728 Succession Planning Jobs - Page 13

Responsible for attracting, developing, and retaining talent. Manages performance, succession planning, and employee growth initiatives to align workforce strategy with business goals.

Job Role: Assist the team in the recruitment process from sourcing via recruitment agencies to arranging for interviews Screening the candidates by resume shortlisting, phone interview and personal interviews with coordination with the concerned departments & background verification of the shortlisted candidates Issuing Letter of Offer/Intent/ Employment to the selected candidate Conduct orientation program and briefing to new employee. Review, update and maintain proper filing such as employees joining data, documents, letters, medical insurance policies etc. Administration of attendance data and maintain employees leaves, medical and attendance record. Keeping track of employees attendance/ absenteeism and report to the HOD Responsible for managing Pan India Payroll Operations and related legal & statutory Compliance (Tax, PF, ESIC, PT, LWF & Minimum wages) Administration of employee benefits program, medical insurance and claims. Support in development of fair HR policies and ensure employees understand and comply with them Vendor engagement & management for payroll, statutory compliances and employee benefits Responsible for various MIS reports like (Payroll MIS, Head count, attrition, wage cost etc.) Support in other human resource programs including, but not limited to, disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; training and development and employee engagement. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. Performs other duties as required. Principle Accountabilities: Bridge management and employee relations by addressing demands, grievances or other issues Support the recruitment and selection process Support current and future business needs through the training & development, performance management, engagement, motivation and preservation of human capital Manage the daily workflow of the department. Ensure legal compliance throughout human resource management Required Candidate Profile: Bachelors/ Masters degree in Human Resources or equivalent 4+ years of experience managing the entire HR portfolio, preferably HR Operations and Payroll In-depth knowledge about local and international Human Resource Processes, employment legislation, and legal regulations Excellent knowledge of all aspects of HR management Experience with HR tools and recruiting software Excellent listening, negotiation and presentation skills Excellent verbal and written communications skills Good organizational and multi-tasking abilities Strong problem-solving, decision making and people skills Results-oriented with strong analytical skills.

Competence Development Manager Job Details | our company Search by Keyword Search by Location Select how often (in days) to receive an alert: Select how often (in days) to receive an alert: Competence Development Manager Atlas Copco (India) Private Ltd. Date of posting: Jul 7, 2025 Our solutions are a key part of most industries - electronics, medical research, renewable energy, food production, infrastructure and many more. Working with us means working with the latest technologies and groundbreaking, sustainable innovations. Your role Job Title: Competence Development Manager Role Summary We are looking for an experienced and strategic Competence Development Manager to lead the design, implementation, and continuous evolution of competence-building initiatives across the organization. This senior leadership role is critical to driving capability enhancement, enabling digital transformation, and supporting sustainable business growth. Key Responsibilities Define and implement a long-term competence development strategy aligned with organizational goals. Lead the design and governance of skill and maturity frameworks across business functions. Collaborate with business heads, competence leaders, and HR teams to assess current capabilities, identify skill gaps, and build development roadmaps. Develop and track KPIs to measure the effectiveness and impact of training and development programs. Own and evolve the competence development lifecycle including onboarding, learning, performance enablement, and succession planning. Deploy digital platforms and tools to enhance the learning ecosystem (LMS, analytics, dashboards, RPA, etc.). Conduct regular audits, capability assessments, and feedback loops to drive continuous improvement. Act as a strategic business partner, offering actionable insights to leadership based on analytics and organizational maturity benchmarks. To succeed, you will need What We Expect from You Proven experience (12 20 years) in process transformation, talent management, or organizational development within a manufacturing or engineering setup. Strong leadership and strategic thinking capabilities with hands-on involvement in process transformation and learning strategy execution. In-depth understanding of product or business function development, skill management, and performance enablement frameworks. High proficiency in data-driven HR practices dashboards, assessment metrics, and training effectiveness models (Kirkpatrick or similar). Experience working with cross-functional teams globally and leading large-scale capability building programs. Exposure to international standards such as ISO 9001/27001, QMS, and frameworks like CMMI. Mandatory Skillsets Competence Development Framework Design Talent and Skill Management Strategy Organizational Learning Systems (LMS, Digital Tools) HR Transformation and Change Management Process Optimization and Stakeholder Alignment KPI Dashboards, Training Analytics Strong Communication, Facilitation, and Influencing Skills Bachelor s degree in Engineering or related technical field MBA in Human Resources or Organization Development In return, we offer Culture of trust and accountability Lifelong learning and career growth Comprehensive compensation and benefits Health and well-being Talent Acquisition Team: Shweta Shinde Diverse by nature and inclusive by choice Bright ideas come from all of us. The more unique perspectives we embrace, the more innovative we are. Together we build a culture where difference is valued and we share a deep sense of purpose and belonging.

WWW.IMR-RESOURCES.COM SECTOR 56 GURGAON OFFICE Key Responsibilities: 1. Learning and Management: Develop and execute training programs that enhance employee skills and support career growth. Evaluate training needs through surveys, interviews, and performance data. Design and deliver workshops, seminars, and other educational sessions to address skills gaps and promote continuous learning. 2. Succession Planning: Implement a structured succession planning process to ensure a pipeline of qualified candidates for critical roles. Collaborate with senior management to identify key positions and potential successors. Develop and maintain talent pools and career development plans for high-potential employees. 3. Performance Management System: Oversee the performance management process, including goal setting, performance reviews, and feedback mechanisms. Design and implement performance improvement plans and interventions. Analyze performance data to identify trends and areas for improvement. 4. Leadership Development: Create and manage leadership development programs to build leadership capabilities and prepare employees for future leadership roles. Identify leadership competencies and design development plans to address gaps. Mentor and coach leaders to enhance their effectiveness and career progression. 5. Employee Engagement: Develop and execute initiatives to enhance employee engagement and satisfaction. Conduct surveys and focus groups to assess employee morale and engagement levels. Implement action plans based on feedback to improve workplace culture and employee experience. 6. Organizational Development: Partner with organizational leaders to align talent development strategies with business objectives. Lead change management initiatives to support organizational transformation and growth. Assess and enhance organizational structures, processes, and practices to drive efficiency and effectiveness. Qualifications: Education: MBA in Human Resources, Business Administration, Psychology, or a related field. Masters degree or relevant certifications (e.g., SHRM, ATD) preferred. Experience: Minimum of 10 years of experience in talent development, human resources, or a related field. Proven track record in designing and implementing talent development programs and initiatives. Experience in managing succession planning, performance management systems, and leadership development. Skills: Strong knowledge of learning and development methodologies, performance management, and organizational development. Excellent communication, presentation, and interpersonal skills. Ability to analyze data, generate insights, and make data-driven decisions. Proficiency in HR software and tools (e.g., LMS, performance management systems). Personal Attributes: Strategic thinker with a passion for employee development and organizational growth. Collaborative team player with strong problem-solving abilities. Adaptable and able to thrive in a dynamic and fast-paced environment.

