85 Hr Budgeting Jobs - Page 2

Role & responsibilities Manages talent acquisition process, including sourcing, interviewing, hiring and onboarding. Design and update job descriptions. Background verification of new joiners. Validating and maintaining Master Data. Employee Engagement Activities. Controlling Attrition. Conducting 1*1 and team Session/Meetings and Handling Employee Grievances. Assess training needs and coordinate learning and development initiatives for all employees. Ensuring Attendance Management for Payroll. Develop fair HR policies and ensure employees understand and comply with them. Act as the point of contact regarding labor legislation issues. Implement performance review procedures. Handling Separation Process. Monitor the HR department's budget. Oversee daily operations of the HR department. Preferred candidate profile Male Candidates Preferred Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Ability to prioritize tasks. Ability to act with integrity, professionalism, and confidentiality. Proficient with Microsoft Office Suite or related software.

Manage HR and Admin operations Coordinate with Finance, Sales, Marketing and Site teams Manage Company policies Oversee project execution and Team performance Need to travel to site locations on requirement Required Candidate profile Minimum 3 years in a GM position or similar post Industry preferred Infrastructure

Key Responsibilities: 1. Talent Acquisition Strategy: - Develop and implement a comprehensive talent acquisition strategy aligned with the company's goals and objectives. - Identify and utilize effective recruiting methods and tools to attract qualified candidates. 2. Recruitment Process Management: - Oversee the entire recruitment process, including job postings, candidate sourcing, interviewing, and selection. - Ensure a positive candidate experience throughout the recruitment process. 3. Team Leadership: - Lead, mentor, and manage the recruitment team, providing guidance and support to ensure high performance. - Conduct regular team meetings and performance evaluations. 4. Stakeholder Collaboration: - Work closely with department heads to understand their hiring needs and provide recruitment support. - Develop and maintain strong relationships with external recruitment agencies and partners. 5. Compliance and Reporting: - Ensure compliance with all relevant employment laws and regulations. - Prepare and present regular recruitment reports to senior management. 6. Employer Branding: - Develop and promote the companys employer brand to attract top talent. - Participate in job fairs, career events, and other networking opportunities. 7. Continuous Improvement: - Monitor and analyze recruitment metrics to identify areas for improvement. - Implement best practices and innovative solutions to enhance the recruitment process.

Human Resources & HR policies, Compliance, Ensuring the company adheres to labour laws, Policy Implementation and evangelist, Manage the recruitment process, HR matters, including manpower planning, recruitment, compensation and benefits, & PMS. Required Candidate profile capable to handle as a Plant HR Head

Talent Management ,Performance Management. Policy Development & implementation Provide HR support operations, employee engagement, policy implementation. HRMS Manage and maintain the HRMS, ensuring data accuracy and compliance.

Role & responsibilities Ensure manpower planning on day to day basis and manpower must be available to run plant smoothly as per production plan. Review of performance of each contractor on monthly basis and to take action accordingly in consultation with HOD. To prepare the HR budget annually for pc cost and share the report on monthly basis deviation report along with the reason. To negotiate with recruitment agencies on SLA Condition to cost optimisation To Strengthen the recruitment and on Boarding Process and ensure to optimise recruitment cost. To review on committee meeting or other Grievance and ensure to mitigate the same to avoid any legal disputes or any IR Issues. To ensure and implement disciplinary action like show cause, warning letters etc to high absentee, and other indiscipline acts and share monthly report to reporting manager. To Maintain worker Feedback and discuss on monthly basis with reporting manager To Ensure all compliance requirement related to legal aspect are timely fulfilled To Review and Ensure timely revision of policies related to social or security compliance To review all compliance related checklist as per requirement of standard on monthly basis along with previous CAPA and internal audit report if any To make and implement compliance tracker by putting types of audits and their requirement. Ensuring the quality of the food served in the canteen meets hygiene standards. Management of internal and external security and truck parking management To Prepare Goal sheet for HR team members in consultation with HOD and to review on monthly basis. To review and revise the Job description of all position and implement the same while recruitment .

