728 Succession Planning Jobs - Page 14

Role Purpose: Responsible for the end to end design and implementation of Talent Management related interventions such as driving Performance Management System , Development plans, Critical talent management, career and succession planning, competency management etc. Job Responsibility: 1.Identify best market practices in Performance/Talent Management space & organisation effectiveness.Support in developing performance management program design & strategy 2.Support the design and implementation of career development and performance management programs strategies, processes, and tools 3.Support in design and implementation of Talent management policies like Promotion, IJP, Job Rotation etc. 4.Support and maintain high potential career development program processes, procedures, tools, and guidelines/framework. 5.Contribute to the development and implementation of organisation-wide career path 6.Establish key metrics to accurately define the competencies and skills required for each role/department within the organization deriving productivity linkages to support stakeholders and business with achieving greater performance quality index 7.Ensure development and implementation of core competencies and key performance measures into performance appraisal system. Analyze and report on measurement results. 8.Liaison with HR consultants to gather market information around talent practices 9.Provide ongoing support to ensure that performance management systems are being used to effectively manage operations work processes and individual performances and to identify and manage operational risks, deliver analytics to support the findings and recommend solutions for improvements 10.Review and improve existing performance management systems and employee motivation/development plans 11.Conduct Assessment Centers for senior management level promotions. 12.Coordinate and maintain all assessment frameworks (such as goals, feedback, etc) as they relate to performance management by working closely with appropriate stakeholders 13.Ensure employee development plans are prepared as an outcome of the performance management process which would be inputs for L&D team for program design 14.Manage the process of identification of critical talent. Support in identifying the successors for key positions and running validations of nominations per the Critical Talent Framework.

JOB DESCRIPTION Level 7-II (Senior Research Investigator or Senior Research Scientist) Job Location: Hyderabad Department: Synthetic Chemistry Role Requirements: Ph. D. degree with post-Doctoral research with excellent communication skills is preferred with minimum 2 years experience in CRO industry. The candidate should manage a team of 7-12 scientists and be capable of designing scheme, troubleshoot, problem solve independently and execute high-profile project(s). The person should be flexible working shifts as per the organizational policy. The candidate should be excellent in cross functional teamwork and in customer engagement. Strategic Responsibilities Safety: Commitment to safety (self, team, lab and the organization) always Ensuring ZERO safety incidents in the lab/organization Ensuring ZERO safety non-compliances at workplace. Reporting incidents (or near-misses) and learnings from those incidents to avoid recurrence Near miss reporting 1 per year per employee, Reduction in number of first aid injuries reported compared to previous FY, Review SOPs and checklists for completeness of information related to safety Quality: Ensure to comply with Syngene s quality standards and services (self and team) always ZERO data integrity incidents Adhere to the ALCOA+ principles in all data generated. Ensuring adherence to all Syngene policies related to data integrity by all team members. Maintain confidentiality Zero repeat audit observations, Zero major and critical observations in external audits, SOP s vs Practices: Review and implement necessary refinements for continuous training, testing, and tracking SOP compliance Deviations Delivery Responsible for Project Health Index: Project planning, Execution, Deliverables including tracking of KPIs for his/her team and Quality of services (internal/client metrics) Achieve per-quarter improvement in key FY25 KPIs, per OU per plan, 18-20 steps per FTE per month, 6 compounds/FTE/month, 70% targets TAT within 30 days for deliverables 0. 1 g scale. Help the Group Leaders and Head of the department in managing the process of governance & tools for effective, transparent, and collaborative management of the projects. Engagement: Good in engaging the customers (weekly reports, experimental for completed final compounds etc). Zero flaw in presentations and report, real time and flawless communication 0% business attrition w. r. t scientific environment and work culture Support in implementing comprehensive client feedback collection and response platform in collaboration with PMO as service management piece. Demonstrate consistent, sustainable technical and operational improvements per RCA/CAPA process in Synthetic chemistry Excellent in team and cross-functional engagement Cost: Manage lifecycle of various lab infrastructure, instruments. Ensure optimum resource utilization and cost efficiency Manage FH to chemist ratio. Maintain above 50 % of Scientist-1 in the team and around 25 % of Scientist-2 employees. Compliance: Adhere to the ALCOA+ principles in all the experiments and data generated. Ensuring adherence to Syngene policies related to data integrity by all team members. ALCOA+ deviations Gemba walk compliance at 100%, Timesheet compliance at 100% Confidentiality compliance Ensuring all assigned mandatory training related to data integrity, health, and safety measures are completed on time by all team members. People: Leadership Next and Succession planning for critical roles Reduce critical talent attrition by Build competencies and skills that are required to achieve current and future business needs. Technical/functional Skills: The candidate should have excellent knowledge of modern synthetic methodology including asymmetric synthesis, heterocyclic chemistry, catalysis and the reaction mechanism is expected. Should be expert in synthetic problem solving/troubleshooting skills. Excellent communication skills including face to face and virtual interactions with team and clients. Must have exceptional Presentation skills. The candidate should maintain an accurate scientific notebook, draft concise written reports for publications. Managerial Skills: Expertise in handling multiple collaborations. Demonstrated in handling a team size of 7-12 FTEs Worked effectively with interdisciplinary teams. Efficient Lab management skills The Leader must demonstrate the essential qualities of People Management. Giving & receiving performance-enhancing feedback Setting clear performance expectations Conducting challenging performance conversations Coaching individuals toward improved performance Delegating tasks Creating accountability Lead the change

We're Hiring | Manager / Deputy Manager Performance Management (PMS) Location: Tirupur, Tamil Nadu Industry: Leading Textile & Apparel Manufacturing Group Experience: 10 - 15 Years Are you a Performance Management expert ready to make a strategic impact in a fast-growing manufacturing organization? We are looking for a passionate HR professional to drive end-to-end PMS initiatives for a reputed Textile & Apparel Manufacturing company at their Corporate Office in Tirupur . This role plays a pivotal part in aligning business goals with employee performance outcomes. Key Responsibilities Include: Implement and manage PMS across all levels Coordinate with HODs for KRAs/KPIs & goal-setting Generate performance reports and dashboards Drive employee engagement using PMS insights Support appraisal cycles, performance reviews, and career progression Ensure data integrity and confidentiality throughout the process Were Looking For: Strong working knowledge of PMS processes and goal-setting methodologies Proficiency in PMS/HRMS software Experience in competency mapping and performance analytics Excellent communication and stakeholder management skills Self-driven with the ability to manage multiple PMS cycles independently Prior experience in Textile, FMCG, or Manufacturing sectors is preferred.

