198 Organization Design Jobs - Page 2

Partners with business/function leaders to design and execute talent strategies that support current and future business needs. Leads strategic HR initiatives including workforce transformation, succession planning, leadership pipeline development, and organization effectiveness. Advises leadership on talent trends, culture, change readiness, and organizational health; translates insights into actionable HR strategies. Collaborates with the CHRO and HR Centers of Excellence (CoEs) to influence enterprise-level HR programs and ensure alignment to functional needs. Facilitates organization design and change management efforts to support business transformations or restructures. Provides strategic input into reward, recognition, and performance management strategies to drive accountability and engagement. Leads HR-related components of key business projects such as digital transformations, operating model changes, or capability building. Serves as a culture ambassador by driving inclusion, values alignment, and leadership behaviors in the function. Analyzes workforce and talent data to provide strategic insights and influence leadership decision-making. Educational Requirements University (Degree) Preferred

: Manpower Planning, Performance Management & Appraisal system implementation, Succession Planning, Recruitment coordination. Training Needs Analysis and coordinating and delivering programmes. Assist Top Management to develop modern HR Practices

Key Responsibilities: 1. Strategic HR Leadership Develop and execute HR strategies aligned with the organizations vision and business objectives. Advise senior management on organizational design, workforce planning, and succession planning. Drive change management initiatives to support growth and transformation. 2. Talent Acquisition & Management Lead recruitment and selection for senior and critical roles. Build a strong employer brand to attract top talent. Oversee onboarding, career development, and retention strategies. 3. Learning & Development Design and implement training programs to develop leadership and functional capabilities. Create individual development plans and talent pipelines for future leadership roles. 4. Employee Engagement & Culture Drive initiatives that foster a positive, inclusive, and high-performance culture. Implement programs to enhance employee satisfaction, motivation, and productivity. Act as a bridge between management and employees to ensure transparent communication. 5. Performance Management Oversee the design and implementation of performance appraisal systems. Ensure fair evaluation, constructive feedback, and linkage of performance with rewards. 6. Compensation & Benefits Develop competitive compensation structures aligned with industry benchmarks. Ensure compliance with statutory requirements related to wages, benefits, and labor laws. Oversee incentive programs to drive employee performance. 7. HR Operations & Compliance Oversee payroll, HRMS, employee records, and other operational aspects of HR. Ensure compliance with labor laws, employment regulations, and company policies. Mitigate legal risks by developing and enforcing robust HR policies. 8. Business Partnership Collaborate with department heads to identify workforce needs and provide HR solutions. Partner with leadership to align HR strategies with business priorities. Support mergers, acquisitions, and restructuring processes from an HR perspective. Role & responsibilities Preferred candidate profile

Job Summary: HR Strategy & Transformation is a team of HR Professionals who specializes in select areas within HR to help our clients target and deliver values for their HR and Talent investments using a distributed delivery model, and can be deployed globally - onsite, near shore and offshore. Roles & Responsibilities: HR Operating Model HR Op Model Design, Organization Design, Capability Enhancement Competency Based Talent Management – Competency Modelling, Design, Assessment and Integration with HR & Talent processes Workforce Management – Workforce effectiveness analysis, planning and optimization HR Shared Services – HR Shared service Assessment, Design and Deployment Process Excellence – HR & Talent Processes design, innovation & Implementation HR SaaS Implementation – SaaS Process design, configuration, training & Change Enablement Professional & Technical Skills: Knowledge and application of Business Process Re-engineering HR and TM Process Design experience HR system implementation experience Conduct HR Policy Design and harmonization Project Management of large HRT engagements Design and deployment of HR Service Delivery Model across diverse set of organizations Desired knowledge of Cloud HR Platforms (SuccessFactors/Workday/Oracle/SAP) Knowledge of outsourcing business model of key HR processes. Talent Management Processes including Talent Acquisition and Performance Management and Rewards. Talent Availability and Competency Modeling and Assessment Sourcing Strategy, Recruitment Process Optimization Performance Measurement, Rewards Audit and Strategic Role Assessment Minimum 3 plus years of work experience after master’s degree and significant years of experience in Human Resource Transformation and Talent Management related projects is desired. This individual must be comfortable working at the highest levels of client organizations and interacting closely with the “C” level executives in a range of environments The individual should be comfortable functioning in a broadly positioned and highly diverse consulting firm The individual should be comfortable with the Pre sales ,sales and delivery cycle in a global client engagement model The individual should possess an impressive executive demeanor, a team oriented and collaborative approach, and excellent presentation skills, including strong oral and writing capabilities Additional Information: Leadership responsibilities: Focus on growing the practice by ensuring the right strategies and actions are in place. Achieve the target metrics on productivity, utilization, geographic penetration, head count growth, controlling attrition and high degree of engagement from the team and maintaining exception delivery quality Engagement Management: Manage engagement risk, project economics including planning and budgeting, manage account receivables, define deliverable content, ensure buy-in of proposed solutions from top management levels at the client/ client team Business Development: Work as part of a joint global sales team to identify and win potential opportunities. People Development: Performs role of counselor and coach, provides input and guidance into the firms staffing process, and actively participates in staff recruitment and retention activities. Domain Development: Development of assets and methodologies, development of point-of-view, research or white papers, support development of marketing collateral, public speaking and publication in industry periodicals.

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

Experience: 810 years (strategic HR leadership in scaling organizations/startups) Role Overview: This is a strategic leadership role with direct impact on organizational growth and culture. The Head of HR will be responsible for designing the overall people roadmap, building strong leadership pipelines, driving organizational effectiveness, and positioning us as an employer of choice in the EdTech space. Key Responsibilities: Sales experience of minimum 1 year Excellent written communication Fluency in English with very good convincing skills Good knowledge of MS Excel, Word, and PowerPoint Inside Sales or Support experience will be added advantage Must have strong interest in learning new things Must be a soft-spoken and good team player Should be confident, target-oriented, self-motivated and interested to take up additional responsibilities. Strategic Leadership & Advisory Partner with founders/leadership team to align HR strategy with business goals. Serve as a trusted advisor on organization design, workforce planning, and leadership development. Culture & Organization Development Define, nurture, and scale company culture across a fast-growing workforce. Drive employee engagement, inclusion, and wellbeing initiatives. Talent Strategy & Leadership Hiring Build frameworks for leadership hiring and critical talent acquisition. Develop employer branding strategies to attract top talent in the EdTech/Tech space. Performance & Growth Enablement Design performance management frameworks (OKRs/continuous feedback models). Implement learning, capability building, and succession planning programs. Rewards, Recognition & Policies Establish competitive CB structures aligned with startup growth stages. Create recognition programs that reinforce performance and values. HR Infrastructure & Compliance Set up scalable HR systems, processes, and policies from scratch. Ensure compliance with labor laws and best HR practices. Qualifications Experience: MBA/PGDM in HR or related discipline. 810 years of progressive HR experience, with at least 34 years in senior strategic/leadership roles. Proven experience in fast-scaling startups or dynamic sectors (EdTech/Tech preferred). Strong track record of building culture, scaling teams, and driving organizational change. Ability to balance vision with hands-on execution. Excellent leadership, communication, and stakeholder management skills. Global HR experience/exposure to multicultural workforce (since GSDC is global). Strong knowledge and hands-on experience with HR Tech (HRMS, ATS, HR Analytics). What We Offer: A seat at the leadership table to shape the organizations future. Ownership of the entire people agenda for a scaling EdTech company. High-impact role with visibility and decision-making power. Competitive compensation, with performance-linked incentives.

