723 Hr Strategy Jobs - Page 7

Position: Talent Acquisition Manager Location: Akaltara Near Bilaspur (Chhattishgarh) Experience: 6+ years Industry: Manufacturing, Energy, etc We are looking for a dynamic and experienced Talent Acquisition Manager.

Job Purpose: To manage end-to-end HR operations and administrative activities at the plant level ensuring compliance, workforce discipline, employee engagement, and effective facility management, thereby supporting smooth plant functioning. Key Responsibilities: 1. HR Operations Manage Time Office activities: attendance, leaves, shifts, OT calculation & records. Ensure timely payroll inputs and coordinate with payroll team for accurate salary processing. Maintain updated employee records in HRIS/HR One. Ensure smooth onboarding & exit process for staff and workmen. Support statutory compliance including PF, ESIC, gratuity, CLRA, labour licenses. Monitor and ensure contractor compliance with HR and statutory requirements. 2. Employee Relations Ensure harmonious industrial relations at the plant. Address grievances of staff and workmen with timely resolution. Assist in domestic enquiry processes and disciplinary actions as per policy. Promote discipline, code of conduct, and shopfloor behavioral norms. 3. Learning & Development Identify skill gaps in coordination with department HODs and plan training needs. Organize internal and external training programs for workmen, staff, and line managers. Coordinate with corporate L&D for leadership and compliance-related training. Maintain training records, attendance, feedback, and effectiveness analysis. Support implementation of induction training and periodic refresher programs. 4. General Administration Oversee facility management: housekeeping, security, canteen, guest house, company transport, uniforms & PPE. Coordinate food, accommodation, and travel arrangements for employees and visitors. Manage vendor relationships for admin-related services. Monitor administrative infrastructure upkeep and maintenance. 5. Health, Safety & Compliance Ensure implementation of plant safety policies in coordination with the safety team. Support all audits statutory, ISO/IMS, and internal. Maintain HR and admin-related documents as per compliance standards. 6. Employee Engagement & Communication Drive engagement activities: festivals, team-building events. Support internal communication initiatives and welfare programs. Coordinate employee welfare schemes including medical and insurance support. 7. HR Reporting & MIS Prepare and submit daily, weekly, and monthly HR & admin reports. Maintain dashboards, training trackers, compliance status, and OT summaries. Key Skills Required: Strong knowledge of labour laws and HR compliance Proficiency in Time Office & payroll support Plant HR handling experience Excellent coordination, communication, and documentation skills Proactive, disciplined, and hands-on with admin support Working knowledge of HRMS tools (preferably HR One) Candidate must know Hindi, Marathi & English.

About The Role Job Summary :HR Strategy & Transformation is a team of HR Professionals who specializes in select areas within HR to help our clients target and deliver values for their HR and Talent investments using a distributed delivery model, and can be deployed globally - onsite, near shore and offshore. Roles & Responsibilities: HR Operating Model HR Op Model Design, Organization Design, Capability Enhancement Competency Based Talent Management Competency Modelling, Design, Assessment and Integration with HR & Talent processes Workforce Management Workforce effectiveness analysis, planning and optimization HR Shared Services HR Shared service Assessment, Design and Deployment Process Excellence HR & Talent Processes design, innovation & Implementation HR SaaS Implementation SaaS Process design, configuration, training & Change Enablement Qualification Professional & Technical Skills: Hands-on experience in HR transformation and Talent Management projects Need to have deep expertise in at least one or more of the following areas: HR Operating Model / HR Service Delivery Model HR Shared Services HR Process HR Policy Design and harmonization HR Diagnostics / Analytics HR Technology Org Design Talent Management including Recruitment, Performance Management, Competency Modelling, Career Framework, Reward Design, Strategic Role Assessment, etc. Project Management of large HRT engagements Design and deployment of HR Service Delivery Model across diverse set of organizations Desired knowledge of HRIT and ERP (Oracle/SAP) Knowledge of outsourcing business model of key HR processes Prior relevant consulting experience is a must. Working experience with international clients is desirable This individual must be comfortable working at the highest levels of client organizations and interacting closely with the C level executives in a range of environments The individual should be comfortable functioning in a broadly positioned and highly diverse consulting firm The individual should be comfortable with the Pre sales ,sales and delivery cycle in a global client engagement model The individual should possess an impressive executive demeanor, a team oriented and collaborative approach, and excellent presentation skills, including strong oral and writing capabilities The individual should have demonstrated entrepreneurial instinct with a strong understanding of operating and scaling a business. The individual should possess and demonstrate high integrity and credibility as perceived by all those with whom s/he will work The individual should have strong intellect coupled with proficient commercial instincts The individual should have high energy levels. The individual should be diplomatic, flexible, and have a good team approach. Additional Information: Leadership responsibilities: Focus on growing the practice by ensuring the right strategies and actions are in place. Achieve the target metrics on productivity, utilization, geographic penetration, head count growth, controlling attrition and high degree of engagement from the team and maintaining exceptional delivery quality Engagement Management: Manage engagement risk, project economics including planning and budgeting, manage account receivables, define deliverable content, ensure buy-in of proposed solutions from top management levels at the client/ client team Business Development: Work as part of a joint global sales team to identify and win potential opportunities. People Development: Performs role of counselor and coach, provides input and guidance into the firms staffing process, and actively participates in staff recruitment and retention activities. Domain Development: Development of assets and methodologies, development of point-of-view, research or white papers, support development of marketing collateral, public speaking and publication in industry periodicals.

