728 Succession Planning Jobs - Page 16

HR Manager: If Youre Looking for the Policy Manual, You’re Already Lost Here’s the thing: most companies want HR to keep people in line. We want someone who can help them take the damn lead. At blueBriX , we’re not running a factory. We’re not babysitting code monkeys or enforcing badge-swipe quotas. We’re building the future of digital health—platforms that actually change how care is delivered, workflows that providers trust, and AI tools that don’t just look smart, but are smart. And if we’re going to scale that mission, we need an HR Manager who doesn’t flinch at words like culture , performance , or change . Someone who hears “growth” and reaches for a roadmap, not a handbook. This role isn’t about maintaining HR. It’s about reinventing it. You’ll be: The one who finally puts an end to generic job descriptions and cookie-cutter evaluations. The architect of a career development framework that doesn’t feel like a corporate cage. The person who knows how to navigate performance issues without making it a soap opera. The voice that speaks up when someone says, “This is just how it’s done here.” You’ll sit in real meetings, with real decision-makers, solving real challenges—not hiding behind “circulate for feedback” loops. You’ll shape compensation philosophy, org design, internal comms, and that beautiful beast we call culture. Not the version that gets printed on walls. The one that actually shows up in how people work, speak, build, and lead. And yeah, you’ll have to get your hands dirty too. Policies. Offers. Metrics. Reviews. All of it. Because you don’t earn credibility in HR by delegating the hard stuff—you earn it by owning it. This role is based in Kochi. Not optional. Not negotiable. Not “hybrid in theory, ghost in practice.” You want to lead people? You need to be among them. Presence matters. Energy matters. Proximity matters. So, here’s the bottom line: If you think HR is a compliance function, we’re not your tribe. But if you believe HR is the engine of accountability and possibility—if you’ve got the backbone to say no, the heart to say yes, and the brains to know which is which—we’ve got a seat for you. We’re not looking for “people ops.” We’re looking for a people leader. Bring your courage. Bring your ideas. Leave the buzzwords at the door.

JOB SUMMARY Responsible for the development and implementation of the Human Resources processes, providing solutions for the needs of internal clients taking into account the corporate policies of training and development, remuneration, recruiting and selection, etc., as well as the current legislation. CORE JOB RESPONSIBILITIES Partner with assigned/ designated business functions to determine its Business HR needs and lead delivery of HR processes and systems for the team. Implement all key HR processes for the business as per defined SOP s and timelines. Performance Management, Employee compensation increments, Promotions, Talent Reviews, Assist business in Manpower Planning & deployment and coordinate with the Talent Acquisition vertical to fill vacancies on time. Talent Management - anchor the various talent identification, deployment and succession planning exercises for the division Manage the Trade Union, working closely with the General Secretary and office bearer to resolve any conflict, have a charter of demand discussion, and have a wage agreement signed. Work with businesses for proactive employee engagement to minimize ER risks. Co-ordinate with Employee Relations vertical for addressing disciplinary issues Innovative and transformational mindset to identify improvement opportunities to optimize processes to bring efficiency to the system. Support/ Assist business in training need identification and coordinate with Learning & Development vertical to deliver the plan Partner with relevant Learning & Training teams for effective execution of development priorities e.g. Sales Force Certification, Employee capability development program Collaborate with multiple HR verticals like C&B, Talent & Organization, Talent Acquisition to ensure that solutions delivered are aligned to business priorities/ needs. Experience & Skill Details Management Graduate with good conceptual knowledge of HR practices Experience: 5-6 years experience handling a business HR role with exposure in HR Operations, talent acquisition and L&D and C&B. Ability multi-task and work on the projects which cuts across the various affiliate of Abbott Should be ready to travel and willing to take stretch assignment. Good Customer Service Orientation. Good written and Oral Communication Good interpersonal skills Adaptable and prior knowledge of Sales HR / Healthcare Industry is desirable. Good Analytical skills JOB FAMILY: HR Consultant DIVISION: CHR Corporate Human Resources LOCATION: India > Mumbai : BKC Building TRAVEL: Yes, 25 % of the Time t

Job Description Role: Lead- Human Resource Business Partner Location: Gurugram Work mode: Hybrid About the Opportunity: This is an exciting role within an international work environment where you will be working alongside peers from different geographies. This role is front end role, and you will thrive in it if you enjoy solving problems and truly partnering with business leaders and team members at all levels. You will be the people and culture partner for a set of line of business. HR Business Partnering is a way to partner with business leaders to achieve short-term and long-term goals of the unit by advising on people practices. The role frontends all people process and collaborates with other people functions to deliver solutions to any people issues and work towards increasing the overall service level and people experience. The role is of an advisor, consultant, enabler, and partner and will cover all generalist aspects of people (HR) function, including but not limited to, team member relations, grievance management, talent management/succession planning and supporting day-to-day people matters as well as on-going process improvement. What you'll be doing: Strategic Leadership: • Partnering with leadership to develop and implement HR strategies that align with the long-term goals. • Acting as a trusted advisor on strategic planning and business transformation projects and all people matters Talent Strategy and Development: • Overseeing the development and execution of comprehensive talent management programs, including succession planning, and high-potential employee programs. • Driving initiatives to build a diverse and inclusive workforce. • Designing and implementing organizational development interventions to enhance organizational effectiveness and employee engagement. • Conducting organizational assessments and diagnostics to identify areas for improvement. Employee Relations and Culture: • Cultivating a strong organizational culture that aligns with the company's values and mission. • Conducting skip connects with 3A & above. • Managing complex and high-risk employee relations issues, including executive-level conflict resolution. • Leading initiatives to enhance employee engagement and satisfaction. HR Metrics and Analytics: • Utilizing advanced HR analytics to provide strategic insights and drive data-driven decision-making. • Monitoring and analyzing key HR metrics to evaluate the effectiveness of HR programs and initiatives. • Reporting on HR performance to the executive team and recommending improvements. Leadership and Team Management: • Leading and developing a high-performing HR team, providing mentorship and guidance. • Managing large-scale HR projects and ensuring successful implementation. • Promoting a culture of continuous learning and professional development within the HR team. Compliance and Risk Management: • Ensuring compliance aligned PAC roles and responsibilities. • Supporting HR audits and managing risks related to human capital. • Developing and implementing policies to mitigate HR-related risks. Qualification and Experience: 7+ years of experience in a similar role. Proven experience as an HRBP, preferably in the technology or Insurance background. Strong interpersonal and communication skills with the ability to build relationships at all levels of the organization. Good analytical skills with logical thinking approach & problem-solving attitude. Experience in Stakeholder management, Attrition Management, Grievances, Analytics & Strategic HR If interested share your cv at aishwarya@beanhr.com

