385 Hrbp Jobs - Page 10

As an Expert Global HR Business Partner (HRBP) at CSC you can expect to.. General Partnership Serve as a trusted internal advisor to our global business on all aspects related to Talent Management in a high-touch, matrixed corporate environment Analyze and present a wide variety of people data; partnering with leaders to take action and improve results Partner internally within the HR department to collaborate, evaluate, project-manage, and deliver results Hold us true to our culture as a company through thoughtful partnership and recommendations. People Development Partner with leaders to accelerate our talent pipeline by providing guidance, coaching and design & facilitation of training to develop existing and next-generation leaders to unlock and unleash potential within the business Facilitate talent assessments, gap-assessments, cohort and individualized development, measurement of progress, movement and iterating along the way. Employee Experience Recognize high engagement leads to higher levels of discretionary effort and retention, which drives business results. Address and navigate complex employee relations matters; performing root cause analysis, mitigating risk, and developing plans that support positive outcomes in line with company values Create listening strategies and monitor data as part of the life cycle of an employee, partner to develop action plans and regularly share input and suggestions to drive people priorities forward. Organizational Design and Change Management Guide leaders through workforce planning and organizational design; providing insight, facilitation, data, recommendations and meaningful outcomes (most notably office resumption this year) Apply a high degree of initiative and intuition, challenging the status quo, adding efficiency and effectiveness, incorporating best practice and driving change To be successful in this role youll need... Prior 14+ years of HR Business Partner experience, preferably global, or comparable influential and strategic partnership (required) Genuinely believe and live our values and team principles in how we interact with others on a daily basis Proven ability to coach and influence others at varying levels through complex, difficult or emotional issues Strong skills researching and analyzing various types of data tied to business strategies, progress and outcomes Appropriate skills to make recommendations to effectively resolve problems or issues by using judgement that is consistent with our values, standards, practices, policies, procedures, regulation and government law Ability to organize and prioritize work, driving direction and partnership through taking initiative

Key Responsibilities: Partner with business leadership to understand and support the strategic objectives and provide HR support accordingly. Provide leadership and counsel on all aspects of HR, including performance management, employee relations, leadership development, organizational design, and change management. Work closely with line managers to understand their staffing requirements and assist in recruiting, onboarding, and talent retention.

About Mila Beaute. Founded by industry veterans with over 20 years of making beauty accessible, Mila Beaut formerly known as Milap Cosmetics redefines makeup with a commitment to quality, innovation, and toxin-free makeup. Rooted in a global perspective and proudly Made in India, Mila Beaut caters specifically to the diverse needs of Indian consumers. From formulation to testing to packaging, and presence at over 10000 retail counters across India, Mila Beaut promises an Elevated Experience that delivers luxury within reach. The core belief of Mila Beaut is to deliver Elevated Beauty at Everyday Prices. Our products cater to both makeup beginners as well as makeup lovers and help them express themselves, their way, with versatile, modern makeup essentials that inspire creativity. We create makeup that begins with you and celebrates you. Website: www.milabeaute.com Talent Acquisition Source and recruit candidates by using databases, social media etc. Schedules interviews; oversees preparation of interview questions and other hiring and selection materials. Maintaining updates /reporting on platform Employee Relations: Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations. Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Talent Management: Identify training needs for business units and individual executive coaching needs. Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met. HR Operations: Support HR operations including benefits administration, performance management, and compliance with employment laws and regulations. Collaborate with HR centers of excellence to implement HR programs and initiatives. Data Management and Reporting: Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.

