385 Strategic Hr Jobs - Page 9

About Us NymCard s mission is to enable fintech and financial innovators to launch frictionless payment programs with our modern infrastructure, at record speed. Our open API modern card issuing platform provides flexibility and control to issue cards, authorize transactions and manage payment operations with just one integration and one partner. We are a team of industry experts and technology innovators who take a dynamic approach to solving complex industry challenges. NymCard has an open and collaborative work environment and together we make up the NymCardian Nation. We power possibilities for our customers AND each other by bringing the best talent together to do the best quality work we can. By staying true to our core values: Respect, Transparency, Collaboration, Quality, Speed, Courage, NymCard strives to build a global team as diverse as the markets we serve. It is a very exciting time to join NymCard and as our Business grows, you and your opportunities will grow with it. To Learn more about NymCard visit our Website and LinkedIn. The Role The Senior People Partner at NymCard would collaborate closely with senior leadership to align human resources initiatives with business objectives. This role involves overseeing talent management, employee relations, organizational development, and ensuring a positive workplace culture. Main Duties and Responsibilities: Strategic HR Partnership: Collaborate with senior leaders and executives to develop and implement HR strategies that support NymCards business goals and drive organizational performance. Talent Management: Lead initiatives in talent acquisition, development, and retention to attract and nurture top talent. Design and execute performance management and succession planning processes. Employee Relations: Act as a trusted advisor to managers and employees, addressing complex employee relations issues with sensitivity and professionalism. Foster a positive and inclusive workplace culture. Organizational Development: Drive change management efforts and organizational development projects to meet evolving business needs. Facilitate leadership training and team development programs. HR Metrics and Analysis: Utilize data-driven insights to inform HR strategies and decisions. Monitor key HR metrics to identify trends and areas for improvement. Compliance and Best Practices: Ensure adherence to local and international employment laws and regulations. Promote HR best practices throughout the organization. Skills and Qualifications: Experience: A minimum of 5 years in human resources, with at least 3 years in a strategic HR business partner role, preferably within the fintech or technology sector. Education: Bachelors degree in Human Resources, Business Administration, or a related field. HR certifications (e.g., CIPD, SHRM-SCP) are a plus. Strong understanding of HR principles and employment laws. Exceptional interpersonal and communication skills. Proven ability to influence and coach senior leaders. Experience with HRIS and data analytics. Ability to manage multiple priorities in a fast-paced environment. Why Us We re the region s leading Banking-as-a-Service platform, trusted to issue and process virtual, physical and tokenized cards for the most innovative fintechs and enterprises. Your code (or craft) will reach millions of end-users across multiple countries the moment it ships. Our 1,000-plus public APIs and real-time platform let product and engineering teams move from idea to launch in weeks, not quarters. You ll work with modern stacks, clean architectures and plenty of green-field projects. . Hybrid & remote-friendly roles, relocation support, generous annual leave, equity for key positions. Flat structure, candid feedback, and autonomy mean your voice counts from day one. Whether you re crafting micro-services, designing intuitive UIs, or closing enterprise deals, you ll see the direct commercial impact of your work and celebrate it with a team that loves what they do. Join us at NymCard and help shape the future of payments faster, smarter, everywhere.

