728 Succession Planning Jobs - Page 18

This position will Lead and oversee all aspects of Learning & Development programs within the org to attract, retain and develop Key talent and to enhance competencies of all employees in line with business objectives. Shailesh @ 9886724341.

Implement and support SAP SuccessFactors solutions, focusing on compensation management, including performance, bonus, and salary planning.

We are looking for SAP SuccessFactors consultant having experience in strategic Workforce Planning in SAC. Job Details Skills : SAP SF with SWP lead Duration6 Months to 1 year Job type : Contract Job Discription : SAP SuccessFactors consultant with hands on experience of implementing Workforce Planning module must demonstrate the ability to have functionally lead the SF strategic workforce Planning in SAC or deep knowledge of workforce planning including Personal cost planning Must be able to demonstrate the ability to model user requirement both written and oral into workbooks Must be able to manage stockholders Have good knowledge of how to construct financial workforce planning with costing.

The individual plays a crucial role in fostering a positive and productive work environment. You will be responsible for managing and maintaining effective relationships between employees and the organization, ensuring fair and consistent treatment, and resolving any conflicts or issues that may arise. KEY RESPONSIBILITIES 1. Employee Relations Management: Develop and implement employee relations strategies, policies, and procedures to promote a positive work culture. Serve as the primary point of contact for employee relations matters, providing guidance and support to employees and managers on HR policies, procedures, and best practices. Conduct investigations into employee complaints, grievances, and conflicts, ensuring timely resolution and adherence to company policies and legal requirements. Mediate and facilitate discussions between employees and management to resolve conflicts and promote effective communication. 2. Policy Development and Compliance: Stay up-to-date with relevant employment laws and regulations, ensuring company policies and practices are compliant. Collaborate with legal counsel as needed to address complex employee relations issues and ensure legal compliance. Assist in developing and implementing HR policies, procedures, and programs to support a fair and inclusive work environment. 3. Performance Management: Support managers in the performance management process, including coaching, counseling, and disciplinary actions when necessary. Provide guidance and training to managers on conducting effective performance reviews, goal setting, and feedback sessions. 4. Employee Engagement and Communication: Develop initiatives to promote employee engagement, morale, and retention.Organize and facilitate employee recognition programs, events, and activities. Foster open communication channels between employees and management, encouraging feedback and dialogue. 5. Training and Development: Identify training needs and develop programs to enhance employee skills and competencies. Coordinate and deliver training sessions on HR policies, procedures, and compliance topics. Support career development initiatives and succession planning efforts within the organization. 6. HR Administration: Maintain accurate employee records and documentation related to employee relations matters. Prepare reports and analytics on employee relations metrics and trends.Assist with other HR functions such as recruitment, on boarding, and benefits administration as needed.