About Us At Vahan, we are building the first AI powered recruitment marketplace for India's 300 million strong Blue Collar workforce, opening doors to economic opportunities and brighter futures. Our customers include names like Swiggy, Zomato, Rapido, Zepto, and many more. We leverage cutting-edge technology and AI to recruit for the workforces of some of the most recognized companies in the country. Our vision is ambitious: to become the go-to platform for blue-collar professionals worldwide, empowering them with not just earning opportunities but also the tools, benefits, and support they need to thrive. We aim to impact over a billion lives worldwide, creating a future where everyone has access to economic prosperity. If our vision excites you, Vahan might just be your next adventure. We're on the hunt for driven individuals who love tackling big challenges. If this sounds like your kind of journey, dive into the details and see where you can make your mark. What You Will Be Doing Strategic HR Partnership: Collaborate with business leaders to align HR strategies with business goals, providing strategic guidance and support. Talent Management: Lead talent acquisition efforts, oversee recruitment, and manage succession planning and career development initiatives. Employee Engagement & Relations: Promote a positive work environment, resolve employee issues, and implement engagement initiatives. Performance Management: Oversee the performance management process, including goal setting, reviews, and coaching managers on employee development. Organizational Development: Drive organizational change and lead training programs to enhance employee skills and knowledge. HR Operations: Ensure compliance with labor laws, manage HR policies, and utilize HR metrics to support data-driven decision-making. You'll Thrive In This Role If You Bring 5-8 years of experience as an HR Business Partner. Have strong knowledge of HR best practices, labor laws, and regulations. Have seen a 10-100 growth phase in complex organizations for both Engineering and Sales teams. Excel in talent management, employee engagement, total rewards, and organizational development. Possess excellent interpersonal and communication skills, with a knack for problem-solving and decision-making. Thrive in fast-paced, dynamic environments and are proficient with HR software and tools. At Vahan, you'll have the opportunity to make a real impact in a sector that touches millions of lives. We're committed to not only advancing the livelihoods of our workforce but also, in taking care of the people who make this mission possible. Heres What We Offer Unlimited PTO: Trust and flexibility to manage your time in the way that works best for you. Comprehensive Medical Insurance: We've got you covered with plans designed to support you and your loved ones. Monthly Wellness Leaves: Regular time off to recharge and focus on what matters most. Join us, and be part of something bigger where your work drives real, positive change in the world.,

As a key member of the HR team, you will be responsible for various aspects of manpower planning. This includes driving hiring processes such as sourcing candidates, conducting interviews, assessments, and negotiations. Additionally, you will oversee post-hiring processes to ensure a smooth transition for new employees. An important aspect of your role will involve young talent management, which includes managing campus hiring and one-year induction programs. You will also be responsible for employee life cycle management, which encompasses onboarding and induction processes. You will work closely with the Head of HR to support talent identification through talent segmentation and succession planning. This involves identifying critical positions and potential successors within the organization. You will also play a key role in driving the appraisal process and normalization activities. Furthermore, you will be involved in preparing proposals for unit-level compensation revisions. Your contribution to these activities will be crucial in ensuring the organization's talent management strategies are aligned with its business objectives and growth plans.,

Talent Acquisition, HR Recruiter, MIS, HR Executive, Recruitment Executive, Training, Leadership Hiring, Linkedin, Performance Management, HR Strategy, Succession Planning. Partnering with hiring managers to determine staffing needs Screening resumes Performing in-person and phone interviews with candidates Administering appropriate company assessments Performing reference and background checks Making recommendations to company hiring managers Coordinating interviews with the hiring managers Following up on the interview process status Maintaining relationships with both internal and external clients to ensure staffing goals are achieved Communicating employer information and benefits during screening process Staying current on the company s organization structure, personnel policy, and federal and state laws regarding employment practices Serving as a liaison with area employment agencies, colleges, and industry associations Completing timely reports on employment activity.

HR Business Partners perform a specialized type of HR work focused on HR consulting to the business including: HR consulting and coaching (e.g., working with business leaders to solve significant people and cultural issues, provides expertise in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, etc.) Enabling business change (e.g., supporting the talent aspects of organization structure changes, talent integration related to mergers & acquisitions, etc.) HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.) Partnering with the business and talent management/staffing and recruiting colleagues on key talent initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.) Positions on this level have comprehensive knowledge of the specific discipline or the broader area in which the position operates. Executes specialized projects and activities and typically works according to set principles. Usually generates and initiates own workload and doesnt need instructions or guidelines. Might supervise work of less experienced professionals providing professional expertise and taking responsibility for the end-product. Positions at this level are expected to significantly improve the day-to-day activities/processes. Manages and oversees the implementation of short-term activities within the team. Decisions are of an operational nature within a defined scope. Positions on this level delivers their share of professional responsibilities focusing on professional excellence. Typically manages a team of Individual Contributor co-workers.

HR Business Partners perform a specialized type of HR work focused on HR consulting to the business including: HR consulting and coaching (e.g., working with business leaders to solve significant people and cultural issues, provides expertise in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, etc.) Enabling business change (e.g., supporting the talent aspects of organization structure changes, talent integration related to mergers & acquisitions, etc.) HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.) Partnering with the business and talent management/staffing and recruiting colleagues on key talent initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.) Experienced Specialist in one specialized discipline as well as having a thorough understanding of related disciplines. Will most often be a driving force behind the development of new solutions for programs, complex projects, processes or activities. Serves as final decision/opinion maker in the area, coaches, mentors and trains others on the area of expertise. Ensures the implementation of short to medium term activities within the business area OR support sub-function in the context of the strategy for the department. Ensures appropriate policies, processes & standards are developed and implemented to support short to medium term tactical direction. Leads a team of Specialists ,sometimes with several hierarchical levels, with full employee lifecycle responsibility.

