749 Organizational Development Jobs - Page 8

As the Manager Employee Relations, you will play a vital role as a strategic advisor to various business units, focusing on organizational development and training. Your responsibilities will involve driving HR initiatives that align with business transformation and employee development goals. Acting as a liaison between the HR department and designated business units, you will ensure that HR strategies are in sync with the overall business objectives. Central to this role is the emphasis on Learning & Development (L&D), where you will identify training needs, design programs, and nurture a culture of continuous learning to support the organization's growth. Your key responsibilities will include: Strategic HR Partnership: - Collaborating with business leaders to understand objectives and develop HR strategies that support business goals. - Providing guidance on organizational design, workforce planning, and succession planning. - Analyzing HR metrics to inform decision-making and enhance organizational efficiency. Learning & Development: - Conducting training needs assessments to identify skill gaps and development opportunities. - Designing, implementing, and evaluating training programs that enhance employee skills and performance. - Collaborating with department heads to ensure training initiatives align with business needs. - Overseeing the design and delivery of training programs. - Implementing leadership development initiatives and measuring the impact of training on performance and productivity. Employee Engagement & Culture: - Developing and implementing initiatives to enhance employee engagement and foster a positive work environment. - Facilitating feedback mechanisms to gather employee insights and address concerns. - Championing diversity, equity, and inclusion efforts within the organization. Performance Management: - Supporting managers in setting performance goals and conducting evaluations. - Providing coaching and development plans for employees to achieve performance objectives. - Ensuring consistency and fairness in performance appraisal processes. Change Management: - Supporting business transformation efforts through effective change management strategies. - Facilitating communication and engagement during organizational changes. Talent Management: - Developing succession planning and talent development strategies. - Identifying high-potential employees and creating growth opportunities. Qualifications: - Masters degree in human resources, Organizational Development, or related field. - 3 to 5 years of HR experience, with a focus on organizational development and training. - Proven experience in leading HR initiatives in large organizations. - Strong analytical and problem-solving skills. - Strong knowledge of HR practices, labour laws, and compliance requirements in India. - Excellent interpersonal, communication, and organizational skills. - Proficiency in HRIS systems (preferably BambooHR) and Microsoft Office Suite. Preferred Skills: - Experience with e-learning platforms and digital training tools. - Certification in HR or L&D (e.g., SHRM, ATD) is a plus. - Ability to work in a fast-paced, dynamic environment and manage multiple priorities. What We Offer: - Opportunity to work with a leading IT product company driving innovation. - Collaborative and inclusive work culture. - Professional development and growth opportunities. - Competitive compensation and benefits package. (Note: This job description is intended to convey essential information about the scope and requirements of the position. It is not intended to be an exhaustive list of qualifications, skills, duties, or responsibilities associated with the role.),

As a visionary and accomplished Human Resource Director, you will be responsible for leading the human resources strategy and fostering a high-performance, inclusive culture within our organization. With over a decade of progressive HR experience and an advanced degree in Psychology, Sociology, or Law, you will demonstrate a strong understanding of human behavior, systems, and governance. In this strategic leadership role, you will leverage your expertise in workforce planning, organizational development, employee engagement, legal compliance, and cultural transformation. Collaborating closely with senior leadership, you will ensure that human capital initiatives align with the company's business objectives. Your key responsibilities will include overseeing all HR verticals such as talent acquisition, performance management, learning & development, and succession planning. You will also champion employee engagement, diversity, equity, and inclusion (DEI) initiatives while ensuring compliance with employment laws, labor regulations, and internal policies. Additionally, you will provide strategic guidance on organizational design, change management, and leadership development. Handling employee conflicts and grievances with fairness, empathy, and legal insight will be a crucial part of your role. You will also be expected to develop data-driven HR strategies utilizing advanced analytics and reporting tools and represent the organization in external HR forums, regulatory interactions, and audits. To qualify for this role, you must possess a Masters degree in Psychology, Sociology, or Law (PhD highly preferred) along with at least 10 years of robust HR leadership experience. A proven track record in designing and implementing strategic HR frameworks, expertise in labor law, behavioral science, and HR best practices, as well as exceptional communication, negotiation, and leadership skills are essential requirements for this position.,

The ideal candidate will support the full scope of Human Resources responsibilities and partner with the organization on strategic initiatives. You will maintain and enhance the organization's human resources by planning, implementing, and evaluating human resources policies, programs, and practices. Responsibilities include: - Strong work ethics, flexible, adaptable, and positive attitude. - Knowledge of PF, gratuity, ESIC, and labour laws. - Fluency in English & Hindi. - High proficiency in all Microsoft Office and Google products. - End-to-End Recruitment: Manage the complete recruitment process, especially for IT roles. - Strong negotiation skills. - Talent & Engagement: Drive talent management, employee engagement, and organizational development initiatives. - HR Operations: Oversee onboarding/offboarding, maintain employee records, and ensure proper implementation of HR policies and statutory regulations. Qualifications required: - 2-3 years of experience, with a must-have in IT industry recruitment. - Education: MBA in HR or equivalent. - Immediate joiner. - Strong recruiting skills and demonstrated ability to improve talent acquisition strategies. - Demonstrated expertise in training managers and employees. - Strong organizational, critical thinking, and communications skills. - Attention to detail and good judgment.,

As a Senior HR Manager at our organization located in Vikhroli W, you will play a pivotal role in overseeing the strategic and operational aspects of our HR function. Your responsibilities will encompass a wide range of tasks, from implementing HR policies and procedures to leading recruitment processes and ensuring compliance with statutory regulations. Your key responsibilities will include implementing and overseeing HR policies, procedures, and compliance frameworks. You will be in charge of the end-to-end recruitment processes, including sourcing, screening, scheduling, interviewing, and background verification. Additionally, you will maintain accurate employee records, handle performance management cycles, and administer employee relations and grievance redressal. You will be expected to ensure compliance with labour laws, ESI, PF, Shops & Establishment Act, and other statutory requirements. Your role will also involve preparing and presenting HR reports, dashboards, and metrics to the management, managing exit formalities, and driving employee engagement initiatives and rewards & recognition programs. To excel in this role, you should have at least 7-8 years of progressive HR experience, preferably in mid-sized organizations. Proficiency in salary structuring, tax deductions, and benefits administration is essential, along with hands-on experience in HR software / HRIS systems. Excellent interpersonal and communication skills, strong problem-solving abilities, and stakeholder management skills are also crucial for success in this position. A Bachelor's degree in HR, Business Administration, or a related field is required, with an MBA/PGDM being preferred. If you are a seasoned HR professional with a strategic mindset and a passion for driving organizational development and change management, we invite you to apply for this challenging and rewarding opportunity.,

