30 Skill Matrix Jobs

1. Develop and implement annual training plans in alignment with business objectives and skill gap analyses. 2. Roadmap across all departments, including shopfloor, maintenance, quality, design, and sales engineering teams. Required Candidate profile 1. Experience in a manufacturing setup with 6+ years in a core L&D/OD/people development role. 2. Exposure to cross-functional capability building and global training practices is an added advantage.

We’re looking for a Trainer who can work with both blue-collar and white-collar employees. •Conduct engaging training session •Develop and maintain training documents •Strong communication and facilitation skills

Responsibilities: * Lead cultural transformation through competency mapping & development * Oversee organizational change initiatives with succession planning & leadership dev Provident fund Annual bonus

Implement shopfloor best practices-Kaizen,5S,TPM. Design and implement Skill Matrix for workforce competency mapping. Identify training needs across departments,develop comprehensive Training Calendar. Plan and coordinate training programs. Required Candidate profile Experience in shopfloor & corporate Experience in 5S,Kaizen,TPM,Six Sigma Experience with blue and white collar employees

Role & responsibilities Position : L&D Learning Partner Location: Chennai, Tidel Park (WFO) Years of Experience: 1 to 5years Education : Any Graduate Requisite Skills : Consulting, Understanding of Learning methodologies, Project Management, Training methodologies in emerging technologies, PowerPoint and Excel Job Description Understanding business and business problems Stakeholder engagement to understand learning objectives and outcomes. Strategize learning and build a learning road map for the business unit. Design and Delivery Conduct detailed Learning Need Analysis (LNA) define metrics and sign off with the stakeholders. Design delivery mechanisms, track, report and create case studies. Managing Performance Ensure continuous communication with key stakeholders (HR Business Partners, business leaders) in creating a conducive learning ecosystem. Facilitating and tracking informal learning (social/collaborative learning) Supplementary learning Measurement & Reporting Evaluating the business impact of business-specific interventions Dipstick with learners on the efficacy of the learning solutions and be flexible to modify the approach. Generating key learning reports Promoting brand L&D Complete understanding of Sify L&D as a brand and how to promote learning to various cross-sections within the company.

Role: Senior Manager Corporate HR Exp 10-15 Years Domain/ Industry : Real Estate Developments Location- Gurugram Role & responsibilities: HR Planning, Budgeting, Forecasting per business requirement and Operating plans Provide strategic direction for setting up the Human Resources function in line with the organizational business plans and facilitate the execution of organizational HR plans and policies across all locations Ensure competitive positioning of group in the talent market by regularly updating the organizations positioning through conducting regular benchmark exercises, periodic review of organization structure, lines of control and delegation of authority. Ensure availability of critical skill sets and competencies in the organization in line with the business plans and manage people capability risks through continuous capability building, retention strategies and career & succession planning. Develop, implement and monitor HR systems for the organization, such as performance appraisal, recruitment, compensation, training & development, career and succession planning. Plan and evolve the Human Resource budget in coordination with Corporate Planning & Monitoring and controlling of Employee payroll cost. Develop and monitor the budget for HR department (including training, recruitment and organization development budget). Negotiate and monitor Service Level Agreements with various service providers to ensure value maximization for the organization. Maintain Organization staff by establishing a Recruiting, Testing& Interviewing program; Counselling Managers on Candidate Selection; Conducting and analysing Exit Interviews and recommending changes. End to End Talent Acquisition and Talent Management for different Business Verticals spanning Real Estate, Hospitality Development and Entertainments. Employee Life Cycle Management from Hiring/ Onboarding to Exits Periodic Performance review and management of employee Learning and Development, Conduct & Organize Training Sessions on Soft Skills, Behavioral Skills as per organizational needs. Ensures Legal and Statutory HR compliance by monitoring and implementing applicable HR Federal and State Requirements; Conducting investigations, Maintaining Records Maintains Management guidelines by preparing, updating, and recommending HR Policies and Procedures. Design and support organization development and culture building initiatives to create an environment most conductive to achieving business objectives. Preferred candidate profile: 1. Shall have 10+years of Experience in Corporate/ Business HR preferably in Real Estate / Construction/ Infrastructure/ Hospitality 2. Graduate + MBA in human Resources from premier B Schools. 3. Core Expertise in Manpower Planning, Budgeting and Forecasting 4. HR Business Partnering 5. Employee Life Cycle management and administrations 6. Employee KRA-KPI, Competency Mapping and Assessment Metrices 7. Performance Review and Performance Management 8. Succession planning and Cadre building 9. Organizational developments and Employer Branding 10. Cross functional coordination and Stakeholders management 11. Excellent communication and interpersonal skills Perks and benefits: As per Industry best practise.