HR Business Partners perform a specialized type of HR work focused on HR consulting to the business including: HR consulting and coaching (e.g., working with business leaders to solve significant people and cultural issues, provides expertise in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, etc.) Enabling business change (e.g., supporting the talent aspects of organization structure changes, talent integration related to mergers & acquisitions, etc.) HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.) Partnering with the business and talent management/staffing and recruiting colleagues on key talent initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.) Positions on this level have advanced knowledge and experience and participates in/leads the development of new solutions/projects. Shares best practice and advice to the co-workers in the professional area. Not only generates own workload but outlines directions to others. Can supervise and coordinate lower-level specialists being single point of contact in complex matters. Coordinates the daily operations, enables and oversees the implementation of short to medium term activities within the team. Delivers input to policies, processes and standards, where decisions are of tactical and operational nature within a defined scope. Manages a mixed team of Specialist and Support jobs., with full employee lifecycle responsibility.

Position: Sr.GM/AVP/VP-HR Location: Hyderabad Duration: Full-time Exp: 20+yrs of exp in any manufacturing industry and heading the dept is given first preference. Company: Visaka Industries Limited Accountability: Accountable for designing, guiding and implementation of effective HR policies, programmes & procedures in line with business strategy and organizational capability building Responsibilities: Diagnose organizational environment through surveys and feedbacks at regular intervals Ensure Organization structures are in place and review the design w.r.to job analysis, job descriptions and role clarifications/redesign from time to time to meet changing business requirements Ensure induction, orientation and on boarding of new joiners in a structured manner for assimilating them into Visaka culture Ensure timely and effective implementation of performance management system i.e. aligning goals, guiding & monitoring assessment / review process, feedback mechanism and individual development plans Works on talent management strategy and ensure the availability of talent pipe line from within the organization for all key position through work force planning, competency profiling, assessment / development centers and cross functional learning. Create job rotation and job enrichment plans based on skills and performance delivered Develop leadership series/plan and ensure the leadership skills are imparted in structured manner Ensures training strategy and plan is prepared and aligned with business needs. Guides/reviews the TNA, annual training plan, modules design & delivery, feedback and post training effectiveness Develops an employee engagement planner and action plans to improve the workplace productivity/positive employee connect /experience Devise rewards & recognition practices that suits Visaka business priorities, cultural fit and employee demographics Devise action plans to promote innovation, ideation through collaborative communication platforms Conduct compensation benchmarking and restructuring based on requirements and provide insights to top management Discharge any additional roles and responsibilities as directed by HOD / Management from time to time.

Location: Mumbai/Bangalore, Exciting opportunity for a Market Research Expert or a Human Resource Consultant with 3+ years of experience in secondary research, competitive intelligence, and benchmarking within the larger Human Resources sector. Join a globally recognized leadership advisory firm and work on CXO-level projects across multiple sectors. Your Future Employer: is a leading global executive search and leadership advisory firm, serving a blue-chip client base across all industries. The firm specializes in C-suite and board consulting, executive search, and corporate assessment and development. Responsibilities - Conducting secondary research, benchmarking, and competitive intelligence especially for the various sub-functions under the larger human resources function. Analyzing data and providing strategic insights to support decision-making for senior leadership. Mapping relevant CXO-level stakeholders across industries. Preparing high-quality reports and presentations for internal and client use. Collaborating with cross-functional teams to ensure data accuracy and relevance. Driving end-to-end research processes in alignment with project objectives. Requirements - MBA/PGDM from reputed institutes. 5+ years of experience in market research, competitive intelligence, or benchmarking. Background from Big 4s, Big 3s, SHREK Firms, or executive search/consulting firms preferred. Excellent analytical skills with the ability to interpret complex data sets. What's in it for you? Hybrid work model: 3 days in office, Monday & Friday WFH. Exposure to CXO-level market research and strategic projects. Opportunity to work with a globally recognized advisory firm. Reach Us - If this role aligns with your career aspirations, please email your updated CV to abhishek.pushkar@crescendogroup.in for a confidential discussion. Disclaimer: Crescendo Global specializes in senior to C-level niche recruitment. We empower job seekers and employers with remarkable hiring experience. We do not discriminate based on race, religion, gender, age, or disability status. Note: We receive a lot of applications on a daily basis, so it becomes a bit difficult for us to get back to each candidate. Please assume that your profile has not been shortlisted in case you don't hear back from us in 1 week. Your patience is highly appreciated. Scammers can misuse Crescendo Globals name for fake job offers. We never ask for money, purchases, or system upgrades. Verify all opportunities at www.crescendo-global.com and report fraud immediately. Stay alert! Profile Keywords: Crescendo Global, primary research, secondary research, competitive benchmarking, competitive landscaping, competitive intelligence, HR transformation, organizational development, DEI, succession planning, leadership assessment,

As a Manager, Human Resources at Teach For India, you will play a vital role in finding, developing, engaging, and managing the people who are at the heart of our organization. Reporting to the City Director and directly managing the Associate, HR and Admin Officer, you will be part of the Bangalore City Operations team, contributing to the mission of providing an excellent education to all children in India. Your responsibilities will include working closely with the City Director on team restructuring, workforce planning, and succession planning. You will be responsible for cultivating pools of external and internal applicants for various roles within the city, executing the hiring process, and managing Teach For India's Volunteer Program in alignment with national guidelines. In addition, you will design onboarding and induction plans, probationary goal sheets, and succession plans for new hires, along with managing performance evaluations and identifying learning needs within the City Operations team. Your role will also involve fostering collaboration, celebrating milestones, and creating a supportive ecosystem for both Fellows and Staff to maintain work-life harmony. As a People Manager, you will focus on building a talent pipeline, coaching Directors, driving engagement and growth, and implementing a monitoring and evaluation system for continuous improvement. Furthermore, as a Manager at Teach For India, you will contribute to team goals, serve as an ambassador for the organization, and support key areas such as Recruitment, Fundraising, and Movement Building. The ideal candidate for this role should have 2-5 years of professional experience, with a background in driving operations in high-pressure environments and collaborating effectively with diverse groups. While previous experience in teaching or education is advantageous, it is not mandatory. Your unique voice and perspectives are valued in the application process, and all applicants are expected to personally author statements of purpose/essays to showcase their individuality and commitment to the cause. Join us at Teach For India and be part of a passionate, mission-driven team dedicated to transforming the lives of children and building a movement of leaders to eliminate educational inequity in India.,

