730 Succession Planning Jobs - Page 25

Principal Advisor Associate Manager- Planning and Regulatory Liquidity Our client is one of the global banking firms which provides industry-focused services for clients across geographies. We are currently looking for an Associate Manager who will be part of global operation finance operations which will be looking into Basel III liquidity regulatory reporting (LCR, NSFR) and deliver insights for global Treasury and ALCO committees. Please contact Malavika or email your cv directly in word format with Job ID: 14731 to Please note that due to the high number of applications only shortlisted candidates will be contacted. If you do not hear from us in the next 7 business days, we regret to inform you that your application for this position was unsuccessful . Key responsibilities Deliver LCR and NSFR Basel III regulatory reports to global regulators (JFSA, MAS, PRA, EBA, BaFin). Analyze liquidity metrics, ensure accuracy of Treasury reporting, and develop insights for decision-making. Drive process improvements and control enhancements to minimize errors and meet regulatory expectations. Collaborate with IT and Treasury teams to enhance liquidity reporting tools and maintain a strong governance framework. Provide subject matter expertise on regulatory reporting and lead key initiatives in Treasury risk and liquidity management. Support staff development and cross-training within the team to ensure succession planning and growth. Role requirements Qualification: CA or MBA (Finance). Experience: 5 6 years in Treasury, Liquidity Reporting, or Audit/Oversight roles in global banks or Big 4 / Big 6 firms. Strong financial reporting / analytics background; experience with Treasury or regulatory oversight is essential. Excellent communication skills, stakeholder management abilities, and proven record in error identification and reporting accuracy. Technical skills: Advanced Excel, Word, PowerPoint; exposure to Tableau, Power BI, and Macros is a plus. CFA or FRM certifications are desirable.

Required Skills Technology | Sharepoint Server Management Technology | Sharepoint 2013 + and Sharepoint Online Technology | Database SQL/No Sql (SQL, Oracle, Postgres, Mongo etc.) Technology | Power Platform | Power AppsPower Platform | Power Automate Technology | Power Shell PnP - Sharepoint Education Qualification : Engineer - B.E / B.Tech / MCA Delivery Skills : 1. Installing the SharePoint platform, integrating applications, and creating libraries. 2. Adding users, controlling access to document libraries, and setting permissions. 3. Performing maintenance of the SharePoint platform, servers, and intranet. 4. Troubleshooting and resolving SharePoint issues or malfunctions. 5. Providing SharePoint support and end-user training. 6. Performing data retrieval and backup procedures to prevent data loss. 6. Ensuring sufficient storage space by performing clean-ups and archiving data. 7. Reviewing usage and activity reports and making adjustments to ensure optimized user-experiences. 8. Knowledge of SharePoint tools, including ULS Logs, workflows, and SharePoint forms for tasks. 9. Extensive knowledge of Windows operating systems, as well as SQL Server, Power BI, PowerShell, and Office 365. 10. Perform thorough analysis and generate root-cause-analysis for any production issue 11. Provide necessary fixes and test the fixes to ensure no defect leakage. 12. Adherence to project processes and ensure SLA compliance. 13.Skill and Competency Management: - Define the job roles across team and the skills that employees need to do these jobs - Assess recruits and employees competencies to determine how well their skills and knowledge match their job requirements - Create development plans to close the skill gaps - Monitor, measure, and repeat to achieve your individual, team goals - Succession Planning: Plan for succession and groom the next generation of technical resources for all critical roles Other activities: 1. Technical Assessments 2. Training need identification, Impart training and monitor 3. Cross skilling of resources

Reporting to - Chief Finance Officer Job Purpose: Responsible to design and deployment of the business people philosophy, HR strategy, and plans, in alignment with the overall Retail group organizational strategy with the objective of building a high-performance and vibrant work culture in Head Office & Central DC, attracting, motivating, retaining, and developing the right talent in the Business, Driving Innovation for the Business. Key Responsibilities: Lead the design of long-term and medium-term HR strategy for the business coordinated with the overall retail organizational strategy, talent trends, regulatory framework concerning the Corporate & DC workforce, changing business requirements, competition landscape, and values of the organization Identify and prioritize impact areas, set up timelines for implementation of plans, and establish appropriate governance mechanisms to ensure efficient execution of the devised HR strategy Provide support to the team below to draft action plans that are in alignment with the HR strategy about talent management, learning and development, total rewards, talent acquisition, employee relations and engagement, business partnering, compliance, performance management, employee branding, analytics, payroll etc. Track and monitor the achievement of these plans frequently and provide support/ guidance to the team as required Consult with the Directors and functional heads in designing the high-level organization structure based on a review of the current structure, internal and external benchmarking studies, changes in business processes, projected business expansion, and inefficiencies identified in areas such as span of control, role overlaps, etc. Review and develop long-term and annual workforce/workforce plans, created in alignment with business growth projections and guide the team to ensure execution for the same Drive the succession planning process For Corporate & DC employees along with HODs by identifying critical senior-level positions, conducting talent reviews for high potentials/ eligible candidates, assessing the readiness of each candidate, and obtaining leadership commitment toward the implementation of development plans for the identified successors Review the talent management and L&D strategy of corporate & DC employees and monitor the execution to ensure efficient and efficient deployment. Key Performance Indicators: Primary KPIs HR strategy which is in alignment with the organizational strategy Annual HR plan Efficient organizational structure Optimized workforce plans Employee and people related costs vs. budget (HR cost as per AOP) Compliance & Payroll for the organization Additional KPIs Critical positions closed Certification Identification and development of critical talent / potential successors Strength of internal talent pipeline Influencing ownership and engagement with talent reviews Job Requirements Functional Competencies Assessment Skills Coaching & facilitation skills Change Management skills Understanding of the industry HR challenges Corporate L&D & talent transformation Behavioral Competencies Conflict Management Result Orientation Teamwork Excellent communication skills. Corporate HR must have experience in corporate and warehouse operations only from the retail industry. Age limit for both the positions is 48.