Role & responsibilities We are seeking a dynamic and detail-oriented HR professional experience to support and drive HR initiatives across the organization. The ideal candidate will have a strong foundation in HR related deliverables in Recruitment, Learning and Development, Skill and Competency mapping, HR analytics, advanced Excel-based dashboards, and HR operations, particularly in mission-driven, consulting or service oriented environments. Preferred candidate profile Act as a strategic partner to program teams, support people strategies and aligned with organizational goals. Provide HR guidance and support to teams on employee performance, employee surveys, workforce planning, and employee relations. Drive Learning and Development initiatives from TechnoServe's Learning and Development initiatives that promote employee retention, skill, talent and competency mapping , and organization development Recruitment : Lead end-to-end recruitment processes including sourcing, screening, interviewing, and onboarding for lateral and critical hiring. Partner with hiring managers to define role requirements and develop effective hiring strategies. Build talent pipelines for current and future hiring needs, especially in niche roles within the development or consulting sectors HR Analytics : Build and manage HR dashboards and reports using Advanced Excel (pivot tables, VLOOKUP, Power Query). Analyze people data to generate actionable insights for leadership. Track key HR metrics such as attrition, engagement, recruitment funnel, and other indicators HR Operations : Plan and execute employee engagement activities, surveys, and action plans. Support culture-building initiatives, employer branding and employee communication strategies. Champion diversity, equity, and inclusion initiatives across teams. Support in HR documentation/ MIS process improvement, and compliance tracking. Familiarity with labor laws, contracts and compliance in the Indian context is most preferable HRIS - Should have exposure to develop HR IT systems with the support of global team / external vendors Bachelors or Master’s degree in HR, Business Administration, or related field from reputed institutions. Minimum 5-7 years of relevant experience in HR functions. Demonstrated expertise in HR analytics and Excel-based dashboards . Proven hands-on experience in recruitment and learning and development initiatives, and resolve employee related issues. Exposure to consulting firm, consumer focused, service driven sectors will be advantage. Experience in Learning and Development initiatives will be added advantage Knowledge on labour laws, and statutory compliance will be added advantage Excellent communication and interpersonal skills , with the ability to create and deliver impactful presentations to senior leadership. Strong organizational skills with the ability to manage multiple priorities effectively in a fast-paced, mission-driven environment with in expected timelines. Should be a self-starter, ability to network, maintain cordial relations, and a team player Incumbent should be tech savvy and ability to drive new processes Open to travel to project locations

1. Hiring for Senior team lead for Leading Talent Acquistion & PMS. 2. Defining KRA / KPI of each personnel with department heads. 3. Monthly KRA review and compile the result sheet monthly, 4. Exp of social and IATF audits handling Required Candidate profile 4. Quarterly / Half yearly / Yearly reviews yearly reviews to track the progress against the defined KRA’s / KPI’s. 5. Induction & onboarding, Process offer letter, appointment letter etc.

Develop & manage training calendar. Creation of training material. Create & develop training programs/courses. Identification of current & future training needs. Conduct surveys to understand the skill gaps. Outsourcing external trainers/programs if required. Leading & executing training programs. Induction & onboarding. Learning progress management. Assessing training effectiveness. Certification programs. Creation of training material..- Training completion rate, no of training hours, no of man days spent, cost per learner, ROI, Training impact. Incorporating new training technologies. ISO work.