Job Title: HR Manager Location: D Y Patil University, Ambi, Talegaon Department: Human Resources Type: Full-Time Job Summary: The HR Manager will be responsible for leading and managing the universitys human resource functions, ensuring strategic alignment with institutional goals. The role involves overseeing recruitment, performance management, employee engagement, training & development, HR compliance, and policy implementation for both academic and non-academic staff. Key Responsibilities: Strategic HR Planning: Develop and execute HR strategies that align with the university's academic mission and growth objectives. Recruitment & Onboarding: Lead the hiring process for faculty, administrative, and support staff including job postings, interviews, selection, and onboarding. Employee Relations: Serve as a key point of contact for employee concerns, disciplinary matters, and conflict resolution, ensuring a healthy and compliant work environment. Performance Management: Implement and oversee performance appraisal systems for academic and non-academic staff; support HODs and department heads in performance evaluation processes. Policy Development & Compliance: Ensure compliance with university regulations and labour laws. Develop, revise, and implement HR policies and SOPs. Training & Development: Identify training needs and coordinate programs for staff development, faculty enrichment, and leadership training. Payroll & Benefits Administration: Coordinate with finance for accurate payroll processing, leave management, and statutory benefits administration (PF, Gratuity, ESI, etc.). HRMIS and Documentation: Maintain up-to-date digital and physical HR records; ensure data integrity in HR software systems. Staff Welfare & Engagement: Plan and execute employee engagement initiatives, wellness programs, and grievance redressal mechanisms. Qualifications & Skills: Master’s degree in Human Resources / Business Administration / or related field. Minimum 7–10 years of progressive HR experience; at least 3 years in an academic or higher education setup is preferred. Knowledge of UGC/AICTE/NAAC/NIRF and other statutory bodies' HR compliance requirements. Strong leadership, interpersonal, and communication skills. Proficiency in HRMS/HRIS tools and MS Office Suite. Ability to handle sensitive and confidential information with discretion. Preferred Attributes: Excellent leadership, negotiation, and interpersonal skills. Familiarity with academic staffing requirements. Expertise in HRMS, ERP systems, and Microsoft Office. Ability to maintain confidentiality and manage HR audits smoothly. Experience in faculty recruitment and academic staffing procedures. Familiarity with ERP-based university management systems. Capability to work in a fast-paced, multicultural academic environment. Conflict management and negotiation skills.

Job Overview: As the HR Business Partner (HRBP), will play a pivotal role in aligning business objectives with employees and management. You will serve as a strategic partner to leadership teams, ensuring That human resources initiatives are implemented effectively to drive business success. This is a high- impact role, requiring a deep understanding of both HR functions and the nuances of the retail/e- commerce industry, ensuring the optimal performance and development of the workforce across Key Responsibilities: 1. Strategic HR Leadership: Partner with senior business leaders to define and execute HR strategies that support organizational goals and align with business needs. Act as a trusted advisor to leadership on a variety of HR-related matters, providing insights and recommendations based on industry trends, best practices, and business goals. Ensure the integration of HR strategies into business operations, emphasizing workforce planning, organizational development, and performance management. 2. Talent Acquisition & Workforce Planning: Oversee and guide the recruitment process for the cluster, ensuring the right talent is attracted, hired, and retained, particularly for high-volume retail or e-commerce roles. Collaborate with recruitment teams to design effective sourcing strategies and recruitment campaigns. Analyze business and talent data to predict workforce needs and recommend solutions for gaps in talent. 3. Employee Development & Performance Management: Champion learning and development initiatives across the cluster to build skills, leadership capabilities, and improve business outcomes. Implement and manage performance management systems, ensuring regular feedback, coaching, and development plans for all employees. Support the creation of high-performance cultures, enhancing employee engagement and retention. 4. Employee Relations: Foster a positive working environment by resolving employee conflicts and concerns in alignment with organizational values. Manage labor relations and ensure compliance with labor laws and internal policies. Work closely with line managers to ensure that employee relations issues are dealt with proactively and effectively. 5. Change Management: Lead and support change management initiatives related to business restructuring, organizational shifts, or other significant operational changes within the cluster. Guide leaders in managing team transitions, maintaining morale, and ensuring continuity during periods of change. 6. HR Data & Analytics: Leverage HR data and analytics to inform decision-making, track key metrics, and assess the effectiveness of HR initiatives. Monitor HR KPIs (e.g., turnover, engagement, absenteeism) and collaborate with leadership teams to make data-driven recommendations for improvements. 7. Compliance & Policy Implementation: Ensure the cluster adheres to all HR-related legal, regulatory, and company-specific policies and procedures. Keep up-to-date with local and international HR laws and guidelines, ensuring compliance across different regions. 8. Employee Engagement & Culture: Develop and maintain employee engagement strategies that align with the organizational culture and enhance job satisfaction. Support initiatives that foster diversity, equity, and inclusion (DEI) within the workforce. Conduct employee surveys and feedback sessions to gauge satisfaction and identify areas for improvement. Qualifications: Education: Bachelor's degree in Human Resources, Business Administration, or related field. A Masters or HR certification (e.g., CIPD) is a plus. Experience: Minimum of 3-6 years of progressive HR experience, with at least 3 years in an HRBP role, ideally in retail, e-commerce, or a fast-paced, customer-focused industry. Proven track record of successfully leading HR initiatives in complex, multi-location environments. Skills: Strong business acumen with the ability to connect HR strategies with business outcomes. Excellent interpersonal, communication, and problem-solving skills. Expertise in talent management, employee relations, and performance management. Ability to work effectively in a fast-paced, ever-changing environment. Desired Traits: Ability to drive change and transformation within the business. Strong influence and relationship-building skills. Proactive, results-oriented, and able to work autonomously. High level of emotional intelligence and empathy for employees at all levels.