Reporting to - COO Job Purpose Responsible to design and deployment of the business people philosophy, HR/L&D strategy, and plans, in alignment with the overall Retail group organizational strategy with the objective of building a high-performance and vibrant work culture and attracting, motivating, retaining, and developing the right talent in the Business, Driving Innovation for the Business. Key Responsibilities: Lead the design of long-term and medium-term HR strategy for the business in sync with the overall retail organizational strategy, talent trends, regulatory framework concerning the workforce, changing business requirements, competition landscape, and values of the organization Identify and prioritize impact areas, set up timelines for implementation of plans, and establish appropriate governance mechanisms to ensure efficient execution of the devised HR strategy Provide support to the team below to draft action plans that are in alignment with the HR strategy about talent management, learning and development, total rewards, talent acquisition, employee relations and engagement, business partnering, compliance, performance management, employee branding, analytics, etc. Track and monitor the achievement of these plans frequently and provide support/ guidance to the team as required Consult with the COO in designing the high-level organization structure based on a review of the current structure, internal and external benchmarking studies, changes in business processes, projected business expansion, and inefficiencies identified in areas such as span of control, role overlaps, etc. Review and develop long-term and annual workforce/workforce plans, created in alignment with business growth projections and guide the team to ensure execution for the same Drive the succession planning process in the organization along with the Business Head by identifying critical senior-level positions, conducting talent reviews for high potentials/ eligible candidates, assessing the readiness of each candidate, and obtaining leadership commitment toward the implementation of development plans for the identified successors Review the talent management and L&D strategy of the organization and monitor the execution to ensure efficient and efficient deployment Key Performance Indicators Primary KPIs: HR strategy which is in alignment with the organizational strategy Annual HR plan Efficient organizational structure Optimized workforce plans Employee and people related costs vs. budget (HR cost as per AOP) Formulate L&D strategies with L&D team basis store operations TNI Additional KPIs Critical positions closed Certification Identification and development of critical talent / potential successors Strength of internal talent pipeline Influencing ownership and engagement with talent reviews Job Requirements Functional Competencies Assessment Skills Coaching & facilitation skills Change Management skills Understanding of the industry HR challenges Behavioral Competencies Conflict Management Result Orientation Teamwork Excellent communication skills. Head HR L&D & Store operations should have experience in store operations and training only from retail industry . Age limit for both the positions is 48..

Jubilant Foodworks Limited is looking for Regional Training Sr. Executive to join our dynamic team and embark on a rewarding career journey Training Needs Analysis: Identify the training and development needs of employees and teams through assessments, surveys, and consultation with managers and HR departments. Training Program Design: Develop comprehensive training programs and initiatives that align with organizational objectives and address identified skill gaps. Training Material Development: Create engaging training materials, including presentations, e-learning modules, videos, and other resources, to support effective learning and development. Training Delivery: Conduct training sessions, workshops, and seminars using various methods such as classroom training, online platforms, and blended learning approaches. Performance Evaluation: Assess the effectiveness of training programs through evaluation methods such as surveys, feedback analysis, and post-training assessments to measure the impact on individual and team performance. Training Administration: Manage logistics, scheduling, and coordination of training programs, including venue bookings, participant registrations, and communication with stakeholders. Vendor Management: Collaborate with external training providers, consultants, and subject matter experts to leverage their expertise and resources in delivering specialized training programs. Learning Management Systems (LMS): Utilize learning management systems or other digital platforms to organize and deliver training content efficiently, track employee progress, and generate reports on training outcomes. Continuous Improvement: Stay updated with industry trends, emerging training methods, and technologies to enhance the effectiveness and efficiency of training programs. Stakeholder Collaboration: Work closely with HR, department heads, and managers to align training initiatives with employee development plans, succession planning, and talent management strategies.

Our client is one of the global banking firms which provides industry-focused services for clients across geographies. We are currently looking for an Associate Manager who will be part of global operation finance operations which will be looking into Basel III liquidity regulatory reporting (LCR, NSFR) and deliver insights for global Treasury and ALCO committees. Please contact Malavika or email your cv directly in word format with Job ID: 14731 to . Apply for this Job Key responsibilities Deliver LCR and NSFR Basel III regulatory reports to global regulators (JFSA, MAS, PRA, EBA, BaFin). Analyze liquidity metrics, ensure accuracy of Treasury reporting, and develop insights for decision-making. Drive process improvements and control enhancements to minimize errors and meet regulatory expectations. Collaborate with IT and Treasury teams to enhance liquidity reporting tools and maintain a strong governance framework. Provide subject matter expertise on regulatory reporting and lead key initiatives in Treasury risk and liquidity management. Support staff development and cross-training within the team to ensure succession planning and growth. Role requirements Qualification: CA or MBA (Finance). Experience: 5 6 years in Treasury, Liquidity Reporting, or Audit/Oversight roles in global banks or Big 4 / Big 6 firms. Strong financial reporting / analytics background; experience with Treasury or regulatory oversight is essential. Excellent communication skills, stakeholder management abilities, and proven record in error identification and reporting accuracy. Technical skills: Advanced Excel, Word, PowerPoint; exposure to Tableau, Power BI, and Macros is a plus. CFA or FRM certifications are desirable.

Scope Of Work* Primary Implement human resources programs by providing human resources services, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labour relations; completing personnel transactions. Develop human resources solutions by collecting and analysing information; recommending courses of action. Prepare reports by collecting, analysing, and summarizing data and trends. Update job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. Shared Across Functionally Manage client expectations by communicating project status and issues; resolving concerns; analysing time and cost issues; preparing reports.