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.

Job Role:Manpower Planning: Collaborate with department heads to forecast manpower requirements in line with business objectives. Develop and execute a workforce planning strategy to meet short- and long-term staffing needs. Recruitment & Onboarding: Oversee end-to-end recruitment, ensuring timely hiring of quality talent. Develop employer branding strategies to attract top-tier candidates. Ensure a smooth onboarding process to integrate new hires into the organization. Performance Management: Implement and manage performance appraisal systems. Facilitate goal setting, regular reviews, and feedback mechanisms. Support leadership in identifying and addressing underperformance. Training & Development: Design and execute employee development programs to enhance skills and competencies. Lead leadership development initiatives to build a strong talent pipeline. Evaluate training effectiveness and ensure alignment with organizational goals. Employee Engagement & Culture Building: Drive initiatives to improve employee morale, satisfaction, and retention. Build a culture of inclusivity, collaboration, and innovation. Act as a mediator to resolve workplace conflicts and grievances effectively. HR Policies & Compliance Develop, implement, and update HR policies in line with labor laws and company objectives. Ensure compliance with legal regulations, audits, and statutory requirements. Handle sensitive employee relations issues with confidentiality and professionalism. Compensation & Benefits Oversee salary benchmarking and review compensation structures. Manage benefits programs to ensure competitiveness and alignment with market standards. Monitor payroll processes for accuracy and timeliness. Exit Management Streamline the exit process, including conducting exit interviews and analyzing feedback. Ensure compliance with full and final settlements, knowledge transfer, and asset retrieval. Use insights from exit data to improve retention strategies. Principle Accountabilities:Develop and implement HR strategies and initiatives aligned with the overall business strategy. Bridge management and employee relations by addressing demands, grievances or other issues Manage the recruitment and selection process Support current and future business needs through the training & development, performance management, engagement, motivation and preservation of human capital Oversees the daily workflow of the department. Ensure legal compliance throughout human resource management Required Candidate Profile: Bachelors/ Masters degree in Human Resources or equivalent 5+ years of experience managing the entire HR portfolio Previous experience working as an HR Manager for 2 years In-depth knowledge about Human Resource Processes, employment legislation, and legal regulations 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

About Maxx Solutions - Maxx Solutions is a company that helps US and Europe businesses by offering affordable and effective back-office solutions. We use technology, consulting, and services to make companies more efficient and save money. We know what businesses need, and we provide a wide range of solutions. When you partner with Maxx Solutions for your back-office tasks, it helps your business because you can concentrate on what you do best while we take care of the rest. We're dedicated, we're focused, and we always deliver quality. About Client - Salic The Saudi Agricultural and Livestock Investment Company (SALIC) was established by Royal Decree No. M / 22 dated 4/18/1430 AH corresponding to 4/14/2009 AD as a Saudi joint-stock company owned by the Public Investment Fund. Its doctrine stipulates that all its investment activities should be both inside and outside the Kingdom of Saudi Arabia in order to achieve a food security strategy by providing food products and stabilizing their prices. This is done through establishing subsidiary companies or through national, regional, and international partnerships. Role & responsibilities Talent Management Partner with leadership to identify high-potential talent and create career progression plans. Design and implement succession planning and leadership pipeline strategies. Lead talent review processes and support performance management cycles. Learning & Development Conduct a training needs analysis to identify capability gaps across teams. Develop and deliver employee development programs (technical, behavioral, and leadership training). Evaluate training effectiveness and continuously improve content and delivery. Oversee onboarding programs and continuous learning initiatives. Analytics & Reporting Track key metrics such as talent retention, internal mobility, learning hours, and employee development scores. Present dashboards and progress reports to leadership regularly. Preferred candidate profile Certifications in Talent Management, Coaching (e.g., ICF), OD, or Learning & Development (e.g., ATD, CIPD). Exposure to psychometric tools (e.g., MBTI, DISC, 360 Feedback). Proven ability to build and scale talent programs across a diverse workforce. Strong facilitation, coaching, and stakeholder management skills. Experience with Learning Management Systems (LMS), talent analytics, and HR tech platforms. Excellent Communication skills