Job Title: Operations Manager Job Summary: We are seeking a highly organized and adaptable Operations Manager to oversee and streamline the day-to-day operations of our central functions, including HR, Finance, Technology, Admin, and MIS. The ideal candidate will have a strong analytical mindset, excellent communication skills, and proficiency in data management tools such as Excel and Power BI. This role requires a proactive individual who can effectively **coordinate across departments, drive operational efficiency, and support strategic decision-making*. Key Responsibilities: - Oversee daily operations of HR, Finance, Technology, Admin, and MIS functions to ensure seamless execution. - Act as a central coordination point between departments to improve efficiency and cross-functional collaboration. - Analyze operational data, generate reports, and provide insights to drive informed decision-making. - Develop and maintain dashboards and reports in Excel, Power BI, and other relevant tools. - Work closely with leadership to identify process gaps and implement *process improvements. - Ensure adherence to policies, compliance, and operational best practices. - Assist in budget planning, resource allocation, and performance tracking across functions. - Support the technology team in implementing automation and digital transformation initiatives to improve operational efficiency. - Handle ad-hoc operational requirements, demonstrating flexibility and problem-solving skills. Required Qualifications - Education: MBA in Operations or a related field. Experience: - Minimum 5+ years in operations management, preferably handling multiple functions. Technical Skills: - Advanced Excel (Pivot tables, Macros, Data Analysis). - Experience with Power BI or other data visualization tools is an advantage. - Familiarity with ERP/HRMS/Finance software is preferred. - Communication & Coordination: Strong ability to liaise with multiple teams and drive execution. - Problem-Solving Mindset: Ability to handle multiple priorities and adapt to dynamic business needs. Preferred Skills: - Exposure to business process automation and technology-driven improvements. - Ability to work in a fast-paced, high-growth environment. - Strong analytical and decision-making skills.

Hiring an HR Business Partner (HRBP) at Decimal Point Analytics, GIFT City. Lead Talent Management with 5-10 years of HR experience and drive employee engagement and government schemes.

We are seeking to hire a HRBP for our client - leader in quick commerce for their Bangalore location office. About the Company: Our client is one of the country's new-age success stories that has gone from incubation to successfully establishing a premium brand, navigated a highly successful IPO and is today one of the fastest growing companies in the service sector. They are a new-age consumer-first organization offering an easy-to-use convenience platform, accessible through a unified app. They have been a leading player in India's quick commerce sector, revolutionizing the way people shop for groceries and daily essentials along with several other services. Job Responsibilities: The HRBP - AM/Manager will oversee all people-related matters in the region, ensuring seamless HR operations and employee satisfaction. Key responsibilities include leveraging data and metrics to address business challenges, implementing innovative solutions to enhance efficiency, and driving continuous improvement initiatives. Partner with key stakeholders on HR and people-related issues. Analyze and improve business processes to enhance the people experience. Drive performance, talent management, and engagement initiatives. Manage end-to-end HR activities, policy implementation, and compliance. Lead grievance resolution, ethical/IR issue handling, and employee well-being efforts. Key Success Metrics: Employee NPS Employee UPL Your Profile: The role entails managing performance, talent development, hiring strategies, and policy compliance, while focusing on employee engagement and grievance management. Additionally, the manager will handle attendance systems, ethical/IR issues, and collaboration with vendors for blue-collar workforce management, ensuring a productive and positive work environment.

Assistant Manager / Manager Human Resources (Business Partner role) Responsibilities: Assist in development and implementation of HR / Employee policies Provide assistance and service to management on daily employee relations and performance management issues Offer thought leadership regarding organizational performance culture and people-related strategy and execution Identify and implement continual improvements of HR programs, such as recruiting, employee retention, compensation, benefits, and Learning & Development. Collaborate with the HoDs to champion and accelerate a culture of business excellence in which people feel engaged and inspired to deliver business results Support in implementing programs to help improve the employee experience and development Offer proactive recruiting assistance in identifying and shortlisting suitable candidates Responsible for the entire employee Hire to Retire process Work closely with management and finance team in administering compensation and benefits programs Provide support to employees in various HR-related topics such as leaves and compensation and resolve any issues that may arise Identify and implement meaningful HR metrics, like time to hire, employee turnover rates, etc. Organize quarterly, monthly and annual employee performance reviews and lead performance calibration, compensation cycle, promotions. Maintain employee files and records in electronic and paper form Enhance job satisfaction by resolving issues promptly, applying new perks and benefits and organizing team building activities Work at all levels of the HR stack strategic, operational, and tactical, influence effectively across all levels of employees. Should be able to read, write and speak Malayalam.

