150 Policy Formulation Jobs - Page 6

- Head HR will be responsible for leading Payroll and Generalist work including the application of Employment Law, HR policy, and workforce development. - Advise and strategies on the development of effective employment policies across the company.

Provides direction and support to business units in the areas of staffing, employee development, employee counseling, training and performance management. Responsibilities Making recommendations to senior management on issues concerning employees, recruiting, turnover or training. Administering compensation programs; monitoring performance evaluation programs and revising as necessary. Handling employee relations issues, outplacement counseling, and exit interviewing. Conducting organizational effectiveness assessments and recommending programs to address issues. Drive robust governance on HR compliance and Government Liaison. Establish strong compliance administration and control tower on Organisation CSR mission and execution Drive Robust control tower on Contract labour management and other skill development missions of various Govternment (Central and State) Support leadership in BU policy formulation and execution Support leadership in developing local talent pool and capability Support is HR business analytics and MIS Drive initiatives in creating conducive and healthy working environment through engagement programs Continuously evaluate heat risk maps in people, security, human rights and data privacy space. Degree Requirement Post Graduate in Human resources studies (must) Dip in Labour laws Skill Descriptors Knowledge of Organization: Knowledge of the organizations vision, structure, culture, philosophy, operating principles, values, and code of ethics; ability to understand the value of aligning capabilities with business goals to support optimal performance. Level Working Knowledge: Applies organizations operating principles and practices within own business unit. Supports the mission, vision, and objectives of own department or unit. Assesses local and industry examples of acceptable and unacceptable business practices. Obtains information regarding key players, key issues, and key strategies in own unit. Specifies the roles and responsibilities of own business unit. Decision Making and Critical Thinking: Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment. Level Working Knowledge: Applies an assigned technique for critical thinking in a decision-making process. Identifies, obtains, and organizes relevant data and ideas. Participates in documenting data, ideas, players, stakeholders, and processes. Recognizes, clarifies, and prioritizes concerns. Assists in assessing risks, benefits and consideration of alternatives. Effective Communications: Understanding of effective communication concepts, tools and techniques; ability to effectively transmit, receive, and accurately interpret ideas, information, and needs through the application of appropriate communication behaviors. Level Working Knowledge: Delivers helpful feedback that focuses on behaviors without offending the recipient. Listens to feedback without defensiveness and uses it for own communication effectiveness. Makes oral presentations and writes reports needed for own work. Avoids technical jargon when inappropriate. Looks for and considers non-verbal cues from individuals and groups. Interpersonal Relationships: Knowledge of the techniques and the ability to work with a variety of individuals and groups in a constructive and collaborative manner. Level Extensive Experience: Seeks out whats common in conflicting points of view. Influences key individuals inside and outside own group and earns their respect. Resolves potentially harmful differences between individuals and groups of people. Contributes as a member on a variety of teams. Establishes and maintains productive working relationships within and outside of own area. Establishes and maintains credibility with clients and teammates. Data Gathering and Reporting: Knowledge of tools, techniques and processes for gathering and reporting data; ability to practice them in a particular department or division of a company. Level Working Knowledge: Detects and summarizes patterns in data and findings by producing simple reports. Assesses common problems and obstacles surrounding data-gathering. Customizes data fields to meet clients needs. Interprets and explains results of a data-gathering initiative. Participates in projects to gather data for needs analysis. Employee Relations: Knowledge of the rights and obligations in the employee relations; ability to adhere to legal requirements when handling employee negotiations. Level Working Knowledge: Assists employees with personal or professional problems. Conducts employee satisfaction surveys and documents interviewees concerns and issues. Explains organizational policies, procedures and processes for dealing with employee relations issues. Addresses routine problems or disciplinary issues related to employee relations, such as grievances. Interprets and communicates employee relations policies and procedures at the local level. HR: Policies, Standards and Procedures: Knowledge of human resource function; ability to uphold the organizations and industrys standards, procedures and policies regarding human resources management. Level Working Knowledge: Analyzes policy and standards documentation and ensures organizational compliance. Maintains a specific set of standards and associated HR procedures. Communicates and refers potential exceptions upward for review and approval. Assists in the development and implementation of specific procedures. Provides feedback for the improvement of HR procedures.

