42 Manpower Budgeting Jobs - Page 2

Job Description: HR Generalist Locati on: Baner Working Days: Monday to Saturday Budget - 5-10 LPA About the Role: We are looking for an experienced and dynamic HR Generalist with over 5+ years of experience to join our growing team. The ideal candidate will be responsible for overseeing the complete employee lifecycle, from recruitment to exit, ensuring smooth HR operations. You will play a critical role in enhancing employee engagement, managing payroll, ensuring compliance, drafting policies, and providing strategic support across multiple HR functions. Key Responsibilities: Performance Management System (PMS): Implement and manage the performance appraisal process, setting goals, providing feedback, and ensuring alignment with organizational objectives. Payroll Management: Oversee accurate and timely payroll processing, ensuring compliance with statutory regulations and internal policies. Compliance: Ensure adherence to labor laws, company policies, and industry regulations. Handle statutory filings and maintain proper documentation. Employee Engagement: Develop and implement employee engagement programs that promote a positive workplace culture and improve retention rates. Policy Drafting & Implementation: Draft, review, and enforce HR policies and procedures to ensure consistency and compliance with organizational goals. Employee Lifecycle Management: Manage the end-to-end employee lifecycle, including onboarding, induction, training, performance reviews, promotions, transfers, and exits. Training & Development: Identify skill gaps and recommend appropriate training programs. Organize training sessions to enhance employee skills and organizational performance. Grievance Redressal: Act as a point of contact for employees to address workplace concerns and resolve issues in a timely manner. Exit Management: Handle the exit process, including conducting exit interviews, managing full and final settlements, and analyzing feedback for improvements. HR Analytics: Prepare HR metrics and reports, such as attrition rates, employee satisfaction surveys, and performance reviews, to assist in decision-making.

Roles and Responsibilities Manage payroll processing, including salary disbursement, leave management, and statutory compliance. Oversee performance appraisal management, grievance redressal, and exit formalities. Conduct manpower budgeting, analysis, and skill gap assessment to optimize resource allocation. Develop and implement HR policies, strategies, and manuals to align with company goals. Ensure compliance with labor laws and regulations by maintaining accurate records and reports. Ensuring smooth office operations, including vendor management and procurement. Oversee office infrastructure, security, housekeeping, and maintenance activities. Ensure compliance, with labor laws, employment regulations, and company policies. Maintain statutory compliance, including PF, ESI, gratuity, and other legal obligations. Maintain and update employee records authorities, labor offices and government agencies. Oversee office administration, including vendor management, office supplies, and general upkeep. Ensure proper documentation and record - keeping for employee files, agreements, and 'HR policies. Manage office infrastructure, safety, and security protocols. Ensure workplace compliance with health, safety, and environmental regulations. Coordinate with vendors and service providers for repairs, maintenance, and office enhancements. Desired Candidate Profile 5-7 years of experience in an HR Generalist, Compliance and Recruitment.

Talent Management: Performance Management System (PMS): Implement and manage the performance management process, ensuring alignment with organizational goals and employee development. Performance Improvement Plans (PIP): Develop and oversee PIPs for underperforming employees, ensuring constructive feedback and support. Increments and Promotions: Collaborate with management to determine annual increments and promotion recommendations based on performance evaluations and talent assessments. Succession Planning: Identify critical roles and potential successors; develop succession plans to ensure continuity in key positions. Talent Calibration: Facilitate talent calibration sessions to ensure consistency and fairness in performance assessments and talent decisions. New HR Initiatives: Drive the implementation of innovative HR initiatives that enhance employee engagement and organizational effectiveness. HR Analytics: Analyze HR metrics and data to identify trends, insights, and areas of improvement related to talent acquisition, retention, and employee engagement. Prepare and present reports on key HR metrics, including turnover rates, employee satisfaction, and promotion effectiveness. Utilize data-driven insights to support HR strategies and initiatives that align with organizational goals. Collaboration and Communication: Work closely with HR team members to ensure alignment on talent management and analytics initiatives. Communicate findings and recommendations effectively to stakeholders at all levels of the organization. Support cultural initiatives that promote a positive and engaging work environment. Role & responsibilities