Job Title: Deputy Director Career Development Cell Job Location: Bengaluru North, Karnataka, India Position Overview: The Deputy Director Career Development Cell will play a leadership role in driving the University’s strategic initiatives focused on career readiness, industry-academia collaboration, innovation, and research in career development. This role is not focused on placements or internships but is crucial in building frameworks that enable students’ long-term career success, research-driven engagement, and skill transformation aligned with industry and global trends. Key Responsibilities: Strategic Career Development: Design and implement long-term strategies for student career success beyond immediate placement needs. Introduce and manage programs aimed at enhancing employability, life skills, career clarity, and leadership competencies. Develop frameworks to integrate career development across all academic levels and disciplines. Academic-Industry Engagement: Build and nurture partnerships with industry leaders, professional bodies, and research institutions. Facilitate faculty-industry engagements for live consulting projects, academic advisory, and real-world exposure. Collaborate on developing curriculum enhancements to align with emerging global and industry trends. Research and Innovation in Career Development: Lead applied research on career development trends, graduate employability, and future-of-work readiness. Guide research scholars and publish in reputed journals on topics related to education-to-employment transitions, skill development, or industry-academic synergy. Secure research grants or project funding in collaboration with industry, government, or international agencies. Thought Leadership & Student Engagement: Conceptualize and organize leadership talks, panel discussions, career awareness initiatives, and capability-building forums. Mentor students in developing career roadmaps, participating in national and international competitions, and building portfolios. Represent the Career Development Cell at academic conferences, policy forums, and industry conclaves. Key Qualifications and Experience: Ph.D. in Management, Education, HRD, or related disciplines from a reputed institution. Graduation and post-graduation from recognized universities, preferably with international academic or professional exposure. 15 + years of experience in higher education, academic administration, or industry-academia initiatives, with at least 5 years in a senior strategic role. Strong track record of research publications, guidance to scholars, and successful project delivery. Proven experience in building academic-industry partnerships and facilitating interdisciplinary initiatives. Exposure to career research, capability development, and competency-based education frameworks. Excellent communication, analytical, and stakeholder management skills. Preferred Attributes: Ability to create future-forward programs that combine education, research, and industry engagement. Experience in consulting, project management, or executive education is an added advantage. High level of professional integrity, thought leadership, and passion for transformative education. Comfortable working in a collaborative, multi-disciplinary, and outcomes-driven academic environment.

Drive initiatives related to performance management, organizational development, learning & development, succession planning & talent retention fostering a high-performing and engaged workforce. Lead change management initiatives Required Candidate profile Candidates with MBA-HR & 8 + yrs exp in Organizational Development, or a related field. Expert in driving PMS, L&D, OD & succession planning. Excellent communication skills

Training & development manager 100% training & development to the employees and staff and to ensure 100% Compliance towards Audits. Training Need analysis Adherence to Training Calendar Skill and Competency mapping and Gap Analysis Zero NC in Audits Required Candidate profile Exposure of setting up of Training Centre Should be a good team player Good communication & facilitation skills, computer knowledge on training methods & concepts good listening & counselling

Role & responsibilities Design and deliver employee induction programs Competency mapping and framework development Prepare and execute L&D calendars Manage vendor relationships and negotiate contracts Facilitate seamless coordination for training sessions Apply the Kirkpatrick Model to assess training effectiveness Track and analyse L&D metrics using Excel/Power BI Preferred candidate profile Flexibility to travel pan-India for training and development initiatives Strong organizational and interpersonal skills Data-driven mindset with expertise in Excel/Power BI Knowledge of industry-best practices and learning models

Job Title: Learning Services Specialist Location: Business Unit Rail Vehicle System, Palwal India [Plant] Experience : 6-10 years (preferably in a manufacturing setup) Preferred Background: Experience in a manufacturing plant or industrial environment is must Exposure to OD, change management, and ISO/TPM environments is desirable Primary Responsibilities- Learning Services: Design, implement, and manage annual training calendars for employees. Conduct Training Need Identification (TNI) through competency review, skill gap analysis, and interactions with departmental heads. Drive capability development initiatives in technical, behavioral, functional, and leadership domains. Monitor training effectiveness using frameworks and drive continuous improvement. Ensure compliance with mandatory trainings (Safety, Quality, POSH, etc.). Participate and facilitate for the internal and external audit for Training & Development. Collaborate with external partners, vendors, and institutes for specialized programs and certifications. Lead digital learning adoption through LMS platforms and coordinate e-learning interventions. Experience in facing audits (IRIS/IATF/ISO) Secondary Responsibilities- Employee Engagement: Employer Branding: Educational Qualifications: Full-time MBA/PGDM in HR or related field from a reputed institute or certification in HR/Psychology/L&D