HR Strategy & Planning Talent Acquisition Employee Relations Performance Management Compensation & Benefits: Training & Development Compliance & Legal Employee Engagement & Retention HR Metrics & Reporting:

We have an urgent hiring for HRBP-Role for Noida Location. Roles and Responsibilities - Drive governance on critical human resource metrics such as retention, engagement. - Operate independently & ensure employee satisfaction & development of the team be leading training, mentoring, HR initiatives and best Practices. - Directly interact with the customer and you should have phenomenal Stakeholder Management skills - Lead the way in implementing change initiatives related to culture, performance, recognition and policies - HR programs related to manpower planning & recruitment, Vendor mgmt., BGV & Onboarding, leave and attendance mgmt. employee engagement, performance management, training & development, rewards & recognition, Exit, Payroll and organizational effectiveness. - Support employees and managers while also balancing the needs of the business. - Responsible for preparing the HR/People dashboard for the region alongside the strategies Support the High Potential employee identification and development programs for the functional client groups. - Partner with business leadership in order to facilitate organization change. Permanent Night Shift Shift timings - 6.00 PM-3.00AM Saturday & Sunday fixed off Freshers can also apply Should be comfortable with Night Shift For further queries connect @9540058222Call/Whatsapp) or drop your CV at chahat.malik@pacificbpo.com

Handling entire core activities payroll, PMS, recruitment, onboarding,engagement activities, statutory,compensation etc Key Responsibilities: Advise healthcare organizations on HR strategies for gynaecology departments. Assist in recruiting and onboarding gynaecologists, nurses, and healthcare staff. Develop workforce planning solutions to optimize healthcare services. Ensure compliance with healthcare regulations and employment laws. Conduct training and workshops on HR best practices in maternity and womens health. Collaborate with medical professionals to understand staffing needs. Support employee engagement and retention programs in healthcare settings.

Handling entire core activities Payroll, PMS, recruitment, onboarding,engagement activities, statutory,compensation etc Key Responsibilities: Advise healthcare organizations on HR strategies for gynaecology departments. Assist in recruiting and onboarding gynaecologists, nurses, and healthcare staff. Develop workforce planning solutions to optimize healthcare services. Ensure compliance with healthcare regulations and employment laws. Conduct training and workshops on HR best practices in maternity and womens health. Collaborate with medical professionals to understand staffing needs. Support employee engagement and retention programs in healthcare settings.

Min 5+yr exp to Max 8yrs exp in core HRBP role. Bangalore Location 5 Days, Cabs Virtual Interviews Sal upto 14 fixed Call Shruti - 9891918226 shruti.imaginators22@gmail.com Required Candidate profile Excellent communication Core HRBP skills What is 9 box theory

Name of the organization: Gati Express and Supply Chain Pvt Ltd ( www.allcargogati.com) Role: Business HR- HRBP Location: Nagpur and takes care of Indore Six Days are working. Roles: Strategic Partnership Aligning HR with business goals: HRBPs collaborate with leadership to understand the business's goals and ensure HR strategies are aligned to support these objectives. Driving organizational change: HRBPs help facilitate and manage change initiatives, ensuring smooth transitions during restructures or transformations. Talent management: They partner with leaders to identify and nurture high-potential employees, creating talent pipelines to support future business growth. 2. Employee Relations Conflict resolution: HRBPs handle conflicts between employees or between employees and management, addressing issues with fairness and professionalism. Fostering a positive work environment: They ensure employees have a voice, and they promote a culture of engagement and productivity. Employee feedback: HRBPs collect and analyze employee feedback to improve engagement and satisfaction. 3. Performance Management Implementing performance reviews: They support the development and execution of performance management processes, including setting goals, appraisals, and feedback mechanisms. Coaching leaders: HRBPs work with managers to help them develop leadership skills and improve their teams performance. Identifying skill gaps: They identify development needs within teams and recommend training or development programs. 4. Workforce Planning & Analytics Talent forecasting: HRBPs work to forecast future talent needs based on business growth, turnover, and strategic goals. HR metrics and data analysis: They use data analytics to assess HR programs and outcomes, identifying trends or areas that require improvement (e.g., turnover rates, diversity metrics). Succession planning: HRBPs assist with planning for leadership succession to ensure the organization has the right talent ready for key roles. 5. Recruitment & Onboarding Talent acquisition strategy: HRBPs collaborate with recruitment teams to develop and implement strategies for attracting and retaining top talent. Onboarding support: They ensure that new hires have a smooth onboarding experience that integrates them into the companys culture and values. 6. Compensation & Benefits Market competitiveness: HRBPs work with compensation teams to ensure the organizations pay and benefits packages are competitive and aligned with industry standards. Employee rewards: They help design and manage incentive or reward programs that motivate employees and reinforce performance. 7. Learning and Development Identifying development needs: HRBPs collaborate with business leaders to identify skill gaps and recommend training programs or initiatives. Leadership development: They focus on developing leadership skills to ensure that managers are equipped to lead teams effectively. 8. Compliance and Risk Management Regulatory compliance: HRBPs ensure that HR practices comply with local, state, and federal regulations (e.g., labor laws, health and safety regulations). Policy enforcement: They help ensure that company policies are followed and provide guidance on handling policy violations. 9. Change Management and Organizational Development Supporting business transformation: HRBPs help manage transitions related to mergers, acquisitions, or organizational restructures, ensuring smooth adaptation. Organizational design: They may support organizational restructuring by advising on optimal team structures and workflows. 10. Diversity, Equity, and Inclusion (DEI) Promoting diversity initiatives: HRBPs collaborate with business leaders to implement and track diversity and inclusion programs. Building an inclusive culture: They play a role in ensuring that all employees feel valued and included, and they drive initiatives that promote fairness and equity in the workplace. 11. Communication and Employee Engagement Internal communications: HRBPs help communicate key messages from leadership to the workforce, ensuring alignment across the organization. Engagement initiatives: They help design and execute initiatives aimed at improving employee engagement and satisfaction.