Our Company Were Hitachi Digital, a company at the forefront of digital transformation and the fastest growing division of Hitachi Group. Were crucial to the companys strategy and ambition to become a premier global player in the massive and fast-moving digital transformation market. Imagine the sheer breadth of talent it takes to unleash a digital future. We dont expect you to fit every requirement your life experience, character, perspective, and passion for achieving great things in the world are equally as important to us. The role: The HR Operations or HR Shared Services Manager typically oversees the smooth execution of HR services within an organization. The role focuses on managing HR operations and ensuring the efficient delivery of HR functions across the company. Here are the main roles and responsibilities: Process Management Design and Improve HR ProcessesEstablish and streamline HR processes to ensure efficiency and consistency in the delivery of services StandardizationStandardize HR services and policies across different regions or departments to ensure compliance and uniformity. Service Delivery Oversee HR ServicesManage day-to-day HR operations, including recruitment, employee lifecycle management, benefits administration, employee records, and payroll processing. Team Management Supervise HR TeamsLead and manage HR shared services teams, ensuring they are well-trained, motivated, and perform their tasks effectively. Performance MonitoringRegularly assess the performance of the HR operations team and provide guidance, coaching, and feedback for continuous improvement. Employee Experience & Support Employee SupportAct as a point of contact for HR-related inquiries, providing support to employees and managers. Resolve IssuesTroubleshoot and resolve employee queries regarding HR policies, processes, and systems, ensuring a high level of satisfaction. Compliance and Reporting Ensure Legal ComplianceEnsure HR processes comply with all local, state, and federal labor laws, regulations, and policies. Generate ReportsProvide regular HR metrics and data analysis to leadership, assisting with decision-making and improving HR service delivery. Technology Management HR Systems ManagementManage HR systems (HRIS) to ensure smooth functioning, data accuracy, and ease of use. Lead initiatives to integrate new tools or software. Automation & InnovationAdvocate for HR technology and automation to improve processes and increase the overall efficiency of HR services. Vendor Management Outsource ManagementManage relationships with third-party vendors for services such as benefits administration, recruitment, and payroll. Contract ManagementOversee contracts, ensure performance metrics are met, and manage service-level agreements (SLAs). Continuous Improvement Process ImprovementRegularly assess HR processes, identifying areas for improvement, and working to implement best practices to enhance the overall efficiency of HR services. Feedback LoopsCollect feedback from employees and managers on HR services, using it to drive improvements and adjustments. Project Management HR InitiativesLead or participate in HR projects such as system implementations, policy updates, or other strategic HR initiatives. Change ManagementManage change processes associated with HR policies or systems, ensuring smooth transitions and communication. This role is critical in ensuring that HR functions run smoothly and efficiently, ultimately supporting the organizations goals. What youll bring: 12 -14 years directly related work experience in a HRSS environment capacity, providing direct support to front-line employees and people leaders Ability to work in a high growth, fast-paced environment requiring agility to meet changes in business demand Strong Business Acumen with experience working as part of a large global organization. Excellent organizational, planning and time management skills. Effective at managing multiple priorities under tight deadlines, ability to prioritize conflicting demands, organize time and resources to deliver consistent results for the business and bring initiatives to successful completion Strong leadership capabilities with proven ability to foster an environment of positive employee engagement and trust Excellent verbal and written communication with a proven ability to influence and build relationship in a diverse environment High degree of business ethics and transparency Proven strong leadership skills with experience of effectively coaching, developing high performing teams in a customer service environment Strong analytical skills; solid decision making capabilities coupled with the ability to analyse situations and provide practical recommendations Strong technical aptitude; advanced skills and knowledge of Microsoft Office to includeWord, Excel and PowerPoint. Good understanding of HR systems and their application to advance efficiency of operations; including HR ticketing solutions and Other HRMS systems Must be able to operate under minimal supervision with judgment for independent actions Must convey a high level of personal integrity and a passion for excellence QualificationMust be an MBA (Full Time) only. Must have strong work experience in a HRSS environment, good understanding of HR systems and their application to advance efficiency of operations; including HR ticketing solutions and other HRMS systems. Good leadership skills with experience of effectively coaching, developing high performing teams in a customer service environment is needed. About us #LI-RR1 Championing diversity, equity, and inclusion Diversity, equity, and inclusion (DEI) are integral to our culture and identity. Diverse thinking, a commitment to allyship, and a culture of empowerment help us achieve powerful results. We want you to be you, with all the ideas, lived experience, and fresh perspective that brings. We support your uniqueness and encourage people from all backgrounds to apply and realize their full potential as part of our team. How we look after you We help take care of your today and tomorrow with industry-leading benefits, support, and services that look after your holistic health and wellbeing. Were also champions of life balance and offer flexible arrangements that work for you (role and location dependent). Were always looking for new ways of working that bring out our best, which leads to unexpected ideas. So here, youll experience a sense of belonging, and discover autonomy, freedom, and ownership as you work alongside talented people you enjoy sharing knowledge with. Were proud to say were an equal opportunity employer and welcome all applicants for employment without attention to race, colour, religion, sex, sexual orientation, gender identity, national origin, veteran, age, disability status or any other protected characteristic. Should you need reasonable accommodations during the recruitment process, please let us know so that we can do our best to set you up for success.

