730 Succession Planning Jobs - Page 24

EC-Council is hiring! Position- Talent Development & Culture Partner Location: Hyderabad or Mumbai, India. Onsite working About EC-Council EC-Council is the worlds largest cybersecurity technical certification body. We operate in 145 countries globally, and we are the owner and developer of various world- famous cybersecurity programs. We are proud to have trained and certified over 220,000 information security professionals globally that have influenced the cybersecurity mindset of countless organizations worldwide. www.eccouncil.org Position Overview Join the dynamic People Team team of EC-Council! This global industry leader seeks a Talent Development & Culture Partner to support the talent development, performance excellence, engagement and cultural success in a fast-paced, nimble, creative environment. The role develops, defines and execute key learning, talent and cultural initiatives that will maximize talent across the organization in the areas of functional, performance management, organization design, and DEIB (diversity, equity, inclusion and belonging) initiatives. Reporting to the Global HR Head, the Talent Development & Culture Partner will deliver on the company's employee value proposition through the effective development and delivery of progressive, dynamic solutions to drive company-wide strategies such as external and internal programmatic experiences through skill building, coaching, speaker series, and DEIB campaigns to create high impact development experiences. This will involve collaborating with the HR team and business stakeholders to create and implement strategies that align with our goals, foster a culture of continuous growth, and bring our values to life. Key Responsibilities Talent Development: - Develop, organize, and direct development initiatives throughout the company including succession planning, talent reviews, coaching and performance consulting. - Researches, plans, organizes, administers, tracks and reports on programs through classroom, on-line, and webinar training sessions for all levels of employees. - Develops material to support current and new development programs (i.e. org charts, workflows, job aids, marketing collateral). - Consistently identifies and recommends changes to current programs and initiatives that lead to cutting-edge improvements in the learning and development space. - Manages the internal Talent Development inbox responding to ongoing employees questions and requests. - Manages and maintains all required data and records (i.e. Engagement Survey, Talent Review, 360 Degree Feedback). - Oversees company and vendor representatives who are acting in the role of facilitators for a specific program or initiative. - Anticipate and react quickly to shifts in strategy/focus by realigning and re-prioritizing work streams as necessary. Performance Management: - Support the design and management of performance management processes, including goal-setting, performance evaluations, check-in conversations, and calibration. - Help design the branding and successful launch of our new programs and platforms. - Innovate and implement strategies for recognizing and rewarding exceptional performance. - Co-design a business-partner led performance calibration process, providing tools/resources and training that enable PBPs to implement. Talent and Succession Planning: - Create the building blocks for a talent identification process including criteria creation for critical roles and high -potential talent. - Support the design and management of a new talent review process, creating tools, frameworks, and resources to enable HR partners work with leaders to forecast future talent needs and develop succession planning strategies. - Develop and manage against the talent road map, tracking trends, as well as communicating progress, risks, and issues throughout the talent cycle. Employee Engagement: - Work with the HR team to build a comprehensive employee listening strategy to ensure data/employee feedback is captured and used to inform talent initiatives/program. - Lead efforts to enhance employee engagement through regular annual engagement surveys. - Gather and analyze employee feedback and use insights to drive improvements in engagement and overall employee experience. - Influence a culture of knowledge sharing by ensuring intellectual capital is being leveraged to ensure consistent and transparent communication. Compliance and Diversity: - Ensure that talent management practices are aligned with legal and regulatory requirements by partnering with our legal team. - Promote diversity, equity, inclusion and belonging (DEIB) programs by integrating them into talent management practices. Required skills, experiences and qualifications - MBA or degree in human resources or similar field. - 10 to 15 years of experience in talent management, human resources, or a related field, with proven success in developing and implementing talent management strategies. - A strong understanding of performance management, learning and development, and employee engagement principles. - Experience effectively collaborating across levels. - Experience using data to guide decision-making and measure the impact of talent management initiatives. - Instructional design experience to help develop materials (guides, decks, and workshops) to support the successful roll-out of Talent Management programs. - Exceptional facilitation and project management skills. Candidates with International exposure and available to join at short notice are preferred. Additional Information We are an equal opportunity workplace and an affirmative action employer. We are always committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status and we do not discriminate based on such characteristics, or any other status protected by the laws or regulations in the locations where we work. EC-Council is committed to working with and providing reasonable accommodation to individuals with disabilities. If you have a medical condition or disability which inhibits your ability to complete any part of the application process and need a reasonable accommodation to complete the process, please contact us nisha.rawat@eccouncil.org and let us know how we may assist you. This notice together with our Privacy Policy and Terms of Use of this website and any other documents we mention here are meant to inform you on what personal data about you we collect, use, disclose, share or otherwise process when you are applying for a job at EC-Council or when EC-Council contacts you for recruitment purposes. Please read carefully to understand our views and practices on how we protect your personal data - Privacy Policy EC-Council (eccouncil.org).

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

Qualitest India Private Limited is looking for Performance Neoload Lead to join our dynamic team and embark on a rewarding career journey. Provide strategic direction and day-to-day leadership to cross-functional teams, ensuring clear communication, efficient task execution, and achievement of project goals Coordinate resources, set team priorities, and manage timelines to meet deliverables within scope and budget Mentor junior team members, facilitate collaboration, and foster a positive and productive work environment Monitor performance metrics and implement process improvements to enhance team efficiency Act as the primary point of contact between stakeholders and team members, ensuring alignment on objectives Drive innovation, support change management initiatives, and uphold organizational standards and quality benchmarks in all assigned tasks

The Opportunity: Hitachi Energy is a world leader that is advancing a sustainable energy future for all. We are advancing the world s energy system to be more sustainable, flexible, and secure, and we collaborate with customers and partners to enable a sustainable energy future - for today s generations and those to come. The Hitachi Energy Indian Operations Center (INOPC) is a competence center with around 3000+ skilled engineers who focus on tendering, engineering, planning, procurement, project Management, functional system testing, installation supervision, documentation and commissioning. However, over the last decade, it has evolved to become the largest Operations hub. The India Operations Centre team at Chennai, Bangalore and Gurugram supports Hitachi Energy s units in more than 40 countries across a wide portfolio of all the four business units in Hitachi Energy To date, the team has executed engineering and commissioning for projects in more than 80 countries. As Team Manager at INOPC-HVDC you will be responsible for a given team s operation, resource allocation. Development of competence and people development. You will also need to collaborate with various cross-functional teams, suppliers and customers. You will work at the global market with possibility to many exciting travels to look forward to. You will be part of local management and act as a sounding board within the organization. Analysis and risk management will also be among your tasks. You will in many ways be the person at the center of things. Together with the tender responsible you will also handle tender calculations and pricing models. How you ll make an impact: Resource planning medium to long term and allocation based on the forecast of tenders & projects in collaboration with global organization. Ensure KPI of the department (e. g. on time delivery, COPQ, productivity). Ensure achieving financial budget. Review and approve techno-economic offering by your line in a tender/project, assess risk and opportunity. Run routine review & follow-up with the project team and other cross-functional teams, supplier and customers. Recruit personnel as per HC budget. Accountable for the team as per Hitachi Energy compliance, Integrity, Health & Safety. Responsible for personnel assessments / people s review, target setting for the direct reports Identify people s development area(s) and implement, identify key competence area and have succession planning. Participate in unit s strategic work and develop local strategy & w orkout future scope expansion and competence development. Living Hitachi Energy s core values of safety and integrity, which means taking responsibility for your own actions while caring for your colleagues and the business. Your background: Have bachelors in civil / electrical / mechanical / Electronics Engineering with a minimum work experience of 7 to 10 years in the relevant field out of which 3 years in Managing a small to medium team. Self-starter caliber who could own tasks through to completion. Excellent written and verbal communication skills. Strong communication and interpersonal skills, with the ability to collaborate effectively with cross-functional teams. You should have management Skills. .