Madre Janus, an MSSP Partner of Fortinet, based in Thiruvananthapuram, Kerala, is a fast-growing cybersecurity company dedicated to fostering a high-performance culture centered around innovation, trust, and continuous learning. In order to steer our people strategy and influence the evolution of our workforce, we are seeking a dynamic and seasoned CHRO / HR Director to become a part of our leadership team. The CHRO / HR Director will play a pivotal role in formulating and executing the human capital strategy of the company, in alignment with our business objectives and growth trajectory. This position entails overseeing all facets of HR, encompassing talent acquisition, employee engagement, organizational development, performance management, compliance, and culture enhancement. Key Responsibilities Lead the development and implementation of HR strategies and initiatives that are in sync with the overall business strategy. Supervise the complete employee lifecycle, from recruitment to exit, ensuring a smooth and immersive experience. Establish a robust employer brand to allure the best cybersecurity and IT talent. Devise and implement learning and development programs to nurture employee growth. Steer performance management procedures, compensation planning, and succession planning. Ensure adherence to labor laws, statutory requirements, and industry best practices. Serve as a trusted advisor to the executive leadership team on all HR and people-related affairs. Advocate for a culture characterized by inclusion, transparency, accountability, and continual enhancement. Qualifications & Requirements Masters degree in Human Resources, Business Administration, or a related field. At least 10 years of progressive HR leadership experience, preferably in IT, cybersecurity, or technology-oriented enterprises. Demonstrated capability in scaling HR systems and processes in a high-growth setting. Sound comprehension of labor laws, HR compliance, and policy development. Outstanding leadership, interpersonal, and communication proficiencies. Experience in change management, digital HR tools, and strategic workforce planning is an added advantage. What We Offer An influential leadership position in a rapidly expanding cybersecurity organization. A collaborative, innovation-fueled work environment. Competitive compensation and benefits. An opportunity to architect the people strategy right from its inception.,

As a Supervisor, People Experience (Restaurant Digital Engagement) at McDonald's, you will play a crucial role in supporting the deployment and execution of change management strategies. Based in the India Global Business Services Office, you will facilitate the successful adoption of new employee engagement and experience platforms across global restaurant staff. Your primary responsibilities will include supporting the creation and enhancement of engagement tools for restaurant employees. This involves collaborating with the Manager Restaurant Digital Engagement to assess the effectiveness of existing tools and recommending enhancements or replacements when necessary. Furthermore, you will be responsible for managing comprehensive documentation related to business requirements, functional specifications, data models, and process maps for restaurant employee engagement tools. Your role will also involve coordinating the execution of change management strategies to ensure the successful adoption of new platforms by restaurant employees. To qualify for this role, you should possess a degree in Human Resources, Business Administration, Organizational Development, or a related field. Prior experience in Human Resources, Employee Experience, or Restaurant Digital Engagement is required, along with a strong understanding of operating in large, multi-national corporations. Additionally, you should have experience working across different countries and cultures, and be well-versed in the needs and challenges faced by global leaders. Preferred qualifications include expertise in Restaurant Digital Engagement, technical knowledge in employee experience and restaurant digital engagement, excellent analytical and problem-solving skills, and the ability to communicate effectively across all levels of the organization. A strong business acumen, willingness to learn new systems and processes, exceptional communication skills, and a positive attitude are also desirable traits for this role. You should also have a strong ability to influence others and drive a compelling business case for people as a growth driver, while maintaining a continuous improvement and growth mindset.,

HR head required at IMT Faridabad for a Tier 1 automobile company Qualification- Graduate or MBA Exp- min 15 yrs Salary- upto 20 lacs Kindly note:- max experience with tier 1 or tier 2 company who are vendor of Maruti only

HR Manager Responsibilities: Talent Acquisition & Workforce Planning Employee Development & Performance Management Employee Engagement & Culture Building HR Operations & Compliance Strategic Leadership

Role & responsibilities Transforming the Human Resources function from its traditional administrative and operational roots to that of a more strategic partner in organizations. Change Management and Adaptability HRIS Automation Talent Acquisition Compliance and Legal for HO & Plant Employee Development and Performance Management Employee Engagement, trainings and Retention Budgeting & Cost Optimize Preferred candidate profile

Competence Development Manager Job Details | our company Search by Keyword Search by Location Select how often (in days) to receive an alert: Select how often (in days) to receive an alert: Competence Development Manager Atlas Copco (India) Private Ltd. Date of posting: Jul 7, 2025 Our solutions are a key part of most industries - electronics, medical research, renewable energy, food production, infrastructure and many more. Working with us means working with the latest technologies and groundbreaking, sustainable innovations. Your role Job Title: Competence Development Manager Role Summary We are looking for an experienced and strategic Competence Development Manager to lead the design, implementation, and continuous evolution of competence-building initiatives across the organization. This senior leadership role is critical to driving capability enhancement, enabling digital transformation, and supporting sustainable business growth. Key Responsibilities Define and implement a long-term competence development strategy aligned with organizational goals. Lead the design and governance of skill and maturity frameworks across business functions. Collaborate with business heads, competence leaders, and HR teams to assess current capabilities, identify skill gaps, and build development roadmaps. Develop and track KPIs to measure the effectiveness and impact of training and development programs. Own and evolve the competence development lifecycle including onboarding, learning, performance enablement, and succession planning. Deploy digital platforms and tools to enhance the learning ecosystem (LMS, analytics, dashboards, RPA, etc.). Conduct regular audits, capability assessments, and feedback loops to drive continuous improvement. Act as a strategic business partner, offering actionable insights to leadership based on analytics and organizational maturity benchmarks. To succeed, you will need What We Expect from You Proven experience (12 20 years) in process transformation, talent management, or organizational development within a manufacturing or engineering setup. Strong leadership and strategic thinking capabilities with hands-on involvement in process transformation and learning strategy execution. In-depth understanding of product or business function development, skill management, and performance enablement frameworks. High proficiency in data-driven HR practices dashboards, assessment metrics, and training effectiveness models (Kirkpatrick or similar). Experience working with cross-functional teams globally and leading large-scale capability building programs. Exposure to international standards such as ISO 9001/27001, QMS, and frameworks like CMMI. Mandatory Skillsets Competence Development Framework Design Talent and Skill Management Strategy Organizational Learning Systems (LMS, Digital Tools) HR Transformation and Change Management Process Optimization and Stakeholder Alignment KPI Dashboards, Training Analytics Strong Communication, Facilitation, and Influencing Skills Bachelor s degree in Engineering or related technical field MBA in Human Resources or Organization Development In return, we offer Culture of trust and accountability Lifelong learning and career growth Comprehensive compensation and benefits Health and well-being Talent Acquisition Team: Shweta Shinde Diverse by nature and inclusive by choice Bright ideas come from all of us. The more unique perspectives we embrace, the more innovative we are. Together we build a culture where difference is valued and we share a deep sense of purpose and belonging.

Responsible for harmonious Industrial ( Human) relations for the plant including IR and Long Term Settlements with Union. Responsible for Disciplinary actions and Grievance Redressal. Responsible for Statutory Compliance, Legal and Contract Labour Management. Responsible for Plant Safety and security. Responsible for Plant administrationand Transport. Responsible for creating manpower plan keeping in view the right ratio mix and cost of structure in line with long term organizational plan. Responsible for Educating workmen on advanced technology, change in the process for better productivity and safe practices. Develop and execute strategies to create a transformative work culture which espouses team work, continual improvement and first time right, every-thing right focus. To design and roll out Employee Engagement initiatives in the Plants to create a Great Place to Work environment. To craft and execute a well-defined capability/ skill building plan for blue collared which helps achieve organizational goals in the areas of PQCDSM. Build effective leadership in the Union members and the informal leadership in the blue collared to ensure fair, healthy and harmonious negotiations during LTS and otherwise. Assess risks of IR decisions accurately, build strong external/ internal relationships (with government, union agencies, communities and political opinion makers), to proactively read the labor related external/ internal trends and act accordingly. Constantly evaluate the effectiveness and efficiency of current CSR systems/ Communication processes, improve them continuously and leverage on best practices. Approach internal and external stakeholders with a service and partnering mindset and display a high degree of ownership to all the services provided. Promote a culture of openness to feedback, responsiveness, employee care and empathy wherein every stakeholder complaint is studied and addressed. Empower, motivate, coach and build capability in the team members to effectively perform their roles Preferred Industries Education Qualification Post Graduate Dip in Personnel Mgmt; Masters in Social Work; Master of Labour Studies General Experience 15 years.Multi locations, multi states exposure will be preferred Critical Experience Previous Experience as Head - Industrial Relation (for a Small/Medium size unionised plant.Experience of signing at-least 5-6 Long term Settlements , in Small/Medium unionized plants.Should have an experience of developing and implementing ER Strategy at Plant Level.Should be good at Partnership building with local industry and industry associations, labour authorities, local government bodies System Generated Core Skills Communication Skills Labour Laws Liasoning Negotiation Employee Engagement Trade Union Management Disciplinary Proceeding Disciplinary & Grievance Procedures Statutory Compliance Labour Management Safety Management Productivity Improvement Strategic Planning Organizational Development Continuous Improvement Six Sigma Capability Building Training & Development PQCDSM Long Term Wage Settlement Risk Analysis Trend Analysis Corporate Social Responsibility (CSR) Team Management System Generated Secondary Skills