Role Overview: We are looking for a dynamic and hands-on HR Business Partner (HRBP) to work closely with business leaders and sales teams. This role will be split evenly between Talent Acquisition (sourcing, hiring) and Talent Management (onboarding, engagement, retention, performance, learning). The ideal candidate is someone who thrives in a fast-paced, entrepreneurial environment and brings a strategic yet practical HR mindset to the table. Key Responsibilities: 1. Talent Acquisition (50%) Understand the manpower needs and define hiring strategies. Manage end-to-end recruitment for sales and support roles including sourcing, screening, interviews, offer rollout, and onboarding. Drive employer branding initiatives to attract high-quality talent. Build a proactive pipeline of candidates for key roles through active headhunting and network referrals. Coordinate with external agencies and recruitment partners as needed. 2. Talent Management (50%) Act as a strategic advisor to business leaders on people matters including team structure, engagement, and career development. Drive performance management processes including goal setting, mid-year, and annual reviews. Work closely with managers to identify top talent and plan development paths and succession planning. Monitor employee engagement levels and implement action plans to enhance workplace culture. Address employee concerns and ensure resolution in line with company values and compliance. Collaborate on L&D initiatives tailored to sales teams and support functions. Support implementation of HR policies, procedures, and HRIS tools. Key Requirements: Masters/Bachelors degree in Human Resources or related field. 35 years of experience in a generalist or HRBP role, preferably in a real estate environment. Strong understanding of recruitment strategies and employee lifecycle management. Strong hands-on experience in sourcing candidates using Naukri, LinkedIn Recruiter, and other job portals. Proven ability to independently manage end-to-end recruitment for mid to senior-level roles. Excellent interpersonal and communication skills with the ability to influence and collaborate across levels. Proactive, agile, and solution-oriented mindset. Comfortable working in a dynamic, fast-paced setup with minimal supervision. What We Offer: Opportunity to work with a growing and passionate team in a high-impact role. A culture that values innovation, ownership, and professional growth. Competitive compensation and benefits aligned with industry standards.

Role & responsibilities Accountable for overall management and day-to-day running of the Human Resource function, a customer group, and the associates who operate within the customer group. Collaborates with safety and compliance teams to ensure a safe working environment and compliance with relevant regulations. Listen to associates, attends meeting and collects feedback for maintaining a positive work environment by addressing employee concerns, conflicts, and grievances and developing training to close gaps. Develops and implements initiatives to enhance employee engagement, satisfaction, and retention. Organizes events and activities to foster a positive company culture. Leads projects, or segments of projects, assuring their integration within Human Resources, the business, and corporation, as appropriate. Provides guidance for professional development and succession planning of staff and associates. Makes recommendations to management regarding HR related initiatives, program changes, and effective cost reducing strategies. Provides expertise and coaching in areas that may have legal implications, including labor relations. Participates in organizational development ensuring that systems and resources are aligned to support long term business goals. Ensures that Human Resources participate at a peer level on major business initiatives, significantly influencing the design and outcome of non-HR business issues. Accountable for decisions with HR implications within the business or business segment, considering and ensuring appropriate process and linkages across businesses. Preferred candidate profile Demonstrated ability to speak, write and communicate in English. Demonstrated ability to lead people and projects. Ability to demonstrate and establish collaborative working relationships with all levels within the organization in addition to working with external customers when necessary. Requires in-depth working knowledge and understanding of various areas of Human Resources such as Associate Relations, HRIS, Benefits, Compensation, and associate training and organizational development. Requires strong analytical skills, ability to identify, define, and solve problems rapidly, and to think and plan strategically. Strong understanding of labor laws, regulations, and compliance requirements. Ability to successfully manage within a highly matrixed environment. Requires an in-depth understanding of human motivation and the ability to influence decision making in all functions and levels of the organization. Requires an in-depth understanding, knowledge, and interpretive ability regarding policies and procedures and the ability to apply solutions creatively within or outside of guidelines. Strong understanding and knowledge of state and federal regulations/legislation in the Human Resources areas Requires general business knowledge. Requires rapid and thorough independent decision making and creative problem solving skills, as well as the ability to accept personal and departmental accountability for areas of responsibility. Knowledge and use of relevant PC software applications and skills to use them effectively.