People Advisory Services shapes and delivers the part of business strategy that depends on people. As a PAS professional, you will have the opportunity to work with global clients to understand and address some of their largest and most complex people related challenges, and ultimately improve and drive sustainable business results. We focus on engagements that relate to performance, talent, systems, reward, mobility and analytics. In joining PAS - a global network, youll also gain valuable experiences and a wealth of knowledge by working across capabilities, service offerings, sectors and geographies. The opportunity: As a member of the PAS team focused on HR and business performance, you will join a talented group of professionals that help support the design and implementation of HR operating models and organizational structures, improve HR process efficiency, manage people risks, support change efforts to help organizations to successfully transition to a future state, and advise organizations on a range of challenges that are associated with a merger, acquisition, divestiture and/or carve-out. Our key capabilities include: Organizational Change Management Organizational Design Digital HR Transformation Training and Development HR Process Efficiency & Policy Transactions Your key responsibilities: As a Manager, you will be a key resource on business transformation projects. In this role, you should be able to deliver quality client service, analyze complex problems and deliver insightful solutions. You will also be expected to have excellent communication skills, integrate into new teams and rapidly establish relationships. Defining and giving recommendations on how a change framework should be deployed on a specific project / programme of work Delivering the change management for large strategic change projects, including transitions, transformations and digitalization. Working as a key member of global and strategic change projects to support delivery of programmes on time and in the absence of any major issues resulting from poor change management. This is likely to involve Conducting case for change sessions Conducting change impact assessment sessions Delivering stakeholder engagement activities Delivering communication-related activities Delivering training-related activities Skills and attributes for success: Excellent managerial, organizational, analytical and communication skills Experience in Organizational Change Management, Organizational Design, HR Operating & Delivery Model, HR Process Efficiency & Policy and Transactions SCON - PAS 3 2020 To qualify for the role you must have: Post graduate degree or equivalent with a specialization in Human Resources (India or abroad) from a Tier 1/2 Institute 5-8 years of experience in HR role (preferably in organization change management and digital transformation) Relevant professional experience, including for example previous work with a global management consultancy firm, niche consultancy or performed an in-house role in which you gained exposure to a large-scale project(s) Ideally youll also have: Strong communication, facilitation, relationship-building, presentation and negotiation skills Be highly flexible, adaptable, and creative Comfortable interacting with senior executives (within the firm and at the client) Strong leadership skills and supervisory responsibility What we look for: People with the ability to work in a collaborative way to provide services across multiple client departments while adhering to commercial and legal requirements. You will need a practical approach to solving issues and complex problems with the ability to deliver insightful and practical solutions. What working at EY offers: EY is committed to being an inclusive employer and we are happy to consider flexible working arrangements. We strive to achieve the right balance for our people, enabling us to deliver excellent client service whilst allowing you to build your career without sacrificing your personal priorities. While our client-facing professionals can be required to travel regularly, and at times be based at client sites, our flexible working arrangements can help you to achieve a lifestyle balance.