Desired Candidate Profile 15-18 years of experience in human resources or related field (industrial relations). MBA/PGDM degree in HR/Industrial Relations from a reputed institution. Proven expertise in areas such as factory act, labour laws, payroll management, plant hr, statutory compliance, talent acquisition, and wage administration.

Manpower Planning Recruitment and Selection Training and Development Performance Management Retention and Exit Formalities Employee Engagement Statutory Compliances & Liaisoning Internal and External Audit MIS Reports Admin

Our company located in Pirana, Ahmedabad. Role & responsibilities: Organization Structure and strategy: Shall be responsible for making an Organization Structure and HR Strategy to align with the business goal. Talent Acquisition: Shall be responsible for man power planning for the plant & corporate and managing recruitment for all positions. Performance Management System: Shall be responsible for execution of Performance Management System. Shall be responsible in appraisal process, setting annual Goals and KRA/KPI for employees in consultation with functional heads, proposed pay hikes/bonus/incentive and career succession activity Keeping register as per contract act. Timely submission of return under contract act. Collect monthly present & salary from personnel department. Shall be responsible to attend in company judicial matter with advocate / consultant on behalf of company prior approval / Authorized by Director / MD. Payroll & Compliance & IR activities: Shall be responsible for ensuring compliance to legal and statutory requirements. Shall be responsible for benchmarking compensation & overseeing Salary & Wage Administration. Shall be responsible for successfully handling, contractual labour & union matters within premises. Shall be responsible for drafting charge sheet, show cause notice, warning letters, suspension order, written memos and/or any other disciplinary action related correspondence. Compensation & Benefit: Shall be responsible for develop, recommend & marinating competitive and creative compensation programs for all employees. Policies & procedures: Shall be responsible for Development of a uniform and comprehensive HR Policy and procedures that will help to manage the end to end cycle of resources. Employee Engagement: Shall be responsible for execution of employee engagement action plan and high levels of employee engagement in the plant as well as in the Corporate. Shall be responsible for managing CSR activities as per calendar. Succession Planning: Shall be responsible for working closely with top management to identify high potential employees and developing career programs for those important to our continual growth as a Company. Employee development plan: Shall be responsible for identifying training needs; prepare training calendar and managing the training requirements. Shall be responsible liaise with other functional/departmental managers so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purposes and achievements. HRIS & HR Audit: Shall be responsible for establishing and implementing efficient systems and procedure to ensure prompt services and effective controls, including data/information and records etc. Shall be responsible for administration of the human resources policies, procedures and programs in the area of benefits, compensation, employee relations, training and development, performance management and organizational development. Exit & Attrition Management: Shall be responsible for overseeing the Full and Final and exit processes are initiated on timely manner. Shall be responsible for ensuring specific initiatives to retain critical & valued talent across levels. Experience: 8 years to 15 years

Role & responsibilities : 1. HR Policy Design & Compliance Design, review, and update HR policies in line with legal requirements and business strategy. Ensure consistent communication, understanding, and implementation of policies across the organization. Establish governance mechanisms and compliance frameworks in HR operations. 2. Job Description Writing Collaborate with department heads to draft, update, and maintain JD templates. Ensure role clarity, competency alignment, and standardization across functions. Maintain a centralized repository of all JDs. 3. HRMS Implementation & Administration Oversee the rollout and maintenance of the HRMS (e.g., employee data, onboarding, payroll, leave & attendance). Coordinate with vendors/IT for system upgrades and issue resolution. Train internal teams on HRMS usage and reporting capabilities. 4. Succession Planning framework Responsible for designing and implementing succession planning strategies across critical roles to ensure leadership continuity. Collaborates with business leaders to identify high-potential talent and create development roadmaps. 5. Performance Management & Goal Setting Drives talent assessments, maintains succession pipelines, and supports long-term organizational capability building. Drive the end-to-end performance management process ensuring timely goal setting, reviews, and feedback cycles. Align individual and team goals with organizational objectives to foster accountability and business impact. Partner with leadership to build a performance-driven culture through tools, training, and continuous improvement. 6. Compensation Benchmarking Conduct salary benchmarking and compensation surveys against industry standards. Recommend salary revisions, pay bands, and reward structures to attract and retain talent. Support the annual budgeting and increment planning process.