Grade F - Office/ CoreResponsible for defining and delivering the people plan that enables the business to achieve its goals, managing a large team to provide highly advanced HR advice for a broad spectrum of HR activities, contributing to strategic development and implementation to drive the successful delivery of key people initiatives and working closely with other HR teams to integrate HR advisory services across a range of locations. Entity: People, Culture & Communications HR Group About bp:- At bp, our people are our most valuable asset. The People, Culture & Communications (PC&C) function fosters a diverse, inclusive culture where everybody can thrive. As part of an integrated energy company, PC&C is embarking on a major transformation to be more competitive, responsive, and customer-focused. We re investing in key locations such as India, Hungary, Malaysia, and Brazil, offering an exciting but challenging opportunity to shape a fast-moving PC&C function, building teams and structures and driving continuous improvement. We re looking for driven, ambitious enthusiasts who thrive in fast-paced environments and are passionate about people. If youre ready to build something transformative, this is the place for you. Role synopsis:- Provide senior HR partnership to Senior Vice Presidents (SVPs) and other business leaders, to develop and deliver people strategies, priorities, plans, and projects, underpinning successful execution of strategic objectives on a global scale. Leverage significant HR expertise to drive strategic people activities including organizational effectiveness & transformation, talent management, employee engagement, D&I, and fostering an impactful culture. Lead and develop a high-performing team of pooled P&C business partners and senior business partners. Role Purpose:- Drive business performance through return on investment on people initiatives and effective HR solutions. Collaborate across the P&C function and with other collaborators to drive strategic people activities including organizational effectiveness & transformation, talent management, employee engagement, D&I, and fostering a high-performing culture. Ensure integrated and effective P&C delivery to the business. Role reporting relationship:- Direct reports: 5-15 partners and senior partners Indirect reports: Advise and guide a team of allocated P&C partners, senior partners, and CoE resources to complete the relevant activities and projects across a span of multiple geographies. Role Accountabilities: - Act as a member of the business leadership team(s) Partner with senior leaders to develop and deliver people strategies, priorities, plans, and projects for the business. , including transformations such as activity migration to Business Technology Centers (BTCs). Coach and engage allocated P&C partners, senior partners, and CoE resources, to enable professional growth and development. Manage a team of high-performing pooled P&C business partners and senior business partners, ensuring clear performance objectives, effective performance management, and supporting professional development through continuous feedback and coaching. Coach senior leaders to enhance their leadership capability, organizational culture and talent outcomes. Support prioritization & allocation of partnering resources. Maintain the business knowledge and intimacy required to work effectively and ensure results are contextualized to the needs of the business. Leverage data and insights to enable prioritization and future focused thinking. Proactively assess and mitigate people risks. Develop solutions to sophisticated problems and evolving/ambiguous situations. Comply, and ensure direct and allocated team s compliance, with bp s safety leadership principles, office safety expectations and code of conduct, and demonstrate bp s Who We Are beliefs. Drive the migration of P&C activity to Business & Technology Centers (BTC s), focusing on efficiency through migration of activity and automation, while ensuring the provision of end-to-end P&C services to the relevant businesses meets their strategic needs. Where based in a country with 24/7 bp operating businesses, willingness and ability to support Crisis & Continuity Management (C&CM) and/or Incident Management Team (IMT) activities as needed. Formal education requirements: - Degree and/or expertly qualified. Postgraduate qualification in Human Resources or a connected field would be advantageous. Skills: - Leading change Psychological safety Partner management Critical thinking Continuous improvement Performance and planning Organizational knowledge Commercial competence Agile core principles Workforce Planning Resilience Collaboration Leadership Customer centric thinking Knowledge sharing Crucial Experience and Job Requirements:- Minimum of 15 years + experience across a range of people & culture areas within commercial and operational environments. Behavioral:- Communication: Excellent verbal and written communication skills, with ability to articulate HR concepts clearly and concisely. Influencing: Positively influences others to create acceptance for decisions, build consensus or resolve conflict. Uses negotiating techniques to achieve win-win situations. Proven track record to influence at senior levels. Adaptability & Resilience: Thrives in constant change and sophisticated, fast-paced, ambiguous environments. Bounces back from setbacks stronger and more resilient. Global team player: Works successfully with cross-cultural teams and in diverse cultural environments. Prioritizes the team and enables its success. Continuous improvement: Open to feedback, continuous learning and self-development. Performance bias: Dedicated, accountable, solution oriented and sets high standards. Technical : Functional expertise: Significant experience and delivery track record across the full range of HR activities including business partnering, reward, performance management, talent management, learning & development, employee relations, organizational development, D&I, etc. Senior business partnering: Significant experience as a senior HR business partner in sophisticated, geographically dispersed, and culturally diverse organizations. Organizational transformation: Lead organizational change activities including divestments, acquisitions, restructurings and culture change. Project management: Lead HR project implementation and execution. Talent management: Experience in developing strategic talent plans and interventions, ensuring the right capacity and capability for current and future business delivery. Performance culture: Significant experience of enabling a high-performing culture by demonstrating reward, recognition, and performance management frameworks. Employee engagement and relations: Significant experience in enhancing employee engagement, employee relations, and work environment through various interventions. Analytical thinking: Uses the power of people data to deliver insights and identify patterns, trends and correlations to support evidence-based decision making. Problem solving: Able to identify problems and develop practical, sustainable solutions using a variety of techniques. Partner management: Establishes and leads mutually beneficial and responsive relationships with senior team members, building rapport, trust and credibility. Commercial savvy: Is aware and contentious of how their role impacts both day to day and strategic commercial initiatives for the business. Validated ability to create and implement commercially focused people strategies and solutions. Coaching: Able to coach and guide senior business leaders on a range of HR related issues and enhance their leadership capability. Team management: Experience of handling global, high-performing, HR teams ensuring clear performance objectives, effective performance management, consistent delivery and healthy work environment. Team development: Experience of supporting professional growth of global HR team members, through continuous feedback, coaching and structured development planning. Key Relationships - Internal SVPs and other senior business leaders All parts of People & Culture, including Partnering, People Relations, Reward, Ops & Advisory and Talent Other teams outside of P&C - specifically Ethics & Compliance, Legal, HSE&C, Finance, Communications & External Affairs Why join us Diversity sits at the heart of our company and as an equal opportunity employer, we stay true to our mission by ensuring that our place can be anyones place. We do not discriminate based on race, religion, color, national origin, gender and gender identity, sexual orientation, age, marital status, veteran status or disability status. We will ensure that individuals with disabilities are provided with reasonable accommodation to participate in the job application and interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Travel Requirement Up to 10% travel should be expected with this role Relocation Assistance: This role is not eligible for relocation Remote Type: This position is not available for remote working Skills:

Responsible for defining and delivering the people plan that enables the business to achieve its goals, providing highly advanced HR advice for a broad spectrum of HR activities based on extensive experience in this field, contributing to strategic development and implementation to drive the successful delivery of key people initiatives and working closely with other HR teams to integrate HR advisory services across a range of locations. Entity: People, Culture & Communications HR Group About bp At bp, our people are our most valuable asset. The People, Culture & Communications (PC&C) function fosters a diverse, inclusive culture where everybody can thrive. As part of an integrated energy company, PC&C is embarking on a major transformation to be more competitive, responsive, and customer-focused. We re investing in key locations such as India, Hungary, Malaysia, and Brazil, offering an exciting but challenging opportunity to shape a fast-moving PC&C function, building teams and structures and driving continuous improvement. We re looking for driven, ambitious enthusiasts who thrive in fast-paced environments and are passionate about people. If youre ready to build something transformative, this is the place for you. Role Synopsis Provide senior HR partnership to Senior Vice Presidents (SVPs) and other business leaders, to develop and deliver people strategies, priorities, plans, and projects, underpinning successful execution of strategic objectives on a global scale. Leverage significant HR expertise to drive strategic people activities including organizational effectiveness & transformation, talent management, employee engagement, D&I, and fostering an impactful culture. Please note: The external job title for this role is Senior HR Manager, our internal job title is Senior People & Culture (P&C) Manager. This role will not have direct line/people manager responsibility, but will support partnering pools. Role Purpose Drive business performance through demonstrable return on investment on people initiatives and effective HR solutions. Direct and guide a team of allocated P&C partners, senior partners, and Center of Expertise (CoE) resources, to implement the relevant activities and projects across a span of multiple geographies. Collaborate across the P&C function and with other collaborators to drive strategic people activities including organizational effectiveness & transformation, talent management, employee engagement, D&I and fostering a high-performing culture. Ensure integrated and effective P&C delivery to the business. Role Accountabilities Act as a member of the respective business leadership team(s) Partner with senior leaders to develop and deliver people strategies, priorities, plans, and projects for the business. Implement strategic people activities including organizational effectiveness & transformation, talent management, employee engagement, diversity & inclusion, and fostering a high-performing culture, by advising and guiding allocated P&C partners, senior partners, and CoE resources. Coach and engage allocated P&C partners, senior partners, and CoE resources, to enable professional growth and development. Coach senior leaders to enhance their leadership capability, organizational culture and talent outcomes. Support prioritization & allocation of partnering resources. Maintain the business knowledge and intimacy required to work effectively and ensure deliverables are contextualized to the needs of the business. Leverage data and insights to enable prioritization and future focused thinking. Proactively assess and mitigate people risks. Develop solutions to sophisticated problems and evolving/ambiguous situations. Comply, and ensure allocated team s compliance, with bp s safety leadership principles, office safety expectations and code of conduct, and demonstrate bp s Who We Are beliefs. Drive the migration of P&C activity to Business & Technology Centers (BTC s), focusing on efficiency through migration of activity and automation, while ensuring the provision of end-to-end P&C services to the relevant businesses meets their strategic needs. Where based in a country with 24/7 bp operating businesses, willingness and ability to support Crisis & Continuity Management (C&CM) and/or Incident Management Team (IMT) activities as needed. Formal Education Requirements Degree and/or professionally qualified. Postgraduate qualification in Human Resources or a connected field would be advantageous. Skills Leading change Psychological safety Collaborator management Critical thinking Continuous improvement Performance and planning Organizational knowledge Commercial competence Agile core principles Workforce Planning Resilience Partnership Leadership Customer centric thinking Knowledge sharing Crucial Experience and Job Requirements Minimum of 15 years + experience across a range of people & culture fields within commercial and operational environments. Behavioural: Communication: Excellent verbal and written communication skills, with ability to articulate HR concepts clearly and concisely. Influencing: Positively influences others to create acceptance for decisions, build consensus or resolve conflict. Uses negotiating techniques to achieve win-win situations. Proven track record to influence at senior levels. Adaptability & Resilience: Thrives in constant change and sophisticated, fast-paced, ambiguous environments. Bounces back from setbacks stronger and more resilient. Global team player: Works effectively with cross-cultural teams and in diverse cultural environments. Prioritizes the team and enables its success. Continuous improvement: Open to feedback, continuous learning and self-development. Performance bias: Dedicated, accountable, solution oriented and sets high standards. Technical : Functional expertise: Significant experience and delivery track record across the full range of HR activities including business partnering, reward, performance management, talent management, learning & development, employee relations, organizational development, diversity & inclusion, etc. Senior business partnering: Significant experience as a senior HR business partner in sophisticated, geographically dispersed, and culturally diverse organizations. Organizational transformation: Experience in leading organizational change activities including divestments, acquisitions, restructurings and culture change. Project management: Experience in leading HR project implementation and execution. Talent management: Experience in developing strategic talent plans and interventions, ensuring the right capacity and capability for current and future business delivery. Performance culture: Significant experience of enabling a high-performing culture by demonstrating reward, recognition, and performance management frameworks. Employee engagement and relations: Significant experience in enhancing employee engagement, employee relations, and work environment through various interventions. Analytical thinking: Uses the power of people data to deliver insights and identify patterns, trends and correlations to support evidence-based decision making. Problem solving: Able to identify problems and develop practical, sustainable solutions using a variety of techniques. Partner management: Establishes and leads mutually beneficial and responsive relationships with senior partners rapport, trust and credibility. Commercial competence: Is aware and conscientious of how their role impacts both day to day and strategic commercial initiatives for the business. Validated ability to create and implement commercially focused people strategies and solutions. Coaching: Able to coach and guide senior business leaders on a range of HR related issues and enhance their leadership capability. Team management: Experience of leading global, high-performing, HR teams ensuring clear performance objectives, effective performance management, consistent delivery and healthy work environment. Team development: Experience of supporting professional growth of global HR team members, through continuous feedback, coaching and structured development planning. Key Relationships - Internal SVPs and Senior business leaders All parts of People & Culture, including Partnering, People Relations, Reward, Ops & Advisory and Talent Other teams outside of P&C - specifically Ethics & Compliance, Legal, HSE&C, Finance, Communications & External Affairs Why bp Travel Requirement Up to 10% travel should be expected with this role Relocation Assistance: This role is not eligible for relocation Remote Type: This position is not available for remote working Skills: Agility core practices, Agility core practices, Analytical Thinking, Coaching, Communication, Creativity and Innovation, Culture and behaviour change, Curiosity, Customer centric thinking, Data Analysis, Data cleansing and transformation, Decision Making, Digital fluency, Employee and labour relations, Employee Engagement, Employee Experience, Facilitation, Global Perspective, Influencing, Job Design, Leadership Assessment, Leading transformation, Long Term Planning, Managing change, Managing workforce concerns {+ 11 more}

