1183 Succession Planning Jobs

Oversee the Oracle -myHR Talent & Performance, Succession Planning Processes Qualtrics Surveys & 360 Feedback & Behavioral Assessments Performance Management processes & frameworks Succession Planning, Talent Pool Reviews & Engagement initiatives. Required Candidate profile performance management, survey design, talent management Min 2 years of team handling exp experience in Talent Management, Performance Management Suvidha Mahajan suvidham@emsol.co.in 9911254430

The Senior Workforce Manager will be responsible for overseeing workforce planning, forecasting, scheduling, and real-time management to ensure optimal staffing levels that meet business requirements. The role involves collaborating with operations, client services, and leadership teams to deliver accurate workforce strategies, drive efficiency, and support business growth. Key Responsibilities Lead the workforce management function, including capacity planning, forecasting, scheduling, and intraday management. Develop and implement workforce strategies aligned with business objectives and client requirements. Partner with Operations and Client Services to provide insights and recommendations on staffing requirements, productivity, and performance metrics. Monitor and analyze key workforce KPIs such as forecast accuracy, schedule adherence, shrinkage, and occupancy. Oversee the preparation of staffing models, capacity plans, and resource allocation. Manage a team of workforce professionals, providing guidance, training, and career development. Ensure effective utilization of workforce management tools and technologies. Generate reports and present workforce insights to leadership and clients. Drive continuous improvements in workforce planning processes and practices. Key Skills & Competencies Strong experience in workforce management within BPO/outsourcing industry. Expertise in WFM tools (e.g., Aspect, Verint, IEX, NICE). Strong analytical, problem-solving, and forecasting skills. Excellent stakeholder management and communication abilities. Leadership experience with the ability to manage and develop teams. Knowledge of contact center operations, performance metrics, and KPIs.

What We Offer: At TaskUs, we prioritize our employees' well-being by offering competitive industry salaries and comprehensive benefits packages. Our commitment to a People First culture is reflected in the various departments we have established, including Total Rewards, Wellness, HR, and Diversity. We take pride in our inclusive environment and positive impact on the community. Moreover, we actively encourage internal mobility and professional growth at all stages of an employee's career within TaskUs. Join our team today and experience firsthand our dedication to supporting People First. What does an Operations Manager really do? Think of yourself as a leader and the master of your department, so not just anyone is qualified for this role! Here at TaskUs we make sure we get the best of the best, after all, we are a ridiculously good company so we make sure our employees are top notch. Come on now, we need your full attention because it's time to imagine what it's like being an Operations Manager . Imagine yourself going to work with one thing on your mind: that in most companies, it's all about the KPIs but in TaskUs it's all about solving business problems through innovation . As you tackle your new tasks for the day, you know that it will all lead to one thing that your department believes in: to provide the best possible customer experience to your clients. As Operations Manager, you are also responsible for making sure that KPIs are being met consistently . You need to come up with ways in which to effectively make each employee reach their best potential. With this , you must also be creative because you need to devise effective plans on how to make each employee reach their target . As a leader , you must also gain the trust and respect of your employees because let's face it -- how can you lead when people don't believe you? You need to be able to reach out to them, drop by their workstations, have short chit-chats, and make them feel important. You need to be able to identify their strengths and weaknesses, take advantage of them and assign them tasks that will help them work on their weaknesses and showcase their talents . This way , you are able to manage relationships better and develop people at the same time. Do you have what it takes to become an Operations Manager? Creating a Culture of Awareness and Prevention : TaskUs believes in being transparent with our new employees about their job duties and the possible impact. Some of our campaigns include disturbing content. Examples of these types of material may include but are not limited to: Child exploitation and abuse Animal torture Gang ViolenceMurder Hate Speech As a content moderator it is important for you to know the potential risks related to this type of work . While TaskUs is focused on employee wellness by having counselors on-site, resiliency programming, and other wellness initiatives , exposure to graphic and disturbing content is unavoidable . Some individuals with a sensitivity to viewing graphic or disturbing content may be at risk for developing distress , mentalhealth symptoms, or , in rare instances , Secondary Traumatic Stress based on the content they areviewing. TaskUs reserves the right to reassign content moderators to other TaskUs projects based on staffing needs, employee performance , and other considerations. In order to help create a community that is safe for all employees , the Resiliency and Wellness Team takes an active role in the primary prevention of mental health concerns through direct practice efforts , e-learning, skills training, and outreach efforts to the TaskUs community. Our programs seek to raise awareness about psychological issues, challenge ideas that contribute to social inequity, disempowerment, and discrimination, as well as the underlying structures that support them. In addition, our programs empower employees to find and use their voices in a healthy and productive way. Note: Regular Health and Wellness counseling will be mandated for employees in Content Moderationroles. Requirements: So, what is it we're looking for? Since this is an Operations Manager post, we'd need someone who already has the skills to even call themselves a Manager. We're looking for someone who has strong interpersonal skills, verbal and written communication skills and most importantly empathy. Someone who has a high affinity andcultural awareness of political and social situations regarding the relevant market and region that will be supported. Someone who has at least three years of related working experience , preferably someone who already knows how the system works -- specializing in customer experience operations andmanagement. We need someone who is responsible and has a good track record of meeting and delivering targets . Someone who can articulate him/herself well enough with others, like teammates and clients. We need someone who can multitask and work in a fast-paced environment . Someone who can lead and is great in analyzing situations and data. TaskUs devotes considerable resources to the wellbeing of its employees . Being a Bilingual Content Moderator means participating in counseling sessions and other wellness programs : All employees will attend wellness coaching sessions to ensure awareness of wellness resources and to ensure job adjustment. All employees will attend wellness groups