Role/ Job Title: Strategy Manager-Debt Management Function/ Department: Debt Management-Flows Job Purpose: Debt Management (DM) function has become increasingly analytics & data driven, with enhanced data capture and ability to implement analytics-led strategies through automated means. The Strategy Manager largely supports the strategy making or the decision-making process by facilitating the Team Leads by enabling them with data insights on multiple dimensions depicting the macro and micro trends in the business. The analysis of customer and team behavior, their interactions with market events and cycles are to be well studied and proactively predicted to prepare well in advance and to take timely actionable and interventions. Roles & Responsibilities: Measure, Analyze & Improve Drive Debt Management, and performance through. Build and Drive Debt Management Strategies and process changes through insights from MIS and KPIs. Collate, Structure, and build strategies and documentation for referencing and study of the impact of the changes. Measure and Monitor Debt Management Ecosystem [Customer, Employee, Agency] Parameters Requirements submission and tracking for system developments and ensuring implementation of system-based ways of working, post development. Plan and Monitor- Period tracking and forecast on allocations and capacity requirements. Track current strategy effectiveness and recommend improvements where required. Analytical inputs to drive higher resolution/dollar-collected at sustainable cost, though. Risk segmentation using propensity to pay/probability to flow forward. Differentiated treatment differentiated intensity of interventions, different field collections models, contact-ability resolution basis right time and place to visit. Inputs to drive charges collection in early buckets to modify customer behavior. Drive development and adoption of models for right time to contact, tagging for skip tracing, optimum # of visits per customer type, efficacy of legal recourse product/stage-wise. Models for right stage for settlement, settlement acceptance propensity, right waiver% Analytical inputs to drive enhance recovery, recovery vintages, debt-sale solutions. Project management Ensure appropriate project management on the initiatives undertaken. Regulatory and Compliance – Adhere to and foster compliance in day-to-day function. Work closely with product/portfolio risk teams and BIU teams towards understanding and effecting portfolio changes into insights for effective and efficient DM operations. Support on DM processes & projects

Job Purpose: This role will be responsible to lead the design and execution of credit strategies for cross-sell personal loan programs. The role requires a strong background in retail credit risk, data-based decisioning, and exposure to NBFC or fintech ecosystems where digital origination and alternate data play a key role. The role requires to completely own the Cross-Sell personal loan programs and take continuous actions to improve Portfolio Quality. Key Responsibilities: Own and drive credit policy design for cross-sell personal loan programs, targeting existing customer bases from internal or partner channels Analyze customer behavior, repayment history, and alternate data to develop segmentation and eligibility strategies Define and continuously refine scorecard-based or rules-based underwriting logic to balance risk and growth Collaborate with Product, Analytics, and Tech teams to embed policies into digital journeys and decisioning engines Monitor portfolio performance metrics approval rate, delinquency, roll rates, loss rates across different cohorts and channels Work closely with credit bureaus and data providers to leverage external insights for better underwriting Ensure policy compliance with regulatory guidelines and internal governance standards. Conduct regular risk reviews and present findings to management and credit committees Job Requirements: Postgraduate in Finance, Economics, Statistics, or related field. Professional Certifications FRM / CFA is desirable 8-12 years of experience in credit policy or risk management, preferably in NBFCs, FinTechs, or digital lending platforms. Have 3+ years of people / stakeholder management experience Experience in cross-sell or pre-approved loan programs is highly desirable. Exposure to digital lending platforms, API-based underwriting and rule engines. Experience with co-lending models or embedded finance Strong knowledge of unsecured lending products, especially personal loans. Hands-on experience with credit policy formulation, scorecard management, and risk-based pricing. Familiarity with bureau data (CIBIL, Experian, CRIF), alternate data sources, and credit decisioning tools. Analytical mindset with proficiency in tools like Excel, SQL, Python, or SAS. Ability to work in fast-paced environments with cross-functional collaboration. Strong Analytical, Interpersonal and Convincing skills Exceptional written and verbal communication skills

Senior Manager Human Resources Role Description This is a full-time on-site role for a Sr. Manager - Human Resources located in Kanpur, India. The ideal candidate will support the full scope of Human Resources responsibilities and partner with the organization on strategic initiatives. They will maintain and enhance the organization's human resources by planning, implementing and evaluating policies, programs and practices. Recruit and onboard new hires, conduct performance management and provide feedback. Manage compensation and benefits. Support current and future business needs through the development, engagement, motivation and preservation of human capital and organization culture. Develop and monitor overall HR strategies, systems, tactics and procedures across the organization. Assess training needs to apply and monitor training programs Ensure legal compliance Qualifications Bachelors or masters degree in human resources, Business Administration, or related field 10+ years' experience in Human Resources Strong recruitment skills and demonstrated ability to improve talent acquisition strategies Strong organizational, critical thinking and communications skills Attention to detail and good judgement Knowledge of Labor and Employment Law Experience in developing HR policies Strong employee relations skills Excellent communication and interpersonal skills