Description: Energy is a fundamental basic need of our society. Fossil fuels, including oil, are an essential source of energy and will remain so until renewable energies have the capacity to meet the growing demand for energy. Nearly 5,000 SBMers globally are proud to design, build and operate floating facilities that produce more than 1% of the world s oil. We do it in the safest, most affordable, and most sustainable way. And we continuously strive to reduce emissions, in line with our emissionZEROTM program. As a leader in floating technologies for the oil and gas industry, we recognize the significant importance of climate change and the growing need for renewable energy. We invest in products and services that enable the transition towards renewable energy, with a focus on Floating Offshore Wind, Wave Energy, and Carbon Capture and Storage. In addition, we also develop Smart Digital Services to improve and support everything we do. Oceans play a central role in producing the energy of today and of tomorrow. We work together with the world s leading energy companies to make that happen. We act responsibly and ethically so that communities where we operate benefit from our presence and activities. We are committed to sharing our experience to deliver safe, sustainable, and affordable energy from the oceans for generations to come. #OGJS JOIN US! This posting has for objective to give ourselves the chance to work together, in the short, medium, or long term. SBM Offshores active leadership position on the market, combined with our People Development and Succession Planning activities, requires us to be ready to onboard and mobilize our future Security & Loss Prevention Engineers as soon as a new vacancy opens! You are considering a new challenge in a few weeks, months, or even years? If you match the requirements below, APPLY NOW! MAIN RESPONSIBILITIES To perform Technical Safety activities in accordance with Company and Project requirements under the supervision of a Senior or Principal Engineer. To be fully aware of all Company Procedures and Guidelines. To participate in the development of the Departments capabilities and knowledge. To report all HSE concerns and/or deficiencies to the Head of Department. To maintain a full and complete understanding of all tasks undertaken. ROLE DESCRIPTION Perform concept and detailed design of the Firewater systems. Provide a technical definition for firefighting equipment and passive fire protection measures. Prepare Hazardous Area drawings. Prepare Fire zone, Safety Plan, Escape Route, Fire Control, etc. drawings. Perform surge analysis on offloading hoses using Flow master software. Perform HP/LP interface and API RP 14C reviews of topsides process facility designs. Follow all relevant Standing Instructions and Department Working Instructions. Follow all the Quality Assurance procedures relevant to the tasks being performed. Perform all activities in conformance with all applicable and relevant legislation, standards and codes. Participate in HAZOP and other Safety reviews as directed by the Lead Loss Prevention Engineer. Attend training courses (internal and external) as mutually agreed with the mentor. REQUIREMENTS Know-how, Problem-Solving Skills, Accountability, and Competencies aligned with Grade and Job Level. University degree in Chemical Engineering or closely related discipline. More than 8 years experience in offshore oil and gas, or a closely related, industry. Familiar with surge analysis software. Fluent in English (spoken and written)

In charge of day to day management of team and accountable for their results - Set targets, review results, deal with individual performance and manage delivery of KPIs - Ensure that team meets required Targets - Manage, motivate and train team to ensure that performance is optimized - Ensure that team is not providing any incorrect information or mis-selling to customers - Regular review with the team on the performance - Assist in job performance evaluations - Assist teams in improving Productivity - Handle escalation - Identify report training needs - Scheduling, if applicable - Identify pain areas. Process improvement to be initiated - Find solutions/ensure outcomes/ result orientation - Monthly review and reporting on KRI/KPIs - To reduce the attrition rates and maintain it within the limits prescribed by the organization - Ensure self and team compliance with all applicable rules / regulations and group policies RESPONSIBILITIES -Scheduling, if applicable - Identify pain areas. Process improvement to be initiated - Find solutions/ensure outcomes/ result orientation - Monthly review and reporting on KRI/KPIs - To reduce the attrition rates and maintain it within the limits prescribed by the organization - Ensure self and team compliance with all applicable rules / regulations and group policies Strategy Awareness and understanding of the Group s business strategy and model appropriate to the role Business Awareness and understanding of the client care centre inbound role and the impact of economic and market environment in which the Group operates Key Responsibilities Processes Responsible for executing and supervising the Service Levels, identifying the business opportunities, challenges, constraints which needs to get highlighted and bring in controls People Talent - Lead through example and build the appropriate culture and values. Set appropriate tone and expectations from their team and work in collaboration with risk and control partners. - Ensure the provision of ongoing training and development of people, and ensure that holders of all critical functions are suitably skilled and qualified for their roles ensuring that they have effective supervision in place to mitigate any risks. - Employ, engage and retain high quality people, with succession planning for critical roles. - Responsibility to review team structure/capacity plans. - Set and monitor job descriptions and objectives for direct reports and provide feedback and rewards in line with their performance against those responsibilities and objectives Risk Management - The ability to interpret the Call drivers, identify key issues based on this information and put in place appropriate controls and measures Governance - Responsible for assessing the effectiveness and deliver effective governance, oversight, if necessary, oversee changes in these areas; - Awareness and understanding of the regulatory framework, in which the Group operates, and the regulatory requirements and expectations relevant to the role Regulatory Business Conduct Display exemplary conduct and live by the Group s Values and Code of Conduct. Take personal responsibility for embedding the highest standards of ethics, including regulatory and business conduct, across Standard Chartered Bank. This includes understanding and ensuring compliance with, in letter and spirit, all applicable laws, regulations, guidelines and the Group Code of Conduct. Lead the [country / business unit / function/XXX [team] to achieve the outcomes set out in the Bank s Conduct Principles: [Fair Outcomes for Clients; Effective Financial Markets; Financial Crime Compliance; The Right Environment. ] Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters. [Insert local regulator e. g. PRA/FCA prescribed responsibilities and Rationale for allocation]. [Where relevant - Additionally, for subsidiaries or relevant non -subsidiaries] Serve as a Director of the Board of [insert name of entities] Exercise authorities delegated by the Board of Directors and act in accordance with Articles of Association (or equivalent) Key stakeholders Client Experience team Other Responsibilities Embed Here for good and Group s brand and values in XXXX [country / business unit / team]; Perform other responsibilities assigned under Group, Country, Business or Functional policies and procedures; Multiple functions (double hats); [List all responsibilities associated with the role] Skills and Experience Customer Service Experience Communication Sales Exposure Qualifications Any Graduate or under graduate with 2 yrs of sales experience About Standard Chartered Were an international bank, nimble enough to act, big enough for impact. For more than 170 years, weve worked to make a positive difference for our clients, communities, and each other. We question the status quo, love a challenge and enjoy finding new opportunities to grow and do better than before. If youre looking for a career with purpose and you want to work for a bank making a difference, we want to hear from you. You can count on us to celebrate your unique talents and we cant wait to see the talents you can bring us. Our purpose, to drive commerce and prosperity through our unique diversity, together with our brand promise, to be here for good are achieved by how we each live our valued behaviours. When you work with us, youll see how we value difference and advocate inclusion. Together we: Do the right thing and are assertive, challenge one another, and live with integrity, while putting the client at the heart of what we do Never settle, continuously striving to improve and innovate, keeping things simple and learning from doing well, and not so well Are better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term What we offer In line with our Fair Pay Charter, we offer a competitive salary and benefits to support your mental, physical, financial and social wellbeing. Core bank funding for retirement savings, medical and life insurance, with flexible and voluntary benefits available in some locations. Time-off including annual leave, parental/maternity (20 weeks), sabbatical (12 months maximum) and volunteering leave (3 days), along with minimum global standards for annual and public holiday, which is combined to 30 days minimum. Flexible working options based around home and office locations, with flexible working patterns. Proactive wellbeing support through Unmind, a market-leading digital wellbeing platform, development courses for resilience and other human skills, global Employee Assistance Programme, sick leave, mental health first-aiders and all sorts of self-help toolkits A continuous learning culture to support your growth, with opportunities to reskill and upskill and access to physical, virtual and digital learning. Being part of an inclusive and values driven organisation, one that embraces and celebrates our unique diversity, across our teams, business functions and geographies - everyone feels respected and can realise their full potential. www. sc. com/careers 29621

Role & responsibilities Manage SuccessFactors support, incident tracking and resolution with help of ticketing tool. Handle system related user queries and provide necessary assistance to end users. Perform day to day admin activities including approvals, employee data import, data change, data replication etc. Assist with data audits and ensure data quality is correct and complete. Generate and share reports with the key stakeholders. Ensure that the HRIS system complies with laws, regulations, and company policies. Train and support HR and other stakeholders to execute SuccessFactors transactions. Collaborate with HR and other teams to identify areas of improvement and make necessary changes. Project Activities assigned by other team members.

