86 Posh Jobs - Page 4

Role & responsibilities Key Responsibilities: HR Operations & Compliance: Oversee and continuously improve daily HR operations including employee records, HRIS data management, documentation, and workflows. Maintain accurate and up-to-date employee information in HR systems; ensure data integrity and reporting accuracy. Ensure compliance with federal, state, and local employment laws and internal policies. Prepare and submit compliance reports and documentation as required (e.g., EEO-1, ACA, audits). Lead process optimization efforts for HR administration, onboarding/offboarding, and policy implementation. Employee Relations & Engagement: Serve as a trusted resource for employees and managers regarding HR policies, procedures, and conflict resolution. Conduct investigations and manage disciplinary actions in a fair and compliant manner. Partner with leadership on employee engagement and retention initiatives. Talent Acquisition & Onboarding: Manage full-cycle recruitment in coordination with hiring managers, ensuring a seamless candidate experience. Drive improvements in recruiting processes and systems. Oversee new hire onboarding to ensure smooth integration and compliance with all documentation. Performance Management & Development: Support the performance review cycle, including goal setting, coaching, and feedback. Coordinate learning and development programs and identify growth opportunities for employees. Assist in succession planning and talent calibration processes. Compensation & Benefits: Administer employee benefits and compensation programs; liaise with benefits providers and payroll. Conduct benchmarking and internal equity analyses to ensure competitive compensation strategies. Respond to employee inquiries regarding pay, benefits, and HR policies. HR Projects & Reporting: Lead or contribute to HR projects such as employee engagement surveys, DEI initiatives, and organizational development. Generate and analyze HR metrics and dashboards to guide business decisions. Provide HR reports and insights to management for strategic planning. Preferred candidate profile

Role & responsibilities Job Responsibilities HR policy review and update Policy periodical training. POSH meetings Competency matrix and annual training plan prep Organizatinal chart review Headoffcie audit Customer audit PIC All audit gap closures Skill matrix approval HR appraisal KPI setting coordination Monthly KPI meeting coordination HR warnings OT approvals HR procedure and documents

Job Title: Executive Human Resource Business Partner (HRBP) Location: Gurgaon Company: IGT Solutions Pvt. Ltd. Industry: IT & BPM – Travel, Transportation, and Hospitality Domain Company Overview: IGT Solutions Pvt. Ltd. is a global leader in IT and Business Process Management (BPM) services, dedicated to delivering innovation and operational excellence across the Travel, Transportation, and Hospitality sectors. With over 10,000+ travel industry experts and 15 state-of-the-art delivery centers worldwide, IGT offers comprehensive solutions in Application Development, Mobility, Testing, Analytics, Contact Center Services, Back Office Operations, and Consulting. IGT is committed to a diverse and inclusive workplace and provides equal employment opportunities without regard to age, gender, race, religion, disability, or other protected statuses. Job Summary: We are seeking a dynamic and experienced Executive – HR Business Partner (HRBP) to join our team in Gurgaon . This role will lead HR operations for the assigned vertical/process, support business functions, drive employee engagement and retention initiatives, and ensure policy compliance. Key Responsibilities: Employee Relations: Address and resolve employee queries and concerns efficiently; track and report resolution Turnaround Time (TAT). Compliance & Policy Adherence: Enforce labor laws, company discipline, and the Code of Conduct. Attrition Management: Maintain attrition at or below 5%. Employee Engagement: Lead engagement activities, facilitate action planning, record meeting outcomes, and ensure timely follow-ups. Performance Management: Ensure timely KRA sign-offs for new joiners and during internal movements; monitor half-yearly and annual appraisals. Training Compliance: Track training plan adherence for the assigned vertical/process. Exit Management: Conduct exit interviews, analyze survey data, and present actionable insights and trends. Retention Strategies: Implement effective strategies to enhance employee retention and workplace satisfaction. Branding & Market Intelligence: Support employer branding and monitor industry HR best practices. Policy Compliance: Ensure adherence to internal policies including Security, Privacy, Zero Tolerance, Disciplinary, and Learning Agreements. Qualifications: Education: Graduate in any field (preferably with a degree in Psychology, Industrial Relations, or Human Resource Management). Experience: Proven experience in HR Generalist or Specialist roles, especially in labor relations and employee engagement in a BPO/Call Center environment. Skills & Competencies: Proficiency in MS Office tools (Excel, PowerPoint, Word) Strong analytical and problem-solving skills Basic understanding of labor laws and HR practices Ability to multitask and manage deadlines Excellent verbal and written communication skills Strong interpersonal and conflict-resolution abilities Additional Information: Work Environment: Onsite role (Gurgaon office) Work Schedule: Flexibility to work in rotational shifts or 24/7 schedules is mandatory Why Join IGT Solutions? Become part of a global leader that drives meaningful transformation in the travel and hospitality domain. At IGT, you’ll have the opportunity to shape HR practices, contribute to a culture of excellence, and grow your career in a dynamic, people-first environment.