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

We are looking for a Learning and Development Executive (Technical) to support the technical training needs of our shopfloor and manufacturing teams. The ideal candidate will be responsible for coordinating and implementing technical training programs, maintaining skill matrices, tracking attendance, managing training MIS, and driving employee skill development initiatives at the plant. Key Responsibilities: Coordinate technical training programs across production, maintenance, and quality functions Identify internal and external training resources/vendors Organize and track training sessions related to SOPs, ESD, BMS, testing, wiring harness, etc. Maintain and update department-wise skill matrix regularly Track training attendance, feedback, and post-training assessments Support in preparing and executing the plant's annual training calendar Maintain accurate MIS and dashboards for training activities Assist in shopfloor employee development and compliance-based training initiatives Desired Candidate Profile: 1 to 3 years of experience in Learning & Development or Training Coordination roles Exposure to a manufacturing/plant environment is a must Good knowledge of MS Excel, PowerPoint & documentation Excellent coordination and communication skills Self-driven, detail-oriented, and willing to work closely with shopfloor teams Perks and Benefits : Opportunity to work in a state-of-the-art manufacturing environment Exposure to technical and functional training ecosystems Career growth opportunities in Learning & Development / HR

Designing training modules, maintaining competency records, skill matrix, and skill records Training Needs Identification, preparing training calendars, measuring training effectiveness and Return on Investment

As a L&D specialist, you will play a critical role in designing, delivering, and implementing a comprehensive Talent Management framework. You will be responsible for identifying a talent pool, managing their development paths through Individual Development Plans (IDPs), and ensuring effective learning and development interventions. Additionally, you will take a hands-on approach to deliver training sessions that enhance employee capabilities and organizational performance, wherever required. Key Responsibilities: Training Needs Identification (TNI): Develop and implement TNI methodologies. Identify relevant learning and development interventions that align with the problem statements, organizational goals, and future leadership requirements in collaboration with the Functional Head. Training Plan Development & Execution: Based on the TNI, collaborate with the leadership team to create a comprehensive training plan, ensuring its execution. Identify, coordinate, and manage internal and external trainers for specific learning programs. Act as the key owner to ensure the timely start and completion of all scheduled training events. Need to execute or deliver training where ever required, in all other cases it will be executed by external trainers or other persons as defined. Trainer Identification & Content Management: A Relevant Trainer needs to be identified and get it approved from the superior. Ensure training content, including induction and onboarding materials, routine training, and specific Technical/soft skills Training are regularly reviewed and updated to meet organizational requirements. To co-ordinate and finalize the training content along with the external trainers, functional heads, and superiors. And to ensure that it is in line with the business requirements. Succession Planning: Design and implement a Talent Management framework that includes identifying high-potential employees within the organization. Develop individualized development plans (IDPs) to facilitate their career progression and prepare them for leadership roles. Training Process Tracking & Analyzing ROI: Oversee the tracking of the training process and ensure the accurate maintenance of training records and reports. Review learners' pre- and post-data to analyze the return on investment (ROI) of training programs. Create MIS as per the superior's requirement. Experience : 5 - 10 yr of experience in training delivery and design, talent management, or learning and development roles. Proven experience designing and implementing learning solutions, including talent management frameworks and succession planning initiatives. Experience in conducting training needs assessments (TNA/TNI) based on the Competency Assessment and developing customized training programs for different functions. Demonstrated ability to create a robust training plan and coordinate with trainers and department heads. Experience in delivering both classroom and virtual training sessions. Education: Bachelors / Masters degree in Human Resources, Organizational Development, Education, or a related field. Advanced certifications in training, talent management, or instructional design (e.g., CIPD, ATD, SHRM) are a plus. Salary Range: Yearly CTC is divided into two parts 1) Fixed CTC 2) Yearly Performance base incentive, which is given at the end of Financial Year. * Location: Surat Contact details Email - acsah.samuel@njgroup.in Mob - 9313922203

TITLE: LEAD PRODUCTION (PRESS & WELD SHOP) SUMMARY: Responsible for coordinating the activities in Press Shop & Weld Shop section along with his team including operators to achieve established targets of Safety, Quality, Production volume, Cost Delivery & Morale. ESSENTIAL DUTIES: To achieve zero accident/ incident by ensuring safety procedures & rules. Supervise and direct the team in his section for smooth functioning as well as to achieve daily target as per daily plan & desired quality. Apply the concepts of Lean Manufacturing like 5S”, SMED. To impart training to team to help them work independently. Update daily production data & maintain it physically as well as in soft respectively. Ensure shift handover are efficient and consistent. Investigate and troubleshoot quality concerns. Maintain 5’S’ in his respective section. Handle die changeover & die setting procedures. MINIMUM REQUIREMENTS Competencies (skills & abilities) Capacity for planning & coordination in Press Shop & Weld Shop. Ability to read, interpret and analyze safety rules, procedure manuals, work instructions, technical procedures and engineering drawings. Able to do in-process & final component inspection. Ability to prioritize and manage time effectively and multitasking. Good written & verbal communication. Education & Knowledge: Technical or Professional.- Diploma or B.Tech in Mechanical. Knowledge & hands on experience of Press Shop (power press & hydraulic press), Weld Shop & process like punching, blanking, shearing, embossing etc & also on arc welding & mig welding. Knowledge of API Quality Management System. Hands on experience on die changeover. Should have working experience on SAP. Work Experience: Proven 3~5 years of experience in Press shop. Experience in Weld Shop is preferred.