Cochlear is the global market leader in implant hearing solutions. Cochlears mission is to help people hear and be heard. Around the world, more people chose a Cochlear-branded hearing implant system than any other. A Cochlear Implant is an electronic device that is surgically implanted under the skin near the ear that restores hearing to those who suffer from severe hearing loss. It s an incredible piece of engineering and the only product in the world that restores a sense through technology. Imagine using your experience to help people around the world to hear again. Our mission is to help more people to hear. Are you a strategic HR professional passionate about driving people-focused transformation across diverse markets? Cochlear, the global leader in implantable hearing solutions, is seeking a People & Culture Manager to lead and support our people strategy across South Asia and Asia Growth Markets. Position Overview/Purpose The Sr. People & Culture Business Partner, South Asia and Asia Growth Markets is responsible for supporting Cochlear s global P&C strategies, HR operations, and deliverables within the assigned regions. This role will guide, advise, and consult employees and people leaders through the full employee lifecycle, including organisational and workforce planning, sourcing and recruitment, capability development, engagement, performance management, talent review and succession planning. This role manages sensitive employee relations matters, HR compliance within the region, and supports global Centres of Expertise (COEs) in delivering P&C services. This role will report to the Vice President, People & Culture and work closely with the GM, South Asia, and GM, Asia Growth Markets. The role will also work collaboratively with global business partners, global and regional COEs, and business colleagues in the region to deliver on Cochlear s global people strategy and regional operational plan. About the Role: As People & Culture Manager, you will: Drive Strategic HR Initiatives: Partner with business leaders to deliver people solutions aligned with global and regional priorities, including workforce planning, talent development, and succession planning. Lead People Processes: Oversee the full employee lifecycle from recruitment and onboarding to performance, engagement, and rewards ensuring consistency and compliance. Coach and Develop Leaders: Build people manager capability through coaching, guidance, and performance support. Manage Employee Relations: Handle sensitive cases, ensure compliance with local legislation, and lead investigations and resolution processes. Champion Continuous Improvement: Identify opportunities to simplify and enhance HR practices, using data insights to inform decisions and drive impact. Collaborate Globally: Work closely with global Centres of Expertise, regional service teams, and business partners to deliver seamless HR support. Key Requirements: Bachelor s degree in HR, Business, Psychology, or Communications (Master s preferred) 5+ years of HR experience across the employee lifecycle Strong knowledge of employment laws across South Asia and Asia Growth Markets Proven ability to coach leaders, manage change, and influence across cultures and hierarchies Strategic mindset with strong planning, execution, and decision-making skills Fluent in English; additional regional languages are a plus Willingness to travel internationally (up to 30%) Why Cochlear? At Cochlear, you ll be part of a purpose-driven organization that transforms lives through hearing. This role offers the opportunity to shape people strategy across dynamic markets, collaborate globally, and make a meaningful impact on our workforce and culture. How to apply? If you are excited about what you have read and would like to be considered for this role then please submit your resume and a covering letter detailing your suitability for this role. At Cochlear we value and welcome the unique contributions, perspectives, experiences, and backgrounds of our employees and aim to build a culture that celebrates and leverages these differences, creating a sense of belonging and enabling our people to realise their full potential. We offer flexible working arrangements, and we understand flexibility is not the same for everyone. Were open to a conversation about what flexibility means for you. Cochlear s mission is to help people hear and be heard. As the global leader in implantable hearing solutions, Cochlear is dedicated to helping people with moderate to profound hearing loss experience a life full of hearing. We aim to give people the best lifelong hearing experience and access to innovative future technologies. We collaborate with the industry s best clinical, research and support networks. That s why more people choose Cochlear than any other hearing implant company. Learn and grow with us as we tackle the most complex challenges in helping more people to hear and experience life s opportunities. If you feel that you have the skills and experience to be successful in this role and take on new challenges to build your career with Cochlear, please start your application by clicking the apply button below. #CochlearCareers How we recognise your contribution We want Cochlear to be a place where our people truly enjoy coming to work. Through our internal programs and employee benefits, we aim to create an environment where our people will feel value and supported. Whether your focus is on continuous learning, professional development or simply finding an environment which enables you to thrive whilst balancing family or personal life commitments, then we have several programs in place to support you. At Cochlear we value and welcome the unique contributions, perspectives, experiences, and backgrounds of our employees and aim to build a culture that celebrates and leverages these differences, creating a sense of belonging and enabling our people to realise their full potential.

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.

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. Join us on our journey for a better tomorrow. 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 Education 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 Innovation powered by people Comprehensive compensation and benefits Health and well-being Job location Location: Atlas Copco GECIA - Pune, India Contact information 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.

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 Education 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 Innovation powered by people Comprehensive compensation and benefits Health and well-being Job location Location: Atlas Copco GECIA - Pune, India Contact information Talent Acquisition Team: Shweta Shinde

About The Role Project Role : Tech Delivery Subject Matter Expert Project Role Description : Drive innovative practices into delivery, bring depth of expertise to a delivery engagement. Sought out as experts, enhance Accentures marketplace reputation. Bring emerging ideas to life by shaping Accenture and client strategy. Use deep technical expertise, business acumen and fluid communication skills, work directly with a client in a trusted advisor relationship to gather requirements to analyze, design and/or implement technology best practice business changes. Must have skills : SAP SuccessFactors Onboarding Good to have skills : NAMinimum 5 year(s) of experience is required Educational Qualification : 15 years full time education Summary :As a Tech Delivery Subject Matter Expert, you will drive innovative practices into delivery and bring depth of expertise to various engagements. Your typical day will involve collaborating with clients to gather requirements, analyzing their needs, and designing or implementing technology best practices. You will be sought out for your expertise, enhancing the reputation of the organization in the marketplace. By leveraging your technical knowledge and business acumen, you will help shape strategies that bring emerging ideas to life, ensuring that both Accenture and its clients achieve their goals effectively and efficiently. Roles & Responsibilities:- Expected to be an SME.- Collaborate and manage the team to perform.- Responsible for team decisions.- Engage with multiple teams and contribute on key decisions.- Provide solutions to problems for their immediate team and across multiple teams.- Mentor junior professionals to enhance their skills and knowledge.- Facilitate workshops and training sessions to promote best practices and innovative solutions. Professional & Technical Skills: - Must To Have Skills: Proficiency in SAP SuccessFactors Succession & Development.- Good To Have Skills: Experience with SAP SuccessFactors Onboarding.- Strong understanding of performance management processes and succession planning.- Experience in implementing and configuring SAP SuccessFactors modules.- Ability to analyze business requirements and translate them into technical specifications. Additional Information:- The candidate should have minimum 5 years of experience in SAP SuccessFactors Succession & Development.- This position is based at our Noida office.- A 15 years full time education is required. Qualification 15 years full time education