Role & responsibilities Oversee all aspects of human resources practices and processes in the Hospital. This includes recruitment, onboarding, training, and development of employees to ensure a skilled and motivated workforce. The role will manage employee relations, ensuring a positive work environment, addressing grievances, and handling disciplinary actions as needed. Develop and implement HR policies, ensure compliance with labor laws, and maintain accurate employee records. Managing payroll, benefits, and compensation packages, while continuously monitoring performance management systems to foster employee growth and organizational success. Will play a key role in shaping a strong organizational culture, ensuring effective communication across departments, and supporting the strategic goals of the Hospital. candidates with Hospital and diagnostics industry are preferred.

To manage Corporate HR with exposure in plant HR and IR Function as well.

Job Title: Assistant Manager HR Strategy & Analytics Location: Andheri, Mumbai Education: Graduate or MBA/PGDM in HR, Business Analytics, or any certifications related to Analytics Key Responsibilities: 1. Talent Analytics & Workforce Insights Analyze data across the talent lifecycle (hiring, performance, engagement, exits) to generate actionable insights. Develop talent segmentation, risk indicators, and dashboards to monitor talent health and retention. Support business teams in identifying high-potential talent, workforce gaps, and future capability needs. 2. Workforce Planning & Optimization Collaborate with HRBPs and business leaders to drive strategic workforce planning for R&D, corporate, and plant functions. Conduct headcount analysis, cost modeling, and productivity benchmarking across functions. Monitor adherence to approved manpower budgets and suggest optimization opportunities. 3. HR Strategy & Initiatives Contribute to long-term HR strategic roadmaps including capability-building, DEI, internal mobility, and succession planning. Support the design and execution of HR interventions tied to business transformation or restructuring. Prepare executive presentations and strategy decks for HR reviews, board updates, or talent councils. 4. HR Reporting & Data Governance Maintain and automate HR dashboards using Power BI/Tableau for visibility on key KPIs. Ensure consistency and integrity of data across SAP SuccessFactors (or equivalent HRMS), recruitment platforms, and spreadsheets. Drive standardization of reports, data dictionaries, and metric definitions across HR teams. Key Skills & Competencies: Strong analytical thinking with hands-on experience in Excel, Power BI/Tableau. Strong communication and stakeholder management skills.

Recruitment Ensure manpower availability as per budget and plan. Close lateral hiring positions by rolling out offers, salary negotiations, notice period buyout deals etc. Keep tracking attrition data for On-roll and Casuals and prepare report for countermeasures and action plan. Lead campus drives for fresher hiring/bulk hiring. Compliances & Payroll Management Ensure up-gradation of internal system and rules in purview of amendments released for any rule under any act applicable. Ensure employee attendance; leave records and ODs to be maintained as per rules. Ensure timely preparation and disbursement of Salary/Wages. Ensure timely fulfillment of statutory compliances related to Factory act, PF Return, Principal Employer, Performance Management RA & KPI setting processes. Raising appraisal forms to concerned department heads for annual performance review. Providing inputs to HOD's for Appraisals. Collection and Compilation of data related to PMS. Making calculation for increments to be disbursed. Prepare and Issue Promotion & Increment letters to all employees. Post annual appraisals report generation. Employee Exit Management Ensure smooth exit of employee on the day of relieving. One to One exit interview Ensure timely settlement and payment of full & final. HR/IR Budgeting Prepares HR-Budget on the basis of past year trends and future forecasts. Monitoring and controlling expenses as per approved budget. Industrial Relation Maintaining and creating harmonious and healthy industrial relation. Wages negotiation with workers union. Meeting with union members, correspondence and giving feedback to Management. Grievances handing and redress of complaints. Disciplinary Action Issuing of show cause notice, charge sheet and conducting domestic enquiries, punishment and looking at employee s previous service record. Contract related work - Contract Labor Management: Managing CLM. document verification, returns and compliances. Contractor License Audit compliance Internal & External Audit