Responsibilities: Strategic HR Partnership: Collaborate with business leaders to understand organizational goals and develop HR strategies to support them. Act as a trusted advisor to management on HR-related matters, including employee relations, talent management, and organizational development. Employee Relations: Handle employee relations matters, including conflict resolution, disciplinary actions, and grievance handling. Conduct investigations into employee complaints or concerns and recommend appropriate solutions. Talent Acquisition and Onboarding: Support the recruitment process for night shift positions, including job postings, screening candidates, and conducting interviews. Facilitate the onboarding process for new hires, ensuring a smooth transition into the organization. Performance Management: Assist in the implementation of performance management processes, including goal setting, performance evaluations, and development planning. Provide guidance to managers on performance-related issues and coach employees to improve performance. HR Policy Implementation: Implement HR policies and procedures to ensure compliance with company standards and regulatory requirements. Update and maintain employee hand book and other HR-related documentation. Data Analysis and Reporting: Analyze HR metrics and trends to identify areas for improvement and develop data-driven solutions. Prepare regular reports on HR metrics, including turnover rates, absenteeism, and employee engagement. Requirements: Bachelor's degree in Human Resources, Business Administration, or related field. 6 - 10 years of experience in a core HRBP role, preferably in a night shift environment. Strong knowledge of HR principles, practices, and employment laws. Excellent communication and interpersonal skills, with the ability to build relationships at all levels of the organization. Ability to work independently and handle multiple priorities in a fast-paced environment. Proficiency in HRIS and other HR-related software. Willingness to work night shifts and be present in the office for 5 days a week. Cab facility provided for night shift employees.

Roles and Responsibilities Role : HRBP Work location :Greater Kolkata Provide strategic support to business leaders by analyzing workforce planning data and making recommendations on talent development initiatives. Develop and implement effective succession planning processes to ensure continuity of critical roles within the organization. Collaborate with stakeholders to design and deliver training programs that meet business objectives, focusing on leadership development, skill building, and performance improvement. Design and maintain Performance Management Systems (PMS) aligned with organizational goals, ensuring fairness, transparency, and continuous feedback loops. Manage warehouse and IR issues. Analyze metrics to identify trends, opportunities for growth, and areas for improvement in talent management practices across the organization.

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

Job Description Position Manager - Digital Customer Engagement Team Position 1 Department Customer Engagement Team Function Operations Reporting to Zonal Officer Band 3 Location As per requirement Team size (D/I) 7-8 JOB SUMMARY Digital Customer Engagement Market Conduct -13M & 25M Persistency, FIR and GIR Retention - E2R, Freelook, Surrender, ECS deactivation Revenue Generation Service to Sales Service to Recruitment Business Deliverables - Issuance / WIP management Distribution engagement Building Leadership & People Capability Audit & Compliance KEY RESPONSIBILITIES Digital Customer Engagement Call Quality Audit of digital calls taken by respective team members. Ensuring quality in Digital calls and responsible for Call Quality Scores. Reduction in CXO escalation / Service Grievance 13M & 25M Persistency Driving 0-60-day collection by calling the customers / sellers Driving 0-90-day collection by calling the customers / sellers Creating visibility for all stake-holders and having a weekly governance rhythm with the Regional Manager / Office Heads & DIGITAL CET team. Corrective and preventive measures to be implemented to improve persistency, FTR & P2A. Retention Engage to retain - Retaining customers with mis-selling complaint Freelook - Retaining customers who wish to cancel the policy Surrender - Retaining customer who come to surrender the policy ECS - Retaining customers who want to deactivate their ECS payment method Training and skilling the front-end team on how to engage with the Digital customers by using the retention tools and objection handling scripts. Collaborating with the OH to form an effective task team. Revenue Generation - Service to Sales / Recruitment Identify training needs of Digisaarthi team and skill them. Coaching and Developing the team to meet their goals Driving the team to always look for opportunity to upsell a customer once retained. Business Deliverables Enabling the advisors and distribution team on how to manage the WIP on mPro/ SARAL and servicing in mPower. Traction of Applied to Paid for the region Conducting process refreshers and process changes session with the distribution team Distribution Engagement Monthly connect with the OH Creating awareness amongst Advisors - Quality of Business Coordination with various stake holders Building Leadership and People Capability Structured capability / competency building and succession planning Retain top performers Generating ideas to improve the process / systems Employee engagement Driving key initiatives and projects in the region Audit & Compliance Ensuring regulatory and statutory compliance Zero dilution in the process adherence Self Audit of the assigned branches Measures of Success Quality Scores (OA-95% / FEA-100%) Reduction in CXO escalation by 50% DNPS Scores >=94 Customer Engagement >50% 13M Persistency >=90% 25M Persistency >=88% Engage to Retain >=65% Freelook retention >=50% Surrender retention >=70% ECS retention >=50% S2S, S2R - 100% As per the Target Applied to Paid >=92% Key Goal (Business) Driving customer Retention& Persistency Meeting S2S/R target for the region. Distribution engagement Identify training needs of Front end team and skilling them. Key Relationships (Internal /External) Collaboration with Zonal / Regional / Digital CET, Collaboration with Distribution & Cross Functional Teams Key competencies/skills required Must have minimum 7-9 years of experience of which at least 3 years should have been spent in Operations and / or Customer Service on a supervisory role Interpreting, analyzing data using statistical techniques for trends Develop and Implement databases, data collection systems, data analytics, and other strategies that optimize statistical efficiency and quality. Good presentation skills Desired qualification and experience Post Graduate in Management preferred Must have minimum 7-9 years of experience of which at least 2-3 years should have been spent on the supervisory role in Operations / or Customer Service Experience of managing Operations / or Customer Service Job Description Position Manager - Digital Customer Engagement Team Position 1 Department Customer Engagement Team Function Operations Reporting to Zonal Officer Band 3 Location As per requirement Team size (D/I) 7-8 JOB SUMMARY Digital Customer Engagement Market Conduct -13M & 25M Persistency, FIR and GIR Retention - E2R, Freelook, Surrender, ECS deactivation Revenue Generation Service to Sales Service to Recruitment Business Deliverables - Issuance / WIP management Distribution engagement Building Leadership & People Capability Audit & Compliance KEY RESPONSIBILITIES Digital Customer Engagement Call Quality Audit of digital calls taken by respective team members. Ensuring quality in Digital calls and responsible for Call Quality Scores. Reduction in CXO escalation / Service Grievance 13M & 25M Persistency Driving 0-60-day collection by calling the customers / sellers Driving 0-90-day collection by calling the customers / sellers Creating visibility for all stake-holders and having a weekly governance rhythm with the Regional Manager / Office Heads & DIGITAL CET team. Corrective and preventive measures to be implemented to improve persistency, FTR & P2A. Retention Engage to retain - Retaining customers with mis-selling complaint Freelook - Retaining customers who wish to cancel the policy Surrender - Retaining customer who come to surrender the policy ECS - Retaining customers who want to deactivate their ECS payment method Training and skilling the front-end team on how to engage with the Digital customers by using the retention tools and objection handling scripts. Collaborating with the OH to form an effective task team. Revenue Generation - Service to Sales / Recruitment Identify training needs of Digisaarthi team and skill them. Coaching and Developing the team to meet their goals Driving the team to always look for opportunity to upsell a customer once retained. Business Deliverables Enabling the advisors and distribution team on how to manage the WIP on mPro/ SARAL and servicing in mPower. Traction of Applied to Paid for the region Conducting process refreshers and process changes session with the distribution team Distribution Engagement Monthly connect with the OH Creating awareness amongst Advisors - Quality of Business Coordination with various stake holders Building Leadership and People Capability Structured capability / competency building and succession planning Retain top performers Generating ideas to improve the process / systems Employee engagement Driving key initiatives and projects in the region Audit & Compliance Ensuring regulatory and statutory compliance Zero dilution in the process adherence Self Audit of the assigned branches Measures of Success Quality Scores (OA-95% / FEA-100%) Reduction in CXO escalation by 50% DNPS Scores >=94 Customer Engagement >50% 13M Persistency >=90% 25M Persistency >=88% Engage to Retain >=65% Freelook retention >=50% Surrender retention >=70% ECS retention >=50% S2S, S2R - 100% As per the Target Applied to Paid >=92% Key Goal (Business) Driving customer Retention& Persistency Meeting S2S/R target for the region. Distribution engagement Identify training needs of Front end team and skilling them. Key Relationships (Internal /External) Collaboration with Zonal / Regional / Digital CET, Collaboration with Distribution & Cross Functional Teams Key competencies/skills required Must have minimum 7-9 years of experience of which at least 3 years should have been spent in Operations and / or Customer Service on a supervisory role Interpreting, analyzing data using statistical techniques for trends Develop and Implement databases, data collection systems, data analytics, and other strategies that optimize statistical efficiency and quality. Good presentation skills Desired qualification and experience Post Graduate in Management preferred Must have minimum 7-9 years of experience of which at least 2-3 years should have been spent on the supervisory role in Operations / or Customer Service Experience of managing Operations / or Customer Service