Please note that the organization follows an alternate Saturday off policy. The L&D Head is responsible for setting the strategic direction for learning initiatives aligned to business goals. The role ensures continuous development of employees across all levels through effective training design, implementation, measurement, and learning culture enhancement. Key Responsibilities: Strategic Planning & Leadership Define and drive the L&D strategy in alignment with the organizations vision and talent needs. Partner with business and HR leaders to identify capability gaps and future skill needs. Establish frameworks for career development, leadership pipeline, and functional training. Training Design & Implementation Lead the design and delivery of functional, behavioral, and leadership training programs. Oversee the annual training calendar and ensure execution as per timelines. Deploy digital learning platforms (LMS, e-learning modules, blended learning). Talent & Capability Building Design and run programs for HiPo development, first-time managers, succession planning, etc. Develop learning paths for various roles and functions. Facilitate knowledge sharing, coaching, and mentoring culture. Assessment & Impact Measurement Track training effectiveness using training models. Leverage data and analytics to measure ROI on learning initiatives. Continuously improve programs based on feedback and performance metrics. Stakeholder & Vendor Management Liaise with internal stakeholders for need identification and alignment. Manage external trainers, vendors, consultants, and learning partners. Negotiate training contracts and ensure quality and cost-effectiveness. Succession Planning: Design and implement a strategic succession planning framework to ensure leadership continuity for critical roles in manufacturing and retail. Identify high-potential employees and work with business leaders to craft personalized development plans. Ensure the organization has a strong internal talent pipeline ready for future leadership roles. Develop and implement potential assessment programs by conducting systematic competency mapping exercises and assessment centers. Create an eco system where IDPs become a part of each managers responsibility backed up by credible feedback sessions and potential development programs Oversee the implementation and optimization of a robust performance management system that aligns with organizational goals. Team Leadership: Lead and mentor a team of HR professionals, fostering a collaborative and high-performing culture. Ensure the team is equipped to support the talent management strategy and drive results. Partner with senior management and department heads to ensure alignment between talent initiatives and business needs. Qualifications & Experience: Postgraduate in HR / OD / L&D or related field. Min 1218 years of experience Exposure to Retail industry preferred. Proven experience in implementing large-scale learning initiatives Skills & Competencies: Strong instructional design and facilitation skills. Business acumen and strategic thinking. Excellent communication and stakeholder management. Proficiency in LMS platforms, learning tech tools, and content curation. Passion for people development and continuous learning. Contact Person Sayyed Sofiya SG OASIS Interested candidates can share their resume on sofiyaoasis@gmail.com

IndiGo is looking for a dynamic and strategic Assistant Manager - HR to be based at Chennai Airport and support our South Region operations. This role is ideal for an HR professional with an MBA from a premier institute, a strong generalist background, and a passion for driving people initiatives within a fast-paced, multi-location environment. If you are fluent in Tamil and eager to be a key partner to regional leadership, we invite you to apply. Responsibilities Strategic HR Partnership: Support the conceptualization and design of HR strategic initiatives specific to the South Region and actively drive their implementation. Business Engagement: Engage regularly with all regional heads across various functions, working as a member of the regional leadership team to understand business-specific needs and champion the people agenda. Recruitment Support: Provide complete support for all recruitment initiatives in close coordination with Talent Acquisition and HR Operations, and collaborate with regional teams to define better sourcing strategies. Drive Strategic Initiatives: Lead and implement key strategic HR initiatives within the region, including: Diversity hiring and retention programs. Overall employee retention strategies. Any other initiatives defined from time to time by HR leadership. Employee Champion: Act as an employee champion by ensuring the successful implementation of all engagement activities, effectively managing employee grievances, addressing employee queries appropriately, and overseeing HR Helpdesk operations. HR Generalist Delivery: Deliver on comprehensive HR Generalist responsibilities for all managers and employees as required, including: Employee relations. Coaching and counselling. Performance management and appraisal support. Training support, including identification of needs and design/identification of appropriate programs. Career counselling and career development guidance. Support investigations and disciplinary processes. Communication & Culture: Support communication processes within the region to ensure consistency of culture, values, and employee experience. Payroll & Data Management: Manage payroll activities, including attendance tracking, leave management, and payroll inputs. Define and support the collection of relevant data for meaningful analysis. Process Management: Manage various HR processes such as: Statutory compliances. Performance Management System (PMS). Rewards & Recognition (R&R). Insurance-related processes. Other processes as defined from time to time. Budget & Documentation: Monitor and manage the HR budget to ensure optimization of resources, and take complete responsibility for all required HR documentation. Reporting & Feedback: Provide crucial feedback to HR leadership on critical HR issues and trends within the region. Skills Strong understanding and experience in HR strategic initiatives and business partnering . Proficiency in all aspects of HR generalist functions , including employee relations, performance management, training, and counselling. Demonstrated ability to drive recruitment initiatives and collaborate with TA/HR Ops. Experience in implementing diversity and retention strategies . Excellent grievance management and conflict resolution skills. Knowledge of payroll processes , attendance, and leave management. Thorough understanding of statutory compliances . Ability to analyze data and prepare meaningful HR reports. Strong leadership and interpersonal skills to engage with regional heads and employees. Exceptional communication skills , both written and verbal. Ability to manage multiple priorities and work effectively in a dynamic, multi-location environment. Qualifications Language: Fluency in Tamil is mandatory . Education: MBA in Human Resources / Personnel Management from Tier 1/Tier 2 Institutes only. Experience: 1-4 years of relevant HR experience. Travel: Willingness to travel across multiple airports in the South Region as required.

