385 Hrbp Jobs - Page 15

"Recruiters please don't apply" Key Responsibilities: Strategic HR Partnership: Partner with business leaders to align HR strategies with business goals. Provide insights and guidance on HR-related matters, helping to shape organizational culture and drive performance. Employee Relations: Act as a point of contact for employee concerns, providing guidance on conflict resolution, disciplinary actions, and grievance handling. Ensure the effective implementation of company policies, practices, and procedures. Performance Management: Guide and coach leaders on effective performance management, including performance reviews, feedback delivery, and employee development plans. Promote a culture of continuous improvement. Change Management: Support organizational change initiatives and help drive smooth transitions. Partner with leadership to ensure employees understand and engage with changes. Workforce Planning & Analytics: Analyze HR metrics and trends to provide data-driven insights for decision-making. Work with leadership to develop workforce plans and ensure alignment with business needs. Compliance & Policy Development: Ensure compliance with labor laws and regulations. Review and update HR policies and procedures as necessary to stay compliant and aligned with best practices. Employee Engagement: Drive initiatives to promote a positive work environment. Support programs that encourage employee recognition, engagement, and retention.

• Overseeing hiring process, which includes coordinating job posts, reviewing resumes, and performing reference checks. • Ensuring new hire paperwork is completed and processed • Explaining human resources policies, procedures, laws, and standards to new and existing employees • Processing all personnel action forms and ensuring proper approval • Assist with day to day operations of the HR functions and duties • Addressing any employment relations issues, such as work complaints and harassment allegations • Overseeing engagement programs and other employee relations work. • Handling all employee enquiries & grievances. Dispute settlements according to labor law, Factory rules & compliance guidelines. • Providing the necessary support systems for payroll requirements • Developing adequate induction and training • Supporting employee opportunities for profess • Responsible for handling Monthly HRMIS. • Overseeing exit interviews • Maintaining department records and reports • Participating in administrative staff meetings • Performs other duties as assigned • Assisting with the performance management and review process

We are looking for a Deputy Manager - Human Resources with 5-8 years of experience in the insurance industry to oversee and manage key HR functions. The role involves Talent Acquisition, HR Business Partnering (HRBP), Employee Engagement, Recruitment, and Employee Retention. The ideal candidate should have a strong understanding of HR best practices and the ability to drive HR initiatives that align with business objectives. Jobs Responsibilities: Lead and manage the talent acquisition process to attract and hire the right candidates. Act as an HR business partner, collaborating with business units to support strategic HR initiatives. Develop and implement employee engagement programs to enhance workplace satisfaction and productivity. Oversee recruitment processes, ensuring timely and efficient hiring. Design and execute retention strategies to reduce attrition and improve employee experience. Preferred Skills: Talent Acquisition HR Business Partnering (HRBP) Employee Engagement Recruitment Employee Retention Experience: 5-8 years of experience in the insurance industry to oversee and manage key HR functions. This role requires a proactive HR professional with strong industry knowledge and a results-driven approach. If you meet the qualifications and have the required experience, we encourage you to apply.

Role: Group Leader, Human Resources/Sr. Manager, Human Resources Location: Bangalore The Role: We are looking for a dynamic people leader who understands the - bigger picture- and can balance strategic vision and thought leadership with execution excellence. The incumbent will bring extraordinary focus and expertise in scaling a dynamic operation and organization focused on the customer-centricity, team growth and well-being and operational rigor. The Group Leader- Human Resources leader will be responsible for managing a large, complex site/location. The incumbent will work with senior operations leaders, strategize business goals and execute key HR initiatives that impact . This is a business of rapid change, and the Company seeks the right leader, who is comfortable with change, strong in communication and focused on delivering HR services to our internal customers the employees. He/she must be someone who demonstrates tenacity, possesses exemplary character, is ethical in all matters, and who leads with commitment to excellence . Key Responsibilities • The role would involve complete generalist activities, HR initiatives, employee retention & employee engagement etc for the location. • Provide strategic thinking and direction to the team and implement the Human Resource strategies effectively and efficiently. • Provide vision, leadership, planning, and guidance for the development, implementation and management of an effective employee lifecycle. • Foster and maintain positive relationships with Customer base, serving as an interface between internal (Human Resources) and the business operations leaders to ensure effective delivery of employee processes. • Drive the continuing development of the team and the integration of HR functions. • Work closely with the leadership team in the development and implementation of both short and long-term human resources strategies designed to drive business growth, and overall employee engagement. • Partner closely with the senior leadership team to drive culture change for the location, aligning to the Concentrix cultural values. • Leading the creation of a culture of open and proactive communications so that every employee has the necessary information needed to perform to their maximum potential. • Implement the company's employee engagement programs and employee engagement survey process. • In collaboration with HR Centers of Excellence (CoE), manage employee compensation, benefits and reward programs to ensure consistency. • Act as a mentor, coach, thought leader and functional expert to senior management. • Implement consistent strategy for HR management and development and selection of policy/practices, performance management and compensation, goal setting, diversity and inclusion, and employee relations. • Manage and develop direct reporting staff. Profile & Experience • Candidates with HRBP experience in third party business process services companies preferred. • Must be well-versed with HR generalist responsibilities. • Experience leading teams in a fast moving, customer-centric, hands-on environment. • Experience working with a global, matrix environment with multicultural teams. • Proven ability to identify and independently solve complex problems through the implementation of systems based on industry best practices.