Remote Work: Hybrid Overview: At Zebra, we are a community of innovators who come together to create new ways of working to make everyday life better. United by curiosity and care, we develop dynamic solutions that anticipate our customer s and partner s needs and solve their challenges. Being a part of Zebra Nation means being seen, heard, valued, and respected. Drawing from our diverse perspectives, we collaborate to deliver on our purpose. Here you are a part of a team pushing boundaries to redefine the work of tomorrow for organizations, their employees, and those they serve. You have opportunities to learn and lead at a forward-thinking company, defining your path to a fulfilling career while channeling your skills toward causes that you care about locally and globally. We ve only begun reimaging the future for our people, our customers, and the world. Let s create tomorrow together. Overview of the Role: The Director of Human Resources is responsible for the leadership, development and implementation of an integrated human resource s function supporting specifically noted client groups within Zebra Technologies. Provides guidance, insight, and approaches to align organizational talent and culture to drive organizational success. Drives and implements enterprise-wide talent related solutions, including performance management, succession planning, culture work, inclusion & diversity initiatives, talent attraction, selection, deployment and development, compensation and learning to maximize the business. Serves and key contact for all HR related work between business leaders and Centers of Excellence (COEs). Partners with internal clients and Centers of Excellence to develop/execute programs/processes that build organizational capability to meet business challenges. Establishes open communications and provides ongoing support for executing Corporate Human Resources programs. Key functional responsibilities include providing strategic organizational support to noted client groups to ensure their organizations structures, talent processes and organizational culture support successful execution of the strategy. Primary responsibilities include working with each of the functional organizations in developing and increasing organizational effectiveness, and employee engagement Responsibilities: Provides leadership and direction to the HR team. Maximize organizational effectiveness and implement organization change programs. Formulate and implement employee engagement and communications programs to ensure high employee morale, performance, and retention. Ensure communication with and support of Corporate Human Resource initiatives. Responsible for leading and/or assisting in the development and implementation of Human Resources policies and programs. Focus on acquiring, developing, utilizing, and retaining associate talent. Diagnose employee relations issues and work with client management to derive and implement solutions. Drive new and innovative HR programs/practices to create a strong culture of leaders and high performing teams. Act as an impartial advocate to ensure individuals receive fair and equitable treatment. Analyze training requirements and develop and implement plans, programs, and methodologies to meet the defined needs. Drive continuous improvement of Zebras organizational capability to accomplish business goals. Provides HR support for key mergers/acquisitions as required. Identify and implement programs to ensure compliance with all government regulations. Analyze HR related data (i.e., turnover statistics, exit interviews) to ascertain whether HR metrics are being met. Creates strategies and tactics to improve results where necessary Bachelor s degree required. BS/BA in Human Resources, Industrial Relations, Business Administration, or related discipline preferred. An advanced degree (MBA) is highly desirable. Minimum of 15 years of broad-based HR generalist experience with ability to demonstrate a progressive track record of increased responsibility moving through the various HR chairs during his/her career. Experience working across multiple functions/divisions of an organization and having experience working with all levels. Prefer experience with a company known for having contemporary, best-in-class practices. International/global experience is a plus. Solid understanding of how to drive growth and profitability through strategic human capital initiatives. Demonstrated knowledge and experience in various human resources functions: professional relations, union avoidance, labor relations, compensation/salary planning, training, staffing/recruiting, organization design & development, acquisition/integration leadership, labor and employment laws and regulations. Strong business acumen, customer focused and influence skills. Able to work on multiple projects and issues and embrace changing priorities. Process focused. Excellent communication skills, including verbal, written listening, and presentation. Outstanding leadership skills, initiative, accountability, involvement, good facilitator Strong interpersonal, counseling and conflict resolution skills Able to establish and maintain excellent relationships and credibility quickly. The business maturity to make relevant and timely business judgements, anticipating the internal and external implications of those decisions and taking calculated risks in which benefit, and likelihood of success outweigh the cost and likelihood of failure. The ability to operate consistently at high energy levels with a sense of urgency. Excellent organizational and follow-up skills. Ability to manage concurrent deadlines and multiple priorities. Strategic thinking skills coupled with strong ability to execute. Team player change agent and results focused. Must be willing and able to "roll up the sleeves". Ability to develop solutions to complex problems. Computer proficiency Qualifications: None To protect candidates from falling victim to online fraudulent activity involving fake job postings and employment offers, please be aware our recruiters will always connect with you via @zebra.com email accounts. Applications are only accepted through our applicant tracking system and only accept personal identifying information through that system. Our Talent Acquisition team will not ask for you to provide personal identifying information via e-mail or outside of the system. If you are a victim of identity theft contact your local police department. ", "