Head HR, ER, IR, for multiple factories managing 3000+ personnel Annual operating & manpower plan Employee Relation: Investigations, Disciplinary, Engagement, Reward & recognition Contract labor Mgmt & Statutory compliance Canteen & CSR People Mgmt Required Candidate profile MBA-HR / MSW (TISS/IIM/XLRI/XIMB/XISS/SYMBI/TAPMI/MSSW/LIBA/DGVaishnav/MCC) MUST know Tamil 15-20 Yrs exp in HR/ER/IR with Factory Exp Handle HR for 3000 people, Stakeholder & smooth Trade Union Mgmt. Perks and benefits Best As Per Industry Standards

The/Nudge is an action institute building resilient livelihoods to alleviate poverty. We work with women, farmers, tribals and youth on rural development, agriculture, skilling and economic inclusion, along with 15+ central and state government partners. Our economic inclusion journey for 25 million Indians, has reached 10 states with $250M of government funding to cover 1.25M people. Our incubator, accelerator and grand challenges have supported 200+ social entrepreneurs including 17 Forbes 30U30, 3 EarthShot Prize winners, 1 Time Magazine cover and more. Set up with support from 90+ eminent philanthropists , 40+ corporates and 15+ foundations including Gates, Mackenzie Scott, Vinod Khosla, Nandan Nilekani, Tata Trusts, Skoll, Meta, LinkedIn, HDFC, Mphasis, KPMG and LOreal, we are contributing towards a "poverty-free India, within our lifetime". What are we solving for We are solving for households in poverty who are also financially and socially vulnerable through a targeted, multi-faceted, and sequenced model called the graduation approach, which has demonstrated that we can durably pull households out of poverty. At The/Nudge Institute, we have been piloting this program for the past 3 years and are in the process of catalyzing the propagation of the same. Our purpose is to contribute to making the most excluded individuals a contributing member to the economy: Enable govt to adopt by providing research, design, and implementation support Continue to implement on its own to iterate the design for impact at scale Enable more NGOs to adopt technical and capacity-building support Continue to generate data on poverty and evidence on graduation approach to nudge governments to adopt at-scale Build technology solutions for NGOs and governments to adopt and implement at scale & with quality. Key Responsibilities You will play a pivotal role in strengthening organizational learning, capturing actionable insights, and catalyzing people-centric improvements across programs. You will be working closely with the Strategy & Operations team and People & Culture (P&C). Learning & Development Identify core learning needs across different teams by engaging with program and function leads. Design and implement learning plans that are aligned with program objectives and individual development goals. Collaborate with the P&C team to roll out and institutionalize training interventions (e.g., onboarding, refresher modules, leadership training). Set up systems to measure the effectiveness of learning interventions track participation, feedback, behavioral change, and skill improvements. Establish mechanisms to integrate field learnings into L&D design, ensuring relevance and applicability across contexts. Work closely with project leads and field teams to extract operational insights, implementation learnings, and innovative practices. Build documentation frameworks that make these insights easily accessible and transferable to other geographies or teams. Synthesize and package learnings in formats that support decision-making (e.g., playbooks, case studies, briefs). Support teams in running After Action Reviews (AARs), learning circles, or retrospectives to institutionalize continuous reflection. Program Excellence Initiatives Conduct structured assessments (e.g., surveys, interviews, capability audits) to identify needs related to team performance, well-being, and engagement. Collaborate with P&C and other relevant stakeholders to conceptualize program excellence initiatives based on identified needs. Draft requirements documents, concept notes, and implementation roadmaps for new people-focused interventions such as peer learning systems, feedback mechanisms, or incentive structures. Support the Program team throughout execution - providing content, facilitating sessions, or helping refine approaches based on real-time feedback. Track progress and outcomes of these initiatives, ensuring they lead to measurable improvements in team performance or satisfaction. Ensure alignment between strategic program goals and people practices. Qualifications and Skills Required Experience: 8 12 years in program management, people development, organization effectiveness, or a related field. Preferred Background: Experience in learning & development, coaching, org effectiveness, or HR strategy in complex, multi-stakeholder environments. Skills: Strong facilitation, documentation, analytical, and interpersonal skills. Tools: Proficiency in MS Office (especially Excel, PPT), documentation tools, and collaboration platforms Mindset: Self-driven, reflective, growth-oriented, and collaborative. Bonus: Experience working in the development sector or with nonprofits with emphasis on learning and development.

Sr. HR Manager to lead HR functions—recruitment, policy, compliance & staff welfare. Drive inclusive culture & support NGO goals. 8+ yrs HR exp in development or social sector preferred

AVP/Sr. Manager - HRBP-15+ years - Pune/Bangalore/Mumbai Summary Are you a seasoned HR professional passionate about employee engagement, change management, and aligned business strategies? Heres a golden opportunity to leverage your deep HRBP expertise with a dynamic, people-centric organization dedicated to excellence. We are looking for an AVP/Sr. Manager - HRBP with 15+ years of experience who is driven to create impact and bring transformative growth to our workplace culture. Location- Pune, Mumbai, Bangalore Your Future Employer A globally renowned company known for its insurance, risk management and consulting business. As part of this reputed organization, you'll play a strategic role in reshaping leadership engagement and workforce development while being a champion of inclusion, diversity, and equity. Responsibilities Thrive as a strategic business partner to senior leaders, providing proactive HR solutions aligned with business goals. Act as a guide and mentor to leadership in driving people strategy, fostering business transformation, and optimizing workforce capability. Lead and deliver HR operations, which include HR analytics, performance appraisal, employee relations, and organizational change management. Drive robust initiatives around diversity, equity, and inclusion to strengthen a culture of belongingness. Plan and execute data-driven strategies for workforce planning, succession frameworks, and career development plans. Implement innovative employee engagement strategies to elevate collective organizational success. Steer change management initiatives with a focus on transforming organizational design effectively. Cultivate collaboration across teams and ensure adherence to company values, mission, and long-term organizational goals. Requirements Education : Bachelors or Masters degree in Human Resources, Business Administration, or related fields. Experience : Minimum of 15 years as an HRBP in a dynamic, fast-paced organization with evidence of strong leadership. Expertise in HR operations, employee engagement, organizational development, and performance management. Proven skills in strategic business partnering, change management, and HR analytics. Strong knowledge of labor laws, compliance frameworks, and best HR practices. Demonstrated ability to lead diversity and inclusion initiatives effectively. Exceptional communication, negotiation, and stakeholder management skills. Ability to manage ambiguity and deliver impactful results in a matrixed environment. Whats in it for you? A rewarding career with a global leader that values diversity, talent, and innovation. Opportunities to work with a highly skilled and collaborative team of professionals. An open culture that encourages creativity, autonomy, and continuous learning. Competitive compensation package and industry-leading benefits. A chance to impact and shape HR practices across the organization. Reach Us If you feel this opportunity is well aligned with your career progression plans, please feel free to reach me with your updated profile at stuti.bhandari@crescendogroup.in Disclaimer Crescendo Global specializes in Senior to C-level niche recruitment. We are passionate about empowering job seekers and employers with an engaging, memorable job search and leadership hiring experience. Crescendo Global does not discriminate on the basis of race, religion, color, origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Scammer Alert : Scammers may misuse Crescendo Globals name for fake job offers. We never ask for money, purchases, or system upgrades. Verify all opportunities at www.crescendo-global.com and report fraud immediately. Stay alert! Note We receive a lot of applications on a daily basis, so it becomes a bit difficult for us to get back to each candidate. Please assume that your profile has not been shortlisted in case you don't hear back from us in 1 week. Your patience is highly appreciated. Profile Keywords: HRBP, HR Strategy, Organizational Development, Employee Relations, HR Operations, Succession Planning, Change Management, Employee Engagement, Diversity and Inclusion, Business Partnering.