Name of the organization: Gati Express and Supply Chain Pvt Ltd ( www.allcargogati.com) Role: Business HR- HRBP Location: Mumbai ( Bhiwandi ) Preferred: Male Six Days are working. Roles: Strategic Partnership Aligning HR with business goals: HRBPs collaborate with leadership to understand the business's goals and ensure HR strategies are aligned to support these objectives. Driving organizational change: HRBPs help facilitate and manage change initiatives, ensuring smooth transitions during restructures or transformations. Talent management: They partner with leaders to identify and nurture high-potential employees, creating talent pipelines to support future business growth. 2. Employee Relations Conflict resolution: HRBPs handle conflicts between employees or between employees and management, addressing issues with fairness and professionalism. Fostering a positive work environment: They ensure employees have a voice, and they promote a culture of engagement and productivity. Employee feedback: HRBPs collect and analyze employee feedback to improve engagement and satisfaction. 3. Performance Management Implementing performance reviews: They support the development and execution of performance management processes, including setting goals, appraisals, and feedback mechanisms. Coaching leaders: HRBPs work with managers to help them develop leadership skills and improve their teams performance. Identifying skill gaps: They identify development needs within teams and recommend training or development programs. 4. Workforce Planning & Analytics Talent forecasting: HRBPs work to forecast future talent needs based on business growth, turnover, and strategic goals. HR metrics and data analysis: They use data analytics to assess HR programs and outcomes, identifying trends or areas that require improvement (e.g., turnover rates, diversity metrics). Succession planning: HRBPs assist with planning for leadership succession to ensure the organization has the right talent ready for key roles. 5. Recruitment & Onboarding Talent acquisition strategy: HRBPs collaborate with recruitment teams to develop and implement strategies for attracting and retaining top talent. Onboarding support: They ensure that new hires have a smooth onboarding experience that integrates them into the companys culture and values. 6. Compensation & Benefits Market competitiveness: HRBPs work with compensation teams to ensure the organizations pay and benefits packages are competitive and aligned with industry standards. Employee rewards: They help design and manage incentive or reward programs that motivate employees and reinforce performance. 7. Learning and Development Identifying development needs: HRBPs collaborate with business leaders to identify skill gaps and recommend training programs or initiatives. Leadership development: They focus on developing leadership skills to ensure that managers are equipped to lead teams effectively. 8. Compliance and Risk Management Regulatory compliance: HRBPs ensure that HR practices comply with local, state, and federal regulations (e.g., labor laws, health and safety regulations). Policy enforcement: They help ensure that company policies are followed and provide guidance on handling policy violations. 9. Change Management and Organizational Development Supporting business transformation: HRBPs help manage transitions related to mergers, acquisitions, or organizational restructures, ensuring smooth adaptation. Organizational design: They may support organizational restructuring by advising on optimal team structures and workflows. 10. Diversity, Equity, and Inclusion (DEI) Promoting diversity initiatives: HRBPs collaborate with business leaders to implement and track diversity and inclusion programs. Building an inclusive culture: They play a role in ensuring that all employees feel valued and included, and they drive initiatives that promote fairness and equity in the workplace. 11. Communication and Employee Engagement Internal communications: HRBPs help communicate key messages from leadership to the workforce, ensuring alignment across the organization. Engagement initiatives: They help design and execute initiatives aimed at improving employee engagement and satisfaction.