Job Description Position Manager - Digital Customer Engagement Team Position 1 Department Customer Engagement Team Function Operations Reporting to Zonal Officer Band 3 Location As per requirement Team size (D/I) 7-8 JOB SUMMARY Digital Customer Engagement Market Conduct -13M & 25M Persistency, FIR and GIR Retention - E2R, Freelook, Surrender, ECS deactivation Revenue Generation Service to Sales Service to Recruitment Business Deliverables - Issuance / WIP management Distribution engagement Building Leadership & People Capability Audit & Compliance KEY RESPONSIBILITIES Digital Customer Engagement Call Quality Audit of digital calls taken by respective team members. Ensuring quality in Digital calls and responsible for Call Quality Scores. Reduction in CXO escalation / Service Grievance 13M & 25M Persistency Driving 0-60-day collection by calling the customers / sellers Driving 0-90-day collection by calling the customers / sellers Creating visibility for all stake-holders and having a weekly governance rhythm with the Regional Manager / Office Heads & DIGITAL CET team. Corrective and preventive measures to be implemented to improve persistency, FTR & P2A. Retention Engage to retain - Retaining customers with mis-selling complaint Freelook - Retaining customers who wish to cancel the policy Surrender - Retaining customer who come to surrender the policy ECS - Retaining customers who want to deactivate their ECS payment method Training and skilling the front-end team on how to engage with the Digital customers by using the retention tools and objection handling scripts. Collaborating with the OH to form an effective task team. Revenue Generation - Service to Sales / Recruitment Identify training needs of Digisaarthi team and skill them. Coaching and Developing the team to meet their goals Driving the team to always look for opportunity to upsell a customer once retained. Business Deliverables Enabling the advisors and distribution team on how to manage the WIP on mPro/ SARAL and servicing in mPower. Traction of Applied to Paid for the region Conducting process refreshers and process changes session with the distribution team Distribution Engagement Monthly connect with the OH Creating awareness amongst Advisors - Quality of Business Coordination with various stake holders Building Leadership and People Capability Structured capability / competency building and succession planning Retain top performers Generating ideas to improve the process / systems Employee engagement Driving key initiatives and projects in the region Audit & Compliance Ensuring regulatory and statutory compliance Zero dilution in the process adherence Self Audit of the assigned branches Measures of Success Quality Scores (OA-95% / FEA-100%) Reduction in CXO escalation by 50% DNPS Scores >=94 Customer Engagement >50% 13M Persistency >=90% 25M Persistency >=88% Engage to Retain >=65% Freelook retention >=50% Surrender retention >=70% ECS retention >=50% S2S, S2R - 100% As per the Target Applied to Paid >=92% Key Goal (Business) Driving customer Retention& Persistency Meeting S2S/R target for the region. Distribution engagement Identify training needs of Front end team and skilling them. Key Relationships (Internal /External) Collaboration with Zonal / Regional / Digital CET, Collaboration with Distribution & Cross Functional Teams Key competencies/skills required Must have minimum 7-9 years of experience of which at least 3 years should have been spent in Operations and / or Customer Service on a supervisory role Interpreting, analyzing data using statistical techniques for trends Develop and Implement databases, data collection systems, data analytics, and other strategies that optimize statistical efficiency and quality. Good presentation skills Desired qualification and experience Post Graduate in Management preferred Must have minimum 7-9 years of experience of which at least 2-3 years should have been spent on the supervisory role in Operations / or Customer Service Experience of managing Operations / or Customer Service Job Description Position Manager - Digital Customer Engagement Team Position 1 Department Customer Engagement Team Function Operations Reporting to Zonal Officer Band 3 Location As per requirement Team size (D/I) 7-8 JOB SUMMARY Digital Customer Engagement Market Conduct -13M & 25M Persistency, FIR and GIR Retention - E2R, Freelook, Surrender, ECS deactivation Revenue Generation Service to Sales Service to Recruitment Business Deliverables - Issuance / WIP management Distribution engagement Building Leadership & People Capability Audit & Compliance KEY RESPONSIBILITIES Digital Customer Engagement Call Quality Audit of digital calls taken by respective team members. Ensuring quality in Digital calls and responsible for Call Quality Scores. Reduction in CXO escalation / Service Grievance 13M & 25M Persistency Driving 0-60-day collection by calling the customers / sellers Driving 0-90-day collection by calling the customers / sellers Creating visibility for all stake-holders and having a weekly governance rhythm with the Regional Manager / Office Heads & DIGITAL CET team. Corrective and preventive measures to be implemented to improve persistency, FTR & P2A. Retention Engage to retain - Retaining customers with mis-selling complaint Freelook - Retaining customers who wish to cancel the policy Surrender - Retaining customer who come to surrender the policy ECS - Retaining customers who want to deactivate their ECS payment method Training and skilling the front-end team on how to engage with the Digital customers by using the retention tools and objection handling scripts. Collaborating with the OH to form an effective task team. Revenue Generation - Service to Sales / Recruitment Identify training needs of Digisaarthi team and skill them. Coaching and Developing the team to meet their goals Driving the team to always look for opportunity to upsell a customer once retained. Business Deliverables Enabling the advisors and distribution team on how to manage the WIP on mPro/ SARAL and servicing in mPower. Traction of Applied to Paid for the region Conducting process refreshers and process changes session with the distribution team Distribution Engagement Monthly connect with the OH Creating awareness amongst Advisors - Quality of Business Coordination with various stake holders Building Leadership and People Capability Structured capability / competency building and succession planning Retain top performers Generating ideas to improve the process / systems Employee engagement Driving key initiatives and projects in the region Audit & Compliance Ensuring regulatory and statutory compliance Zero dilution in the process adherence Self Audit of the assigned branches Measures of Success Quality Scores (OA-95% / FEA-100%) Reduction in CXO escalation by 50% DNPS Scores >=94 Customer Engagement >50% 13M Persistency >=90% 25M Persistency >=88% Engage to Retain >=65% Freelook retention >=50% Surrender retention >=70% ECS retention >=50% S2S, S2R - 100% As per the Target Applied to Paid >=92% Key Goal (Business) Driving customer Retention& Persistency Meeting S2S/R target for the region. Distribution engagement Identify training needs of Front end team and skilling them. Key Relationships (Internal /External) Collaboration with Zonal / Regional / Digital CET, Collaboration with Distribution & Cross Functional Teams Key competencies/skills required Must have minimum 7-9 years of experience of which at least 3 years should have been spent in Operations and / or Customer Service on a supervisory role Interpreting, analyzing data using statistical techniques for trends Develop and Implement databases, data collection systems, data analytics, and other strategies that optimize statistical efficiency and quality. Good presentation skills Desired qualification and experience Post Graduate in Management preferred Must have minimum 7-9 years of experience of which at least 2-3 years should have been spent on the supervisory role in Operations / or Customer Service Experience of managing Operations / or Customer Service