About The Role Skill required: Payroll - Payroll Planning and Distribution Designation: Payroll Operations Senior Analyst Qualifications: Any Graduation Years of Experience: 5 to 8 years About Accenture Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Technology and Operations services, and Accenture Song all powered by the worlds largest network of Advanced Technology and Intelligent Operations centers. Our 699,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. Visit us at www.accenture.com What would you do Improve workforce performance and productivity, boosts business agility, increases revenue and reduces costsPayroll experience into US/UK/InternationalDistribute employees pay accurately and on time through chosen channels such as banks and execute the distribution of earnings statements either manually through pay slips or electronically through company portals. What are we looking for Ensure that the Team is adequately staffed and resources have the right skills required for the job. Liaise with OADM, Accenture Leadership, Recruitment and IJP Teams on staffing requirements. Provide team members with a clear sense of direction and understanding of each others responsibilities including career planning and succession planning.Ensure a robust measurement system to substantiate performance evaluation of team members, recognizes and rewards individual and team accomplishments.Conduct/Support Training for regional teams and on-board new team members on all areas of HRO operations and including:Controls & Compliance, Business Continuity Plans, process analysis and customer service. Enhance team moral and engagement level thorough team bonding exercises and activities. Liaise with local PPAs and Human Resources Team on driving key People initiatives.Ensure team is aware of their Goals and how their performance will be evaluated. Ensure that teams are able to explain the process. Escalation and resolution point for team members with regards to people related queries. Liaise with local Human Resources Team on critical issues. Communicates clearly and concisely, using appropriate level of detailRetain talent and establish growth path for valued resources. Liaise with local Human Resources Team on critical issues.Resolve issues received via the escalation process and may assist with the researching and consulting to ensure client satisfaction in issue resolution. Lead or assist with the development of detailed analyses for area of responsibility Participate and potentially lead some activities/projects for area of responsibility May provide input to day-to-day management and reporting of specialist budget. Provide input to define standards and reusable approaches with benefit for cross-functional groups Demonstrate strong customer service in all activities, setting the appropriate example for other members of the Team May supervise less experienced caseworkers and fill in for the manager as needed. May provide input into performance assessment of team members and provide coaching/counseling toward improving performance. May assist in creating annual team objectives. May participate in interview process for new hires into caseworker roles. Roles and Responsibilities: Should have minimum 5-7 year of in-depth experience/knowledge in Payroll for any country i.e. US, UK, Europe, India, etc.Should have min 3 years of experience in Managing Team and Client key stakeholders.Should have Payroll legislative understanding and knowledge e,g, US W4/W2 Forms, UK P60/P45/P11D, Final Paycheck Law in USA, State reciprocal agreements in USA, etc.Should have good understanding on Payroll Controls/Checks to make sure Payroll is 100% accurate i.e. Reconciliation of Last month vs current month payroll results and variances if any with reason, Zero or Negative Net Pay Report and reasons for the same, Duplicate payment report, Input vs output checks, etc. Having knowledge of ERP applications like SAP, Workday, PeopleSoft, would be added advantage.Should be good in Verbal and Written communicationShould be good in Excel skills i.e. should be aware of Vlookup, Pivot table, etc.Payroll certification would be a plus Must have clear understanding of the existing metrics in the process, how they are measured and improvise the measurement system to make it more effective and transparent. Detailed understanding of Process metrics e.g. SLA, OLA, KPI. Liaise with Service Management Team on reporting performance measures to the Client. Escalate issues and seek advice when faced with complex issues/problems.Ensure that Business Continuity and Disaster Recovery Plans are up to date and tested periodically. Liaise with BCM Team and Local IT on Testing.Creates a logical plan, realistic estimates and schedule for an activity or project segment.Ensures progress, issues and agreements are properly documented and acted upon.Assist Team with performing Root Cause Analysis on issues faced and suggest appropriate corrective and preventive actions. Support in Knowledge Transfer of any process/client and acquires in depth knowledge of process, as required.Participates in various Internal or Client initiatives related to Process.Ensure the process dashboards and visual management displays are reviewed on an ongoing basis and up-to-date.Actively participate in all process related business meeting in-person or virtually through conference calls.Liaise with Accenture Local IT to escalate Technology issues being faced by the Team. Participate in and/or support during Client visits.Must be able to propose process improvement ideas which can reduce time, improved accuracy or enhance controlsWork collaboratively with all internal & Third party stakeholders to achieve Business goals. Qualification Any Graduation

Key Responsibilities: Workforce Planning & Talent Management Coordinate manpower planning across corporate and factory units. Drive recruitment for technical and non-technical roles including labor, supervisors, and management staff. Employee Relations & Compliance Ensure strong industrial relations across manufacturing units. Maintain compliance with labor laws , Factories Act , ESI , PF , and other statutory requirements . Liaise with government agencies and labor inspectors as needed. Performance Management Implement and manage a performance appraisal system tailored to both white- and blue-collar employees. Collaborate with functional heads to define KPIs. Training & Development Identify training needs and organize programs for skill upgradation of workers, supervisors, and leadership. Support capacity-building initiatives to improve productivity and reduce attrition. HR Policy & Process Implementation Develop and standardize HR policies and SOPs for recruitment, grievance handling, attendance, leave management, and disciplinary actions across locations. Compensation & Payroll Oversight Coordinate with payroll and finance teams to ensure timely processing of salaries, wage settlements, and incentive schemes. Monitor minimum wage revisions and overtime payouts. Culture & Employee Engagement Foster a positive work environment by driving employee welfare programs, grievance redressal mechanisms, and engagement activities suited to the textile shopfloor environment. Qualifications: Bachelor's degree in HR, Business Administration, or related field (Master's preferred) 510 years of experience in HR, preferably in textile, apparel, or garment manufacturing Strong knowledge of Indian labor laws, factory compliance, and workforce dynamics Familiarity with HRIS systems and reporting tools Proficiency in local languages (e.g., Hindi, Tamil, Kannada, Bengali, etc.) is an advantage Proven ability to operate in both strategic and operational HR capacities

Job Summary As a Manager in Learning & Development you will play a pivotal role in shaping the future of our workforce by leveraging your expertise in Career Architecture mgmt program mgmt training delivery and learning content development. You will be responsible for analyzing training needs implementing solutions and utilizing data analytics to enhance our learning initiatives. This hybrid role requires a deep understanding of data governance and learning and development to drive impactful results. Responsibilities Lead the development and implementation of comprehensive learning and development strategies that align with organizational goals and objectives. Oversee the analysis of training needs to identify skill gaps and develop targeted learning solutions that address these gaps. Provide expertise in change management to ensure smooth transitions and adoption of new learning initiatives across the organization. Utilize program management skills to effectively plan execute and monitor learning and development projects ensuring they are delivered on time and within budget. Develop and curate engaging learning content that is relevant up-to-date and tailored to meet the diverse needs of our workforce. Implement data and analytics tools to measure the effectiveness of learning programs and make data-driven decisions to enhance future initiatives. Collaborate with cross-functional teams to integrate Workday Cloud Career Hub and other platforms into our learning ecosystem. Drive the use of Psft-Career & Succession Planning and SuccessFactors Career Worksheet to support career development and succession planning efforts. Ensure compliance with data governance standards in all learning and development activities to protect sensitive information and maintain data integrity. Foster a culture of continuous learning and improvement by promoting innovative learning solutions and best practices. Support the hybrid work model by designing flexible learning programs that accommodate both in-person and remote employees. Engage with stakeholders to gather feedback and insights to continuously improve the learning experience and outcomes. Contribute to the companys purpose by empowering employees with the skills and knowledge needed to succeed in their roles and make a positive impact on society. Qualifications Possess a minimum of 12 years of experience in learning and development with a strong background in change management and program management. Demonstrate expertise in training needs analysis solution implementation and learning content development. Have experience with data and analytics to drive learning initiatives and measure their effectiveness. Be proficient in Workday Cloud Career Hub Psft-Career & Succession Planning and SuccessFactors Career Worksheet. Exhibit strong domain skills in data governance and learning and development. Show a proven track record of successfully implementing learning solutions in a hybrid work environment. Display excellent communication and collaboration skills to work effectively with cross-functional teams. Career Architecture and Internal Mobility Define structure of roles tracks and levels across the organization. Create and validate role-skill profiles for job families. Drive adoption of self-assessment and manager validation of skill profiles. Enable cross-functional movement through role mapping and transferable skills. Identify adjacent roles for job mo Align learning journeys with role expectations and future skill needs. Support managers in identifying skill gaps and development plans. Define training pathways for role transitions (e.g. bootcamps knowledge checks). Design and monitor job rotation programs with business leaders. Certifications Required Optional