Real Estate Consulting Associate We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, culture and talent experience and our ability to be compelling to our clients. Youll find an environment that inspires and empowers you to thrive both personally and professionally. Theres no one like you and thats why theres nowhere like RSM.The Real Estate and Valuation Practices at RSM LLP are full-service practices providing a deep breadth of capability, services and an innovative approach to the real estate industry. Our team combines real estate accounting, tax, financial and business advisory expertise to provide integrated solutions from the simplest assignment to the most complex. Our collaborative team approach enables an array of experts to assist in providing solutions to all real estate sectors. Real Estate Consulting Team We are currently looking for an Associate to join RSMs well-established and growing Real Estate and Valuation Consulting business. As part of this exciting team, you will have the opportunity to combine your specialist technical skills and knowledge of real estate to advise clients on all aspects of real estate related valuation matters. Role Responsibilities Assist companies to identify and measure the value of their assets by providing independent and well-supported valuations. Perform local, national and international real estate market analysis on a wide range of public and private entities using all accepted and relevant valuation approaches Independently gather data pertinent to an engagement through direct client interaction, including personal and telephone interviews with market participants including brokers, appraisers, investors, developers and asset managers Review industry surveys and benchmarks, economic and demographic trends Assist with preparing and presenting the results of our analysis in a clear and concise manner; assist in proposals and executive presentations Understand the requirements associated with the development of value conclusions under GAAP, tax, and regulatory rules allowing companies to understand the value of an entity, asset, or liability so they can make informed business and investment decisions Requirements Bachelors degree, preferably in Finance or Real Estate Finance from an accredited college/university. Technical knowledge of real estate property as an investment class, along with knowledge of discounted cash flow models and the construction of capitalization rates. Exposure to the relevant real estate and valuation professional and regulatory issues. General knowledge of FASB fair value accounting standards (ASC 820). Experience with purchase price allocation (ASC 805) and impairment analysis (ASC 360). The ability to create strong, effective working relationships within RSM and with clients as well as work on your own initiative. Excellent analytical skills. Strong oral and written communication skills along with the ability to write clear, concise reports are critical. Ability to travel as required.

Location: Chennai, Tamil Nadu, India Job ID: R0090456 Date Posted: 2025-09-14 Company Name: HITACHI ENERGY TECHNOLOGY SERVICES PRIVATE LIMITED Profession (Job Category): Engineering & Science Job Schedule: Full time Remote: No Job Description: The opportunity: As Manager at INOPC-HVDC, Chennai you will be responsible for a given Group s strategy, operation, resource planning, competence development and people development. You need to collaborate with various cross-functional group/teams, suppliers and customers. You will be part of local management and act as a sounding board within the organization. Analysis and risk management will also be among your tasks. You will in many ways be the person at the centre of things. Together with the tender responsible you will also handle tender calculations and pricing models. How youll make an impact: You will be resource planning medium to long term and allocation based on the forecast of tenders & projects in collaboration with global organization. You will ensure KPI of the department (e.g. on time delivery, FPY, productivity), ensure achieving financial budget, review and approve techno-economic offering by your line in a tender/project, assess risk and opportunity. You will run routine review & follow-up with the project team and other cross-functional teams, supplier and customers, recruit personnel as per HC budget. You will be accountable for the team as per Hitachi Energy Group compliance, Integrity, Health & Safety. You will be responsible for personnel assessments / people s review, target setting for the direct reports. You will identify people s development area(s) and implement actions accordingly, identify key competence area and have succession planning. You will participate in unit s strategic work and develop local strategy and road map, workout future scope expansion and competence development, drive operation development for the local organization. You will be responsible to ensure compliance with applicable external and internal regulations, procedures, and guidelines. Living Hitachi Energys core values of safety and integrity, which means taking responsibility for your own actions while caring for your colleagues and the business. Your background: You hold a bachelors degree in Mechanical / Electrical engineering. At least 3 years of previous experience as Line Manager/Team Leader with a team size of at least 15+. Experience in HVDC / FACTS systems, experience in Primary design of HVDC /FACTS / substation. Basic knowledge in HVDC/FACTS/Substation is preferred. Good intercultural sensitivity, strong leadership skills. Good communication skills. Qualified individuals with a disability may request a reasonable accommodation if you are unable or limited in your ability to use or access the Hitachi Energy career site as a result of your disability. You may request reasonable accommodations by completing a general inquiry form on our website. Please include your contact information and specific details about your required accommodation to support you during the job application process. This is solely for job seekers with disabilities requiring accessibility assistance or an accommodation in the job application process. Messages left for other purposes will not receive a response.

Location: Chennai, Tamil Nadu, India Job ID: R0090779 Date Posted: 2025-09-13 Company Name: HITACHI ENERGY TECHNOLOGY SERVICES PRIVATE LIMITED Profession (Job Category): Engineering & Science Job Schedule: Full time Remote: No Job Description: The opportunity: Build a strong team that can stay at the forefront of technology & business development, bring profitability to invest in technology & improving business processes, drive the direction of the market & not be forced to follow others. We can t continue as today we must work differently to achieve x4 capacity (2x people + 2x productivity) Growth and change is the normal. We must free time for transformation it means new roles for all managers and leaders. How youll make an impact: You will be responsible for resource planning for medium to long term and allocating based on the forecast of tenders & projects in collaboration with global organization. You will ensure KPI of the department (e.g., on time delivery, Quality, productivity), ensure achieving financial budget. You will be reviewing and approving techno-economic offering by your line in a tender/project, assess risk and opportunity, run routine review & follow-up with the project team and other cross-functional teams, supplier, and customers, recruit personnel as per HC budget. You will be accountable for the team as per HITACHI Energy Group compliance, Integrity, Health & Safety. You will be responsible for improving process when needed, provide technical support and contribution. You will be responsible for personnel assessments / people s review, target setting for the direct reports, identify people s development area(s) and implement development plan, identify key competence area and have succession planning, motivate the team to always maintain high energy level. You will participate in unit s strategic work and develop local strategy, workout future scope expansion and competence development. You will drive operation development for the local organization. You will be responsible to ensure compliance with applicable external and internal regulations, procedures, and guidelines. Living Hitachi Energys core values of safety and integrity, which means taking responsibility for your own actions while caring for your colleagues and the business. Your background: You hold a bachelors degree. You have minimum of 13+ years of work experience in Control & Protection Engineering Design & Operational. You must have knowledge & skills in Power Systems and Control, Protection. Its great if you have knowledge and skills in p rocess structuring & process management. Good knowledge of Office tools. Self-starter calibre who could own tasks through to completion, s trong attention to detail . Excellent written and verbal communication skills. Qualified individuals with a disability may request a reasonable accommodation if you are unable or limited in your ability to use or access the Hitachi Energy career site as a result of your disability. You may request reasonable accommodations by completing a general inquiry form on our website. Please include your contact information and specific details about your required accommodation to support you during the job application process. This is solely for job seekers with disabilities requiring accessibility assistance or an accommodation in the job application process. Messages left for other purposes will not receive a response.