About the Role: Grade Level (for internal use): 11 The Team: This leadership position will be a part of S&P Globals Enterprise Data Organisations (EDO) Capital Markets data operations team. The purpose of this team is to generate unique market-leading data, ensuring accuracy, completeness, and timeliness. By leveraging innovative data collection and analytical techniques, we enhance transparency and deliver actionable insights that inform strategic decision-making. Our culture of innovation prioritizes Lean methodologies and automation to streamline processes and improve data integrity. Through strong stakeholder relationships and a deep understanding of market dynamics, we position ourselves as trusted partners, equipping clients with the intelligence needed to navigate opportunities and risks in a competitive environment. Impact: This position offers the opportunity to lead a team of highly motivated individuals and contribute to achieving the teams goals. You will lead efforts to improve data accuracy, completeness, and timeliness through collaboration, innovation, and the execution of ad-hoc projects, with a focus on acquiring and collecting public and private data. Through strong stakeholder relationships and a deep understanding of market dynamics, we position ourselves as trusted partners, equipping clients with the intelligence needed to navigate opportunities and risks in a competitive environment. Responsibilities Formulate and implement data-driven strategies that balance technical and product knowledge, collaborating with multiple teams to create best-in-class solutions. Oversee and implement data quality projects that align with evolving business priorities, ensuring high standards of data integrity. Identify opportunities for new datasets within the market landscape and support the development of strategies to incorporate them into existing frameworks. Demonstrate empathy and support team members, especially during challenging times, promoting a culture of well-being and collaboration. Encourage team motivation, facilitate career progression discussions, and execute succession planning to nurture talent within the team. Enhance the technical skills of the team, preparing them for future growth and evolving industry demands. Establish SMART objectives for team members, actively manage performance, and communicate the Pay for Performance culture and its linkage to rewards. Track and communicate team performance metrics, including time utilization and quality statistics, while setting challenging benchmarks for resource efficiency. Mentor the team on industry trends and large-scale data projects, providing guidance on business initiatives. Manage short-term and long-term projects from resource planning to execution, collaborating closely with the Data Management team to ensure alignment and effectiveness. Drive constructive conversations with the leadership team and stakeholders across various locations, ensuring alignment on goals and expectations. Advocate for a culture of innovation by understanding processes and workflows, generating ideas to eliminate content gaps and establish best practices. Foster a lean mindset to improve operational efficiency. Ensure all critical timelines and requirements for business-as-usual workflows, KPIs, and projects are met, demonstrating problem-solving capabilities at all levels. As a people leader, embody and promote the organizations values, culture, and strategic objectives, setting an example for the team. What we are looking for: Prior leadership experience in data services, with a strong focus on people management. Knowledge or experience in the industry is preferred. In-depth understanding of the mechanics of the capital markets domain, with the ability to quantify trends impacting the industry and provide insightful analysis. Proven operational management skills with a keen attention to detail, gained within a respected data company, ensuring effective oversight of data quality and performance. Experience in introducing and monitoring Key Performance Indicators (KPIs) and performance metrics, facilitating continuous improvement and accountability within the team. Capacity to give and receive constructive feedback, providing coaching to team members to foster their professional growth and development. Exceptional oral and written communication skills, enabling clear articulation of complex data insights and fostering effective stakeholder engagement. Willingness to work across various shifts, including night shifts on a rotational or as-needed basis, demonstrating adaptability to meet business needs. Maintains high ethical standards both personally and professionally, ensuring transparency and integrity within the team. Strong collaboration skills with the ability to work effectively within cross-functional teams and build relationships with various stakeholders. Comfort with change management processes, adapting to evolving business needs and driving innovation within the team. Familiarity with additional analytical tools or programming languages that enhance data analysis capabilities. Experience in managing projects from inception to completion, including the ability to prioritize tasks and manage resources effectively. Understanding of cultural differences and the ability to navigate them effectively in a global work environment. Commitment to continuous learning and professional development in data analysis and emerging technologies. A results-oriented approach, focusing on achieving goals and delivering measurable outcomes. Preferred Qualifications: A minimum of 8 years of experience working closely with senior leaders and decision-makers, demonstrating the ability to influence and drive strategic initiatives. Proven experience in establishing and nurturing trust with business heads, fostering long-lasting business relationships that benefit both the organization and stakeholders. Comfort with a high degree of autonomy, effectively managing priorities from multiple internal and external stakeholders to achieve organizational goals. Basic knowledge of SQL and Generative AI is desirable, providing a foundation for data analysis and innovative solutions. Familiarity with data visualization tools, enabling effective communication of insights through visual storytelling. Possession of a Green Belt Certification and exposure to Lean concepts, indicating a commitment to process improvement and operational efficiency. Whats In It For You Our Purpose: Progress is not a self-starter. It requires a catalyst to be set in motion. Information, imagination, people, technologythe right combination can unlock possibility and change the world.Our world is in transition and getting more complex by the day. We push past expected observations and seek out new levels of understanding so that we can help companies, governments and individuals make an impact on tomorrow. At S&P Global we transform data into Essential Intelligence, pinpointing risks and opening possibilities. We Accelerate Progress. Our People: Our Values: Integrity, Discovery, Partnership At S&P Global, we focus on Powering Global Markets. Throughout our history, the world's leading organizations have relied on us for the Essential Intelligence they need to make confident decisions about the road ahead. We start with a foundation of integrity in all we do, bring a spirit of discovery to our work, and collaborate in close partnership with each other and our customers to achieve shared goals. Benefits: We take care of you, so you cantake care of business. We care about our people. Thats why we provide everything youand your careerneed to thrive at S&P Global. Health & WellnessHealth care coverage designed for the mind and body. Continuous LearningAccess a wealth of resources to grow your career and learn valuable new skills. Invest in Your FutureSecure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial wellness programs. Family Friendly PerksIts not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families. Beyond the BasicsFrom retail discounts to referral incentive awardssmall perks can make a big difference. For more information on benefits by country visithttps://spgbenefits.com/benefit-summaries Global Hiring and Opportunity at S&P Global: At S&P Global, we are committed to fostering a connected andengaged workplace where all individuals have access to opportunities based on their skills, experience, and contributions. Our hiring practices emphasize fairness, transparency, and merit, ensuring that we attract and retain top talent. By valuing different perspectives and promoting a culture of respect and collaboration, we drive innovation and power global markets. Recruitment Fraud Alert If you receive an email from a spglobalind.com domain or any other regionally based domains, it is a scam and should be reported to reportfraud@spglobal.com. S&P Global never requires any candidate to pay money for job applications, interviews, offer letters, pre-employment training or for equipment/delivery of equipment. Stay informed and protect yourself from recruitment fraud by reviewing our guidelines, fraudulent domains, and how to report suspicious activity here. ----------------------------------------------------------- Equal Opportunity Employer S&P Global is an equal opportunity employer and all qualified candidates will receive consideration for employment without regard to race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, military veteran status, unemployment status, or any other status protected by law. Only electronic job submissions will be considered for employment. If you need an accommodation during the application process due to a disability, please send an email to EEO.Compliance@spglobal.com and your request will be forwarded to the appropriate person. US Candidates Only The EEO is the Law Poster http://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf describes discrimination protections under federal law. Pay Transparency Nondiscrimination Provision - https://www.dol.gov/sites/dolgov/files/ofccp/pdf/pay-transp_%20English_formattedESQA508c.pdf ----------------------------------------------------------- 10 - Officials or Managers (EEO-2 Job Categories-United States of America), DTMGOP103.2 - Middle Management Tier II (EEO Job Group), SWP Priority Ratings - (Strategic Workforce Planning) Location - Hyderabad,Bengaluru,Mumbai,Maharastra

SAP SuccessFactors consultant with hands on experience of implementing Workforce Planning module must demonstrate the ability to have functionally lead the SF strategic workforce Planning in SAC or deep knowledge of workforce planning including Personal cost planning Must be able to demonstrate the ability to model user requirement both written and oral into workbooks Must be able to manage stockholders