Senior People Partner (Director) Reporting to the People Partnering Head of HR, India and SEA, this role will be responsible for proactively partnering with the Corporate Real Estate (CRE) business leaders to drive business success through providing advice and supporting the business direction, whilst anticipating and communicating HR related needs proactively. About The Role: Managing the organization design, performance management, leadership coaching and workforce planning. With the support of the People Team Centre s of Excellence (COE s) you will also manage compensation and contracts, pay and benefits, talent hiring and talent development activities. Shared leadership responsibility for providing support not only for the CRE business but also the objectives of India s strategic plan that covers all services lines, so the culture and success of India enjoys growth and success together. Overseeing the strategic direction of the Business Partnering team and working in close partnership with the People Services teams to ensure all employment law requirements are satisfactorily met across all areas of HR, ensuring legally accurate and commercially sensible Employee Relations solutions are provided in a timely and effective way to the business. Leading specific HR projects and being a key Business Partner to the CRE business leaders is also a key component of this role. Liaising with external talent and candidates for key roles in the business, recruiters, unions, outplacement support, employee assistance provider, workers compensation insurer and external health and safety provider. Developing a close and trusted advisor relationship with key people leaders within the CRE business as the strategic business partner. About You: MBA or MS degree in Human resources, Psychology, or other relevant discipline 15 + years of progressive HR experience, strong business acumen (with at least five years in real estate development) Proven People Partnering skills, primarily senior stakeholder management, Organization Design, Compensation, Performance management, Workforce planning and leadership development Industry knowledge of infrastructure consulting, project management services, IPC is ideal Experience in working/ influencing key stakeholders Ability to think and lead strategically, understand and drive toward the big picture while remaining detail-oriented and hands-on in daily HR operational matters. Ability to respond effectively to the most sensitive issues and motivate and negotiate effectively with key employees, top management, and people groups to take desired action. A capable and confident communicator and people manager, with strong personal presence. Ability to communicate effectively at all levels of an organization. Why join Cushman & Wakefield As one of the leading global real estate services firms transforming the way people work, shop and live working at Cushman & Wakefield means you will benefit from; Being part of a growing global company; Career development and a promote from within culture; An organisation committed to Diversity and Inclusion Thats why we support and celebrate inclusive causes, not just on days of recognition throughout the year, but every day. We embrace diversity across race, colour, religion, sex, national origin, sexual orientation, gender identity or persons with disabilities or protected veteran status. We ensure DEI is part of our DNA as a global community - it means we go way beyond than just talking about it - we live it. If you want to live it too, join us.

Job Title: HR Business Partner (HRBP) Location: Lucknow Experience: 8-10 Years Department: Human Resources Reporting to: Head HR / CHRO / Business Unit Head Role Overview: We are seeking a dynamic and experienced HR Business Partner to align business objectives with employees and management. The HRBP will act as a strategic advisor to the business leaders, driving key HR initiatives such as talent management, employee engagement, performance management, and organizational development. Key Responsibilities: Strategic HR Partnership Collaborate with business leaders to understand strategic goals and align HR initiatives accordingly. Serve as a consultant to management on HR-related issues. Talent Acquisition & Workforce Planning Partner with recruitment team to fulfil manpower requirements. Support internal talent mobility and succession planning initiatives. Performance Management Facilitate goal setting, mid-year, and annual performance reviews. Support managers with performance feedback and employee development plans. Employee Engagement & Relations Drive employee engagement programs and analyse engagement survey results. Address employee grievances and ensure timely resolution. Ensure compliance with labour laws and internal HR policies. Learning & Development Identify training needs and coordinate learning and development activities. Support leadership development and capability building efforts. HR Analytics & Reporting Analyse HR metrics (attrition, absenteeism, performance, etc.) and provide insights to leadership. Ensure accurate and timely reporting for audits, MIS, and HR dashboards. Change Management Support change management initiatives and drive cultural transformation aligned with business goals. Key Skills & Competencies: Strong business acumen and understanding of HR’s strategic role. Excellent interpersonal, influencing, and conflict-resolution skills. Deep knowledge of labour laws and HR compliance. Experience in managing performance appraisal systems. Proficiency in MS Office and HRIS tools (SAP / Oracle / SuccessFactors preferred). Ability to work in a fast-paced, dynamic environment. Qualifications: MBA / PGDM in Human Resources or related field. 10-15 years of progressive HR experience, preferably in a manufacturing, FMCG, infrastructure, or real estate sector . Prior experience in a Business Partnering role is essential.

As a global leader in assurance, tax, transaction and advisory services, EY is dedicated to hiring and developing passionate individuals to contribute to building a better working world. EY believes in providing a culture that offers training, opportunities, and creative freedom to help individuals grow professionally. The organization focuses not only on your current abilities but also on your potential for growth. Your career at EY is yours to shape, with limitless possibilities and enriching experiences that will guide you towards becoming the best version of yourself. The opportunity available is for the position of Manager-NAT-PAS WKFA-CNS in Workforce Advisory at Hyderabad. As a member of the PAS team, your role will involve supporting the design and implementation of HR operating models and organizational structures, enhancing HR process efficiency, managing people risks, facilitating change efforts for successful organizational transitions, and advising on challenges related to mergers, acquisitions, divestitures, and carve-outs. Key responsibilities for this role include providing high-quality services that surpass client expectations, collaborating with clients to align project objectives with strategic business goals, effectively communicating client expectations to the EY team, taking ownership of project deliverables, assisting in project delivery, supporting Market building and Business Development Activities, and displaying strong managerial, organizational, analytical, and communication skills. To qualify for this role, you must possess a postgraduate degree, preferably an MBA or PGDM from a Tier 1 B School, along with 9-12 years of post-MBA experience in an HR role, including consulting experience. EY is looking for individuals who can work collaboratively across various client departments, address issues and problems practically, deliver insightful solutions, and demonstrate agility, curiosity, mindfulness, positive energy, adaptability, and creativity. EY values its employees and offers a personalized Career Journey, access to career frameworks, and opportunities for skills development and learning. The organization is committed to being an inclusive employer, focusing on achieving a balance between delivering excellent client service and supporting employee career development and well-being. If you meet the criteria outlined above and are interested in contributing to building a better working world with EY, we encourage you to apply for this position and join our team.,

Job Title Senior People Partner (Director) Job Description Summary Reporting to the People Partnering Head of HR, India and SEA, this role will be responsible for proactively partnering with the Corporate Real Estate (CRE) business leaders to drive business success through providing advice and supporting the business direction, whilst anticipating and communicating HR related needs proactively. Job Description About The Role: Managing the organization design, performance management, leadership coaching and workforce planning. With the support of the People Team Centres of Excellence (COEs) you will also manage compensation and contracts, pay and benefits, talent hiring and talent development activities. Shared leadership responsibility for providing support not only for the CRE business but also the objectives of Indias strategic plan that covers all services lines, so the culture and success of India enjoys growth and success together. Overseeing the strategic direction of the Business Partnering team and working in close partnership with the People Services teams to ensure all employment law requirements are satisfactorily met across all areas of HR, ensuring legally accurate and commercially sensible Employee Relations solutions are provided in a timely and effective way to the business. Leading specific HR projects and being a key Business Partner to the CRE business leaders is also a key component of this role. Liaising with external talent and candidates for key roles in the business, recruiters, unions, outplacement support, employee assistance provider, workers compensation insurer and external health and safety provider. Developing a close and trusted advisor relationship with key people leaders within the CRE business as the strategic business partner. About You MBA or MS degree in Human resources, Psychology, or other relevant discipline 15 + years of progressive HR experience, strong business acumen (with at least five years in real estate development) Proven People Partnering skills, primarily senior stakeholder management, Organization Design, Compensation, Performance management, Workforce planning and leadership development Industry knowledge of infrastructure consulting, project management services, IPC is ideal Experience in working/ influencing key stakeholders Ability to think and lead strategically, understand and drive toward the big picture while remaining detail-oriented and hands-on in daily HR operational matters. Ability to respond effectively to the most sensitive issues and motivate and negotiate effectively with key employees, top management, and people groups to take desired action. A capable and confident communicator and people manager, with strong personal presence. Ability to communicate effectively at all levels of an organization. Why join Cushman & Wakefield As one of the leading global real estate services firms transforming the way people work, shop and live working at Cushman & Wakefield means you will benefit from; Being part of a growing global company; Career development and a promote from within culture; An organisation committed to Diversity and Inclusion We&aposre committed to providing work-life balance for our people in an inclusive, rewarding environment. We achieve this by providing a flexible and agile work environment by focusing on technology and autonomy to help our people achieve their career ambitions. We focus on career progression and foster a promotion from within culture, leveraging global opportunities to ensure we retain our top talent. We encourage continuous learning and development opportunities to develop personal, professional and technical capabilities, and we reward with a comprehensive employee benefits program. We have a vision of the future, where people simply belong. That&aposs why we support and celebrate inclusive causes, not just on days of recognition throughout the year, but every day. We embrace diversity across race, colour, religion, sex, national origin, sexual orientation, gender identity or persons with disabilities or protected veteran status. We ensure DEI is part of our DNA as a global community - it means we go way beyond than just talking about it - we live it. If you want to live it too, join us. INCO: Cushman & Wakefield Show more Show less