Reports To: Chief Executive Officer (CEO) Chief Operating Officer (COO)Department: Human Resources Preference: Female Candidates only, candidate from Ahmedabad location or willing to locate to Ahmedabad for some specific reason Position Overview: The Head of HR will be responsible for leading and overseeing all HR functions within the organization. This includes talent acquisition, employee engagement, performance management, organizational development, compliance, and workplace culture. The HR Head will work closely with leadership teams to align HR strategies with the companys goals, driving growth, performance, and a positive organizational culture. Key Responsibilities: Leadership & Strategy Development: Lead the HR department and be the key driver in developing and executing HR strategies aligned with business goals. Collaborate with senior management and other departments to ensure HR practices support the organizations objectives. Provide strategic advice to leadership on talent management, leadership development, employee relations, compensation, and organizational development. Talent Acquisition & Retention: Oversee the talent acquisition process to ensure recruitment strategies meet the companys growth needs. Develop and implement employee retention programs, focusing on engagement and professional growth opportunities. Maintain strong relationships with external recruiters, universities, and industry networks to source top talent. Employee Relations & Engagement: Develop and implement employee engagement programs to foster a positive work environment. Address employee relations issues, mediate conflicts, and ensure the fair and consistent application of policies. Lead initiatives that promote diversity, inclusion, and a positive organizational culture. Performance Management & Development: Design and implement performance management processes to ensure continuous development and productivity. Guide managers in providing regular feedback, coaching, and supporting team development. Ensure succession planning and career development programs are in place to build leadership pipelines. Compensation & Benefits: Oversee compensation, benefits, and payroll strategies to ensure competitive and equitable packages. Ensure HR policies are compliant with relevant legal and industry standards. HR Policies & Compliance: Develop and enforce HR policies that ensure compliance with all local, state, and federal regulations. Monitor and maintain compliance with employment laws and internal company policies. Organizational Development: Drive initiatives to strengthen the company culture, improve internal communication, and increase employee satisfaction. Lead change management processes, working closely with leadership to manage organizational transitions and growth. Reporting & Analytics: Prepare and deliver regular HR reports to the executive team, including insights on workforce planning, employee performance, and HR metrics. Use data analytics to identify trends and propose data-driven solutions to improve HR processes and employee satisfaction. Qualifications: Bachelors or Masters degree in Human Resources, Business Administration, or a related field. Proven experience (8+ years) in HR leadership roles, preferably in the IT or tech industry. Strong knowledge of HR best practices, employment law, and labor regulations. Experience in handling employee relations, conflict resolution, and performance management. Excellent communication, negotiation, and interpersonal skills. Ability to influence and build relationships with senior leadership and staff. Strong problem-solving skills and the ability to think strategically. Proficient in HRIS systems and Microsoft Office Suite. Certification in HR (e.g., SHRM-SCP, PHR) is preferred. Personal Attributes: Strong leadership skills with the ability to motivate and inspire teams. Excellent organizational and multitasking abilities. High emotional intelligence and empathy. Resilient and adaptable to change. Strong decision-making skills with attention to detail. Excellent communication, negotiation, and interpersonal skills. _ Mandatory Key Skills HR,employment law,Leadership Development,HRIS,Organizational Development,HR Compliance,performance management*

Create and execute learning strategies and programs & training. Evaluate individual and organizational development needs. Implement various learning methods companywide.

Looking for a dynamic HR Business Partner with 5-8 years of experience who can drive strategic business partnering and lead talent management initiatives across teams. Key Skills: Strategic HR Business Partnering Talent Management & Development Stakeholder Management Organizational EffectivenessResponsibilities: Strategic HR Business Partnering: Act as a trusted advisor and consultant to assigned business units and leadership, understanding their strategic objectives, challenges, and talent needs. Translate business priorities into actionable HR strategies and initiatives that drive business results and foster organizational growth. Provide expert guidance and support on a wide range of HR matters including workforce planning, organizational design, change management, and employee relations. Analyze HR metrics and data to identify trends, diagnose root causes of HR challenges, and propose data-driven solutions to improve business performance. Contribute to the development and implementation of company-wide HR policies, programs, and practices. Talent Management & Development: Lead and implement comprehensive talent management initiatives, including performance management cycles, talent reviews, succession planning, and leadership development programs. Partner with managers to identify key talent, assess development needs, and create tailored development plans to build a strong talent pipeline. Drive employee engagement initiatives to foster a positive work environment, enhance employee satisfaction, and improve retention. Oversee onboarding and offboarding processes, ensuring a seamless and positive experience for employees. Facilitate training and development programs to enhance employee skills and capabilities, aligning with organizational goals. Stakeholder Management: Build strong, collaborative relationships with senior leaders, managers, and employees across all levels of the organization. Effectively communicate HR strategies, policies, and initiatives to diverse audiences, ensuring understanding and buy-in. Influence and coach managers on effective leadership practices, performance management, and employee development. Address and resolve complex employee relations issues, grievances, and disciplinary matters with fairness and in compliance with legal requirements. Organizational Effectiveness: Collaborate with business leaders to optimize organizational structures and processes, enhancing efficiency and productivity. Drive change management efforts, guiding teams through transitions and ensuring smooth adoption of new initiatives. Promote and embed the company's values and culture, ensuring they are reflected in daily operations and employee interactions. Identify opportunities for process improvement within HR and across the business to enhance overall organizational health. Mandatory Key Skills Talent Management,Stakeholder Management,Strategic HR Business Partnering,workforce planning,organizational design,HR*

Job Title: Vice President Human Resources Location: Bangalore Experience: 10-15 years About the Role We are seeking an experienced and dynamic Vice President HR to lead our human resources function. The role is critical in driving strategic HR initiatives including talent acquisition, competency mapping, succession planning, HRIS implementation, and organizational transformation. Key Responsibilities Talent Acquisition & Compensation Lead talent acquisition strategies across functions. Handle salary corrections and benchmarking in case of hiring bottlenecks. Talent Management & Development Drive competency mapping and succession planning initiatives. Implement structured leadership development and career progression programs. Technology & Automation Oversee HR automation initiatives, including HRIS implementation . Lead digital transformation of HR processes for scalability and efficiency. Organizational Change Support HR in transition and migration projects. Collaborate with leadership on organizational restructuring when required. Employee Relations & Engagement Build strong engagement practices for employees across HO and multiple sites. Ensure compliance with statutory and corporate governance requirements. Functional Expertise: Strong HR leadership background with 10–15 years’ experience. Proven track record of managing large, diverse teams across HO and multiple locations. Demonstrated success in succession planning, competency mapping, and organizational transformation .