Job Responsibilities: Performance Management: Develop, implement, and strategize the entire performance review process in such a way that it helps to drive employee growth and efficiency along with taking care of the company s budgeting. Policy & Compliance: Oversee, establish whenever required, update, and ensure adherence to HR policies, legal regulations, and statutory compliance. Employee Relations & Well-being: Strategise employee relationships, establish goodwill with employees, and also create and promote a positive work environment keeping in consideration the business objectives of the organization. Recruitment & Workforce Planning: Understanding the workforce pattern, accordingly planning and strategizing the talent acquisition and recruitment, upgrading the processes wherever it is required, and ultimately ensuring workforce optimization. Operational Excellence & HR Technology: Implement HR best practices, oversee the accurate execution of all the policies and operations, and manage, analyze the HRIS & ATS to make the digital transformation in the organizational processes Compensation & Payroll: Ensure accurate and timely payroll processing, salary structuring, and benefits administration. Employee Engagement & Retention: Create initiatives to enhance employee experience and reduce attrition. Understanding the business needs and structuring the engagement program in accordance with the same. Training & Development: Strategising and driving skill enhancement programs and leadership development to enrich the human resources of the organization. Exit & Separation Management: Streamline offboarding processes with proper documentation, and compliances and ensure a happy separation from both the end. Employer Branding & CSR: Strengthen Emipro s brand as an employer of choice and oversee corporate social responsibility initiatives. Internal HR Audits: Conduct regular audits to maintain compliance and operational efficiency. General Administration, Loans, and Expenses: Oversee and regulate office administration, employee loans, and expense policies. Event Management: Design and oversee events and make sure that the events are planned in coordination with the strategies and policies of workforce planning Required Skills Experience in strategic workforce planning and talent management. An inclination toward understanding business processes. Strong analytical and problem-solving abilities. Influential and strong personality A people-person attitude Capable of handling conversations with tact, empathy, and strategic awareness to foster strong relationships across all levels of the organization. Must Haves 15 20+ years of experience in Human Resources function, preferably experience in a mid to large-scale organization Ability to align HR strategies with business goals. Ability to drive workforce planning, succession planning, and talent strategy. Capability to build a positive work culture and reduce attrition. Experience in grooming future leaders within the organization. Must have experience working in any HRIS for various HR functions. Strong interpersonal and communication skills Passion for employee well-being and development.

The opportunity: Hitachi Energy is a world leader that is advancing a sustainable energy future for all. We are advancing the world s energy system to be more sustainable, flexible, and secure, and we collaborate with customers and partners to enable a sustainable energy future - for today s generations and those to come. The Hitachi Energy Indian Operations Center (INOPC) is a competence center with around 3000+ skilled engineers who focus on tendering, engineering, planning, procurement, project Management, functional system testing, installation supervision, documentation and commissioning. However, over the last decade, it has evolved to become the largest Operations hub. The India Operations Centre team at Chennai, Bangalore and Gurugram supports Hitachi Energy s units in more than 40 countries across a wide portfolio of all the four business units in Hitachi Energy To date, the team has executed engineering and commissioning for projects in more than 80 countries. As Team Manager at INOPC-HVDC, Chennai you will be responsible for a given team s operation, resource allocation, Development of competence and people development. You will also need to collaborate with various cross-functional teams, suppliers and customers. You will work at the global market with possibility to many exciting travels to look forward to. You will be part of local management and act as a sounding board within the organization. Analysis and risk management will also be among your tasks. You will in many ways be the person at the center of things. Together with the tender responsible you will also handle tender calculations and pricing models. How you ll make an impact: Resource planning medium to long term and allocation based on the forecast of tenders & projects in collaboration with global organization. Ensure KPI of the department (e. g. on time delivery, COPQ, productivity) Ensure achieving financial budget. Review and approve techno-economic offering by your line in a tender/project, assess risk and opportunity. Run routine review & follow-up with the project team and other cross-functional teams, supplier and customers. Recruit personnel as per HC budget Accountable for the team as per Hitachi Energy compliance, Integrity, Health & Safety. Responsible for personnel assessments / people s review, target setting for the direct reports Identify people s development area(s) and implement & key competence area and have succession planning Participate in unit s strategic work and develop local strategy , Workout future scope expansion and competence development. Living Hitachi Energy s core values of safety and integrity, which means taking responsibility for your own actions while caring for your colleagues and the business. Your background Have bachelors in civil / electrical / mechanical / Electronics Engineering with a minimum work experience of 7 to 10 years in the relevant field out of which 3 years in Managing a small to medium team. Self-starter caliber who could own tasks through to completion. Strong attention to detail Excellent written and verbal communication skills with management Skills. Knowledge & Experience MS Office: Word, Excel, Power point .

Job Title Learning & Development Specialist- APAC & EMEA Job Description Summary The role will have responsibility for key learning and development activities across both EMEA and APAC regions. Working directly with Learning and Development Managers to identify, drive and execute impactful learning programs. The role requires someone who is comfortable operating within a matrixed organization with multiple stakeholders. Job Description About The Role: Drive the coordination and seamless execution of learning programs and initiatives aligned to key strategic and business priorities across the regions. Equip our people with the skills necessary to excel as people leaders by delivering a blended fundamental manager skills program including facilitation of virtual sessions. Facilitate the growth of our APAC and EMEA business by delivering cross-selling training across key locations. Collaborate on the design and execution of a flagship senior leadership development program to prepare top talent for future roles. Set up our new joiners for success by facilitating and coordinating regional onboarding sessions in collaboration with local business and talent leaders. Provide employee enablement on the implementation of key talent processes such as performance management, succession planning, and engagement surveys. Analyse learning impact and user feedback, providing actionable insights that inform the continuous improvement and evolution of learning solutions. Maintain and update learning materials and internal communications to ensure consistency and accessibility across regions. Manage the operational and logistical components of learning programs, including scheduling, budget tracking, vendor management, and communications planning. About You: Relevant domain experience - L&D S trong communication, listening, and collaboration skills B lend of technical skills, interpersonal skills, and business acumen Should be able to understand organisational needs, develop effective training programs should be adaptable, curious, and proactive. Why join Cushman & Wakefield? As one of the leading global real estate services firms transforming the way people work, shop and live working at Cushman & Wakefield means you will benefit from; Being part of a growing global company; Career development and a promote from within culture; An organisation committed to Diversity and Inclusion Were committed to providing work-life balance for our people in an inclusive, rewarding environment. . We have a vision of the future, where people simply belong. INCO: Cushman & Wakefield