Job Description - GLSP Purpose: To draft job description for each position to ensure the quality hiring of each personnel. DEPARTMENT: HR & Administration SKILLS/EXPERIENCE REQUIRED: POSITION: AM- HR MINIMUM QUALIFIFACTION: MBA in Human Resource Management/PGDHRM MINIMUM EXPERIENCE: Minimum 5- 6 Years of relevant experience TRAINING/CERTIFICATION: NA ROLES AND RESPONSIBILTIES: Execute internal recruitment for all levels as and when required: Sourcing candidates. Conducting assessment and technical interviews, Background & Document verification Performing all joining formalities like induction, Documentation, Office supplies etc Performance Management System: Establishing, setting goals and targets for team members in coordination with department heads, facilitating performance assessment, facilitating rewards and recognitions. Leave management and attendance tracking Planning and executing employee welfare activities and other office events. Ensuring smooth exit of an employee along with exit interviews with full & final settlement. IMS, BSC, WELL Compliances: Process owner, Documentation and Assisting in external auditing. Assisting management in documentation, Follow ups and process implementation work. Drafting and managing all type of company documents like Manuals, Department SOPs, forms, Records, company client communication. Ensuring all staff benefits like Health insurance, Internet plans, Mobile, IT assets etc Incident investigation: Own and analyze incidents when they occur. Identify the root cause and ensure mitigation steps are taken. Ensure additional steps are taken to prevent the same Ensure OHS Related aspects Knowledge on energy management system. Contact Details : 8921174281/ 9538003766

SPOC for investigating workplace situations, grievance, conflicts, employee issues for Cvent India End to End redressal of employee complaints Ensure timely closure of investigations and upkeeping the ER records in all relevant systems Collaborating with different COEs including Legal to ensure a fair and unbiased investigation of any grievance and conflict, in accordance to labor laws and regulations Manage Employee discipline issues including and not limited to any issues in breach of the Employee handbook clauses Lead the Cvent India Workplace Harassment committee Monitor/analyze employee relations trend and develop and implement mitigation strategies accordingly Assist in drafting, designing, interpreting, maintaining policies & HR Processes, regulations, and programs in a manner conducive to company goals Regular audits of processes & policies in compliance with existing labor laws. What you will need for this role: Proven work experience as an Employee Relations Specialist or similar role. Demonstrated knowledge of employment laws and regulations. Proven record of Strong problem-solving conflict resolution and mediation. Excellent decision-making skills Strong understanding and ability of handling confidential information. Outstanding interpersonal skills Exceptional written and verbal communication. Excellent organizational skills and attention to details. Professional certification as an Employee Relations Specialist.