The Director of Human Resources will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Regional Senior Director of Human Resources and will be an integral member of the property executive committee. As a member of the Human Resources organization, you will contribute a high level of human resource generalist knowledge and expertise for a designated property. You will be accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. You will generally work with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, you will utilize a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success. **Candidate Profile:** **Education and Experience** - 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area. OR - 4-year bachelor's degree in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area. **Core Work Activities:** **Managing the Human Resources Strategy** - Executes and follows-up on engagement survey related activities. - Champions and builds the talent management ranks in support of property and region diversity strategy. - Translates business priorities into property Human Resources strategies, plans and actions. - Implements and sustains Human Resources initiatives at the property. - Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate. **Managing Staffing and Recruitment Process** - Analyzes open positions to balance the development of existing talent and business needs. - Serves as coach and expert facilitator of the selection and interviewing process. - Surfaces opportunities in work processes and staffing optimization. - Makes staffing decisions to manage the talent cadre and pipeline at the property. **Managing Employee Compensation Strategy** - Remains current and knowledgeable in the internal and external compensation and work competitive environments. - Leads the planning of the hourly employee total compensation strategy. - Champions the communication and proper use of total compensation systems, tools, programs, policies, etc. - Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution. **Managing Staff Development Activities** - Ensures completion of the duties and responsibilities of the properties Human Resources staff members, as outlined in applicable job description(s). - Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees. - Serves as a resource to property Human Resources staff on employee relations questions and issues. - Continually reinforces positive employee relations concepts. Marriott International is an equal opportunity employer and believes in hiring a diverse workforce and sustaining an inclusive, people-first culture. The company is committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law. Marriott Hotels and JW Marriott offer opportunities for training, development, recognition, and a place where you can pursue your passions in a luxury environment with a focus on holistic well-being. JW Marriott associates are confident, innovative, genuine, intuitive, and carry on the legacy of the brand's namesake and company founder, J.Willard Marriott. Join a portfolio of brands with Marriott International and be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of yourself.,

At EY, you'll have the chance to build a career as unique as you are, with the global scale, support, inclusive culture, and technology to become the best version of you. And we're counting on your unique voice and perspective to help EY become even better, too. Join us and build an exceptional experience for yourself and a better working world for all. As an Assurance Manager at EY, part of our EY-Assurance Team, your principal objectives will be to ensure consistent and high-quality service is provided by the team. You will take end-to-end project ownership and accomplish defined goals. We're looking for individuals who will be responsible for ensuring high-quality, consistent, and efficient service is provided by the GDS AOA team to the account teams of different subareas. You will manage the operational aspects of account management, including resource management, Metrics & Reporting, performance management, and elements of risk management. Additionally, you will manage, coach, and act as a mentor to junior staff, playing a key role in the development of your team. Building strong relationships with on-shore colleagues and clients, you will identify areas where GDS can improve quality and increase the scope of work. Your key responsibilities will include: - Monitoring operational measures such as utilization, KPIs, and Minimum commitment versus Actual hours transitioned - Developing strong relationships with onshore stakeholders and managing their expectations on service delivery - Promoting internal communication between teams and driving change through proper protocols - Supporting training and development of knowledge for the entire AOA GDS teams - Developing succession planning, employee development, and managing attrition in the AOA GDS team - Assisting in the recruitment process of AOA resources - Ensuring rewards and recognition for high-performing associates - Mentoring and guiding team leaders & assistant managers - Contributing to the culture of the broader EY GDS Gurgaon team - Collaborating with support functions like HR, L&D, Finance, etc., to address business and operational challenges - Working with senior managers to look for business growth opportunities and devise strategies to grow the scope of the GDS AOA team Skills and attributes for success include: - Excellent communication skills - Ability to coordinate multiple projects simultaneously - Demonstrated project management experience - Proactive, organized, and self-sufficient - Analytical skills to solve complex problems - Ability to gather and analyze data from various sources - Resilient disposition to encourage discipline in team behaviors To qualify for the role, you must have: - 9+ years of operational and project management experience - 6+ years of people management, coaching, and leveraging work through others Ideally, you'll also have an interest in business and commerciality. EY Global Delivery Services (GDS) offers a dynamic and truly global delivery network, providing fulfilling career opportunities across all business disciplines. In GDS, you will collaborate with EY teams on exciting projects and work with well-known brands from across the globe. Continuous learning, transformative leadership, and a diverse and inclusive culture are some of the key aspects of working at EY. Join us in building a better working world.,

Teach For India is dedicated to creating a poverty-free and love-filled India by eradicating educational inequity. With over 4600 Alumni actively involved in the education system and reaching 1 in 10 children nationwide, we have established ourselves as a significant force in the educational ecosystem. Our Alumni have impacted over 38,000 low-income children by participating in our two-year Fellowship Program. Currently, we have nearly 940 Fellows, making us the leading source of talented individuals in India's education sector. As we enter Phase 4 of our strategic plan, we are embarking on a ten-year mission to develop 50,000 leaders who will work collectively to transform the lives of low-income children through quality education. Our key priorities include strengthening our core Fellowship program, expanding our impact through additional Fellowships, matching Alumni with relevant opportunities, advocating for educational equity, and collaborating with Alumni to address regional challenges. At Teach For India, we are a team of passionate, idealistic individuals committed to learning, excellence, and our core values. We offer a unique opportunity to be part of a visionary movement in the education sector, where personal growth, well-being, and connections with a global network are prioritized. As the Manager, Human Resources, you will play a crucial role in finding, developing, engaging, and managing our people. Your responsibilities will include workforce planning, recruitment, onboarding, performance management, learning and development, employee relations, and ensuring compliance with organizational policies. Additionally, you will collaborate with various teams to create a culture of high performance, foster collaboration, celebrate achievements, and support work-life harmony. As a People Manager, you will focus on building a talent pipeline, coaching team members, driving engagement and growth, and implementing a monitoring and evaluation system for continuous improvement. You will also work closely with Directors to achieve ambitious outcomes and contribute to organizational goals beyond individual responsibilities. Minimum qualifications for this role include 2-5 years of professional experience, operational expertise in goal-driven environments, effective collaboration skills, and a track record of taking initiative. Previous experience in teaching or education is preferred but not mandatory. If you are passionate about educational equity and ready to contribute to a transformative movement, we invite you to apply. Please note that all applicants are required to personally author statements of purpose/essays as part of the application process to ensure authenticity and individual perspectives.,