Reporting to the People Partnering Head of HR, India and SEA, this role will be responsible for proactively partnering with the Corporate Real Estate (CRE) business leaders to drive business success through providing advice and supporting the business direction, whilst anticipating and communicating HR related needs proactively. About The Role: Managing the organization design, performance management, leadership coaching and workforce planning. With the support of the People Team Centre s of Excellence (COE s) you will also manage compensation and contracts, pay and benefits, talent hiring and talent development activities. Shared leadership responsibility for providing support not only for the CRE business but also the objectives of India s strategic plan that covers all services lines, so the culture and success of India enjoys growth and success together. Overseeing the strategic direction of the Business Partnering team and working in close partnership with the People Services teams to ensure all employment law requirements are satisfactorily met across all areas of HR, ensuring legally accurate and commercially sensible Employee Relations solutions are provided in a timely and effective way to the business. Leading specific HR projects and being a key Business Partner to the CRE business leaders is also a key component of this role. Liaising with external talent and candidates for key roles in the business, recruiters, unions, outplacement support, employee assistance provider, workers compensation insurer and external health and safety provider. Developing a close and trusted advisor relationship with key people leaders within the CRE business as the strategic business partner. About You: MBA or MS degree in Human resources, Psychology, or other relevant discipline 15 + years of progressive HR experience, strong business acumen (with at least five years in real estate development) Proven People Partnering skills, primarily senior stakeholder management, Organization Design, Compensation, Performance management, Workforce planning and leadership development Industry knowledge of infrastructure consulting, project management services, IPC is ideal Experience in working/ influencing key stakeholders Ability to think and lead strategically, understand and drive toward the big picture while remaining detail-oriented and hands-on in daily HR operational matters. Ability to respond effectively to the most sensitive issues and motivate and negotiate effectively with key employees, top management, and people groups to take desired action. A capable and confident communicator and people manager, with strong personal presence. Ability to communicate effectively at all levels of an organization. Why join Cushman & Wakefield As one of the leading global real estate services firms transforming the way people work, shop and live working at Cushman & Wakefield means you will benefit from; Being part of a growing global company; Career development and a promote from within culture; An organisation committed to Diversity and Inclusion

About The Role About The Role Job Title - Change Management - Consultant - T&O- (S&C GN) Management Level:9- Consultant Location:Gurugram, Bangalore, Mumbai, Pune, Hyderabad, Kolkata and Chennai Must have skills:Change Management OR OCM OR Organization Change Management Good to have skills:Change impact analysis OR Change readiness OR Change adoption OR Change strategy OR PROSCI Experience:Minimum 4-8 year(s) of experience is required post masters Educational Qualification:Any MBA/Masters degree fulltime Job Summary : Aligned to the strategic priorities of our clients, we are committed to activating human potential to drive enterprise transformation across industries. At Capability Network, we help clients navigate disruption, accelerate growth and create value while staying agile in an ever-changing business environment. As a part of our high-impact Talent & Organization / human potential team, you will help drive the following: Although no two days at Accenture are the same, as a Change Management Consultant in our T&O practice , a typical day might include: Discovering stakeholders challenges and expectations and defining a Change Management strategy to support business transformational change programs Leveraging social and digital technologies in change management and communications Assisting clients in developing their change capability and becoming more agile businesses Co-creating solutions and conducting user review sessions, and running stakeholder agreement meetings Conducting a Change Management Impact Analysis and developing treatment plans Implementing strategies that prepare an organization to put new business processes into practice Supporting Change Measurement activities via a Change Readiness tool Working with the HR Transformation team to implement HR Systems such as Success Factors and Workday Working across a dynamic, international team where English is the common language Collaborating with the best and brightest minds in the industry Coaching and mentoring junior team members Contributing to practice-building efforts such as recruiting, training and attending community events Traveling globally to work with prestigious clients and deliver large-scale transformational change Roles & Responsibilities: MBA/Masters degree 4 to 8 years of experience in change management-related programs (stakeholder assessment, change impact analysis, organization design, digital communication and engagement, training support and business readiness) Techno-functional experience in the successful delivery of HCM Systems implementation (SaaS, Workday, SuccessFactors, Oracle Peoplesoft, Taleo) or other cloud solutions is a plus Ability to articulate the business value of recommendations/plans/strategies Ability to interpret data, work with analytic models and advanced technologies and digital tools (e.g. cloud HR, behavior change packages, immersive learning) Ability to effectively manage stakeholders ina multi-cultural and global environment Experience of working on Digital transformations, RPA implementations, Shared Service setups and cloud based implementations will be a bonus Foreign language capabilities (eg. Arabic, Japanese, French) will be an added advantage Professional & Technical Skills: MBA/Masters degree 4 to 8 years of experience in change management-related programs (stakeholder assessment, change impact analysis, organization design, digital communication and engagement, training support and business readiness) Techno-functional experience in the successful delivery of HCM Systems implementation (SaaS, Workday, SuccessFactors, Oracle Peoplesoft, Taleo) or other cloud solutions is a plus Ability to articulate the business value of recommendations/plans/strategies Additional Information: An opportunity to work on transformative projects with key G2000 clients Potential to Co-create with leaders in strategy, industry experts, enterprise function practitioners and, business intelligence professionals to shape and recommend innovative solutions that leverage emerging technologies. Ability to embed responsible business into everythingfrom how you service your clients to how you operate as a responsible professional. Personalized training modules to develop your strategy & consulting acumen to grow your skills, industry knowledge and capabilities Opportunity to thrive in a culture that is committed to accelerate equality for all. Engage in boundaryless collaboration across the entire organization. Qualification MBA/Masters degree 4 to 8 years of experience in change management-related programs (stakeholder assessment, change impact analysis, organization design, digital communication and engagement, training support and business readiness) Techno-functional experience in the successful delivery of HCM Systems implementation (SaaS, Workday, SuccessFactors, Oracle Peoplesoft, Taleo) or other cloud solutions is a plus Ability to articulate the business value of recommendations/plans/strategies