Responsibilities Be the point of contact for our business and Talent teams to facilitate the end to end delivery of internal employee listening initiatives, surveys, and assessments (180/360) Act as an Qualtrics SME through delivery and including the development of SOPs and best practices for delivering surveys, assessments, and dashboarding capabilities in Qualtrics EX platform Collaborate with internal stakeholders and partners to gather and articulate requirements, manage expectations, and to ensure successful delivery Design and document functional and technical requirements and SOPs to develop consistency in timelines, delivery, and expectations of projects and deliverables Monitor and review progress for timely implementation of all programs/projects Contribute to the team s body of knowledge, including lessons learned, best practices, and guidance materials Logical thinking and problem-solving skills along with an ability to collaborate Ability to work with clients to identify business challenges and contribute to client deliverables by refining, analyzing, and structuring relevant data Attention to detail in providing high quality deliverables Responsibilities Be the point of contact for our business and Talent teams to facilitate the end to end delivery of internal employee listening initiatives, surveys, and assessments (180/360) Act as an Qualtrics SME through delivery and including the development of SOPs and best practices for delivering surveys, assessments, and dashboarding capabilities in Qualtrics EX platform Collaborate with internal stakeholders and partners to gather and articulate requirements, manage expectations, and to ensure successful delivery Design and document functional and technical requirements and SOPs to develop consistency in timelines, delivery, and expectations of projects and deliverables Monitor and review progress for timely implementation of all programs/projects Contribute to the team s body of knowledge, including lessons learned, best practices, and guidance materials Logical thinking and problem-solving skills along with an ability to collaborate Ability to work with clients to identify business challenges and contribute to client deliverables by refining, analyzing, and structuring relevant data Attention to detail in providing high quality deliverables Qualifications: Bachelors degree in Human Resources, Business Administration, or a related field Masters degree is preferred Minimum of 4 years of experience in talent management or a related HR function Strong knowledge of talent management principles, practices, and trends Proven experience in designing and implementing talent development programs, including leadership development and performance management process Familiarity with talent assessment and succession planning processes Excellent analytical and problem-solving skills, with the ability to interpret data and provide actionable insights Strong project management skills, with the ability to manage multiple initiatives simultaneously Excellent communication and interpersonal skills, with the ability to build relationships and influence stakeholders at all levels of the organization Ability to work independently and collaboratively in a fast-paced, dynamic environment Proficiency in HRIS and talent management software is preferred Introduction We believe that every candidate brings something special to the table, including you! So, even if you feel that you re close but not an exact match, we encourage you to apply We d be thrilled to receive applications from exceptional individuals like yourself Gallagher, a global industry leader in insurance, risk management, and consulting services, boasts a team of over 50,000 professionals worldwide Our culture, known as "The Gallagher Way," is driven by shared values and a passion for excellence At the heart of our global operations, the Gallagher Center of Excellence (GCoE) in India, founded in 2006, upholds the values of quality, innovation, and teamwork With 10,000+ professionals across five India locations, GCoE is where knowledge-driven individuals make a significant impact and build rewarding, long-term careers Overview This role will act as an lead for Gallaghers internal employee listening and assessment capabilities The individual in this role will be responsible leading a team to utilize our technology in designing, delivering, administering, and reporting Gallagher s survey and assessment initiatives This role will oversee the end to end process from requirement gathering to delivery in supporting our global businesses How youll make an impact Responsibilities Be the point of contact for our business and Talent teams to facilitate the end to end delivery of internal employee listening initiatives, surveys, and assessments (180/360) Act as an Qualtrics SME through delivery and including the development of SOPs and best practices for delivering surveys, assessments, and dashboarding capabilities in Qualtrics EX platform Collaborate with internal stakeholders and partners to gather and articulate requirements, manage expectations, and to ensure successful delivery Design and document functional and technical requirements and SOPs to develop consistency in timelines, delivery, and expectations of projects and deliverables Monitor and review progress for timely implementation of all programs/projects Contribute to the team s body of knowledge, including lessons learned, best practices, and guidance materials Logical thinking and problem-solving skills along with an ability to collaborate Ability to work with clients to identify business challenges and contribute to client deliverables by refining, analyzing, and structuring relevant data Attention to detail in providing high quality deliverables About you Qualifications: Bachelors degree in Human Resources, Business Administration, or a related field Masters degree is preferred Minimum of 4 years of experience in talent management or a related HR function Strong knowledge of talent management principles, practices, and trends Proven experience in designing and implementing talent development programs, including leadership development and performance management process Familiarity with talent assessment and succession planning processes Excellent analytical and problem-solving skills, with the ability to interpret data and provide actionable insights Strong project management skills, with the ability to manage multiple initiatives simultaneously Excellent communication and interpersonal skills, with the ability to build relationships and influence stakeholders at all levels of the organization Ability to work independently and collaboratively in a fast-paced, dynamic environment Proficiency in HRIS and talent management software is preferred

About This Role Accoutable to ensurne the serviceability of the entire fleet though the supervision of all maintenance activities and the personnel associated with the carrying out the maintenance and repair tasks. Responsible to oversee the safety needs of the maintance organization and to drive the culture of safety amongst the maintenance team developing the culture of defect reporting. Emergency response readiness and hazard identification. All major defects or hards shall be reported to the General Manager. Ensure that all the maintenance activities performed by the maintenance team are compliant and in accordance with the manufacturer s requirements and DGCA s regulations, and is the primary Subject Matter Expert in relation to maintenance related matters representing NFTI with the DGCA. Responsible to periodically communicate and report to the General Manager the state of the maintenance organization s productivity, cost effectiveness and personnel/manpower requirements to ensure the organization is operating at it highest level of efficiency. Lead, guide and develop all levels of the maintenance personnel from the ramp, refueling, stores team, helpers, technicians and AMEs to the highest levels of discipline, safety and quality practices while ensuring a proper succession planning and business continuity. Manage and plan the weekly, monthly and annual maintenance plans of aircraft and manpower resources to ensure continuous availability and minimal disruptions to the flying training operations. Ensure that all documentation and workorders requirements are completed on a timely manner complying with all the internal SOPs, regulatory approved manuals and DGCA regulations. Overall accountable for the management of the stores inventory and the supervise the Stores in Charge on procurement and upkeep of all components and tools required for the maintenance activity further ensuring that all materials are handled properly for storage.. To respond and conduct investigations in a timely manner on all maintenance related findings both internal, external or regulatory. Collaborate with the Training, Operations and Continuous Airworthiness personnel and heads of departments to ensure smooth and timely coordination on aircraft maintenance downtime, snag rectification and release to minimize Aircraft On the Ground (AOG) scenarios that will impact flying training. Collaborate and support the Quality departments in areas of continuous process improvement and compliance to regulations, policies and procedures raising the standards of maintenance work done in NFTI. Responsible to develop, monitor and present the maintenance organization s performance and progress at the management meetings as required. To support and participate in initiatives or projects relating to the fleet and base expansion. Position Type Regular CAE thanks all applicants for their interest. However, only those whose background and experience match the requirements of the role will be contacted. Equal Opportunity Employer CAE is an equal opportunity employer committed to providing equal employment opportunities to all applicants and employees without regard to race, nationality, colour, religion, sex, gender indentity and expression, sexual orientation, disability, neurodiversity, veteran status, age, or other characteristics protected by local laws. If you dont see yourself fully reflected in every job requirement listed in the job posting, we still encourage you to reach out and apply. At CAE, everyone is welcome to contribute to our success. Applicants needing reasonable accommodations should contact their recruiter at any point in the recruitment process. If you need assistance to submit your application because of incompatible assistive technology or a disability, please contact us at CAECarrieres-Careers@cae.com