Position Title: Senior Vice President - Human Resources Reports To: CEO Business Unit: Human Resources PURPOSE OF THE POSITION The Senior Vice President - Human Resources will be responsible for leading and executing HR strategies that drive organizational growth, talent development, and a high-performance culture. This role will oversee workforce planning, HR technology optimization, policy development, and employee engagement, ensuring alignment with business objectives. The position requires a data-driven approach to HR operations while maintaining compliance with global HR standards. ORGANIZATIONAL CONTEXT CIMET is a leading B2B and B2C comparison platform in Australia, offering end-to-end comparison and sign-up solutions across Energy, Telco, Credit Cards, Personal Loans, and Residential Solar. With plans to expand into Financial Services, including Home Loans, Car Loans, Life Insurance, Health Insurance, and Pet Insurance, CIMET is on a high-growth trajectory. The company operates across Australia and India and aims to scale to over 200 employees in the next two years. CIMET is committed to leveraging AI-driven technology and automation to enhance customer experience and optimize HR operations. KEY RESPONSIBILITIES HR Systems & Payroll Management Leverage Keka HRMS to streamline payroll, attendance tracking, and performance management for efficiency and compliance. Ensure accurate payroll processing and automation of HR workflows to optimize operations. Manpower Planning & Budgeting Develop and execute strategic workforce planning to align business objectives with talent acquisition and retention. Design and monitor HR budgets to optimize workforce costs and resource allocation. Performance Management & KRIs Develop and implement a performance management framework using Key Result Indicators (KRIs) to ensure measurable and transparent evaluations. Oversee performance review cycles to drive a culture of accountability, fairness, and continuous improvement. Provide data-driven insights to optimize employee productivity and engagement. Leadership & Culture Development Lead, mentor, and manage a high-performing HR team, fostering collaboration and efficiency. Drive strategic employee engagement programs to cultivate a strong workplace culture aligned with CIMETs core values of Customer First, Innovation, and an Entrepreneurial Mindset . Champion leadership development programs to build future-ready teams and ensure succession planning. Policy Creation & Compliance Develop and implement HR policies in line with global labor laws, ensuring consistency across multiple geographies. Ensure compliance with local labor regulations, including PoSH, workplace safety, and annual labor returns. Address and resolve employee concerns, grievances, and conflicts effectively. Talent Management & Learning Development Oversee succession planning, talent acquisition, and employee retention strategies. Implement structured learning and development programs to upskill employees and foster career growth. Design career progression frameworks that align with business growth and employee aspirations. HR Analytics & Data-Driven Decision Making Establish and track key HR performance metrics, providing insights to improve workforce efficiency. Leverage HR analytics to drive strategic decision-making and continuous improvements in employee engagement and retention. QUALIFICATIONS AND SKILLS Masters degree in Human Resources, Business Administration, or a related field. 15+ years of HR experience, with at least 5 years in an executive HR leadership role and 5+ years of international HR exposure. Expertise in Keka HRMS for HR operations, payroll, and performance management. Strong experience in manpower planning, budgeting, and workforce strategy . Proven ability to design and implement KRIs and performance evaluation frameworks . Demonstrated leadership in managing large teams and driving high-impact HR initiatives. Experience in HR policy creation, compliance management, and legal risk mitigation . Strong interpersonal, communication, and conflict resolution skills. HR certifications (e.g., PHR, SPHR, SHRM-SCP) are a plus. Willingness to travel as needed.

Looking for a dynamic HR leader who can lead the entire HR Gamot for an MNC company, need experience in both Corporate as well as Factory operations. strong in Compliance Management Strategic thinking

Company- US MNC; -HR Systems -Statutory Compliances -Payroll & Audit -Recruitment -HR Policies & System -Employee Engagement -Performance Management System -HR Operations, Disciplinary Actions, -Strategic planning -HR Budget and planning, -Insurances Required Candidate profile -Labour Laws -Industry related licenses, procedures, etc. -handle labour union, politicians etc. -Liaison with Govt/Semi Govt/Local Authorities -Proficiency in MS Excel for reporting and analysis.

