15 Policy Making Jobs

Position Overview : The Academic Policy and Projects Manager will play a vital role in supporting the Dean of Academics in the development, implementation, and maintenance of academic policies and procedures at Shiv Nadar University. This position requires a strong understanding of university regulations, compliance standards, and the ability to collaborate with various stakeholders. In addition, they will be expected to participate in special projects that the Dean of Academics undertakes, such as the launch of new programs, curriculum revision, and evaluation of programs. The candidate is expected to do research and help create frameworks and necessary documents related to the project. Responsibilities: Policy Development: Collaborate with the Dean of Academics to draft, review, and update academic policies and procedures in alignment with university goals and regulatory requirements. Research and analyze current trends and best practices in higher educatiopolicy to ensure continuous improvement. Regulatory Compliance: Stay abreast of regulations, guidelines, and standards set by regulatory bodies, such as the University Grants Commission (UGC), and ensure the university's compliance as necessary. Interpret and communicate regulatory changes to relevant departments and facilitate their understanding and implementation. Implementation Support: Work closely with academic departments and administrative units to ensure effective implementation of academic policies. Provide training sessions and resources to faculty and staff on new policies and procedures. Meeting Attendance: Represent the Dean of Academics in meetings with regulatory bodies, including UGC meetings, and other relevant forums. Prepare reports and documentation for these meetings, summarizing key points and ensuring compliance with regulatory requirements. Collaboration and Communication: Act as a liaison between the Dean of Academics and various university departments to facilitate cohesive policy implementation. Qualifications and Experience: Minimum Graduate in any discipline. A Masters degree is preferred. Proven experience in academic policy development within a higher education setting with a minimum of 8+ years of experience. Familiarity with regulatory bodies and their requirements, especially the UGC. Strong analytical and research skills. Excellent written and oral communication and interpersonal skills. Ability to write policy documents and reports and create presentations. Ability to work collaboratively in a team-oriented environment.

Company: Cilpesentix Infotech Pvt Ltd Location: Remote (Work from Home) Duration: 3 or 6 Months Stipend: Unpaid Post-Internship Offer: High-performing interns may receive a full-time job offer Eligibility: MBA / PGDM / Management Graduates or Pursuing Candidate should have their own Laptop/desktop for WFH About the Company: Cilpesentix Infotech Pvt Ltd is a fast-growing IT startup based in Bihar, specializing in software development, website creation, and AI chatbot solutions. We are on a mission to empower businesses and educational institutions with smart, affordable tech. Internship Responsibilities: Assist in recruitment processes: posting jobs, screening candidates, scheduling interviews Maintain and update HR databases Support onboarding and offboarding processes Conduct employee engagement activities and feedback collection Draft policies, maintain documentation, and ensure compliance Work closely with senior HR and management on daily operations Ideal Candidate: Pursuing or completed MBA/PGDM in HR or related Management field Strong verbal and written communication skills Proactive, organized, and self-driven Proficient with MS Office / Google Workspace Must have own laptop/desktop and reliable internet connection Why Join Us? Learn real-time HR operations in a growing tech company Gain mentorship from experienced professionals Get a certificate and strong industry exposure Opportunity to earn a full-time position based on performance To Apply: Send your updated resume to hr@cilpesentix.com with the subject line: Application for HR Internship - Naukri

Job Summary: The Corporate HR Manager is responsible for designing, implementing, and monitoring the Performance Management System (PMS) and formulating company-wide HR policies. This position plays a key role in aligning performance metrics with business goals and ensuring consistent, compliant, and employee-friendly HR practices across all units. The role supports a high-performance culture while maintaining fairness, legal compliance, and organizational integrity. Key Responsibilities: 1. Design, implement, and manage an effective Performance Management System (PMS) including KRA/KPI setting, goal alignment, appraisal cycles, and performance reviews for all departments. 2. Collaborate with department heads to establish measurable performance metrics tailored to various roles in production, support, and leadership. 3. Facilitate training for managers and employees on PMS tools, feedback practices, and appraisal procedures. 4. Draft, review, and update HR policies and procedures in compliance with labor laws, industry best practices, and internal requirements. 5. Ensure consistent policy implementation across units by coordinating with plant-level HR and department managers. 6. Support performance-linked decision-making processes such as increments, promotions, and performance improvement plans. 7. Maintain documentation and reports related to performance reviews, policy compliance, and audits, ensuring timely communication and transparency. Qualifications: Masters degree in HR, Business Administration, or related field (MBA in HR preferred) 510 years of experience in a core HR role, preferably within the textile or manufacturing industry Proficiency in Excel, HRMS/PMS software, and documentation tools High level of integrity, discretion, and ability to handle confidential data Strong understanding of statutory labour compliance in the textile industry Ability to work with cross-functional teams across production and corporate offices responsibilities