The HRBP role involves planning and execution of end-to-end delivery of services, solutions & interventions across all HR functions for Global Shared Services in partnership with Global GSS HR Lead. Job Responsibilities: Partner with the Regional HR Leader and GSS Global Leadership Team to devise & execute appropriate HR strategy and plans in partnership with GSS HR Leader. Analyse trends and metrics in partnership with the larger HR group to develop solutions, programs, and policies which aligns with global expectations. Ensure execution of hiring of talent with right skill set & aptitude that meet functional & business requirements and in line with Talent Strategy as well as Talent Acquisition process metrics. Facilitate talent review & succession planning processes to meet current & future needs of the business Facilitate talent development and career progression of key talent and critical role holders and ensure that development plans & career progression moves are actioned & accomplished as per committed timelines. Ensure efficient & seamless deployment of Performance Management (MaxP) process and ensure that performance & development reviews are actioned & accomplished in line with process metrics & timelines. Ensure efficient & seamless implementation of Employee Engagement diagnostics (surveys, Focus Group Discussions) & initiatives to address critical gaps and concerns around Engagement at the workplace with the help of team. Ensure implementation of Rewards & Recognition programs across all levels with the help of team. Provide advice & support to line managers on appropriate team structure & design to meet current & future business needs. Provide advice & support to line managers on decisions pertaining to people matters and ensure high levels of ownership on talent engagement, retention & development agenda. Execute annual manpower planning exercise and ensure accurate forecasting of talent; right numbers and at the right level (built into the HR Fin. Plan) Support identification & assessment of learning & development needs of associates across levels & functions in line with Kohler s Development Planning approach. Implement an Annual Learning & Development calendar to address critical & big-ticket organisational & individual development needs and ensure that all training programs are conducted in line with key process metrics of learning satisfaction & effectiveness scores. Work closely with management and employees to improve work relationships, build morale and increase productivity and retention Maintain knowledge of labour law requirements related to day-to-day management. Partners with the legal department as when needed/required. Skill Required: An MBA in HR or equivalent qualification from a reputed business school 08- 15 years of experience (majorly as HR Generalist/Strategic HRBP). Exposure of having managed stakeholders across multiple geographies with a global mindset (US, UK, China, India) Deep expertise in HR Core areas like Talent Management, Org capability, Succession Planning, HR analytics etc. Experience in Shared Services domain or Third-Party service providers will be a definite advantage Proven credentials of having successfully delivered in a matrix organization.

Skills:. Leadership, Communication, Human Resources (HR), Retention Programs, Leadership Development, Python (Programming Language), Data engineering,. The ideal candidate will act as an employee champion and a leader of change. You will plan, develop, organize, implement, direct and evaluate the organization's human resource function and performance.. Responsibilities. Provide overall leadership and guidance by overseeing talent acquisition, employee career development, succession planning, retention programs, training and leadership development. Function as a strategic, human capital business advisor to the senior management team. Develop initiatives, policies and programs to complement existing practices and create consistency across the organization. Oversee benefit and compensation plans to ensure cost efficiencies and attractiveness to retain top talent. Qualifications. Bachelor's degree or equivalent experience in human resources or management. 7+ years' of professional HR experience, ideally from a services oriented business, with a combination of corporate and business unit line experience preferred. Excellent written and verbal communication skills. Ability to multi-task, organize, and prioritize work.

Role & responsibilities Develop and implement HR strategies that support business objectives. Collaborate with Store Operations team management to understand business challenges and provide HR solutions. Develop and implement talent development programs, including training, mentoring, and career progression. Design and manage succession planning initiatives. Foster a positive work environment and enhance employee engagement. Ensure a high-performance culture within the organization. Ensure HR practices comply with legal and regulatory requirements. Evaluating new sources of recruitment suggested by the team, monitoring systems of recruitment & Quality of Hires Ensuring optimum recruitment (as per budgets and as aligned to the Diversity & Inclusion {D&I} policy of the organizaiton) before handover to Operations Ascertain efficacy of CSR, Rewards & Recognition (R&R) and Engagement activities being implemented at the region Ensuring good governance & total compliance under various statutes and company processes viz. POSH,TCOC, etc. Diagnosing people issues and seeking OD intervention wherever deemed necessary Supervising and guiding action plans on survey responses and handling escalations as and when required Devise and implement various programs to identify talent at risk and ensuring retention of talent

Key Responsibilities: Leadership & Culture Programs Design, manage, and execute Leadership Development and Wellbeing programs across all organizational levels. Lead cultural transformation efforts through flagship initiatives managing the end-to-end process from ideation to execution. Facilitate leadership connects and drive programs that foster transparency, alignment, and inspiration across teams. Program & Vendor Management Liaise with internal stakeholders and external vendors to conceptualize and deliver high-impact people programs. Drive vendor negotiations and maintain long-term relationships with partners to ensure cost-effectiveness and quality delivery. Surveys & Data-Driven Insights Design and administer surveys (Onboarding, Pulse, Exit, etc.), analyze findings, and implement action-oriented interventions. Lead the organizations efforts toward becoming a Great Place to Work, managing all activities from diagnostics to certification. Policy & Process Excellence Drive policy revisions and change management initiatives to align with evolving organizational needs. Oversee induction programs, ensuring new hires are integrated seamlessly into the company culture. Employee Engagement & Communication Champion Employee Connect initiatives both one-on-one and team-based to nurture engagement and build trust. Collaborate across HR COEs to integrate employee feedback into organizational strategy and action plans. Preferred Qualifications: 8+ years of experience in HR roles with exposure to OD, Engagement and Talent Development. Experience managing cross-functional HR initiatives and working closely with senior leadership. Proficiency in survey tools, data analysis, and HRIS systems.