Job Title: HR Manager (Male only) Location: Ghaziabad Employment Type: Full-time CTC- 6-10 LPA Overview: We are seeking an experienced HR Manager to oversee and manage all human resource functions for a growing team of 200 employees. This role will be integral to building a positive, employee-centric culture and supporting the strategic vision of the company, including recruitment, compliance, employee engagement, and more. Key Responsibilities: 1. HR Management Oversee end-to-end HR activities, including recruitment, onboarding, employee records, payroll, grievance redressal, and statutory compliance. Ensure adherence to all applicable Labour Laws, Factory Acts, and State/Local Employment Regulations. Maintain and update compliance registers, ensure timely filings (PF, ESI, gratuity, bonus, etc.), and manage all statutory inspections and audits. 2. Founders Office Support Collaborate closely with the founder's office to support ongoing operations, prepare review reports, track cross-departmental progress, and assist in strategic decision-making. Represent the founder in internal/external meetings as needed and help align operations with leadership goals. 3. Talent Acquisition Plan and execute recruitment strategies in line with technical and operational needs. Source and screen candidates through online portals, referrals, and campus placements. Coordinate interviews and manage offer processes. 4. Employee Lifecycle Management Manage complete employee lifecycle from joining to exit, including document verification, ID generation, payroll input, and full & final settlements. Ensure compliance in EPF, ESI, professional tax, labour welfare fund, and payroll tax computations. Oversee exit interviews, reliving formalities, and feedback documentation. 5. Employee Engagement Foster a positive, productive, and inclusive work environment. Plan employee engagement initiatives, organize cultural and wellness activities, and conduct open forums for feedback. Share employee insights with department heads and leadership. 6. HR Strategy Development Work closely with project heads and leadership to build short- and long-term HR strategies aligned with the organizations mission. Help develop policies and frameworks to support talent development, retention, and company culture. 7. Performance Management Coordinate periodic performance evaluations and appraisals. Assist in designing and implementing structured performance metrics and feedback mechanisms. 8. Compliance and Licensing (Factory Setup) Maintain all statutory records as per Factories Act, 1948, and State Factory Rules. Ensure timely application and renewal of Factory License, maintain Form 2, Form 3, and all required registers under applicable laws. Liaise with government authorities for labour welfare, factory inspections, and other regulatory approvals. 9. Shared Communication Management Monitor and respond to shared company mailboxes (e.g., careers@, info@). Coordinate and schedule posts across company social media channels as per the brand tone. 10. Continuous Learning & Flexibility Stay updated with changes in employment laws and best HR practices. Take on additional responsibilities and support cross-functional tasks as assigned by management. 11. Administrative Duties Oversee daily office administration, including facility and vendor management, procurement of office supplies, maintenance, and coordination of office events and meetings. Ensure smooth execution of day-to-day administrative operations, compliance documentation, and facility upkeep. Key Requirements: Educational Qualification: MBA in HR (Required) Experience: Minimum 5 years in human resources management, with generalist experience in all key HR functions. Certification: Professional in Human Resources® (Preferred) Skills: Strong interpersonal, social, and writing skills. Experience in manufacturing industry preferred

As the Section Head-HR Operation-HCGA-WDIPL, you will be responsible for leading and directing the HR Operations team to deliver comprehensive HR services to the business. Your role will include managing compensation and benefits, labor laws, industrial relations, and related statutory compliances. You will also be responsible for HR budgeting and planning. Lead the HR Operations team to provide full spectrum of HR services including but not limited to recruitment, onboarding, offboarding, employee relations, performance management, and HR reporting. Manage the Compensation & Benefits function, ensuring competitive and sustainable compensation and benefits plans are in place. Ensure compliance with labor laws, industrial relations, and other related statutory requirements. Develop and manage the HR budget, ensuring cost-effective use of resources. Develop and implement HR strategies and initiatives aligned with the overall business strategy. Support current and future business needs through the development, engagement, motivation, and preservation of human capital. Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization. Nurture a positive working environment, maintaining a high level of professionalism and business acumen. Oversee and manage a performance appraisal system that drives high performance. Report to management and provide decision support through HR metrics. Ensure legal compliance throughout human resource management. Promote corporate values and enable business success through job design, recruitment, performance management, training & development, employment cycle changes, talent management, and facilities management services. The ideal candidate should have a strong business and commercial acumen, entrepreneurial spirit, global mindset, and a commitment to people excellence.

