730 Succession Planning Jobs - Page 26

Our mission in Human Resources (HR) function is to help Hitachi Energy stand out when it comes to our people - from leadership, performance and talent management to rewards and career opportunity. In all that we do, we seek to create competitive advantage by dedicating resources to attracting, developing, and retaining talented individuals who are customer-focused, collaborative, innovative and driven. As a core member of the BU-Service team in India, the HR Business Partner is accountable for the overall HR contribution and value-add to the business, translating business goals into HR priorities and ensuring effective implementation in partnership with our HR centers of expertise (COEs) and HR operations. The HRBP will partner with business leaders to: Support and drive the transformation and growth of our business, set and define HR focus areas, develop and drive talent outcomes, support business goals and initiatives by ensuring relevant people capabilities and organizational effectiveness, counsel and coach business leaders and implement solutions; you will contribute to building a positive workplace culture and driving organizational success. How do you make an impact: Accountable for the overall HR contribution and value-add to the business (BU SV), translating business goals into HR priorities and ensuring effective implementation in partnership with the required teams for the Business. Partner with Hub HR Business Partner for Service Business Unit to implement HR priorities in the organization in line with our business unit and people strategy, covering culture, people, and organization utilizing the existing HR solution portfolio or providing new solutions where appropriate; Advise and coach people managers with HR related strategic and operational matters to develop and implement people strategies. Liaison with stakeholders in hiring and employee development initiatives Support, advise and moderate organization and corporate culture as well as change management processes; contribute to the further organizational transformation related goals and initiatives by ensuring relevant people capabilities and organizational effectiveness in close collaboration with HR network. Execute all HR processes within area of responsibility, including workforce planning, succession planning, performance management, talent management, remuneration, workforce reduction, and other processes as applicable, performance of daily operational activities and local HR projects. Deliver day to day HR management contact / relationship for employees, including employee welfare, counselling, grievance redressal, disciplinary processes. Be proactive, independent with interpersonal skills yet business acumen and act with commitment and integrity. Establish internal and external network with the HR community to perform best practice sharing and benchmarking. Living core values of safety and integrity, which means taking responsibility for your own actions while caring for your colleagues, and the business, other duties and responsibilities as and when required. Your background: Overall, 7 to 10 years of experience in HR with a flair for business partnering. Graduate/ masters degree in human resources/ engineering or any similar education. Strong experience in a global organization with progressive human resources responsibility. Experience dealing with different stakeholder groups in a multinational enterprise. Strong stakeholder management with internal and external partners. Initiative paired with strong communication (verbal/written) and influencing skills. Ability to partner with senior managers, confidence in building high-level relationships and demonstrated ability to push back on senior level managers when appropriate. Self-confident and trustworthy personality with intercultural affinity. Attracting and retaining talent, capability and workforce planning, employee relations, people development, coaching, performance management Clear and critical thinker, translates strategies to actionable plans, aligns HR objectives to business needs, follows through to ensure completion. Result oriented and strategic mindset. Flexibility and strong team working / collaborating. More about us Hitachi Energy is a global technology leader with a combined heritage of almost 250 years, employing around 40000+ people in 90 countries. Headquartered in Switzerland, the business serves utility, industry and infrastructure customers across the value chain, and emerging areas like sustainable mobility, smart cities, energy storage and data centers. With a proven track record, global footprint and unparalleled installed base, Hitachi Energy balances social, environmental and economic values, and is committed to powering good for a sustainable energy future, with pioneering and digital technologies, as the partner of choice for enabling a stronger, smarter and greener grid. Bring your passion, bring your energy, and plug into a team that appreciates a simple truth: Diversity + Collaboration = Innovation www.hitachienergy.com Are you ready for an exciting new Opportunity? Does the above description sound like you? You are welcome to apply! .