At Techolution, were shaping the future of AI-powered innovationand our people are the driving force behind it. Were looking for a Lead HR Business Partner who can bring energy, innovation, and best-in-class HR practices to our growing organization. This role is about more than HR—it’s about inspiring change, delivering WOW employee experiences, and making Techolution a truly great place to work. Job Title: Lead HRBP Location: Hyderabad (Work from Office) Experience: 8+ years Key Responsibilities Partner with the C-suite and senior leadership to align people strategies with business objectives. Design and implement people-first initiatives that strengthen culture, engagement, and retention. Lead the end-to-end employee lifecycle, delivering WOW experiences from onboarding to alumni engagement. Build scalable frameworks for learning, mentorship, internal mobility, and succession planning. Drive performance management with modern, outcome-driven systems that encourage ownership and recognition. Champion inclusion, transparency, and psychological safety while resolving employee relations with empathy and fairness. Influence organizational transformation and change management initiatives with agility and impact. Leverage data-driven insights to measure HR program effectiveness and continuously improve outcomes Design and execute learning, development, and succession frameworks to build future-ready leaders. Position Techolution as a Great Place to Work through progressive, employee-centric practices. Required Skills & Qualifications 8–10 years of progressive HR experience with strong exposure to HR business partnering at leadership level. Proven success in implementing scalable HR strategies in high-growth or innovation-driven organizations. Strong expertise in employee engagement, organizational design, and talent development. Demonstrated ability to influence senior stakeholders and act as a trusted advisor. Skilled in conflict resolution, coaching, and employee advocacy with a people-first mindset. Solid knowledge of performance management, recognition systems, and HR analytics. Familiarity with HRIS platforms such as Workday, Bamboo HR, or SuccessFactors. Proven experience in goal & milestone management , with the ability to champion SMARTS-based frameworks for alignment and performance. Exceptional communication, facilitation, and problem-solving abilities. About Techolution : Techolution is a Product Development firm on track to become one of the most admired brands in the world for "innovation done right". Our purpose is to harness our expertise in novel technologies to deliver more profits for our enterprise clients while helping them deliver a better human experience for the communities they serve. With that, we are now fully committed to helping our clients build the enterprise of tomorrow by making the leap from Lab Grade AI to Real World AI. Other focus areas being Enterprise Cloud, Product Innovation (IoT, 3D printing, Robotics), Real World AI Services (CV, LLM, CNN). We are honored to have recently received the prestigious Inc 500 Best In Business award , a testament to our commitment to excellence. We were also awarded - AI Solution Provider of the Year by The AI Summit 2023, Platinum sponsor at Advantage DoD 2024 Symposium and a lot more exciting stuff! While we are big enough to be trusted by some of the greatest brands in the world, we are small enough to care about delivering meaningful ROI-generating innovation at a guaranteed price for each client that we serve. Our thought leader, Luv Tulsidas, wrote and published a book in collaboration with Forbes, “Failing Fast? Secrets to succeed fast with AI”. Refer here for more details on the content - https://www.luvtulsidas.com/ Let's explore further! Uncover our unique AI accelerators with us: 1. Enterprise LLM Studio : Our no-code DIY AI studio for enterprises. Choose an LLM, connect it to your data, and create an expert-level agent in 20 minutes. 2. AppMod. AI : Modernizes ancient tech stacks quickly, achieving over 80% autonomy for major brands! 3. ComputerVision. AI : Our ComputerVision. AI Offers customizable Computer Vision and Audio AI models, plus DIY tools and a Real-Time Co-Pilot for human-AI collaboration! 4. Robotics and Edge Device Fabrication : Provides comprehensive robotics, hardware fabrication, and AI-integrated edge design services. 5. RLEF AI Platform : Our proven Reinforcement Learning with Expert Feedback (RLEF) approach bridges Lab-Grade AI to Real-World AI. 6. AI Center of Excellence : Establishes an AI Center of Excellence to maximize AI potential and ROI. 7. FaceOpen : AI-powered user identification system using image recognition and deep neural networks, eliminating the need for keys, badges, or fingerprint scanners! Some videos you wanna watch! Computer Vision demo at The AI Summit New York 2023 Life at Techolution GoogleNext 2023 Ai4 - Artificial Intelligence Conferences 2023 WaWa - Solving Food Wastage Saving lives - Brooklyn Hospital Innovation Done Right on Google Cloud Techolution featured on Worldwide Business with KathyIreland Techolution presented by ION World’s Greatest Visit us @www.techolution.com : To know more about our revolutionary core practices and getting to know in detail about how we enrich the human experience with technology.

As a Learning and Talent Development Specialist, you will work closely with business and global learning teams to identify learning needs and deliver programs that align with business and talent requirements. Your key responsibilities will include: - Collaborating with business and global learning teams to identify learning needs and deliver programs - Supporting talent management initiatives such as performance management, career development, and succession planning - Driving business critical initiatives related to talent management and cultural alignment - Managing end-to-end learning operations for both virtual and in-person programs - Designing and program managing leadership development and talent pool specific learning journeys - Developing and managing learning and talent dashboards, as well as evaluation/tracking mechanisms To excel in this role, you should possess the following qualifications: - A degree in Human Resources, Education, Organizational Development, or a related field - 3-5 years of experience in learning and development and/or talent management - Strong knowledge of adult learning principles and instructional design - Excellent communication, planning, and stakeholder management skills - Proficiency with learning technologies and platforms for learning operations and dashboard management This position offers you the opportunity to contribute to the growth and development of the organization by enhancing the skills and capabilities of its employees through effective learning and talent management strategies.,