The Role: As a Talent Specialist- Leadership Hiring , you are not just filling roles you re shaping the future of the organization. This role is about identifying, engaging, and securing transformative leaders who will drive strategic growth, inspire teams, and elevate company culture. You ll work closely with Senior Leaders to understand evolving business needs and translate them into talent strategies that attract high-impact individuals. This position requires a unique blend of strategic insight, emotional intelligence, and market expertise . You ll be expected to navigate complex hiring landscapes, build trusted relationships with executive candidates, and deliver a seamless, high-touch experience from first contact to final offer. Ultimately, your success will be measured not just by who you hire but by the long-term impact those leaders have on the business. Main Responsibilities: Own and execute full-cycle recruitment for Director-level and above roles. Partner with Senior leadership to define role requirements and success profiles. Develop and implement unique recruitment marking activities and targeted sourcing strategies for passive leadership talent. Build and maintain a robust pipeline of high-potential candidates using job boards, social platforms and unconventional techniques. Lead executive-level interviews , debriefs, and offer negotiations. Provide market intelligence and competitor insights to inform hiring decisions. Represent the company at industry events, conferences, and networking forums. What we are looking for: Overall 8-10 years of experience into recruiting and latest 2-3 years into executive or leadership recruiting , preferably in a fast-paced or global environment in Tech Industry Proven success in hiring for VP, Director, and C-suite roles. Strong stakeholder management and executive presence . Experience in performing deep research on competitors, talent pools, and succession pipelines. Experience with executive search firms o r in-house leadership hiring, with ability to assess leadership style, values, and team impact not just resumes. Proficiency in ATS platforms, sourcing platforms and Executive Search tools. Excellent communication, negotiation, and storytelling skills. Bonus Points Strategic thinking, analytical and problem-solving skills, Experience hiring across multiple g eographies or business units. Familiarity with succession planning and talent mapping. Exposure to executive assessment tools (e.g., Hogan, Korn Ferry) is a plus. "We are an equal opportunity employer committed to fair and ethical hiring practices. We do not charge any fees or accept any form of payment from candidates at any stage of the recruitment process. If anyone claims to offer employment opportunities in our company in exchange for money or any other benefit, please treat it as fraudulent and report it immediately.

Company: Mercer Description: We are seeking a talented individual to join our Order Management business at Mercer. This role will be based in Gurgaon / Noida. This is a hybrid role that has a requirement of working at least three days a week in the office. Senior Manager - Order Management (Grade E) What can you expect? The role will be responsible for ensuring seamless and superior client service delivery for the entire group, including critical metrics as defined for the process of delivering exceptional customer experience and service This role will own accountability by being able to help the teams troubleshooting issues in projects both on the technical and business side and act as very strong escalation resolution source for the entire team for deliverables, client and people related issues Note: Applicant should be flexible working in shifts We will count on you to: Manage client/Onshore partners Drive a culture of performance, align the overall region goals with groups goals and KRAs Create a strong pipeline of talent through succession planning and hiring. Mentor and Coach team members and develop them for higher roles and be able to provide them directions on various projects Drive and build a culture of strong Customer focus in the team, including the newer working arenas and focus areas like LenAI, customer experience and championing lean culture Define and drive the standard employee measurement factors like KRAs, Mentoring and Project SLA Execute & plan efficiency road map for domain Note: Applicant should be flexible working in shifts What you need to have: Knowledge & Skills: 9+ years of experience with at least 5 years experience in managing teams Strong People, Process, Operations and Project management skills Experience in leading operations in order management Proficiency in MS Excel Excellent verbal and written communication Incident & Problem management Strong ability to organize & prioritize tasks with attention to detail Accountability for client experience & timely delivery High on Adaptability & Responsiveness Exposure to participating or leading stakeholder/client calls Possess end to end process understanding, able to act outside of the written documentation by understanding the process rather than just always following an SOP - understands whenever SOP is insufficient and escalates What makes you stand out? Exceptional Communication Skills Adaptable communicator, facilitator, influencer and problem solver High attention to detail Good relationship skills, Proven ability to work on own initiative as well as in a team Ability to multi-task and prioritize time effectively Decision making and critical thinking

Role Purpose Statement:- To prove his mettle with every stepping stone with his excellent leadership qualities. Strong dedication and takes incredible initiative to do the work effectively and efficiently. Having rich experience in sales of oils and Fats and diversified industries. Main Accountabilities : Business Development. Developing and implementing strategies to increase revenue and market share of Bunge in coordination with the team. Analyze all business reports to achieve sales budget and sustain operating profits. Responsible for overall growth of Bakery Fats and Ingredients Business. Identifying and appointment of robust distribution channel for NDWT and Bakery Business. Formulating strategic sales approaches to identify, close and retain new business opportunities/prospects in the market by developing excellent customer connections. Identifying new business opportunities within existing markets for growth. Responsible for retaining relationships with existing clients by following up with them on a regular basis to ensure their purchase satisfaction. Developing sales dashboard for the company that enables leadership team to evaluate and take informed decisions. Identify the needs of the potential clients and determine whether the company can cater to them Responsible for developing the overall sales capability in the team to optimise sales effort. Responsible for being the voice of the customer within the organisation and ensuring customers delight. Suggest best industry practices in relevant fields and provide recommendations for sales growth Champion and articulate innovations and improvements pertaining to systems and processes related to entire sales eco-system. Enable sales team to perform better by providing timely feedback, conducting structured performance development reviews and setting clear KRAs and providing inputs for development. Recommend best industry practices for motivation and retention of sales team. Develop, maintain and update festival calendar for the country to plan and balance demand/supply accordingly Focus on sales, profitability, liquidation, collections, market share Monitor and drive performances of Channel partners (Distributors) Increase Business contribution and profitability through better forecasting . Identify gaps in competencies and develop plans to fill gaps. People Development Identify talent, recruit, develop, Training, motivate, and provide growth opportunities to team members. Develop performance management plans. Actively manage any performance issues within the team by regular feedback and coaching. Identify technical and people leaders and provide them appropriate opportunities for development and succession planning. Ensure workplace safety and compliance to Bunge policies Actively demonstrate Bunge Values and coach team members. Key Performance Indicators (KPIs): Will be overall Incharge of South (India) for Bakery Fats , Ingredients and Table Spread. Major Opportunities and Decisions : Focus will be on developing the area in Ingredients and Fats business. Management/Leadership : Possesses strong leadership skill and people management with rich experience. Maintain excellent relationship with business partners and colleagues. Excellent knowledge of Fats and Ingredients. Strong knowledge of product. Excellent trainer. Key Relationships, Stakeholders & Interfaces (External & Internal):- Maintaining excellent relationship with business partners and colleagues. Having good networking. Knowledge and Technical Competencies : Having strong knowledge of Oils and Fats. Ability to work in a dynamic market and demonstrate conviction by guiding team to desired results. Problem-solving attitude is the key leadership skill required for this position Education/Experience :. Graduate, preferably in Science or Commerce. A business management degree will be preferred. Hard core Sales experience in FMCG or Edible oil business with top companies. Should be proficient in Local Language and Hindi, should also be good in English writing and speaking Computer knowledge is must