We are seeking an experienced and highly qualified HR Manager to join our team and play a pivotal role in shaping our human resources strategies and practices. The ideal candidate will be responsible for the overall management of the HR department, ensuring that all aspects of human resources align with the organizations goals and objectives. This position involves leading various initiatives related to talent acquisition, employee engagement, performance management, and compliance with labor laws and regulations. The HR Manager will work closely with department heads to understand their staffing needs and provide guidance on employee relations issues. Additionally, the HR Manager will develop and implement training and development programs to enhance employee skills and foster a culture of continuous improvement within the organization. We are looking for a proactive leader who can anticipate HR trends and changes and adapt the HR strategies accordingly. The successful candidate will also serve as a trusted advisor to senior management, representing HR interests in discussions and decisions that impact the organizations workforce. If you are an innovative leader with a passion for developing talent and driving organizational success, we encourage you to apply for this important role. Role & responsibilities Oversee and manage the recruitment process, including job postings, interviews, and onboarding. Develop and implement HR policies and procedures in accordance with local regulations and best practices. Lead performance management initiatives to ensure employee objectives align with organizational goals. Facilitate employee training and development programs to enhance workforce skills and knowledge. Provide guidance and support to department managers on employee relations and conflict resolution. Monitor and manage employee engagement initiatives to foster a positive workplace culture. Ensure compliance with labor laws and regulations, conducting audits and making improvements as necessary. Should have excellent insighful knowledge in understanding business strategy and align to the pactices quickly. Strong commitment to project implementation cycles and leverage the systems and process to the advantage for the end customer. Understanding of GCC model in client relationships. Qualifications Bachelors degree in Human Resources, Business Administration, or a related field; Masters preferred. A minimum of 8 years of experience in human resources management, with a focus on strategic HR practices. Strong knowledge of local labor laws, regulations, and compliance requirements. Proven experience in talent acquisition and employee development.

If you are someone who is passionate about knowledge and problem-solving, an exciting opportunity awaits you at NetApp. NetApp is a leading intelligent data infrastructure company, dedicated to helping customers navigate through disruptions and uncover new business opportunities. As part of our team, you will have the chance to contribute fresh ideas, collaborate with colleagues, and make a meaningful impact. Diversity and inclusivity are fundamental to our culture, and we believe in leveraging the unique perspectives of our employees to drive success. As the HR Director at NetApp's Bengaluru office, you will play a vital role in supporting the company's Go to Market business units in India. Working closely with the Head of HR, Asia Pacific, this Director-level position will involve leading a team of HR Business Partners and shaping HR strategies to align with business objectives. The ideal candidate should have extensive experience in Human Resources leadership, people management, and a background in the technology industry. Additionally, a proven track record in organizational change and the ability to build strong relationships with leaders are highly valued. To qualify for this role, you should have at least 15 years of HR leadership experience in a multinational organization, with a focus on implementing strategic HR initiatives and driving business transformation. A graduate degree, preferably with an MBA or equivalent, specializing in Human Resources, is desired. The successful candidate will possess strong interpersonal skills, the ability to influence at all levels, and a commitment to building a high-performing team culture. NetApp offers a hybrid working environment that promotes connection, collaboration, and employee well-being. We are dedicated to fostering a diverse and inclusive workplace where all employees are encouraged to apply, regardless of meeting 100% of the qualifications. Join us at NetApp and be part of a dynamic team that thrives on turning challenges into opportunities. We provide a supportive work-life balance, comprehensive benefits, professional development opportunities, and a range of perks to enhance your overall quality of life. If you are ready to contribute your expertise and help solve complex problems, we look forward to receiving your application. To apply for this position, please submit your application through our company website to ensure a streamlined and fair hiring process for all candidates. We value your interest in joining our team and encourage you to take the first step towards a rewarding career at NetApp.,