A Human Resources Executive is responsible for supporting and advising management on proper policies and procedures to deliver an excellent staff experience while assisting with employee relations. What will I be doing? As a Human Resources Executive , you are responsible for supporting and advising management on proper policies and procedures to deliver an excellent staff experience. A Human Resources Officer will also be required to manage succession planning and employee relations. Specifically, you will be responsible for performing the following tasks to the highest standards: Support and advise Managers on proper policies and procedures Manage succession planning with senior managers during the bi-annual appraisal process Manage employee relations issues in the hotel in a confidential manner, including disciplinaries, grievances, and capability Ensure absence monitoring is in line with company guidelines Maintain online personnel system, payroll system, and monthly reporting Ensure recruitment and selection process is adhered to and ensure that appropriate immigration checks are carried out Assist in determining departmental training requirements Ensure completion of training for hotel security, fire regulations and other health and safety legislation Assist in the organisation of Team Member social events Work with local organisations and schools to promote the hospitality industry Promote and endorse staff benefits Assist and resolve team member and management queries What are we looking for? A Human Resources Executive serving Hilton brands is always working on behalf of our Guests and working with other Team Members. To successfully fill this role, you should maintain the attitu

SR. MANAGER, PEOPLE OPERATIONS & CULTURE (Pune) Founded in 2000, Ivalua is a leading global provider of cloud-based procurement solutions. COMPANY OVERVIEW At Ivalua we are a global community of exceptional professionals, who believe that digital transformation revolutionizes supply chain sustainability and resiliency to unlock the power of supplier collaboration. We achieve this through our leading cloud-based spend management platform that empowers hundreds of the worlds most admired brands to effectively manage all categories of spend and all suppliers to increase profitability, improve ESG (environmental, social, and corporate governance) performance, lower risk, and improve productivity. Driven by our passions and fueled by our shared ambitions, we empower and challenge each other to create meaningful experiences for our colleagues, customers, partners, and communities. Learn more at www.ivalua.com . Follow us on LinkedIn . THE OPPORTUNITY CONTEXT: You ll be joining a high-impact, collaborative HR team that is deeply committed to creating a positive employee experience and supporting business growth. We are trusted partners and culture champions - working across functions to drive initiatives in engagement and operational excellence. Our team values agility, integrity, and innovation, and we re looking for someone who thrives in a fast-faced environment and is passionate about making a real difference in people s work lives. ROLE: The Sr Manager, People Operations is a strategic and hands-on leader responsible for overseeing key HR functions including employee relations, organizational development, performance management, compliance, engagement activities, and HR operations. This role partners closely with leadership and cross-functional teams to support business objectives through effective people strategies, align HR strategies with business goals, while fostering a high-performance and inclusive culture. WHAT YOU WILL DO WITH US Lead and manage HR programs including performance management, succession planning, and employee engagement. Partner with business leaders to provide coaching, guidance, and support on HR matters such as team development, change management to drive organizational change and culture initiatives. Oversee employee relations, investigations, and conflict resolution while ensuring fairness and compliance with legal standards. Collaborate with leadership to create policies and practices that enhance employee engagement and satisfaction. Manage, mentor, and develop HR team members to ensure a high level of performance and growth. Lead HR initiatives and special projects that support organizational growth and transformation. Ensure HR processes (onboarding, offboarding, transfers, promotions, mobility, etc) are executed effectively and consistently. Oversee all employee benefits and wellness programs which includes annual benefits renewal process and vendor relationships; evaluate plan design and recommend enhancements. Oversee core HR operations across the entire employee lifecycle including onboarding/offboarding and managing internal HR systems. Identify and address operational inefficiencies proactively, driving process improvements that balance speed with sustainability. Ensure compliance with labor laws and regulations while maintaining best practices in HR operations. YOUR PROFILE If you have the below experience and strengths this role could be for you: Skills and Experience: Minimum 10 years of progressive HR experience, including 3+ years in a management or senior advisory role. In-depth knowledge of benefits administration, wellness program design, and compliance requirements. Experience with HRIS and various HR platforms. Strong understanding of labor laws, HR policies, and compliance requirements. Proven ability to manage and influence senior stakeholders. Excellent interpersonal, problem-solving, and communication skills. Proven experience in driving organizational change and managing complex employee relations issues. Masters in Human resource management or equivalent experience Soft Skills: Strong project management and change leadership capabilities. Experience in a fast-paced, matrixed, or global environment. Strategic mindset with a hands-on, execution-oriented approach. WHAT HAPPENS NEXT If your application fits this specific position s needs, our skilled Talent team will reach out to schedule an initial screening call. Get one step closer to achieving your goals - apply today! Our Talent team will guide you through every step of the interview process - from preparation to completion. Theyre here to support you! Our recruitment process is designed to assess your competencies through a series of personalised interviews with internal stakeholders relevant to the role. Interviews will be conducted virtually via video or on-site with face-to-face meetings. LIFE AT IVALUA Hybrid working model (3 days in the office per week), Were a team dedicated to pushing the boundaries of product innovation and technology, Sustainable Growth, Privately Held, A stable and cash-flow positive Company since 10 years, Snacks and weekly lunches in the office, Feel empowered to pursue your goals with improved team collaboration and increased creativity/productivity, Unlock and unleash your full professional potential with our exceptional training and career development program, Join a dynamic and international team of top-notch professionals who are experts in their respective fields. Collaborate with like-minded individuals who are deeply passionate and highly motivated about their work. Experience a truly diverse and inclusive work environment where your unique contributions are highly valued, Regular social events, competitive outings, team running events, and musical activities, Comparably recognized Ivalua for the following ( https: / / www.comparably.com / companies / ivalua) Powered by People - Powered by You! United by our values we embrace diversity and equity in the broadest possible sense to create an inclusive workplace. To help our customers make supply chains more efficient, sustainable and resilient, we rely on a global team with a variety of backgrounds, skills and views. We believe in equal opportunity and in diversity as a driver of innovation that cultivates a spirit of inclusiveness, creates a productive and fun place to work, and provides fulfilling career opportunities for all Ivaluans. Experience life at Ivalua - check out our captivating video ! Gain insight into our unique company culture and get a glimpse of what its like to work with us. #LI-DK1 #LI-HYBRID