Role & responsibilities Design and deliver employee induction programs Competency mapping and framework development Prepare and execute L&D calendars Manage vendor relationships and negotiate contracts Facilitate seamless coordination for training sessions Apply the Kirkpatrick Model to assess training effectiveness Track and analyse L&D metrics using Excel/Power BI Preferred candidate profile Flexibility to travel pan-India for training and development initiatives Strong organizational and interpersonal skills Data-driven mindset with expertise in Excel/Power BI Knowledge of industry-best practices and learning models

Role & responsibilities Operation bulletin (OB) preparation to be done Layout preparation for every style Every month machinery requirement plan to be prepared and arrange to in house necessary machine in advance Preparation of style change over matrix Thread consumption chart preparation Monthly updating Skill Matrix Updating the SAM Database based on method improvement Preparation of incentive reports based on respective department production and efficiency Monitoring weekly performance report of individuals and conduct meeting to improve their performance Conducting capacity study of individuals and fix their target after 3 days from the style starts Follow-up study (operators who are all not achieving the Target/Capacity) List out low efficiency operator and monitor to improve their efficiency

Job Overview: We are looking for a dedicated HR Trainer to join our team to support the growth and development of our operational and administrative staff within the logistics and transportation sectors. The HR Trainer will assess skill gaps, design and deliver targeted training programs, and track employee progress to ensure that all employees have the skills and knowledge to perform their roles efficiently. This role will involve working closely with department managers, logistics teams, and HR leadership to tailor training programs to meet both the operational and administrative needs of the business. Key Responsibilities: Skills Assessment & Gap Analysis: Collaborate with department managers and HR teams to assess current employees' skills, competencies, and performance levels. Conduct regular assessments (surveys, performance reviews, one-on-one interviews) to identify employees' strengths and areas for further development. Analyze performance data to pinpoint skill gaps and prioritize training needs to enhance employee performance and operational efficiency. 2. Design & Deliver Targeted Training Programs: Design comprehensive training programs tailored to the specific needs of operational staff (e.g., equipment handling, fleet management, customer service) and administrative staff (e.g., computer usage, company ERP, communication skills). Develop training sessions on both hard skills (technical knowledge, software usage) and soft skills (e.g., communication via email/phone, time management, teamwork). Organize practical training that aligns with the companys workflow, ensuring employees are well-prepared to handle daily operations and administrative tasks effectively. 3. One-on-One Coaching & Support: Provide personalized coaching for employees who require additional support in specific areas, such as ERP systems, time management, or operational tasks. Offer mentorship and practical guidance to employees in real-time, helping them apply newly learned skills directly to their roles. 4. Evaluate Training Effectiveness: Regularly assess the effectiveness of training programs by tracking employee performance post-training and gathering feedback from employees and department managers. Analyze key performance indicators (KPIs) to measure the success of training initiatives and adjust programs to improve outcomes. Modify training content and delivery methods based on feedback and observed performance improvements. 5. Recordkeeping & Reporting: Maintain detailed records of all training sessions, employee progress, and skill development activities. Prepare periodic reports for HR leadership and department managers on the status of employee skill upgrades, training effectiveness, and the overall impact on performance. 6. Promote Continuous Learning: Encourage a culture of continuous learning by promoting professional development programs, certifications, and educational opportunities for employees. Support employees ongoing growth by recommending external training courses, certifications, or learning resources that align with their career goals and the companys needs. 7. Compliance & Safety Training: Provide ongoing training to employees on workplace safety, equipment handling, and regulatory compliance, ensuring that staff are up to date with the latest operational standards and safety protocols. Ensure that all employees understand and adhere to workplace safety protocols, especially for high-risk roles such as drivers, crane operators, and warehouse staff. 8. Time Management & Operational Efficiency Training : Deliver specialized training for administrative staff on time management, resource allocation, and operational efficiency to ensure smooth workflows, accurate order processing, and timely documentation. Focus on improving administrative processes such as documentation, reporting, and order management to enhance overall operational productivity and reduce errors. 9. Collaboration with Managers & HR Leadership: Partner with logistics managers, operations teams, and HR leadership to stay aligned on evolving training needs. Actively support initiatives that improve employee performance, operational standards, and customer service delivery through targeted training solutions. 10. Stay Current with Industry Trends: Continuously stay updated on industry trends, new training methodologies, and best practices in employee development within the logistics and transportation sectors. Integrate innovative and effective training approaches to ensure that all training programs are relevant and impactful. Qualifications: Education: A Bachelors degree in Human Resources, Business Administration, Logistics, or a related field (preferred). Certifications in Training & Development, Logistics/Supply Chain Management are a plus. Experience: Proven experience as an HR Trainer, Learning & Development Specialist, or similar role, particularly within the logistics or transportation industries. Experience designing, implementing, and delivering training programs for both operational staff (drivers, operational staff, etc.) and administrative staff . Skills: Strong communication and interpersonal skills with the ability to engage employees at all levels. Expertise in adult learning principles and the ability to design training programs that suit diverse learning styles. Proficient in Learning Management Systems (LMS), training software, and ERP systems. Strong organizational skills and the ability to manage multiple training projects simultaneously. Physical & Travel Requirements: Travel: Occasional travel to company sites, operational hubs, and training locations to conduct on-the-job training and assessments.