Responsibilities: * Lead recruitment strategy & policy development * Ensure compliance with employment laws * Manage talent acquisition process from sourcing to onboarding * Collaborate with hiring managers on workforce planning Provident fund Accessible workspace

Responsibilities: Develop & implement policies Ensure compliance with regulatory standards Manage fraud risks through detection & control measures Oversee gold loan portfolio

Conduct various employee engagement, ESIC, Employee retention, Conduct exit interviews, draft policies. Creating an analysis on employee attrition location wise Visit branches for HR related activities as per business requirement

Key Responsibilities: 1. Training & Development (T&D): Training Strategy: Design and implement a comprehensive training strategy to enhance employees' skills, knowledge, and overall performance. Learning Programs: Develop and manage learning programs that address both short-term needs and long-term career development of employees. Budget Management: Oversee training budgets and resource allocation, ensuring maximum return on investment for learning programs. Employee Development: Promote continuous learning and provide employees with opportunities to develop their capabilities through workshops, seminars, and e-learning initiatives. Performance Metrics: Establish key performance indicators (KPIs) for training and development and track progress against goals. 2. Policy Making: Policy Development: Create and review HR policies related to employee welfare, training, performance, and organizational standards, ensuring compliance with relevant laws and regulations. Policy Implementation: Ensure that policies are communicated effectively to all employees and are consistently enforced across the organization. Change Management: Revise and update policies as necessary, considering changing legislation and business needs. Employee Relations: Maintain open communication with employees to ensure policy implementation is effective and to address concerns. 3. Talent Management: Talent Strategy: Develop and implement a talent management strategy to attract, retain, and grow key talent within the organization. Succession Planning: Identify and create a clear pipeline for leadership roles, working to ensure the organizations long-term talent needs are met. Employee Engagement: Design and execute initiatives to improve employee engagement, motivation, and retention. Performance Management: Lead the performance management process, including appraisals, feedback, coaching, and development plans for high-performing employees. Career Development: Promote career growth within the organization, supporting the development of career paths for employees. 4. Talent Acquisition: Recruitment Strategy: Develop and execute recruitment strategies to attract top talent in line with organizational goals. Job Descriptions & Advertisements: Work with department heads to create accurate and compelling job descriptions and recruitment advertisements. Interviewing & Selection: Oversee the interview and selection process, ensuring a positive candidate experience and aligning talent with business needs. Onboarding: Lead and enhance the employee onboarding process to ensure a smooth transition for new hires into the company. Employer Branding: Strengthen the employer brand to ensure the organization is recognized as a top employer in the industry.

1. Develop and implement HR strategies 2. Strategic HR & IR Planning 3. Implement and oversee performance appraisal systems 4. HR activities comply with relevant labor laws and regulations 5. Develop, implement, and update HR policies and procedures Required Candidate profile Min of 5 years in a senior HR leadership role Assertive & Strong communication skills Excellent skills in people experience Proven experience in industrial relations and managing union relationships

We are looking for an HR Operations Specialist to handle key HR functions, including compliance, onboarding, grievance handling, policy writing, payroll, exit formalities, and using Zoho People for HR activities.

Conduct various employee engagement, employee retention, team motivation activities Conduct exit interviews, draft policies. Creating an analysis on employee attrition location wise Visit branches for HR related activities as per business requirement

Dear Candidate, Relevant experience candidate can apply for this job. Job Description:- Recruitment & Talent Acquisition: Expertise in sourcing, interviewing, and hiring top talent across various industries and job functions. Employee Relations & Engagement: Skilled in fostering a positive workplace culture, managing conflicts, and maintaining employee engagement. HR Policies & Compliance: Knowledgeable in labor laws and organizational policies, ensuring compliance and effective policy implementation. Performance Management: Experience in driving performance appraisal systems and providing feedback to support employee growth and productivity. Statutory Compliance - Thorough knowledge and experience of compliance requirements for EPF/EPS/ESIC/MLWF etc. and coordination of employee benefits programs. HRIS Systems: Proficient in using HR software tools for employee data management, payroll, and benefits administration. Payroll & Benefits Administration: Management of payroll processing with knowledge of Minimum wages, wage codes, TDS etc. Onboarding & Offboarding: Ensuring smooth onboarding processes for new hires and managing offboarding when employees leave the organization. Requirements : Only Male Candidate Advance Excel Ready to visit PF and ESIC office Regards, Ankita Ghogale ankita.ghogale@mahendrabrothers.com