We are looking for a highly motivated and creativeindividual to join our team as an HR Specialist. In this role, you will havethe opportunity to handle and strategize various campus initiatives, increaseour companys online presence on social media platforms, and implementeffective employer branding strategies. Additionally, you will provide supportin various HR operations. This role is a fixed-term contractual role with ITCLimited. Key Responsibilities: - Campus Initiatives: o Successful execution of various campus initiatives acrossmultiple campuses. This includes planning the event activities, and timelines,and setting clear objectives for each campus. o Coordinate with campusrepresentatives, vendors, and stakeholders to ensure smooth logistics, timelysetup, and seamless program operations. o Create engaging andrelevant communication strategies, including promotional materials, eventcollaterals & and social media posts. o Proactivelyidentifying and addressing any challenges or issues that may arise during theinduction planning and execution process. Implement creative solutions toovercome obstacles and ensure a successful program. o Manage the entire new joining process for the AssistantUnder Training, including handling the PF nomination process, documentation,and sharing relevant documents with different divisions. Employer Branding: o Develop and implement a comprehensive social mediastrategy for HR, focusing on all relevant platforms. o Coordinate with the Corporate Communication department toalign the HR social media strategy with the overall company strategy. Ensureconsistency in messaging and branding across all social media platforms. o Conduct research and stay up-to-date with industry trendsto identify opportunities for expanding the companys social media presence. o Plan and execute targeted campaigns to attract and engagea larger audience on various social media platforms. o Identify and highlightrelevant HR initiatives, employee stories, and company culture on social mediaplatforms. HRBP: o Supporting HRBP ongovernance-related documentation for employee-related matters. o Preparation ofannual functional review and plan document. o Work on variousreporting and audit queries o Support the operations team to help ensure employee lifecycle Requirements Qualifications- Graduate

Role: HRBP Location: Pune Experience: 4-8 Qualification: Postgraduate (MBA-HR)/ Graduate + HR Certification/ Diploma/Executive Prog. Job Requirements Excellent Communication skills Experience in Employee connect, Attrition and retention, Compensation and benefit, Grievance handling, Employee engagement, Exit process and Performance management. Strong understanding of HR practices and HRIS/Data Analytics Develop and implement talent development programs (employee connect, performance management, trainings etc) Address employee concerns and facilitate conflict resolution Coach and support managers in managing employee performance and development, in-line with organization goal plan and values Connect with employees and understand the pulse, Handling grievances, Attrition management, Work on Surveys and Feedback, Data Analytics and Dashboards,

Key Responsibilities: 1.Talent Acquisition (Tech ) Source, screen, and hire candidates for Tech positions. Partner with hiring managers to understand business needs and create recruitment strategies. Utilize job portals, LinkedIn, networking, and referrals for proactive talent sourcing. Conduct technical and functional assessments, coordinating interviews with stakeholders. Manage the end-to-end recruitment cycle, including offer negotiations and onboarding. Maintain talent pipelines and track hiring metrics to improve recruitment efficiency. 2. HR Business Partnering (HRBP) Work closely with business leaders to align HR strategies with organizational goals. Provide guidance on workforce planning, succession planning, and retention strategies. Support HR policies, grievance handling, and conflict resolution. Analyze HR data and generate reports to support decision-making. Collaborate with HR Ops for smooth onboarding, payroll, and compliance. Interseted folks can share CV at shweta.yadav@shiprocket.com or call on 7292068694

What youll be doing... Your role as a Human Resources Business Partner (HRBP) is to nurture, develop, and grow our greatest assetour people. Using your human resources experience and knowledge of our business (dont worrythat will come with time), youll help guide your clients through all people-related matters as they navigate challenges and embrace opportunities. Youll also be responsible for aligning business objectives with employees and leadership. As an HRBP, you will support the implementation of HR programs and processes including talent, performance and compensation, organization design, assessments, and talent planning. You will play a key role in building a work environment where everyone can thrive. Partnering and supporting business unit leaders on talent management planning, including assessing short and long-term resource needs, identifying critical talent gaps within the division, and developing strategies to address the gaps. Facilitating the strategic planning processes for performance improvement and the development of organizational human resources strategies. Providing conflict resolution and guidance with performance management and employee relations issues, liaising with management and legal counsel, as needed, ensuring fairness and consistency. Providing guidance and strategic HR consultation on talent, performance, and change management as well as succession planning, talent reviews, and driving the annual merit planning cycle. Advising, mentoring, and guiding all levels of management to develop positive employee engagement capability and leadership skills. Consulting and advising on organization activities including building trusted partnership with assigned department leaders through consultative and collaborative efforts to ensure the efficient and effective delivery of HR programs and services that support development of organizational and talent capabilities. What were looking for... You share our belief that people are our most important asset. You know the value of a great managerand how inspiring and empowering it can be to work for one. You are driven to help your clients be better leaders, and you believe in everyones potential to grow. Youre a great listener, so people naturally come to you for help and advice. Youll enjoy partnering with your clients to solve complex problems and, in the process, make us better every day. Youll need to have: Bachelors degree or four or more years of work experience. Four or more years of relevant experience required, demonstrated through work experience and/or military experience. Experience in human resources. Even better if you have one or more of the following: A degree. Collaborating skills, including negotiation and conflict resolution. Demonstrated influence skills via relationships, information and data. The ability to quickly establish and maintain rapport with people of diverse backgrounds and professional levels.

POSITION: Senior Executive /Asst Manager/Deputy Manager(GOH-HR) Job Location: Ahmedabad, Surat About Ecom Express: Ecom Express Limited is a leading end-to-end technology-enabled logistics solutions provider to the Indian e-commerce industry. Headquartered in Gurugram, Haryana, Ecom Express was incorporated in 2012 by T. A. Krishnan, Manju Dhawan, K. Satyanarayana and Late. Sanjeev Saxena with their 100+ years of cumulative experience in the Indian logistics and distribution industry. Ecom Express has its presence in all 29 states of the country and operates in over 2650+ towns across 27,000+ PIN-codes in India JOB PURPOSE: To ensure timely and accurate input for payroll process regarding validating and reconciling employee master and its complete input for correct payroll output. POSITION REPORTS TO: RM-HR DIRECT REPORTS NIL MAJOR KEY RESULT AREAS: 1. Supervise and streamline the recruitment of associate manpower by business requirements 2. Creation of ID Cards, appointment letters, NOCs, employee codes, email ID creation requests, and releasing Offer Letters for DC/ Hub/ PPC level positions. 3. Processing F&F, Exit Interviews, and clearances/ experience certificates for all separation cases. 4. Ensure timely submission of MIS to Management including Monthly Manpower Report, and HR Dashboard. 5. Dealing with the ERP team to resolve day-to-day problems. 6. Group Personal Accident Claims, Death Benevolent Fund cheque processing, and query handling. 7. Attendance Collection and compilation, processing for salary inputs every month for all of India. 8. Employee grievance handling related to payroll. 9. Handling Exit formalities 10. Database updation. 11. Payroll Management. 12. Mid-year increments and promotion letters preparation and dispatch. 13. Recruiting manpower: Following business requirements and headcount approved for each HUB/PPC/DC/PUP/RTS level positions QUALIFICATION/TECHNICAL KNOWLEDGE Essential Graduate/MBA(Human Resources) Preferred Excellent written and verbal ESSENTIAL / LIKELY EXPERIENCE Essential 4-6 years of proven experience in Human Resources Preferred Knowledge of MS-Office Why join Ecom Express? We are one of the most exciting, innovative and fastest growing logistics companies in India. We believe in the power of people, and we encourage every employee to be their best by empowering them with a great working atmosphere and challenging working experience.