Are you someone who thrives on openness, respect, and collaboration If so, we have an exciting opportunity for you to join us as our HR Director in India. In this role, based in either Mumbai or Bengaluru, you will play a crucial part in driving transformative outcomes for our people agenda in the region. As the HR Director for India, you will be responsible for leading and directing both the strategic and operational human resources functions in the region. This will involve driving change programs to align the region with the overall business strategy, providing expertise, coaching, and guidance to leaders and employees, and supporting the regional strategies. Your key focus areas will include talent attraction and selection, retention and employee engagement, employee relations and performance management, employee development and succession planning, people measures and reporting, communication and change management, finance and budget management, and organization design. Additionally, you will be required to perform other duties and responsibilities as defined by the Chief People Officer or BH Executive. As a key leader within the India business, you will provide guidance and direction in HR matters to assist business leaders in driving a high-performance culture. You will be an active member of the Regional Leadership teams in India, leading people strategy for the region, developing relationships with key stakeholders, ensuring benefits and HR data are well managed, and working with the HR team to implement appropriate policies and procedures. To be successful in this role, you should have a relevant degree at Bachelors or higher level, at least 12-15 years of experience in HR roles with 5 years as a senior HR Business Partner or equivalent. You should have experience in applying regional employment-related legislation, providing HR strategic advice, coaching senior leadership teams, and managing complex change/restructuring. Additionally, experience in the engineering sector or professional services and working for an international company would be desirable. In return, we offer you the opportunity to bring your knowledge and expertise to one of the world's most respected consultancies. You will be eligible to join our RSU scheme, receive a competitive salary and benefits package, including health insurance, and have access to our learning and development programs. We are committed to your wellbeing and offer various initiatives to support your mental and physical health. Join us to discover your true capabilities and make a difference in the world with our various community programs.,

Mapping the market and independently/jointly identifying and leading pursuits across industry verticals and offerings. Supporting the firms key account strategy by driving focus on critical accounts for the practice as well as support national/global accounts. Crafting and representing the point of view in external and internal [cross-functional, multi-disciplinary] forums, independently or in alignment with the larger firm perspective. Leading solution definition by weaving together the clients perspective with expertise and creating/communicating a compelling value proposition for clients. Ensuring adherence to commercial, independence and risk guidelines. Ability to take responsibility for managing large accounts. Client Delivery: Playing the role of a Subject Matter Expert in organization transformation, org. design, etc. to drive execution excellence. Reviewing frameworks, processes and deliverables to ensure alignment with risk, quality and delivery excellence guidelines. Mentor and coach the professional development of Analyst, Consultants, Senior Consultants and other team members Develop, monitor, evaluate and refine change management strategy in accordance with organizational culture, taking into consideration interests of relevant stakeholders while building an environment conducive for change management Manage and expand client relationships Thought Leadership: Partnering with the larger team to author/curate/contribute in developing the research base of the practice. Work with member firms globally to understand the Deloitte capability repertoire and look at how to position that in the Indian context more effectively. Practice Management: Support strategy development and deployment for the practice. Drive focus on key processes at an Organization level e.g. capability building, etc. Ability to handle unfamiliar tasks and situations; anticipates changes in the internal and external environment to prepare oneself for uncertain situation, and is comfortable with uncertainty, unpredictability, conflicting directions, and multiple demands Team Management: Leading a team of consultants / senior consultants in project contexts as well as a people manager. Utilizing logical, systematic and orderly procedures to identify/assign resources (human or other resources) for ones self or the team to meet the objectives in optimal fashion. Providing feedback and helping them develop by balancing their aspirations with firm/practice expectations. Subject matter expertise in below areas Organization transformation, Organization design, Organization structuring/restructuring, etc. Project management Senior stakeholder management Leadership alignment Future of work force (like hands on experience with Cognitive technologies, AI, RPA, Next gen process design, implementation etc.).

Hiring Manager – Talent Management with 12+ yrs driving succession planning, leadership development, performance management, & talent analytics, Must be from the IT/ITES sector Location: Noida/Gurgaon Share cv at sarika.bhandari@acumont.com

Role & responsibilities 6 - 8 years of experience in business data analysis and people management-related programs (Gen AI in workforce transformation, workforce and talent strategy, change strategy, stakeholder assessment, change impact analysis, organization design, and business readiness) Analytical mindset with experience in building frameworks, survey design, and insight generation Data fluency and working knowledge of statistical methodologies Data interpretation with working knowledge of analytic models and digital tools Fluency in English is required, additional language capabilities are highly advantageous Ability to perform in a non-structured and dynamic environment