Job Title Learning & Development Specialist- APAC & EMEA Job Description Summary The role will have responsibility for key learning and development activities across both EMEA and APAC regions. Working directly with Learning and Development Managers to identify, drive and execute impactful learning programs. The role requires someone who is comfortable operating within a matrixed organization with multiple stakeholders. About The Role: Drive the coordination and seamless execution of learning programs and initiatives aligned to key strategic and business priorities across the regions. Equip our people with the skills necessary to excel as people leaders by delivering a blended fundamental manager skills program including facilitation of virtual sessions. Facilitate the growth of our APAC and EMEA business by delivering cross-selling training across key locations. Collaborate on the design and execution of a flagship senior leadership development program to prepare top talent for future roles. Set up our new joiners for success by facilitating and coordinating regional onboarding sessions in collaboration with local business and talent leaders. Provide employee enablement on the implementation of key talent processes such as performance management, succession planning, and engagement surveys. Analyse learning impact and user feedback, providing actionable insights that inform the continuous improvement and evolution of learning solutions. Maintain and update learning materials and internal communications to ensure consistency and accessibility across regions. Manage the operational and logistical components of learning programs, including scheduling, budget tracking, vendor management, and communications planning. About You: Relevant domain experience - L&D S trong communication, listening, and collaboration skills B lend of technical skills, interpersonal skills, and business acumen Should be able to understand organisational needs, develop effective training programs should be adaptable, curious, and proactive.

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

In charge of day to day management of team and accountable for their results - Set targets, review results, deal with individual performance and manage delivery of KPIs - Ensure that team meets required Targets - Manage, motivate and train team to ensure that performance is optimized - Ensure that team is not providing any incorrect information or mis-selling to customers - Regular review with the team on the performance - Assist in job performance evaluations - Assist teams in improving Productivity - Handle escalation - Identify & report training needs - Scheduling, if applicable - Identify pain areas. Process improvement to be initiated - Find solutions/ensure outcomes/ result orientation - Monthly review and reporting on KRI/KPIs - To reduce the attrition rates and maintain it within the limits prescribed by the organization - Ensure self and team compliance with all applicable rules / regulations and group policies RESPONSIBILITIES -Scheduling, if applicable - Identify pain areas. Process improvement to be initiated - Find solutions/ensure outcomes/ result orientation - Monthly review and reporting on KRI/KPIs - To reduce the attrition rates and maintain it within the limits prescribed by the organization - Ensure self and team compliance with all applicable rules / regulations and group policies Strategy Awareness and understanding of the Group s business strategy and model appropriate to the role Business Awareness and understanding of the client care centre inbound role and the impact of economic and market environment in which the Group operates Key Responsibilities Processes Responsible for executing and supervising the Service Levels, identifying the business opportunities, challenges, constraints which needs to get highlighted and bring in controls People & Talent - Lead through example and build the appropriate culture and values. Set appropriate tone and expectations from their team and work in collaboration with risk and control partners. - Ensure the provision of ongoing training and development of people, and ensure that holders of all critical functions are suitably skilled and qualified for their roles ensuring that they have effective supervision in place to mitigate any risks. - Employ, engage and retain high quality people, with succession planning for critical roles. - Responsibility to review team structure/capacity plans. - Set and monitor job descriptions and objectives for direct reports and provide feedback and rewards in line with their performance against those responsibilities and objectives Risk Management - The ability to interpret the Call drivers, identify key issues based on this information and put in place appropriate controls and measures Governance - Responsible for assessing the effectiveness and deliver effective governance, oversight, if necessary, oversee changes in these areas; - Awareness and understanding of the regulatory framework, in which the Group operates, and the regulatory requirements and expectations relevant to the role Regulatory & Business Conduct Display exemplary conduct and live by the Group s Values and Code of Conduct. Take personal responsibility for embedding the highest standards of ethics, including regulatory and business conduct, across Standard Chartered Bank. This includes understanding and ensuring compliance with, in letter and spirit, all applicable laws, regulations, guidelines and the Group Code of Conduct. Lead the [country / business unit / function/XXX [team] to achieve the outcomes set out in the Bank s Conduct Principles: [Fair Outcomes for Clients; Effective Financial Markets; Financial Crime Compliance; The Right Environment. ] * Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters. [Insert local regulator e. g. PRA/FCA prescribed responsibilities and Rationale for allocation]. [Where relevant - Additionally, for subsidiaries or relevant non -subsidiaries] Serve as a Director of the Board of [insert name of entities] Exercise authorities delegated by the Board of Directors and act in accordance with Articles of Association (or equivalent) Key stakeholders Client Experience team Other Responsibilities Embed Here for good and Group s brand and values in XXXX [country / business unit / team]; Perform other responsibilities assigned under Group, Country, Business or Functional policies and procedures; Multiple functions (double hats); [List all responsibilities associated with the role] Skills and Experience Customer Service Experience Communication Sales Exposure Qualifications Any Graduate or under graduate with 2 yrs of sales experience About Standard Chartered Were an international bank, nimble enough to act, big enough for impact. For more than 170 years, weve worked to make a positive difference for our clients, communities, and each other. We question the status quo, love a challenge and enjoy finding new opportunities to grow and do better than before. If youre looking for a career with purpose and you want to work for a bank making a difference, we want to hear from you. You can count on us to celebrate your unique talents and we cant wait to see the talents you can bring us. Our purpose, to drive commerce and prosperity through our unique diversity, together with our brand promise, to be here for good are achieved by how we each live our valued behaviours. When you work with us, youll see how we value difference and advocate inclusion. Together we: Do the right thing and are assertive, challenge one another, and live with integrity, while putting the client at the heart of what we do Never settle, continuously striving to improve and innovate, keeping things simple and learning from doing well, and not so well Are better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term What we offer In line with our Fair Pay Charter, we offer a competitive salary and benefits to support your mental, physical, financial and social wellbeing. Core bank funding for retirement savings, medical and life insurance, with flexible and voluntary benefits available in some locations. Time-off including annual leave, parental/maternity (20 weeks), sabbatical (12 months maximum) and volunteering leave (3 days), along with minimum global standards for annual and public holiday, which is combined to 30 days minimum. Flexible working options based around home and office locations, with flexible working patterns. Proactive wellbeing support through Unmind, a market-leading digital wellbeing platform, development courses for resilience and other human skills, global Employee Assistance Programme, sick leave, mental health first-aiders and all sorts of self-help toolkits A continuous learning culture to support your growth, with opportunities to reskill and upskill and access to physical, virtual and digital learning. Being part of an inclusive and values driven organisation, one that embraces and celebrates our unique diversity, across our teams, business functions and geographies - everyone feels respected and can realise their full potential. www. sc. com/careers 29619