Job Summary The Senior Manager Talent Management will play a critical role in establishing and driving the talent management strategy for our newly set up Global Capability Center (GCC) in Hyderabad. This position will be responsible for developing and implementing programs related to Talent Management, Employee Engagement, Rewards & Recognition, Compensation & Benefits, Talent Retention Strategies, HR Operations, Policy Making, Statutory Compliance, Performance Management, and Appraisals. The role requires an experienced HR leader with a strategic mindset who can align people strategies with business goals, foster an engaging work culture, and drive HR excellence. Key Responsibilities Talent Management & Leadership Development Design and implement talent management frameworks to identify, develop, and retain high-potential employees. Drive leadership development programs, succession planning, and competency-building initiatives. Partner with business leaders to create career pathways, ensuring strong internal talent pipelines. Lead initiatives to enhance performance, employee growth, and continuous learning. Employee Engagement & Culture Building Develop and execute comprehensive engagement strategies to foster a strong company culture. Lead employee satisfaction surveys, analyze feedback, and implement action plans for continuous improvement. Partner with Internal Communications to drive initiatives that enhance employee experience. Rewards & Recognition Design, implement, and manage innovative rewards and recognition programs to enhance employee motivation. Ensure alignment of reward structures with business objectives and global standards. Continuously assess and refine recognition frameworks based on feedback and industry best practices. Compensation & Benefits Develop and oversee competitive compensation and benefits programs in alignment with global policies. Conduct benchmarking studies to ensure industry competitiveness. Collaborate with finance and external vendors to ensure compliance and cost-effectiveness. Talent Retention Strategies Develop strategic retention initiatives to reduce attrition and improve employee experience. Implement personalized career growth plans and internal mobility programs. Analyze exit trends and devise targeted interventions to enhance employee retention. HR Operations & Policy Making Oversee HR operations, ensuring seamless execution of HR services and support. Develop and implement HR policies aligned with global and regional compliance standards. Ensure HR policies are regularly updated in line with market trends and legal requirements. Statutory Compliance & Employment Law Ensure adherence to all labor laws, employment regulations, and statutory compliances in India. Liaise with legal and regulatory authorities to stay updated on HR compliance requirements. Conduct regular audits to maintain compliance and mitigate risks. Performance Management & Appraisals Design and manage performance management frameworks that drive accountability and results. Partner with managers to implement fair and transparent appraisal processes. Provide data-driven insights to optimize performance evaluation and improvement strategies. HR Analytics & Data-Driven Decision Making Utilize HR metrics and analytics to assess program effectiveness and make data-driven HR decisions. Regularly track and report key HR performance indicators to senior leadership. Leverage HR technology and digital tools to enhance employee experience. Requirements 15+ years of experience in Talent Management, Employee Engagement, HR Operations, Compensation & Benefits, or HR Business Partner roles . Strong knowledge of statutory compliance and employment laws in India . Proven experience in designing and executing talent strategies and HR policies . Expertise in performance management, compensation, and total rewards. Excellent stakeholder management and leadership skills. Strong analytical mindset with experience in HR data analysis and reporting . Ability to work effectively in a global, fast-paced, and evolving environment . Experience managing HR functions in a GCC or multinational environment preferred. Willingness to work in US time zones as required. Personal Attributes Strategic thinker with a proactive and results-driven mindset . Strong leadership and interpersonal skills to influence and drive change . Excellent written and verbal communication skills. High level of integrity, professionalism, and discretion. Adaptable and flexible to evolving business needs. Passionate about fostering a positive employee experience and organizational growth .

Greetings of the day ! Our reputed MNC Client is hiring for: Designation: HR Executive- Policy Location: Baner, Pune Shift: General Shift Work Mode: 5 days working (WFO) Notice Period: 0-30 days (Plz don't apply if your notice period is more than 30 days) Education: MBA HR/ MA English Interview Mode: F2F interview (All rounds) NOTE: 1 year of contractual role/ 3rd party payroll (Extendable on good performance). Only Male candidate can apply. Role & responsibilities: Liaison with HR network to benchmark Processes and Policy. Help develop policies, processes and procedures for Automotive & High Tech industry. Ensure consistency in design of HR policies and standards. Understands the impact of strategy changes on people, processes, systems and obligations for the business or support unit and Group. HR generalist would be a good fit or Policy & Compliance related experience . Must have experience in Tools Dashboard, excel Must have Good Comm. Skills. They need to communicate to their stake holders on a regular basis. Written & Presentation skills should be good.. Important Points to be considered At least 1-2 years exp. in Policy role or HR Generalist exp. Only F2F Interview all Rounds. Male candidate required 5 days working at office NOTE: 1 year of contractual role/ 3rd party payroll (Extendable on good performance). Only Male candidate can apply. Thanks & Regards, Gayatri Kumari Email Id: gayatri@v3staffing.in V3 Staffing Solutions India P. Ltd.