Req ID: 329278 NTT DATA strives to hire exceptional, innovative and passionate individuals who want to grow with us. If you want to be part of an inclusive, adaptable, and forward-thinking organization, apply now. We are currently seeking a Work Day Consultant - Digital Engineering Lead Engineer to join our team in Remote, Telangana (IN-TG), India (IN). We are looking for Workday HCM Consultants, who have experience at least one module in Workday end to end. Below are more details Experience: 3 - 8 Years Location : India, Mexico, or US. Can be remote, but we need someone with an overlap to PST hours. Workday Modules: Core HCM Benefits Basic & Advanced Compensation Time Tracking & Absence Expenses & Reimbursements Recruiting Performance Management, Talent Management & Succession Planning Talent Management (Skills, Job Architecture) Workday Skills : Business Process Configuration & Notifications Condition Rules, Calc Fields Reporting (Basic & Advanced) Workday Security (User-based, role-based, intersection, segment based etc) Workday Documents Required: Workday Training or Certification in Core HCM, Reporting Preferred: Workday Certification in advanced modules (Basic & Advance Comp, Security, Time Tracking, Absence & Talent Management, Succession Planning,)

JOB PURPOSE : Responsible for supporting the Talent Management function and contributing to various HR initiatives 1. To Design Training Calendar Monthly/Half Yearly/Yearly Basis 2. Support employee training and development programs, including logistics and coordination. 3. To identify TNI with the help of PMS,360 Degree, Competency Mapping and Gapping Exercises 4. Help maintain and update talent management records and employee personal files as per defined guidelines. 5. Coordinate with managers and team leaders to support performance management processes. 6. Assist in conducting employee engagement surveys and follow-up activities. 7. Support the planning and execution of company events and recognition programs. 8. To be responsible for Data management & analytics related to Talent management. 9 To design management reviews on monthly basis Preferred candidate profile * Effective Communication Skills * Positive attitude and a growth mind-set * Must be Enthusiastic self-starter * Analytical and problem-solving skills * MS Office HR Contact Monika Gaud monika.gaud@rsplgroup.com This position is with HCD Vertical. Office Time: 10:00 am to 6:30 pm Working Days : Monday to Friday

Lead HR strategy for a top engineering manufacturer. Drive talent acquisition, engagement, and compliance. 12+ years of HR experience required. Competitive salary and growth opportunities.

Lead Analyst, Talent Management - GOSC ------------------------- Lead Analyst, Talent Management - GOSC Job Type: Full Time Job Summary: We are seeking a highly organized, tech-forward, and responsive Talent Management Administrator to support the execution and administration of key talent initiatives at GXO. This role requires strong project management capabilities and a proactive mindset to coordinate leadership assessments, manage performance and engagement processes, and support the implementation of talent development platforms. The ideal candidate will be detail-oriented, collaborative, and eager to leverage automation, AI tools, and data dashboards to streamline processes and enhance the employee experience. Key Responsibilities: Leadership Assessments & Feedback: Coordinate with external vendors and internal systems to manage leadership assessments and 360-degree feedback processes. Build and maintain dashboards to track participation, completion rates, and feedback trends. Performance & Talent Processes: Support the execution of GXO s performance and talent management cycles. Gather requirements, create forms, and engage stakeholders to ensure smooth process delivery. Develop dashboards to monitor process milestones, completion status, and performance insights. Employee Listening Strategy: Administer GXO s Listening Strategy, including the Annual Engagement Survey and ad hoc surveys. Leverage engagement survey platforms to manage survey design, deployment, and reporting. Create dashboards to visualize engagement trends, response rates, and action planning progress. Engagement & Action Planning: Develop dashboards and tools to track engagement initiatives and action plans. Provide insights and recommendations based on survey data and feedback trends. Support leaders in interpreting data and tracking progress against goals. Talent Review Support: Create templates and presentations for talent calibration and performance review sessions. Assist in organizing and documenting outcomes of talent discussions. Build dashboards to support talent segmentation, succession planning, and readiness tracking. Skills Platform Administration: Support the implementation and ongoing management of a Skills Platform. Manage user permissions, curate content, and generate usage and impact reports. Develop dashboards to monitor platform adoption, skill development trends, and learning engagement. Process Automation: Design and implement automated workflows using Microsoft Power Automate to streamline key talent processes with minimal human intervention. Build dashboards to monitor automation performance, identify bottlenecks, and track efficiency gains. Qualifications: Bachelor s degree in Human Resources, Business Administration, or a related field. 5+ years of experience in HR, Talent Management, or a related role. Strong project management skills with the ability to manage multiple priorities and deadlines. Highly organized, detail-oriented, and responsive in a fast-paced environment. Tech-forward mindset with growing experience using AI tools and automation platforms to support HR and talent development initiatives. Hands-on experience with Microsoft Power Automate or similar workflow automation tools. Experience with engagement survey platforms (e.g., Qualtrics, WTW, Glint, Perceptyx). Proficiency in Microsoft Office Suite (especially Excel and PowerPoint). Excellent communication and stakeholder engagement skills. Preferred Skills: Experience with Cornerstone OnDemand or similar talent management systems. Familiarity with data visualization tools (e.g., Power BI, Tableau). Exposure to AI-driven tools for talent analytics, content generation, or workflow automation. -------------------------