Jobsguru is looking for GM HR for our Pharma client. To Manage & execute HR Strategy HR administration & using HR Information Systems (HRIS) Mail CV to dhiresh@jobsguru.in Dhiresh Pandey Jobsguru Consultant Pvt. Ltd. +919322835343, +918349069277 Required Candidate profile Recruitment, Employee Relations, Workforce Administration, Employee Engagement, Payroll, Reward & Recognition, Building strong communication and interpersonal skills resolving conflicts

(Female Candidate Apply ) Responsible for end-to-end recruitment & selection process of corporate office.Perform Joining formality, Induction/ Orientation, Seating Arrangement Arranging Tools & Computers.Drive performance management for staff & manag Required Candidate profile Handle Day to Day grievances.To handle the all-buyer’s compliances audit. Attendance Monitoring, Day to day work Mgt.Monitor the Promote relations between management & workers for productive.

Exp: 15+ years of experience in Road & highway Sector MBA- HR Dealing with Corporate HR, HR Policies & procedures, Talent acquisition,Head Hunting, organisation buildup,PMS, Labour law & Statutory Compliances, Liaison with Govt bodies , General Adm.

Assist in sourcing candidates through job portals & other sources. Screen resumes and shortlist candidates based on job requirements Coordinate and schedule interviews Need to call candidates and inform about the vacancy.

Who are we and What do we do InMobi Groups mission is to power intelligent, mobile-first experiences for enterprises and consumers Our businesses across advertising, marketing, data and content platforms are shaping consumer experiences in a world of connected devices InMobi Group has been recognized on both the 2018 and 2019 CNBC Disruptor 50 list and as one of Fast Companys 2018 Worlds Most Innovative Companies, Whats the InMobi family like Featured among the ?Great Places to Work? in India, China and other geographies since 2017, our Culture is our true north, enabling us to think big, solve complex challenges and grow with new opportunities InMobians are passionate and driven, creative and fun-loving, take ownership and are results-focused We invite you to free yourself, dream big and chase your passion, What do we promise We offer you an opportunity to have an immediate impact on the company and our products The work that you shall do will be mission critical for InMobi , working with highly capable and ambitious peer groups At InMobi, you get food for your body, soul, and mind with daily meals, gym, and yoga classes, cutting-edge training and tools, cocktails at drink cart Thursdays and fun at work on Funky Fridays We even promise to let you bring your kids and pets to work, What will you be doing As the Manger HR Business Partner, youll play a pivotal role in the growth, operations and empowerment of India business units of two key verticals of InMobi InMobi Exchange and InMobi Performance Advertising (DSP) You will be supporting business managers of these two business units You will be responsible for executing strategic HR initiatives including talent management, employee engagement, business partnering and grievance support for the India teams This role requires a strong understanding of the Sales and GTM landscape, coupled with the ability to align HR strategies with business objectives to fuel both growth and engagement, Who you are: You are a thought partner with strong execution focus with a business focused mindset to help translate business objectives to people strategies You operate as a trusted advisor on people and organizational matters, while navigating your way through a fast-paced environment and thriving in the chaos that comes with it These two units are in various stages of maturity and magnitude, and therefore it needs a certain type of entrepreneurial ethos on the People side to partner with these businesses for success, while maintaining multiple contexts in parallel, What Youll Own HR Business Partnerships Partner effectively with business managers on workforce planning, organizational design, cost management, succession planning, performance management, leadership development to support a high growth business Play an integral role on the HRBP team, bringing credibility and strong partnership methods and contribute to overall business decisions Serve as a consultative subject matter expert & partner with specialist HR functions like Talent Acquisition, Learning and organization Development, HR Operations and Analytics & Total Rewards, to design solutions that cater to the people priorities of your teams Serve as a trusted advisor and subject matter expert for employee relations and performance matters Coach managers on a breadth of topics to perform at optimal management strengths and capabilities Analyze and leverage relevant data and provide in-depth analysis that drive people decisions Find ways to build engagement, improve workplace relationships and sense of community to boost productivity and retention Be the Culture champion and evangelist HR Programs Drive the implementation of org-wide people initiatives for your teams to improve employee engagement, creating a performance driven culture, drive people growth and enhance employee experience Initiatives include, but are not restricted to Capability building, Learning interventions, Talent reviews, Benefits policies, Rewards and recognition and On-boarding and new hire orientation programs, HR Operations Develop radically simple approaches to business challenges while keeping alignment with the organization as a cohesive whole Partner with COEs to prioritize and execute on the needs of the business What are we looking for 8+ years of experience in the HR function, with at least 5+ years in an HRBP capacity Partnering experience with Sales, GTM, or customer-facing teams in a high-growth, global organization is highly must Strong understanding of various HR work streams and domains across the employee lifecycle Evidence of successfully influencing and manage change effectively Experience of working cross functionally within all specialist HR functions with demonstrated collaboration & teamwork Self starter with the ability to work in ambiguity, in a fast paced entrepreneurial setup while delivering outcomes in a highly matrixed environment Driving metric-based outcomes and experiences Ability to create content and deliver effective presentations for company-wide distribution,