The person is overall responsible for Development, Employee engagement and Talent management activities. The person is responsible managing employee life cycle. Primary Responsibilities: HR Business partnering support for assigned business units/Divisions. Work with business and HR leadership to ensure HR strategies and programs are properly implemented in respective BU/Department. Build engaged, inspired workforce in the business by partnering with managers in the employee life cycle. Drive programs, initiatives related to talent management, Employee retention and other Organizational Development programs in respective BU/Department. Employee connects sessions like new joiner connect sessions, HR Health Check meetings, coordinate various townhall sessions, Policy awareness sessions to engage with associates across levels. Identify key factors driving employee engagement and retention through structured RAG analysis and ensure proactive measures are planned, implemented to curb attrition. Closely with business leaders, HR leadership team for identifying critical talent, HIPO Managers & ensure implementation of strong career growth & succession planning frameworks within the departments Collaborate with HR colleagues in other HR functions (C&B, Hiring, Resource Management, L&D) to ensure seamless employee experience throughout employee life cycle. Analyse people processes, data and trends to make data drive recommendations to business leaders and managers. Prepare, Analyze and present Monthly, Weekly and yearly Dashboards. Consult and provide guidance to associates and managers on various people management, engagement initiatives. New joiner engagement and facilitating check Ins and analyses pattern and execute engagement strategies. Work with managers to improve motivation by executing total rewards plans. Support and work on Engagement and Fun Activities.

Job Description Sr. Executive- HRBP Location- Hyderabad Work Mode- WFO Shift- Mid shift Job Overview: The holder of this role manages all Employee Engagement & Retention activities of the Aligned Process. It role also requires ensuring all EE&R activities and performance standards are carried out as planned within the agreed time frames with no short fall in TAT thereby ensuring the highest levels of employee engagement and employee satisfaction in the process. Key Roles and Responsibilities: Employee Relationship management and Communication: -To be the single point of contact providing EE&R representation in the aligned process through effective employee relations/counsel & query/grievance handling. - Conduct policy sessions during induction, training and BAU (refresher) stages. -Ensure sufficient presence and visibility on the operations floor. - Own and facilitate the Reward and Recognition process (including distressing) across the floor. - Assist the floor in activities where EE&R intervention is required. -Timely execution of ESAT/Dipstick &360 Surveys and carry out required action in identified areas. - Communicate any policy/procedure updates/additions/deletions to all the concerned people in the process Drive Corporate Social Responsibility initiatives: - Meet with the Team Leaders/Managers and Teams at regular intervals to understand their concerns and to apprise them of any HR updates - skip level meetings and One-on-ones Drive fun activities in the process Career Progression & Performance Management: - Ensure timely communication/execution/completion of Performance Management Process (annually and bi-annually). -Facilitation & timely execution of Internal Job Postings (Lateral) in the Process. -Conduct the assessment centre for promoting advisors to the next level (G Grade). Compliance: -Complete the exit formalities for resigned employees - Annual increments of employees as per the life cycle approach - Ensure that confirmations are done after six months - Ensure that payroll inputs reach the coordinators in time and signs off the payroll before it is sent to the vendor - Follow up on Background Checks and ensure that action is taken on employees with unfavourable reports. - Own and prepare the weekly headcount and attrition reports. - Provide information and support for carrying out of effective Audits. Other Activities/Initiatives: - Come up with creative solutions to tackle issues and concerns facing operations. - Adhere to other productivity enhancing initiatives (Five S, 6 Sigma etc).

The HRBP will educate, coach, and partner with managers on PMS & employee development goals. He/she will provide HR expertise in the areas of feedback, employee relations, development and coaching, compensation, and OD. Required Candidate profile Good communication skills in English & Marathi, with exp in HRBP operations, & skills in handling employees on the floor. Should be able to coordinate with ops & stakeholders to manage the workforce.

Managing complete employee life cycle (entry till exit) • Issuing different types of letters to employees • Conducting employee induction for new joiners • Maintaining up-to-date employee database • Managing complete employee life cycle • Attrition reduction plans and strategies • Sharing weekly/biweekly database with stakeholder teams (payroll, business units etc.) • Preparing Adhoc employee related reports. • Addressing employee grievance. • Performance Management System Competency Assessment • Frequent Interactions with BU managers on concerns/best practices • Documentation/Filing handover of Employee related Documents • Conducting R&R for dedicated span of employees Driving Fun activities for employees - Fun Fridays, festival celebrations etc.