The HR Manager position at Weatherford is a hands-on role reporting to the Sr. Director Business Partner. As the India HR Manager, you will play a crucial role in Weatherford's matrixed India business and HR leadership community. Your primary responsibility will be to act as a trusted consultant and partner to the assigned business organization(s) by providing coaching, advice, and counsel. In this role, you will be expected to maintain the highest standards of corporate governance, ensuring ethical conduct and compliance with Company's Security, Compliance & HSE policies, relevant laws, regulations, and industry practices. You will prioritize Quality, Health & Safety, Security, and Environmental protection as core values while striving for continual improvement in these areas. Anticipating, identifying, and analyzing business opportunities, needs, and challenges will be key aspects of your responsibilities. You will contribute to the Weatherford HR strategy and collaborate closely with business leadership and staff to provide effective advice, coaching, and thought partnership. Ensuring the delivery of key business HR processes and contributing to organizational changes and change management will also be part of your role. Effective communication with a global, cross-functional workforce, stakeholder engagement and management, and maintaining communication with key stakeholders will be essential. You will also be responsible for understanding financial management in a global HR function, providing guidance to meet HR targets, and ensuring financial responsibility within approved budgets. In terms of people and development, you will lead an HR professional, engage in talent development, guide business stakeholders, and collaborate across a global business environment. You will contribute to talent pipeline creation, change & culture transformation, recruitment & retention strategies, and employee career development. Leadership, ethical behavior, adherence to Weatherford standards, and translating the Weatherford HR strategy for the client and country are crucial aspects of this role. A Bachelor's degree in Human Resources or a related field, 15+ years of progressive HR experience, and experience in leading people or projects are required. Proficiency in Microsoft Office, knowledge of the energy industry, and exceptional communication skills are essential. This role may require domestic and potentially international travel of up to 10%.,

Oversee payroll and manage documentation and ensure legal/statutory compliance. Drive full-cycle hiring-- sourcing, scheduling, follow-ups, with internal teams and external partners. Create and manage simple scalable HR policies and workflows. Required Candidate profile Solid grounding in Recruitment, payroll & HR operations. Recommend retention strategies. Monitor headcount, attrition, and hiring metrics. Guide performance reviews, PIPs, and feedback conversations.

Associate Vice President/ Sr. Manager Department: Human Resource Reports to: Vice President- HR Span of Control: The HR team in the areas of Recruitment, HR Operations, Compliance, PMS, Training, etc. Required Qualification: - Master's degree in Human Resources/ Business Administration or related field Experience: 12-15 years experience in Generalist HR /HRBP/ HR Operations role in a reputed organization. Experience in Talent Acquisition is a must. Job Purpose: The incumbent will handle end-to-end HR activities for the organization and guide the team on various aspects of Talent Acquisition, PMS, Talent Management, HR Operations, etc. There will be heavy focus on aspects like HR Business Partnering, Talent Acquisition and HR Operations incl. HRIS. Understanding the organizations culture and effective management of internal stakeholders will be imperative for this role holder’s success. Key Responsibilities: Oversee and manage all HR processes and operations from on-boarding to off- boarding. Lead the conceptualization, design and implementation of Talent Acquisition initiatives Oversee the HR Operations processes including On-Boarding, employee benefit and employee life cycle management Use the automation tools to enhance effectiveness and efficiency of TA and HR Operations and re-engineer the processes Device and implement mechanism to monitor employee productivity and work closely with business managers and leaders to ensure timely deployment of PMS and productivity measures Maintain HR Management system/HRIS and review the system for necessary customization /revamp to enhance effectiveness Work as a strategic business partner and assist in achievement of business objectives with thoughtfully designed HR interventions. Generate reports and analytics to support decision-making and continuous improvement. Oversee the training activities to be aligned with Business requirements. Actively contribute towards Talent Management and Leadership Development initiatives. Create and drive a performance oriented culture by successful implementation of PMS Supervise and guide HR Compliance and Audit related activities Support the existing team in implementation of compensation strategy and driving compensation surveys, revamping of compensation structure, etc. Creation of an engaged workforce; conducive work environment and culture by suitable employee engagement initiatives Oversee Payroll operations, ensuring accurate and timely processing of salaries and statutory contributions Behavioral Competencies: Drive for results Customer centricity Analytical and Critical Thinking Team work, Leadership and People Management Functional Competencies: Proven experience in HR leadership roles, with a focus on generalist HR, HR Operations. Good communication and command of Business English and flair for drafting Demonstrated expertise in HRMS implementation and optimization. Strong analytical and problem-solving skills. Software Expertise : Advanced MS Excel, proficiency in handling in atleast one HR software Other Working Conditions: It is an on-site job opportunity with no Work-from-Home facility Very limited out-station travelling

Key Responsibilities: Developing and implementing HR strategies and initiatives aligned with the overall business strategy Bridging management and employee relations by addressing demands, grievances or other issues Managing the recruitment and selection process. Job brief: We are looking for a skilled HR manager to oversee all aspects of Human Resources practices and processes. You will support business needs and ensure the proper implementation of company strategy and objectives. The goal is to promote corporate values and enable business success through human resources management, including job design, recruitment, performance management, training & development, employment cycle changes, talent management, and facilities management services. Responsibilities: Develop and implement HR strategies and initiatives aligned with the overall business strategy Bridge management and employee relations by addressing demands, grievances or other issues Manage the recruitment and selection process 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 Oversee and manage a performance appraisal system that drives high performance Maintain pay plan and benefits program Assess training needs to apply and monitor training programs Report to management and provide decision support through HR metrics Ensure legal compliance throughout human resource management Candidate Requirements: Proven working experience as HR manager or another HR executive People oriented and results driven. Demonstrable experience with human resources metrics. Knowledge of HR systems and databases. Ability to architect strategy along with leadership skills. Excellent active listening, negotiation and presentation skills. Competence to build and effectively manage interpersonal relationships at all levels of the company. In-depth knowledge of labour law and HR best practices. Bachelors/ Masters degree in Human Resources or related field.