As the Global People Director for the DNV Maritime Software group stationed in Pune, you will be accountable for executing strategic and operational HR plans. Your role involves close interaction with leadership to support 85 employees and 35 externally hired personnel. Your contribution is vital in aligning people-related plans with business goals, fostering an engaged workforce, and promoting a culture of continuous learning. You will develop policies and procedures while delivering effective HR initiatives to drive business growth locally and globally. Your main responsibilities will include focusing on talent acquisition, employee engagement, and leadership development, fostering an employee-oriented culture emphasizing quality, continuous improvement, and high performance. You will ensure compliance with local legislation, maintain Health and Safety programs, and drive HR programs related to compensation, performance review, and talent management. Collaborating with global management, you will communicate HR policies, identify priority areas, and provide coaching to line managers on leadership and team effectiveness. Additionally, you will lead HR projects, participate in business forums, and enhance internal communication through various channels. You will challenge and support line managers in managing people performance and provide support to the head of the Pune office. The role requires a master's degree in Human Resource Management or related fields, knowledge of labor laws in India, and experience in working with senior stakeholders. Strong project management skills, collaborative abilities, change management experience, and innovative thinking are essential. Proficiency in English and working proficiency in German are required. The role offers flexible work arrangements, generous paid leaves, medical benefits, pension and insurance policies, training and development assistance, additional benefits, and company bonuses/profit share. Benefits may vary based on position, tenure, and grade level.,

Key responsibilities Partner with senior business leaders to develop and implement people strategies that support growth, transformation, and business objectives. Drive key talent processes, including performance management, succession planning, and workforce planning, in alignment with business needs. Leverage HR data and analytics to identify people risks, trends, and opportunities, enabling strategic decision-making and proactive interventions. Collaborate with HR COEs to execute firm-wide initiatives across learning & development, total rewards, and employee engagement. Role requirements 10 years of HR experience, with at least 3 years in an HR Business Partner role, preferably in financial services or a highly regulated industry. Demonstrated ability to influence senior stakeholders and lead change initiatives in a dynamic, matrixed environment. Strong knowledge of core HR areas, including organizational design, talent management, and employee relations. Comfort using HR systems and analytics tools to support workforce planning, decision-making, and reporting.

Strada is a technology-enabled, people powered company committed to delivering world-class payroll, human capital management, and financial management solutions to organizations globally. . It s why we re so driven to connect passion with purpose. Our team s experience in human insights and cloud technology gives companies and employees around the world the ability to power confident decisions, for life. With a comprehensive total rewards package, continuing education and training, and tremendous potential with a growing global organization, Strada is the perfect place to put your passion to work. To learn more about us, visit stradaglobal.com Experience / Skills Minimum 2 to 5 years of strong experience in Successfactors ONB/RCM Module. Knowledge in any of SuccessFactors modules - PM/GM, LMS, , Succession Planning, WFA (Desired) Certification in any of SuccessFactors modules - ONB, Succession Planning, WFA (Good to have) Bachelors degree in related field from a four-year college or an equivalent university degree Demonstrates high professional standards and team player A high level of customer focus to support our vision of client satisfaction Flexibility and patience in working in a dynamic/challenging environment Excellent communication and presentation skills Excellent analytical skills Stakeholder management experience and expertise Strong Problem Solving/Analytical Skills breaking down issues into smaller components A positive personality and excellent communication skills, both written and oral, are the key attributes as is the willingness to continue to learn Ability to quickly learn new applications and technologies Team player in an international environment Experience having worked as part of a virtual team Support clients in defining relevant business processes. Provide business consulting support to customers Document and track customer product enhancement requests and discovered bugs Regularly reporting progress and issues to client on both a formal and informal basis Identifying any risks and proposing solutions Document business requirements and procedures Analyze business requirements and develop effective configuration solutions Competencies Initiative: Tackles problems and takes independent action, seeks out new responsibilities, acts on opportunities, generates new ideas, practices self-development. Seeks and accepts feedback, is a proactive learner, takes on tough assignments to improve skills, keeps knowledge and skills up-to-date, turns mistakes into learning opportunities. Interpersonal Skills: Has good listening skills, builds strong relationships, is flexible/open-minded, negotiates effectively, solicits performance feedback and handles constructive criticism. Problem Solving/Analytical Skills: Breaks down problems into smaller components, understands how to underlie issues; can simplify and process complex issues, and understands the difference between critical details and unimportant facts. Results Focus: Targets and achieves results, sets challenging goals, prioritizes tasks, overcomes obstacles, accepts accountability, sets team standards and responsibilities, provides leadership / motivation. Decision Making / Judgment: Makes timely and difficult decisions, uses consensus when possible and communicates decisions to others. Recognizes problems and responds, systematically gathers information, sorts through complex issues, seeks input from others, addresses root cause of issues. Managing Conflict: Listens well, diffuses conflict before it starts, find the causes of and solutions to problems, handles difficult people. Education : Bachelors degree in related field from a four-year college or an equivalent university degree Benefits We offer programs and plans for a healthy mind, body, wallet and life because it s important our benefits care for the whole person. Options include a variety of health coverage options, wellbeing and support programs, retirement, vacation and sick leave, maternity, paternity & adoption leave, continuing education and training as well as a number of voluntary benefit options. Our commitment to Diversity and Inclusion Strada is committed to diversity, equity, and inclusion. We celebrate differences and believe in fostering an environment where everyone feels valued, respected, and supported. We know that diverse teams are stronger, more innovative, and more successful. At Strada, we welcome and embrace all individuals, regardless of their background, and are dedicated to creating a culture that enables every employee to thrive. Join us in building a brighter, more inclusive future. Diversity Policy Statement Strada provides reasonable accommodations to the known limitations of otherwise qualified employees and applicants for employment with disabilities and sincerely held religious beliefs, practices and observances, unless doing so would result in undue hardship. Applicants for employment may request a reasonable accommodation/modification by contacting his/her recruiter. Authorization to work in the Employing Country Applicants for employment in the country in which they are applying (Employing Country) must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the Employing Country and with Strada. We offer you a competitive total rewards package, continuing education & training, and tremendous potential with a growing worldwide organization. DISCLAIMER: Nothing in this job description restricts managements right to assign or reassign duties and responsibilities of this job to other entities; including but not limited to subsidiaries, partners, or purchasers of Alight business units. .