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. #LI-SK1

JOB DESCRIPTION Level 7-I (Research Investigator or Senior Research Scientist) Job Location: Hyderabad/Bangalore Department: Synthetic Chemistry Role Requirements: Ph.D. degree with post-Doctoral research with excellent communication skills is preferred with minimum 0 to 2 years experience in CRO industry. The candidate should manage a team of 3 to 7 scientists and be capable of designing scheme, troubleshoot, problem solve independently and execute high-profile project(s). The person should be flexible working shifts as per the organizational policy. The candidate should be excellent in cross functional teamwork and in customer engagement. Strategic Responsibilities Safety: Commitment to safety (self, team, lab and the organization) always Ensuring ZERO safety incidents in the lab/organization Ensuring ZERO safety non-compliances at workplace. Reporting incidents (or near-misses) and learnings from those incidents to avoid recurrence Near miss reporting 1 per year per employee, Reduction in number of first aid injuries reported compared to previous FY, Review SOPs and checklists for completeness of information related to safety Quality: Ensure to comply with Syngene s quality standards and services (self and team) always ZERO data integrity incidents Adhere to the ALCOA+ principles in all data generated. Ensuring adherence to all Syngene policies related to data integrity by all team members. Maintain confidentiality Zero repeat audit observations, Zero major and critical observations in external audits, SOP s vs Practices: Review and implement necessary refinements for continuous training, testing, and tracking SOP compliance Deviations Delivery Responsible for Project Health Index: Project planning, Execution, Deliverables including tracking of KPIs for his/her team and Quality of services (internal/client metrics) Achieve per-quarter improvement in key FY25 KPIs, per OU per plan, 18-20 steps per FTE per month, 6 compounds/FTE/month, 70% targets TAT within 30 days for deliverables 0.1 g scale. Help the Group Leaders and Head of the department in managing the process of governance & tools for effective, transparent, and collaborative management of the projects. Engagement: Good in engaging the customers (weekly reports, experimental for completed final compounds etc). Zero flaw in presentations and report, real time and flawless communication 0% business attrition w.r.t scientific environment and work culture Support in implementing comprehensive client feedback collection and response platform in collaboration with PMO as service management piece. Demonstrate consistent, sustainable technical and operational improvements per RCA/CAPA process in Synthetic chemistry Excellent in team and cross-functional engagement Cost: Manage lifecycle of various lab infrastructure, instruments. Ensure optimum resource utilization and cost efficiencyManage FH to chemist ratio. Maintain above 50 % of Scientist-1 in the team and around 25 % of Scientist-2 employees. Compliance: Adhere to the ALCOA+ principles in all the experiments and data generated. Ensuring adherence to Syngene policies related to data integrity by all team members. ALCOA+ deviations Gemba walk compliance at 100%, Timesheet compliance at 100% Confidentiality compliance Ensuring all assigned mandatory training related to data integrity, health, and safety measures are completed on time by all team members. People: Leadership Next and Succession planning for critical roles - Reduce critical talent attrition by Build competencies and skills that are required to achieve current and future business needs. Technical/functional Skills: The candidate should have excellent knowledge of modern synthetic methodology including asymmetric synthesis, heterocyclic chemistry, catalysis and the reaction mechanism is expected. Should be expert in synthetic problem solving/troubleshooting skills. Excellent communication skills including face to face and virtual interactions with team and clients. Must have exceptional Presentation skills. The candidate should maintain an accurate scientific notebook, draft concise written reports for publications. Managerial Skills: Expertise in handling multiple collaborations. Demonstrated in handling a team size of 3 to 7 FTEs Worked effectively with interdisciplinary teams. Efficient Lab management skills The Leader must demonstrate the essential qualities of People Management. Giving & receiving performance-enhancing feedback Setting clear performance expectations Conducting challenging performance conversations Coaching individuals toward improved performance Delegating tasks Creating accountability Lead the change