Job Purpose: This role is responsible to lead the development and oversight of credit policies for the Consumer Durable Loans portfolio. The ideal candidate will have a strong understanding of consumer lending risk, product-specific dynamics, and customer behavior in the consumer finance space, particularly within banks or NBFCs. Key Responsibilities: Develop and manage credit policies for Consumer Durable Loans across various products and geographies. Design rule-based or scorecard-driven underwriting criteria in line with risk appetite and market trends. Work closely with OEMs, retailers, and sales finance teams to align credit policies with business strategy. Monitor portfolio performance, delinquencies, and credit cost; recommend policy changes to maintain portfolio health. Leverage customer, bureau, and alternate data to refine segmentation and enhance decision accuracy. Coordinate with product, technology, and analytics teams to implement policies within digital and assisted journeys. Ensure compliance with internal credit standards, regulatory guidelines, and audit requirements. Conduct regular policy reviews and provide insights for new product launches or strategic partnerships. Job Requirements: Post Graduate / MBA 8+ years of experience in credit policy, preferably with exposure to Consumer Durable Loans in a Bank or NBFC Experience working with fintech partners or embedded finance models Understanding of retail merchant network dynamics and POS financing In-depth understanding of consumer durable finance, including EMI schemes, zero-cost financing, and manufacturer-led subvention models. Strong expertise in credit policy formulation, risk assessment, and scorecard development Experience with credit bureau data, partner integrations, and digital credit decisioning tools Strong analytical and communication skills with experience in cross-functional collaboration Proficiency in Excel, SQL, and analytics platforms (SAS, Python preferred)

key responsibilities Formulation of relevant policies for property assessment for loans and facilities backed by property mortgages Providing property-related transactional support to frontline teams Ensuring relevant regulatory compliance, both internal and external Your skills and experience B Tech in Civil Engineering / MRICS Expertise in property valuations and strong market knowledge, as well as a clear understanding of regulatory matters pertaining to property mortgages Analytical and logical solutioning approach Ability to manage and liaise with multiple internal and external stakeholders Negotiation 10-15 years of relevant work experience Preference would be given to candidates with a blend of experience with a Bank and a Real Estate advisory firm How we ll support you Training and development to help you excel in your career Coaching and support from experts in your team A culture of continuous learning to aid progression A range of flexible benefits that you can tailor to suit your needs

Position 1 - Corporate HR Role & responsibilities Strategic Human Resource: Responsible for Spearheading the implementation & Execution of the Strategic Human Resource Initiatives. OD Interventions and Change Management; Drive OD interventions, culture building, change management, and strategic HR projects. HR Policies / Process / System; Formulating HR Policies to define Standard Procedures and Guidelines with respect to various HR practices and processes followed within the Organization and review the existing policies and do the necessary changes to meet the organizational goals Performance Management System; Driving a High-Performance Culture by ensuring goal setting, performance reviews, and improvement plans are timely and tied to business results and ensuring the alignment to the business objectives. Partnering with the Cross-functional teams and ensuring successful rollout of Succession planning and Talent Assessment. Learning and Development; Identifying the Training Needs across all the levels through mapping of skills required for a particular position, consolidating and prioritizing the training Schedules, measuring the effectiveness of these programs. Conduct Training Workshops on Behavioral and Soft Skills Employee Engagement Activities; Initiation & Implementation of employee engagement Initiatives for the employees (Monthly Birthday Celebrations, Celebration of Festivals, Health, and Safety Awareness programs). HRMS: Implementation & Execution of HRMS modules like ESS, Attendance and Leave Management and Performance Management. Position 2 - Talent Aquisition (Non IT ) Key Responsibilities: Collaborate with hiring managers to understand staffing needs and develop effective job descriptions and recruitment strategies. Source and attract candidates using a variety of methods including job boards, social media, networking, and employee referrals. Screen resumes, conduct initial interviews, and manage candidate pipelines through the applicant tracking system (ATS). Coordinate interviews, provide interview coaching, and gather feedback from interviewers. Ensure an exceptional candidate experience throughout the hiring process. Maintain accurate and timely documentation of candidate interactions and hiring activities. Support employer branding efforts and talent marketing initiatives. Stay current on recruitment trends, market conditions, and best practices.