General Manager - HR (Ahmedabad, Surat and Daman) Age - Less than 52 yrs. Experience 24 to 30 Yrs. In HR-IR domain (at-least 5 years in a leadership role) Qualification MLW/MSW/MHRM/MBA HR (Full time) Requirement Details Job Responsibilities: Development & implementation of HR strategies and initiatives aligned with the overall business strategies Lead the team and drive various HR functions Talent Acquisition & Talent Management Performance Management to drive employee productivity and business specific rewards and recognition programs L&D programs to enhance employee knowledge, skill sets and career growth Succession Planning HRIS, Payroll and Benefit administration and related Statutory compliances Industrial relations with Unionized staff and wage settlement Work closely with the leadership team to address workforce needs, performance issues and organizational changes Foster positive work culture by organizing various engagement programs, resolving concerns and strengthen harmonious working environment Promote Diversity, Equity and Inclusion initiatives to create a welcoming workplace culture Establish and maintain cordial relationships with Civic and Government authorities Required Skills: Strong leadership and decision-making ability Excellent communication skills, Inter-Personal relationship and conflict resolution skills Proven track record as HR Head in large industries with high level knowledge of HR systems & best practices and labour laws Candidates are advised that there would be strict adherence to the filters mentioned above. Interested candidates may apply on this job post or email their CV at ajay.gandhi@cielhr.com, mentioning "Application for General Manager - HR" in the subject line. Kindly mention your current CTC, expected CTC, notice period and preferred location.

Roles Overview: An HR & Admin Manager is responsible for overseeing all aspects of human resources and general administration within an organization. Job Description Recruitment & on boarding: Managing the full cycle of recruitment, including job postings, interviewing, and on boarding new hires. Employee Relations: Addressing employee concerns, resolving workplace issues, and fostering a positive work environment. Payroll & Benefits: Overseeing payroll processing, ensuring accurate and timely salary disbursement, and managing employee benefits (health insurance, leave policies, etc.). Compliance: Ensuring the organization adheres to labor laws and regulations, including compensation, record-keeping, and reporting. Policy Implementation: Developing and implementing HR policies and procedures, ensuring consistency and fairness. Office Management: Managing office supplies, facilities, and vendor contracts, and ensuring smooth office operations. Training & Development: Identifying training needs, developing training materials, and facilitating employee development programs. Employee Engagement: Organizing team-building activities, conducting employee satisfaction surveys, and implementing initiatives to boost morale. Performance Management: Overseeing performance reviews, providing feedback, and managing disciplinary actions Strategic Planning: Aligning HR strategies with organizational goals, contributing to business planning, and supporting long-term growth and development. Requirements A masters degree in HR or an MBA with an HR focus. Excellent verbal & written communication skills, employee management and interpersonal skills. Ability to mediate and resolve disputes, manage employee grievances, and address workplace conflicts in a constructive manner. A thorough understanding of labor laws, regulations, and industry standards is crucial for ensuring compliance Ability to use HR Information Systems (HRIS), such as Keka HRMS, Pocket HRMS to manage employee data, payroll, and benefits.