About Great Britain - Placing and Billing Great Britain - Placing and Billing, a line of business within the Corporate Risk and Broking segments operates to deliver the best client outcomes by fully integrating and mobilising Willis Towers Watson s relationships with insurers and providing specialist expertise throughout the client experience. Our services include: Issuing Renewals Program Development and Marketing Proposing and Documentation Ongoing Client Service Billing Principal Duties/Responsibilities Strategy Contribute to the creation of the short and long-term Business Unit (BU) strategy in collaboration with relevant stakeholders and execute agreed strategies Contribute to the development of their respective business units client service proposition and service delivery strategy Operations Management/Operational Effectiveness Ensure operational activities are delivered per the agreed service level agreement Manage workflow, handle escalations, proactively engage resources to address issues and effectively delegate workload across the leadership team Deliver and contribute assigned operational programs, projects and/or services which are of significance to the BU Align with the Simplify, Grow, Transform organizational strategy to deliver continual improvement in areas such as risk, compliance, quality, and productivity. Build and foster high quality relationships with internal / external stakeholders Proactive approach to identifying stakeholder needs, as well as discussing, developing, and delivering potential solutions Ensure team adheres to compliance / statutory requirements and operates within the guidelines of internal & external regulators Collaborate with other teams to improve client satisfaction Proactive review of process risks and ensure adequate controls are in place People Management/ Development Develops effective succession planning for oneself and all critical roles within the team Develops line managers through coaching and teambuilding while serving as an escalation point for operational issues and complaints Work with Human Resources to manage talent recruitment, development and retention requirements for the business unit Conduct periodic and annual performance reviews for all direct reports Build and develop inclusive & diverse teams Top Competencies Focusing on Clients Working in Teams Driving Excellence Fostering Innovation Influencing Stakeholders Developing Talent Adapting to Change Required Skills, Knowledge, Experience Qualification: Any Graduate or Postgraduate Knowledge/Experience: Proven track record of providing excellent levels of client service across varied processes & stakeholders Knowledge and experience in organizational effectiveness and operations management, including the implementation of best practices Preferably experienced in conducting transitions / knowledge transfer activities Broad operations expertise which encompasses coordinating with diverse logistical functions such as Operations, IT, Compliance, and Enterprise Risk Management Technology proficient with prior experience in RPA/NON-RPA automation, Process/Solution design & business development/transformation preferred Critical thought process, analytical & strategic skills Demonstrated leadership and vision in managing teams and major projects or initiatives Excellent interpersonal skills and a collaborative management style Qualifications Graduate

Roles and Responsibilities Develop and implement effective Talent & Development strategies to drive business outcomes. Design and deliver training programs for various levels of employees, including leadership development initiatives. Manage performance management processes, ensuring fair treatment of employees and promoting high-performance culture. Foster strong relationships with stakeholders through talent engagement activities, succession planning, and learning management systems. Analyze metrics to measure program effectiveness and make data-driven decisions to improve employee development outcomes.

Description We are seeking a Senior Manager HR & Talent Acquisition to lead our HR initiatives and talent acquisition strategies in the FMCG sector. The ideal candidate will have a strong background in HR management, exceptional leadership skills, and a proven track record of recruiting and retaining top talent. Responsibilities Develop and implement HR strategies aligned with business objectives in the FMCG sector. Lead the talent acquisition process to ensure the recruitment of high-quality candidates across various levels. Manage and mentor the HR team to enhance their skills and performance. Oversee employee onboarding, training, and development programs to improve retention rates. Design and implement performance management systems to evaluate employee performance effectively. Ensure compliance with labor laws and regulations in HR practices and policies. Analyze HR metrics to inform decision-making and improve workforce planning. Facilitate employee engagement initiatives to foster a positive work culture. Skills and Qualifications 9-12 years of experience in HR and talent acquisition, preferably in the FMCG industry. Strong understanding of recruitment processes and techniques. Experience with HR software and applicant tracking systems (ATS). Excellent communication and interpersonal skills. Proficient in data analysis and HR metrics interpretation. Strong leadership and team management abilities. Knowledge of labor laws and compliance issues in India. Ability to develop and implement HR policies and procedures.