Job Job Details: To drive sales and achieve profitability targets by managing Channel operations together with delivering high quality service to customers and ensuring the use of right tools and capabilities to deliver and outperform set targets. Also to drive potential sales from the internal Retail stores scaling up BA programme . Responsibilities 1. Sales planningBusiness plan formulation Develop and approve the annual business plan for the LFS channel in-line with the overall business. Plan and create a sales plan cascaded to the region, store and brand level for watches & accessories, fragrances and sunglasses in coordination with the relevant stakeholders. Review and provide countermeasures on the sales performance against the plan on a regular basis. Develop and approve the network expansion strategies on an annual basis in line with the business needs. TW BA Programme Management & scale up. 2. Sales ExecutionMerchandise Replenishment Provide inputs and coordinate with merchandising team along with the Key account managers on defining the product mix or modifying the same for a new store of a retail chain. Support and guide the Key Account Managers in negotiating the merchandising mix, margins and returns with the retail chains with support from the regional field sales and marketing teams. Identify the fast-moving products in the channel and coordinate with the marketing teams to build a favourable new product pipeline and maximize channel profitability. 3. Retail operationsSOP management Create, modify and approve the Channel SOP\u2019S. Ensure commercial compliance in the stores with coordination from the commercial teams and Key Account Managers. 4. Retail operationsStore Management Manage, track and ensure the ranking of the brand in all the retail chains - Brand market share and Ranks. Identify operational issues/ glitches and approve countermeasures for the stores to ensure smooth sales. Identify, negotiate and approve the terms of contract and commercials with the third-party vendors who provide manpower support to the LFS channel. Approval the return to vendor(RTV) SKUs from the list of proposed SKUs in coordination with the merchandising team and ensure the process of stock return. 5. Retail operationsScheme\u2019s & Incentive management Design, develop and approve the annual incentive schemes for the store staff based on the strategic objectives and consolidated inputs from regional field sales teams. Conduct quarterly review to assess the effectiveness of the incentive scheme and propose course correction measures. Design Scheme\u2019s keeping growth parameters and budgets in mind following Omni channel principles. 6. Retail operationsPromotion management Coordinate with regional sales & marketing team and finalize on the annual promotional activities and seek approvals for budgets from the brand teams. Support the retail marketing teams in coordinating with the retail chains to identify mediums of promotion of new product introductions & activations with approvals on negotiations for expenses. 7. Retail operationsNetwork expansion Provide broad guidelines for the negotiate with the retail chain partner on the most favourable location for the display of products in the store. Network expansion keeping the scope of business in mind. Coordinate with the retail chains and the merchandising teams to identify and approve the product mix in the new stores. 8. Retail operationsTraining and development Identify and approve the training needs and coordinate with relevant stakeholders to build the Training calendar and build on BA sales efficiencies. Provide inputs in developing training content for regional field teams based on requirements identified. 9. People & Talent Management Drive a culture of diversity, performance and transparency in the region and ensure the employees in the region are engaged. Mentor and develop staff using a supportive and collaborative approach. Ensure talent pipeline is created by succession planning for the critical positions in the region. Set Objectives for reportees aligned to the organizational /functional. Conduct recruitment interviews for key positions in the region; Monitor the implementation of the Sales Training Program for the region.

Skill required: Marketing Operations - Medical Affairs Designation: Copywriting Analyst Qualifications: Any Graduation Years of Experience: 3 to 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 MonitoringMedical ReviewWritten CommunicationElectronic Document Management OperationsService DeliveryAbility to perform under pressureAgility for quick learningCommitment to qualityWritten and verbal communicationStrong analytical skills Roles and Responsibilities: In this role you are required to do analysis and solving of lower-complexity problems Your day to day interaction is with peers within Accenture before updating supervisors In this role you may have limited exposure with clients and/or Accenture management You will be given moderate level instruction on daily work tasks and detailed instructions on new assignments The decisions you make impact your own work and may impact the work of others You will be an individual contributor as a part of a team, with a focused scope of work Please note that this role may require you to work in rotational shifts Qualification Any Graduation