Microsoft Word - Co-ordinator__CV and VC _ Chennai - Sept. for a young and passionate person fresher (One who engaged in social activities in their college days) or who has at least 1 year work experience, preferably in the social sector to coordinate in the engagement of corporate volunteers in meaningful social activity. He/she will work with Corporates and also on Vidya Chetana Project. The task include: 1. Vidya Chetana: Vidya Chetana Scholarship Program, which aims to provide scholarship support to students with serious financial constraints to pursue College / Higher education. Promoting Vidya Chetana Program to needy children & communities, Help students get registered, Admission guidance for College and Course selections, Coordinate for Values & Volunteering workshops, Career Guidance sessions & Workshops on Soft Skills, 21 st Century Skills workshops, Support Employment readiness program for final year students. Engage with students to mould them into socially conscious citizens & inculcate volunteering as a way of life. 2. Corporate Volunteering: Proactively talking to corporates, understand their CSR and volunteering needs; propose suitable options. Interact with volunteer co-ordinators to understand, identify and document the various volunteering options available Coordinating with all verticals within YFS (Health, Education, Environment) to understand, identify and document the various volunteering options available Updating and Communicating the various volunteering options to the CSR team on regular basis Executing the volunteering activity with the corporate volunteers Conducting YFS orientation sessions to corporate employees during the volunteering activities Mobilizing additional volunteers if required for the volunteering activity Writing a report on the volunteering activities conducted Selection Criteria - PREFERENCE WILL BE GIVEN TO LOCAL CANDIDATES Location Chennai, Tamil Nadu Age 21yrs to 35yrs Education Post Graduate Degree in Social Work (MSW) with Community Organization/Development practice is preferred, Or Passionate graduate- Degree Holder from a recognized University. Languages needed English , Tamil and any other languages Salary Rs.3.0L to 3.6L per Annum based on experience Commitment 1 year to 3 years Work Timing 9.30am 6pm Able to work flexible hours, including evenings and weekends. Skills Excellent communication skills (Written and Oral) in English and conversational skill in Tamil is a prerequisite. Good documentation and computer skills are essential. Basics of MS Word, Excel, PowerPoint and Use of internet, e-mail, etc. Other requirements The person should be ready to travel as the work requires 50% field work. Passionate about Social Sector Enter the password to open this PDF file.

At Simple Education Foundation (SEF) we work with the government to build state-wide strengthening programs for teachers and principals to increase the standard of teaching in government schools across India. Our mission is to strengthen 1 million educators by 2028. We are a highly driven team with over 50 years of cumulative experience in teaching in classrooms and working with government school systems. Our team is young, dynamic, bold and audacious enough to make this mission come true in our lifetime. To help us accelerate our impact, we are looking to onboard more members on our paper plane! About the role As a People & Culture Associate, you will play a core role in strengthening SEFinternal systems, culture, and team experience. You will support the design and execution of people-related processes across recruitment, onboarding, policy implementation, learning, and team engagement. This role provides: Exposure to end-to-end People & Culture functions, from hiring to exit A platform to build inclusive and values-aligned people practices Opportunities to work closely with diverse teams and leadership across the organization Space to grow in the OD/HR field through hands-on experience in a social impact context What will you do Support Hiring and Onboarding: Coordinate recruitment processes including scheduling, documentation, and candidate communication. Ensure smooth onboarding experiences by managing pre-joining, induction, and assimilation processes. Maintain People Systems and Compliance: Maintain accurate HR records and trackers, ensure timely completion of documentation (contracts, ID cards, forms), and support in implementing policies and compliance processes. Drive Employee Lifecycle Processes: Support probation tracking, feedback cycles, leaves and exit management to ensure consistency, transparency, and alignment with SEF values. Enable Team Learning and Culture: Co-create team engagement rituals, well-being initiatives, organisation policies and learning spaces (like team check-ins or internal sessions). Help execute internal surveys and document culture insights. Document and Improve People Practices: Maintain well-organized records, SOPs, and databases to strengthen institutional memory and operational efficiency. Support with data collection and review for audits or learning reports. Requirements Core Competencies for all SEF Team Members Collaborates Builds partnerships and works cooperatively with others to meet shared objectives, effectively navigating and managing ambiguity to achieve common goals. Communicates Effectively Delivers clear and direct multi-mode (written+oral) communications that conveys an understanding of the unique needs of different audiences, progress, learnings, and challenges. Enables Learning & Development Actively seeks new ways to grow and be challenged using both formal and informal development channels for self and others Strategically uses inputs (Data + Design) Is able to use data to make sense of the work we do and engage in data-driven design. Utilizes insights from data outcomes to design user experiences and interventions Competencies for this role Project Management Manage their own schedule and prioritise tasks based on goals independently without support to meet the desired outcomes of the program. Adapting to Dynamic Environments Thrives in dynamic environments, demonstrating the ability to manage ambiguity and make informed decisions despite limited clarity. Mindset Required Adaptability, grit, and resilience Detail orientation and follow-through Compassion towards people and processes Integrity, confidentiality, and fairness All hands on deckattitude with accountability Knowledge Basic knowledge of HR practices and compliance processes Familiarity with G Suite (Docs, Sheets, Slides), Excel, and form tools Awareness of an inclusive, equity-centred organisational culture Knowledge of recruitment, onboarding, or learning practices (preferred) Experience 03 years of experience in HR, People Operations, or Organizational Development Prior experience in a nonprofit or education organization is preferred

Job Description Job ID: 275539 Date posted: 11/07/2025 Job ID: 275539 Date posted: 11/07/2025 Who you are You bring a high affinity for and proven advanced experience in project management or equivalent. You have experience from managing change in a complex business environment and proven advanced training in PPS (Practical Project Steering) for project leaders. Note :- Number of Position - 2 (1- Gurgaon and 1 - Bangalore) You have knowledge in following areas: Proven and strong project management and cost management skills How to improve existing ways of working Retailing experience and standards About governance process and elaboration of investment requests Retail Establishment and connected processes Local market strategies, priorities and expansion planning process How to create and implement change initiatives and manage stakeholders Multichannel shopping experience Your responsibilities You will be responsible for the realization of the project objectives according to the specific project brief of one or several Retail Establishment Projects and contribute to development and continuous improvement of the way of working in Retail Establishment. Note:- This role is on three years fixed term contract Be accountable for the project budget Be responsible to deliver a project within time, budget and quality Be responsible to make final decisions in a project Take a leading role in the commercial planning and build up activities for the pre-projects Be responsible to ensure a proper handover of projects to the line organisation Document lessons learned through the project phases as well as a secure final report after the customer meeting point opening Be responsible for steering group reporting Work across different functions and lead people in different projects Coordinate the planning process with Group Expansion Take lead in working across functions within Ingka Group and collaborate with other IKEA units In addition you have the ability to take responsibility from start to end, achieve goals, prioritise and make decisions with speed and simplicity and keep deadlines Your English is excellent Together as a team In our team we take pride in seeing everyone around us grow and develop, and we encourage people to experiment, test, try - and sometimes fail. As long as they learn along the way! We know that everything is changing more rapidly today and that we sometimes need to lead in the unknown. So we throw ourselves out there to explore new possibilities and ways of doing things to make both our people and our business prosper. To support the management of the organizations people and culture. Activities include developing people and culture management strategies and policies to meet business needs; planning, administering, and reviewing activities concerned with recruitment, training and development, compensation and benefits, mobility, talent acquisition, diversity, talent management organization development and co-worker relations. The activities of this family also include payroll. We are an equal opportunity employer: At IKEA, we value diverse backgrounds, perspectives, and skills. We are committed to providing coworkers with a work environment free of discrimination and harassment. We encourage individualism and invite you to come join our team and be yourself with us! We are an Equal Employment Opportunity employer and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability status, or any other applicable characteristic protected by law. All employment decisions are based on qualifications, merit and business need.