Minimum qualifications: Bachelor s degree in Computer Science, a related field, or equivalent practical experience. 8 years of experience in recruiting and managing a team of engineers on projects. Experience in problem solving and analyzing global scale distributed systems. Experience in algorithms, data structures, analysis and software design with Unix/Linux systems, IP networking, performance and application issues. Preferred qualifications: Experience with mobile development, application deployment. Ability to set and drive strategies while providing technical guidance to the team, enabling them to execute and deliver products on time and within budget. Excellent management and communication skills. About the job Site Reliability Engineering (SRE) combines software and systems engineering to build and run large-scale, massively distributed, fault-tolerant systems. SRE ensures that Google's services both our internally critical and our externally-visible systems have reliability, uptime appropriate to users' needs and a fast rate of improvement. Additionally SRE s will keep an ever-watchful eye on our systems capacity and performance. Much of our software development focuses on optimizing existing systems, building infrastructure and eliminating work through automation. On the SRE team, you ll have the opportunity to manage the complex challenges of scale which are unique to Google, while using your expertise in coding, algorithms, complexity analysis and large-scale system design. SRE's culture of intellectual curiosity, problem solving and openness is key to its success. Our organization brings together people with a wide variety of backgrounds, experiences and perspectives. We encourage them to collaborate, think big and take risks in a blame-free environment. We promote self-direction to work on meaningful projects, while we also strive to create an environment that provides the support and mentorship needed to learn and grow. To learn more: check out our books on Site Reliability Engineering or read a career profile about why a Software Engineer chose to join SRE. Behind everything our users see online is the architecture built by the Technical Infrastructure team to keep it running. From developing and maintaining our data centers to building the next generation of Google platforms, we make Google's product portfolio possible. We're proud to be our engineers' engineers and love voiding warranties by taking things apart so we can rebuild them. We keep our networks up and running, ensuring our users have the best and fastest experience possible. Responsibilities Lead a team of software and systems engineers, including iteration and task planning. Manage end-to-end availability and performance of mission services and build automation to prevent problem recurrence. Build relationships and influence internal customers and partner teams. Manage on-call rotations across continents. Work with other engineering teams to reuse and understand existing frameworks. Drive technical projects and provide leadership in an innovative and fast-paced environment. Take responsibility for the overall planning, execution and success of technical projects. Develop and grow engineering talent through effective mentoring, coaching, and succession planning strategies in a growth economic environment.

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. Key Result Areas Consults with line management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Provides HR policy guidance and interpretation Identifies training needs for business units and individual executive coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Provides day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Develops contract terms for new hires, promotions and transfers. Assists employees with assignments and related HR matters. Provides guidance and input on business unit restructures, workforce planning and succession planning. Drive and manage employee wellness initiatives

Minimum qualifications: Bachelor's degree or equivalent practical experience. 10 years of experience as Human Resource (HR) Business Partner or Human Resource (HR) Generalist. Experience in HR with two of the following areas: organizational design, succession planning, business consulting, employee engagement, coaching and development, talent management, conflict resolution, talent acquisition, data analysis, and employee relations. Preferred qualifications: Experience with implementing HR projects, risk management/mitigation and supporting change management, business readiness, communications, and training activities. Ability to build relationships with leaders and stakeholders to drive market priorities. Ability to drive recommendations and prioritization; and collaborate with manager. Ability to work in a changing environment and manage multiple priorities. Excellent project management and change management skills. Excellent problem solving, thinking, analysis and communication skills. About the job People Operations strives to revolutionize human resources the same way that Google has revolutionized search. We are helping to find, grow and keep the remarkable assemblage of talent who are our Googlers. You'll be an advocate of Google's culture and values, partnering with our business leaders to help them build their organizations and make sure all people decisions are based on data. Whether coaching our clients on how to lead their teams, navigating and resolving employee relations issues or managing programs that help develop our Googlers, you are exceptionally focused on putting them first, and being as clear and transparent as possible to help Googlers understand how people decisions get made. In this role, you will work with the Human Resource (HR) Head and the country People Operations leadership on the strategy by the Market Plan, to execute on Google s geographic priorities in Market across the core areas.Great just isn't good enough for our People Operations team (known elsewhere as "Human Resources"). We bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field. Responsibilities Develop knowledge of company and local policies, cross-functional collaboration for consensus, localizing global programs and supporting events. Drive multiple projects to fruition, aligning with Subject Matter Expert (SMEs) and leadership, tracking success metrics, meeting timelines, and governing country-specific initiatives, knowing when to escalate. Possess knowledge of labor laws and union implications. Manage compliance requirements, process builds, collaborate with stakeholders and SMEs. Shape India's inclusion charter, leading projects, crafting internal/external narratives. Drive initiatives with HR to uphold its culture, weaving belonging into activities, partnering with Site Program Manager (PgMs) for execution. Highlight Google India's achievements by participating in industry forums, building narratives on topical happenings, and ensuring strong brand representation.