* Preferred : Candidate from North India. Prior experience in the automobile manufacturing sector or a similar heavy industry is highly desirable. Role & Responsibilities Onboarding: Develop and facilitate onboarding programs to welcome new hires and integrate them into the plant's culture and operations. Ensure new employees receive necessary training and resources to perform their roles effectively. Conduct orientation sessions to familiarize new hires with company policies, procedures, and safety regulations. Payroll Management: Oversee payroll processes, including timekeeping, wage calculations, and benefits administration. Ensure accurate and timely processing of payroll in compliance with company policies and legal requirements. Address payroll-related inquiries and resolve any discrepancies or issues as needed. Legal Compliance and Audits: Ensure compliance with all relevant labor laws, regulations, and industry standards. Conduct regular audits to assess HR practices and processes for compliance and effectiveness. Implement corrective actions and improvements based on audit findings and recommendations. Industrial Relations (IR): Serve as the primary point of contact for addressing employee grievances, disputes, and disciplinary issues. Foster positive employee relations and promote a collaborative working environment. Represent the plant management in negotiations with labor unions and other relevant stakeholders. Employee Engagement: Develop and implement initiatives to enhance employee engagement, satisfaction, and morale. Organize employee recognition programs, team-building activities, and social events. Solicit feedback from employees and implement strategies to address concerns and improve the work environment. Training and Development: Identify training needs and develop training programs to enhance employee skills and competencies. Coordinate employee development initiatives, including career development plans, mentorship programs, and skills training. Evaluate the effectiveness of training programs and adjust as necessary to meet organizational objectives. Employee Relations: Serve as a primary point of contact for employee inquiries, grievances, and conflict resolution. Foster positive employee relations by promoting open communication and addressing employee concerns promptly. Implement policies and procedures to maintain a respectful and inclusive workplace culture. Performance Management: Develop and administer performance appraisal processes to evaluate employee performance and provide feedback. Collaborate with department managers to set performance goals and monitor progress. Identify training and development needs based on performance evaluations and career aspirations. HR Administration: Maintain accurate employee records and HR databases. Prepare reports and analyze HR metrics to support decision-making. Manage HR budgets and resources effectively. Required Qualifications : Educational Background : MBA/PGDM in HR or related field. Experience : Minimum of 7-10 years of HR experience, with at least 5 years in a plant or manufacturing setup. Strong understanding of labor laws, statutory compliance, and workforce management in a manufacturing environment. Experience in handling union negotiations, industrial relations, and blue-collar workforce. Excellent communication, leadership, and problem-solving skills. Preferred : Candidate from North India. Prior experience in the automobile manufacturing sector or a similar heavy industry is highly desirable.

Position Overview: Mjolnir Security is seeking a HR Analyst who will play a vital role in ensuring smooth payroll operations and an exceptional onboarding experience for new employees. This role combines administrative expertise with a people-first approach, making it perfect for someone who thrives in a fast-paced environment and enjoys working with a diverse team. Key Responsibilities: Payroll Management: Process bi-weekly/monthly payroll accurately and on time. Manage employee time tracking, leave requests, and payroll adjustments. Ensure compliance with Indian and Canadian payroll laws and regulations. Address payroll-related inquiries from employees. Employee Onboarding: Coordinate and facilitate the onboarding process for new hires, ensuring a smooth transition into the company. Prepare and manage employment contracts, offer letters, and onboarding documentation. Design and implement recruitment strategies that align with the organization's objectives. Conduct orientation sessions to introduce new employees to company policies, benefits, and culture. HR Administration: Maintain employee records in compliance with data protection and confidentiality standards. Assist with benefits administration and employee queries regarding health insurance, retirement plans, etc. Support HR compliance audits and reporting as needed. Culture and Engagement: Contribute to fostering a positive workplace culture aligned with company values. Assist in organizing team-building activities, and employee feedback initiatives. Performance Management Lead and oversee the performance management process, including goal setting, performance evaluations, and constructive feedback. Provide coaching and guidance to managers on effective performance management practices. Identify and implement strategies to enhance employee performance, engagement, and productivity. Collaborate with leadership to develop action plans for continuous improvement and career growth opportunities. Training and Development Assess organizational and individual training needs to identify skill gaps and development areas. Design, develop, and implement training programs that enhance employee skills and capabilities. Partner with managers to create tailored development plans for employees, fostering career advancement. Monitor and evaluate training program effectiveness, ensuring alignment with business objectives.