Role & responsibilities Essential duties and responsibilities Develops and implements a learning strategy and program that are aligned with the organizations objectives Has a full understanding of the various business units and their specific training requirements Embraces and implements various types of training Tracks budgets, negotiates contracts, builds and maintains relationships with third-party training providers Designs and produces training materials, including e-learning courses Assess the success of the development plans and modifies where necessary Hires and manages L&D specialists Manages the development of the HR team form a training perspective Act as the principal point of contact for anyone with questions about training and development Collaborate effectively with other relevant stakeholders Stay abreast of the latest developments in learning trends, changes in learning theory, and developments in learning technologies

Job Id: TRG_0002 Position: ENGINEER / SENIOR ENGINEER Designation: ENGINEER / SENIOR ENGINEER Department: TRAINING Function: Trainer Classroom & Process training Training & Development Industry: Aerospace Manufacturing Employment Type: Full-time Job Location: Bangalore Posted on: 03/02/2025 Education & Experience Required Qualification: BE / Diploma in Mechanical, EEE, E&C or Aerospace Experience: BE with minimum 02 years / Diploma with minimum 04 years of experience in manufacturing industry / Inhouse shop floor Knowledge & Skills Technical knowledge on production process and QMS documentation Good attitude Ability to communicate Co-ordination with other department Absorb to new technology Fluency in local language Initiates self and team members to learn and a good team player Responsibilities Co-ordinate with Production department (Section / line in-charges) to collect process training need (max 3 process training need at a time) Conduct product briefing to brief about the product sequence of operations and other details Conduct process training as per the need Conduct evaluation of process / induction training Verify for correctness of observations written by operator in Process observation sheet communicate the operators for any mistakes and get it corrected Ensure the new operators produced the sample in presence of in line trainer Monitor for one part Co-ordinate with QAD team for approval / certification of operators Conduct doctors round every day at the beginning of the shift Inform team leader if there is any concern /issues w r t training Monitor the performance of newly deployed operators at very frequent interval until he/she gains the required skill Periodically update and maintain the training records Make arrangements during internal and external training programs Enhancing the skill level of operators in all sections from Level 1 to Level 4 Prepare and release the Skill matrix Provide data for Management Review Meeting Co-ordinate with Section / line in-charge to obtain required number of multiskilled operators for all the processes Participate in 5S activities in department to improve the housekeeping level Identify and implement continuous improvement projects Conduct Induction program for new production members upon the instruction from the team leader Co-ordinate for OJT completion of non-production members in the respective sections Prepare the training material (Power point presentation, Process videos etc ,) Conduct IPC/WHMA-620B CIS Program

Person will be responsible for day to day production supervision which includes 1. Shift Management, Manpower & Resource planning, Inventory management 2. Production Documentation (Plan vs Actual, Check Sheets, Display boards update, Skill Matrix)