Job Title: Internship Manager Location: K R Mangalam University, Gurugram Job Type: Full-Time Reports To: Director CDC Job Summary: The Internship Manager will be responsible for designing, implementing, and overseeing the universitys internship program. This role requires close collaboration with faculty, students, and external organizations to ensure a structured and valuable internship experience that aligns with the universitys academic and career development goals. Key Responsibilities: Develop, implement, and manage a structured internship program for university students. Coordinate with academic departments to align internships with curriculum requirements. Establish and maintain relationships with companies, government agencies, and nonprofit organizations to create internship opportunities. Oversee the recruitment, selection, and placement of students in internships. Act as the main point of contact for students, providing guidance and support throughout their internship. Organize workshops, training sessions, and networking events to enhance students' professional development. Monitor and evaluate intern performance, gathering feedback from both students and employers. Ensure compliance with labour laws and university policies regarding internships. Track and report on internship program outcomes and success metrics. Facilitate conversion of successful interns into full-time employment where applicable. Qualifications & Skills: Bachelors degree in Education, Career Services, Business Administration, or a related field. Proven experience in internship program management, student engagement, or university career services. Strong organizational and project management skills. Excellent communication and interpersonal abilities. Ability to build and maintain professional relationships with employers and internal stakeholders. Proficiency in MS Office and career services management systems is a plus. Passion for student mentorship and career development. Preferred Qualifications: Masters degree in a relevant field. Experience in employer relations, student engagement, or experiential learning programs. Familiarity with Learning & Development (L&D) initiatives.

Hi, We have urgent opening for Manager - HR - Manufacturing. Exp. 10+ Years (Manufacturing) Qualification -MBA Full Time CTC- 10-12 Lacs Role & Responsibilities- Personnel & Administration/ Legal Compliances Manpower Planning Training & Development Recruitment / Talent Management Succession Planning Leadership Development Budgeting Industrial Relations Employee Engagement Activities Rewards & Recognition PMS Induction & On-boarding Management Interested Candidates kindly share your updated resume on naveen@sysfol.com Regards For SYSFOL Team Naveen 9812718222

Lead- HRBP | Human Resources | 5-7 + years of Experience - Bangalore -Day shift We are hiring a dynamic and self-driven Lead HRBP with 5-7 + years of overall HR experience and 5+ years in core Business HR (BHR) roles within the ITES industry. This role offers the opportunity to work closely with business leaders, driving people strategies, talent management initiatives, and organizational development programs for high-impact automation teams. Location : Bangalore 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. Reach Us- If this opportunity aligns with your career aspirations, please share your updated profile at nandini.narula@crescendogroup.in. Keywords: HRBP, Business HR, Talent Management, Change Management, Leadership Coaching, ITES, Remote HR Jobs, People Strategy, Team Performance, Organizational Development

Role Overview: As a member of the Human Resources team at Darwinbox, you will play a crucial role in the Talent Management and Strategy department. Your primary responsibility will involve developing and executing talent management strategies that are in line with the company's objectives and values. This role requires a strategic mindset and extensive experience in handling talent-related initiatives to attract, retain, develop, and engage top talent within the organization. You will be instrumental in fostering a positive and inclusive workplace culture for approximately 300 employees. Key Responsibilities: - **Talent Strategy Development:** - Develop, implement, and assess talent management strategies to support the company's long-term growth and business goals. - Collaborate with senior leadership to ensure alignment between talent strategies and organizational objectives. - **Performance Management:** - Design and oversee the performance management process, including goal setting, evaluations, and career development plans. - Work with leaders to enhance employee performance and productivity effectively. - **Employee Development and Training:** - Identify training needs and establish programs to enhance employee skills and knowledge. - Promote a culture of continuous learning and development across the organization. - **Employee Engagement and Retention:** - Execute employee engagement initiatives to cultivate a positive and inclusive workplace environment. - Implement strategies to improve employee retention, job satisfaction, and overall well-being. - **Succession Planning:** - Develop and maintain a robust succession planning process to identify and groom internal talent for future leadership positions. - **Data Analysis and Reporting:** - Utilize data and analytics to evaluate the effectiveness of talent management strategies and make data-driven decisions. - Provide regular reports to senior management on HR metrics and the impact of initiatives. Qualifications: - Master's degree in HR or a related field is a mandatory requirement. - Minimum of 5 years of demonstrated experience in HR. - Strong strategic thinking skills with the ability to align HR initiatives with broader business objectives. - Profound knowledge of HR best practices, employment laws, and regulations.,

Role Overview: As a Sales Training Head at Advanced Hair Studio, you play a crucial role in enhancing the sales team's capabilities and ensuring adherence to top-tier sales processes. Your responsibilities include designing and implementing effective sales training programs, enhancing overall sales performance, conducting training needs analysis, managing the training budget efficiently, evaluating training effectiveness, maintaining stakeholder communication, driving innovation in training methods, supporting talent development and succession planning, and achieving individual revenue targets. Key Responsibilities: - **Training Program Design and Implementation** - Develop and deploy effective sales training programs aligned with sales strategies and company targets. - Ensure training content is relevant, engaging, and incorporates the latest sales techniques. - Customize training programs for the specific needs of both 1st and 2nd sales teams. - **Sales Performance Enhancement** - Set clear, measurable goals for performance improvement post-training. - Analyze sales metrics to identify areas for improvement and tailor training accordingly. - Monitor and assess the impact of training on sales performance. - **Training Delivery** - Oversee training program execution and maintain high standards of delivery. - Implement feedback mechanisms to continuously improve training quality. - Standardize training materials and methodologies for consistency. - **Training Needs Analysis** - Conduct thorough needs assessments to determine training requirements for different sales teams. - Collaborate with National Heads and Studio Managers to identify skill gaps and training needs. - Develop training solutions that address specific gaps and enhance team capabilities. - **Budget Management and Optimization** - Plan and monitor training expenditures to ensure budget adherence. - Optimize resource allocation to achieve the best outcomes. - Provide regular budget reports and justify any deviations. - **Evaluation and Reporting** - Develop and use evaluation tools to measure training impact and ROI. - Collect and analyze feedback to refine training programs. - Prepare and present regular reports on training outcomes and recommendations. - **Stakeholder Communication and Collaboration** - Update stakeholders on training progress, successes, and challenges regularly. - Build strong relationships with sales managers and key personnel. - Address stakeholder concerns and incorporate feedback into training strategies. - **Innovation and Best Practices** - Drive innovation in training methods and adopt industry best practices. - Implement new training technologies and methodologies. - Foster a culture of continuous learning and improvement within the sales team. - **Talent Development and Succession Planning** - Identify and nurture future sales leaders through targeted training and mentorship. - Develop career progression plans for high-performing employees. - Implement succession plans for critical sales roles. Qualification Required: No specific qualifications mentioned in the provided job description. Additional Details: No additional details about the company were provided in the job description.,