Your work days are brighter here. At Workday, we value our candidates privacy and data security. Workday will never ask candidates to apply to jobs through websites that are not Workday Careers. Please be aware of sites that may ask for you to input your data in connection with a job posting that appears to be from Workday but is not. In addition, Workday will never ask candidates to pay a recruiting fee, or pay for consulting or coaching services, in order to apply for a job at Workday. About the Team Workday is looking for a Strategic HR Business Partner to join our fabulous People Partner team (extremely skilled, collaborative, treasured by the business leaders we support)! Aligned to our GTM and G&A organisation in Pune, and Mumbai, this role will partner with leaders to create and execute robust talent strategies, supporting key business initiatives and ensuring maximum organizational effectiveness. This individual will also assist in developing, implementing, and driving enterprise talent programs. About the Role The role is strategic, requiring expertise in the areas of organisational development, leadership development, talent management, executive coaching and program design/implementation. Workday is looking for a true strategic business partner, who will support and be embedded within the global People Partner team. Locally you will engage as a full member of the leadership team, leaning in to inquire and understand their business, provide insights and recommendations. About the Role Strategic HR Planning: Expected to gain a deep business understanding. Will align and build on the people strategy that supports core business priorities and is focused on organization effectiveness, workforce planning, talent, and overall business performance. Leadership Development : Drives succession planning, leadership assessment, hi-potential nominations, targeted development investments to build bench strength. Talent Management: In partnership with the TM CoE, leads talent management and succession planning strategies and processes to develop world-class executive talent. Culture : Aligns performance management and reward strategies to drive and reinforce a culture of high performance and innovation with and across the business groups. Employee Engagement : Business champion to drive and leverage employee engagement initiatives that elevate and sustain high levels of employee engagement; leads this work across the Services organization Project management : Lead HR enterprise programs globally and across the APJ region HR Partnership: Engagement and collaboration with the global HR team, including the HR Operations and CoE teams About You 7-10+ years in HR; demonstrated in the following areas: leadership coaching and development, talent/performance management, collaborating with COEs to plan and facilitate org design initiatives that drive business results; high potential identification and development, and development of recognition/engagement programs 2+ years supporting one or more VP+ executives Excellent executive presence: ability to influence at all levels, especially at the executive level Collaborative and strong service orientation and the ability to say "no", "not now", "heres an alternative" Ability to quickly build relationships and credibility with leaders, being their trusted advisor, increasing their effectiveness individually and organizationally. Work closely with People Consulting, Employee Relations, HR Service Support, C&B, HR Legal, and Enablement functions Advanced/expert capabilities in analytics/insights, design thinking, business acumen, industry knowledge, talent strategy development, executive presence, advising and change management. Serious about your craft (continuous desire to elevate capabilities), and a fun approach to your work Irreproachable integrity Balances strategic mindset and effective in rolling up sleeves delivering results when required Strong work ethic; bias toward action, implementation, and speed Experience supporting GTM Sales Leadership Experience working with SAAS providers and/or software development industry exposure Our Approach to Flexible Work With Flex Work, we re combining the best of both worlds: in-person time and remote. Our approach enables our teams to deepen connections, maintain a strong community, and do their best work. We know that flexibility can take shape in many ways, so rather than a number of required days in-office each week, we simply spend at least half (50%) of our time each quarter in the office or in the field with our customers, prospects, and partners (depending on role). This means youll have the freedom to create a flexible schedule that caters to your business, team, and personal needs, while being intentional to make the most of time spent together. Those in our remote "home office" roles also have the opportunity to come together in our offices for important moments that matter. Are you being referred to one of our roles? If so, ask your connection at Workday about our Employee Referral process!

Required Skills Technology | Programming Languages | JavaProgramming Languages | Javascript (JS) Technology | API Development - REST, Web Services, Microservices Technology | Frontend Developer Roles|HTML / CSS Developer Technology | Software System Development | Unit Testing, Automated Unit Testing - Nunit, Xunit or any other framework Technology | Programming Languages | AngularJSProgramming Languages | AngularProgramming Languages | ReactProgramming Languages | ReactJS Technology | Programming Concepts|Design Patterns Technology | Database SQL/No Sql (SQL, Oracle, Postgres, Mongo etc.) Education Qualification : Engineer - B.E / B.Tech / MCA Delivery Skills: - Deliver high quality, tested and secure code - Write well designed, testable, tight, efficient, high quality code base by using industry standard software development practices using object-oriented languages. - Follow engineering best practices such as code refactoring, Unit testing and SOLID principles to deliver high quality code - Gather and refine specifications and requirements based on technical needs. - An understanding of database schemas, relational data design theory, and must have workable knowledge on PL/SQL. - Develop technical documents and handbooks to accurately represent application design and code - Excellent understanding of software design patterns and programming principles. - Should have Excellent Verbal and Written communication skills along with Problem-solving attitude and attention to detail - Perform thorough analysis and generate root-cause-analysis for any production issue - Provide necessary fixes and test the fixes to ensure no defect leakage. - Adherence to project processes and ensure SLA compliance. Skill and Competency Management: - Define the job roles across team and the skills that employees need to do these jobs - Assess recruits and employees competencies to determine how well their skills and knowledge match their job requirements - Create development plans to close the skill gaps - Monitor, measure, and repeat to achieve your individual, team goals Succession Planning: Plan for succession and groom the next generation of technical resources for all critical roles Other activities: - Technical Assessments - Training need identification, Impart training and monitor - Cross skilling of resources

As the Manager, Human Resources you will work on: Finding our people by: Working with the City Director on team restructuring, workforce and succession planning. Cultivating pools of external and internal applicants for roles within the city (volunteers, Staff roles and interns) through the year. Engaging with candidates in the pipeline and executing our hiring process. Executing Teach For India s Volunteer Program in the city in accordance with national guidelines. Developing our people by: Designing, in collaboration with the Managers, a 3-month onboarding and induction plan and 3-month probationary goal sheet for the new hires along with succession plans for tenured members. Managing performance from goal setting to probation to mid-year and end of year evaluations by facilitating clarity around purpose and process. Identifying the learning needs of the City Operations team and creating/sourcing the relevant learning opportunities for the same. Creating a culture of high performance by supporting those who are unable to meet goals and studying patterns of those exceeding expectations. Executing the Fellow Performance Management Cycle by providing the Program Team with clarity on the process and working with the Training & Impact team to pull out trends. Engaging our people by: Fostering collaboration and connections between Staff through team spaces and meetings in partnership with the City s Leadership to enable ongoing connections with the organization s vision & mission. Collaborating with the Program Team on Fellow spaces like Retreats and Inductions in collaboration with your team (Admin Officer of the City). Celebrating and supporting our people through important personal and professional milestones. Creating an ecosystem of support to enable our Fellows and Staff to maintain work life harmony, in collaboration with National Human Resources and City Team. Managing our people by: Creating awareness around all Teach For India policies, ensuring compliance and redressal through appropriate mechanisms and managing related partnerships. Managing and resolving complex employee relation issues and policy violations by conducting effective, objective and thorough investigations in collaboration with the City Director and the necessary officers. Oversee the execution strategies to ensure operational efficiency in the City with the Admin Officer. Working with City-level data to pull out accurate patterns and insights, design effective interventions towards improving overall culture and processes in the City. As a People Manager, you will work on: Building a robust pipeline of talent to lead the organization Managing and coaching the Directors in the cluster to ambitious outcomes Driving engagement, growth, and retention of team members Engineering and overseeing a monitoring and evaluation system , coupled with strategic direction, to guide our abilities to continuously improve As a Manager at Teach For India, you will work on: Contributing to the team goals and priorities beyond individual goals and priorities. Serving as an ambassador of the Teach For India brand and an advocate for our work and for educational equity in our country through both internal and external communication after commiting time in our classrooms to understand our work more deeply. Supporting with key organizational areas such as Recruitment, Selection, Fundraising, Volunteering, Movement Building.