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

Roles and Responsibilities Provide strategic guidance on business planning, budgeting, and forecasting to support organizational goals. Develop and implement effective people management strategies to drive employee engagement, retention, and performance improvement. Collaborate with stakeholders to identify talent gaps and develop solutions for attracting, retaining, and developing key employees. Analyze data to inform HR decisions related to workforce planning, succession planning, and resource allocation. Ensure compliance with company policies, procedures, laws, regulations by maintaining accurate records and reports. Desired Candidate Profile Strong understanding of Business Partnering principles and practices. Excellent analytical skills with ability to interpret complex data sets. Proven track record of driving successful change initiatives through collaboration across functions.

MilliporeSigma is looking for Head of HRBP Life Science to join our dynamic team and embark on a rewarding career journey. Head of HRBP Life Science India is responsible for overseeing and optimizing head of hrbp life science india operations. This role involves strategic planning, team coordination, and execution of tasks to ensure efficiency and productivity. The incumbent will collaborate with stakeholders to align operations with business goals. Duties include monitoring performance, ensuring compliance with policies, and implementing best practices. Additionally, they will manage resources, resolve operational challenges, and contribute to continuous improvement initiatives. Strong analytical skills, leadership abilities, and industry knowledge are essential for success in this role.

About the Job: The Human Resources Business Partner will work collaboratively across HR and the business to set the people's agenda aligned with business goals, ensuring the delivery of value-added solutions to enable business success. HRBP are trusted advisors to the business unit leaders, leveraging their business understanding and implementing HR Strategies to fuel peoples growth. Job Location: Bangalore Experience -14-15 years Responsibilities: Develop and implement the People Agenda - build and maintain partnership with the leadership team to create a business and data driven People Agenda that enables business success and fosters a high level of employee engagement and retention. Acts as a steward of culture and employee engagement - contribute to a culture of inclusion and belonging by supporting the attraction, retention, and development of diverse teams. Contribute to the creation and design and delivery of HR programs and processes, ensuring the business needs and expectations are heard and considered. Should implement core HR processes effectively & efficiently. Should interact with COE’s before talking the frameworks to business for deployment Partner with leaders and employees to address and resolve complex employee relations issues To ensure that recruitment is done within the timelines both number and quality Developing the HR agenda, HR strategies, Succession planning, management, policies, and practices Conducting employee counselling and exit interviews. Meeting Process timelines, maintaining mandate on differentiation and efficient grievance handling. Inputs on creating a culture of feedback for the respective units through surveys. Regular update and reports to internal stakeholders. Driving the performance management process within the timelines. Interfacing with businesses to understand their training needs and help in the preparation of their training calendar. Minimum Qualification: Preferably an MBA in Human Resources with prior 15 years of experience within HR Business Partnering in IT Services Should have handled 8-10 team members Must have a strategic & analytical mindset, to be able to see the big picture and understand the interconnectedness of decisions and activities with the various HR functions Understands the business model and can translate this to develop a robust people agenda. Able to plan, organize and manage resources to bring about the successful completion of a specific project. Strong Microsoft Office skills including word and excel Demonstrated competence in the various HR functional areas, especially employee relations and change management Comfortable and thrive in an ambiguous, high growth, fast paced environment Demonstrated credibility and integrity in communications to ensure information flows both upward and downward Required Skills/Abilities: Excellent verbal and written communication skills. Need to be hustler, Proactive and go-getter Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Proficient with Microsoft Office Suite or related software. Senior stakeholder management, multi-tasking, influencing, ideation and execution Only female candidates please apply Only IT industry candidates Contact

- Develop & implement HR strategies & initiatives aligned with the overall business strategy. - Understanding the pulse of employees by conducting skip level meetings & introduces changes in the system accordingly. - Support current & future business needs through the development, engagement, motivation & preservation of human capital. - Handle employee grievances ranging from onboarding to exit of employees - Guides management and employee actions by developing HR guidelines, communicating the guidelines and enforcing organization values - Vendor Payroll, Workday experience is good.