Skills: Techno-functional skill set to manage support while also guiding the team where they need technical help Good understanding of ITIL, ITSM principles Grasp on SLA and OLA management Ability to create metrics and dashboards to track Operations Health Excellent Communication Skills to work with team and build rapport with Customer JD Manage an 11 person Prod Support team to provide committed capacity and level of service This role operates in Aus, EMEA, and US Shift Manager will not be required to be present in all 3 shifts - but will be accountable for teams performance all round Take care of Scheduling, Rostering, and Leave Management across shifts Manage capacity and succession planning Manage daily Operations and handle escalations before they are raised Create Weekly and Monthly Metrics, Reports to track project health Take care of Project Admin activities like Audits, Appraisals, etc. Accurately manage Revenue Forecasts and Invoices Skills: Techno-functional skill set to manage support while also guiding the team where they need technical help Good understanding of ITIL, ITSM principles Grasp on SLA and OLA management Ability to create metrics and dashboards to track Operations Health Excellent Communication Skills to work with team and build rapport with Customer JD Manage an 11 person Prod Support team to provide committed capacity and level of service This role operates in Aus, EMEA, and US Shift Manager will not be required to be present in all 3 shifts - but will be accountable for teams performance all round Take care of Scheduling, Rostering, and Leave Management across shifts Manage capacity and succession planning Manage daily Operations and handle escalations before they are raised Create Weekly and Monthly Metrics, Reports to track project health Take care of Project Admin activities like Audits, Appraisals, etc. Accurately manage Revenue Forecasts and Invoices

ABOUT COMPANY Blitz enables Same-Day Delivery for eCommerce brands to provide the best on-time delivery experiences to their customers. Blitz aims to simplify scalability & unlock the growth of new-age eCommerce brands by making Same-Day delivery more convenient, reliable & affordable. Same-Day Delivery helps brands with converting their browsers into buyers, serving as a competitive advantage and reducing working capital challenges. Blitz currently engages with enterprise brands with category focus into Fashion, Beauty & Personal Care and Healthcare; helping them with 30% - 40% increase in their website conversions & increasing retention by 2x by providing best in class experience. KEY RESPONSIBILITIES Design & build a Same-day delivery network in the region of Mumbai including that of the network of last-mile delivery stations & the team. Lead & coach team of Team Leaders and Operations Executives to deliver the highest level of customer satisfaction with a clear focus on on-time delivery as north star metric. The right individual will have solid business judgement, effectively communicate team goals, and drive a fast-paced organization to deliver results with a focused and pragmatic approach to the business. Achieve operational excellence and drive process improvements which are scalable. Implement roster planning schedules & build monitoring systems to ensure timely delivery of orders based on customer satisfaction. Identify & reduce operational inefficiencies & errors which lead to improved customer satisfaction. Understand & fulfil client requirements for logistics operations. Responsible for managing cash received for COD orders and ensuring on-time reconciliation with the payments team. Coordinate with the finance team & further improve payments related processes. The managers success will be measured by their ability to drive operational efficiencies across all processing areas whilst improving internal and external customer experience. Actively seek to implement and distribute best practices across all operations. BASIC QUALIFICATIONS Graduation degree (Maths, Statistics, Engineering, Science, Business, Logistics) from an accredited university with minimum 3 Years of similar experience. Excellent written and verbal communication skills both remotely and face-to-face. Good knowledge of employment law and HR policies and procedures. Metric Focused and ability to dive deep into data Proven coaching and leadership skills including evidence of successful succession planning models. PREFERRED QUALIFICATIONS Strong attention to detail and excellent written and oral communication skills are required. Ability to organize and manage multiple tasks simultaneously. Ability to handle changing priorities and use good judgement when working in stressful situations. Decisive, confident, and experienced with influencing others. Knowledge and understanding of last-mile logistics will be a huge plus.

Product / Domain Knowledge Possesses interpretive knowledge on the domain and works from the operations and technology perspective. Should be able to understand existing - Core System, Sub systems & Franchise System. Should be able to assess the duplicate work arounds. And layers of checking involved and work towards minimisation of these layers. Complete understanding of risk points in the product Knowledge of Credit & Debit Card Chargeback Process and their workflow is must for them to identify the risk involved in the Products The risk of not reporting SAFE & ATM reversal, Temporary Credit Reversal etc on time is to be understood and cascaded to the team and have control of monitoring them. Having track of chargeback files that involves various cycles and ensure that cases are actioned on time so that we do not exposure to Risk. Provides guidance and clarification to others on principles & products When there is a change in process advised by Country due to change in Bank policy, Country policy & Franchise Rules and Regulations etc. , this is to be socialised with the entire team to ensure adherence. Explains how principles apply to work activity Should be able to interpret the Franchise guidelines, local guidelines and policies and apply to the current process, ensure that its implemented in processing as well. Obtains feedback, develops or recommends changes to policies and procedures Is constantly engaged with Country / Technology / various customer touchpoints and recommends changes to processes so that they could be made simple. Handles exceptions which are complex, is able to judge to a fair degree the consequences of the exceptions. Should be able to take decisions such that there is a win win situation even in complex situations. An awareness of linkages with other products/ process, linkages with various systems, hub resources and country resources. Able to relate how each one of it impacts and correlate to each other. Should be able to look at the bigger picture where a complete understanding of the linkage to processes to various products cutting across systems / sub systems is identified to optimise the utilisation of resources. Key Responsibilities Strategy: Responsibilities that are related to the development and implementation of a strategy, for example, Awareness and understanding of the Group s business strategy and model appropriate to the role. Business: Responsibilities related to the delivery of business and / or financial objectives, for example, Awareness and understanding of the wider business, economic and market environment in which the Group operates Processes: Reference the processes for which the Role Holder is responsible, as per the Operational Risk Framework definition of first / second line, for example, Responsible for executing and supervising the Budget process. People & Talent: Reference all responsibilities related to people and talent matters, for example: - 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: Responsibilities relating to identifying, assessing, monitoring, controlling and mitigating risks to the Group, as well as an awareness and understanding of the main risks facing the Group and the role the individual plays in managing them. For example -The ability to interpret the Group s financial information, identify key issues based on this information and put in place appropriate controls and measures. All responsibilities under the Risk Management Framework - both execution and supervisory - should be referenced, for example, Act as the [Process] risk control owner under the Group s Risk Management Framework (including relevant Operational Risk Framework ownership for [Liquidity] risk. Governance: Responsibilities relating to the direction, planning, structure, frameworks (e. g. processes and policies) and oversight. For example, Responsible for assessing the effectiveness of the Group s arrangements to deliver effective governance, oversight and controls in the business and, 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. Skills and Experience Compliance Policies and Standards Compliance Advisory Investigations Compliance Risk Assessment Regulatory Liaison Manage Change Qualifications Account ing Knowledge Operational Risk Regulatory Reporting RBI knowledge Taxation Clearing Money Exchanges Multicurrency Collections 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 28271