Job Title: Manager HR Business Partner Location: Trivandrum, Kerala Experience: 7–12 years Industry: IT/ITES Reports to: Senior HR Leadership / Director – HR Role Overview: As a strategic HR Business Partner, you will act as the primary liaison between business units and the HR team. You’ll play a vital role in enabling business success by aligning human resource strategies with business objectives, driving employee engagement, fostering a culture of performance, and implementing talent development initiatives. Key Responsibilities: Partner with business leaders to understand workforce needs and design people strategies. Lead talent management initiatives, including performance reviews, employee engagement, and succession planning. Drive employee relations activities, ensuring a positive and compliant work environment. Support change management efforts, including restructuring, workforce transformation, and cultural initiatives. Collaborate with COEs (e.g., L&D, Comp & Benefits) to deliver integrated HR solutions. Analyze HR metrics to measure success and recommend continuous improvements. Coach managers on leadership, performance, and team development. Facilitate onboarding, assimilation, and retention programs for key talent. Requirements: 7–12 years of progressive HR experience, with at least 2 years in a business partner role. Strong understanding of HR practices in the ITES industry. Excellent interpersonal and stakeholder management skills. Experience in managing HR analytics and creating data-driven strategies. Master’s degree in HR, Business Management, or related fields. Proven track record of leading or supporting digital transformation initiatives in HR is a plus. Preferred Attributes: Empathetic listener and effective communicator. Problem-solver with a collaborative mindset. Agile, resilient, and capable of thriving in a dynamic environment. Experience with HRIS tools like Workday, SAP SuccessFactors, or similar.

A Vice President of Human Resources (VP HR) is the responsible for leading and overseeing all aspects of an organisation's human resources function, including developing and executing strategic HR plans, managing talent acquisition, employee relations, compensation and benefits, training and development, ensuring compliance with lobar laws, and advising executive leadership on workforce strategies to align with company goals .

Role & responsibilities: To provide a comprehensive and professional HR service to the organization and business that enables; the organization to continuously improve its performance in achieving its goals. To lead and manage the Shared Services HR Function, ensuring the delivery of efficient, consistent, and high-quality HR services across the organization. This role is responsible for driving operational excellence, aligning HR practices with business goals, and fostering a culture of continuous improvement and employee engagement. 1. HR Policy & Governance Maintain and continuously improve a framework of HR policies and procedures aligned with the organizations values and legal requirements. Ensure compliance with employment laws and internal standards across all locations. 2. Workforce Planning & Talent Acquisition Advise senior management on strategic workforce planning and optimal employment models. Oversee recruitment and selection processes to ensure timely hiring of qualified candidates for both temporary and permanent roles. 3. Learning & Development Lead the design and implementation of training and development programs. Ensure regular assessment of training needs and evaluate the effectiveness of learning initiatives. 4. Performance Management & Rewards Build and manage a robust Performance Management System (PMS) that drives accountability and performance. Advise on and implement Compensation & reward and recognition strategies that align with business objectives and employee motivation. Drive Compensation benchmarking across each Business 5. HR Operations & Data Management Collaborate on the design and implementation of IT systems to support HR operations and performance tracking. Ensure timely analysis, and reporting of HR data to support decision-making and continuous improvement. 6. Employee Relations & Compliance Provide expert guidance to managers and employees on disciplinary and grievance matters. Promote a positive work environment through fair and consistent application of policies and procedures. 7. Payroll Management & Compliance Oversee end-to-end payroll processing to ensure accuracy, timeliness, and compliance with statutory requirements. Manage payroll audits, reconciliations, and reporting. Coordinate with finance and tax teams to ensure proper documentation and disbursement. Oversee Group level compliance for HR 8. Strategic HR Initiatives Contribute to the development and execution of the organizations people strategy across businesses. Lead or support key HR projects and change initiatives to enhance organizational effectiveness. Be responsible for driving the complete HR automation for the whole Group.