Job Description: Experience in warehouse manpower management. Attendance management, Week-Off, leaves and Overtime. Manage agencies for WH manpower: Provide manpower for shortlisting within a TAT of 24 hours Documents closure for new joining Assist in candidate interviews, selection and onboarding process Coordinate with Various Manpower Agencies Retention of WH manpower: 90% 1 month retention of manpower Understand competitive salary being paid in the market Life cycle management of WH manpower: Handle payout queries, incentive calculation and payouts Data management and sharing reports with stakeholders Required experience and skills:- Education Qualification: Graduate/Post-graduate in Human resource /MSW Experience: Minimum -2 to 5 years of experience. Good communications skills - Both written/ speaking and at coordination Good in collaboration with internal and external stakeholders Good in Microsoft Power points, Excel and word

(Female Candidate Apply ) Responsible for end-to-end recruitment & selection process of corporate office.Perform Joining formality, Induction/ Orientation, Seating Arrangement Arranging Tools & Computers.Drive performance management for staff & manag Required Candidate profile Handle Day to Day grievances.To handle the all-buyer’s compliances audit. Attendance Monitoring, Day to day work Mgt.Monitor the Promote relations between management & workers for productive.

Manage HR and Admin operations Coordinate with Finance, Sales, Marketing and Site teams Manage Company policies Oversee project execution and Team performance Required Candidate profile Minimum 3 years in a GM or similar leadership role mandatory Ability to work under pressure

Responsibilities: Prefrence Serving notice period, immediate joiner . Lead HR strategy & policy formation Implement performance appraisals & PMS Develop manpower plans & budgets Oversee competency mapping & succession planning Ensure compliance with HR policies & KRAs Department: Human Resources – R&D Experience: 12+ years in HR, preferably with exposure to R&D/Engineering Education: MBA/PGDM in HR or equivalent Job Summary: The R&D HR Business Partner will serve as the strategic HR interface for the R&D team , The role involves talent acquisition, performance management, capability building, employee engagement, and aligning HR strategies with R&D objectives to foster innovation and engineering excellence. Key Responsibilities: 1. Talent Acquisition & Onboarding: Collaborate with R&D leaders to understand manpower requirements. Drive end-to-end recruitment for technical and R&D roles (Design, Testing, Validation, Simulation, etc.). Ensure smooth onboarding and early integration of new R&D hires. 2. Performance & Capability Development: Coordinate annual and mid-year performance reviews. Partner with R&D heads to identify training needs and technical upskilling areas. Implement IDPs (Individual Development Plans) for engineers and technocrats. 3. Employee Engagement & Retention: Conduct regular HR connect sessions with R&D employees. Address employee grievances and implement retention initiatives specific to technical talent. Drive rewards & recognition programs for innovation and design excellence. 4. Workforce Planning & Organization Development: Support R&D org design and restructuring based on project phases (Platform development, Vehicle Integration, Product Validation, etc.). Monitor headcount, internal transfers, and succession planning. 5. Compliance & HR Operations: Ensure adherence to labor laws, internal policies, and audit requirements within the R&D function. Maintain accurate HR MIS and analytics for R&D manpower. Skills Required: Strong understanding of engineering/R&D functions in automotive/agri-machinery industry. Excellent interpersonal and influencing skills. Proficiency in MS Excel, HRMS tools, and recruitment platforms. Knowledge of organizational development practices. Preferred Background: Experience in an HR role supporting R&D/Engineering/Technical functions. Exposure to tractor, Automotive, Construction/agricultural machinery or automotive OEM/Tier-1 companies is a plus.

Role & responsibilities Design & Implement Strategy & Policy for effective Human Resources, Employee Relations, Industrial Relations, Legal Compliances and Administrative Services HR IR Union Legal Compliance Statutory Compliances Age bar : Max 48 Yrs Preferred candidate profile Working Pattern: 6 Days . Office timing : 9 AM to 05:30 PM Weekly Off: Tuesday

Responsibilities: Talent Acquisition & Hiring Organizational Development Employee Engagement & Culture Performance & Learning Compliance & HR Operations Leadership Support

L&D Design (training content), PMS performance evaluation process, ensuring timely accurate completion., HR SOP Policy Recruitment, Social Media Accounts, HR Operation, Vertical HRs: Collaborate with HR teams, Newsletters Design, create, distribute Required Candidate profile Operations: Provide HR support operations, employee engagement, conflict resolution, policy implementation HRMS Manage and maintain the Zing-HRMS, ensuring data accuracy and compliance,