Job Description Strada is a technology-enabled, people powered company committed to delivering world-class payroll, human capital management, and financial management solutions to organizations globally. . It s why we re so driven to connect passion with purpose. Our team s experience in human insights and cloud technology gives companies and employees around the world the ability to power confident decisions, for life. With a comprehensive total rewards package, continuing education and training, and tremendous potential with a growing global organization, Strada is the perfect place to put your passion to work. To learn more about us, visit stradaglobal.com Role : Main responsibilities Implement, configure, build and Maintain SuccessFactors module Make estimates of time required. Adapts and parametrizes the solution to the taking of requirements Resolves complexity problems related to the functional environment of the application Performs thorough testing to ensure accuracy of SuccessFactors module implemented Supports the client and onshore counterparts on the functioning of the application Completes presented solution with new identified needs in the taking of requirements Works on multiple projects simultaneously Ensures proper implementation of the solution in different environments (Development, Test and Production) Solves easy and medium complexity problems related to the application environment, using functional knowledge of the parameters in the system and the knowledge of legislation in the country Perform unit testing of these parametrization results, carrying out the necessary tests in a testing environment. Ensure testing evidence is documented and captured. Validate new SAP SuccessFactors releases / enhancements, present new features to our stakeholders Collaborate with peers and business stakeholders Contribute to the continuous improvement of our support processes and the quality of our user experience Certification: Any One-SAP SuccessFactors ( Employee Central/ Recruiting/ On-boarding 2.0) plus at least one additional modules Experience / Skills Minimum 2 to 5 years of strong experience in Successfactors EC/ONB/RCM Module. Knowledge in any of SuccessFactors modules - PM/GM,LMS,PA,Succession Planning, WFA (Desired) Demonstrates high professional standards and team player A high level of customer focus to support our vision of client satisfaction Flexibility and patience in working in a dynamic/challenging environment Excellent communication and presentation skills Excellent analytical skills Stakeholder management experience and expertise Strong Problem Solving/Analytical Skills breaking down issues into smaller components A positive personality and excellent communication skills, both written and oral, are the key attributes as is the willingness to continue to learn Ability to quickly learn new applications and technologies Team player in an international environment Experience having worked as part of a virtual team Support clients in defining relevant business processes. Provide business consulting support to customers Document and track customer product enhancement requests and discovered bugs Regularly reporting progress and issues to client on both a formal and informal basis Identifying any risks and proposing solutions Document business requirements and procedures Analyze business requirements and develop effective configuration solutions Competencies Initiative : Tackles problems and takes independent action, seeks out new responsibilities, acts on opportunities, generates new ideas, practices self-development. Seeks and accepts feedback, is a proactive learner, takes on tough assignments to improve skills, keeps knowledge and skills up-to-date, turns mistakes into learning opportunities. Interpersonal Skill s: Has good listening skills, builds strong relationships, is flexible/open-minded, negotiates effectively, solicits performance feedback and handles constructive criticism. Problem Solving/Analytical Skills : Breaks down problems into smaller components, understands how to underlie issues; can simplify and process complex issues, and understands the difference between critical details and unimportant facts. Results Focus: Targets and achieves results, sets challenging goals, prioritizes tasks, overcomes obstacles, accepts accountability, sets team standards and responsibilities, provides leadership / motivation. Decision Making / Judgment : Makes timely and difficult decisions, uses consensus when possible and communicates decisions to others. Recognizes problems and responds, systematically gathers information, sorts through complex issues, seeks input from others, addresses root cause of issues. Managing Conflict : Listens well, diffuses conflict before it starts, find the causes of and solutions to problems, handles difficult people. Qualifications : Bachelors degree in related field from a four-year college or an equivalent university degree Benefits We offer programs and plans for a healthy mind, body, wallet and life because it s important our benefits care for the whole person. Options include a variety of health coverage options, wellbeing and support programs, retirement, vacation and sick leave, maternity, paternity & adoption leave, continuing education and training as well as a number of voluntary benefit options. Our commitment to Diversity and Inclusion Strada is committed to diversity, equity, and inclusion. We celebrate differences and believe in fostering an environment where everyone feels valued, respected, and supported. We know that diverse teams are stronger, more innovative, and more successful. At Strada, we welcome and embrace all individuals, regardless of their background, and are dedicated to creating a culture that enables every employee to thrive. Join us in building a brighter, more inclusive future. Diversity Policy Statement Strada provides reasonable accommodations to the known limitations of otherwise qualified employees and applicants for employment with disabilities and sincerely held religious beliefs, practices and observances, unless doing so would result in undue hardship. Applicants for employment may request a reasonable accommodation/modification by contacting his/her recruiter. Authorization to work in the Employing Country Applicants for employment in the country in which they are applying (Employing Country) must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the Employing Country and with Strada. We offer you a competitive total rewards package, continuing education & training, and tremendous potential with a growing worldwide organization. DISCLAIMER: Nothing in this job description restricts managements right to assign or reassign duties and responsibilities of this job to other entities; including but not limited to subsidiaries, partners, or purchasers of Alight business units. .

Job Description Summary Provides HR support for client group Leaders, Managers and Employees on organizational and employee matters. Performs coaching, HR process execution and other general HR activities. Executes employee listening strategy and drives organization culture in partnership with regional and global business leadership. . Job Description Roles and Responsibilities: Set contextual people priority direction, provide meaningful & deeply considered insights, simplify everyday leader and employee interactions, Strengthen colleagues psychological contract with GE HealthCare through fun and energizing colleague experience moments. Experiences you will build by being in this role: This role will provide you with deep exposure to anticipating evolving business needs and working with People Leaders to determine the org and talent strategy thereby positioning the organization for growth, exercising judgment in ambiguous situations / complex decisions on people strategy, diagnosing culture and driving change and seamlessly assimilating colleague inputs into organization strategy while maintaining a clear focus on compliance and integrity Work with client managers to develop and execute both long-term and short-term HR strategies that directly support and enable business objectives Support client managers to develop and embed a contemporary organizational culture, leverage change acceleration techniques to assist in driving broad change Act as an organizational & simplification champion coach who builds organizational capabilities, reduces complexity and works with clients to maximize team performance Work with client managers to design and implement the most effective organizational structures and manage transitions Provide timely, effective and direct coaching to client group managers, assisting in the development of strong, contemporary leadership skills Provide strategic coaching to People leaders and key talent related to succession planning, career path development, and performance management Leadership assessment in the organization, identifying key colleague strengths and development needs in order to recognize, select, retain and develop key talent Succession planning and talent development strategies for the organization, identifying critical roles and preparing potential talent and pipelines mentoring, training, etc. Develop and oversee strategies to attract, develop, engage and retain strong and diverse talent Work with leaders and colleagues to create a positive and contemporary work environment Required Qualifications Master s degree from an accredited university or college in related area (or a high school graduate/GED or equivalent with at least 5+ years of relevant work experience in a GCC or IT Product organization. Past Experiences that we think would help you here: Global business exposure, proven ability to deal with and lead thru uncertainty/ambiguity, large scale change, difficult conversations, Org restructuring, design to deployment, behavioral psychology, coaching, influencing Etc. Desired Characteristics PHR/SPHR certification Learning orientation, thinking out of the box, pushing boundaries, storytelling, desire to punch above your weight, networking, diversity of thought & deep HR functional skills. Strategic mindset with strong business acumen resulting in the ability to connect dots and drive HR agenda with proactive thought leadership Strong storytelling ability, crafts a clear and engaging message Ability to work in changing environments, see through complexity and strategically promote an inclusive/diverse workforce Confidence to voice opinions & ideas and willingness to deliver tough feedback/coaching to leadership Strong analytical and problem solving skills; ability to assess situations make judgments based on practice or previous experience Excellent collaboration, project management, organizational and change agent skills Ability to energize and lead in complex, matrix, goal-driven organization. Inclusion and Diversity GE HealthCare is an Equal Opportunity Employer where inclusion matters. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law. . Our total rewards are designed to unlock your ambition by giving you the boost and flexibility you need to turn your ideas into world-changing realities. Our salary and benefits are everything you d expect from an organization with global strength and scale, and you ll be surrounded by career opportunities in a culture that fosters care, collaboration and support Disclaimer: GE HealthCare will never ask for payment to process documents, refer you to a third party to process applications or visas, or ask you to pay costs. Never send money to anyone suggesting they can provide employment with GE HealthCare. If you suspect you have received a fraudulent call , please fill out the form below: https: / / www.ge.com / careers / fraud #LI-RR1 Relocation Assistance Provided: No