Role Purpose The purpose of the role is to create exceptional architectural solution design and thought leadership and enable delivery teams to provide exceptional client engagement and satisfaction. Do Develop architectural solutions for the new deals/ major change requests in existing deals Creates an enterprise-wide architecture that ensures systems are scalable, reliable, and manageable. Provide solutioning of RFP's received from clients and ensure overall design assurance Develop a direction to manage the portfolio of to-be-solutions including systems, shared infrastructure services, applications in order to better match business outcome objectives Analyse technology environment, enterprise specifics, client requirements to set a collaboration solution design framework/ architecture Provide technical leadership to the design, development and implementation of custom solutions through thoughtful use of modern technology Define and understand current state solutions and identify improvements, options tradeoffs to define target state solutions Clearly articulate, document and sell architectural targets, recommendations and reusable patterns and accordingly propose investment roadmaps Evaluate and recommend solutions to integrate with overall technology ecosystem Works closely with various IT groups to transition tasks, ensure performance and manage issues through to resolution Perform detailed documentation (App view, multiple sections views) of the architectural design and solution mentioning all the artefacts in detail Validate the solution/ prototype from technology, cost structure and customer differentiation point of view Identify problem areas and perform root cause analysis of architectural design and solutions and provide relevant solutions to the problem Collaborating with sales, program/project, consulting teams to reconcile solutions to architecture Tracks industry and application trends and relates these to planning current and future IT needs Provides technical and strategic input during the project planning phase in the form of technical architectural designs and recommendations Collaborates with all relevant parties in order to review the objectives and constraints of solutions and determine conformance with the Enterprise Architecture. Identifies implementation risks and potential impacts. Enable Delivery Teams by providing optimal delivery solutions/ frameworks Build and maintain relationships with executives, technical leaders, product owners, peer architects and other stakeholders to become a trusted advisor Develops and establishes relevant technical, business process and overall support metrics (KPI/SLA) to drive results Manages multiple projects and accurately reports the status of all major assignments while adhering to all project management standards Identify technical, process, structural risks and prepare a risk mitigation plan for all the projects Ensure quality assurance of all the architecture or design decisions and provides technical mitigation support to the delivery teams Recommend tools for reuse, automation for improved productivity and reduced cycle times Leads the development and maintenance of enterprise framework and related artefacts Develops trust and builds effective working relationships through respectful, collaborative engagement across individual product teams Ensures architecture principles and standards are consistently applied to all the projects Ensure optimal Client Engagement Support pre-sales team while presenting the entire solution design and its principles to the client Negotiate, manage and coordinate with the client teams to ensure all requirements are met and create an impact of solution proposed Demonstrate thought leadership with strong technical capability in front of the client to win the confidence and act as a trusted advisor Competency Building and Branding Ensure completion of necessary trainings and certifications Develop Proof of Concepts (POCs),case studies, demos etc. for new growth areas based on market and customer research Develop and present a point of view of Wipro on solution design and architect by writing white papers, blogs etc. Attain market referencability and recognition through highest analyst rankings, client testimonials and partner credits Be the voice of Wipro's Thought Leadership by speaking in forums (internal and external) Mentor developers, designers and Junior architects in the project for their further career development and enhancement Contribute to the architecture practice by conducting selection interviews etc Team Management Resourcing Anticipating new talent requirements as per the market/ industry trends or client requirements Hire adequate and right resources for the team Talent Management Ensure adequate onboarding and training for the team members to enhance capability effectiveness Build an internal talent pool and ensure their career progression within the organization Manage team attrition Drive diversity in leadership positions Performance Management Set goals for the team, conduct timely performance reviews and provide constructive feedback to own direct reports Ensure that the Performance Nxt is followed for the entire team Employee Satisfaction and Engagement Lead and drive engagement initiatives for the team Track team satisfaction scores and identify initiatives to build engagement within the team Stakeholder Interaction Stakeholder Type Stakeholder Identification Purpose of Interaction Internal Delivery teams Review of architectural process deployment in engagements, escalation management, issue resolution Pre-sales team For solutioning and architectural design purpose Practice teams To understand the different solution portfolios Holmes engineering and roll out For automation purpose Talent Transformation Team, Competency Group Plan and support delivery of Technical Trainings, knowledge sharing HRBP For hiring and managing resources Finance Revenue / budgets Talent acquisition team Recruitment External Vendors/ Partners For strategic alignment and partnerships, training Industry forums Best practices, market intelligence, knowledge sharing Display Lists the competencies required to perform this role effectively: Functional Competencies/ Skill Domain/Industry Knowledge - Awareness and knowledge of broad economic, demographic, technological and global trends within own ecosystem - Expert Market Intelligence - Deep specialized understanding of the ecosystem practice, overall market competition and nuances of delivery in that domain - Master Systems Thinking - Understanding of the Wipro system (interrelatedness, interdependencies and boundaries) and perform problem solving in a complex environment - Expert Leveraging Technology - In-depth knowledge of and mastery over ecosystem technology that commands expert authority respect - Master Asset reusability - ability to re-use the assets to ensure scalability and optimization - Expert Technical knowledge - architecture design principles, framework and documentation - Expert Competency Levels Foundation Knowledgeable about the competency requirements. Demonstrates (in parts) frequently with minimal support and guidance. Competent Consistently demonstrates the full range of the competency without guidance. Extends the competency to difficult and unknown situations as well. Expert Applies the competency in all situations and is serves as a guide to others as well. Master Coaches others and builds organizational capability in the competency area. Serves as a key resource for that competency and is recognised within the entire organization. Behavioral Competencies Strategic perspective Technology Acumen Innovation Managing Complexity Client centricity Execution excellence Change agility Passion for results Nurturing people Executive presence Deliver No. Performance Parameter Measure 1. Support sales team to create wins % of proposals with Quality Index >7, timely support of the proposals, identifying opportunities/ leads to sell services within/ outside account (lead generation), no. of proposals led 2. Delivery support CSAT, delivery as per cost, quality and timelines, Identify and develop resuable components, utilization %, Recommend tools for reuse, automation for improved productivity and reduced cycle times 3. Capability development % trainings and certifications completed, increase in ACE certifications, thought leadership content developed (white papers, Wipro PoVs) 4. Team Management Team attrition %, Employee satisfaction score