Job Title - Change Management - Consultant - T&O- (S&C GN) Management Level:9- Consultant Location:Gurugram, Bangalore, Mumbai, Pune, Hyderabad, Kolkata and Chennai Must have skills:Change Management OR OCM OR Organization Change Management Good to have skills:Change impact analysis OR Change readiness OR Change adoption OR Change strategy OR PROSCI Experience:Minimum 4-8 year(s) of experience is required post masters Educational Qualification:Any MBA/Masters degree fulltime Job Summary : Aligned to the strategic priorities of our clients, we are committed to activating human potential to drive enterprise transformation across industries. At Capability Network, we help clients navigate disruption, accelerate growth and create value while staying agile in an ever-changing business environment. As a part of our high-impact Talent & Organization / human potential team, you will help drive the following: Although no two days at Accenture are the same, as a Change Management Consultant in our T&O practice , a typical day might include: Discovering stakeholders challenges and expectations and defining a Change Management strategy to support business transformational change programs Leveraging social and digital technologies in change management and communications Assisting clients in developing their change capability and becoming more agile businesses Co-creating solutions and conducting user review sessions, and running stakeholder agreement meetings Conducting a Change Management Impact Analysis and developing treatment plans Implementing strategies that prepare an organization to put new business processes into practice Supporting Change Measurement activities via a Change Readiness tool Working with the HR Transformation team to implement HR Systems such as Success Factors and Workday Working across a dynamic, international team where English is the common language Collaborating with the best and brightest minds in the industry Coaching and mentoring junior team members Contributing to practice-building efforts such as recruiting, training and attending community events Traveling globally to work with prestigious clients and deliver large-scale transformational change Roles & Responsibilities: MBA/Masters degree 4 to 8 years of experience in change management-related programs (stakeholder assessment, change impact analysis, organization design, digital communication and engagement, training support and business readiness) Techno-functional experience in the successful delivery of HCM Systems implementation (SaaS, Workday, SuccessFactors, Oracle Peoplesoft, Taleo) or other cloud solutions is a plus Ability to articulate the business value of recommendations/plans/strategies Ability to interpret data, work with analytic models and advanced technologies and digital tools (e.g. cloud HR, behavior change packages, immersive learning) Ability to effectively manage stakeholders ina multi-cultural and global environment Experience of working on Digital transformations, RPA implementations, Shared Service setups and cloud based implementations will be a bonus Foreign language capabilities (eg. Arabic, Japanese, French) will be an added advantage Professional & Technical Skills: MBA/Masters degree 4 to 8 years of experience in change management-related programs (stakeholder assessment, change impact analysis, organization design, digital communication and engagement, training support and business readiness) Techno-functional experience in the successful delivery of HCM Systems implementation (SaaS, Workday, SuccessFactors, Oracle Peoplesoft, Taleo) or other cloud solutions is a plus Ability to articulate the business value of recommendations/plans/strategies Additional Information: An opportunity to work on transformative projects with key G2000 clients Potential to Co-create with leaders in strategy, industry experts, enterprise function practitioners and, business intelligence professionals to shape and recommend innovative solutions that leverage emerging technologies. Ability to embed responsible business into everythingfrom how you service your clients to how you operate as a responsible professional. Personalized training modules to develop your strategy & consulting acumen to grow your skills, industry knowledge and capabilities Opportunity to thrive in a culture that is committed to accelerate equality for all. Engage in boundaryless collaboration across the entire organization. Qualification MBA/Masters degree 4 to 8 years of experience in change management-related programs (stakeholder assessment, change impact analysis, organization design, digital communication and engagement, training support and business readiness) Techno-functional experience in the successful delivery of HCM Systems implementation (SaaS, Workday, SuccessFactors, Oracle Peoplesoft, Taleo) or other cloud solutions is a plus Ability to articulate the business value of recommendations/plans/strategies

Overview Overview of the Role: The Director of Human Resources is responsible for the leadership, development and implementation of an integrated human resource’s function supporting specifically noted client groups within Zebra Technologies. Provides guidance, insight, and approaches to align organizational talent and culture to drive organizational success. Drives and implements enterprise-wide talent related solutions, including performance management, succession planning, culture work, inclusion & diversity initiatives, talent attraction, selection, deployment and development, compensation and learning to maximize the business. Serves and key contact for all HR related work between business leaders and Centers of Excellence (COEs). Partners with internal clients and Centers of Excellence to develop/execute programs/processes that build organizational capability to meet business challenges. Establishes open communications and provides ongoing support for executing Corporate Human Resources programs. Key functional responsibilities include providing strategic organizational support to noted client groups to ensure their organizations’ structures, talent processes and organizational culture support successful execution of the strategy. Primary responsibilities include working with each of the functional organizations in developing and increasing organizational effectiveness, and employee engagement Responsibilities Provides leadership and direction to the HR team. • Maximize organizational effectiveness and implement organization change programs. • Formulate and implement employee engagement and communications programs to ensure high employee morale, performance, and retention. • Ensure communication with and support of Corporate Human Resource initiatives. • Responsible for leading and/or assisting in the development and implementation of Human Resources policies and programs. Focus on acquiring, developing, utilizing, and retaining associate talent. • Diagnose employee relations' issues and work with client management to derive and implement solutions. • Drive new and innovative HR programs/practices to create a strong culture of leaders and high performing teams. • Act as an impartial advocate to ensure individuals receive fair and equitable treatment. • Analyze training requirements and develop and implement plans, programs, and methodologies to meet the defined needs. • Drive continuous improvement of Zebra's organizational capability to accomplish business goals. • Provides HR support for key mergers/acquisitions as required. • Identify and implement programs to ensure compliance with all government regulations. • Analyze HR related data (i.e., turnover statistics, exit interviews) to ascertain whether HR metrics are being met. Creates strategies and tactics to improve results where necessary Bachelor’s degree required. BS/BA in Human Resources, Industrial Relations, Business Administration, or related discipline preferred. An advanced degree (MBA) is highly desirable. • Minimum of 15 years of broad-based HR generalist experience with ability to demonstrate a progressive track record of increased responsibility moving through the various HR chairs during his/her career. Experience working across multiple functions/divisions of an organization and having experience working with all levels. Prefer experience with a company known for having contemporary, “best-in-class” practices. International/global experience is a plus. • Solid understanding of how to drive growth and profitability through strategic human capital initiatives. • Demonstrated knowledge and experience in various human resources functions: professional relations, union avoidance, labor relations, compensation/salary planning, training, staffing/recruiting, organization design & development, acquisition/integration leadership, labor and employment laws and regulations. • Strong business acumen, customer focused and influence skills. Able to work on multiple projects and issues and embrace changing priorities. Process focused. • Excellent communication skills, including verbal, written listening, and presentation. • Outstanding leadership skills, initiative, accountability, involvement, good facilitator • Strong interpersonal, counseling and conflict resolution skills • Able to establish and maintain excellent relationships and credibility quickly. • The business maturity to make relevant and timely business judgements, anticipating the internal and external implications of those decisions and taking calculated risks in which benefit, and likelihood of success outweigh the cost and likelihood of failure. • The ability to operate consistently at high energy levels with a sense of urgency. • Excellent organizational and follow-up skills. Ability to manage concurrent deadlines and multiple priorities. • Strategic thinking skills coupled with strong ability to execute. • Team player change agent and results focused. Must be willing and able to "roll up the sleeves". • Ability to develop solutions to complex problems. • Computer proficiency