Esson Pharma seeks proactive HRBP to lead policies, SOPs, streamlined hiring, employee lifecycle, contracts, appraisals, compliance, HR branding & engagement. knowledge of API vs. formulation, manufacturing vs. distribution & standards Provident fund

We are looking for a skilled Operations Manager to lead our team and drive business growth. The ideal candidate will have a strong background in operations management and excellent leadership skills. Roles and Responsibility Develop and implement operational strategies to achieve business objectives. Manage and supervise a team of professionals to ensure efficient operations. Analyze operational data to identify areas for improvement and optimize processes. Coordinate with various departments to ensure seamless operations and resolve issues. Implement and maintain quality control measures to ensure high standards. Identify and mitigate risks to ensure compliance with regulatory requirements. Job Requirements Proven experience in operations management with a minimum of 4 years of experience. Strong knowledge of operational principles and practices. Excellent leadership, communication, and problem-solving skills. Ability to analyze complex data and make informed decisions.

What does an Operations Manager really do? Think of yourself as a leader and the master of your department, so not just anyone is qualified for this role! Here at TaskUs we make sure we get the best of the best, after all, we are a ridiculously good company so we make sure our employees are top notch. Come on now, we need your full attention because it's time to imagine what it's like being an Operations Manager . Imagine yourself going to work with one thing on your mind: that in most companies, it's all about the KPIs but in TaskUs it's all about solving business problems through innovation . As you tackle your new tasks for the day, you know that it will all lead to one thing that your department believes in: to provide the best possible customer experience to your clients. As Operations Manager, you are also responsible for making sure that KPIs are being met consistently . You need to come up with ways in which to effectively make each employee reach their best potential. With this , you must also be creative because you need to devise effective plans on how to make each employee reach their target . As a leader , you must also gain the trust and respect of your employees because let's face it -- how can you lead when people don't believe you? You need to be able to reach out to them, drop by their workstations, have short chit-chats, and make them feel important. You need to be able to identify their strengths and weaknesses, take advantage of them and assign them tasks that will help them work on their weaknesses and showcase their talents . This way , you are able to manage relationships better and develop people at the same time. Note: Regular Health and Wellness counseling will be mandated for employees in Content Moderation roles. Requirements: So, what is it we're looking for? Since this is an Operations Manager post, we'd need someone who already has the skills to even call themselves a Manager. We're looking for someone who has strong interpersonal skills, verbal and written communication skills and most importantly empathy. Someone who has a high affinity and cultural awareness of political and social situations regarding the relevant market and region that will be supported. Someone who has at least three years of related working experience , preferably someone who already knows how the system works -- specializing in customer experience operations and management. We need someone who is responsible and has a good track record of meeting and delivering targets . Someone who can articulate him/herself well enough with others, like teammates and clients. We need someone who can multitask and work in a fast-paced environment . Someone who can lead and is great in analyzing situations and data.

The Sr. Director, HR-APAC and Middle East will be an influential leader responsible for driving strategic HR initiatives, compliance, organizational development, and culture across Consilio s global operations in the Asia Pacific and Middle East regions. The ideal candidate will blend business acumen, broad HR domain knowledge and expertise, strong consulting skills, and a deep commitment to creating an exceptional employee experience. Note this position will be located in our Bangalore, India office Responsibilities Strategy Serve as point person in the APAC and Middle East regions for Consilio s employee experience practices, including both full-time and flexible workers. Partner closely with operational leadership in these regions to understand the near- and long-term business strategies in line with Consilio s overall goals; Work closely with Global and regional teams to create programs and practices that support attainment of the regions recruitment, revenue, efficiency, retention and reputational targets. Serve as HR Business Partner to the operational management teams across these regions, acting as a trusted advisor, strategist, and coach. Provide regular human capital reports and analyses to stakeholders to ensure forecasting, trends, and issues are appropriately addressed as we manage to our hiring, retention and engagement benchmarks. HR Management and Compliance Recruit and manage a high-performing team of HR Business Partners, Managers, and Coordinators. Ensure compliance with all local and regional labor laws and educate team members on requirements and best practices related to employee relations. Serve as senior advisor and escalation point for local employment-related issues. Handle and resolve issues in a timely, equitable and constructive manner. Manage local employee benefits, vendors, and partnerships to budget and performance targets; Maintain network of potential providers and regularly review existing providers for effectiveness. Be a visible and accessible member of the team for teammates across these regions and help in translating corporate priorities into regional strategies and actions; In partnership with country leaders, serve as voice of the client for these regions within the larger Consilio organization. Talent Attraction and Development Lead human capital practices for the covered regions, including onboarding, performance management, succession planning, talent development, and annual and pulse employee engagement activities. Support the development and execution of a comprehensive talent branding strategy to position the company as an employer of choice within the regions it serves. Work closely with the global COE and local Talent Acquisition teams on forecasting and tracking; Represent Consilio and our employment brand promises in the broader business and practice communities within the region. Employee Engagement and Retention Develop and lead employee engagement programs, including recognition, wellness initiatives, social events, and team-building activities, that enhance the overall employee experience. Implement feedback mechanisms, such as regular town halls or pulse surveys, to monitor the effectiveness of engagement initiatives and make data-driven improvements. Seek out recognition opportunities awards, programs, speaking engagements that provide opportunities to showcase and recognize Consilio s employees and leaders. Perform other duties as necessary Travel to various sites as business needs require Qualifications Qualifications: Bachelor s degree in Business Administration, Human Resources, I/O Psychology or related field; MBA or Master s degree and/or relevant certifications preferred. Minimum 10+ years of progressive HR leadership experience, preferably in professional services or global environments. 5+ years of direct management experience required. Proven experience serving as the HR practice leader for at least one geographic region in a matrixed environment with operations across geographies. A deep knowledge of the Hire to Retire HR functions and hands-on experience with employment practices and law across regions in the portfolio; experience working with external partners including labor attorneys, recruiting firms, outsourcing partners, and professional development vendors Expert communication and relationship building skills, including routine communication with senior stakeholders and influence without authority; communication skills and ability to produce executive stakeholder-ready presentations, reports, and analysis required. Solutions focused problem-solver that can work independently but enjoys the collaborative aspects of working across Centers of Excellence and regions. Flexibility to work in varied time zones to collaborate with globally distributed teams Consilio s True North Values Excellence We strive to make every client our advocate Passion We DO because we CARE Collaboration We win together through teamwork and communication Agility We flex, adapt and embrace change People We value, respect and invest in our teammates Vision We create clarity of purpose and a clear path forward Consilio, LLC is an EEO/Affirmative Action Employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other legally protected status.