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 Looking for Female Only (Night shift) Key Skillset : • Event • Analysis • Employee Grievance • SHPC/POSH • Excel/PPT • Policies

About The Role Job Summary : Lead, conduct, and oversee corporate compliance (Conduct Counts or CC) investigations arising out of alleged misconduct raised through Accentures various CoBE reporting channels. Reporting to Global Conduct Counts Matters Regional Lead - Corporate Investigator, manages notification, recording and reporting process related to investigations, and works with senior company leadership to assess and address significant legal risks associated with such reports and investigations. Key Responsibilities: Actively assist and/or conduct investigations of CC and personnel-related allegations of misconduct registered through Accentures various reporting channels. Oversee and conduct legally privileged investigations (at the direction of an attorney), which includes, defining scope, reviewing documentation, developing investigative plan, notifying appropriate personnel, conducting interviews, compiling investigation status and reports, recommending, and implementing proper remedial measures, concluding matters appropriately. Provide advice to organizational leadership concerning risk and appropriate remedial measures related to CC allegations. Collaborate with internal and external resources assembled to address and resolve allegations of misconduct or allegations of other improper processes/practices. Oversee, counsel, guide, train and support attorneys and other investigative personnel assembled to conduct CC-related investigations. Draft and/or review analyses to address risks of CC-related misconduct. Consult with and advise HR leadership concerning nature, risks, investigation and remediation of matters. Work with regional Corporate Investigators, Geographic Legal and HR Leads, Global and Regional Leads of internal functions, and other Global leadership on investigations. Stay abreast of legal developments affecting investigations, rights of reporting individuals, rights of accused, and compliance-related standards. Promptly identify and escalate CC matters to Regional Leads for oversight. Develop internal guidelines on CC-investigation related issues. Relationships : Reports to: Relevant GCCM Regional Lead or Other Senior GCCM Regional Leader. Supervises: Collaborate with local HR/ER/Legal professionals to effectuate investigations. Knowledge and Skill Requirements: Strong interpersonal skills, strategic business acumen, confidence and capability in addressing sensitive and complicated ethical conduct/compliance and personnel-related matters. Experience and demonstrated capability in conducting and supervising investigations (including compliance-related investigations, employment investigations, POSH, and governmental investigations) and in drafting confidential reports and advising senior leadership on such risks. In-depth knowledge of local ethical/conduct/compliance-related risks, employee rights and obligations (including POSH, LGBTQIA+, PWD, HIV et al), and related laws. Extensive experience in employee relations and workplace investigations. Team oriented, yet able to work independently. Experienced to work in a multi-national and culturally diverse environment. Ability to significantly influence senior executive management decisions; commands respect of executives. Ability to present careful, balanced, objective, lawful and well-reasoned solutions. Responsive and follows through on commitments. Strong time management, prioritization, and organizational skills. Ability to influence, strong executive presence. Excellent oral and written communications. IMPORTANT NOTE : For non-attorney candidates , you must have demonstratable experience of minimum of 15 years in conducting workplace/POSH and other investigations. Preferred Qualifications: Employment Law Experience is preferred but not mandatory. Demonstratable experience and capability in conducting and supervising investigations (including compliance-related investigations, employment investigations, POSH and governmental investigations) and in drafting confidential reports and advising senior leadership on such risks. In-depth knowledge of local ethical/conduct/compliance-related risks, employee rights and obligations, and related laws, including but not limited to Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013 and Rules framed thereunder. Extensive experience in employee relations and workplace investigations. Qualification Basic Qualifications : Bachelor of Law or Higher degree. Demonstrable experience in conducting workplace/POSH and other investigations. Skills & Work Experience : For CL8: Minimum 2 years experience in conducting workplace investigations; 10 12 years experience in relevant legal function, employment law/litigation/disputes experience, and fluency in written and spoken English.