We are seeking a dynamic and strategic Senior HR Manager to lead our human resources function. This role is responsible for driving HR initiatives that align with business goals, fostering a high-performance culture, and ensuring compliance with employment laws and best practices. Role & responsibilities Develop & Implement HR Policies: Design, implement, and maintain HR policies that ensure compliance with legal regulations, promote a positive workplace culture, and support the companys strategic goals. Regularly review and update HR policies to keep up with changes in legislation and best practices. Employee Relations & Engagement: Act as a point of contact for employee concerns, ensuring that issues are addressed promptly and fairly. Foster a positive work environment that encourages employee engagement, satisfaction, and retention. Talent Acquisition & Recruitment: Oversee the full-cycle recruitment process, from sourcing candidates to onboarding new employees. Partner with department heads to identify staffing needs and ensure the company attracts top talent. Performance Management: Develop and implement performance management processes that align with company objectives. Work closely with managers to ensure consistent and fair performance evaluations. Training & Development: Identify training and development needs and create strategies to support employee growth. Implement employee development programs to enhance skills and career progression. Compliance & Legal Support: Ensure that HR policies and practices are compliant with labor laws, regulations, and company policies. Maintain records of employee contracts, benefits, and compensation. Compensation & Benefits: Oversee the company's compensation strategy to ensure it is competitive and equitable. Manage employee benefits programs and ensure they are aligned with industry standards. HR Analytics & Reporting: Utilize HR analytics to measure the effectiveness of HR policies and programs. Provide regular reports on HR metrics (e.g., employee turnover, hiring success rate, etc.). Preferred candidate profile Masters/ Bachelors degree in HR, Business Administration, or related field 10 - 15 years of progressive HR experience, with at least 5 years in a leadership role Strong knowledge of labor laws, HRIS systems, and analytics Excellent communication, negotiation, and leadership skills (Salary is not a constraint for deserving candidates)

Strategic HR Leadership Talent Acquisition & Workforce Planning Employee Relations & Compliance Performance Management & Capability Building Payroll, Compensation & Benefits HR Operations & Policy Management

Position: HR -Head Industry: People Mobility Solutions Company (Buses/Cabs/EV Bus Management) Location: Aundh, Pune Reports to: Chief Executive Officer (CEO) Job Overview The HR -Head is the senior most role in the HR function and will be primarily responsible for recruitment of high potential candidates, creating processes and systems in HR that impact the entire organization (hire to retire cycle) and driving a performance driven culture with the help of the founders and the CEO. Key Responsibilities This is a planning and execution role. Understanding the current set-up, executing incremental improvement steps in the short term, and planning & execution of the long- term HR goals will be a critical success factor for this role Key Responsibilities Human Resources Leadership Performance Culture & Compensation : Drive a performance-oriented culture through an effective compensation framework, skill development programs, and employee engagement initiatives. Policy & Structure Development : Design and implement HR policies aligned with an evolving organizational structure. Job Descriptions & Role Clarity : Define and maintain clear, role-specific job descriptions for all designations. Hire-to-Retire Lifecycle : Establish robust systems for end-to-end employee lifecycle management, from recruitment to exit. Compensation & Benefits Design : Develop a fair and motivating employee compensation structure. Employee Engagement : Lead innovative engagement activities to boost morale, retention, and alignment with company values. Payroll Management : Ensure timely and accurate payroll processing in compliance with statutory and internal standards. Process Execution : Build and manage efficient systems for recruitment, onboarding, training, and engagement. Professionalization & Growth Strategy : Guide the transition from a family-owned model to a professionally-run organization aiming for IPO in the next 2 years. Policy Implementation : Roll out cohesive, company-wide HR policies to standardize operations and drive consistency. Employer Branding : Develop initiatives to position the company as a genuine "Best Place to Work." Technology Integration : Utilize HR tech solutions to streamline and scale operations efficiently. External Representation : Represent the company in key HR forums, conferences, and industry platforms. HR Leadership : Lead, mentor, and manage the entire HR team to deliver high-impact results. IR & Compliance Oversight : Guide Industrial Relations (IR) personnel to ensure all workshops and depots comply with applicable labor, environmental, and safety laws. Key Skills & Competencies Proven experience in setting up and scaling HR processes in a well-funded start-up or mid-sized organization Strong leadership and problem-solving skills Excellent communication and interpersonal abilities Data-driven decision-making capability Experience of managing a blue-collar workforce will be an advantage Qualifications/Experience: MBA or MPM in HR and/or degree in Industrial Relations Minimum of 15 years’ experience with at least 5 years in a senior leadership role Experience in Service Industries is must. companies like M&M, Tata Motors, Ashok Leyland, Eicher, etc. will be an advantage