Reporting to : - Director Principal Accountabilities Develops organization strategies by identifying and researching human resources issues, contributing information, analysis, and recommendations to organization strategic thinking and direction, establishing human resources objectives in line with organizational objectives. Maintain company organization charts and the employee directory. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of the department and services performed. Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, compliance, and labour relations. Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change. Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances. Supports management by providing human resources advice, counsel, and decisions, analyzing information and applications. Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines, communicating, and enforcing organization values.

Job Summary: The Regional Business HR Manager will be responsible for overseeing all HR operations for the retail showrooms in a designated region (Chennai/Rest of Tamil Nadu (ROTN), Karnataka, Andhra Pradesh, and Telangana) of GRT, a leading Indian Jewellery retail company. Based at the corporate office in Chennai, this role will act as the HR Business Partner for the region, managing the entire employee lifecycle for showroom staff, including recruitment, induction, training, engagement, retention, and grievance handling. The position will be ensuring seamless HR operations and fostering a high-performance, employee-centric culture across the region. Key Responsibilities: 1. HR Business Partnering for the Region: Act as the strategic HR partner for retail operations in the designated region, aligning HR initiatives with business goals. Collaborate with regional and Showroom leadership to understand business needs and provide HR solutions to drive performance and growth. Ensure the implementation of HR policies and processes across all retail showrooms in the region. Provide guidance and support to Showroom managers on HR-related matters. 2. Recruitment and Staffing: Develop and execute recruitment strategies to attract and hire top talent for showroom roles, including sales associates, Showroom managers, and other retail staff. Oversee the end-to-end recruitment process, ensuring timely fulfillment of manpower requirements for the region. Build and maintain a talent pipeline for critical roles within the region. Collaborate with the Retail Recruitment Team to achieve hiring targets and improve recruitment efficiency. 3. Induction and Training: Implement comprehensive onboarding programs for new hires to ensure a smooth transition into the company. Conduct training programs on HR policies and benefits and monitor the other programmer on product knowledge, customer service, and sales techniques. Monitor the effectiveness of training programs and make continuous improvements. Partner with internal L&D team, if necessary, to deliver specialized need-based training modules. 4. Employee Engagement and Retention: Develop and execute employee engagement initiatives to foster a positive work environment and improve employee satisfaction. Conduct regular surveys and feedback sessions to gauge employee morale and identify areas for improvement. Design and implement retention strategies to reduce attrition and retain top talent. Recognize and reward high-performing employees to motivate and retain them. 5. Grievance Handling and Employee Relations: Act as the primary point of contact for resolving employee grievances and conflicts within the region. Ensure compliance with labor laws and company policies in all HR operations. Promote a culture of open communication and transparency to address employee concerns effectively. Conduct regular visits to retail showrooms to understand ground-level issues and build rapport with employees. 6. Performance Management: Oversee the performance appraisal process for retail staff, ensuring fairness and consistency. Work with Showroom managers to set performance goals and provide feedback to employees, Identify high-potential employees and create development plans for their career growth. 7. Employee Lifecycle Management: Oversee the entire employee lifecycle for showroom staff, from recruitment to exit. Ensure a seamless and positive employee experience at every stage of the lifecycle. Conduct exit interviews to gather feedback and identify trends or areas for improvement. 8. Compliance and Reporting: Ensure compliance with all statutory requirements related to HR operations in retail showrooms. Maintain accurate and up-to-date employee records and HR metrics. Prepare and present regular reports on HR activities, including recruitment, attrition, and employee engagement, to the Head HR and senior management. Qualifications and Experience: Education: Master's degree in Human Resources, Business Administration, or a related field. Experience: Minimum of 8-10 years of experience in HR, with at least 3-5 years in a managerial role overseeing HR operations in a retail or similar environment. Willingness must be there to travel extensively between the cities for showroom visits. Industry Experience: Prior experience in the retail industry, preferably in jewellery, fashion, or luxury goods, is highly desirable. Skills: Strong knowledge of HR best practices, labor laws, and compliance requirements. Excellent leadership and team management skills. Exceptional communication and interpersonal skills. Proven ability to handle employee grievances and resolve conflicts. Strong analytical and problem-solving skills Proficiency in HR software and tools. Key Competencies: Strategic thinking and planning. High level of empathy and emotional intelligence. Ability to work in a fast-paced, dynamic environment. Strong organizational and multitasking skills. Customer-centric approach with a focus on employee experience