At Swiggy Instamart, we are redefining convenience by delivering everyday essentials in minutes. As a pioneer in the Quick commerce space, Instamart leverages Swiggy s robust logistics network, deep partnerships with local and national brands, and cutting-edge technology to provide a seamless shopping experience. With a rapidly growing presence across 100+ cities, Instamart is at the forefront of transforming the way e-commerce will shape, offering unparalleled speed, selection, and reliability. Job Role : The HR Business Partner will be partnering with the respective Category and Growth Leaders in crafting people strategy and talent plans to deliver business goals and is responsible for the overall execution of the People strategy and plan. What you would do Own and deliver the entire people charter road map covering key hire-to-retire people initiative for Instamart s category functions. Partner with the business leaders to drive all people processes for the business. Partner with BU leaders to arrive at the right structures and staffing plans in line with the annual operating plan for the business. Lead the talent management practices for the business unit and create competitive differentiation by implementing best in class talent management practices Act as a coach to people managers and help them create best in class employee experience for their teams Keepers of Swiggy culture : Stress test the Culture : Beliefs ( vision & values ), Ways of working and Rituals & Talent practices to raise timely alarms with managers & leaders and deploy plan of action to course correct ( wherever there is a divergence and identified gaps from the desired behavior at individual and team level ) Understand and Develop what is the employee value proposition and practices that attract people to and retain people at Swiggy (Partner with Central COE Team to provide feedback on key people themes, partner with them to design and develop key org level interventions) Desired Experience : 4-7 years of relevant experience in a high impact HRBP role (preferably partnering with category functions in ecommerce companies or Sales/commercial HRBP experience in FMCG companies) High on ownership & agency, strong problem solving and strategic thinking skills. Someone who can independently think, design and execute. Prior experience of partnering with senior business stakeholders (VP / SVPs) Strong Functional knowledge of Human Resources around Organizational behavior, Performance management , talent management practices is a must

Summary We are looking for a Senior Manager/Manager with expertise in HRBP , to join our team in Noida. If you are a seasoned HR professional with a passion for employee development and engagement, this is an exciting opportunity for you. Location- Noida Your Future Employer Join a dynamic organization that values diversity and prioritizes employee growth and development. You will be part of a collaborative team and work in a stimulating environment that encourages creativity and innovation. Responsibilities - Act as a strategic partner to business leaders, providing HR guidance and support - Drive employee engagement and retention initiatives - Design and implement learning and development programs - Analyze training needs and collaborate with stakeholders to develop solutions - Facilitate workshops and training sessions - Monitor and evaluate training program effectiveness Requirements - At least 10 years of experience in HRBP and L&D roles - Proven track record of implementing successful L&D initiatives - Strong understanding of HR best practices and employment regulations - Excellent communication and interpersonal skills - Ability to build strong relationships with stakeholders at all levels What's in it for you - Competitive remuneration package - Opportunity to make a significant impact on employee development and engagement - Collaborative and inclusive work culture 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

About the Role: Position Overview: We are looking for a highly skilled HR Leader with 10-15 years of comprehensive experience in human resources management. The successful candidate will be responsible for developing and executing HR initiatives that align with the company's strategic objectives and foster a high-performance culture. This role requires strong leadership capabilities, strategic thinking, and a hands-on approach to HR operations. Key Responsibilities: Strategic HR Planning: Collaborate with senior management to develop and implement HR strategies that support organizational goals and drive business growth. Employee Relations: Serve as a trusted advisor to employees and management on HR-related issues, including performance management, conflict resolution, and disciplinary actions. Foster a positive and inclusive work environment. Training and Development: Identifytraining needs and coordinate learning and development programs to enhance employee skills and capabilities. Support career development initiatives and succession planning. Compensation and Benefits: Develop and administer competitive compensation and benefits programs to attract and retain talent. Conduct benchmarking and analysis to ensure market competitiveness. HR Compliance: Ensure compliance with all relevant employment laws and regulations. Maintain up-to-date knowledge of HR best practices and industry trends. HR Operations: Oversee day-to-day HR operations, including payroll processing, employee records management, and HRIS administration. Streamline processes to improve efficiency and accuracy. Employee Engagement: Develop and implement initiatives to enhance employee engagement, morale, and satisfaction. Conduct regular feedback sessions and employee surveys to gather insights and drive continuous improvement. HR Metrics and Reporting: Establish key HR metrics and KPIs to measure the effectiveness of HR programs and initiatives. Prepare regular reports for management review. Requirement: Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred. 10-15 years of progressive experience in HR management roles, with demonstrated success in leading HR functions. Strong knowledge of employment laws and regulations, particularly in India. Exceptional leadership and communication skills, with the ability to influence and engage stakeholders at all levels. Proven track record of developing and implementing HR strategies that drive business results. Experience performance management, employee relations, and HR operations. Strategic thinker with the ability to analyze data, identify trends, and make data-driven decisions. High level of integrity, professionalism, and confidentiality. HR certification (e.g., SHRM-CP, PHR) is a plus.