The Manager - Human Resources is a strategic and operational leader responsible for developing and executing HR strategies that support the organizations overall mission and business objectives. This role encompasses all core HR functions, including talent acquisition, performance management, learning and development, compensation and benefits, employee engagement, compliance, and HR operations. The incumbent will serve as a trusted advisor to the leadership team and a culture champion, driving team development, collaboration, and cross-functional effectiveness within the HR department. A critical component of the role involves continuously improving systems, structures, and processes to enhance productivity and organizational efficiency. 1. Strategic Leadership: Develop and implement HR strategies aligned with the company s mission, vision, and long-term business goals. Partner with senior leadership to assess workforce needs and design talent strategies that drive organizational performance and growth. Lead organizational design, transformation, and change management initiatives. Improve systems, structures, and processes to drive operational efficiency and productivity. 6. Talent Acquisition and Workforce Planning: Oversee a comprehensive talent acquisition strategy including employer branding, sourcing, selection, and onboarding processes. Lead workforce planning and forecasting to ensure appropriate staffing across all business units. Performance Management and Employee Development Establish and sustain a high-performance culture through robust performance management systems and leadership enablement. Design and manage learning and development programs, succession planning, and leadership training. Ensure individual development plans support both employee career growth and business priorities. Facilitate team development and foster collaboration within the HR department and across functions. 14. Compensation and Benefits: Develop, implement, and monitor competitive and equitable compensation structures and benefit programs. Conduct market benchmarking and internal audits to ensure fairness and compliance in compensation practices. 17. Employee Engagement and Culture: Cultivate a culture of inclusion, collaboration, accountability, and continuous improvement. Lead employee engagement surveys and translate insights into actionable improvement plans. Champion Diversity, Equity, and Inclusion (DEI) initiatives across the organization. 21. Compliance and Risk Management: Ensure HR policies, practices, and documentation comply with local, state, and national employment laws. Manage employee relations, including investigations, dispute resolution, and disciplinary actions with consistency and fairness. Reduce organizational risk through proactive compliance and audit practices. 25. HR Operations and Technology: Drive excellence in HR operations by implementing scalable, efficient processes and leveraging data analytics for informed decision-making. Oversee HR systems (e.g., HRIS) and reporting dashboards to support strategic HR initiatives. Qualifications Bachelor s degree in Human Resources, Business Administration, Psychology or related field (Master s or MBA preferred) Professional HR certification (e.g., SHRM-SCP, SPHR) is a plus. Minimum of 15 years of progressive experience in HR leadership roles with a strong track record of strategy execution and team management. Strong leadership and team-building capabilities. Excellent interpersonal, communication, and negotiation skills. Strategic thinker with analytical and problem-solving acumen. High emotional intelligence, ethical judgment, and integrity. In-depth knowledge of employment law, performance management, organizational development, compensation, and employee relations. Ability to foster collaboration and effectiveness within the HR team and across departments. Employee engagement and retention rates Time-to-fill and quality-of-hire metrics Leadership pipeline strength and readiness Efficiency improvements in HR processes and system automation Achievement of diversity and inclusion goals Compliance audit scores and risk mitigation outcomes Effectiveness of cross-functional collaboration and HR team development Job Human Resources Primary Location India-Maharashtra-Mumbai Schedule: Full-time Travel: No Req ID: 251518

Why Join Us? This is a unique opportunity to lead recruitment initiatives at a global level and contribute directly to the success of a rapidly growing organization. At NIBAV and Elite Elevators, youll thrive in an environment that fosters collaboration, innovation, and excellence. What You’ll Do Organizational HR Strategy and Design: Develop and implement a comprehensive HR strategy that aligns with business objectives, driving growth and operational excellence. HR Planning and Budgeting: Lead HR planning, including workforce forecasting and resource optimization, while managing HR budgets to ensure cost-effectiveness and alignment with organizational goals. Talent Acquisition and Management: Formulate and execute talent acquisition strategies to attract top talent, and develop effective succession plans and leadership development programs. HR Analytics and Cost Optimization: Leverage HR analytics to make data-driven decisions on workforce planning, performance management, and HR cost optimization. Policy Formulation and Implementation: Design and implement HR policies that ensure compliance, foster consistency, and enhance the employee experience across all touchpoints. Process Re-Engineering and Change Management: Spearhead efforts to streamline HR processes and lead change management initiatives, ensuring smooth transitions and organizational agility. Cultural Transformation and Employee Engagement: Lead initiatives to drive cultural transformation and employee engagement, creating a high-performance and inclusive workplace. Performance Management and Compensation: Oversee the development and implementation of performance management systems and compensation structures that align with business goals and attract top-tier talent Payroll Management and HR Systems: Ensure efficient payroll operations and manage the implementation and optimization of HRMS solutions for better operational efficiency. HR Audits and Compliance: Conduct HR audits to ensure adherence to statutory and regulatory requirements and manage HR compliance across the organization. Employee Life Cycle Management: Oversee all aspects of the employee lifecycle, from onboarding to offboarding, ensuring