Job Title: HR Business Partner (HRBP) / HR Manager Location: Pune Department: Human Resources Job Type: Full Time About the Role: We are seeking a highly skilled and dynamic HR Business Partner (HRBP) / HR Manager to join our team. In this role, you will be responsible for providing strategic HR support to business leaders and employees, ensuring alignment between business objectives and HR practices. You will act as a consultant to management on human resource-related issues, as well as a change agent to foster a positive and high-performance workplace culture. Key Responsibilities: Strategic HR Partnership: Collaborate with leadership to define HR strategies that support business goals and drive organizational performance. Work with department heads to understand and address workforce needs, providing guidance on organizational design, succession planning, and talent management. Employee Relations & Engagement: Act as a trusted advisor to managers and employees, providing support on employee relations issues, performance management, conflict resolution, and employee engagement. Lead initiatives to improve employee engagement, retention, and overall employee experience. Talent Management & Development: Drive talent acquisition strategies by partnering with recruitment teams to identify and attract top talent. Support employee development programs, including training, career development, and succession planning. Performance Management: Oversee performance management processes, ensuring alignment with organizational goals and helping leaders set clear expectations for performance and development. Provide coaching to managers to enhance their leadership capabilities and manage team performance effectively. HR Policies & Compliance: Ensure that HR policies, procedures, and practices comply with all applicable laws, regulations, and internal standards. Update and communicate changes in HR policies to employees and leadership, ensuring consistency and fairness in application. Data-Driven Decision Making: Use HR analytics to assess trends, provide insights into HR metrics, and recommend strategies for improving talent management, retention, and employee satisfaction. Develop and present HR reports to senior leadership, offering recommendations based on data-driven insights. Change Management: Lead and support organizational change initiatives, helping to manage transitions and ensuring minimal disruption to business operations. Provide support for employee transitions during periods of change (e.g., restructuring, mergers, acquisitions). Qualifications: Bachelors degree in Human Resources, Business Administration, or related field (Masters degree or HR certification is a plus). Minimum of [5+] years of experience in HR management or as an HR Business Partner in a [specific industry]. Strong knowledge of HR principles, labor laws, and best practices. Proven ability to build relationships and collaborate with leaders and employees at all levels of the organization. Exceptional communication, interpersonal, and problem-solving skills. Experience with HRIS (Human Resource Information Systems) and HR analytics tools. Ability to manage multiple priorities in a fast-paced environment. Experience in change management and organizational development is a plus. Preferred Skills: Strong understanding of employee engagement strategies. Experience with performance management systems and development programs. Knowledge of compensation and benefits administration. Familiarity with diversity and inclusion initiatives.

Role & responsibilities • Payroll Management: Ensure timely and accurate payroll processing and address related queries. Performance and Work Quality Management: Monitor and enhance employee performance and work quality. Establish Workplace Norms, Ethics, and Culture: Develop and implement workplace norms and a positive work culture. • Employee Development and Increment Planning: Plan increments and manage employee training and development. Employee Onboarding and Offboarding: Oversee the onboarding and offboarding processes. Employee Satisfaction and Engagement: Implement programs to enhance employee satisfaction and engagement. Compliance and Reporting: Ensure HR compliance and maintain accurate records and reports Qualifications: Bachelors degree in Human Resources, Business Administration, or related field; Masters preferred. • Proven experience as an HR Manager, preferably in the textile or manufacturing industry. • Strong knowledge of HR functions, including payroll, performance management, and employee engagement. Excellent interpersonal and communication skills. • Ability to lead and influence with integrity and professionalism. • Proficiency in HR software and Microsoft Office Suite. Benefits: • Competitive salary and performance-based incentives. • Health insurance and other employee benefits. • Opportunities for professional development and career growth. • A dynamic and supportive work environment

Res. 4 overseeing all aspects of HCM within a pharma. Inds., including TA, ED, PMs, T&D, C&B, ERs, ensuring compliance with Inds. Reg., & fostering a positive Co’s culture, all while strategically aligning HR initiatives with the org’s business obj. Required Candidate profile MBA in HR or a related field with Extensive exp. in HR leadership roles within the pharmaceutical industry. Deep u/s. of employment laws & regulations, particularly in the pharmaceutical sector.

Role Overview: As the Head - Human Resources , you will play a crucial role in shaping the organizations workforce strategy, fostering a strong company culture, and implementing HR best practices. You will be responsible for the entire employee lifecycle , ensuring talent acquisition, engagement, and retention align with the companys growth and mission. Key Responsibilities: Talent Acquisition & Workforce Planning Lead strategic hiring initiatives to attract top talent and scale the organization effectively. Talent Management & Employee Development Design and implement career development programs, performance management frameworks, and leadership training initiatives. HR Strategy & Organizational Culture Build and sustain a strong company culture aligned with the vision and mission of the organization. Policy & Compliance – Develop and enforce HR policies in compliance with labor laws, industry regulations, and company guidelines. Vendor & Stakeholder Management – Manage external HR vendors, recruitment partners, and liaise with key stakeholders to align HR with business goals. Employee Engagement & Retention – Implement initiatives to boost employee satisfaction, well-being, and long-term retention. Business Operations & HR Analytics – Leverage data-driven insights for workforce planning, employee productivity, and HR decision-making. Key Requirements: Minimum 15+ years of HR experience , preferably in startups, technology, or agriculture-related industries. Hands-on experience in 360-degree HR functions , including recruitment, talent development, employee engagement, and compliance. Strong leadership skills with a proven track record in scaling organizations and driving cultural transformation . Expertise in policy formulation, labor law compliance, and HR technology tools . Ability to collaborate with senior leadership and drive HR strategies aligned with business goals. Problem-solving mindset and agility to navigate the fast-paced startup environment. Note: 6 Days a Week ( First Saturday Off)