TL - Human Resource Business Partner/Strategic HR - Insurance - 8+Years - Pune Location - Pune Summary - An excellent opportunity for an experienced HR Business Partner to lead strategic HR initiatives across talent management, employee engagement, and performance enhancement. You will play a pivotal role in building a high-performance culture, driving retention strategies, and enhancing employee experience. Your Future Employer: A fast-growing, people-first global organization known for delivering cutting-edge automation solutions and fostering a collaborative, growth-driven work culture. Responsibilities: Drive HR business effectiveness by planning and implementing key HR projects for the automation business unit. Support strategic talent management , including talent assessment, development, and succession planning. Contribute to the design and execution of people plans covering leadership, culture, D&I, and team effectiveness. Lead change management initiatives aligned with organizational goals and transformation projects. Coach leaders and teams to enhance performance and engagement across diverse functions. Align HR and organizational priorities with business strategy to achieve operational and growth targets. Requirements: Masters degree in HR or related field . 10+ years of total HR experience , with 5+ years of core BHR experience in ITES setups. Strong ability to manage HR projects independently and drive people initiatives. Excellent relationship-building, communication, and presentation skills . Proven experience in change management and leadership coaching. Exceptional analytical, problem-solving, and multi-tasking abilities . Whats in it for you: Opportunity to work with a future-ready automation business . Be part of an inclusive, flexible, and growth-focused work culture . Remote working option with flexible general shift hours. Chance to lead strategic HR initiatives and drive real business impact. Collaborate with dynamic leadership and diverse, fast-paced teams. Keywords: HRBP, Business HR, Talent Management, Change Management, Leadership Coaching, ITES, Remote HR Jobs, People Strategy, Team Performance, Organizational Development

Responsibilities: Prefrence Serving notice period, immediate joiner . Lead HR strategy & policy formation Implement performance appraisals & PMS Develop manpower plans & budgets Oversee competency mapping & succession planning Ensure compliance with HR policies & KRAs Department: Human Resources – R&D Experience: 12+ years in HR, preferably with exposure to R&D/Engineering Education: MBA/PGDM in HR or equivalent Job Summary: The R&D HR Business Partner will serve as the strategic HR interface for the R&D team , The role involves talent acquisition, performance management, capability building, employee engagement, and aligning HR strategies with R&D objectives to foster innovation and engineering excellence. Key Responsibilities: 1. Talent Acquisition & Onboarding: Collaborate with R&D leaders to understand manpower requirements. Drive end-to-end recruitment for technical and R&D roles (Design, Testing, Validation, Simulation, etc.). Ensure smooth onboarding and early integration of new R&D hires. 2. Performance & Capability Development: Coordinate annual and mid-year performance reviews. Partner with R&D heads to identify training needs and technical upskilling areas. Implement IDPs (Individual Development Plans) for engineers and technocrats. 3. Employee Engagement & Retention: Conduct regular HR connect sessions with R&D employees. Address employee grievances and implement retention initiatives specific to technical talent. Drive rewards & recognition programs for innovation and design excellence. 4. Workforce Planning & Organization Development: Support R&D org design and restructuring based on project phases (Platform development, Vehicle Integration, Product Validation, etc.). Monitor headcount, internal transfers, and succession planning. 5. Compliance & HR Operations: Ensure adherence to labor laws, internal policies, and audit requirements within the R&D function. Maintain accurate HR MIS and analytics for R&D manpower. Skills Required: Strong understanding of engineering/R&D functions in automotive/agri-machinery industry. Excellent interpersonal and influencing skills. Proficiency in MS Excel, HRMS tools, and recruitment platforms. Knowledge of organizational development practices. Preferred Background: Experience in an HR role supporting R&D/Engineering/Technical functions. Exposure to tractor, Automotive, Construction/agricultural machinery or automotive OEM/Tier-1 companies is a plus.