a seamless and positive experience at every stage. Training and Development: Lead organizational development initiatives and training programs to enhance employee skills, foster leadership capabilities, and support continuous learning. Succession Planning: Build a robust succession pipeline to ensure leadership continuity and long-term organizational success. Employee Relations and Grievance Handling: Manage employee relations and grievance handling to maintain a harmonious and productive work environment. Organizational Development: Drive high-impact projects like competency mapping, KRA/KPI development, and organizational structuring to enhance operational efficiency and effectiveness What You’ll Bring 20+ Years of HR Leadership: Proven experience in shaping HR strategies that align with business goals and drive growth. Strategic Vision: Expertise in aligning HR objectives with business needs to enhance workforce performance. HR Analytics Expertise: Strong ability to use data-driven insights for informed decision-making. Talent Management: Skilled in talent acquisition, development, and succession planning. Process Innovation: Experience in streamlining HR processes to drive operational efficiency. Global HR Knowledge: Familiar with managing HR operations across diverse markets and compliance standards. Stakeholder Engagement: Strong communication and relationship-building skills with leaders and employees. What Sets You Apart Hands-On Leadership: A strategic thinker who excels at executing HR strategies with measurable impact. Innovative Approach: Continuously introducing fresh HR practices to enhance the employee experience. Employee-Centric Focus: Ensuring every touchpoint of the employee lifecycle is aligned with organizational success. Global & Local Expertise: Navigates global HR challenges while tailoring solutions to local needs. Transformational Leadership: Skilled in leading cultural and organizational change. People-Oriented: Builds meaningful relationships and inspires trust across all levels. Join Us on Our Mission! If you’re ready to take charge of recruitment operations, drive strategic hiring decisions, and lead a high-performing team, we want to hear from you! Join NIBAV Lifts and Elite Elevators to shape the future of recruitment and contribute to our mission of delivering innovative mobility solutions with excellence. Our Culture We wear suits. We commit with integrity. We speak with respect. We hustle with pride. We don’t compete — we dominate E: vafia.m@nibavlifts.com

Optum is a global organization that delivers care, aided by technology to help millions of people live healthier lives. The work you do with our team will directly improve health outcomes by connecting people with the care, pharmacy benefits, data and resources they need to feel their best. Here, you will find a culture guided by diversity and inclusion, talented peers, comprehensive benefits and career development opportunities. Come make an impact on the communities we serve as you help us advance health equity on a global scale. Join us to start Caring. Connecting. Growing together. Primary Responsibilities Invoice Validation & Processing Review & Validate incoming vendor invoices to ensure they are correct, complete & match the contractual terms Ensure all terms of the contracts including pricing, delivery, and service conditions are met before raising the payments Process & enter vendor invoices into the payment system in a timely manner, ensuring compliance with payment schedules as laid down Contract Review & Compliance Review Vendor Contracts to ensure that all terms including payment schedules, milestones and SLA's are adhered to Monitor contract performance Discrepancy Resolution Investigate and resolve discrepancies between vendor invoices and Purchase Orders, contracts or receipts Communicate with vendors, procurement teams , internal teams to clarify issues or address disputes Ensure timely resolution of any invoicing or payment errors Payment Scheduling & Processing Schedule the payments & follow payment cycle Ensure accurate payments & within given time frame Reconcile Payments Reporting and Documentation Maintain accurate records of all invoices, payments & contract terms for audit & compliance purposes Provide regular reports to management on outstanding payments, trends & vendor performance Internal Collaboration Work closely with procurement team, finance ,legal team to ensure process is fully aligned with company policies & financial regulations Process Improvement Suggest & implement improvements to enhance workflow to mitigate risks & errors Identify opportunities for improving efficiency in process Comply with the terms and conditions of the employment contract, company policies and procedures, and any and all directives (such as, but not limited to, transfer and/or re-assignment to different work locations, change in teams and/or work shifts, policies in regards to flexibility of work benefits and/or work environment, alternative work arrangements, and other decisions that may arise due to the changing business environment). The Company may adopt, vary or rescind these policies and directives in its absolute discretion and without any limitation (implied or otherwise) on its ability to do so Required Qualifications Graduate from a recognized University Experience or knowledge in Relationship Management Proficient in accounts, & data handling

Objective: As an HR Business Partner (HRBP), you will work closely with business leaders to align HR strategies with overall business objectives. You will play a key role in influencing and advising leadership teams on HR practices, talent management, employee relations, organizational development, and more. You will act as a trusted advisor and partner to the business, ensuring HR initiatives drive performance, engagement, and retention. Key Responsibilities: Strategic HR Support: - Partner with leadership teams to understand business objectives, challenges, and opportunities, and proactively design HR strategies to meet those needs. - Align HR practices with business goals, ensuring that talent management, organizational development, and employee engagement initiatives contribute to the overall success of the organization. - Provide guidance on workforce planning, organizational design, and talent acquisition strategies to support business growth and scalability. - Contribute to the development of long-term strategies to drive employee engagement, retention, and performance. Employee