Roles and Responsibilities Categories Managed: e.g., Men s Casualwear, Women s Western wear, Owned PCL and strategic growth plans for high-volume categories, driving double-digit revenue growth and healthy margin delivery year-on-year. Led range planning and brand mapping strategies aligned with consumer trends, ensuring commercial relevance and style freshness across seasons. Oversaw inventory planning, sell-through performance, and liquidation strategies, reducing aging inventory and optimizing in-season replenishment. Partnered with marketing, sales, and product teams to drive brand visibility and sell- through across owned and marketplace channels. Led a team of buyers and planners, fostering a high-performance culture with clear KPIs, upskilling interventions, and succession planning. Qualifications Experience 12+ years of experience in buying and merchandising within the fashion and e-commerce industries, with a proven track record of driving category growth and profitability. Deep expertise in fashion buying strategy, product life cycle management, category expansion, and managing complex assortments across multiple brands and channels Strong commercial and marketplace acumen with a deep understanding of evolving consumer behavior, industry trends, and digital retail dynamics. Demonstrated excellence in vendor management, supply chain agility, and price negotiations, managing Marketplace sellers Highly analytical with an ability to lead data-driven decision-making, leveraging sales, inventory, discount, and margin analytics to shape assortment and pricing strategies. Recognized for strategic thinking, business judgment, and an ability to balance creative vision with operational efficiency and financial targets. Proven leadership in building and mentoring large, high-performing teams, with a focus on succession planning and cross-functional collaboration. " Who are we Myntra is India s leading fashion and lifestyle platform, where technology meets creativity. As pioneers in fashion e-commerce, we ve always believed in disrupting the ordinary. We thrive on a shared passion for fashion, a drive to innovate to lead, and an environment that empowers each one of us to pave our own way. We re bold in our thinking, agile in our execution, and collaborative in spirit. Here, we create MAGIC by inspiring vibrant and joyous self-expression and expanding fashion possibilities for India, while staying true to what we believe in. We believe in taking bold bets and changing the fashion landscape of India. We are a company that is constantly evolving into newer and better forms and we look for people who are ready to evolve with us. From our humble beginnings as a customization company in 2007 to being technology and fashion pioneers today, Myntra is going places and we want you to take part in this journey with us. Working at Myntra is challenging but fun - we are a young and dynamic team, firm believers in meritocracy, believe in equal opportunity, encourage intellectual curiosity and empower our teams with the right tools, space, and opportunities.

work:- client engagements Facilitate strategy sessions, build capabilities Represent the firm at industry events,manage partnership Good communication & representation skills Finance , Management and development skills Equity option also available Annual bonus Health insurance

The HR Business Partner (HRBP) is a strategic and operational role responsible for driving people practices, ensuring policy compliance, managing complex employee lifecycle processes, and acting as a key liaison between business leaders and the HR function. This position plays a pivotal role in aligning human capital initiatives with business goals while ensuring a seamless and compliant employee experience. Key Responsibilities Policy Governance and Compliance Monitor the consistent implementation of HR policies and practices across the organization. Periodically review and recommend updates to policies in alignment with labor laws and organizational needs. Support leadership in driving policy awareness and ensuring procedural compliance. Employee Relations and Workplace Conduct Address employee grievances in coordination with generalist or HR support staff. Manage mid-level employee relations cases, including behavioral concerns and policy breaches. Coordinate with internal stakeholders or external advisors for resolution of complex matters. Performance Management Support the planning and execution of performance review cycles. Coordinate with managers to ensure accurate evaluation of employee contributions and timely feedback. Manage communications around appraisal outcomes, promotions, and compensation adjustments. Facilitate discussions to resolve employee concerns related to performance evaluations. HR Data Management and Reporting Ensure accuracy of employee records in HR databases. Generate periodic reports related to headcount, turnover, performance, and workforce trends. Identify opportunities for process improvements and contribute to HR workflow enhancements. Compensation and Benefits Support Oversee salary updates, bonuses, and incentive processing in coordination with payroll and finance teams. Track employee benefit usage and resolve issues related to deductions, eligibility, or claims. Ensure compliance with statutory requirements related to payroll and benefits administration. Employee Exits and Offboarding Manage the end-to-end offboarding process, including resignation tracking, exit formalities, and documentation. Coordinate with internal departments for clearance processes and system deactivation. Conduct exit interviews and compile feedback to inform retention strategies. Organizational Structure Updates Process updates related to reporting manager changes and departmental realignments. Ensure that organizational hierarchies and reporting structures remain current and accurate. Qualifications Bachelors or Master’s degree in Human Resources, Business Administration, or related field. 3–4 years of experience in a generalist or HRBP role with broad exposure to employee lifecycle management. Strong understanding of employment legislation, employee engagement practices, and organizational development. Excellent interpersonal, communication, and problem-solving skills. Ability to manage sensitive information with discretion and professionalism. Proficiency in working with HR systems and reporting tools is an advantage. Educational Qualifications MBA (HR) / PG in HR or Industrial or Organisational Psychology or allied subjects