Job Title: Senior HR Manager Experience Required: Minimum 15 years in HR, with at least 10 years in a core manufacturing setup salary: Upto18 LPA Work Location: Dabaspete, Bangalore. Benefits: Transportation, GH Insurance, Canteen, Team outing, Trainings. Role Summary: The Senior HR Manager will be responsible for overseeing the entire HR function at the plant/factory level, ensuring compliance, operational efficiency, and strategic alignment of HR initiatives with business goals. The role demands strong expertise in labour laws, industrial relations, talent management, employee engagement, and organizational development within a manufacturing environment. Key Responsibilities: 1. HR Strategy & Leadership Develop and implement HR strategies aligned with the overall business objectives. Act as a strategic advisor to the leadership team on human capital matters. Drive culture, values, and employee engagement across the organization. 2. Talent Acquisition & Workforce Planning Oversee recruitment plans for skilled and unskilled manpower, including blue-collar workers, engineers, and management staff. Collaborate with department heads for manpower forecasting and planning. Build a pipeline for critical roles and implement succession planning strategies. 3. Employee Relations & Labor Law Compliance Ensure compliance with all statutory and labor law requirements (Factories Act, ESI, PF, Gratuity, etc.). Maintain healthy industrial relations, manage union interactions (if applicable), and resolve disputes. Lead disciplinary actions, grievance redressal, and employee counselling. 4. Performance Management & Development Drive the annual performance management cycle, ensuring timely goal setting, appraisals, and feedback mechanisms. Identify training needs and roll out learning & development initiatives for various levels. Promote a continuous learning environment and career development programs. 5. Compensation & Benefits Benchmark compensation practices within the industry and make recommendations for improvement. Administer payroll inputs, employee benefits, and incentive programs. Drive cost-effective workforce strategies while maintaining competitiveness. 6. HR Operations & Systems Oversee HRMS implementation and utilization. Maintain accurate employee records and reports (MIS, dashboards, etc.). Ensure timely audits, documentation, and process compliance. Key Requirements: Education: MBA/PGDM in HR or equivalent from a reputed institution. Experience: Minimum 15 years in HR, with at least 10 years in a manufacturing or industrial setting. Strong knowledge of labor laws, factory regulations, and government liaisoning. Proven experience in handling a workforce mix of blue-collar and white-collar employees. Excellent leadership, interpersonal, and decision-making skills. Proficient in HRMS/ERP systems and MS Office Suite. Environmental, Health, and Safety (EHS) Compliance The desired candidate is expected to comply with all applicable environmental, health, and safety (EHS) laws, regulations, and industry best practices. They should support the implementation and maintenance of Environmental and Occupational Health and Safety Management Systems aligned with ISO 14001 and ISO 45001 standards. The candidate must contribute to preventing pollution, minimizing resource usage, and ensuring a safe and healthy work environment. Timely reporting of any EHS-related incidents and active participation in audits, training, and continuous improvement initiatives is required as part of the organization's commitment to safety and sustainability Preferred Qualities: Proactive, solution-oriented, and hands-on approach. Strong stakeholder management and negotiation skills. Experience in change management and organizational development initiatives. How to Apply: Interested candidates may send their updated resume to: vasu@kamathtrafo.com

Job Summary: We are looking for a strategic and hands-on Talent Management Manager to lead the design, development, and execution of talent strategies that drive business performance. This role will focus on building leadership pipelines, managing performance and succession processes, and enabling Staff development and engagement across the organization. Key Responsibilities: Performance Management Process (Role is to focus on the development and implementation of the PMS) Create the process by getting buy-ins from the stakeholders Lead and create different KRAs for all roles in the organization and work closely with the leadership/ HODs in year one of the launch Six-monthly reviews, ratings, and letters to be engaged Lead end-to-end performance review cycles, including goal setting, mid-year reviews, feedback, and year-end evaluations. Lead regular talent review and calibration sessions with senior leaders. Talent Review and Career Development Skill mapping of existing talent based on knowledge, performance, and ability to grow Identifying high-potential talent, internal mobility, job enrichment, internal job posting, grievances at the career growth level (if any) Create career pathing frameworks and support managers in developing staff growth plans Learning and Development: Design and roll out leadership programs for first-time managers Design and implement culture workshops, training, and engagement. Staff Engagement: Conducting a gallop - 12 question survey to understand the pulse of the organization. Ask/ need/ expectations of employees that connect with the values of the organization. Support engagement initiatives based on the survey results and recommend action plans. Stakeholder Management: Partner with business leaders to ensure alignment of talent priorities with business needs. Work with external consultants on all areas of work. Eg, Training partners, engagement survey partners, or any. Qualifications: Master's in Human Resources, Business, Psychology, or related field. 8–10 years of experience in talent management, with at least 2 years in a managerial or specialist role. Strong understanding of performance, succession, and leadership development processes. Experience in managing talent systems. Excellent facilitation, communication (written and spoken), and stakeholder engagement skills. Analytical thinking with the ability to derive insights from data and drive actions. Preferred Skills and Attributes: Certification in coaching, psychometric assessments, or leadership programs Proven experience in designing and implementing large-scale talent programs. Ability to work in a fast-paced, matrixed, and global environment. Remuneration: 7 LPA to 7.5 LPA (will be decided based on the shortlisting criteria) Role & responsibilities