- Training Needs Analysis: Identify skill and competency gaps through data analysis, feedback, and collaboration with managers. - Program Design: Develop customized training programs, e-learning content, and learning materials based on business needs. - Training Delivery: Facilitate in-person and virtual training sessions across various topics including on boarding, soft skills, compliance, and leadership. - LMS Management: Administer and maintain the Learning Management System; track learning progress and completion. - Evaluation & Feedback: Assess training effectiveness using metrics, feedback forms, and improvement strategies. - Employee Development: Support career development programs, individual development plans (IDPs), and succession planning. - Compliance Training: Ensure timely execution of all mandatory and regulatory training. - Vendor Coordination: Manage relationships with external training partners and vendors. - Learning Culture: Promote a culture of continuous learning through initiatives like learning weeks, knowledge-sharing sessions, and internal workshops. - Reporting: Maintain training records and prepare reports on learning outcomes and KPIs. Qualifications: - Bachelor\u2019s or Master\u2019s degree in HR, Education, Psychology, Business, or related field - 1\u20136 years of experience in L & D, training, or talent development - Experience with LMS platforms and e-learning tools - Strong facilitation, communication, and project management skills Key Competencies: - Strong interpersonal and presentation skills - Analytical and results-oriented mind set - Ability to manage multiple training projects - Knowledge of adult learning principles and instructional design - Creative approach to learning delivery and engagement

About Phonepe is the leader in the UPI based payments in India with a market share of more than 40%. Our goal is to make payments so easy, safe and universally accepted that people never feel the need to carry cash or cards again. We believe India is at the cusp of a new mobile revolution, which will change the way we manage our money on the go. We see ourselves facilitating this change, through technology and dogged customer centricity. PhonePe went live in 2016 and crossed 5 bn transactions on its platform in 2019. In 2020, PhonePe forayed into diverse areas with the launch of insurance and super funds. Today we have a customer base of 300+ mm users and 16 mm merchants live on our platform. Job Objective We are looking for HRBP for the Retail organization. The role will develop and execute on the HR strategy for the business by partnering closely with the leadership team in the region. Responsibilities Talent Acquisition & Onboarding: Identify workforce requirements (including third party contractors) through liaison with regional sales managers and ensure that requirements are in sync with annual operating plan and organization's operating structure from a perspective of layers, spans, etc. Work with talent acquisition partner to identify different available avenues for sourcing of right talent Review profiles, interview candidates and roll out offers with talent acquisition and business leader to ensure adherence to budgets and to attract right talent in the organization Talent Management: Oversee the performance management process including goal setting, regular touch bases and final evaluation as per the decided timelines, for the assigned region Enable the talent process by holistic review of talent in the team for creating a strong succession planning bench Facilitate discussions of low performers with their managers and ensure creation of performance improvement plan; Track achievement and take appropriate action in case of no visible increase in performance level Design and conduct assessment centers for critical transitions Drive organization health & manager connect surveys, as and when conducted, and ensure maximum coverage for the assigned region Analyze survey results for the functions / businesses handled, identify concern areas, liaise with business heads and draft action plans to mitigate the concerns Expected to provide coaching on managerial and people development to regional managers Business Partnering: Partner with regional sales managers to deliver on business targets (revenue, growth, etc.) by providing HR solutions Expected to proactively identify opportunities for increased efficiency and effectiveness Maintain strong individual connect and regular touch points with all employees from the assigned business groups Solve for front-line attrition by doing attrition analysis and taking corrective action Regular visit to sales offices in the regions and interact with the employees. Attend sales review meetings and market visits Own and interpret HR policy for the organization and resolve issues quickly and effectively. Address all employee queries and provide help/ support within decided timelines Oversee the process of payroll for third party employees and ensure timely disbursement of salary to the off-roll employees through vendor Capabilities & : MBA - HR from Tier 1 campus with proven working experience of 3-6 years in business partnering Exposure to start up environment is an added advantage. Strong business acumen & understanding of the business Understanding of HR concepts and evolving HR practices Drive for result, able to demonstrate/quantify success relative to established targets and metrics Strong bias for action, problem solving and ownership PhonePe Full Time Employee Benefits (Not applicable for Intern or Contract Roles) Insurance Benefits - Medical Insurance, Critical Illness Insurance, Accidental Insurance, Life Insurance Wellness Program - Employee Assistance Program, Onsite Medical Center, Emergency Support System Parental Support - Maternity Benefit, Paternity Benefit Program, Adoption Assistance Program, Day-care Support Program Mobility Benefits - Relocation benefits, Transfer Support Policy, Travel Policy Retirement Benefits - Employee PF Contribution, Flexible PF Contribution, Gratuity, NPS, Leave Encashment Other Benefits - Higher Education Assistance, Car Lease, Salary Advance Policy Working at PhonePe is a rewarding experience! Great people, a work environment that thrives on creativity, the opportunity to take on roles beyond a defined job description are just some of the reasons you should work with us. Read more about PhonePe on our blog. Life at PhonePe PhonePe in the news