The opportunity: Hitachi Energy is a world leader that is advancing a sustainable energy future for all. We are advancing the world s energy system to be more sustainable, flexible, and secure, and we collaborate with customers and partners to enable a sustainable energy future - for today s generations and those to come. The Hitachi Energy Indian Operations Center (INOPC) is a competence center with around 3000+ skilled engineers who focus on tendering, engineering, planning, procurement, project Management, functional system testing, installation supervision, documentation and commissioning. However, over the last decade, it has evolved to become the largest Operations hub. The India Operations Centre team at Chennai, Bangalore and Gurugram supports Hitachi Energy s units in more than 40 countries across a wide portfolio of all the four business units in Hitachi Energy To date, the team has executed engineering and commissioning for projects in more than 80 countries. As Team Manager at INOPC-HVDC, Chennai you will be responsible for a given team s operation, resource allocation, development of competence and people development. You will also need to collaborate with various cross-functional teams, suppliers and customers. You will work at the global market with possibility to many exciting travels to look forward to. You will be part of local management and act as a sounding board within the organization. Analysis and risk management will also be among your tasks. You will in many ways be the person at the center of things. Together with the tender responsible you will also handle tender calculations and pricing models. How you ll make an impact: Resource planning medium to long term and allocation based on the forecast of tenders & projects in collaboration with global organization. Ensure KPI of the department (e. g. on time delivery, COPQ, productivity) Ensure achieving financial budget. Review and approve techno-economic offering by your line in a tender/project, assess risk and opportunity. Run routine review & follow-up with the project team and other cross-functional teams, supplier and customers. Recruit personnel as per HC budget Responsible for personnel assessments / people s review, target setting for the direct reports. Identify people s development area(s) and implement. Identify key competence area and have succession planning. Living Hitachi Energy s core values of safety and integrity, which means taking responsibility for your own actions while caring for your colleagues and the business. Your Background: Bachelors degree in engineering in Electrical Has previous experience of Line Manager/Team Leader at least 2 years of team size of at least 20 members Basic knowledge in HVDC/FACTS/Substation is preferred. Knowledge in Control & Protection design Knowledge in the end-to-end process of control & protection starts from cubicle design to factory test. Knowledge in basics of SCADA, HMI, Cyber security of Substation is preferred Sound English language knowledge. Qualified individuals with a disability may request a reasonable accommodation if you are unable or limited in your ability to use or access the Hitachi Energy career site as a result of your disability. You may request reasonable accommodations by completing a general inquiry form on our website. Please include your contact information and specific details about your required accommodation to support you during the job application process. .

Responsibilities: * Lead cultural transformation through competency mapping & development * Oversee organizational change initiatives with succession planning & leadership dev Provident fund Annual bonus

Division : Corporate HRBP Education : Any bachelors degree MBA in Human Resource Level : Deputy Manager Years of Experience : 3 to 5 years Job Role: Acts as strategic business partner for various Business Verticals. Job Responsibilities: Talent Management - collaborate with business functions to determine Manpower requirement, and work in collaboration with talent acquisition team to support Hiring Managers in better designing of job descriptions, evaluating potential profiles, improving the competency-based interviewing. Employee Engagement - working with business groups to implement innovative solutions for a variety of employee engagement initiatives with an objective to engage employees and enhance productivity. Capability Development - Focus on enhancing the skills and competencies of the workforce through targeted training programs and development initiatives along with learning development team. Employee Connect - frequent connects with employees for educating them about important policies, SOPs and benefits through communication sessions and encouraging a culture of inclusiveness through leadership interactions, feedback sessions and stay interviews. Performance Management - implementing the PMS process to foster a performance focused environment and ensuring timely completion of mid-year and final year objective-based performance appraisals. Creating a performance improvement plan for low performers and managing the Job rotation exercise HR analytics - collaborating with business heads to showcase data related to people analytics for taking strategic decisions related to recruitment, capability development and career progression. Grievance handling - understanding the employee concerns and diagnose the issues to take immediate actions and counter measures. Employer Branding - collaborating with concerned stakeholders for managing the employer branding initiatives on social media regularly updating the company career page with the EVP initiatives. Collaborate with COEs to implement strategic initiatives related to Career Progression Plan, Employee Central System, Recruitment policies, PMS process, Succession Planning, etc. Competencies / Skills: In-depth knowledge of complete employee life cycle Handled HR strategic projects Employee Engagement and connect Working experience with senior leadership will be added advantage Well versed with industry HR system process Talent Management Behavioral: Excellent communication skills (communication with multiple stakeholders) High Customer service orientation Good networking and stakeholder management Abreast of key HR trends, tools, benchmarks in the industry Good in Data analytics

About the Role Were seeking an experienced Technical Business Analyst to drive our Talent and Continuous Performance Management initiatives using SuccessFactors HXM and connected solutions like Beqom. Youll play a crucial role in improving customer experience and accelerating digitization in key talent areas including Succession Planning, Career Development, Capability/Skill Assessments, Talent Marketplace, and building a skills-based organization. Key Responsibilities Analyze and specify business requirements for all digital solutions in the Talent space, prioritize with key partners and drive technical implementation Lead and support implementation projects in the Talent Management domain, ensuring successful delivery Monitor and evaluate SuccessFactors and Beqom releases and roadmaps, conducting expert calls and solution demonstrations for stakeholders Design and execute testing processes including definition of test scenarios and support change management in collaboration with HR partners and Product Vendors Troubleshoot and resolve incidents through effective problem management processes, ensuring timely resolution and stakeholder communication Collaborate and mentor team members by deputizing responsibilities and coaching colleagues interested in learning new modules About the Team We are part of Corporate Functions IT team responsible for all global HR systems, including SuccessFactors, Edcast, Beqom, WorkForce Software, and others. Our fully integrated cloud environment with SAP/SuccessFactors covers a wide range of capabilities including Employee Central, Benefits, Recruiting, Compensation Planning, Succession Planning, Talent Management, Learning, and Payroll integration to ADP. We embrace agile methodologies to ensure end-to-end responsibility, quicker time to market, and customer-centric solutions. Our team advises HR on how technology and innovation can best support their strategic priorities, ensuring smooth operations while driving projects that further develop and digitize solutions for line managers, employees, and HR professionals. About You Youre a problem-solver who thrives in a collaborative environment and can translate complex HR processes into effective technical solutions. You communicate clearly with stakeholders at all levels and are passionate about using technology to enhance the employee experience. We need you to bring in the following must haves: Minimum 8 years of working experience with SAP/SuccessFactors, with at least 3 years focused on Performance and Talent topics in a technical or business consulting role In-depth knowledge and hands-on experience configuring, implementing, and supporting SAP SuccessFactors Talent Modules (Performance and Goal Management, Succession and Development, Talent Intelligence Hub, Opportunity Marketplace) Experience with Employee Central, Job Profile Builder, Role-based Permissions, and Reporting (Table, Canvas, and Story) Ability to understand data movement to external systems and advise on impacts related to upstream and downstream systems Proficiency in English and a graduate degree or higher qualification These are additional nice to haves: Certification in SuccessFactors Talent modules Experience with Beqom performance management product Experience working in global, multi-cultural environments Agile methodology experience and certification We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, or disability status. About Swiss Re . If you are an experienced professional returning to the workforce after a career break, we encourage you to apply for open positions that match your skills and experience. Keywords: Reference Code: 134063