Virohan is not just a Health EdTech venture - it is a movement that is revolutionizing healthcare education. Operating at the crossroads of ambition and impact, Virohan is dedicated to bridging the crucial skill gap in healthcare by empowering young individuals to forge meaningful and prosperous careers. With a remarkable track record of over 8,000 alumni excelling in India's top healthcare institutions, we are reshaping education by equipping learners with practical skills, ensuring their preparedness from the very beginning. Our vision is bold: to emerge as the global leader in healthcare education, empowering a million students to craft fulfilling careers, fortify healthcare ecosystems, and instigate enduring societal transformations. Supported by renowned global leaders like Blume Ventures, Yunus Social Business, Rebright Partners, and others, Virohan is not merely adapting to the future of healthcare education - we are actively shaping it. Virohan is currently seeking a dynamic Director, HR Business Partner (HRBP) who will assume a pivotal role in aligning HR strategies with business objectives. This role demands a profound comprehension of business requirements, adept stakeholder management, and a penchant for data-driven decision-making. The ideal candidate should exhibit strong analytical skills, a proactive approach, and a deep understanding of HR fundamentals, workforce engagement, and policy formulation. Key Responsibilities: **Strategic HR Partnership:** - Serve as a trusted advisor to business leaders, comprehending their needs and devising HR solutions accordingly. - Develop and implement HR policies and frameworks that directly enhance business efficiency and bolster workforce engagement. **Talent Management & Employee Lifecycle:** - Oversee end-to-end talent management, spanning from recruitment to succession planning, ensuring alignment with business objectives. - Identify key talents, formulate retention strategies, and spearhead engagement initiatives to minimize attrition rates. **Incentive & Policy Design:** - Refine and establish incentive structures that incentivize performance and drive favorable business outcomes. - Utilize HR analytics to evaluate policy effectiveness and propose enhancements. **Employee Relations & Grievance Management:** - Manage intricate grievance cases, offering sound judgment and conflict resolution strategies. - Cultivate a positive and inclusive work environment through effective communication and engagement programs. **HR Data & People Analytics:** - Monitor pivotal HR metrics like attrition rates, employee satisfaction levels, and engagement metrics. - Implement HR dashboards and reporting mechanisms to provide real-time business insights. **Decision-Making & Business Acumen:** - Make well-informed HR decisions grounded in business rationale, data analysis, and first principles thinking. - Provide vital insights on organizational structure, workforce planning, and leadership development. Must Have Qualifications: - **Experience:** Minimum of 7 years in relevant HRBP roles within fast-paced organizations, preferably in the startup ecosystem. - **Data & Analytics:** Proficiency in Excel/Google Sheets (dashboards, reports, multi-sheet management) and exposure to HR analytics. If you are inspired by the opportunity to contribute to something extraordinary, passionate about enriching lives through education, and eager to lead an organization that transforms ambitions into successful careers, Virohan presents an unparalleled platform to make a lasting impact. Connect with us at: careers@virohan.org Explore more at: www.virohan.com Join us and redefine the possibilities in healthcare education - shaping futures, transforming lives, one student at a time.,

As an Associate Vice President of Human Resources at our organization located in Hyderabad, you will play a pivotal role in leading HR initiatives and supporting business operations. With 10-15 years of experience in the field, you are expected to leverage your expertise in HR Business Partnering to drive strategic HR interventions, workforce planning, employee engagement, and align HR strategies with the overall business objectives. Your responsibilities will include acting as a strategic partner to business leaders, driving organization design, talent management, and change management initiatives. Additionally, you will be tasked with ensuring compliance with labor laws, developing HR policies, and collaborating with business units to support operational planning and resource allocation. To excel in this role, you should hold a postgraduate degree in Human Resources or an MBA with a specialization in HR, along with at least 10 years of progressive HR experience. Your ability to manage senior stakeholders, influence decision-making, and analyze HR and business metrics to provide actionable insights will be essential. Exceptional interpersonal, analytical, and communication skills are key requirements for this position. If you are a dynamic and strategic HR professional with a strong background in HR Business Partnering and a deep understanding of core business processes, we invite you to apply for this role and be a part of our high-performance culture.,

As an HRBP Manager with over 10 years of experience based in Chennai-Perungulathur, your primary responsibilities include maintaining a deep understanding of the account by conducting regular meetings with the team and engaging with all employees through quarterly SKIPS. You will collaborate closely with BU Heads to address all people-related matters within the account, ensuring effective business partnering. Additionally, your role involves conducting monthly one-on-one sessions with Project Managers, attending project team meetings, and serving as a strategic partner to various business and functional heads. You will align HR business objectives with company plans, foster a cohesive global culture, and provide guidance on HR policies and programs tailored to business needs. You will oversee HR processes such as performance management, compensation, employee engagement initiatives, and organization design work. Coaching managers on various HR-related discussions, facilitating training for professional and personal development, driving employee programs, and ensuring compliance with HR metrics and reporting are also key aspects of your role. Furthermore, you will actively participate in engagement activities, lead the engagement plan through the HR Team, collate monthly people metrics and initiatives for account reviews, and provide direction and support to the HR Team. Rotational duties, as assigned by the HR Director, and any other HR support required by the team or the company at large will also fall within your scope of responsibilities.,

Dedicated HR Business Partner support for assigned functional groups Partners with Function leaders to establish strategic talent priorities for the business & oversee its delivery Drive the HR agenda within the business, ensuring all people managers are equipped and able to deliver the annual recurring people management requirements. (e.g. performance management cycle) Responsible for talent management and workforce planning for assigned functional groups; identifies talent pipeline needs, supports the development of succession plans, and ensures the ongoing development of key function talent, critical talent retention plan Counsel managers and staff on development opportunities, career mobility and advancement, as well as organizational development, training, compensation, and programs to support corporate initiatives. Provides HR project support for business-based needs and supports key projects / initiatives within the GIC HR team, as assigned (e.g. employee engagement, compensation, process improvements) Plan manpower requirement to match strategic plans of the company, assist to recruit best talents on time, to ensure efficient and productive use of the companys manpower in alignment with dynamics of business requirement. Partners with recruitment team for developing plans for strategic talent hiring. Drives organizational effectiveness goals, supports change management initiatives, consults on organization design Ensures adherence to global, regional, and local HR processes and standards Fosters function-based team effectiveness, through facilitation support and coaching