Role & responsibilities The incumbent will play a crucial role in ensuring the right talent is onboarded at Godrej Capital within considerations of quality, cost and speed. He/ she will be responsible for driving the end to end hiring for Pan India Business loans, Collections, Cross sell and Business Development verticals. Additionally, the incumbent will be supporting the HRBP Lead and be accountable for the following areas for Cross Sell and Business Development vertical: - - HR Business Partnering - Capability building - Employee Safety & Wellness - Employee Experience - HR policy adherence and people process implementation Preferred candidate profile High Stakeholder management to ensure speed & efficiency of delivery Strategic thinking & problem solving. Ability to work in unstructured and evolving situations with an open mind Take initiatives, strong execution skills, forward thinking ability to anticipate hurdles Display high degree of empathy and influencing to connect with employees, vendors, agencies etc.

If you are the right candidate share your CV to hireconsult5@gmail.com Min 5 Years Experience with Restaurant or Hotel Industry* Job brief We are looking for an HR Manager to oversee all aspects of human resources practices and processes. Responsibilities Develop and implement HR strategies and initiatives aligned with the overall business strategy Bridge management and employee relations by addressing demands, grievances or other issues Manage the recruitment and selection process Support current and future business needs through the development, engagement, motivation and preservation of human capital Develop and monitor overall HR strategies, systems, tactics and procedures across the organization Nurture a positive working environment Oversee and manage a performance appraisal system that drives high performance Maintain pay plan and benefits program Assess training needs to apply and monitor training programs Report to management and provide decision support through HR metrics Ensure legal compliance throughout human resource management Requirements and skills Proven working experience as HR Manager or other HR Executive People oriented and results driven Demonstrable experience with Human Resources metrics Knowledge of HR systems and databases Ability to architect strategy along with leadership skills Excellent active listening, negotiation and presentation skills Competence to build and effectively manage interpersonal relationships at all levels of the company In-depth knowledge of labor law and HR best practices Degree in Human Resources or related field

Job Description Position: Manager HR - Talent Management Department: Human Resources Location: Lower Parel, Mumbai Working Days: 5 days Reporting to: Head of Human Resources Overview: The Manager HR - Talent Management will be responsible for driving strategic HR initiatives in recruitment, performance management, and training. The role focuses on attracting top talent, enhancing employee performance, and building a culture of continuous learning and development to align with the organizations goals. Key Responsibilities: 1. Recruitment & Talent Acquisition: Develop and implement innovative recruitment strategies to attract top talent across functions. Collaborate with department heads to understand hiring needs and define job descriptions. Manage end-to-end recruitment processes, including sourcing, screening, interviewing, and onboarding. Build and maintain relationships with recruitment agencies, job boards, and educational institutions. Track and analyze recruitment metrics to improve hiring efficiency and quality. 2. Performance Management: Oversee the implementation of the performance management system, ensuring it aligns with organizational objectives. Partner with leaders to set measurable performance goals and KPIs for employees. Conduct performance reviews and provide coaching to managers and employees on feedback and goal setting. Identify and address performance gaps through tailored development plans. Facilitate succession planning and identify high-potential employees for leadership pipelines. 3. Training & Development: Design and deliver training programs to upskill employees and enhance organizational capabilities. Conduct training needs analysis (TNA) and create annual training calendars. Collaborate with external training partners to deliver specialized programs. Measure the impact of training initiatives through post-training evaluations and employee feedback. Promote a culture of continuous learning by implementing e-learning tools and resources. 4. Talent Engagement & Retention: Develop and execute strategies to enhance employee engagement and job satisfaction. Conduct regular pulse surveys and exit interviews to gather insights on employee sentiment. Create and implement retention programs focused on career growth, rewards, and recognition. Champion diversity and inclusion initiatives within the organization. 5. HR Analytics & Reporting: Track and analyze HR metrics (e.g., turnover rates, time-to-hire, training ROI) to guide decision-making. Prepare monthly and quarterly HR reports for senior leadership. Leverage data to optimize talent management practices and strategies. Qualifications & Skills: MBA/PGDM in Human Resources or equivalent.(Full Time MBA/PGDM Mandatory) 6-8 years of experience in HR with a focus on talent management, recruitment, and training. Strong understanding of HR processes and best practices. Proficiency in HRIS and talent management systems. Excellent interpersonal and communication skills. Ability to build relationships and influence stakeholders at all levels. Analytical mindset with a focus on data-driven decision-making. Share your resume on hr2@mumbairozgaar.com or 9920308236