About Phonepe is the leader in the UPI based payments in India with a market share of more than 40%. Our goal is to make payments so easy, safe and universally accepted that people never feel the need to carry cash or cards again. We believe India is at the cusp of a new mobile revolution, which will change the way we manage our money on the go. We see ourselves facilitating this change, through technology and dogged customer centricity. PhonePe went live in 2016 and crossed 5 bn transactions on its platform in 2019. In 2020, PhonePe forayed into diverse areas with the launch of insurance and super funds. Today we have a customer base of 300+ mm users and 16 mm merchants live on our platform. Job Objective We are looking for HRBP for the Mercahant team. The role will develop and execute on the HR strategy for the business by partnering closely with the leadership team in the region. Responsibilities Talent Acquisition & Onboarding: Identify workforce requirements (including third party contractors) through liaison with regional sales managers and ensure that requirements are in sync with annual operating plan and organization's operating structure from a perspective of layers, spans, etc. Work with talent acquisition partner to identify different available avenues for sourcing of right talent Review profiles, interview candidates and roll out offers with talent acquisition and business leader to ensure adherence to budgets and to attract right talent in the organization Talent Management: Oversee the performance management process including goal setting, regular touch bases and final evaluation as per the decided timelines, for the assigned region Enable the talent process by holistic review of talent in the team for creating a strong succession planning bench Facilitate discussions of low performers with their managers and ensure creation of performance improvement plan; Track achievement and take appropriate action in case of no visible increase in performance level Design and conduct assessment centers for critical transitions Drive organization health & manager connect surveys, as and when conducted, and ensure maximum coverage for the assigned region Analyze survey results for the functions / businesses handled, identify concern areas, liaise with business heads and draft action plans to mitigate the concerns Expected to provide coaching on managerial and people development to regional managers Business Partnering: Partner with regional sales managers to deliver on business targets (revenue, growth, etc.) by providing HR solutions Expected to proactively identify opportunities for increased efficiency and effectiveness Maintain strong individual connect and regular touch points with all employees from the assigned business groups Solve for front-line attrition by doing attrition analysis and taking corrective action Regular visit to sales offices in the regions and interact with the employees. Attend sales review meetings and market visits Own and interpret HR policy for the organization and resolve issues quickly and effectively. Address all employee queries and provide help/ support within decided timelines Oversee the process of payroll for third party employees and ensure timely disbursement of salary to the off-roll employees through vendor Capabilities & : MBA - HR from Tier 1 campus with proven working experience of 3-6 years in business partnering Exposure to start up environment is an added advantage. Strong business acumen & understanding of the business Understanding of HR concepts and evolving HR practices Drive for result, able to demonstrate/quantify success relative to established targets and metrics Strong bias for action, problem solving and ownership PhonePe Full Time Employee Benefits (Not applicable for Intern or Contract Roles) Insurance Benefits - Medical Insurance, Critical Illness Insurance, Accidental Insurance, Life Insurance Wellness Program - Employee Assistance Program, Onsite Medical Center, Emergency Support System Parental Support - Maternity Benefit, Paternity Benefit Program, Adoption Assistance Program, Day-care Support Program Mobility Benefits - Relocation benefits, Transfer Support Policy, Travel Policy Retirement Benefits - Employee PF Contribution, Flexible PF Contribution, Gratuity, NPS, Leave Encashment Other Benefits - Higher Education Assistance, Car Lease, Salary Advance Policy Working at PhonePe is a rewarding experience! Great people, a work environment that thrives on creativity, the opportunity to take on roles beyond a defined job description are just some of the reasons you should work with us. Read more about PhonePe on our blog. Life at PhonePe PhonePe in the news

To lead the HR functions across multiple business units within our group. He/She will serve as a strategic advisor to the Mgmt driving HR alignment, fostering a high-performance culture, building people strategies employee engagement across companies Required Candidate profile MBA - HR ,15+yrs of exp. in multi-business environment, Open to travel, Excellent communication skill, Strong Statutory knowledge, Tamil knowledge - Must

Role Overview The Training and Development Manager is responsible for planning, developing, and executing training strategies aligned with business goals and global HRD standards. This role will drive capability building, leadership development, and support the implementation of Kia's Core Values through robust training frameworks, tools, and systems. Key Responsibilities A. Training Planning & Management Administration Design and implement training programs aligned with organizational goals and global HRD best practices. Deliver and manage training courses based on business unit and individual learning needs. Collaborate with departments to analyze skill gaps and recommend tailored learning solutions. Drive digital learning initiatives including e-learning and microlearning tools. B. Performance Enhancement: Job Skill & Role Development Define and track training goals and KPIs for internal training staff. Develop systems to assess employee performance gaps and link training to performance outcomes. C. GHRDS (Global HR Development Standards) – Talent, Values & Leadership Act as Core Value Ambassador for Kia India. Lead implementation of GHRDS programs with a focus on High Performance Individual Development (HPID). Align leadership development programs with corporate standards and succession planning. D. Instructional Design & Course Development Ensure engaging and interactive training content that aligns with corporate learning principles and business objectives. Develop course materials using adult learning principles and the ADDIE model. Incorporate modern instructional methods including workshops, simulations, mentoring, and blended learning. Ensure compliance with internal trainer certification programs. Manage compliance and mandatory training schedules. E. Training Facility & Budget Management Plan and monitor the T&D budget; provide reports and forecasts for executive leadership. Oversee training center infrastructure, upgrades, and operational maintenance. Handle procurement processes including RFQs, vendor negotiations, and cost optimization. Ensure contract compliance for third-party training services and staffing. 4. Qualifications & Experience Bachelor's degree in HR, Business, Education, or related field (Master’s preferred). 8–12 years of relevant experience in Training & Development roles. Certifications in Learning & Development, Instructional Design, or Talent Management are a plus.

Role Overview The Training and Development Manager is responsible for planning, developing, and executing training strategies aligned with business goals and global HRD standards. This role will drive capability building, leadership development, and support the implementation of Kia's Core Values through robust training frameworks, tools, and systems. Key Responsibilities A. Training Planning & Management Administration Design and implement training programs aligned with organizational goals and global HRD best practices. Deliver and manage training courses based on business unit and individual learning needs. Collaborate with departments to analyze skill gaps and recommend tailored learning solutions. Drive digital learning initiatives including e-learning and microlearning tools. B. Performance Enhancement: Job Skill & Role Development Define and track training goals and KPIs for internal training staff. Develop systems to assess employee performance gaps and link training to performance outcomes. C. GHRDS (Global HR Development Standards) – Talent, Values & Leadership Act as Core Value Ambassador for Kia India. Lead implementation of GHRDS programs with a focus on High Performance Individual Development (HPID). Align leadership development programs with corporate standards and succession planning. D. Instructional Design & Course Development Ensure engaging and interactive training content that aligns with corporate learning principles and business objectives. Develop course materials using adult learning principles and the ADDIE model. Incorporate modern instructional methods including workshops, simulations, mentoring, and blended learning. Ensure compliance with internal trainer certification programs. Manage compliance and mandatory training schedules. E. Training Facility & Budget Management Plan and monitor the T&D budget; provide reports and forecasts for executive leadership. Oversee training center infrastructure, upgrades, and operational maintenance. Handle procurement processes including RFQs, vendor negotiations, and cost optimization. Ensure contract compliance for third-party training services and staffing. Qualifications & Experience Bachelor's degree in HR, Business, Education, or related field (Master’s preferred). 8–12 years of relevant experience in Training & Development roles. Certifications in Learning & Development, Instructional Design, or Talent Management are a plus.