Job Title - Human Resource Transformation Principal Director T&O - (S&C GN) Management Level:05 - Principal Director Location:Gurgaon, Mumbai and Bangalore Must have skills:Human Resource transformation, HRT Good to have skills:Organization Design OR Organization Development OR Organization Restructuring OR HR Operating Model Experience:Minimum 12+ years of experience post Masters Educational Qualification:Any Fulltime Masters degree/ MBA Job Summary : HR Strategy & Transformation is a team of HR Professionals who specializes in select areas within HR to help our clients target and deliver values for their HR and Talent investments using a distributed delivery model, and can be deployed globally - onsite, near shore and offshore. Roles & Responsibilities: HR Operating Model HR Op Model Design, Organization Design, Capability Enhancement Competency Based Talent Management Competency Modelling, Design, Assessment and Integration with HR & Talent processes Workforce Management Workforce effectiveness analysis, planning and optimization HR Shared Services HR Shared service Assessment, Design and Deployment Process Excellence HR & Talent Processes design, innovation & Implementation HR SaaS Implementation SaaS Process design, configuration, training & Change Enablement Professional & Technical Skills: Knowledge and application of Business Process Re-engineering HR and TM Process Design experience HR system implementation experience Conduct HR Policy Design and harmonization Project Management of large HRT engagements Design and deployment of HR Service Delivery Model across diverse set of organizations Desired knowledge of Cloud HR Platforms (SuccessFactors/Workday/Oracle/SAP) Knowledge of outsourcing business model of key HR processes. Talent Management Processes including Talent Acquisition and Performance Management and Rewards. Talent Availability and Competency Modeling and Assessment Sourcing Strategy, Recruitment Process Optimization Performance Measurement, Rewards Audit and Strategic Role Assessment Minimum 3 plus years of work experience after masters degree and significant years of experience in Human Resource Transformation and Talent Management related projects is desired. This individual must be comfortable working at the highest levels of client organizations and interacting closely with the C level executives in a range of environments The individual should be comfortable functioning in a broadly positioned and highly diverse consulting firm The individual should be comfortable with the Pre sales ,sales and delivery cycle in a global client engagement model The individual should possess an impressive executive demeanor, a team oriented and collaborative approach, and excellent presentation skills, including strong oral and writing capabilities Additional Information: Leadership responsibilities: Focus on growing the practice by ensuring the right strategies and actions are in place. Achieve the target metrics on productivity, utilization, geographic penetration, head count growth, controlling attrition and high degree of engagement from the team and maintaining exception delivery quality Engagement Management: Manage engagement risk, project economics including planning and budgeting, manage account receivables, define deliverable content, ensure buy-in of proposed solutions from top management levels at the client/ client team Business Development: Work as part of a joint global sales team to identify and win potential opportunities. People Development: Performs role of counselor and coach, provides input and guidance into the firms staffing process, and actively participates in staff recruitment and retention activities. Domain Development: Development of assets and methodologies, development of point-of-view, research or white papers, support development of marketing collateral, public speaking and publication in industry periodicals. Qualification Knowledge and application of Business Process Re-engineering HR and TM Process Design experience HR system implementation experience Conduct HR Policy Design and harmonization Project Management of large HRT engagements Design and deployment of HR Service Delivery Model across diverse set of organizations Desired knowledge of Cloud HR Platforms (SuccessFactors/Workday/Oracle/SAP) Knowledge of outsourcing business model of key HR processes. Talent Management Processes including Talent Acquisition and Performance Management and Rewards. Talent Availability and Competency Modeling and Assessment Sourcing Strategy, Recruitment Process Optimization Performance Measurement, Rewards Audit and Strategic Role Assessment Minimum 3 plus years of work experience after masters degree and significant years of experience in Human Resource Transformation and Talent Management related projects is desired. This individual must be comfortable working at the highest levels of client organizations and interacting closely with the C level executives in a range of environments The individual should be comfortable functioning in a broadly positioned and highly diverse consulting firm The individual should be comfortable with the Pre sales ,sales and delivery cycle in a global client engagement model The individual should possess an impressive executive demeanor, a team oriented and collaborative approach, and excellent presentation skills, including strong oral and writing capabilities

Job Title - Change Management - Consultant - T&O- (S&C GN) Management Level:9- Consultant Location:Gurugram, Bangalore, Mumbai, Pune, Hyderabad, Kolkata and Chennai Must have skills:Change Management OR OCM OR Organization Change Management Good to have skills:Change impact analysis OR Change readiness OR Change adoption OR Change strategy OR PROSCI Experience:Minimum 4-8 year(s) of experience is required post masters Educational Qualification:Any MBA/Masters degree fulltime Job Summary : Aligned to the strategic priorities of our clients, we are committed to activating human potential to drive enterprise transformation across industries. At Capability Network, we help clients navigate disruption, accelerate growth and create value while staying agile in an ever-changing business environment. As a part of our high-impact Talent & Organization / human potential team, you will help drive the following: Although no two days at Accenture are the same, as a Change Management Consultant in our T&O practice , a typical day might include: Discovering stakeholders challenges and expectations and defining a Change Management strategy to support business transformational change programs Leveraging social and digital technologies in change management and communications Assisting clients in developing their change capability and becoming more agile businesses Co-creating solutions and conducting user review sessions, and running stakeholder agreement meetings Conducting a Change Management Impact Analysis and developing treatment plans Implementing strategies that prepare an organization to put new business processes into practice Supporting Change Measurement activities via a Change Readiness tool Working with the HR Transformation team to implement HR Systems such as Success Factors and Workday Working across a dynamic, international team where English is the common language Collaborating with the best and brightest minds in the industry Coaching and mentoring junior team members Contributing to practice-building efforts such as recruiting, training and attending community events Traveling globally to work with prestigious clients and deliver large-scale transformational change Roles & Responsibilities: MBA/Masters degree 4 to 8 years of experience in change management-related programs (stakeholder assessment, change impact analysis, organization design, digital communication and engagement, training support and business readiness) Techno-functional experience in the successful delivery of HCM Systems implementation (SaaS, Workday, SuccessFactors, Oracle Peoplesoft, Taleo) or other cloud solutions is a plus Ability to articulate the business value of recommendations/plans/strategies Ability to interpret data, work with analytic models and advanced technologies and digital tools (e.g. cloud HR, behavior change packages, immersive learning) Ability to effectively manage stakeholders ina multi-cultural and global environment Experience of working on Digital transformations, RPA implementations, Shared Service setups and cloud based implementations will be a bonus Foreign language capabilities (eg. Arabic, Japanese, French) will be an added advantage Professional & Technical Skills: MBA/Masters degree 4 to 8 years of experience in change management-related programs (stakeholder assessment, change impact analysis, organization design, digital communication and engagement, training support and business readiness) Techno-functional experience in the successful delivery of HCM Systems implementation (SaaS, Workday, SuccessFactors, Oracle Peoplesoft, Taleo) or other cloud solutions is a plus Ability to articulate the business value of recommendations/plans/strategies Additional Information: An opportunity to work on transformative projects with key G2000 clients Potential to Co-create with leaders in strategy, industry experts, enterprise function practitioners and, business intelligence professionals to shape and recommend innovative solutions that leverage emerging technologies. Ability to embed responsible business into everythingfrom how you service your clients to how you operate as a responsible professional. Personalized training modules to develop your strategy & consulting acumen to grow your skills, industry knowledge and capabilities Opportunity to thrive in a culture that is committed to accelerate equality for all. Engage in boundaryless collaboration across the entire organization. Qualification MBA/Masters degree 4 to 8 years of experience in change management-related programs (stakeholder assessment, change impact analysis, organization design, digital communication and engagement, training support and business readiness) Techno-functional experience in the successful delivery of HCM Systems implementation (SaaS, Workday, SuccessFactors, Oracle Peoplesoft, Taleo) or other cloud solutions is a plus Ability to articulate the business value of recommendations/plans/strategies