About The Role Job Summary :HR Strategy & Transformation is a team of HR Professionals who specializes in select areas within HR to help our clients target and deliver values for their HR and Talent investments using a distributed delivery model, and can be deployed globally - onsite, near shore and offshore. Roles & Responsibilities: HR Operating Model HR Op Model Design, Organization Design, Capability Enhancement Competency Based Talent Management Competency Modelling, Design, Assessment and Integration with HR & Talent processes Workforce Management Workforce effectiveness analysis, planning and optimization HR Shared Services HR Shared service Assessment, Design and Deployment Process Excellence HR & Talent Processes design, innovation & Implementation HR SaaS Implementation SaaS Process design, configuration, training & Change Enablement Qualification Professional & Technical Skills: Hands-on experience in HR transformation and Talent Management projects Need to have deep expertise in at least one or more of the following areas: HR Operating Model / HR Service Delivery Model HR Shared Services HR Process HR Policy Design and harmonization HR Diagnostics / Analytics HR Technology Org Design Talent Management including Recruitment, Performance Management, Competency Modelling, Career Framework, Reward Design, Strategic Role Assessment, etc. Project Management of large HRT engagements Design and deployment of HR Service Delivery Model across diverse set of organizations Desired knowledge of HRIT and ERP (Oracle/SAP) Knowledge of outsourcing business model of key HR processes Prior relevant consulting experience is a must. Working experience with international clients is desirable This individual must be comfortable working at the highest levels of client organizations and interacting closely with the C level executives in a range of environments The individual should be comfortable functioning in a broadly positioned and highly diverse consulting firm The individual should be comfortable with the Pre sales ,sales and delivery cycle in a global client engagement model The individual should possess an impressive executive demeanor, a team oriented and collaborative approach, and excellent presentation skills, including strong oral and writing capabilities The individual should have demonstrated entrepreneurial instinct with a strong understanding of operating and scaling a business. The individual should possess and demonstrate high integrity and credibility as perceived by all those with whom s/he will work The individual should have strong intellect coupled with proficient commercial instincts The individual should have high energy levels. The individual should be diplomatic, flexible, and have a good team approach. Additional Information: Leadership responsibilitiesFocus on growing the practice by ensuring the right strategies and actions are in place. Achieve the target metrics on productivity, utilization, geographic penetration, head count growth, controlling attrition and high degree of engagement from the team and maintaining exceptional delivery quality Engagement ManagementManage engagement risk, project economics including planning and budgeting, manage account receivables, define deliverable content, ensure buy-in of proposed solutions from top management levels at the client/ client team Business DevelopmentWork as part of a joint global sales team to identify and win potential opportunities. People DevelopmentPerforms role of counselor and coach, provides input and guidance into the firms staffing process, and actively participates in staff recruitment and retention activities. Domain DevelopmentDevelopment of assets and methodologies, development of point-of-view, research or white papers, support development of marketing collateral, public speaking and publication in industry periodicals.

About the Role: Were looking for a hands-on, enthusiastic Junior HR Business Partner to join our growing team. This role is a great fit for someone with around 3 - 4 years of experience who enjoys working across various HR functions and wants to make a real impact. Youll support key people processes such as performance management, employee engagement, and HR operations, while also being the first point of contact for everyday employee queries. If youre someone who enjoys balancing strategic thinking with rolling up your sleeves to get things done wed love to hear from you. Must Haves: Strong track record of leadership skills Excellent communication skills Statutory & compliance knowledge Strategic & problem solving thinking Analytical mind-set Total relevant experience: : 3-4 years Zeal to work in a growing company with head count over 50 employees Experience of working in a SAAS/Product IT Company/ or similar Responsibilities: Act as the first point of contact for employees and managers, providing day-to-day HR guidance and support. Help foster a strong, inclusive, and high-performance work culture. Plan and manage employee engagement programs, team-building activities, wellness initiatives, and celebrations. Help implement HR policies, ensure compliance with labour laws, and manage employee documentation. Partner with business teams to understand their needs and provide people-focused support. Support performance management processes including mid-year and annual reviews, feedback loops, and growth plans. Contribute to the performance review process, including goal setting, check-ins, and feedback coordination. Work with the finance and payroll teams to ensure accurate salary processing and benefits administration. Manage and maintain the HRIS system and support any ongoing implementations or upgrades. • Generate HR dashboards and insights to inform leadership decisions on attrition, engagement, and performance. Be involved in internal HR audits and ensure all compliance and documentation is in place. Help implement people programs such as engagement surveys, feedback loops, and employee check-ins. Support implementation of new HR policies, programs, and global HR initiatives. Expected & Desired Skills: 3- 4 years of relevant HR experience in a generalist, HR operations, or business partnering role. Exposure to employee lifecycle management, policy implementation, and HR processes. Experience managing or supporting HRIS platforms (e.g., Zoho, Keka, GreytHR). Comfort with handling employee queries and resolving minor grievances. A collaborative and proactive mindset, with strong ownership. Ability to use Excel or HR systems for generating people reports and insights. Experience organizing employee engagement activities and creating inclusive team culture. Strong understanding of labor laws and basic compliance requirement Nice to Have: • Prior experience working in a SaaS/product-based or tech-driven organization is preferred. • Exposure to working with leadership or supporting senior stakeholders. • Familiarity with global HR practices or working with distributed teams (especially UK/US markets). • Awareness of audit requirements like ISO, SOC2. • Interest or basic knowledge of compensation processes and payroll coordination. Education Background: • A full time MBA or equivalent Must • An undergraduate degree, or equivalent, in Business Administration or related field • SPHR or CPHR preferred

About the Department The HR department handles a range of different functions within an organization like hiring & recruiting, training and development, compensation, developing and overseeing employee benefits, promoting employee career development and addressing current employee concerns. The HR Department is responsible for finding talented manpower and placing them in right jobs in the Bank About the Role The HR BP acts a strategic partner to the business and defines, executes the HR strategy for the business with a focus on improving employee productivity and engagement. The HR BP manages the end to end employee life cycle including onboarding for new joiners, confirmation, payroll, attendance, grievance handling, employee relations and employee separation. Key Responsibilities Ensure that recruitment is done within the timelines both number and quality wise by maintaining the optimal source mix. Manage the HR Shared services by ensuring - timely resolution of queries and adherence to TATs of HR Processes. Conducting stay and exit interviews. Meet Process timelines, maintaining mandate on differentiation and efficient grievance handling. Inputs on creating a culture of feedback for the respective circle through surveys. Provide regular update to internal stakeholders. Drive the performance management process within the timelines Qualifications MBA / Postgraduate with Banking background Role Proficiencies For successful execution of the job, a candidate should possess the following: Good communication (both verbal & written) and inter-personal skills Strong Excel and database manipulation skills, financial and statistical analysis skills) #ComeAsYouAre "We are dil se open. Women, LGBTQIA+ and PwD candidates of all ages are encouraged to apply"