Skill required:Record To Report - Account Reconciliations Designation:Transaction Processing Job Location:Chennai Qualifications:Any Graduation Years of Experience:3-5 What would you do You will be aligned with our Finance Operations vertical and will be helping us in determining financial outcomes by collecting operational data/reports, whilst conducting analysis and reconciling transactions. The Record to Report team helps clients and organizations in their operational efficiency and balance sheet integrity, cuts time to close and safeguards compliance with regulatory requirements. The areas where this team's expertise lies is in posting journal entries, preparing balance sheet reconciliations, reviewing entries and reconciliations, preparing cash forecasting statement, supporting month end closing, preparing reports and supports in audits. You will be responsible for Intercompany Account Reconciliation which involves recording & reconciliation of transactions, also includes assuring that transactional relationships between the entities are in balance. You will be reconciling AR sub ledger balances & highlighting any debit balance & provide details of reconciling against GL, Treasury open items, intercompany reconciliation & final summary of outstanding payments with discount earned & penalties paid. What are we looking for Ability to work well in a team Adaptable and flexible Agility for quick learning Collaboration and interpersonal skills Written and verbal communication Roles and Responsibilities Understand and effectively manage the team's governance and performance Understand the level of risk & propose mitigation plans and partner with other support teams to resolve requests/issues in a timely manner Clearly communicate team goals and deliverables and keep the team updated on changes Coach team members and provide the first level advice on procedures/methods Solve increasingly complex problems & effectively delegate to develop and groom team members for succession planning Maintain client relationships interface through regular connects and emails Understand client priorities and problems & help translate actions for the team Use innovation to identify opportunities to optimize processes, decrease costs and increase client value Use data analytics and story-telling techniques to enhance the client journey Please note this role may require you to work in rotational shifts. Please note this role may require you to work in rotational shifts Qualification Chennai

Indian MNC Client of Quadrangle The person will be a key strategic partner, responsible for leading and executing all aspects of the human resources function. This role is critical in entire talent lifecycle from onboarding till exit, fostering a high-performance culture, retaining top talent, and developing HR strategies that align with the company's business growth objectives. The candidate should be a dynamic, results-oriented HR professional capable of building and scaling HR in a rapidly evolving environment. Key Responsibilities: Develop and implement HR strategies, policies, and programs that support the company's overall business objectives and growth plans. Act as a strategic advisor to the leadership team on all HR-related matters, including talent management, organizational design, compensation, and employee relations. Drive initiatives to enhance employee engagement, performance, and retention. Lead change management efforts related to organizational growth and evolution. Develop and implement effective onboarding programs to ensure new hires are successfully integrated into the company culture. Lead robust succession planning and talent development programs to nurture future leaders. Design and administer competitive compensation and benefits programs that attract, motivate, and retain employees. Conduct market research and benchmarking to ensure the company's compensation and benefits are aligned with industry standards. Manage payroll processes in coordination with finance. Identify training needs and develop learning and development programs that enhance employee skills, capabilities, and career growth. Manage employee relations, addressing grievances, conflicts, and disciplinary matters in a fair and consistent manner. Ensure compliance with all local labor laws, regulations, and industry standards. Streamline HR operations and leverage HR technology (HRIS) to improve efficiency and data accuracy. Develop and analyze HR metrics to inform decision-making and measure the effectiveness of HR initiatives. Promote diversity, equity, and inclusion initiatives within the organization. Must have : MBA from Tier 2 institute Minimum 15+ year experience with the last three years in a leadership role Candidates with an experience in GCC would be preferred.

CORE WORK ACTIVITIES Managing the Human Resources Strategy Executes and follows-up on engagement survey related activities. Champions and builds the talent management ranks in support of property and region diversity strategy. Translates business priorities into property Human Resources strategies, plans and actions Implements and sustains Human Resources initiatives at the property. Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate. Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up. Creates value through proactive approaches that will affect performance outcome or control cost. Monitors effective use of myHR by property managers and employees. Leads and participates in succession management and workforce planning. Responsible for Human Resources strategy and execution. Serves as key change manager for initiatives that have high employee impact. Attends owners meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (eg, retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities. Supervises one or more on-property Human Resources, as we'll as market-based Human Resources Specialist type resources where appropriate. Managing Staffing and Recruitment Process Analyzes open positions to balance the development of existing talent and business needs. Serves as coach and expert facilitator of the selection and interviewing process. Surfaces opportunities in work processes and staffing optimization. Makes staffing decisions to manage the talent cadre and pipeline at the property. Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc Monitors sourcing process and outcomes of staffing process. Ensures managers are competent in assessing and evaluating hourly staff. Managing Employee Compensation Strategy Remains current and knowledgeable in the internal and external compensation and work competitive environments. Leads the planning of the hourly employee total compensation strategy. Champions the communication and proper use of total compensation systems, tools, programs, policies, etc Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution. Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities. Managing Staff Development Activities Ensures completion of the duties and responsibilities of the properties Human Resources staff members, as outlined in applicable job description(s). Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees. Serves as resource to property Human Resources staff on employee relations questions and issues. Continually reinforces positive employee relations concepts.

Key Responsibilities : Formulate and execute HR strategies that are seamlessly aligned with overall organizational nbsp; objectives, driving business success. nbsp; Collaborate with executive leadership to forecast HR needs and identify organizational challenges. Spearhead comprehensive recruitment initiatives, ensuring the attraction of top-tier talent and nbsp; culturally aligned candidates. nbsp; Develop and implement robust talent development programs, succession planning frameworks, and nbsp; performance management systems to cultivate a high-performing workforce. nbsp; Enhance employee engagement and retention through innovative strategies and regular feedback nbsp; mechanisms.