Organizational Development (OD): Strategic Planning & Execution: Develop and implement organizational development strategies to improve efficiency, foster a positive culture, and align with business goals. Assess organizational structures and recommend improvements to enhance performance and employee satisfaction. Conduct organizational assessments, including culture, employee engagement, and leadership effectiveness, and use data to inform OD initiatives. Leadership Development: Design and implement leadership development programs to build managerial capacity and leadership skills across all levels. Identify high-potential employees and create individualized development plans to foster leadership growth. Employee Engagement & Culture Initiatives: Develop and execute strategies to improve employee engagement, morale, and retention. Promote and sustain a positive workplace culture by implementing initiatives that encourage collaboration, inclusion, and employee well-being. Change Management: Lead and manage organizational change initiatives, ensuring smooth transitions and effective communication throughout the process. Support leadership and employees during organizational restructuring, process changes, or mergers/acquisitions. Training and Development Programs: Design and oversee the implementation of training programs that support employee growth and enhance organizational capabilities. Identify skill gaps and propose learning and development solutions to address them. Performance Management System (PMS): PMS Design & Implementation: Oversee the development, implementation, and continuous improvement of the companys performance management system. Design and implement performance review processes, setting clear performance standards, key performance indicators (KPIs), and success metrics. Ensure that PMS aligns with business objectives and is integrated into the overall talent management strategy. Goal Setting & Alignment: Work with managers and employees to establish clear, measurable goals and objectives aligned with company priorities. Facilitate regular performance discussions to ensure continuous feedback, employee development, and goal alignment. Performance Appraisal Process: Manage the annual performance review process, ensuring it is fair, transparent, and consistent across the organization. Provide training and guidance to managers on how to conduct effective performance appraisals and give constructive feedback. Continuous Feedback & Coaching: Promote a culture of ongoing feedback, coaching, and development throughout the year, not just during performance reviews. Provide support and coaching to managers in handling performance issues and managing underperforming employees. Data Analysis & Reporting: Track, analyze, and report on performance trends, employee development, and engagement metrics. Use data-driven insights to continuously improve the effectiveness of the performance management system. Recognition and Rewards Programs: Develop and implement recognition and reward strategies to acknowledge and celebrate high performers. Ensure that reward programs are aligned with organizational values and performance expectations. Pls share your resume - Rajneesh@ardeeindustries.com

Responsible for recruitment, employee relations, performance management, HR operations, compliance, and engagement activities. Ensures smooth HR processes and supports organizational goals through effective people management. Required Candidate profile Experienced HR professional with strong skills in recruitment, employee relations, HR operations, compliance, and performance management. Proficient in handling end-to-end HR functions.

Oracle Fusion Financial cloud in one or many of the Finance modules (PO, GL, AP, AR, FA, CM, Tax, Intercompany, Vertex Tax, Revenue Management Cloud Services (RMCS), Channel Revenue Management (CHRM), Concur, Subscription Billing, APAC & EMA localizations)- Configure, support, and provide subject matter expertise by working closely with globally spread teams IT, Business Teams, End Users and 3rd party vendors- Triage and resolve production support tickets effectively, accurately, efficiently and be adept in problem/defect resolution- Must be through in all setups on one or many Finance modules- Strong Period close process knowledge & experience on all modules (monthly / Qtr. and yearly)- Self-sufficient in writing SQL statements to debug / root cause technical and functional issues.- Follow up with product vendors on SRs, Patching, Bugs and product updates through issue closure. Oracle Fusion SCM Consultant will provide expertise and knowledge in the following cloud modules: Order Management / Costing / InventoryFacilitate and actively participate in all phases of the Implementation cycle.Identify functionality gaps in Oracle SCM Cloud and build extensions for them. Experience in minimum three Oracle Fusion HCM modules like Global HR, Payroll, Absence, Benefits, Compensation, Talent, Succession Planning, Performance Management, Profile Management, Recruiting, ELM, Security in this case since the requirement is for Payroll, experience in Payroll and Security is a must Should have Knowledge of DFF/Fusion Fast Formula, Should be aware of Oracle Fusion HCM Co-Existence and working on the same.

Why Join Us? To shape the future of travel, people must come first. Guided by our Values and Leadership Agreements, we foster an open culture where everyone belongs, differences are celebrated and know that when one of us wins, we all win. We provide a full benefits package, including exciting travel perks, generous time-off, parental leave, a flexible work model (with some pretty cool offices), and career development resources, all to fuel our employees passion for travel and ensure a rewarding career journey. We re building a more open world. Join us. About the Team At Expedia Group, the Global Physical Security team safeguards our people, assets, and operations across a fast-evolving, global landscape. We partner across regions and functions to ensure a secure, resilient environment where our employees and business can thrive. We are seeking a seasoned and strategic Director, Physical Security (APAC) to lead Expedia Group s physical security operations, programs, and teams across the Asia-Pacific region. This role is responsible for delivering regional execution of our global security strategy, designing resilient systems and processes, and cultivating a high-performing, diverse team. This leader will oversee a large and complex portfolio including site security, risk mitigation, vendor management, incident response, and the integration of physical and cyber security frameworks. The ideal candidate brings deep subject-matter expertise, exceptional leadership, and an enterprise mindset to drive innovation, resilience, and operational excellence. In this role you will Lead and inspire a regional security team (30+ employees and contractors), including direct leadership of managers and cross-functional program leads. Execute the strategic direction of the Global Physical Security program in APAC, aligning with global objectives while tailoring to regional nuances. Oversee the design, implementation, and optimization of physical security infrastructure, technologies, and programs. Conduct regional risk assessments and audits to proactively identify threats and ensure compliance with internal and external standards. Establish and manage regional governance, policies, and escalation processes for physical security incidents and emergencies. Develop and manage regional security budgets, forecasts, capacity planning, and resource allocation. Build and maintain strong partnerships with internal stakeholders (cybersecurity, facilities, IT, HR, legal) and external service providers. Enhance resilience by evolving the APAC security posture to anticipate, prepare for, and respond to high-impact threats or disruptions. Influence and contribute to global roadmap planning, strategic decision-making, and cross-functional programs. Foster talent development and succession planning through coaching, mentoring, and performance management of managers and team members. Experience and qualifications Experience & Education: 12+ years of progressive experience in physical security, enterprise risk management, or related fields. 5+ years of experience leading people managers and managing large, multi-site teams and vendors. Experience working in a regional or global enterprise environment, ideally across complex, multicultural environments. Bachelors degree required; Master s degree preferred in a technical or security-related discipline (Information Technology, Security Management, Computer Science, etc.). Technical & Functional Expertise: Deep knowledge of physical security operations, technologies, and industry best practices. Familiarity with cybersecurity frameworks as they relate to physical and logical access controls. Strong background in program management, systems design, compliance, and business continuity planning. Proven ability to analyze risk, influence stakeholders, and implement scalable solutions. Leadership & Strategic Capability: Demonstrated success in leading high-impact, cross-functional security initiatives across large organizations. Ability to build and execute multi-year roadmaps aligned to business and security objectives. Skilled in stakeholder engagement, change management, and driving cultural transformation. Strong decision-making, communication, and presentation skills, with experience interfacing at senior leadership levels. Accommodation requests If you need assistance with any part of the application or recruiting process due to a disability, or other physical or mental health conditions, please reach out to our Recruiting Accommodations Team through the Accommodation Request . We are proud to be named as a Best Place to Work on Glassdoor in 2024 and be recognized for award-winning culture by organizations like Forbes, TIME, Disability:IN, and others. Expedia Groups family of brands includes: Brand Expedia , Hotels.com , Expedia Partner Solutions, Vrbo , trivago , Orbitz , Travelocity , Hotwire , Wotif , ebookers , CheapTickets , Expedia Group Media Solutions, Expedia Local Expert , CarRentals.com , and Expedia Cruises . 2024 Expedia, Inc. All rights reserved. Trademarks and logos are the property of their respective owners. CST: 2029030-50 Employment opportunities and job offers at Expedia Group will always come from Expedia Group s Talent Acquisition and hiring teams. Never provide sensitive, personal information to someone unless you re confident who the recipient is. Expedia Group does not extend job offers via email or any other messaging tools to individuals with whom we have not made prior contact. Our email domain is @expediagroup.com. The official website to find and apply for job openings at Expedia Group is careers.expediagroup.com/jobs . Expedia is committed to creating an inclusive work environment with a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, religion, gender, sexual orientation, national origin, disability or age.