Role Purpose The purpose of the role is to drive and improve delivery for mega-gamma/ key growth accounts by providing innovative solutions through automation and next generation technologies, ensuring right talent supply chain to enhance customer satisfaction and lead organic growth. Do Delivery Management Ensure seamless delivery of projects in a Mega Gamma/ Key Growth Account Drive and deploy account/ project delivery structure by evaluating the budget, costs, risks and staffing requirement Ensure 100% compliance to Project SLA's, information security protocols etc (all customer's contractual obligations) Monitor and take appropriate actions on internal and external audit findings to ensure no major non-compliance/ deviation from the SLA Ensure adherence to program/ project charter in terms of schedule, quality, efforts and cost Drive account health across projects by conducting periodic cadence with the quality team to take proactive measures to resolves issues/ possible escalations Conducts periodic cadence with Workforce Management Group (WMG) to ensure 100% fulfillment as per the account/ project requirement Regularly audit quality (QA) status of delivery and engage QA team to ensure adherence to Quality Assurance standards and processes Collaborate and influence internal key stakeholders to ensure fulfillment, technology support and flawless delivery of projects Client Relationship Management Engage with client to opportunities to deploy multiple solutions within/ across SLs to create a stronger value proposition for clients and enhance share of business Conduct regular customer connects (meetings/ visits/ video-conference) and Management Review Meetings (MRM) with client management/engagement managers to understand customer's current and future needs and seek feedback to improve delivery methodology/ timelines/ resource allocation Identify and close early warnings on a project to avoid any customer escalations Plan and conduct Quarterly Business Reviews (QBR) with the client management/ leadership team to drive improvement actions and mine for a new portfolio/ opportunity within the account Design, monitor and share account performance dashboards/ reports with the clients periodically Drive delivery transformation with client engagement managers to adapt to new delivery models and instill new ways of working in customer organization Share Wipro's capability and initiatives that may support/ fulfill customer's needs Delivery governance across the accounts/ projects Review MIS and reports to monitor and track overall project/ account delivery management Conduct periodic reviews with the team (DM's/PM's) on operational, quality and fulfillment parameters and new idea generation & its implementation on existing projects Resolve project escalations, potential risks or early warning signs on project delivery to eliminate any revenue leakage Review and monitor revenue allocations/ realization to avoid OB revenue leakage Provide inputs to delivery leadership team on overall delivery performance parameters (project heath, utilization, realization etc) at an account level during reviews highlighting any critical project escalations and potential risks Enable revenue growth of an account within a vertical Identify opportunities for deployment of new technology, growth solutions and services in the account by bringing SL practices/ other capabilities for client solutioning Engage with existing customers to identify new business opportunities and increase the existing portfolio for an account by providing relevant solutions in order to increase delivery driven revenue Support pre-sales team to create and propose relevant solutions to the customer requirements/ request for proposals for a project in an account Support sales team with acquisition and traction of new deals by understanding the customer needs thereby ensuring higher conversion rate Operational Excellence Automation Focus Drive automation charter and related initiatives in an account Develop, drive and deploy automation led solutions and service improvements to deliver value added services to the customers thereby driving customer's business forward Deploy next generation hyper automation and crowdsourcing initiatives in coordination with Holmes RO team to enhance productivity, quality and speed of delivery Innovation Focus Deploy new ways of working (Agile, DevOps etc) on the projects to improve quality, delivery speed and productivity parameters Drive value adds and BVMs; showcase them to customer in MRM & QBR to drive growth Plan for periodic idea campaign at account level and share the top ideas with customer during MRM / QBR Drive and deploy Knowledge Management across the account Contribute in internal knowledge sharing initiatives at Wipro by driving internal training sessions, best practices, learnings, value adds and BVMs and deploys best practices in various projects within an account Deploy the Wipro's knowledge management portal across the account and monitor & track trainings Capability Development and Talent Pipeline Creation Demand forecasting in line with business requirements Spearhead quarterly demand forecasting and resource planning aligned to requirements of the account/ projects Create and deploy a workplan to fulfil the required demand from all the talent channels including external (lateral, contractors etc) hiring in coordination with WMG/ CWMG and Talent Acquisition team Lead upskilling initiatives across the account Prioritize and identify essential skills required across accounts/ projects to facilitate and drive right supply chain across the account Partner with competency group and talent transformation team to drive upskilling initiatives within an account Support workforce transformation team to identify and deploy multi-skilling upgradation model for all account employees Drive towards 100% mandatory training compliance for the target population within an account Plan and drive rotations for seed positions and ensure replacement plan to be arrived ahead of rotations Quarterly connect with critical talent to understand their aspirations and create their learning maps along with project managers and HRBP Fresher engagement program Ensure a stable arrangement and assimilation of rookie within an account in coordination with competency group team (classroom trainings/ e-learning, certifications, on the job training etc)