This role will oversee all corporate secretarial, regulatory, and governance functions and play a key role in supporting investor transactions and fundraising documentation as the company scales its operations in India and abroad

This role will oversee all corporate secretarial, regulatory, and governance functions and play a key role in supporting investor transactions and fundraising documentation as the company scales its operations in India and abroad

Job Profile Summary The Payroll Executive will be responsible for the end to end payroll processing and ensuring accurate and timely payment to employees. This role will also support various operational functions to ensure smooth business operations. The ideal candidate will have strong analytical skills, attention to detail, and the ability to manage multiple tasks efficiently. Job Description Process and manage the company's payroll system, ensuring timely and accurate payment of wages. Maintain payroll information by collecting, calculating, and entering data. Update payroll records by entering changes in exemptions, insurance coverage, savings deductions, and job title and department/division transfers. Prepare reports by compiling summaries of earnings, taxes, deductions, leave, disability, and non-taxable wages. Resolve payroll discrepancies by collecting and analyzing information. Handle payroll queries of the employees. Experience in filing PF, ESIC, TDS, LWF, PT challan on time Experience in handling POSH return, audit etc Prepare and submit compliance reports to regulatory bodies as required. Integrate leave records with payroll processing to ensure accurate calculation of salaries, deductions, and compliance with company policies. Manage the administration of employee benefits, payroll, and HR information systems (HRIS). Ensure the accuracy and integrity of employee records and HR data. Handle payroll and benefit-related issues, providing guidance and resolution as needed. Prepare official documents/letters and be able to process them on time. Relevant experience & qualifications 4+ years of experience in end to end payroll & compliance Bachelor's or Master's degree in HR Languages: English (Advanced) Immediate joiners preferably

Understand, investigate and resolve any employee relations issues at the location in order to achieve agreements, settle conflicts, and minimize dispute. S/he will deploy employee engagement programs in order to make Infosys a great place to work. Monitor and ensure effective deployment of company culture during on-boarding and regular employee processes at the location in order to ensure that the employee is aligned to the overall organizational objectives in terms of culture and values and the same being deployed seamlessly and effectively. Lead the implementation of the personal policies and procedures. S/he will spread awareness of the same and action relating to deviations. S/he will partner with the unit representatives and DC heads continuously in order to ensure that the employee concerns and suggestions are duly acted on and resolved in an effective manner. Handle all pee-to-peer relation issues as well as employee management concerns including grievance investigation and resolution. S/he will involve in performance planning and counselling. S/he will run counseling and EAP programs in order to enable quick response to employee issues in all countries. Lead projects and activities related to improving employee relations such as employee health, safety programs, opinion surveys, employee intranet, training programs etc. S/he will implement large scale programs to respond to current and future employee interests or concerns like health, work life etc in order to sustain high levels of employee engagement. Provide advice to key employees and managers on all policy and guideline interpretation of employee relations policies and HR programs. S/he will serve as consultant to business managers and employees to provide conflict resolution, interpret labor laws and policies, handle employee grievances and managerial training in order to maintain harmonious employee relations and effective handling of employee issues. Monitor and measure awareness programs on the company's anti-harassment initiative in the respective locations. S/he will investigate harassment cases in order to provide employees a positive work atmosphere. Ensure compliance adherence with local regulations concerning employment. S/he will ensure that all activities undertaken by Human Resource Department comply with relevant Acts, legal demands and ethical standards. S/he will implement the company's ethics policy and code of conduct in order to preserve company vision on ethics. Establish lines of control and delegate responsibilities to subordinate staff, oversee performance and reporting, ensure team building in order to increase effectiveness and to ensure adherence to organization policies. S/he creates career development and succession planning for direct reports and ensures effective knowledge management of processes in order to ensure that learning is captured in the team. Partner with business and external bodies in order to achieve the company objective on goals relating to CSR, inclusivity and sustainability. Ensure timely emergency response along with partner team to human resources in order to ensure business continuity. S/he will anchor HR aspects of the company's DR BCP plan at the location. Review induction process at locations in order to ensure effective assimilation of new hires and rapid enabling of new hires into business. S/he will investigate any deviation in employee screening program in order to enhance personnel security through background verifications. Lead programs and procedures to create a positive and motivating working environment for organizational effectiveness. S//he will drive the HR strategy for units/ locations under control in order to effectively implement their HR plans. Liaise with employee support groups and vendor groups to ensure quality and timely services to our employees. S/he will monitor the performance of the employee touch programs at location/ unit in order to ensure communication and program administration and employees get required service levels from support groups.