Track and assess government policies across sectors Assess effectiveness and recommend strategic interventions Develop briefs, reports, and strategic inputs for leaders Strengthen narrative building for impactful public engagement Required Candidate profile Ideal candidates bring experience in policy analysis, governance frameworks, or consulting; adept at stakeholder management, content development, and translating insights into public communication.

We are looking for an experienced Company Secretary to ensure statutory and regulatory compliance, uphold corporate governance standards, and support the Board in strategic decision-making in a dynamic listed company environment.

We are looking for an experienced Company Secretary to ensure statutory and regulatory compliance, uphold corporate governance standards, and support the Board in strategic decision-making in a dynamic listed company environment.

Thorough knowledge of the Credit card policies, Pricing and Collections Skilled in policy formulation, risk monitoring, Portfolio analytics and management

Role & responsibilities Strategic Talent Acquisition Assist in formulating competitive recruitment strategies aligned with organizational goals. Ensure timely implementation and alignment of recruitment plans with business objectives. Build effective talent pools by developing strong partnerships and sourcing channels. Identify demandsupply gaps in workforce requirements and take proactive measures. Recruitment Process Management Identify and leverage effective recruitment channels to attract high-caliber candidates. Manage the entire recruitment lifecycle from sourcing to onboarding. Oversee recruitment administration, including contract letters, offer letters, and selection reports. Provide timely and constructive feedback to candidates and stakeholders at every stage. Cross-Functional Collaboration & Stakeholder Engagement Collaborate with various departments to understand role-specific needs and support talent development. Maintain strong relationships with internal teams, external agencies, and other stakeholders. Coordinate with L&D teams to design training programs for new hires and existing employees. Ensure smooth coordination with statutory and internal auditors for data requirements and audits. Performance & Retention Ensure timely and efficient performance evaluation processes. Develop effective backfill strategies and employee retention plans. Circulate periodic MIS reports across the organization. Maintain seamless coordination with other HR functions and departments. Preferred candidate profile Experience & Expertise 812 years experience in IT and mid-to-senior-level recruitments, workforce planning, and staffing across diverse industries. Proven ability in global, in-house, and agency recruitment processes. Skilled in handling multiple sourcing channels, social media platforms, and talent acquisition software. Adept in salary negotiations, candidate documentation, and stakeholder management. Skills & Competencies Excellent written and verbal communication skills in English and at least one local language. Proficiency in Microsoft Office, CRM applications, and social media tools. Strong organizational skills, with the ability to thrive in fast-paced, dynamic environments. Creative, innovative, and resourceful approach to talent acquisition. Knowledge of legal guidelines and recruitment-related regulatory frameworks. Capable of managing conflicts and building strong stakeholder relationships. Familiarity with industry-specific best practices in recruitment. Qualification Master’s degree in Human Resources. Bachelor’s degree in Science. Compensation Salary Range: 10–13 LPA. Apply Now: Please send in your resumes to hr@zygal.io Find us at: www.zygal.io