About The Role : Role The purpose of the role is to manage delivery of a project driving operations and delivery governance, ensuring right talent supply chain to optimize customer satisfaction and cost of delivery Do - Delivery Management - Ensure seamless delivery of the projects - Deploy optimum project delivery structure post transition/ migration phase by evaluating the budget, costs, risks and staffing requirement - Create quarterly project charter with well-defined weekly project trajectory as per the project specifications & requirements and ensure 100% adherence in terms of schedule, quality, efforts and costs - Ensure 100% compliance to Project SLAs, information security protocols and etc (all customers contractual obligations) - Monitor and take appropriate actions on internal and external audit findings to ensure no major non-compliance/ deviation from the SLA - Liaise between customer and internal technical delivery team to drive project health by adhering to organizational norms of project metrics - Drive various project related audits like quality, customer, ISO etc and ensure zero non-compliance - Conduct periodic cadence with the quality team to take proactive measures to resolves issues/ possible escalations - Conducts periodic cadence with Workforce Management Group (WMG) to ensure 100% fulfillment as per the program/ project requirement - Regularly audit quality (QA) status of delivery and engage QA team to ensure adherence to Quality Assurance standards and processes - Maintain project structure in Confluence & SAP in line with prevailing business requirements and norms - Ensure expected ramp down (ERD) compliance as committed in MSA - Client Relationship Management - Engage with client to deploy opportunities to deploy multiple solutions within/ across SLs to create a stronger value proposition for clients - Conduct regular customer connects (meetings/ visits/ video- conference) and participate in Management Review Meetings (MRM) with client management/engagement managers to understand customers current and future needs and seek feedback to improve delivery methodology/ timelines/ resource allocation - Identify and close early warnings on a project to avoid any customer escalations - Plan and conduct Quarterly Business Reviews (QBR) along with DMs/ ADH with the client management/ leadership team to drive improvement actions and mine for a new portfolio/ opportunity within the account - Design and monitor project performance dashboards/ reports with the clients periodically - Delivery governance across the project - Create weekly/ monthly/ quarterly MIS and reports to monitor and track overall project - Conduct periodic reviews with the delivery team on operational, quality and fulfillment parameters and new idea generation & its implementation on existing projects - Identify and resolve potential risks or early warning signs on project delivery to drive for ZERO surprise escalations and eliminate any revenue leakage - Escalate any deviations from the project charter to the delivery managers in terms of schedule, effort, cost, infrastructure from the project charter and minimize process exceptions and such deviations from the actual project plan - Review and monitor revenue allocations/ realization to avoid OB revenue leakage - Provide inputs to delivery leadership team on overall delivery performance parameters (project heath, utilization, realization etc) at project/ program level during reviews highlighting any critical project escalations and potential risks - Operational Excellence - Automation Focus - Perform pareto analysis as per the no. of incidents received and accordingly identify automation opportunities and drive value adds across the project - Deploy next generation hyper automation and crowdsourcing initiatives in coordination with Holmes RO team to enhance productivity, quality and speed of delivery - Interact and engage with tools team to bring in new tools in the project to automate certain pointers/ elimination of any noise in the project - Innovation Focus - Brainstorm with the team to identify improvement opportunities and initiatives to further improve quality, delivery speed and productivity parameters - Drive value adds and BVMs; ensure management showcases them to customer in MRM & QBR to drive growth - Plan and conduct periodic idea campaigns to generate new solutions to the problems/ define better ways of working - Drive and deploy Knowledge Management and sharing - Contribute in internal knowledge sharing initiatives at Wipro by driving internal training sessions, best practices, learnings, value adds and BVMs and deploys best practices in various projects within own account - Deploy the Wipro's knowledge management portal across the account and monitor & track trainings - Capability Development and Talent Pipeline Creation - Demand forecasting in line with business requirements - Anticipate attrition and ensure right talent supply chain to deliver the project - Spearhead quarterly demand forecasting and resource planning aligned to project requirements - Create and deploy a workplan to fulfil the required demand from all the talent channels including external (lateral, contractors etc) hiring in coordination with WMG/ CWMG and Talent Acquisition team - Anticipate new skills/ upcoming technologies required to deliver the project and ensure the team is trained or right talent is inducted into the project as per the skill requirements - Drive 100% compliance on trainings and upskilling requirements - Prioritize and identify essential and upcoming technical skills required across programs/ projects to facilitate and drive right supply chain - Drive towards 100% mandatory training compliance for the target population within an account - Plan and drive rotations for seed positions and ensure replacement plan to be arrived ahead of rotations - Quarterly connect with critical talent to understand their career aspirations and create their learning maps along with project managers and HRBP - Fresher engagement program - Ensure a stable arrangement and assimilation of rookie within accounts in coordination with competency group team (classroom trainings/ e-learning, certifications, on the job training etc) - Team Management - Resourcing - Forecast talent requirements as per the current and future business needs - Hire adequate and right resources for the team - Talent Management - Ensure adequate onboarding and training for the team members to enhance capability & effectiveness - Build an internal talent pool and ensure their career progression within the organization - Manage team attrition - Drive diversity in leadership positions - Performance Management - Set goals for the team, conduct timely performance reviews and provide constructive feedback to own direct reports - Ensure that the Performance Nxt is followed for the entire team - Employee Satisfaction and Engagement - Lead and drive engagement initiatives for the team - Track team satisfaction scores and identify initiatives to build engagement within the team - Facilitate rewards and recognition to acknowledge the high performers in the team Deliver 1. Delivery Management " Client satisfaction PCSAT, Brand score, no. of customer references, SDR/ QBR %, Pulse % satisfied (top 2 box), Zero surprise delivery escalation from the customer, adherence to project charter 2. Delivery Management " operational efficiency Contractual adherence %, Quality index, Utilization %, cost of delivery target, overdue indent, 100% SLA compliance, PEI % target, 100% usage of click to bill, % SAP loss for T&M projects 3. Delivery Management " Financials Revenue target achievement, Operating margin %, leakage from OB to revenue, revenue per employee, CR realization target, process exceptions to be minimized, bench cost % of total cost, underrun % target for FPP projects, effort saving through NG-1, NG-2 initiatives 5. Capability Building % attrition, critical talent attrition%, % trained on new age skills, % of team trained in necessary behavioural skills, diversity ratio, % localization targets by market, billable rookie ratio, rookie/NJNB assimilation TATs, offshore mix 6. Team Management Team attrition %, Employee satisfaction score Reinvent your world.We are building a modern Wipro. We are an end-to-end digital transformation partner with the boldest ambitions. To realize them, we need people inspired by reinvention. Of yourself, your career, and your skills. We want to see the constant evolution of our business and our industry. It has always been in our DNA - as the world around us changes, so do we. Join a business powered by purpose and a place that empowers you to design your own reinvention. Come to Wipro. Realize your ambitions. Applications from people with disabilities are explicitly welcome

Role & responsibilities Responsible for driving end- to-end talent acquisition processes, ensuring the alignment of HR strategies with business goals. Role will include managing and executing key HR initiatives that support Talent Acquisition, Talent Management, and Employee Engagement. Will work closely with the HOD, Business Heads, and the HR team to align HR processes with organizational needs. Lead end-to-end hiring, from manpower planning to final approvals, while driving the Employee Referral Program, managing consultant partnerships, ensuring alignment with business needs, and suggesting best practices to reduce TAT through data-driven decision-making. Oversee and optimize post-induction processes to ensure seamless transitions, policy awareness, and effective training, while continuously improving efficiency and employee experience. Lead engagement initiatives, one-on-one connects, the mentorship program, and various employee well-being, diversity & inclusion, and career development programs to foster a positive work culture, support growth, and drive retention, while suggesting new initiatives and ideas to the stakeholders. Drive training needs analysis, program design, and execution to enhance employee skills and align with business goals. Lead Zing LMS implementation, oversee training calendars, track attendance, and optimize learning initiatives to foster continuous development and retention. Drive PMS data accuracy, timely KRA updates, and seamless execution of the increment cycle, ensuring fair and consistent salary adjustments. Drive regular performance discussions for employees on PIP, ensuring alignment with guidelines and proper documentation. Skills & Competencies: Strong Communication Skills: Ability to communicate clearly and effectively at all levels, both verbally and in writing. Leadership & People Management: Proven ability to lead teams, manage relationships, and influence key stakeholders to drive HR initiatives. Problem-Solving Abilities: Adept at identifying issues, analysing data, and implementing solutions effectively and efficiently. HR Systems Proficiency: Deep familiarity with HRMS (e.g., Zing HR, LMS platforms) and other HR tools to manage data, track employee performance, and streamline HR processes. Analytical & Data-Driven: Strong ability to analyse HR data, extract insights, and utilize data to improve HR decision-making and processes. Project Management: Ability to manage multiple HR projects, ensuring timely delivery and alignment with business goals. Employee-Centric Approach: A deep understanding of employee needs, organizational culture, and ways to foster a positive, inclusive, and productive work environment.