As a Vice President - Human Resource Business Advisor within Enterprise Technology, you will work closely with business leaders to understand their goals and challenges, providing strategic advice on human resource matters. You will play a key role in integrating HR strategies with business plans to promote organizational success. Job Responsibilities Support the implementation of people agenda initiatives and efforts for a business area Provide day-to-day advice on human capital matters. Advise business leadership and cascade the structuring & re-organizational changes deeper into business areas to institutionalize the new organization into BAU Support year-end compensation process by ensuring that baselines are accurate and synchronized (including joiners, leavers, transfers), providing guidance on incentive compensation and salary planning as appropriate and supporting managers through compensation decisions Support the performance and talent management cycle by partnering with leaders on an as-needed basis to handle succession planning needs and requirements, answer performance questions, issues and processes, supporting and providing guidance on the promotion process particularly during quarterly & end-of-year timing Facilitate feedback processes and other employee input initiatives, e.g. action plans based on Employee Opinion Surveys, Pulse Checks, etc. Support or participate in individualized development and coaching to managers and emerging leaders, as needed, and in partnership with the development team. This may include supporting action items that stem from leadership coaching provided by the aligned HRBA or an external coach Provide project management support for HR-related initiatives being implemented within LOBs Support cross-business and large scale initiatives and work with management information systems (MIS) and reporting to understand trends and outliers, and facilitate fact based, metrics driven client decisions Be a champion of HR process change. Analyze processes, data and trends to make recommendations to management team for continuous improvement Ensure appropriate controls are in place and managed effectively for all critical HR processes Required qualifications, capabilities, and skills Minimum 10 years of overall Human Resource experience Bachelor s Degree required Knowledge of full range of people practices in a business setting goal setting, performance assessment and improvement, compensation practices, talent review and talent management, workforce planning, reductions in force, manager development Project management abilities including execution skills and end to end process improvement Ability to utilize critical thinking and analytical skills regularly to identify issues and trends, develop solutions and/or recommendations to address root cause and strong analytical, quantitative and technical skills that enable individual to leverage data to create HR strategies that support and drive business results Ability to navigate a global matrix organization and partner on issues across HR and the business. Must be able to work collaboratively and to develop strong, positive working relationships with exceptional judgment, demonstrated ability to make sound decisions and be creative in developing alternative solutions in a fast paced environment Preferred qualifications, capabilities, and skills Proven track record in objectively coaching employees and management through complex, difficult issues and mitigating risks Promote partnership by fostering a shared purpose, trust and teamwork across teams, businesses, functions, regions, and levels Advanced degree desired Exceptional judgment, demonstrated ability to make sound decisions and be creative in developing alternative solutions in a fast paced environment Previous HR Business Advisor experience preferred

We want to shape the future with vision and innovation. Be part of it and develop your full potential! As part of the global NTT DATA Group, one of the most successful IT service providers in the world, we specialize in value-added SAP solutions as NTT DATA Business Solutions. With over 16,000 employees in more than 30 countries, we design, implement, and develop custom-fit SAP solutions for our global customers. Would you like to take the next step in your career and be part of our highly qualified team? Are you ready to break new ground? Job Title: Senior Consultant - SAP Senior Consultant - SAP SuccessFactors Succession Planning And Development (SPCDP) Experience: 8 to 14 Years Location: Hyderabad, Bangalore, Pune, Mumbai & Noida About the Role: We are seeking an experienced SAP SuccessFactors Consultant . The ideal candidate will have a strong background in multiple SuccessFactors modules, with certifications in Performance & Goals Management (PMGM) and Succession & Development (SPCDP) and will be responsible for implementing solutions that support talent development, career planning, and strategic succession management. Required Qualifications: At least 8 to 14 years of relevant Experience configuring and implementing any SuccessFactors modules preferably in Succession Planning and CDP. Total 6-8 years of experience. Certified in SuccessFactors Performance and Goals Management (PMGM) and SuccessFactors Succession Planning and Development (SPCDP) Knowledge in identifying the talent gaps with career paths that link to development plans and learning activities (through SAP SuccessFactors Learning). Configure internal and external successor candidates to key positions across the Company. Create Meaningful Career Development Plans and Enable Strategic Succession Management. Hands on experience in Custom calculations in Goal templates. Good Knowledge in Goal setting and Performance Processes. Experience in Goal cascading, Group and Team Goals functionalities. Experience translating client business rules to technical business requirements. Experience in Route maps and step types. Experience in Performance form customization with section, filed, required field permissions. Experience in Calibration process. Experience with Continuous Performance Management and its integration with GM PM. Experience in 360 Degree multi rater templates. Experience with Goals uploads and overall ratings uploads. Experience with system design, configuration, customization, integration, testing and Support. Experience with gap analysis and strategic roadmap/blueprint development. Excellent analytical and problem solving skills. Strong executive presence and ability to interact with Customer Top Management. Bachelors or masters degree. Business Travel: Project specific travelling is mandatory for all the SAP Consultants. That is what makes us special: Employee friendly benefits Team-oriented corporate culture, collaboration as equals and steady knowledge transfer Active participation in shaping your future. Individually tailored learning, coaching & mentoring programs. Sustainable career support with our career model and individual development programs International project opportunities and networks.