About Credit Saison: Established in 2019, CS India is one of the country s fastest growing Non-Bank Financial Company (NBFC) lenders, with verticals in wholesale, direct lending and tech-enabled partnerships with Non-Bank Financial Companies (NBFCs) and fintechs. Its tech-enabled model coupled with underwriting capability facilitates lending at scale, meeting India s huge gap for credit, especially with underserved and under penetrated segments of the population. Credit Saison India is committed to growing as a lender and evolving its offerings in India for the long-term for MSMEs, households, individuals and more. CS India is registered with the Reserve Bank of India (RBI) and has an AAA rating from CRISIL (a subsidiary of SP Global) and CARE Ratings. Currently, CS India has a branch network of 45 physical offices, 1.2 million active loans, an AUM of over US$1.5B and an employee base of about 1,000 people. Credit Saison India (CS India) is part of Saison International, a global financial company with a mission to bring people, partners and technology together, creating resilient and innovative financial solutions for positive impact. Across its business arms of lending and corporate venture capital, Saison International is committed to being a transformative partner in creating opportunities and enabling the dreams of people. Based in Singapore, over 1,000 employees work across Saison s global operations spanning Singapore, India, Indonesia, Thailand, Vietnam, Mexico, Brazil. Saison International is the international headquarters (IHQ) of Credit Saison Company Limited, founded in 1951 and one of Japan s largest lending conglomerates with over 70 years of history and listed on the Tokyo Stock Exchange. The Company has evolved from a credit card issuer to a diversified financial services provider across payments, leasing, finance, real estate and entertainment. Key Responsibilities Strategic Business Partnering Act as the HR partner to senior business leaders in the Affording Housing vertical, driving people strategy aligned with business goals. Formulating and driving people strategy to support business growth in the Affordable Housing vertical. Translate business priorities into HR initiatives across capability building, performance management, succession planning, and employee retention. Provide strategic input on organizational design, workforce planning, and leadership development. Drive end-to-end performance management and career development processes for the vertical. Build a strong leadership pipeline through succession planning and focused talent interventions. Partner with LD team to design and execute capability building initiatives tailored to affordable housing business needs. Employee Engagement Culture Partner with business teams to design and implement engagement frameworks that improve productivity, morale, and retention. Enhance diversity, equity, and inclusion within the workforce. Champion cultural alignment by embedding organizational values into the Affordable Housing Direct workforce. Monitor attrition and design interventions in collaboration with business leaders to reduce turnover. Employee Relations Governance Provide HR policy guidance, ensuring consistent interpretation and application across locations. Manage and resolve complex employee relations issues; conduct thorough and objective investigations where required. Ensure compliance with all statutory, legal, and regulatory requirements across business operations. HR Excellence Change Management Partner with COEs (Talent Acquisition, CB, LD, HR Ops) to deliver seamless HR services to the business. Lead HR projects that support business transformation, digitization, and scaling of operations. Act as a change agent, supporting business leaders through organizational shifts and expansions. Skills Attributes for Success Strong experience as an HR Business Partner in financial services , ideally with exposure to Affordable Housing businesses. Proven experience in setting up and scaling people practices for Affordable Housing businesses. Proven track record of partnering with senior leaders on people strategy in large, distributed teams. Deep understanding of HR processes across performance, engagement, capability building, and employee relations. Excellent stakeholder management, problem-solving, and conflict-resolution skills. Ability to balance strategic thinking with hands-on execution. High resilience, adaptability, and business acumen. Qualifications Experience Postgraduate degree in HR/Management (MBA/PGDM in HR or equivalent). 10 15 years of progressive HR experience, with at least 5 7 years in a senior HR Business Partnering role supporting large-scale business teams. About Credit Saison:Established in 2019, CS India is one of the country s fastest growing Non-Bank Financial Company (NBFC) lenders, with verticals in wholesale, direct lending and tech-enab...