Relations & Engagement: - Act as a point of contact for managers and employees, providing coaching, guidance, and support on employee relations matters. - Address and resolve employee concerns, mediate conflicts, and handle sensitive employee situations in a fair and equitable manner. - Drive initiatives to improve employee satisfaction, morale, and overall engagement across teams. - Foster a positive workplace culture that aligns with the company's values and mission. Talent Management & Development: - Support leadership in identifying talent gaps and development needs within teams and departments. - Work with managers to assess individual and team performance, identify training needs, and create development plans for employees. - Facilitate succession planning and talent development programs to ensure a strong pipeline of future leaders. - Advise on career development and performance management processes to ensure alignment with business goals. Performance Management: - Provide guidance and support in the implementation of performance management processes, including goal setting, feedback, and performance appraisals. - Collaborate with leadership to identify underperforming areas and design corrective action plans or development opportunities to improve team and individual performance. - Ensure performance management processes are aligned with business objectives and foster a culture of continuous improvement. Change Management & Organizational Development: - Support and manage change management initiatives by helping leadership navigate transitions, restructuring, and other organizational changes. - Advise on organizational development strategies, including team dynamics, leadership development, and aligning structure with business strategy. - Lead or support initiatives that foster a high-performance culture, improve communication across teams, and build organizational capabilities. HR Analytics & Reporting: - Use HR data and analytics to provide insights and recommendations to business leaders on talent trends, employee performance, engagement, and retention. - Track key HR metrics and provide regular reports to management to support decision-making and identify areas for improvement. - Assist in the design of employee surveys, gather feedback, and analyze data to identify organizational needs and opportunities for growth. Compliance & HR Policies: - Ensure that all HR practices comply with local, state, and federal labor laws, as well as company policies and procedures. - Advise managers and employees on policies related to employment, compensation, benefits, and other HR-related matters. - Stay updated on HR best practices, trends, and legal developments to ensure compliance and mitigate risks. Qualifications: Experience: - 5-7 years of experience as an HR Business Partner, HR Generalist, or in a similar role, with a proven track record of partnering with leadership to drive organizational effectiveness. - Experience in talent management, employee relations, performance management, and organizational development. - Strong knowledge of HR principles, practices, and labor laws, with the ability to apply them strategically'

People Success Partner (HRBP) Associate Director (AD) We seek a strategic, results-oriented HR leader to join Zinnovs vibrant operations as an Associate Director, People Success Partner. This influential role oversees the full spectrum of HR strategy and execution for our 1000+ strong business process operations center. The successful candidate will independently drive impactful people initiatives that accelerate talent development, foster an outstanding culture, and position the center for continuous growth and operational excellence. Responsibilities Strategic HR Leadership Lead the integration of HR strategies with business operations to optimize talent management, enhance operational efficiency, and proactively scale for growth. Serve as a trusted advisor to senior leaders, aligning talent strategy with business objectives. People Experience and Culture Continuously monitor employee sentiment using innovative methods (pulse surveys, HealthCheck, exit interviews), proactively addressing areas of improvement. Design and implement powerful employee engagement initiatives that reinforce a collaborative and high-performance culture. Provide strategic counsel to leadership on engagement best practices, recognition frameworks, and culture reinforcement activities. Talent Optimization & Analytics Leverage advanced HR analytics to inform workforce planning and talent management decisions, driving strategic outcomes such as reduced attrition, improved employee productivity, and increased employee satisfaction. Develop and communicate insightful HR metrics dashboards that inform executive decisions and enhance operational performance. Performance Excellence & Learning Development Partner closely with leadership to implement high-impact performance management systems, fostering a culture of continuous feedback and professional growth. Champion comprehensive talent assessments and targeted learning interventions to address skill gaps and elevate performance across the center. Compensation & Benefits Strategy Support strategic compensation reviews, utilizing external benchmarks and internal analytics to ensure competitive pay structures that attract and retain top talent. Lead initiatives that link rewards clearly to performance and organizational impact. Employee Relations & Compliance Expertly handle complex employee relations issues with discretion and effectiveness, safeguarding the culture and integrity of the organization. Maintain a deep understanding of HR compliance requirements, proactively ensuring organizational adherence and risk management. Candidate Profile Strategic Influence: Demonstrated success influencing senior stakeholders and driving strategic HR initiatives in large, complex organizations. Operational Excellence: Proven track record managing HR in dynamic, high-volume service delivery centers, balancing strategic initiatives with operational demands. Analytical Excellence: Exceptional ability to translate complex HR data into actionable insights for decision-making. Culture Catalyst: Passionate advocate for employee engagement and culture, experienced in implementing creative programs that reinforce organizational values and high performance. Change Leadership: Experienced change management professional adept at guiding organizations through transformation, growth, and evolving business environments.