Talent Management: Lead end-to-end recruitment coordination with CoE-TA. Ensure smooth onboarding process for new hires, including coordination of orientation programs, necessary documentation, and training schedules. Maintain manpower MIS and support for manpower planning & budgeting. Employee Development: Identify training needs across the organization and collaborate with leadership to develop and implement relevant training programs. Oversee employee development initiatives aimed at enhancing performance, leadership skills, and career progression. Develop Individual Development Plans (IDPs) Coordinate for Management Development Programs (MDPs) Performance Evaluation: Support performance management processes, including setting objectives, conducting performance reviews, and facilitating feedback sessions. Foster a positive and inclusive work environment by resolving employee concerns and promoting open communication. Carryout potential appraisals of high performers. Succession Planning: Coordinate with line managers and update competency matrix. Manage and update Organisation Structure. Design career progression path for critical position. HR Data & Reporting: Maintain accurate and up-to-date HR records and performance data. Generate HR reports and analyse HR metrics to inform decision-making processes. Track turnover rates, retention metrics, and other key performance indicators. Employee Engagement & Feedback Coordinate employee engagement surveys and gather feedback. Carryout pules surveys on HR interventions and analyses effectiveness. Organize company events, team-building activities, and recognition programs to promote a positive workplace culture. Experience: 10-12 years of experience in a generalist HR role. Experience in core HR functions. Strong knowledge of HR software (HRIS) and proficiency with MS Office Suite. Education: MBA in Human Resource Management. Or MSW Skills: Excellent interpersonal and communication skills. Analytical Thinking Ability to understand and drive HR interventions. Ability to prepare HRMIS Good presentation skills. Emotional intelligence and conflict resolution skills. Desirable Traits: Result-oriented and capable of working independently. High integrity and strong ethical standards. Ability to lead change and contribute to a dynamic, evolving workplace culture.

Your role In this role you will play a key role in. As a Talent Manager, you will work closely with the GBL and SBU Head(s) of Talent Management to contribute to the Talent strategy in line with Group and business priorities. Your responsibilities will include a range of talent activities; from help prepare and execute the VP promotion process, prepare group submissions; drive the local STR process working with local leadership to create the STR pack. Facilitate the design of talent programs, drive the large span, monitor their implementation and impact, and successfully engaging with Talent and L&D team members, internal stakeholders, and external vendors. You will also align the talent strategy for the business in collaboration with the Country HR Directors. Acting as the talent SME, you will oversee the implementation of talent development and performance management initiatives. Your Profile Experience on Talent Management/Talent Development Program, Performance Management, Retention, Succession Planning, Leadership Development etc. Understands industry trends and the importance of Talent in the current landscape. Passion to drive Talent interventions and desire to pro-actively contribute to workforce transformation. Experience leading change and implementing new programs/initiatives. Project and stakeholder management. Can create impactful communications and successfully facilitate events. An ability to analyse data and trends. What you'll love about working here Were committed to ensure that people of all backgrounds feel encouraged and have a sense of belonging at Capgemini. You are valued for who you are, and you can bring your original self to work. Every Monday, kick off the week with a musical performance by our in-house band - The Rubber Band. Also get to participate in internal sports events, yoga challenges, or marathons. At Capgemini, you can work on cutting-edge projects in tech and engineering with industry leaders or create solutions to overcome societal and environmental challenges.

Skill required: Marketing Operations - Medical Affairs Designation: Copywriting Analyst Qualifications: Any Graduation Years of Experience: 3-5 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 Help balance increased marketing complexity and diminishing marketing resources. Drive marketing performance with deep functional and technical expertise, while accelerating time-to-market and operating efficiencies at scale through Data and Technology, Next Generation Content Services, Digital Marketing Services & Customer Engagement and Media Growth Services.Role requires Digital Marketing Ads & Promotion creation/designDesign, develop and deliver business solutions related to the medical affairs group of pharmaceutical companies, including thought leadership development, medical publications, education and information, medical grants, advisory boards and advocacy. What are we looking for Medical ReviewMedical MonitoringContent CreationProblem-solving skillsAgility for quick learningResults orientationCommitment to qualityWritten and verbal communication Roles and Responsibilities: In this role you are required to do analysis and solving of increasingly complex problems Your day to day interactions are with peers within Accenture You are likely to have some interaction with clients and/or Accenture management You will be given minimal instruction on daily work/tasks and a moderate level of instruction on new assignments Decisions that are made by you impact your own work and may impact the work of others In this role you would be an individual contributor and/or oversee a small work effort and/or team Please note that this role may require you to work in rotational shifts Qualification Any Graduation

Key Responsibilities: Define strategies and Organizational Development (OD) interventions to transform organizational culture and improve employee satisfaction. Build strong relationships with People Managers to understand organizational challenges, growth plans, and to drive companys core values. Educate managers and employees on company policies and procedures, ensuring fair and consistent application. Develop, implement, and refine HR policies and strategies, ensuring alignment with organizational goals and compliance with internal policies. Prepare and present periodic HR MIS reports, providing insights and progress updates to senior management. Foster positive employee relations through regular engagement with employees, maintaining strong communication and addressing concerns effectively. Conduct one-on-one with the employees, exits interviews to understand employee concerns, Training & Development: Identify training needs through Gap Analysis in skill/competency matrices. Develop monthly, quarterly, half-yearly or annual training plans, coordinating with internal and external faculty to arrange necessary training sessions. Work closely with stakeholders and departmental heads to design employee learning plans, finalize training content/structure, and organize training programs. Performance Management System: Lead the execution of the performance appraisal cycle, ensuring all employees participate in target setting, interim evaluations (Mid-Term/Half-Yearly Review), self-evaluations, and final evaluations. Implement a 360 performance appraisal cycle and facilitate employee dialogue and feedback. Promote internal promotions and job rotations to reduce attrition and enhance employee engagement. QUALIFICATIONS, EXPERIENCE, & SKILLS: Qualified MBA/ PGDM-HR/MHRM professional with 3 to 5 years of experience. Strong Written and verbal communication skills strong interpersonal skills with ability to work with people at all levels of an organization Time and project management skills, including the ability to work on multiple projects at the same time Good Analytical Skills. Experience – 8yrs minimum