Role Purpose: The Sr. Manager OD will be responsible for conceptualizing, designing, and implementing organization-wide development interventions to build a high-performance, future-ready workforce. The role will focus on driving culture transformation, leadership development, change management, competency frameworks, career architecture, succession planning, and employee engagement initiatives. Key Responsibilities: 1. Organization Development Strategy Design and drive OD strategy aligned with business goals and HR roadmap. Conduct organizational diagnostics to identify gaps in structure, processes, and people practices. Recommend and implement interventions to improve organizational effectiveness. 2. Leadership Development & Talent Management Create and implement leadership development frameworks for different levels (first-line, mid-management, senior leadership). Drive succession planning and talent reviews for critical roles. Facilitate coaching, mentoring, and high-potential programs. 3. Competency Frameworks & Career Architecture Develop and institutionalize competency frameworks for roles across the organization. Build career ladders, role architecture, and internal mobility frameworks. Partner with managers to support employee career pathing and growth. 4. Change Management & Culture Transformation Lead change management initiatives for business transformations, or restructuring. Design programs to strengthen organizational culture and values. Drive employee engagement and inclusion initiatives to build belongingness. 5. Learning & Development Integration Collaborate with L&D team to design behavioral and leadership programs. Implement micro-learning and digital OD interventions. Track learning effectiveness and align with business outcomes. 6. HR Analytics & Insights Use data and analytics to measure impact of OD programs. Provide insights to leadership on organizational health, culture, and engagement. Benchmark OD practices with industry \standards and bring in innovations. Qualifications & Experience: MBA/PGDM in HR / Organizational Psychology /Organization Development from a reputed institute. 1015 years of progressive HR experience with at least 5+ years in OD / HR Transformation roles. Strong expertise in competency mapping, career frameworks, succession planning, and leadership development. Proven track record in managing large-scale change management and culture-building projects. Excellent facilitation, stakeholder management, and consulting skills. Strong analytical, project management, and communication capabilities. Desired Competencies: Strategic Thinking & Business Acumen Change Leadership & Influence Collaboration & Stakeholder Engagement Analytical Problem-Solving Learning Agility & Innovation Strong Facilitation & Coaching Skills Why Join Us? Opportunity to build and lead OD practices in a fast-growing organization. High visibility role working with senior leadership and business heads. Platform to introduce new-age HR and OD practices. Culture that values innovation, collaboration, and people development. Interested candidates are invited to submit their resumes to Nava Jyothi via email at nava.jyothi@sitaramspinners.com & WhatsApp @ +918897853143.

Who we are: At Opkey, we empower enterprises to unlock the full potential of their ERP investments with cutting-edge, agentic AI-powered automation. Our intelligent platform delivers continuous assurance across the entire ERP lifecycle; from initial deployment to day-to-day operations and long-term digital transformation. By eliminating manual errors, accelerating testing cycles, and ensuring seamless adoption of critical updates, Opkey helps organizations modernize with confidence and agility. Trusted by 250+ global enterprises, we reduce risk, drive efficiency, cut costs, and fast-track innovation; so businesses can focus on what they do best: growing and evolving in a dynamic digital world. We re Looking for a Trusted Advisor. A Culture Builder. A People Leader Who Gets Things Done. Opkey is seeking a Senior HR Manager or a high-impact HR Business Partner ready to step into a larger role to help scale our people engine in India through bold ideas and hands-on execution. This isn t a role for someone looking to maintain the status quo. This is for someone who thrives in a high-growth environment, enjoys building from the ground up, and knows how to turn strategy into results. Youre a trusted partner to leadership , a coach to people managers , and a culture champion all in one day. You don t wait for direction you take the lead. You understand that great HR is about enabling business growth through people systems, capability-building, and a culture of ownership. Youre energized by solving real problems, designing scalable practices, and creating meaningful experiences for employees. You re empathetic in tough moments, data-driven in your approach, and decisive when it counts. In this role, you ll work closely with India leadership and global teams to shape org design, scale performance and talent processes, resolve complex people challenges, and deliver on our people-first strategy in a fast-paced, innovation-driven environment. The Role As Senior HR Manager India , you ll play a critical role in leading and implementing people strategies that support our business goals. You ll manage key HR functions including performance management, employee engagement, policy design, communication, and compliance, all while ensuring a cohesive employee experience across our India teams. What You ll Do Partner with India leadership to align HR strategy with business objectives and headcount growth Drive performance management and appraisal cycles with fairness and consistency Guide workforce planning, talent review, and succession planning for key roles Handle employee relations and grievance matters with empathy and adherence to Indian labor laws Champion transparent communication and employee engagement across hybrid teams Deliver actionable people insights using HR data, dashboards, and feedback loops Lead employee retention, career pathing, and recognition initiatives suited to India s workforce dynamics Co-own change management, culture programs, and Opkey India s employee value proposition Partner with L&D and functional leaders to drive training, upskilling, and manager capability building Ensure HR operations and policies comply with statutory requirements under Shops & Establishments Act, POSH, PF/ESIC, and more What You Can Expect to Do During the Day Kick off your day reviewing hiring priorities or attrition trends with functional leaders Coach a manager through feedback delivery or conflict resolution Navigate employee grievances while balancing compassion and compliance Collaborate with India leadership on promotions, restructuring, or title calibration Review pulse survey or engagement scores and brainstorm action steps Roll out a new onboarding, DEI, or recognition program tailored for our India teams Align with global HR on process changes, policy harmonization, or cultural initiatives Lead a workshop for first-time people managers or newly promoted leads Speak with an employee about their growth plan and internal mobility options Coordinate with labor law consultants or legal on documentation, audits, or compliance What We re Looking For 10+ years of progressive HR experience, with 5+ years as a strategic HRBP or HR Manager Experience supporting SaaS, IT services, or product organizations in India Deep knowledge of India labor laws, compliance (Shops & Establishments, POSH, PF/ESIC, etc.) Experience driving performance management, engagement, and capability building at scale Ability to operate both strategically and tactically in a fast-paced setup Strong communication, problem-solving, and conflict-resolution skills Comfort working with HRIS, dashboards, and people analytics tools (Keka, Darwinbox, etc.) Collaborative mindset with experience working in hybrid or matrixed teams Highly motivated, self-directed, and ready to take ownership from Day 1 Why Opkey, India? Fast-growing global SaaS platform with a product mindset Agile team, empowered work culture, and career pathing support Build, scale, and shape the future of People Ops in a high-impact market Flexible hybrid work, learning opportunities, and a culture that values initiative

We are hiring for the role of COE Lead Learning & Development (Manufacturing), based at Ahura Centre, Andheri East, Mumbai. This strategic role is designed for professionals passionate about building future-ready leaders and driving transformation in a dynamic manufacturing environment. This strategic role will lead the Learning COE for our Manufacturing vertical, focusing on: Lead the Learning COE for Manufacturing, driving leadership development and succession planning. Design and implement leadership programs aligned with business priorities and future readiness. Build capabilities up to N-2 level through structured learning, mentoring, and immersive experiences. Govern and enhance existing programs like Business EDGE, Catalyst Emerge, and Evolve. Drive training initiatives in SOPs, safety, compliance, and emerging future skills. Foster a culture of continuous learning and development conversations across plants. Collaborate with stakeholders to measure learning impact and support strategic talent goals. We encourage qualified professionals with relevant experience to explore this opportunity and contribute to impactful leadership development in manufacturing.