Job Purpose: The HR Manager for Performance Management System (PMS) and Learning & Development (L&D) will be responsible for the implementation, monitoring, and improvement of performance management systems and the development of learning programs within the organization. This role will ensure that both performance evaluations and employee development activities align with organizational goals, fostering a culture of continuous of learning and growth of the Torrent Electricals to new heights. Key Responsibilities: Training & Development Training Needs Analysis: Conduct regular assessments to identify training needs across the organization, both for technical skills and soft skills development. Program Design & Delivery: Design, implement, and manage a comprehensive L&D program including in-house and external training resources, workshops, and seminars. Onboarding & Orientation: Oversee the onboarding and induction process for new employees, ensuring a smooth transition into the company culture and role expectations. Learning Pathways: Create personalized learning and development pathways to support career growth for employees at all levels. Vendor Management: Manage relationships with training providers and external vendors, ensuring that the training delivered meets organizational needs. Monitoring & Evaluation: Assess the effectiveness of L&D programs through evaluations and feedback, and modify content and delivery methods as needed. Performance Management Performance Reviews: Coordinate the performance review process, including goal setting, mid-year reviews, annual appraisals, and feedback sessions. Metrics & Reporting: Establish clear performance metrics and reporting mechanisms to track employee performance and identify trends and gaps. Employee Development: Collaborate with department heads to identify areas for employee improvement and recommend development initiatives. Coaching & Support: Provide guidance to managers and employees on performance feedback, goal-setting, and development planning. Integration with Compensation: Ensure the PMS is closely aligned with compensation, promotions, and succession planning to drive motivation and retention. Employee Development & Engagement Work closely with department heads to identify high-potential employees and design development programs to foster growth and succession planning. Track employee progress and provide recommendations on promotions, skill development, and career growth opportunities. Foster a culture of feedback, growth, and accountability across all departments. Manage employee engagement surveys and analyse feedback to improve training, development, and performance systems. HR Systems and Reporting Manage and maintain performance management and training systems, ensuring data is up to date and accurate. Prepare regular reports on training effectiveness, employee performance, and development outcomes for senior management. Stay current with trends in training methodologies, performance management strategies, and HR technologies. Qualifications: Preferably MBA; having an HR Specialization. (Masters degree in human resources or organizational development.) 10 to 15 years of experience, with at least 3 years in Managerial role. Strong knowledge of performance management frameworks, training methods, and learning and development principles. Proven ability to design and implement training programs that address organizational needs. Experience with performance evaluation systems and managing employee performance improvement processes. Familiarity with HR software (e.g., Learning Management Systems (LMS), HRIS platforms). Excellent communication, interpersonal, and coaching skills. Strong analytical abilities and attention to detail. Skills and Attributes: Certification in HR, Learning and Development (e.g., SHRM-SCP, CIPD, etc.). Experience in leadership development and succession planning. Knowledge of behavioural science and coaching methodologies. Ability to work effectively in a team and build cross-functional relationships. Proactive problem-solving and a strong ability to motivate and inspire others. Please write to : sujitasinha@torrentelectricals.com or nishavora@torrentelectricals.com Learn more about Torrent Electricals https://torrentelectricals.com/

The Director of Human Resources will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Regional Senior Director of Human Resources and will be an integral member of the property executive committee. As a member of the Human Resources organization, he/she contributes a high level of human resource generalist knowledge and expertise for a designated property. He/she will be accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. He/she generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, he/she utilizes a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success. CANDIDATE PROFILE Education and Experience 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area. OR 4-year bachelors degree in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area. CORE WORK ACTIVITIES Managing the Human Resources Strategy Executes and follows-up on engagement survey related activities. Champions and builds the talent management ranks in support of property and region diversity strategy. Translates business priorities into property Human Resources strategies, plans and actions Implements and sustains Human Resources initiatives at the property. Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate. Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up. Creates value through proactive approaches that will affect performance outcome or control cost. Monitors effective use of myHR by property managers and employees. Leads and participates in succession management and workforce planning. Responsible for Human Resources strategy and execution. Serves as key change manager for initiatives that have high employee impact. Attends owners meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities. Supervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate. Managing Staffing and Recruitment Process Analyzes open positions to balance the development of existing talent and business needs. Serves as coach and expert facilitator of the selection and interviewing process. Surfaces opportunities in work processes and staffing optimization. Makes staffing decisions to manage the talent cadre and pipeline at the property. Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc. Monitors sourcing process and outcomes of staffing process. Ensures managers are competent in assessing and evaluating hourly staff. Managing Employee Compensation Strategy Remains current and knowledgeable in the internal and external compensation and work competitive environments. Leads the planning of the hourly employee total compensation strategy. Champions the communication and proper use of total compensation systems, tools, programs, policies, etc. Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution. Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities. Managing Staff Development Activities Ensures completion of the duties and responsibilities of the properties Human Resources staff members, as outlined in applicable job description(s). Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees. Serves as resource to property Human Resources staff on employee relations questions and issues. Continually reinforces positive employee relations concepts. .

We are trying to find someone that can come on board quickly. JOB RESPONSIBILITIES (Including, but not limited to:) Leading Exit process, Attrition analysis, understand industry trends and develop retention strategies Capable to manage grievance matters, change management, and all other employee-relations matters Build strong understanding of the buisness unit/vertical and lead weekly meetings with management to support on people issues Lead platforms like Townhall on streghthening 'Connect' with employees and leadership; propose corrective actions/initiatives focused on engagement Effectively lead Probation Evaluation and Performance Improvement Process (PIP) for successful closure Lead end-to-end Performance Management cycle from Goal Setting through Year End evaluation, facilitating feedback culture in the business unit/vertical Maintain Accuracy of the Data like Exit, Retention cases, PIPs etc. Manages and resolves employee relations issues. Conducts effective, thorough, and objective investigations Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention Build employee and management awareness on HR policies and interpretation in respective business unit Lead Reward & Recognition Program to create appreciating culture in the respective business unit/vertical Lead promotions and transfers in line with business rationally in partnership with management Lead various allocated HR Projects Performs other related duties as assigned REQUIRED SKILLS AND QUALIFICATIONS Preferred masters in human resources 10 plus years of high caliber HR Generalist Good Hands-on experience on HR Processes Strong Communication Skills People Management Skills Willing to work in Day/Swing Shifts Detail Oriented Positive attitude Good Time Management Skills Good Problem-Solving Skills Good understanding of market trends vis--vis People Processes Flexible -takes direction with ease Critical thinking -takes initiative -self-motivated Intermediate to advanced skills in MS Word, MS Excel, MS Outlook