for their career and succession planning Review existingprocess and explore ways of improving process through various tools andtechnology CoreCompetencies: ServiceOrientation - Should be aware of both - the internalas well as external customers and their needs; and is committed to meeting thecustomers evolving, long-term needs - the focus is on SERVICE ResultOrientation - Should be able to direct effortstowards developing and implementing realistic action plans to meet businessobjectives; with a sense of urgency - the focus is on achieving RESULTS Initiative - will look for opportunities to drive process improvements, one must not onlyunderstand and accept the responsibilities towards his/her job; but alsoproactively works towards identifying challenges and their resolution - thefocus is on seeking SOLUTIONS Professionalism - Should have in-depth knowledge of all functions and display not only the requiredskill-set, but also ethics and integrity while conducting the job - the focusis on PROFESSIONALISM Cooperation - One must ensure completion of all tasks at hand and simultaneously extendssupport to team members and display joint ownership towards achieving businessobjectives - the focus is on TEAMWORK Communication/Feedback - Should believe in providing feedback to other associates and receiving feedbackto enhance performance, thereby meeting business objectives - the focus is onOPEN COMMUNICATION Other Benefits: MedicalInsurance (self-coverage): Includes Group Mediclaim policy and Group Personal Accident Policy. Transportationsupport: Bus facility(where available) is allocated to you based on your requirement andavailability of seats. Focuson individual career growth: via career aspirations discussions, rewards recognition, longservice awards. CareerEnhancement programs through Continuous Learning, Upskilling, and Training. Working Model: Work-from-office Shift Timings: Nexdigmoperates in multiple shifts to help cater to our clients better: Morning shift - 7:00 am to 4:00 pm General shift - 9:30 am to 6:30 pm Evening Shift - 3:30 pm to 12:30 am PleaseNote: Shift timings differ basis the role. Theshift timing allocated to you will depend on the scope of work and will communicatedto you during the offer discussion DESIREDCANDIDATE PROFILE: A dynamicpersonality and a passion to constantly improvising technology to suit theorganization s needs B. Com/M. Com/MBA/CAdegree along with prior exposure of 14+ years in managing R2R, P2P and O2Cprocesses. A flair forleading a team and bringing about the best in people (minimum 4 years priorexperience in a managerial role) The drive to bringabout change and a desire to constantly look for ways to use technology toderive efficiencies. An ability tounderstand the organization s goals and objectives and link them with thedeliverables of the assigned function, in addition to overseeing delivery andoperations Crossed theboundaries of operational delivery and stepped into the space of organizing,planning, and development. HiringProcess: Your interaction with uswill include, but not be limited to, Technical / HR Interviews Technical / Behavioral Assessments Finally, our people are ourmost valuable asset; if you agree with us on this, we would love to meet you!

Job Overview The Senior, Talent Systems Operations will manage the daily operations of iCIMS Talent IT systems ensuring they are fully optimized and deliver efficiency and scalability for our global workforce. This individual will be accountable for system, reporting, and administration support and maintenance of our HR Cloud application landscape including our HRIS, Freshservice and our proprietary iCIMS Talent Cloud technology. Focused on simplification, employee experience, globalization, and workflow automation, this role will help drive efficiency and scale for Talent across our workforce. The Senior, Talent Systems Operations will report to the HRSD Manager. About Us iCIMS is a leading provider of cloud-based talent acquisition solutions that empower organizations to attract, engage, and hire top talent. With a strong commitment to innovation and a people-first approach, we are expanding our India center to drive strategic initiatives and global excellence out of our Hyderabad office Responsibilities Partner with IT and other internal stakeholders to develop, test, validate, and implement new modules and technology as per the business requirement Requirements gathering from the business stakeholders to clarify requirements and achieve a consensus on the organization s needs and priorities. Manage configuration, functionality, workflow automation, integration and operations of Talent applications, modules, and systems, ensuring they are fully optimized and return full value to the organization Overall daily administration of all Talent systems including troubleshooting, testing, opening tickets with vendor support as needed, and working to resolve any system issues efficiently Lead all technical components related to core talent programs such as advanced compensation, learning, payroll, performance management, succession, talent reviews, and talent mobility Assess current Talent systems and utilization to identify and recommend training, customization, and enhancements to maximize value and efficiency of the various HRIS business applications Act as the Primary Talent System Administrator and provide end user support to ensure adoption and ease of use Evaluate Talent processes and make recommendations for improvements and automation via the use of technology; oversee the specifications, development, and implementation of new or redesigned systems, reports, and procedures to ensure efficient business processes Ensure quality, timeliness and proper use of Talent information retrieved from systems, managing requests across the talent lifecycle and lead issue tracking and resolution for all Talent Cloud business application systems Partner in conjunction with our IT and Corporate Technology Security (CTS) team on projects for Talent systems applications including change management, testing, implementation, and improvements including gathering requirements, system configurations, and regression testing to ensure the business requirements are met Ensure acquired companies are properly integrated into talent systems and processes as appropriate Work with all internal teams within Talent to prioritize technical HR system initiatives and work with CTS to determine timelines for completion based on the requirements and implementation lift Manage day-to-day operational maintenance of HR systems; work to troubleshoot HR systems issues and partner with the HR team to design, test and implement resolutions; monitor business process workflow Own HR reporting and data analytics, ensuring clean, reportable data and developing custom reporting and dashboards for the executive team and broader organization Build manager and employee self-service capabilities for on-demand access, optimizing our Freshservice support ticket process Support, drive, and give recommendations around continuous improvement to align with HR business process using technology and automation Comply with the system governance process put in place to ensure changes are vetted and aligned with the overall system roadmap Prepare and maintain materials, guides, and process documentation Provides project coordination and support for the HR team on any projects as needed by the team for these systems Maintain knowledge of external trends and developments in HR best practices Consistently ensure that business is always conducted with integrity and compliance Qualifications Minimum of 4-8 years of related experience in Talent Systems. Bachelor s degree in HR, IT or Business-related field Workday knowledge is mandatory Workday certification in HCM, Reporting Analytics, and Payroll is preferred Knowledgeable of HR business processes and technology, as well as in determining and communicating best practices in entering and maintaining systems data HRIS experience, Cornerstone, ServiceNow preferred; Previous experience as an iCIMS ATS system administrator a plus Experience with HCM systems functionality including HCM, payroll, benefits, time tracking, absence management, onboarding/offboarding, contractor management, performance management, and succession planning Experience supporting large-scale HR technical applications with strong technical and functional knowledge of HCM systems and integrations; ability to understand talent data and workflows Change management and third-party relationship management experience Ability to communicate technical details to end users and recommend to IT system functionality that best meets the needs of end users; can interpret technical terms into business terms and vice versa Excellent listening, written and verbal communication skills Proficient in Microsoft Office products (Excel, Word, PowerPoint, etc.) Lead through influence and ambiguity with a pragmatic balanced approach Outstanding prioritization skills with the demonstrated ability to understand complex business issues and develop HR initiatives/actions to support these broad business strategies Ability to work in a diverse, fast-paced, confidential environment and exceptional attention to detail Demonstrated track record as a strong collaborator who seeks to understand cross-functional viewpoints and individual business unit goals Strong business acumen with the ability to provide input and insight into new ideas or ways of thinking, based on a foundation of credibility, trust, and partnership Strong understanding of Talent landscape and best practices around People Management and Leadership; Knowledgeable of HR business processes and technology Project management, change management, and third-party relationship management experience Self-disciplined; approaches work with consistency, reliability, and quality Excellent influence and collaboration: able to build rapport and trust with colleagues and demonstrate alignment with teams priorities Ability to work in a diverse, fast-paced, confidential environment and exceptional attention to detail Preferred Experience in Integrations. Experience in Advance compensaiton, Performance Management modules EEO Statement iCIMS is a place where everyone belongs. We celebrate diversity and are committed to creating an inclusive environment for all employees. Our approach helps us to build a winning team that represents a variety of backgrounds, perspectives, and abilities. So, regardless of how your diversity expresses itself, you can find a home here at iCIMS. We prohibit discrimination and harassment of any kind based on race, color, religion, national origin, sex (including pregnancy), sexual orientation, gender identity, gender expression, age, veteran status, genetic information, disability, or other applicable legally protected characteristics. . Compensation and Benefits Competitive health and wellness benefits include medical insurance (employee and dependent family members), personal accident and group term life insurance, bonding and parental leave, lifestyle spending account reimbursements, wellness services offerings, sick and casual/emergency days, paid holidays, tuition reimbursement, retirals (PF - employer contribution) and gratuity. Benefits and eligibility may vary by location, role, and tenure. Learn more here: https: / / careers.icims.com / benefits

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 Executive 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 attitud