Role Overview The Retail Design Manager will play a critical role in partnering with the business and HR leaders to build the HR solutions for new brands coming onboard to Flutters global HR ecosystem to enable an exceptional employee experience for the Retail population. They will manage requirements and competing priorities in a high growth environment and enhance the experience offered based on global HR trends and business goals. The Retail Design Manager is a key stakeholder manager for HR Operations and is accountable for the success of HR processes and solutions for new brands across all areas in Retail including end-to-end process, HR systems and technical functionality, analytics, resource and operating model requirements and user experience. This role is focused on identifying, facilitating cross-functional agreement on and coordinating the delivery of the end-to-end solutions when onboarding new brands. This full-time role is expected to start May 2025. Some out of hours will be required to fulfil project needs and international working times. The role is hybrid, but the nature of the role may require some level of travel during the project and at key times of the project may be heavy (examples are design workshops, during testing and for go-live). Responsibilities • A key contributor to the vision and benefits of the Flutter global HR ecosystem, including the continued onboarding of Flutter brands and design and adoption of the ecosystem to support an exceptional user experience • Effectively contribute to the Design team and wider Change & Transformation team to help deliver a collective and joined-up approach to enhance the user experience of Flutter global design • Seen as a leader in driving projects and providing an exceptional stakeholder and employee experience • Understand the global Flutter HR strategy to design an impactful employee experience for the Retail population to meet demands at a global, divisional and local level • Lead on all Retail end-to-end design aspects of HR processes across all workstreams including the design for Workday and additional enabling technologies or services, HR processes and operating models, by translating business requirements into innovative, practical and technically feasible design decisions, reporting to the Lead Design Manager • Demonstrate relentless curiosity and a challenger mindset to truly understand and validate stakeholder requirements and motivations, through proactive and meaningful engagement and by clearly communicating design strategies and benefits to stakeholders to obtain their buy-in • Drive key decisions and alignment across key stakeholder groups including HR Core Services, HR Technology and local HR teams, ensuring that all voices are heard, to reach alignment with programme objectives and global design decisions, whilst also taking decisive action where needed and demonstrating perseverance to see projects through to successful completion • Keep ahead of growing HR trends and emerging technologies and thought partner with the business and HR community to solve business problems with new and different approaches and help build and enhance the HR experience for Flutter over the next 5+ years • Lead on discovery for any new brands for Retail, including confirmation of how processes work for different global brands today • Partner with the wider HR Operations team to design, lead and facilitate design workshops and training sessions for HR, Managers and employees, including demos of the Workday system • Support with cutover processes and data queries, including design and training of local HR teams on interim cutover process where required • Manage and develop a Design Analyst to support with delivering design workshops, driving design decisions and enable accurate capture of local/legal/regulatory design requirements, acting as a point of escalation where needed, acknowledging their achievements and ensuring visibility in recognition • Manage the transition of agreed processes and knowledge to the HR Core Services team and Process owners, enabling creation of accurate and user-friendly support and training material • Support the Change Management workstream, to identify areas where their support may be required with delivery and to drive the change and comms agenda for given specialist area • Support testing execution, including review of test scripts and service rehearsals of processes to ensure robustness of design Skills and Knowledge • Minimum of 8 years’ experience in an HRIS implementation, HR Business Partner or Business Analyst role • Understanding of global HR disciplines including awareness of global HR technology solutions with specialist knowledge of Retail policy and processes • Strong experience of building, influencing and managing strong relationships and diverse stakeholder groups in an ambiguous, high growth and ever-changing environment whilst retaining the ability to adapt and work at pace • Able to inspire trust and credibility with global business and HR leaders • Excellent listening and questioning skills with ability to truly understand the needs of the business and determine the appropriate solution for stakeholders • Able to deliver effective and engaging workshops and system demonstrations as part of a virtual, in-person and/or hybrid environment • Able to clearly communicate the global design by developing engaging workshop content and demonstration of strong presentation skills • Strong analytical skills with the ability to assess complex situations and propose effective solutions, with a focus on both technical feasibility and stakeholder experience • Experience of managing a team in a dynamic business and through complex transformation projects • Ability to work under pressure to meet deadlines on multiple projects or tasks concurrently • Experience of working in a federated organisation • Desire to change the game