Role & responsibilities Design & Implement Strategy & Policy for effective Human Resources, Employee Relations, Industrial Relations, Legal Compliances and Administrative Services HR IR Union Legal Compliance Statutory Compliances Age bar : Max 48 Yrs Preferred candidate profile Working Pattern: 6 Days . Office timing : 9 AM to 05:30 PM Weekly Off: Tuesday

Employee training programs. Manage employee relations engagement performance evaluations Ensure compliance with company policies labor regulations Develop strategies enhance workplace and retention Workforce planning career development initiatives

We are seeking an experienced HR Business Partner at the level of AGM/DGM to join our dynamic Power Transmission team at G R Infraprojects Limited . The ideal candidate will drive strategic HR initiatives, talent Acquisition, talent management, and organizational development aligned with business goals. Location: Corporate Office, Gurugram Experience: 15+ years in HRBP roles, preferably in the power sector Qualifications: MBA/PGDM in HR or equivalent Key Responsibilities: Partner with business leaders to align HR strategies with operational goals. Lead end-to-end talent acquisition and workforce planning. Drive performance management and leadership development programs. Foster employee engagement and manage change initiatives. Ensure HR compliance and effective policy implementation. Interested candidates may send their updated resume to recruitment@grinfra.com

Desired Skill Set: Strong knowledge of employment laws, HR technology, and best practices. Proven ability to develop and execute HR strategies at an executive level. Experience in managing complex employee relations issues. Strong interpersonal, negotiation, and communication skills. Ability to align HR initiatives with overall business goals. Oversee recruitment, retention, and workforce planning. Understand HR budgeting, forecasting, and cost management. Ensure adherence to labor laws and regulations Handle disputes, contracts, and policy enforcement. Qualifications: First Class Masters degree in Human Resources, Business Administration, Organizational Leadership, or its related field. 10+ years of progressive HR leadership experience, preferably in an educational institution. Preferred Qualifications: Certification such as Society for Human Resources Management (SHRM), Senior Professional in HR, or equivalent. Work Experience in higher education Institutions Familiarity with faculty contracts, tenure processes, and academic HR policies. Responsibilities 1. Strategic Leadership & Workforce Planning: Develop and implement HR strategies aligned with the institutions goals. Provide leadership in workforce planning, talent management, and succession planning. Collaborate with senior leadership to enhance organizational effectiveness. Promote a culture of excellence, diversity, equity, and inclusion. 2. Talent Acquisition & Retention: Oversee recruitment, onboarding, and retention strategies to attract and retain top talent. Develop innovative hiring practices to support faculty and staff recruitment. Implement policies for professional development and career progression. 3. Employee Relations & Engagement: Foster a positive and inclusive work environment. Develop programs to improve employee satisfaction and engagement. Mediate employee disputes and oversee conflict resolution strategies. Ensure compliance with labor laws, employment policies, and ethical standards. 4. Compensation & Benefits Management: Design competitive compensation and benefits structures. Conduct salary benchmarking and oversee payroll policies. Ensure compliance with federal, state, and local employment regulations. 5. HR Compliance & Risk Management: Ensure compliance with labor laws, accreditation requirements, and institutional policies. Manage HR-related risk, including employee grievances and legal matters. Develop policies that support ethical decision-making and workplace safety.

Align HR Strategies : Collaborate with business leaders to align HR strategies with organizational objectives. Consultative Support : Provide consultative support to business leaders on HR-related matters. Policy Development : Develop and implement HR policies and procedures tailored to the insurance sector. Talent Acquisition : Drive talent acquisition and retention initiatives. Employee Relations : Manage employee relations and address workforce issues proactively. Performance Management : Facilitate performance management and employee development programs. Compliance : Ensure compliance with labor laws and regulations. HR Metrics Analysis : Analyze HR metrics to inform strategic decision-making. Workforce Planning : Manage workforce planning and organizational development. Promote Positive Culture : Promote an inclusive and positive work culture.