Position Overview: As the HR Business Partner, you will play a pivotal role in aligning human resources strategies with business objectives in the quality engineering domain. You will serve as a trusted advisor to leadership and employees, driving initiatives that foster a culture of excellence, innovation, and collaboration. Your expertise will ensure that our talent is equipped to meet the demands of a rapidly evolving industry while maintaining the highest standards of quality and performance. Key Responsibilities: Strategic Partnership: Collaborate with senior leadership to develop and execute HR strategies that support business goals and drive organizational success in the quality engineering sector. Talent Management: Lead talent acquisition, retention, and development efforts to build a high-performing workforce capable of delivering world-class quality engineering solutions. Employee Engagement: Foster a culture of continuous improvement and employee engagement by implementing initiatives that enhance morale, productivity, and collaboration. Performance Management: Design and oversee performance management programs that align with quality engineering standards and promote accountability, growth, and excellence. Learning & Development: Identify skill gaps and develop training programs to ensure employees are equipped with the technical and soft skills needed to excel in a quality-driven environment. Change Management: Act as a change agent, guiding the organization through transformational initiatives while maintaining a focus on quality and operational efficiency. Employee Relations: Serve as a trusted advisor on employee relations matters, ensuring fair and consistent application of policies and practices. Data-Driven Insights: Utilize HR analytics to provide actionable insights on workforce trends, employee performance, and organizational effectiveness. Qualifications: Bachelors degree in Human Resources, Business Administration, or a related field; Masters degree or HR certification (e.g., SHRM, CIPD) is a plus. 5+ years of experience as an HR Business Partner or in a similar strategic HR role, preferably within the engineering, manufacturing, or technology sectors. Strong understanding of quality engineering principles and the ability to align HR initiatives with technical and operational goals. Proven track record of driving talent management, employee engagement, and organizational development initiatives. Excellent communication, interpersonal, and influencing skills, with the ability to build relationships at all levels of the organization. Analytical mindset with the ability to leverage data to inform decision-making and measure the impact of HR programs. Knowledge of employment laws and regulations, with a commitment to fostering a diverse, equitable, and inclusive workplace. Why Join Us? Opportunity to work in a forward-thinking organization at the forefront of the quality engineering industry. Collaborative and innovative work environment that values excellence and continuous improvement. Competitive compensation and benefits package, including professional development opportunities. The chance to make a meaningful impact by shaping the future of work in a quality-driven industry. Join us in our mission to set the standard for quality and innovation—because excellence is not just a goal; it’s a way of life. Equal Opportunity Employer: We are committed to creating a diverse and inclusive workplace and welcome applications from all qualified candidates.

Require Zonal Head - HRBP for South. M.B.A full time is must.

Role: Team Manager/ Sr Team Manager/ Service Delivery Manager HRBP Shift: 11 am to 8 pm / 12 pm to 9 pm (should be flexible) HYBRID WORKING TM/ STM: No of Positions: 3 Location: Pune, Mumbai Overall Experience: 10-13 years Relevant Experience: 8-10 years Required Skills: Talent Management & Interventions Employee engagement & Experience Grievance Management Strategic HR Projects ( Examples: Career Architecture/Succession planning, integrations, Retention initiatives, OD interventions, Performance management ) (need to submit 2 - 3 projects) Span: 600 SDM / SSDM: No of Positions: 4 Location: Pune: 2, Bangalore: 1, Mumbai: 1 Overall Experience: 13-18 years Relevant Experience: 10-13 years Required Skills: Talent Management & Interventions Employee engagement & Experience Mitigating potential challenges & risks Grievance Management Team Handling Experience 2 to 4 years Strategic HR Projects ( Examples: Career Architecture/Succession planning, integrations, Retention initiatives, OD interventions, Performance management ) (need to submit 2 - 3 projects) Span: 1500-2000 *************************************************** IMMEDIATE JOINERS REQUIRED Send your updated CV directly to: 9152808909 **************************************************** Responsibilities: Works directly with the aligned business senior leadership to conceptualize, guide, develop solutions, programs, policies, and HR strategies that closely supports organizational goals. Provides guidance and input on business unit restructures, workforce planning and succession planning. Works in collaboration with the Training and Development team to identify training needs for business units. Partners with the legal department as needed/required and ensuring regulatory compliance. Organize and lead weekly or monthly meetings with team members. Promotes employee well-being, culture, and diversity with various organizational initiatives. Provide insights, recommendation feedback and ideas on development of people plan. Play a strategic role in driving operational rigor by planning, implementing and monitoring key HR projects for the BU. Recommend inclusive leadership practices and implement interventions to improve leadership performance and team performance. Work with line managers and employees to address all types of employee relations issues, fairly representing all interests. Review and analyze business metrics including data on retention, attrition management and employee experience in order to recommend systematic improvements. Responsible for effective execution of monthly/Quarterly programs. Managing employees connect by regular one-on-one and skip level meetings. Basic knowledge of compliance with employment laws and regulations. Lead and support HR projects and initiatives. Grievance handling. Desired Candidates: Bachelors degree or Masters degree 8 plus years of relevant experience in HRBP role Should have managed an employee span of over 600 employees. Strong organization, communication and conflict resolution skills Excellent in verbal and written communication, interpersonal attention to detail and organizational skills. Ability to acquire a thorough understanding of the organizations hierarchy, jobs, and the administrative practices related to those factors. Experience of managing a team Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, and policies. Able to support the needs in a fast paced and growing organization. Strong analytical and problem-solving skills. Proficient with MS Office. High degree of integrity and resilience. Ability to effectively lead and facilitate projects independently. Confident, high on persuasiveness which helps drive closures. Flair for engaging with people and developing relationships and ability to work in diverse environment. Ability to organize, multi-task, prioritize tasks and deliver quick results. Proven ability to effectively coach employees and management through complex and difficult issues.

Building HR Strategy, Managing Culture, Design & Change- Company Vaules, Principles & Philosophy, Knowledge of HR Planning & Staffing, Mapping Skill sets required /Hiring experience/ Understanding of compenseation / Retention strategy, Recruitment process, Training & Development, Performance Management, Organisational Communication, Talent Management, Compensation & Benefit, Knowledge of Labour Laws and understanding of Industrial Relations, Has to independantly work in the area of developing skilled man power at entry level by deploying appropriate initiatives. Manpower planning for a manufacturing establishment, deploy recruitment process of the Organisation, On-board and induct new joinees to the Organisation's Policies & Culture. Establish two way communication initiatives with employees and Teams to assess the Satisfaction, Loyalty and Advocacy.