" Designation: General Manager - HR Location: Mumbai Reporting to: Managing Director About the client: PSS has been mandated to hire a General Manager - HR for one of Indias leading players in the flexible packaging industry. Responsibilities: Strategic HR Leadership: Develop and execute HR strategies aligned with the companys vision and business objectives. Provide strategic advice to the senior management team on HR matters, organizational development, and best practices. Lead HR initiatives that support the growth and transformation of the organization. Talent Acquisition and Management: Oversee the recruitment and selection process to attract top talent. Develop effective onboarding programs to ensure smooth integration of new employees. Implement talent management strategies, including succession planning, career development, and performance management. Employee Relations and Engagement: Foster a positive and inclusive workplace culture that promotes employee engagement and satisfaction. Address employee grievances, conflicts, and disciplinary matters promptly and fairly. Implement employee recognition and reward programs to boost morale and retention. Compensation and Benefits: Design and manage competitive compensation and benefits programs to attract and retain talent. Ensure compliance with local and international labor laws and regulations. Conduct regular benchmarking and analysis to maintain market competitiveness. Learning and Development: Develop and oversee training and development programs to enhance employee skills and capabilities. Promote continuous learning and professional development opportunities. Monitor the effectiveness of training programs and make improvements as needed. HR Operations and Compliance: Ensure efficient HR operations, including payroll, HRIS, and employee records management. Develop and update HR policies and procedures to reflect current best practices and legal requirements. Conduct regular audits to ensure compliance with labor laws and internal policies. Diversity, Equity, and Inclusion (DEI): Champion DEI initiatives and create a diverse and inclusive workplace. Implement strategies to promote diversity in hiring, development, and promotion practices. Monitor and report on DEI metrics and progress. HR Metrics and Reporting: Develop and track key HR metrics to measure the effectiveness of HR programs and initiatives. Provide regular reports to senior management on HR activities, trends, and outcomes. Use data-driven insights to inform decision-making and strategic planning. External Relations and Networking Industry Trends: Stay informed about industry trends and best practices in HR to ensure the organization remains competitive. Networking: Build relationships with external HR professionals, industry groups, and professional associations to enhance the organization s HR practices. Qualification: MBA in HR Experience: 18-25 years of progressive experience in Plant and corporate HR #LI-NV1 ",

Amazon.com strives to be Earths most customer-centric company where people can find and discover virtually anything they want to buy online. By giving customers more of what they want low prices, vast selection, and convenience Amazon.com continues to grow and evolve as a world-class e-commerce platform. Amazons evolution from Web site to e-commerce partner to development platform is driven by the spirit of innovation that is part of the companys DNA. The worlds brightest technology minds come to Amazon.com to research and develop technology that improves the lives of shoppers and sellers around the world. Amazon currently has presence in India (www.india.amazon.com) by way of Development Centers across three locations; Bangalore, Chennai and Hyderabad, which works on complex technology and operations challenges that directly drive business on Amazon.com. In addition to this, there are retail teams that strive towards providing world class customer experience to our customers across www.amazon.in and www.junglee.com, followed by a dynamic operations team that ensures customer orders are fulfilled and delivered on time. Summary Description The individual will implement HR plans and solutions in order to achieve strategic business initiatives and deliver results. The candidate will possess the ability to complete high volumes of tasks with minimal guidance or supervision and deadline sensitivity. As such, the candidate must be skilled at anticipating problems, creating contingency plans, managing multiple priorities, problem solving and organizing logistics. Key to the position is the ability to keep the team organized, prioritized and on time while also serving as a "go to" for all areas and departments which dovetail with HR. This candidate will help foster a cooperative and communicative atmosphere. Roles and Responsibilities Implement employee surveys and questionnaires; help HRBP s in analysis and action planning based on survey results Responsible for onboarding and partnering with the recruitment team in hiring associates based on business forecasts. Partner with business leaders and other support functions to maintain a highly motivated and engaged workforce Implement new policies, procedures and programs in support of Business Be the first point of contact for all employee grievances and partner with the HR Business Partner in conducting necessary investigations. Knowledge in MIS support for Attrition analysis, includesanalyzing Exit interview , observe trends and highlight important aspects, prepare and publish dashboards Drive engagement initiatives like New hire Buddy/ mentoring program, Voice of Employee, Round tables and Brown Bag session and R&Rs Partner with HRBPs to drive Career pathing sessions/ initiatives Support the L&D team in conducting training needs assessment for employees across levels Responsible in conducting regular vendor audits to ensure labor compliance. Responsible for statutory compliance Proven skill in the operation and utilization software such as Microsoft Word for Windows, Excel, etc. Able to travel, as appropriate Ability to analyze organization and individual needs and create the most cost-effective package to meet them Experience with assessing executive talent and filling technology / operations / management positions Proven understanding of the role and functions of a human resource office within a corporate operations structure Broad experience and specific knowledge of human resource theory, functions and practice; performance appraisal systems and staff development Proven ability to use initiative in carrying out tasks Proven ability to prioritize tasks and to organize workload to assure that short timelines are met while having frequent interruptions Exposure to multi-state and international employment laws Mandatory requirement: Candidates should have a work experience of 3 to 5 years in relevant HRBP domain HRBP / Mfg. HR experience is a mandate, experience in employee relations, adept at HR statutory compliance, performance management, talent management, HR projects, succession planning, etc. Education: MBA or Masters Degree in HR/Social Work/ from B schools Analytical mindset with proven skill in the operation and utilization software such as Microsoft Word for Windows, Excel, etc. Exposure to all aspects of employee life cycle and experience in handling AA or similar population Well versed in basic HR reportings Ability to analyze organization and individual needs and create the most cost-effective package to meet them Proven understanding of the role and functions of a human resource office within an operations structure Broad experience and specific knowledge of human resource theory, functions and practice; Proven ability to use initiative in carrying out tasks Proven ability to prioritize tasks and to organize workload to assure that short timelines are met while having frequent interruptions Mandatory requirement: Candidates should have a work experience of 3 to 5 years in relevant HRBP domain HRBP / Mfg. HR experience is a mandate, experience in employee relations, adept at HR statutory compliance, performance management, talent management, HR projects, succession planning, etc. Education: MBA or Masters Degree in HR/Social Work/ from B schools