Key Responsibilities: Handle end-to-end recruitment: sourcing, screening, interviewing, and onboarding new employees Maintain employee records and HR documentation Coordinate with departments for manpower planning Implement and monitor HR policies and procedures Manage attendance, leaves, and payroll coordination Address employee queries and grievances effectively Organize training and development programs Assist in performance appraisal processes Ensure legal compliance with labor laws and company policies Contribute to employee engagement and retention initiatives Requirements: Bachelors degree in Human Resources, Business Administration, or related field 13 years of relevant experience in HR roles Strong interpersonal and communication skills Good understanding of HR software and MS Office tools Knowledge of labor laws and HR best practices Ability to handle sensitive and confidential information What We Offer: A collaborative and growth-oriented work environment Opportunities for learning and development Competitive salary and benefits Supportive leadership and career path clarity.

Key Responsibilities: Strategic HR Partnership: Act as a strategic partner to business and plant leadership on HR matters. Support the implementation of corporate HR strategies across manufacturing locations. Talent Acquisition & Workforce Planning: Coordinate with plant HR teams for manpower planning and recruitment of key roles. Support campus hiring, internal movements, and succession planning initiatives. Employee Relations & Engagement: Monitor employee engagement programs across sites and recommend improvements. Assist in handling employee grievances and disciplinary matters in coordination with plant HR and legal teams. HR Policy & Compliance: Ensure consistent implementation of corporate HR policies across all units. Stay updated on labor laws and industry regulations and ensure corporate compliance standards are met. Learning & Development: Identify training needs in coordination with functional heads and plant HR. Assist in designing and deploying corporate L&D programs. Performance Management: Support the end-to-end performance management process including goal setting, mid-year reviews, and annual appraisals. Ensure process adherence and provide guidance to line managers and plant HR. HR Operations & Systems: Manage centralized HR data, reports, and dashboards. Collaborate with IT/HR tech teams to ensure effective HRIS implementation and usage. Qualifications & Skills: MBA / PGDM in Human Resources or equivalent. 610 years of relevant HR experience, with at least 3+ years in a manufacturing setup. Strong understanding of industrial relations, statutory compliance, and labor laws. Experience working with multi-location teams or units. Excellent interpersonal and communication skills. Strong organizational and analytical skills with a problem-solving mindset.

Key Responsibilities: End-to-End Hiring Onboarding & Documentation Employee Relations & Work Culture Payroll & Attendance . Expense Management Work Tracking & Monitoring HRMS & Digital Tools Performance Management Compliance Health insurance Provident fund

Key Responsibilities: Partner with business leaders to understand their goals and provide HR guidance on organizational design, workforce planning, and talent strategy. Act as a trusted advisor on performance management, employee relations, career development, and succession planning. Analyze HR metrics and trends to identify solutions and areas for improvement. Support the implementation of HR initiatives. Drive change management efforts in collaboration with leadership. Ensure legal compliance by monitoring and implementing applicable HR practices and policies. Handle complex employee relations issues and conduct investigations as needed. Collaborate with Talent Acquisition and Learning teams to ensure hiring and development aligns with business needs. Qualifications: Bachelors/Master’s degree in Human Resources, Business Administration, Psychology, or related field. 8-10 years of progressive HR experience; minimum 3 years in a business partnering role. Deep understanding of HR functions (recruitment, talent development, ER, compensation, compliance, etc.). Strong business acumen with the ability to influence and build relationships at all levels. Excellent problem-solving, communication, and interpersonal skills. Experience working in dynamic, fast-paced environments.

Responsibilities: * Lead corporate HR strategy & initiatives * Ensure compliance with employment laws * Collaborate on workforce planning & development * Manage executive compensation & benefits programs

Talent Management at HO & Plant & Branches , Recruitment, Employee engagement .HR Operations , Payroll , PMS , HR Policies , KRA & KPI , leadership development, Reward & Recognition ,Training & development ,Grievance Handling , HR Audit etc Required Candidate profile Talent Management at HO & Plant & Branches , Recruitment, Employee engagement .HR Operations , Payroll , PMS , HR Policies , KRA & KPI , leadership development,Training & development , HR Audit etc