Job Duties and Responsibilities: Develop and implement engagement strategies & employee training program for retention, workplace satisfaction, enhance skills and increase productivity Identify training needs within the organization and design training modules accordingly Evaluate the effectiveness of training programs and adjust accordingly Partner with department heads to determine individual employee training needs Ensure compliance with industry regulations and company policies Monitor employee progress and provide feedback to management Maintain records of training and development activities Collaborate with other HR professionals and trainers to share best practices Research and stay up to date on industry trends and new training methods Provide mentoring and coaching to employees to support their professional growth Qualifications & Skills: Bachelors/Masters degree in Human Resources, Psychology, Business Administration or related field. Proven experience in Learning & Development, and Employee Engagement in a technology or EdTech environment. Strong understanding of modern training techniques and tools, both online and in-person. Ability to design and implement scalable HR programs aligned with business objectives. Excellent interpersonal and communication skills. Analytical mindset with a focus on continuous improvement.Role & responsibilities

WWW.IMR-RESOURCES.COM SECTOR 56 GURGAON OFFICE Key Responsibilities: 1. Learning and Management: Develop and execute training programs that enhance employee skills and support career growth. Evaluate training needs through surveys, interviews, and performance data. Design and deliver workshops, seminars, and other educational sessions to address skills gaps and promote continuous learning. 2. Succession Planning: Implement a structured succession planning process to ensure a pipeline of qualified candidates for critical roles. Collaborate with senior management to identify key positions and potential successors. Develop and maintain talent pools and career development plans for high-potential employees. 3. Performance Management System: Oversee the performance management process, including goal setting, performance reviews, and feedback mechanisms. Design and implement performance improvement plans and interventions. Analyze performance data to identify trends and areas for improvement. 4. Leadership Development: Create and manage leadership development programs to build leadership capabilities and prepare employees for future leadership roles. Identify leadership competencies and design development plans to address gaps. Mentor and coach leaders to enhance their effectiveness and career progression. 5. Employee Engagement: Develop and execute initiatives to enhance employee engagement and satisfaction. Conduct surveys and focus groups to assess employee morale and engagement levels. Implement action plans based on feedback to improve workplace culture and employee experience. 6. Organizational Development: Partner with organizational leaders to align talent development strategies with business objectives. Lead change management initiatives to support organizational transformation and growth. Assess and enhance organizational structures, processes, and practices to drive efficiency and effectiveness. Qualifications: Education: MBA in Human Resources, Business Administration, Psychology, or a related field. Masters degree or relevant certifications (e.g., SHRM, ATD) preferred. Experience: Minimum of 10 years of experience in talent development, human resources, or a related field. Proven track record in designing and implementing talent development programs and initiatives. Experience in managing succession planning, performance management systems, and leadership development. Skills: Strong knowledge of learning and development methodologies, performance management, and organizational development. Excellent communication, presentation, and interpersonal skills. Ability to analyze data, generate insights, and make data-driven decisions. Proficiency in HR software and tools (e.g., LMS, performance management systems). Personal Attributes: Strategic thinker with a passion for employee development and organizational growth. Collaborative team player with strong problem-solving abilities. Adaptable and able to thrive in a dynamic and fast-paced environment.

Location: Bangalore Must have worked in Family Office, Promotor Drive Organizations. Exp : 20 to 28 years The Director Peoples Team will be a strategic partner to the leadership team, driving the people agenda to support the company's ambitious growth plans in the Client's Real Estate and Client's' Infrastructure sector. This role involves overseeing all aspects of the HR function, including talent acquisition, performance management, employee engagement, organisational development, and compliance. The ideal candidate will bring a balance of strategic thinking and operational excellence to ensure a robust, agile, and inclusive work culture. ROLES & RESPONSIBILITIES 1. Strategic HR Leadership Develop and execute a comprehensive HR strategy aligned with the company's vision and goals. Act as a trusted advisor to the leadership team on organizational design, workforce planning, and culture development. Lead initiatives to attract, retain, and develop top talent in a competitive real estate market. 2. Talent Acquisition and Management Oversee recruitment strategies to build a pipeline of high-caliber talent across all levels. Define competency frameworks and career paths to enable growth and development. Drive diversity, equity, and inclusion initiatives to create a balanced and dynamic workforce. 3. Performance Management and Rewards Implement and manage performance evaluation systems to ensure accountability and transparency. Design and execute competitive compensation, benefits, and rewards programs to attract and retain talent. Align individual and team performance goals with business objectives. 4. Employee Engagement and Culture Building Foster a positive work environment that emphasizes collaboration, innovation, and high performance. Develop and execute employee engagement surveys and act on feedback to improve satisfaction and retention. Lead initiatives to instill the companys values and mission across the workforce. 5. Organizational Development and Learning Identify training needs and implement learning and development programs to upskill employees. Guide leadership development programs to build the next generation of leaders. Manage change effectively during organizational transformations, mergers, or acquisitions. 6. Compliance and Governance Ensure compliance with all labor laws, industry regulations, and statutory requirements. Establish and enforce HR policies and procedures in line with best practices. Manage risks related to employee relations and workplace safety. 7. Technology and Innovation Leverage HR technology to enhance efficiency in HR processes and data-driven decision-making. Implement HRIS solutions to streamline talent management, payroll, and employee self-service platforms. Key Skills and Competencies: Strong leadership and team management skills. Excellent communication, negotiation, and conflict resolution abilities. Proven experience in strategic HR planning and execution. Ability to work in a fast-paced, dynamic environment with multiple priorities. Strong analytical skills with a focus on HR metrics and insights.

As an experienced HR professional with an MBA in HR and over 8 years of experience in HR management within a complex, matrix, international organization, you will play a crucial role in driving people priorities that are in line with the business agenda. Your primary focus will be to provide operational HR support to the business and collaborate closely with Center of Excellence (COE) SPOCs to ensure the delivery of key people priorities. You will be responsible for implementing HR plans for the assigned perimeter, fostering effective relationships with business partners, and supporting the deployment of key people priorities through clear communication. Your role will involve executing people solutions to support commercial and operational business objectives, including talent development, leadership initiatives, diversity, equity & inclusion, employee engagement, high performance, and well-being. Additionally, you will work on building management capability by coaching and supporting managers in their personal and professional development. You will also provide support to business and HR leaders in organizational development and planning, as well as drive and support strategic projects such as Workforce Planning and Business transformation/change initiatives based on business needs. Your role will require you to coach business leaders and managers, equipping them with the necessary processes and tools to effectively drive key HR processes throughout the annual HR cycle. Moreover, you will actively contribute to transversal transformational projects/initiatives as needed and ensure the smooth management of the employee lifecycle. To excel in this position, you must demonstrate evidence of effective partnering at senior levels within a dynamic organizational environment. You should possess qualities such as responsiveness, independence, collaboration, flexibility, problem-solving skills, and a willingness to delve into details while working closely with business leaders. Your ability to translate business strategy into HR strategy with concrete plans to attract, develop, and retain talent essential for business growth will be critical. Cultural sensitivity and the ability to work with diverse and matrix cultures, along with operating in a complex, transformational environment, are also key requirements. You should have strong coaching, influencing, and partnering skills to collaborate effectively with business leaders and management teams, demonstrating strong indirect influencing abilities. This is a full-time role requiring your dedication and expertise in HR management. If you are ready to take on this challenging yet rewarding opportunity, we invite you to apply with Req: 009D8R and be part of our HR Excellence journey to build a strong HR community in India.,