Skill required: Payroll - Payroll Process Design 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 This role involves a deeper understanding of Payroll Admin and leveraging expertise to solve specific problems pertaining to payroll. The role includes managing and leading a team of employees, communicating company goals, safety practices, and deadlines to the team, motivating team members, assessing performance, and providing help to management, including hiring and training. The role also involves keeping management updated on team performance and communicating concerns and policies among management and team members.Primary Responsibilities / Accountabilities:Delivery & Client Management:Ensure adherence to designed processes, understand existing metrics, liaise with the Service Management Team, plan and monitor volume allocation strategies, create and implement governance mechanisms, Subject Matter Expertise / Training / Updates / Quality / Documentation:In-depth understanding of Payroll Processes, support in Knowledge Transfer, communicate and implement relevant process knowledge changes, ensure all process documentation is maintained, work on robust internal quality controls, escalate issues when necessary, and actively participate in process-related business meetings2.Collaboration:Participate in various internal or client initiatives, liaise with Accenture Local IT, and work collaboratively with all internal and third-party stakeholders2.Team Management & Team Development:Recruit and onboard new team members, ensure the team is adequately staffed, manage and improve people performance, create a performance-driven competitive culture, conduct regular training, engage with the team, perform talent reviews, develop subject matter experts, ensure succession planning, enhance team morale, and be the first point of contact for escalation and resolution. What are we looking for Functional Competencies:Extensive experience in Payroll ProcessesClear understanding of existing metrics and how they are measuredBusiness Process ImplementationStrong MS Office and Excel skillsClient Interfacing skills (Email & Phone)English language proficiencyProficient with Business Excellence PracticesEducation Qualification:Essentials:Bachelors degree (Any discipline)Desirable:HR Domain Certification / Payroll Certification, Knowledge and experience of Success Factors Employee Central ModuleExperience:Essentials:6 - 7 years of industry experience, 4+ years of Payroll Admin Processes experience, 1+ years of team handling experience, experience of working on Payroll Systems and CRM/Workflow tools, client/stakeholder engagement in outsourcing environmentDesirable:Working knowledge of Success Factors, new process transition, payroll experience for key countries in US, India, and EuropeSkills / Knowledge:Excellent interpersonal skillsStrong customer orientationResilience and ability to work under pressureGood organizational, prioritization, and multi-tasking skillsAnalytical and problem-solving skillsHigh levels of confidentialityFocus on high data accuracy and attention to detailAbility to deal with customer complaints professionallyBasic leadership and coaching skillsTeamwork and collaborationSelf-drivenFlexibility to work in shiftsResults/target-orientedMulti-cultural awareness Roles and Responsibilities: In this role you are required to do analysis and solving of increasingly complex problems Your day to day interactions are with peers within Accenture You are likely to have some interaction with clients and/or Accenture management You will be given minimal instruction on daily work/tasks and a moderate level of instruction on new assignments Decisions that are made by you impact your own work and may impact the work of others In this role you would be an individual contributor and/or oversee a small work effort and/or team Please note that this role may require you to work in rotational shifts Qualification Any Graduation

Partner with business on workforce planning. Managing the recruitment & on boarding process. Implement/administer/interpret corporate policies/programs/procedures. Drive periodic review of Business strategic objectives through Balance score card. Drive the Performance Management & Talent Development agenda for the business. Partner with managers to retain, develop and motivate people to achieve their fullest. potential. Drive employee engagement initiatives for the business. Provide ongoing support to the leadership team on human resources related matters, policies, and procedures Work with line managers and employees to address all types of employee relations issues ensuring a balance in representing all parties- interests Provide compensation support including salary planning, approval of salary actions, promotions, and job re-levelling. BUMA, Key Leaders file management, increment letter and coordinate with the HRBPs. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required. Provides day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Develops contract terms for new hires, promotions, and transfers. Assists international employees with expatriate assignments and related HR matters. Provides guidance, input on business unit restructures, workforce & succession planning. Identifies training needs for business units and individual executive coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Performs other related duties as assigned Qualifications Masters degree in a Human Resources from a premier Business School At least 12 years of HR experience that includes at least 8 years as an HR Business Partner with complex and high growth organizations/ industries (preferably with a multinational company), multiple stakeholders (including matrix relationships). Working knowledge of multiple human resource disciplines, including compensationpractices, organizational diagnosis, employee and union relations, diversity, performancemanagement, and federal and state respective employment laws.MBA Fulltime degree with Specialization in Human Resource Management is preferred.Formulation of HR Strategies, gap analysis.Policies & procedure designing, evaluation and implementation.Performance & Competency Assessment management.Employee Lifecycle & Talent Management, Employee Engagement.Training needs analysis, facilitator, and coordinatorDispute/Grievance HandlingWell versed with Statutory Compliance and labour laws for India.Program & event Management Additional Information Good written and verbal communication skills Operational Excellence and demonstrated ability to deliver results in multiple challenging situations. Team-focused with the ability to achieve or exceed objectives while working collaboratively with other team members to achieve mutual success. Good at Presentations High leadership and supervisory skills Result oriented Problem solving Good at Retention

I. Deliver the HR support to the business to achieve the strategic objectives set out in the business goal sheet Support key HR processes across relevant business functions in collaboration with HRBPs for supporting achievement of business objectives II. Design and review the workforce plan for the talent pipeline requirements in line with the function or business strategy Deliver the talent needs of the business across regions to enhance top talent utilization and retention Identifying and developing the right talent to ensure talent availability & development across the business Planning & implementing the On Boarding practices to ensure effective orientation for new joinees III. Manage key business performance targets and their related talent implications with business leaders. Implement the performance management process along with the HRBPs as per the COE guidelines to ensure meritocracy and high performance culture in the organization. IV. Manage compliance and employee welfare to make the workplace environment conducive to work Ensuring that the HRBPs are well supported to deal with all employee welfare cases and best practices are followed to ensure adherence to processes. V. Implement Employee Engagement initiatives across regions to create an engaged workforce Plan & implement employee engagement activities across business functions Communicating with the employees to create a constant Employee Connect. VI. Support the L&D team to identify and drive L&D interventions in the relevant areas. Support the L&D roadmap to enhance employee capability Work along with business and help them identify the possible needs for intervention VII. Support any specific OD / change management initiatives ensuring that they provide a value adding service in all change management initiatives. Plan and implement change management initiatives in collaboration with the COEs and align the business with the objectives of the initiatives.