Role & responsibilities Develop risk policies and strategies specifically tailored for rural areas, considering the unique characteristics and challenges of rural markets. Conduct comprehensive risk assessments and analyses to identify potential threats and opportunities associated with rural lending and investment activities. Collaborate closely with cross-functional teams including credit risk, operational risk, compliance, and rural development to ensure cohesive risk management practices across rural operations. Monitor the effectiveness of existing risk policies and procedures in rural areas, and propose adjustments or enhancements as necessary. Implement risk policies and procedures in rural areas, ensuring timely execution and adherence to standards. Provide insightful analysis and reporting on rural risk metrics, trends, and issues to senior management and relevant stakeholders. Preferred candidate profile Minimum- 2-3 years in Risk Policy in HL / LAP /PL / BL Durgesh.ojha@skillventory.com

Data Analytics & Reporting Analyze large datasets using Excel, SQL, Python Interpret trends for risk mitigation and policy formulation Policy Development & Review Draft/review credit and risk policies (acquisition/post-issuance) Ensure alignment with RBI guidelines and internal frameworks Collaborate across teams for implementation & UAT testing Modify BRE (Business Rules Engine) based on policy updates Portfolio & Risk Management Monitor credit portfolios, risk thresholds, and performance Benchmark with industry credit scores and trends Product Exposure Work with Cards / Personal Loan / Mortgage (Consumer/Commercial/Credit) Support deal structuring and regulatory compliance Stakeholder Engagement Interact with Audit, Compliance, Business teams Liaise with rating agencies, regulators, and forums

Job description : Deputy Registrar Administration Location: Rama University, Kanpur Employment Type: Full-Time Experience Required: 15+ years in higher-education administration Job Summary The Deputy Registrar Administration will partner closely with the Registrar and senior leadership to manage and enhance all core administrative functions of the university. This role demands strategic planning, policy development, and operational oversight across departments such as admissions, examinations, finance, HR, and campus services. Key Responsibilities Policy & Compliance: Develop, review, and implement administrative policies in line with UGC/AICTE/NAAC regulations. Ensure statutory compliance across all administrative units and prepare documentation for audits and accreditations. Operational Leadership: Oversee daily administrative operations—registrar’s office, admissions, examinations, records, student services, and campus support teams. Streamline workflows and introduce process improvements to boost efficiency and transparency. Stakeholder Coordination: Act as liaison between university leadership, faculty committees, governing bodies, and external agencies. Organize high-level meetings, convocation events, and governance forums. Data Management & Reporting: Maintain accurate academic and administrative records; generate periodic reports for the Board of Management and regulators. Lead implementation of ERP systems or data-management platforms. Budget Oversight: Collaborate with Finance to draft administrative budgets, monitor expenditures, and optimize resource utilization. Team Leadership: Mentor and manage administrative staff, setting performance goals, conducting appraisals, and fostering professional development. Project Management: Drive cross-departmental initiatives (new program launches, campus expansions, digital transformations) from conception through execution. Qualifications & Skills Master’s degree in Arts/Science/Management or related field; a degree in Law or Business Administration is a plus. Minimum 15 years of progressive administrative experience in a university or large educational institution. Proven expertise in policy formulation, regulatory compliance, and governance processes. Strong leadership, communication, and stakeholder-management abilities. Excellent analytical skills, with proficiency in MS Office and ERP/CMS platforms. High integrity, attention to detail, and commitment to service excellence..

- Minimum 05 years experience as an Hr Manager FROM FMCG INDUSTRY ONLY -must be an mba hr operations /talent acquisition , payroll management , compliance, Liaisoning ,• Employee Engagement policy development

Job Description: A good HRBP needs to be able to help their organization become future-ready by focusing on the existing workforce in the organization and prepare them for the future. Areas that they will need to work on include: • Reskilling and upskilling: identify training needs and assist the L&D function in aligning training programs with business objectives • Strategic workforce planning: ensure the companys workforce has the right size, shape, cost, and agility for the future • Succession planning: select and develop key talent to ensure there are talents to fill in critical roles Coaching and consulting leadership about HR matters • Conduct weekly or bi-weekly meetings with business leaders and provide HR advice where necessary • Be up-to-date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance. • Building a competitive organization • Conducting day-to-day performance management guidance to line managers (for example mentoring, career planning, coaching, etc.) • Helping line managers deal with organizational, people, and change-related issues • Optimizing organizational design to increase productivity and improve performance of the business. • Collaborating with other HR team members on implementing innovative and inclusive recruitment strategies • Developing or assisting in developing a future-proof compensation and benefits strategy • Implementing reward and recognition interventions to increase bottom-line results and employee engagement Data literacy • We require the HRBP to be able to understand data interpretation, collection, and creation. • Ability to read and interpret dashboards and reports containing complex data • Familiarity with data collection methods, both quantitative and qualitative • Ability to set up and track relevant metrics and KPIs and use them to drive business results Key Skillset : • Event • Analysis • Employee Grievance • SHPC/POSH • Excel/PPT • Policies