The Opportunity: This role is responsible for End to End recruitment for all positions open in India/MEA within budget and quality. Location: Office-based role in Gurgaon As the Manager of Talent Acquisition, you will play a pivotal role in shaping our organization's growth by leading a high-performing team of Talent Acquisition Partners. Collaborating with key business leaders, you'll be responsible for sourcing and assessing top talent to meet our hiring goals for both sales and corporate functions across India and the Middle East. In this fast-paced role, you'll bring expertise in setting benchmarks, tracking metrics, and driving results. Your ability to prioritize, innovate, and execute will directly impact our success. Key Responsibilities: Lead and mentor a small team (one to two members) to drive talent acquisition efforts across India and the Middle East. Take ownership of hands-on sourcing, screening, and assessing top talent in alignment with business needs. Develop and implement strategies to optimize candidate cycle time, conversion rates, and applicant funnel metrics. Ensure seamless communication between Talent Acquisition, HRBPs, and Hiring Managers on current and upcoming requisitions, market feedback, and quick adjustments to changing conditions. Collaborate with hiring managers and HRBPs to build innovative community engagement and sourcing strategies, with measurable data to demonstrate ROI. Manage relationships with external recruitment vendors and internal stakeholders to drive recruitment success. Define, measure, and analyze key performance metrics and KPIs to ensure continuous improvement. What We're Looking For: Education: Bachelor's degree in HR, Business, or Psychology (or equivalent experience). Experience: 8+ years of experience in full-cycle talent acquisition, with a strong background in recruiting for sales functions. Experience with Workday or similar ATS is preferred. Proven leadership experience with managing a small team is highly valued. Familiarity with recruiting in the Middle East and Africa is a plus. Tools: Experience with Microsoft Teams preferred. Who You Are: You're well-versed in Applicant Tracking Systems (Workday preferred) and Talent Market Intelligence tools. You possess exceptional analytical skills, are adept at handling large data sets, and can communicate data findings effectively. You've proven experience establishing and tracking key performance metrics, including ROI. You have a demonstrated ability to influence and negotiate with stakeholders at all organizational levels. You thrive in dynamic, fast-paced environments and consistently deliver results.

Role & responsibilities Strategic Business Partnership : Collaborate with business leaders to develop HR strategies that support business goals and drive organizational success. Organizational Development : Implement initiatives to improve organizational effectiveness, including change management, culture building, and employee engagement. Talent Management : Oversee talent acquisition, development, and retention strategies to ensure the organization has the right talent to meet its objectives. HR Functional Expertise : Provide expertise in areas such as performance management, compensation and benefits planning, and compliance with employment laws and regulations. Employee Relations : Address complex employee relations issues, mediate conflicts, and ensure a positive work environment. Executive Partnership : Act as a trusted advisor to senior leaders, providing insights and recommendations on HR-related matters. Data Analysis : Utilize HR analytics to make data-driven decisions that improve efficiency and guide strategic direction.

Location - Indiranagar, Bangalore As a HRBP, you will be the custodian of designing implementing people processes across the company. You would have a strong pulse of employees, be a sounding board for them and strive towards improving the Employee NPS at YourStory. Some of the things that you will be doing Establish own people processes across the organization Help build the values framework and institutionalize our values across the company Build a strong people-centric culture at YourStory Develop an integrated performance management framework and manage the execution end to end Build execute effective LD modules across functions Forecast hiring needs; design and execute end-to-end recruitment processes On-board and train new hires create a well-rounded induction plan and module Requirements 6-8 years of experience in HR and TA Prior experience of having worked in a fast-paced environment Ability to partner effectively engage with the Functional leaders High on Empathy and excellent interpersonal skills Ability to set up processes and institutionalize them Prior experience and know-how of managing people operations Prior Entrepreneurial or Startup experience would be a huge advantage

Director, People Experience Partner Duties responsibilities Work with Head HR/ HRBP, Management, Leadership team to establish a people agenda/planning which supports the delivery of the business goals and drives employee engagement Provide relevant inputs to the HRBP to design effective retention interventions at site to effectively control attrition Work closely with business and client team on the People strategy Work closely with key stakeholders/ clients on designing and driving new people practices to meet business Goals Understand the pulse of the unit and construct action plans to address concerns. Counsel employees line management regarding HR policies, programs, and practices. Drives the HR agenda within the Business, ensuring that all people managers are equipped and able to deliver against the annual recurring people management requirements. Identify training needs and coordinate with the LD team for construction of appropriate training modules. Assist the HRBP CoEs to deliver culture building interventions Regular meetings with senior management and team managers to understand business requirements on people agenda front Assist the HRBP in evaluating designing People practices to provide an enhanced value offering to the Customer Operations business Need based Interaction if required. Engagement with Leadership Team +/Group HRBP counterparts Formulate and drive the people agenda along with the leaders. Bring innovation to change the employee experience around the HR touch points. Evaluate improvise existing practices to offer enhanced HR Service delivery to business. Sounds like youto apply you need to have: Key skills Must be available to work in shifts. Strong Analytical Ability. Strong Project Management Skills Excellent Communications and stake holder management Ability to handle senior stakeholders Strong on collaboration Good Executive presence Should be well versed with MS office - Excel and PowerPoint Employee specification At least 12 years of relevant experience Graduate preferably with an MBA or equivalent in HR Location: On-site -Gurugram, HR If this job description resonates with you, we encourage you to apply even if you don t meet all of the requirements. We re interested in getting to know you and what you bring to the table! JLL Privacy Notice Jones Lang LaSalle (JLL), together with its subsidiaries and affiliates, is a leading global provider of real estate and investment management services. We take our responsibility to protect the personal information provided to us seriously. Generally the personal information we collect from you are for the purposes of processing in connection with JLL s recruitment process. We endeavour to keep your personal information secure with appropriate level of security and keep for as long as we need it for legitimate business or legal reasons. We will then delete it safely and securely. For more information about how JLL processes your personal data, please view our Candidate Privacy Statement . For additional details please see our career site pages for each country. For candidates in the United States, please see a full copy of our Equal Employment Opportunity and Affirmative Action policy here . Jones Lang LaSalle ( JLL ) is an Equal Opportunity Employer and is committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process - including the online application and/or overall selection process - you may contact us at Accommodation Requests . This email is only to request an accommodation. Please direct any other general recruiting inquiries to our Contact Us page > I want to work for JLL.