Recruitment and selection, Talent Management, Employee Relations, Benefits Administration, Training and Development, Performance Management

Role & responsibilities Aligning HR strategies and practices in line with business goals and targets. Lead Organiaztion Restructuring initiative of all the verticals in line with industry standards and strategic business goals. Meeting close coordination with department heads and other managers for meeting organizational objectives. Reviewing Policies and procedures relating to talent acquisition, Career progression, Performance Management, Employee retention and welfare. Design and implement Performance Management System for the entire organization. Spearhead manpower planning, framing gradation and salary structure components and facilities in consultation with the management. Drive Employee Satisfaction Survey and device-focused initiatives to drive them. Develop and implement people-related compliance systems. Prepare a departmental budget, maintain costs as per budget, and adopt various initiatives for cost reduction. Decide training programs as per organizational need, specially leadership trainings, and extend guidance to employees in their organizational and personal development. Auditing HR practices and procedures and devising and implementing standard/best practice performance benchmarks. Design and develop processes and systems in the areas of leadership assessment and development. Design initiatives in the areas of career ownership, learning, appreciation/recognition, innovation, and high performance to support high-performing business environments. Negotiation with the key vendors. Devise and monitor mechanisms for effectively performing the administration activities. Preferred candidate profile Candidate with experience setting up and managing 1000+ employees. Candidates must have at least 15 to 20 years of experience in a manufacturing-based organization. The candidate must be from Surat (Gujarat) and hold a graduate or postgraduate degree in MHRD, MBA-HR, MSW, or MLW. Perks and benefits As per indusstry standard

JOB BRIEF POSITION: Asst. Manager - HR / HRBP REPORTING TO: Sr. Manager HRM & Admin. Company Overview: Jabsons Food Pvt. Ltd. is a leading food manufacturing company dedicated to producing high-quality food products for consumers worldwide. With a focus on innovation, sustainability, and customer satisfaction, we strive to deliver excellence in every aspect of our operations. JOB DESCRIPTION FUNCTION: HRM QUALIFICATION: Bachelor's degree/ masters degree in human resources, Business Administration, or related field. EXPERIENCE: Proven experience of 7 years plus in HR Operations / HRBP Excellent communication and interpersonal skills, with the ability to build relationships with candidates, hiring managers, and internal stakeholders. Exceptional organizational skills and attention to detail, with the ability to manage multiple priorities simultaneously. Proficiency in Microsoft Office Suite and business administration software. KEY RESPONSIBILITIES: Collaborate with functional heads to understand their staffing needs and as per JD workout recruitment plan. Utilize various sourcing platforms to attract top talent, including job boards, social media, professional networks, and employee referrals. Track key recruitment metrics, such as time-to-fill, cost-per-hire, and candidate satisfaction, and provide regular reports and insights to management. Based on the company growth plans devise an appropriate organizational structure for the respective functions and the organization as a whole. Assessing the development needs of all operational, business, and functional units, as well as evaluating and overseeing the implementation of organizational development strategies and processes. To execute the whole training and development cycle. It will cover Training Need Identification (TNI), collection, preparation of training calendar, yearly/monthly training plan, attendance, feedback, and evaluation of training effectiveness. Leading the design, development, and implementation of programs, policies, and strategies customized to fulfill organizational development needs and achieve program objectives. Ensuring effective and legally compliant plans to address employee performance issues and to implement performance improvement plans. Oversee BSC goal setting and tracking of monthly performance. Managing performance appraisal and feedback programs and coaching managers on the performance review process and the appropriate feedback, language, and documentation for use. Internal Meetings: Discuss current resignations, retention strategy, and performance of employees with Sr. Manager HRM and Admin & functional Heads at regular intervals. REPORTS & MEETINGS: Prepare weekly & monthly reports. Prepare MIS report AUTHORITY: Authority commensurate with responsibility

Perform tasks to establish and maintain employee payroll records Input, review, and audit timekeeping and other payroll related records Compute wage, overtime, and other types of pay Calculate and record payroll deductions