Position: State FPO Development Officer Organization: Samvedna Development Society Experience: 2 Years working experience with FPOs. Education: Post-graduate degree in Agriculture Marketing /Post-Harvest Technology/Agri. Business Management /Food Technology. Industry: Agriculture | Farmer Producer Organizations (FPOs) | Post-Harvest Management | Rural Development Salary Package: 14 - 16 LPA Age Limit : 35 Years About Us: Job Overview: Samvedna Development Society (www.sdsorg.in), a new age NGO, is recruiting professionals/ experts in Livestock sector on its payroll for a project supported by BHARAT FINANCIAL INCLUSION LIMITED (A 100 % Subsidiary of IndusInd Bank). Samvedna Development Society is seeking a highly experienced State FPO Development Officer to lead policy formulation, supervision, and strategic implementation of programs aimed at strengthening Farmer Producer Organizations (FPOs), post-harvest management, and market linkages. The ideal candidate will have deep expertise in agriculture, rural development, and stakeholder engagement, ensuring impactful execution of national-level initiatives. Qualification: Bachelor Degree in Agriculture/Horticulture/Agriculture Marketing/Business Administration/ Food Technology or equivalent from recognised University/Institute. Role & responsibilities: To get issued various type of licenses i.e. inputs licenses, mandi licenses, FSSAI, AGMARK, etc. and bank accessibility for credit. To make FPOs aware and get benefited about the schemes implemented by government. To assist all Technical Managers in respect of duties assigned to them. How to Apply: Interested candidates who meet the above requirements are encouraged to submit their resume along with a cover letter highlighting their relevant experience and qualifications to aditya.kumar@sdsorg.in Samvedna Development Society is an equal opportunity employer and welcomes applications from individuals of all backgrounds. We thank all applicants for their interest; however, only those selected for an interview will be contacted.

Title - QR Risk Lead - Associate Vice President/ Vice President About the role: Evangelize and demonstrate value and impact of risk analytics for informed business decision making by developing and deploying analytical solutions and providing data driven insights to business stakeholders to understand and solve for various business challenges Expectations/ Requirements - 13 to 18 years of experience into risk field Strong experience and expertise in Risk management - Fraud prevention, detection and mitigation. Lifecycle management of customer on boarding, monitoring, portfolio management and compliance. Creative and dedicated individual who will fit with our collaborative culture. Cohesively work with a lot of people, across functions and teams every day. Coordinate with other departments for compatibility of all aspects of each project. Develop comprehensive project plans along with key stakeholders. Program manage initiatives that are driven centrally for Technology improvements. Track Program/Project performance, specifically to analyse the successful completion of short and long-term goals. Engage with various Business & Technology Teams within Paytm to identify common bottleneck especially on Technology front. Enable and encourage use of common services to increase the speed of development and execution. Smart thinking and clear communication. Use and continually develop leadership skills. Should have managed teams and must have great stakeholder management skills. Hands on experience in policy formulations, portfolio management, risk analytics and data backed decisioning. Comfortable with provisioning norms, loss models and regulatory environment. Balanced view focused on managing the risk reward equation. The incumbent must be willing to experiment and run test & learn programs to help expand the payment business. Will be responsible for end to end management of the consumer risk function, own the p&l and create the appropriate risk culture in the team.

MBA HR and 10-15 years experience in HR Good communication and leadership skills Required Candidate profile Strategic HR Leadership, Core HR Systems and Compliance, Employee engagement and Culture, Performance management, Crisis management and advise