What would you be doing/ Expected from this role? • Communicating with potential job candidates. • Contacting candidate references and verifying education listings. Managing 6-9 Dark Stores & need to visit stores regularly Employee Engagement & Attrition Management • Managing HR records including resumes, applicant logs, and employee forms. • Issuing employment contracts and verifying completion. • Issuing new employees with enrolment documents. • Conducting employee orientations. • Explaining employee benefits. • Responding to HR-related queries within the company. • Maintaining employee confidentiality. • Creating an open environment for communication. • Overseeing termination process. • Helping with Payroll process. • Hiring and retaining talent of the organization. • Attendance management & leave management. • Handling employee grievance. Who are we looking for? • Minimum 2 to 6 years of experience in HR Operations & Generalist role. • Impressive knowledge in the retail & ecommerce industry • Must be good in handling attendance management, payroll management, creation of PF ESI, Grievance handling and employee engagement activities. Shift timings: 9hours shift Working days: 6days working

Strategic partner to BUs with at least 800 employees, HR initiatives relevant , provide solutions, maximize people capability , change leadership , end to end employee lifecycle , process improvements, partner with talent Management, PM, TA, teams Required Candidate profile 10-12 yrs exp in HR, strong business acumen, expertise in talent management, employee relations, and org development. Must excel in stakeholder engagement, data-driven decisions, and driving culture .

Responsibilities: * Assist with recruitment processes from sourcing to onboarding * Collaborate on employee engagement initiatives and relations management * Prepare SOPs for HR operations and policies implementation

About The Role Skill required: Delivery - HR Analytics Designation: I&F Decision Sci Practitioner Analyst Qualifications: Any Graduation Years of Experience: 3 to 5 years About Accenture Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Technology and Operations services, and Accenture Song all powered by the worlds largest network of Advanced Technology and Intelligent Operations centers. Our 699,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. Visit us at www.accenture.com What would you do Data & AIA set of tasks to provide insights about the effectiveness of HR processes, procedures and policies, help make data-driven decisions based on the information collected and help HR to move from operational to tactical or strategic partner. What are we looking for HR Analytics Workday Workday Advanced Reporting Adaptable and flexible Ability to work well in a team Commitment to quality Agility for quick learning Written and verbal communication Roles and Responsibilities: In this role you are required to do analysis and solving of lower-complexity problems Your day-to-day interaction is with peers within Accenture before updating supervisors In this role you may have limited exposure with clients and/or Accenture management You will be given moderate level instruction on daily work tasks and detailed instructions on new assignments The decisions you make impact your own work and may impact the work of others You will be an individual contributor as a part of a team, with a focused scope of work Please note that this role may require you to work in rotational shifts Qualification Any Graduation

Roles & Responsibilities: Strategic HR Leadership : Act as a strategic partner to the executive leadership team, providing insights and recommendations on HR-related matters. Culture: Drive and maintain culture of the company based on company values. Keep positive, growth-oriented, high energy high performing HR resources for achieving company mission HR Policies: Develop, amend and implement plans, HR policies for keeping each individual resource on company objective. Employee Relations and Engagement : Foster a positive work environment that promotes employee engagement and satisfaction. Develop and implement strategies to manage and resolve complex employee relations issues. Talent Acquisition and Management: Oversee the recruitment process to ensure the organization attracts and retains high-Caliber talent. Develop and implement effective talent management strategies, including succession planning and leadership development programs. Training and Development: Identify training needs and create programs to enhance employee skills and knowledge. Promote a culture of continuous learning and professional development. Performance Management: Design and implement performance management systems that drive high performance. Ensure that employee performance is aligned with organizational goals and objectives. Compensation and Benefits: Oversee the development and implementation of competitive compensation and benefits programs. Budget: Manage the HR budget and develop strategies to optimize HR resources. HR Team Lead: Lead HR team, HR department and HR functions - talent acquisition, performance management, employee relations, compensation and benefits (including PF-ESI administration), training and development, compliance, and payroll. On Boarding: Oversee employee onboarding and integration programs to ensure new hires are successfully acclimated to the company culture and prepared for success. HR Trend and Practices: Stay updated with present HR trends and best practices and create new for improving effectiveness of the HR department and drive organizational performance. Audits: Conduct regular audits for ensuring compliance with HR policies and procedures. HR Software: Oversee, implement and maintain HR Information and pay roll system. Analysis and Improvement : Analyze HR data and metrics, including payroll and benefits data, to identify trends and opportunities for improvement in HR processes and programs. Representation: Represent company at government department, where necessary. Qualifications: 9+ years of experience in a progressive HR leadership role, preferably in a service-based industry. Proven track record of developing and implementing successful HR strategies that have demonstrably contributed to business growth and achieving strategic objectives. Strong understanding of Indian labour laws and regulations, including those related to PF-ESI and employee benefits. Excellent leadership, communication, and interpersonal skills. Ability to build and maintain strong relationships with all levels of employees and executives. Proficient in HR technology and information systems, including payroll and benefits administration software. Strategic mind-set with a strong understanding of business operations. Experience in building and leading high-performing HR teams. Passion for creating a positive and inclusive work environment. Preferred Candidate: Growth Mindset : A proactive, forward-thinking individual who approaches challenges with resilience and a commitment to ongoing development. The candidate should exhibit a strong capacity for learning and adaptability, consistently embracing opportunities for growth and improvement. Passion for Inclusive Culture : A genuine commitment to fostering a positive and inclusive work environment where everyone feels valued and supported.