Advertisment for the position of Assistant Manager HR (Regular UR) Position: Assistant Manager - HR (Regular - UR) | IIM Nagpur Position: Assistant Manager HR (Regular UR) IIM Nagpur BillDesk - All Your Payments. Single Location Position: Assistant Manager HR (Regular UR) Indian Institute of Management Nagpur is looking for a qualified & efficient Assistant Manager HR . The candidate will be responsible for the smooth functioning of the HR department in line with the Institution s goals. Job Description Position: Assistant Manager HR (Regular UR) Applicant should have a Post-Graduation/Master s degree preferably in Management with at least 55% marks or its equivalent grade from a recognized University / Institute and a consistently good academic record. Minimum 10 years of overall experience, out of which minimum 5 years of relevant administrative experience in a supervisory role, preferably in the HR domain of a reputed Higher Education/Management Institution or an organization of repute. Experience of working at IIMs/IITs/NITs or any other premier Institution is desirable and will be given preference. Proficiency in using MS Office tools. Key Skills: Strategic and analytical thinking. Strong leadership and team management skills. Excellent knowledge of HR processes. Effective communication and interpersonal skills. Result-oriented and able to manage multi-stakeholder environments. Job Description: The broader Job profile will include the following (though not exhaustive): Develop and execute HR strategies that support the Institute s academic and administrative objectives. Lead manpower planning and capability building to support future expansions and strategic initiatives. Provide strategic support on organizational structure, workforce optimization, and institutional HR needs. Plan and control the annual HR budget, ensuring cost-effective allocation and utilization. Ensure timely and quality completion of Faculty and Staff recruitment processes in line with the IIM Nagpur norms and Central Government regulations. Supervise onboarding, probation, and other employee-related activities to ensure alignment with institutional requirements. Proactively manage attrition through retention strategies. Lead and ensure the timely execution of performance appraisal processes for Faculty and Staff members. Analyse and use performance data to improve productivity and take strategic HR decisions. Draft, implement, and update HR policies in alignment with the IIM Act, Rules, Central Government norms, and institutional regulations. Maintain service books, manuals, and employee records with accuracy and compliance. Ensure maintenance of reservation rosters and timely responses to RTI queries and Ministry responses. Handle all statutory and audit compliances, including salary administration, allowances, and benefits. Ensuring adherence to compliance with respect to labour laws and other statutory requirements for the outsourced manpower of various agencies. Training, Development & Employee Engagement Conduct Training Need Analysis (TNA) to design and deliver development programs across levels. Plan meaningful employee engagement and welfare initiatives throughout the year. Build a high-performance culture by facilitating learning, leadership, and succession planning initiatives. Handle any other responsibilities as assigned by the Competent Authority from time to time. Salary & Benefits: Selected candidate will be offered a Regular appointment at the appropriate pay level as per the 7th Pay Commission and in accordance with the norms of the Institute with an initial probation period of 2 years. In addition to this, the perks & allowances will be paid as per Institute norms. The decision of the Appointing Authority will be final & abiding in this regard. IIM Nagpur reserves the right to cancel the recruitment process if the need arises without issuing any notice or assigning any reason. The staff accommodation, as per availability, will be provided as per the Institute policy. 23/07/2025 up to 5:00 PM. Note: If during or after completion of the probation period or at the time of joining, the Institute finds the candidate suitable for any other role, the same may be offered to him/her. The Institute reserves the right to depute the candidate to different job roles as per the Institute s requirements, which may arise from time to time. Only the shortlisted/selected candidates will be informed about the further Interview process/ results of the Interview. The Institute will not send communication regarding rejection to other applicants. Emails asking for status updates will not be entertained.

About the Role: Were looking for a hands-on, enthusiastic Junior HR Business Partner to join our growing team. This role is a great fit for someone with around 3 - 4 years of experience who enjoys working across various HR functions and wants to make a real impact. Youll support key people processes such as performance management, employee engagement, and HR operations, while also being the first point of contact for everyday employee queries. If youre someone who enjoys balancing strategic thinking with rolling up your sleeves to get things done wed love to hear from you. Must Haves: Strong track record of leadership skills Excellent communication skills Statutory & compliance knowledge Strategic & problem solving thinking Analytical mind-set Total relevant experience: : 3-4 years Zeal to work in a growing company with head count over 50 employees Experience of working in a SAAS/Product IT Company/ or similar Responsibilities: Act as the first point of contact for employees and managers, providing day-to-day HR guidance and support. Help foster a strong, inclusive, and high-performance work culture. Plan and manage employee engagement programs, team-building activities, wellness initiatives, and celebrations. Help implement HR policies, ensure compliance with labour laws, and manage employee documentation. Partner with business teams to understand their needs and provide people-focused support. Support performance management processes including mid-year and annual reviews, feedback loops, and growth plans. Contribute to the performance review process, including goal setting, check-ins, and feedback coordination. Work with the finance and payroll teams to ensure accurate salary processing and benefits administration. Manage and maintain the HRIS system and support any ongoing implementations or upgrades. • Generate HR dashboards and insights to inform leadership decisions on attrition, engagement, and performance. Be involved in internal HR audits and ensure all compliance and documentation is in place. Help implement people programs such as engagement surveys, feedback loops, and employee check-ins. Support implementation of new HR policies, programs, and global HR initiatives. Expected & Desired Skills: 3- 4 years of relevant HR experience in a generalist, HR operations, or business partnering role. Exposure to employee lifecycle management, policy implementation, and HR processes. Experience managing or supporting HRIS platforms (e.g., Zoho, Keka, GreytHR). Comfort with handling employee queries and resolving minor grievances. A collaborative and proactive mindset, with strong ownership. Ability to use Excel or HR systems for generating people reports and insights. Experience organizing employee engagement activities and creating inclusive team culture. Strong understanding of labor laws and basic compliance requirement Nice to Have: • Prior experience working in a SaaS/product-based or tech-driven organization is preferred. • Exposure to working with leadership or supporting senior stakeholders. • Familiarity with global HR practices or working with distributed teams (especially UK/US markets). • Awareness of audit requirements like ISO, SOC2. • Interest or basic knowledge of compensation processes and payroll coordination. Education Background: • A full time MBA or equivalent Must • An undergraduate degree, or equivalent, in Business Administration or related field • SPHR or CPHR preferred