About Us At Vahan, we are building the first AI powered recruitment marketplace for India's 300 million strong Blue Collar workforce, opening doors to economic opportunities and brighter futures. Our customers include names like Swiggy, Zomato, Rapido, Zepto, and many more. We leverage cutting-edge technology and AI to recruit for the workforces of some of the most recognized companies in the country. Our vision is ambitious: to become the go-to platform for blue-collar professionals worldwide, empowering them with not just earning opportunities but also the tools, benefits, and support they need to thrive. We aim to impact over a billion lives worldwide, creating a future where everyone has access to economic prosperity. If our vision excites you, Vahan might just be your next adventure. We're on the hunt for driven individuals who love tackling big challenges. If this sounds like your kind of journey, dive into the details and see where you can make your mark. What You Will Be Doing Strategic HR Partnership: Collaborate with business leaders to align HR strategies with business goals, providing strategic guidance and support. Talent Management: Lead talent acquisition efforts, oversee recruitment, and manage succession planning and career development initiatives. Employee Engagement & Relations: Promote a positive work environment, resolve employee issues, and implement engagement initiatives. Performance Management: Oversee the performance management process, including goal setting, reviews, and coaching managers on employee development. Organizational Development: Drive organizational change and lead training programs to enhance employee skills and knowledge. HR Operations: Ensure compliance with labor laws, manage HR policies, and utilize HR metrics to support data-driven decision-making. You'll Thrive In This Role If You Bring 5-8 years of experience as an HR Business Partner. Have strong knowledge of HR best practices, labor laws, and regulations. Have seen a 10-100 growth phase in complex organizations for both Engineering and Sales teams. Excel in talent management, employee engagement, total rewards, and organizational development. Possess excellent interpersonal and communication skills, with a knack for problem-solving and decision-making. Thrive in fast-paced, dynamic environments and are proficient with HR software and tools. At Vahan, you'll have the opportunity to make a real impact in a sector that touches millions of lives. We're committed to not only advancing the livelihoods of our workforce but also, in taking care of the people who make this mission possible. Heres What We Offer Unlimited PTO: Trust and flexibility to manage your time in the way that works best for you. Comprehensive Medical Insurance: We've got you covered with plans designed to support you and your loved ones. Monthly Wellness Leaves: Regular time off to recharge and focus on what matters most. Join us, and be part of something bigger where your work drives real, positive change in the world.,

About the job: Company: SEPL Cables (Suyog Electricals Limited). We are seeking a skilled and detail-oriented tendering engineer to join our team at our head office in Vadodara. The ideal candidate will have hands-on experience with government and private tendering processes, strong knowledge of GeM and E-procurement portals, and the ability to independently handle tender submissions and documentation. Experience in the cable or electrical manufacturing industry will be an added advantage. Key Responsibilities: 1. Identify and evaluate government, PSU, and private tenders relevant to electrical cables. 2. Handle the complete end-to-end tendering process, including pre-bid queries, technical and commercial documentation, and timely submission. 3. Manage online portals such as GeM, E-Procure, and other government procurement platforms. 4. Prepare competitive techno-commercial proposals and maintain bid documentation. 5. Coordinate with the sales, technical, and commercial teams for BOQ, certifications, and compliance documents. 6. Manage Java settings and other system prerequisites required for e-tendering platforms. 7. Ensure timely tracking of tender deadlines, submissions, and follow-ups. 8. Maintain a repository of past tenders, pricing history, and customer feedback. Who can apply: Only those candidates can apply who: are from Vadodara only Salary: ₹ 2,30,000 - 3,60,000 /year Experience: 0 year(s) Deadline: 2025-08-12 23:59:59 Other perks: Informal dress code, Health Insurance, Life Insurance Skills required: Report Writing, English Proficiency (Spoken), English Proficiency (Written), Document Management, Management, Organizational Development and Document Review Other Requirements: 1. Bachelor's degree or diploma in electrical engineering, business administration, or a related field. 2. 0–5 years of relevant experience in tendering, preferably in electrical, cable, or EPC domains. 3. Proficiency in Microsoft Excel and documentation. 4. In-depth working knowledge of GeM Portal, E-Procure, Java settings, and other e-tendering platforms. 5. Strong attention to detail, time management, and organizational skills. 6. Good written and verbal communication in English and Hindi/Gujarati. About Company: Suyog Electricals Ltd. is a trusted name among wire and cable manufacturers. Through deemed and direct exports, we supply a wide range of products, including Generic LT cables, PVC cables, Fire survival cables, and specialised XLPE cables, to global markets.

As an HR Business Partner (HRBP), you will be responsible for driving strategic HR initiatives and providing expert HR support across the organization. This individual contributor role will focus on enhancing employee performance, managing organizational development (OD) efforts, developing and leading SAP SuccessFactors domain-specific implementations. Additionally, you will have oversight of internal communication strategies and collaborate with leadership on the creation and implementation of HR frameworks. You will work closely with teams across the business to foster a high-performance culture, optimize talent management processes, and implement best-in-class HR solutions to align with business goals. Key Responsibilities: Strategic HR Business Partnering: - Collaborate with business leaders and department heads to align HR strategies with business objectives and ensure the effective implementation of HR programs. - Act as a trusted advisor to leadership on talent management, workforce planning, organizational design, and employee engagement. - Drive organizational change initiatives and ensure successful execution of key strategic HR priorities. Performance Management: - Lead the design, implementation, and monitoring of performance management processes, including goal setting, performance reviews, and feedback mechanisms. - Provide guidance to managers on performance management best practices and coach them on delivering constructive feedback. - Support talent identification and development through performance data analysis, ensuring a continuous feedback culture. Organizational Development (OD): - Partner with leadership to assess and enhance organizational effectiveness through targeted OD interventions. - Lead initiatives related to employee engagement, culture change, and leadership development to foster a high-performance work environment. - Conduct organizational assessments and recommend structural or procedural improvements to optimize business performance. - Develop and implement OD frameworks that support business growth and enhance overall organizational health. SAP SuccessFactors Implementation & Optimization: - Lead the end-to-end implementation of SAP SuccessFactors HRIS, including configuration, testing, training, and go-live support. - Ensure the seamless integration of SAP SuccessFactors modules (e.g., Performance & Goals, Learning, Recruiting) into existing HR processes. - Work with HRIS teams and business stakeholders to continuously optimize the SAP SuccessFactors platform and drive adoption across the organization. Internal Communication Management: - Develop and implement effective internal communication strategies to foster a transparent, inclusive, and aligned workforce. - Ensure that key HR initiatives, organizational changes, and performance management updates are communicated clearly and effectively across all levels of the organization. - Collaborate with internal communication teams to develop and disseminate messaging that promotes company culture, values, and employee engagement. - Advise leadership on best practices for internal communication to enhance employee understanding and engagement. Framework and Strategy Development: - Lead the development and implementation of HR frameworks and strategies that align with the business goals, employee needs, and organizational objectives. - Collaborate with senior leadership to design and execute long-term talent management strategies, including leadership development, succession planning, and employee growth. - Continuously evaluate the effectiveness of existing frameworks and recommend updates or new approaches to drive operational excellence. Employee Development & Talent Management: - Design and deliver leadership development programs to cultivate future leaders. - Manage talent reviews and succession planning processes to ensure a strong leadership pipeline and address critical skill gaps. - Partner with managers to develop tailored learning and development plans for high-potential employees. Change Management & Organizational Effectiveness: - Lead change management initiatives that support business transformation, digitalization efforts, and process improvements. - Work with cross-functional teams to foster a positive and adaptable culture, ensuring employees embrace change and thrive in dynamic environments. Data-Driven Insights & Reporting: - Utilize HR analytics and data-driven insights to influence decision-making and measure the success of HR initiatives. - Regularly report on key HR metrics such as employee performance trends, engagement levels, and SAP SuccessFactors usage. Compliance & Best Practices: - Ensure HR practices comply with local labor laws and regulations. - Keep up to date with industry trends and HR best practices to continuously improve HR policies and processes. Qualifications: Education: Bachelors or Masters degree in Human Resources, Business Administration, or related field. Experience: Minimum of 12-14 years of experience in HR, with a focus on strategic HR business partnering, performance management, organizational development, internal communication, and HRIS implementations (preferably SAP SuccessFactors). Expertise: - Deep understanding of Performance Management systems, Organizational Development strategies, and Change Management. - Proven experience in leading SAP SuccessFactors implementation projects from start to finish. - Strong internal communication management skills, with a demonstrated ability to develop and execute communication strategies. - Strong experience in developing HR frameworks and strategies to drive business success. - Proficiency in HR software and systems (experience with SAP SuccessFactors is a must). AVASO Technology Solutions Equal Employment Opportunity (EEO) Statement,