The Role We at Aliens are looking for an enthusiastic and dynamic L&D Specialist as part of our Human Resources Team with at least 1 to 4 years of experience in Learning and Development profile across industry. The incumbent will lead the ownership of the Learning and Development framework and all the L&D initiatives across the organisation. S/he will be required to collaborate with all the BU Heads/ Function Heads and other HR verticals to drive Learning and Development interventions at the organisational level. The incumbent would work in a high-paced team environment. S/he would be based out of Hyderabad and would report to the Human Resources Head. Key Responsibilities Conducting regular training need and skill gap analysis for all the employees Monitoring in a structured, rigorous and data-driven way, the development needs of the employees and develop individual development programs Conducting training need and gap analysis for the identified talent pool as part of succession planning strategy Designing the training programs as per the development needs by setting learning objectives and inculcate a motivated learning atmosphere Creating career & learning roadmaps role wise and showcasing movement across levels Ensuring the execution of competency driven training module for all roles and create an annual training calendar for the same Working closely with internal and external stakeholders to assess learner engagement Continuously upgrading training effectiveness by deploying various measuring tools Driving the development, communication and implementation of L&D initiatives Candidate Profile Specifically, the candidate should have: MBA/PGDM from Tier-1 B-school in HR or equivalent field Proven experience as L&D specialist for at least 1+ year across industry Professional experience of conducting training and skill gap analysis, designing, developing and implementing training interventions, evaluation of training programs Excellent interpersonal, communication skills and stakeholder management skills Keywords: Human Resources,Training Need Analysis,Gap Analysis,Succession Planning,Employee Development Programs,Leadership Development Programs,Learning & Development*

We're Hiring! Join us at Saint-Gobain India Pvt. Ltd., Harohalli, Bangalore as a Manager - HR, IR & Admin in a Manufacturing Unit. Be a key driver in executing HR strategy aligned with future business direction. Champion employee relations, union management & a culture of care, ownership & belonging. Lead engagement, CSR, talent management, capability building, training & development initiatives that create real impact. Ensure 100% manpower availability and statutory compliance with excellence. Drive the WCM PD pillar through capability building & skill gap mitigation. Collaborate with cross-functional teams to build a high-performance, people-centric plant. Play a pivotal role in fostering external stakeholder relations & internal harmony. Preferably MSW/MBA-HR with 1013 years in HR/IR/Admin in manufacturing. Kannada speaking is mandatory. If you are interested, please share your profile to kripa.kailar@saint-gobain.com Job post date: 29-May-2025

We are Hiring Certified SAP Success Factors Consultant (PMGM, Succession Planning & CDP) in Pune with 6+ yrs exp. Project-based role for 1 year on subcon/OTH model. Budget: 21 LPA.

As Area Visual Merchandiser - you are responsible for supporting sales & profit goals of your area by creating a plan to deliver great customer experience in line with the country. You ensure your stores have great visual teams by actively working in succession planning and talent development. Some key responsibilities of this role: Sales & Profi t : You inspire and motivate your teams to deliver excellent indirect customer service in their Stores through 100% implementation of the Commercial Handbook Together with SM/VM, you ensure your Store VM teams have visual routines in place, (sample picking, planning etc.), to create clear garment presentation and wearable buying suggestions throughout the Store. You ensure that there is a consistently high visual level in Stores that is both inspirational and commercially competitive as well as being in line with the global guidelines You ensure that the visual execution meets H&M s expectations with the use of the Customer Experience Tool and ensure that the local commercial plan is implemented and follow up all sales campaigns and activities according to H&M guidelines People & Teams: Together with the AHR you ensure Store Managers work with structured performance management for al VMs & VMMs in the stores Together with the AHR, you ensure all VMs and VMMs in your Area receive regular feedback on their performance and a clear development plan or action plan of improvements to be made You evaluate, develop and map the visual performance of the Store teams in the Area through feedback, coaching visits, training and workshops For complete role description please click here To be successful as Area Visual Merchandiser you should have extensive visual and commercial knowledge where you can impact the presentation levels for your stores and ensure your store looks inviting and inspiring. What you need to suc

At Infobip, we dream big. We value creativity, persistence, and innovation, passionately believing that it is through teamwork that we can all reach greater heights. Since 2006, we have been innovating at the edge of technological possibilities and are now shaping global communications of the future. Through 75+ offices on six continents, Infobip s platform is used by almost 80% of the population, making it the largest network of its kind and the only full-stack cloud communication platform globally. Join us on our mission to create life-changing interactions between humans and online services with new and unseen solutions. Job Title: Senior Human Resources Business Partner Location: Mumbai (Andheri East)/hybrid Reports To: Head of People, ASIA About the Role We are looking for a Senior HR Business Partner (Individual Contributor) who can hit the ground running in a fast-paced, high-growth environment. This is not a role for someone who s comfortable coasting we want someone who is strategic, action-oriented, and thrives under pressure . You ll be partnering with senior leaders to drive business performance through people strategy, ensuring that our culture, capabilities, and operating model evolve as fast as our business does. What You ll Do Partner with business leaders to shape and execute people strategies that drive organisational outcomes. Serve as a trusted advisor to leadership, providing counsel on organisational design, workforce planning, talent management, and change leadership. Act as a culture carrier , ensuring agile ways of working are embedded across teams. Lead complex people initiatives - from leadership development and succession planning to team performance and re-orgs. Use data and insight to challenge assumptions, identify trends, and drive evidence-based decisions. Collaborate with COEs (Talent Acquisition, L&D, Rewards, etc.) to deliver fit-for-purpose people solutions. Navigate ambiguity and competing priorities with focus and clarity. Build trust quickly, influence without authority, and hold your ground with senior stakeholders. What You Must Have Minimum 10 years of progressive HR experience, with at least including 3+ years in HRBP role. Post Graduate/ Master s in Human Resource Management. Proven experience in agile, matrixed, or fast-scaling environments (tech, digital, or start-up/scale-up a plus). Exceptional business acumen and the ability to connect people decisions to commercial impact. Strong EQ, influencing skills, and executive presence. Experience managing complexity org change, rapid growth, or cultural transformation. Comfort with data and people analytics; expert in Excel. A proactive, energetic mindset. You don t wait for things to happen you make them happen. Important If you have had 2 or more jobs with less than 2 years of experience, we will not be taking your candidature forward. This is a part of our internal hiring policy and cannot be negotiated. Infobip employees are people with diverse backgrounds, characteristics, and experiences that share the same passion and talent that helps us achieve our mission. Thats why Infobip is committed to creating a diverse workplace and is proud to be an equal-opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, religion, age, sex, sexual orientation, gender, gender identity, national origin, citizenship, disability, veteran status, or any other part of ones identity. #LI-SK1