Manage vendor contracts for admin-related services and ensure timely renewals. Job Summary: The Assistant Manager - HR & Admin will be responsible for overseeing key HR functions, including recruitment, employee relations, compliance with labour laws, training, performance management, administration facility, transportation management, canteen facility management and overall HR + Admin operations. The role focuses on aligning HR strategies with business goals to foster a positive work environment and enhance employee engagement in a manufacturing setup. Key Responsibilities: 1. Recruitment & Onboarding Manage end-to-end recruitment processes, including job postings, screening, interviewing, and onboarding. Collaborate with department heads to understand manpower requirements and develop recruitment strategies. Ensure timely induction and orientation programs for new hires. 2. HR Operations Maintain and update employee records in HR systems. Oversee attendance, payroll processing, and leave management in coordination with the payroll team. Ensure compliance with HR policies and standard operating procedures. 3. Compliance & Labour Laws Ensure compliance with applicable labour laws, such as the Factories Act, Industrial Disputes Act, Provident Fund Act, and ESIC. Handle statutory compliances, including filing returns and managing audits related to labour laws. Liaise with government authorities for inspections and compliance matters. 4. Employee Engagement & Relations Address employee grievances and foster a harmonious work environment. Plan and implement employee engagement activities, such as events, recognition programs, and feedback initiatives. Support disciplinary procedures and conflict resolution. 5. Performance Management & Training Support the implementation of performance appraisal systems, including goal setting and feedback sessions. Identify training needs and organize development programs for employees at all levels. Monitor the effectiveness of training and provide regular updates to management. 6. HR Strategy & Reporting Assist in designing HR strategies aligned with business objectives. Prepare and present reports on HR metrics, such as turnover, engagement, and performance. Drive initiatives for continuous improvement in HR processes. 7. Administration & Facility Management : Oversee office administration, housekeeping, security, transport, and canteen management. Manage vendor contracts for admin-related services and ensure timely renewals. Ensure workplace safety, hygiene, and compliance with statutory norms. Monitor company assets, office supplies, and infrastructure maintenance. Coordinate with external agencies for facility-related matters. Maintain visitor management system and overall office discipline. Key Skills & Competencies: In-depth knowledge of Administration facility management, labour laws and HR compliance. Strong interpersonal and communication skills. Ability to handle multiple priorities and manage time effectively. Proficiency in HR software and MS Office tools. Problem-solving and decision-making abilities. Qualifications: Bachelors/Masters degree in Human Resources, Business Administration, or a related field. 6+ years of HR experience, preferably in a manufacturing environment. Certification in HR (e.g., SHRM, CIPD) is a plus. Additional Requirements: Willingness to travel occasionally for compliance or training purposes. Strong understanding of the challenges in HR management within a manufacturing setup.

Summary The Quality Strategy, OPEX and PMO Head provides leadership and coordination for the Novartis RLT Global Quality Leadership Team (QLT). This role ensures strategic and operational alignment with the Novartis Quality Strategy, Technical Operations Strategy / Program Management and other functions / Novartis Platform teams. This role defines and executes the QLT governance structure and oversees it on behalf of the leadership team. This role also leads cross functional and cross divisional project teams to deliver the Global Strategic plans directly influencing the Quality Budget. This role includes ensuring that divisional strategies and business strategies are in alignment with the Global Quality strategies and vice-versa. Develops self-sustaining systems to ensure initiatives are integrated into daily operations, and establishes and maintains governance and decision-making bodies for the Strategic Pillars, including progress tracking of initiatives. The Quality Strategy, OPEX and PMO Head, works closely with leadership to develop, maintain and communicate strategy and plans. The Quality Strategy and PMO Head, owns the communication plans and processes for Global Quality, developing routine and non-routine communication content and plans the global Quality team. This role reports to the Global Platform Quality Head RLT and serves in a trusted support role to the Platform Quality Head and to the extended Quality leadership providing support to a wide range of initiatives and activities and representing the global interests of Quality Operations. About the Role Deadline for applications : 11th of July, 2025 Major accountabilities: Quality Strategy & Planning: Contribute to global quality strategies, create platform-specific plans, and lead cross-functional teams to achieve objectives while balancing strategic and tactical priorities. Quality Project Management: Manage quality initiatives, oversee resource allocation, and lead project review boards to ensure risks and opportunities are effectively addressed. Governance: Establish governance systems, maintain decision-making bodies, and align global quality processes with organizational guidelines. Communication Management: Develop and execute communication plans within Quality and across Novartis, ensuring effective content delivery and optimized communication tools. Organizational Design: Support Quality organizational development, including talent identification, succession planning, and fostering a strong organizational culture. Financial Oversight: Partner with Finance to manage budgets, forecasts, and capital expenditures while ensuring effective contractor and third-party spend oversight. Leadership Team Support: Provide strategic evaluations, event planning, and materials for leadership meetings and town halls. Cross-functional Collaboration: Lead initiatives and partner across divisions to drive alignment, innovation. Obligatory requirements: Education: Minimum B.S. degree; higher level degree: MS, MBA preferred but not required. At least 4-7 years experience support of manufacturing, quality, and contract supplier/customer interactions; BLA/MAA and PAI experience preferred. Strong project management, budget, communication and presentation skills. Ability to synthesize detailed information and provide clear communication and messaging across quality, manufacturing and supply chain. Knowledge and understanding of cGMPs. Approximately 25% travel required. Fluent English, written and spoken. Why Novartis: Helping people with disease and their families takes more than innovative science. It takes a community of smart, passionate people like you. Collaborating, supporting and inspiring each other. Combining to achieve breakthroughs that change patients lives. Ready to create a brighter future together? https: / / www.novartis.com / about / strategy / people-and-culture Join our Novartis Network: Not the right Novartis role for you? Sign up to our talent community to stay connected and learn about suitable career opportunities as soon as they come up: Benefits and Rewards: Read our handbook to learn about all the ways we ll help you thrive personally and professionally: You will receive: Competitive salary, Annual bonus, Pension scheme, Share scheme, Health insurance, 27 days annual leave, Flexible working arrangements, subsidized dining facilities, Employee recognition scheme, learning and development opportunities . Commitment to Diversity and Inclusion : Benefits and Rewards: Read our handbook to learn about all the ways we ll help you thrive personally and professionally:

We are seeking an experienced and dynamic HR Manager to lead and oversee our human resource operations. The ideal candidate will have a strong background in recruitment, event management, and public interaction, along with excellent written and verbal communication skills. A go-getter attitude and the ability to thrive in a fast-paced, high-tech environment are essential. Key Responsibilities : Talent Acquisition & Recruitment : Develop and implement effective recruitment strategies to attract top talent. Work closely with department heads to understand hiring needs and align hiring plans accordingly. Employee Engagement & Retention : Drive employee engagement initiatives to foster a positive work culture. Develop retention strategies to reduce attrition and enhance job satisfaction. Event Organization & Public Interaction : Plan and manage company events, seminars, and team-building activities. Represent the company at HR events, industry conferences, and recruitment drives. HR Operations & Compliance : Manage HR policies, procedures, and compliance with labour laws. Oversee payroll, performance management, and employee benefits administration. Training & Development : Identify training needs and implement development programs for employees. Ensure continuous learning and upskilling initiatives within the organization. Stakeholder Management & Communication : Act as a bridge between management and employees to ensure smooth communication. Handle conflict resolution and foster a positive work environment. Key Skills & Attributes: Strong leadership and decision-making skills Excellent written and verbal communication Go-getter attitude with a proactive approach Experience in handling recruitment, events, and public interactions Strong organizational and interpersonal skills Ability to adapt to a fast-growing and technology-driven work environment If you are passionate about HR, enjoy working in an innovative and high-tech environment, and have a knack for people management, we would love to hear from you. Share your updated resume to sai.shruthi@hcrobo.com

Location : Noida Qualifications : MBA- HR Experience : 3-7 Years Key Skills : 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 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 companys 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 Mapping & Deployment Manager (TFL - WS) To lead workforce planning, role mapping, and strategic deployment of human resources across business units, ensuring optimal alignment of talent with organizational needs, succession planning, and operational efficiency. Role & responsibilities: Design and implement role mapping frameworks aligned with organizational structure and job families. Conduct manpower planning exercises in coordination with business heads and functional leaders. Lead deployment strategies for new projects, expansions, and restructuring initiatives. Analyze skill gaps and recommend redeployment, upskilling, or hiring interventions. Maintain and update the organizations position control and headcount dashboards. Collaborate with Talent Acquisition, L&D, and Business HR for seamless workforce transitions. Ensure compliance with internal job grading, compensation bands, and approval workflows. Drive digitization of mapping and deployment processes. Support audits and internal reviews related to manpower deployment and organizational design. Preferred candidate profile: MBA / PGDM in Human Resources or Organizational Development 4 to 8 years of experience in HR operations, workforce planning, or org design Prior exposure to multi-location deployment is preferred

Skill required: Employee Services - Employee Data Process Design Designation: Service Delivery Ops Team Lead Qualifications: Any Graduation Years of Experience: 7 to 11 years What would you do Improve workforce performance and productivity, boosts business agility, increases revenue and reduces costs. The purpose of this role is to manage a team to meet the required service performance metrics . Ensures the service line operations are efficient and effective.Employee Services - More into query/case managementCandidates must come with min, 2+ years of HRO experienceThe design of employee data processes to manage employment data, records and transactions using standard technologies and processes. Extensive and demonstrable experience of HR Processes especially Employee workforce Mangement, Performance management, Leave and Exit Administration Previous experience of working on HCM systems preferably cloud based like Workday, Successfactors, Oracle etc. Business Process Implementation Working knowledge of other MS Office Suite (Outlook, PowerPoint & One Note) - Ability to understand and make sense of large amounts of data in a complex environment, strong Excel & Word skills, ability to comprehend and quickly learn client data bases / menu based systems and ability to present data in a comprehensible format What are we looking for Ensure succession planning for critical team members & sufficient back up planning & development of successors. Manage attrition and implement retention strategies. Drive team engagement and timely rewards & recognition strategies Manage and improve people performance and align them with organizational goals and objectives Ensure that Business Continuity and Disaster Recovery Plans are up to date and tested periodically. Liaise with BCM Team and Local IT on Testing. Ensure Business Excellence documentation is updated and drive Business Excellence methodologies in day to day operations. Ensure all team members have the correct skills and are trained to deliver all the contractual requirements, to achieve Business Excellence Work collaboratively with all Internal & third party stakeholders to achieve Business goals. Ensure adherence to policy and procedures of the organization. Ensure that the Team is adequately staffed and resources have the right skills required for the job. Liaise with Accenture Leadership, Recruitment and IJP Teams on staffing requirements.Demonstrate the knowledge & subject matter expertise to help resolve issues. Review Change Requests, do impact analysis and cascade changes to team Be a Process Expert & maintain all process documentation or work instructions to include all process updates per current process flows. Participate actively in organizational wide initiatives like business Excellence etc. Create a logical plan, realistic estimates and schedule for an activity or project segment. Developing and maintaining an excellent relationship with internal and external clients and / or business partners to ensure achievement of staffing goals Encourages clients to actively participate in developing solutions and to raise concerns. Manage Service Issues & escalations with root cause analysis for accurate & timely service delivery Independently identify and resolve complex issues/problems within own area of responsibility. Conduct regular skip meetings to understand pulse of the team & resolve team concerns Responsible for team members performance evaluation and career counseling through regular performance feedbacks Perform Talent Review to analyze training needs of team members & and ensuring consistent learning. Roles and Responsibilities: In this role you are required to do analysis and solving of moderately complex problems May create new solutions, leveraging and, where needed, adapting existing methods and procedures The person would require understanding of the strategic direction set by senior management as it relates to team goals Primary upward interaction is with direct supervisor May interact with peers and/or management levels at a client and/or within Accenture Guidance would be provided when determining methods and procedures on new assignments Decisions made by you will often impact the team in which they reside Individual would manage small teams and/or work efforts (if in an individual contributor role) at a client or within Accenture Please note that this role may require you to work in rotational shifts Monitor/Review along with team on administrative and operational activities within the allotted team to ensure achievement of operational or deal objectives. Monitor/measure performance through metrics, audits and other processes to ensure that organizational initiatives are in place and goals are achieved. Manage and improve people performance and align them with organizational goals and objectives. Provide Business Development support to the Service Delivery Manager and the client services team through active participation in client visits and other initiatives. Participate actively in Team & Organization wide initiatives. Monitoring the voice of the customer through surveys and other means of communication. Work through the development areas as voiced by the client, Third parties or Accenture stakeholders. Encourage and drive continuous improvement measures on day-to-day basis by identifies & implementing improved/innovative/ re-engineered work processes Recommend cost-effective, efficient procedural or production alternatives. Communication, training and implementing relevant Process knowledge change/updates to the team. Ensure service measures & outcomes are met in accordance with the Service Level Agreement (SLA). Plan, implement & monitor volume allocation strategies within teams / resources ensuring optimum workload for the team members for meeting timelines & accuracy levels as per defined standards Create & implement robust Internal quality controls to ensure accuracy levels are met. Monitor/measure performance through regular process reviews of metrics Drive productivity measures for optimum utilization of FTEs Create & implement governance mechanism to ensure compliance to defined process requirements. Qualification Any Graduation