Maier Vidorno Altios is the leading service company for international market expansion for SMEs and medium-sized companies that want to expand both within India and worldwide. Over 50 years of shared experience in international trade and investments 750+ professionals in 32 offices worldwide -Presence in 22 countries: USA, Canada, Mexico, Brazil, Colombia, Great Britain, France, Italy, Spain, Germany, Poland / Eastern Europe, Russia, UAE, India, Bangladesh, China, Hong Kong, Singapore / Southeast Asia, Vietnam, Malaysia, New Zealand and Australia Maier Vidorno Altios offers pragmatic services for every phase of internationalization. From strategic advice and market analysis to local sales and business development to cross border M&A and location searches for greenfield projects. In addition, Maier Vidorno Altios provides worldwide services such as bookkeeping, payroll accounting, tax advice and a wide range of personnel solutions Personnel leasing, recruiting and HR services. We are looking for a CONCRETE TECHNOLOGIST DM/ MANAGER Job Reference No: # 25967 Industry: Chemical Manufacturing. Location: Pune, Hyderabad, Vijayawada, Varanasi OR Lucknow Desired profile Qualifications Diploma / B.E Civil Experience 10-15 Years working experience Language English is mandatory ABOUT THE ROLE The client is seeking an experienced candidate for the role of Concrete Technologist who focuses on the production, quality control, and optimization of concrete materials, including cementitious materials, admixtures, and concrete mixes, ensuring they meet specific chemical and structural requirements. Who can apply KRA s To provide technical support for clients to facilitate sales whenever required. Influencing customer on the technical performance of the company product and hence helping to convert the business into sales. Attend and conduct trials and to develop relevant products. Monitor and report on activities and provide relevant management information. Carry out competitor product benchmarking Vs. assess performance of client s Product. Cost effective product formulation. Liaise and attend meetings and trials with other company functions necessary to perform duties and aid business and organizational development and function as a technical representative of the company. Experienced in Formulation(mandatory) He should have worked in the Technical related to concrete / admixture; conducting trails / testing and chemical analysis of various ingredients independently. Having decent know how on concrete related chemistry. Having knowledge of handling ISO & related system will be added advantage. Having decent knowledge on generating and analysing of various technical trails report. Good hand-on on computer like Excel / Word & Power Point. Must have worked in Admixture / Construction Chemical Company or RMC plants in the region Must have worked in Admixture / Construction Chemical Company SPECIFIC SKILLS/PERSONAL ATTRIBUTES Good in interpersonal skills Ability in Problem Solving & Negotiation Confident & Self-Motivated

At ATOSS Software SE, we are driving the future of workforce management. With our software solutions, we are helping our customers to work more creatively, intelligently and humanely, revolutionizing and optimizing the interplay between profitability and humanity. With 19 consecutive years of record growth, inclusion in the SDAX and TecDAX, we continue to expand globally. The Person You are At ATOSS, we hire for both character and skill, seeking individuals who embody resilience , a pioneering spirit , and the passion to grow . We value those who: Think like entrepreneurs taking ownership, pushing boundaries, and driving impact. Challenge the status quo bringing fresh ideas and bold execution to the table. Thrive in change seeing growth as a lifelong journey, both professionally and personally. The Role: Process Development Lead (m/f/d) We are looking for a forward-thinking Process Development Lead to establish and drive a central function for business process management (BPM). Your mission will be to both establish successful BPM structures and governance company-wide, and support individual departments to identify, optimize, and continuously develop core business processes across the organization. You will work closely with the Executive Team and senior leadership, playing a key role in building a scalable, efficient, and strategically aligned operating model. Key Responsibilities Lead the development and execution of a central process management agenda in alignment with the Executive Team and the Board Establish successful BPM governance and effective approaches for the organization to be able to identify, define, and prioritize core business processes across departments, ensuring alignment with strategic goals Drive continuous process optimization, working closely with functional counterparts to evaluate, improve, and future-proof business processes Develop and implement quarterly audit and review plans to assess process maturity, effectiveness, and compliance Monitor the implementation and success of process improvements, supporting stakeholders in execution and change management Prepare high-quality, actionable reports and insights for the Executive Team, the Board and and relevant committees, translating findings into clear recommendations and impact-driven decisions Define and track process KPIs and ensure regular, transparent reporting to leadership Create quarterly activity and impact reports highlighting key improvements and transformation milestones Act as an internal catalyst for operational excellence, fostering a culture of continuous improvement and collaboration across the organization Key Requirements Bachelor s and ideally Master s degree in Business Administration, Business Informatics, or a related field Deep expertise in Business Process Management and process review/auditing methodologies Several years of experience in Internal Audit, Business Process Management, Process Optimization, Organizational Development, or related areas ideally within the tech or innovation-driven sector Strong grasp of cross-functional collaboration and capacity planning for process ownership across departments Certification as Process Auditor is a plus, but not required Analytical thinker with strong organizational skills and the ability to engage stakeholders across levels Excellent communication and assertiveness skills Fluency in German and English (written and spoken) Our Benefits Competitive Rewards: Including profit-sharing and employee stock program. Structured Onboarding & Continuous Leadership Development: Clear career paths onboarding through Expert & Leadership Tracks, plus access to ATOSS Academy. Flexible Work Culture: Hybrid options (remote within the EU), 30 days of vacation, and a strong commitment to diversity & inclusion. Engaging Team Environment: Seasonal company events, team retreats, and an in-house barista. Health & Wellbeing: Including regular check-ups, corporate wellness programs, and Wellpass membership. Stability & Growth: Company listed on SDAX & TecDAX, with 19+ years of record-breaking revenue and a 30%+ EBIT margin. Certified Top Employer for the 5th year in a row. At Atoss, great talent knows no limits. We welcome professionals from all backgrounds and empower their growth through an inclusive, skill focused environment. Join us and be part of a high-growth, future-focused company!