The Senior Manager HR Business Partner will be responsible for managing HR operations and end-to-end recruitment for the infrastructure sector specifically for Highways and Roads. The role demands a strategic approach to talent acquisition, workforce planning, employee engagement, Training and Development and compliance, ensuring alignment with business goals. Experience: Proven track record in HRBP roles within infrastructure, Highways and Roads projects. Industry Knowledge: Strong understanding of HR policies, labour laws, and workforce management for large-scale projects . Key Responsibilities: 1. HR Support for Bidding & Tendering Collaborate with the bidding team to assess workforce requirements for large-scale infrastructure projects . Provide CVs as per RFP criteria in Bids to score maximum marks. Ensure manpower planning and structuring as per bid proposals. Assist in preparing HR cost estimates, salary structures, and deployment strategies for project-based staffing. Engage with clients and stakeholders to address workforce-related queries during bid evaluations. Project mobilization of large infrastructure projects such as Highways and Roads would be preferred. 2. HR Operations and Compliance Handles HR processes including payroll and HRIS management. Ensure compliance with labour laws, statutory requirements (PF, ESI, Bonus, Gratuity, etc.), and industry regulations. Collaborates with the Head of HR to support the development and implementation of HR policies, SOPs, and best practices aligned with business objectives. Handle HR audits and maintain employee records as per legal guidelines. 3. Employee Relations, Engagement and Training Act as a strategic advisor to business leaders on Employee Retention and Training . Address employee grievances and resolve workplace conflicts effectively. Drive employee engagement initiatives, culture-building programs, and well-being activities. Identify training needs and coordinate learning & development programs. Collaborate with leadership to drive talent management and succession planning

Managing team of End-user support analyst and/or assistants. Teams are responsible for providing in-person assistance to employee end users including:; Maintaining and troubleshooting a range of user problems including PC hardware/software/LAN and voice network; Diagnosing problem source through discussions with users and coordinating with internal organization support and operations groups and/or with vendors to resolve problems; Acquiring, installing, and upgrading PC components and software and planning for/responding to service outages and other problems; Training users on use of new technology and software RESPONSIBILITIES Define, set, and implement standard operation procedures (SOPs) regarding end user support, on/off boarding, PC deployment/reclamation to drive and adhere to globally consistent processes Drive continuous process improvements through Vertiv Operating System (VOS) principles and automation to drive efficiencies for our end users and service teams Responsible for level 2 (deskside support) projects, programs, and day-to-day support Responsible for management of key vendors related to PC support, deployment, printers, and other IT users equipment and deployment Own escalations from business and ensure correct resources assigned to resolve issues effectively and efficiently. Mentor staff and takes responsibility for HR aspects of team management including regular reviews Monitor L2 service ticket performance along with actions to resolve poor performance and actions to improve. Set and monitor team and individual objectives Review and act on metrics for continual improvement of service delivery Accountable to meet or exceed service level standards Other duties as assigned QUALIFICATIONS Minimum Job Qualifications: Bachelor s Degree or equivalent management and technical experience required 10+ years of experience in IT field, 5+ years of supervisory experience. ITIL v3 foundation certification is a requirement Preferred Qualifications: ITIL v3 foundation certification is a requirement, ITIL practitioner certification is an advantage. Proficient in Excel and Power Point Deep technical knowledge of PCs, printers, OS, applications, network, and other critical IT systems Ability to build, lead and drive a high performing team Ability to build professional relationships in a personable manner with senior leaders and provide world class service Proven record of continuous process improves and innovative thinking to accomplishment and drive efficiency. EDUCATION AND CERTIFICATIONS Bachelor s Degree or equivalent management and technical experience required ITIL v3 foundation certification is a requirement, ITIL practitioner certification is an advantage.