple tasks efficiently. Key Responsibilities: Recruitment Strategy: Develop and implement innovative recruitment strategies to attract top talent. Collaborate with department heads to forecast hiring needs. Stay updated on emerging trends in technology and talent acquisition best practices. Candidate Sourcing: Leverage multiple sourcing channels such as job boards, professional networks, social media, employee referrals, and headhunting. Build and maintain a pipeline of passive and active candidates. Screening & Interviewing: Conduct initial candidate screenings and assessments to evaluate qualifications and fit. Coordinate and schedule interviews with candidates and hiring managers. Offer Management: Negotiate terms and conditions of employment with candidates. Prepare & release job offers Metrics & Reporting: Monitor and analyze recruitment metrics, such as time-to-fill, cost-per-hire, and quality of hire, to assess the effectiveness of recruitment efforts. Prepare regular reports on recruitment activities and outcomes for senior management. Employer Branding: Promote the organization as an employer of choice within the tech industry. Participate in tech job fairs, conferences, and events to network and attract talent. Qualifications: Education: Bachelor s or Master s degree in Human Resources, Business Administration or related field. Experience: 3+ years of experience in Talent Acquisition (Tech Hiring). Strong knowledge of robotics technologies & automation. Proven track record of successfully hiring for mid-to-senior-level tech positions. Strong knowledge of technology roles, skills, and industry trends. Proficiency with Applicant Tracking Systems (ATS) and recruitment tools. Skills: Excellent communication, negotiation, and interpersonal skills. Proficient in Microsoft Office Suite. Strong organizational and time management skills. High level of confidentiality and professionalism. Ability to work independently and as part of a team.

Region HR Head Job Description: The position holder will be the Regional Head of HR for the respective Region. This is a team lead role and responsibilities include supervising local Admin, HR teams, and implementing company policies for regional sales divisions. S/he will lead the talent acquisition for the region, LD and all branch Administration related activities for the Region. Experience Range: 4 - 10 years Educational Qualifications: Any graduation ,and MBA/PGDM in HR/Industrial Relations Job Responsibilities: Lead and manage all HR activities related to the sales function in the designated region. Develop and implement HR strategies aligned with business objectives to support sales goals. Partner with sales leadership to identify talent needs and develop recruitment strategies. Oversee performance management, employee development, and training initiatives for the sales team. Implement initiatives to enhance employee engagement, satisfaction, and retention. Ensure proper branch infrastructure, hygiene and compliance with employment laws, regulations, and company policies within the sales function. Skills Required: HR Operations , Employee Engagement , Niche Talent Acquisition , Talent Management , Employee Data Management , HR Policies , Employee Grievance , Performance Management Candidate Attributes: Strong understanding of Sales HR practices. Proficiency in sourcing, assessing, and attracting top sales talent. Demonstrated ability to lead HR teams and influence sales leaders. Skill in designing and delivering sales-focused training and development programs. Strong verbal and written communication skills for effective stakeholder management. Proficiency in analyzing HR metrics to drive data-driven decisions. Knowledge of employment laws and regulations to ensure legal compliance. Job Code: KL-X69L2U5R

The General Manager Human Resources (GM HR) will be responsible for developing and implementing HR strategies and initiatives aligned with the overall business strategy. The role involves talent acquisition, employee engagement, performance management, compliance, and stakeholder management to support the organization's growth and development. Key Responsibilities: 1. HR Strategy & Policy Development: Design and implement HR policies, procedures, and frameworks in alignment with business objectives. Ensure compliance with labor laws, industry regulations, and company policies. Continuously review and update policies to reflect changes in employment legislation and industry best practices. 2. Talent Acquisition & Workforce Planning: Develop and execute strategic talent acquisition plans to attract and retain top talent. Oversee recruitment processes, employer branding, and onboarding programs. Implement workforce planning strategies to align talent supply with business needs. 3. Talent Management & Employee Development: Establish a robust talent management framework, including succession planning and leadership development. Drive learning and development programs to enhance employee skills and competencies. Implement performance management systems to drive high-performance culture. 4. Employee Engagement & Culture Building: Design and execute employee engagement initiatives to foster a positive work environment. Conduct employee satisfaction surveys and implement action plans based on feedback. Promote diversity, equity, and inclusion (DEI) initiatives within the organization. 5. Compensation & Benefits: Develop and implement competitive compensation and benefits strategies. Conduct salary benchmarking and analysis to ensure internal equity and external competitiveness. Oversee payroll and benefits administration in collaboration with finance teams. 6. Performance Management & Organizational Development: Establish key performance indicators (KPIs) and monitor HR effectiveness. Implement continuous improvement strategies for organizational development. Provide coaching and mentoring to leaders and employees. 7. Stakeholder Management & Employee Relations: Act as a trusted advisor to senior leadership on HR matters. Build strong relationships with internal and external stakeholders, including employees, management, and regulatory authorities. Address employee grievances and ensure a harmonious workplace. 8. HR Technology & Analytics: Implement HR technology solutions to enhance operational efficiency. Utilize HR analytics and data-driven insights for decision-making and workforce planning. Monitor HR metrics and report on key trends to leadership. 9. Compliance & Risk Management: Ensure adherence to labor laws, workplace safety, and ethical standards. Develop risk mitigation strategies related to employment law and workforce challenges. Lead internal audits and compliance checks as necessary. Qualifications & Experience: Bachelors/Masters degree in Human Resources, Business Administration, or related field. 12+ years of HR experience with at least 5 years in a senior leadership role. Strong knowledge of HR best practices, labor laws, and compliance requirements. Experience in handling large-scale HR operations and transformation initiatives. Proven track record in strategic HR management and talent development. Key Skills & Competencies: Strong leadership and decision-making skills. Excellent communication and interpersonal skills. Ability to influence and engage with stakeholders at all levels. High degree of integrity, professionalism, and confidentiality. Analytical mindset with expertise in HR metrics and analytics. Proficiency in HRIS and other digital HR tools.