Role & responsibilities To manage end-to-end Leadership Development within the organization: Is expected to independently and strategically do: Diagnostics and Analysis Engaging with key stakeholders / senior management within the organization and conducting OD Consulting sessions with them to obtain diagnostic data and analyze the immediate areas of development of the Leadership team Using these findings to design a Leadership Development Strategy that caters to the Senior Leadership within the Organization and contributes to building and enhancing Leadership capabilities Initiating and conducting Individual SWOTs and IDPs for each BU Head, SVP and VP across all verticals and skill sets to facilitate their development and maturity as leaders Identifying critical leadership talent and their development needs Development of Strategy Formulating a robust Leadership Development Strategy, to include a bouquet of Leadership Programmes to enhance Leadership Competencies, that focuses on both long-term and immediate need Focusing on customized, role-based and skill development interventions for the Leadership within the organization Constantly seeking opportunities to garner best practices from different organizations and interact with experts from the industry for the same Identifying forums and vendors, and liaising with them to cater to development needs within the organization Collaborating closely with OD team, HR department / vertical function heads, and individual team members to ensure alignment and integration of strategies, projects and programs for successful implementation and results Implementation & MOS Facilitating effective leadership development interventions to maximize leadership effectiveness Partnering with department Heads/ Managers on the implementation & facilitation of the planned OD & team development interventions Conducting team interventions to facilitate effective cross functional working at a leadership level Engaging with the senior leadership and providing ongoing formal and informal feedback on Leadership effectiveness within the organization Measuring the effectiveness and the impact of various interventions executed at the Senior Leadership level through feedback and experience from previous interventions Ensuring appropriate steps to improve effectiveness and efficiency of the interventions in building Leadership capabilities II. To manage and drive Talent Management & Development within the organization: Partnering with management within the organization to gain a commitment from them to initiate Talent management and development programmes Creating a systematic process/ programme to identify top talent at various levels within the organization by closely working with the Heads in each vertical/ skill set and understanding the performance trends in accordance with the business plan Identifying critical roles at various levels, creating a talent pool within the organization so as to create more support for a diverse workforce and avoid redundancy of these critical roles Developing talent needs for these identified critical roles so as to create more opportunities for high potential Working with key stakeholders to create a development plan for each identified employee Initiating Succession Planning Linking the top talent management programme to a Succession Planning programme to create a strong second line for key positions at the Senior Management levels and other levels in the organization Developing a robust succession planning programme to enhance these roles to the next level III Building Organisational Culture: Internalising and institutionalizing culture by embedding values in various stages of the employee life cycle. IV Development Centers: Developing DCs , BARS , Competency matrix , certified assessor Iv To manage & drive Performance Management & Improvement: Self & team Conducting regular/ periodic one-to-one conversations with direct reportees to have discussions on their progress on individual/ team projects, discuss any challenges and concerns & create game plans on how to achieve set targets Taking concrete steps to course correct through best practice sharing within the team Making recommendations cross functionally for improving ways of working & suggestions for process improvements while working on projects and interventions Managing own personal growth and development continually by keeping self updated with current process/business knowledge and working with Reporting Manager for personal development Organization Developing & implementing OD interventions for enhancing the effectiveness of employee performance in achieving the goals and objectives of the individual and organization Reviewing the current performance management systems in the organization, checking for effectiveness and proposing for change and improvement to make it efficient to suit the business objectives and company plan KNOWLEDGE, SKILLS & COMPETENCIES REQUIRED Functional Skills and Competencies: Knowledge & experience of OD processes & practices Is expected to have: Thorough knowledge & experience of various interventions done from an OD perspective and for developing Leadership Capability, OD as a function and how it impacts the performance and development of other functions to be able to understand stakeholder/ business requirements and deliver the relevant and right solutions for the same or provide support Knowledge and experience of Project Management, Transformational Change, Leadership Approaches, and Business Process Re-engineering to be able to approach stakeholders for their requirements and needs in alignment with business strategies Affiliation with various professional forums within the industry to provide opportunities for interaction and best practice sharing Prior experience in Talent management / Learning & Development / OD, experience in people development & coaching as an HR Business Partner Competency Mapping Job Analysis, job descriptions & Behavioural /Leadership competency framework for the delivery organisation, enabling fictions and the sales organisation. Embeddeding them in various stages of the Employee Life cycle Training, PMS, IJP & Hiring Coaching Ability to coach DRs through their challenges & issues to continuously enhance performance & behaviours on delivery of tasks Ability to coach peers and seniors, and providing coaching to stakeholders to discover possibilities/ solutions to their business problems/ glitches Analytical Thinking & Decision Making Skills Knowledge and experience of conducting gap analysis and training needs analysis to be able to meet stakeholder needs and requirements and be able to provide solutions and suggestions for needs and problems. Ability to establish facts and develop conclusions and recommendations following detailed assessment and analysis obtained from Diagnostics done for various development projects within the organization from an OD perspective Ability to make, communicate and deploy decisions related to people and processes and to control, monitor and evaluate the effectiveness of the decisions implemented Ability to make tough and rational decisions while dealing with various business needs of stakeholders, even under stress Conceptualizing Ability to conceptualize on interventions relevant to providing solutions to stakeholders and the leadership within the organization Ability to analyze and form strategies on developing processes, creating and designing interventions to manage and enhance Leadership capability and Talent Management within the organization Provide creativity and innovation in OD work; take risks within context of overall strategy to initiate change and improvement Content Designing & Development Knowledge and experience of content designing for a variety of interventions related to people development and in turn contributing to organization culture and effectiveness Ability to design modular content through a variety of mediums and customize content framework and delivery to suit the stakeholder requirements and ensure favourable learning transfer environment and to enable ongoing learning Knowledge and experience of identifying and setting measures to gauge effectiveness of interventions implemented and delivered Knowledge and experience of levels of evaluating performance through training and interventions Facilitation skills Demonstrate experienced ability to facilitate interventions for mid to senior levels within the organization through Instruction Design and Training Delivery skills Presentation skills to be able to present data and project plan effectively to business/ key stakeholders as well present content delivery in an effective manner Ability to make impactful presentations and influence opinions across the organisation Ability to facilitate interventions for senior levels within the organisation Customer Centricity: (core) Customer orientation is a key competency required for this role. Consistently place a high value on customers (internal and external) and all issues and factors that relate to customer experience/ stakeholder expectations and needs Ensure delivery of all promises and commitments made to the customers/ stakeholders Required to maintain high confidentiality with sensitive information and data and display integrity People Management Performance management Conduct effective and meaningful performance conversations with DRs with equity and emphasis on behaviours Good understanding and direct experience of best practice in people management, including performance management Ability to provide feedback in constructive, firm and outcome focussed manner Influencing & Negotiating Skills Ability to have discussions with stakeholders and team members on discussing realistic timeliness for project delivery and implementation of various interventions by getting an appropriate buy-in Experience with a variety of vendors and an ability to engage and manage vendor relationships Client Relationship Management and Consulting Skills to be able to have a consultative approach to stakeholder needs and requirements Influencing and communication skills, internal marketing and demonstrable capability in relationship building at all levels Preferred candidate profile Education Graduation required Post Graduate Qualification in HR or related field required Experience Minimum of 8 years' experience in an OD or related (People and Leadership Development and Talent Management) field Experience in conducting Assessment /Development Centres. Certification preferred. Good experience and certification in Project Management preferred Certification on a variety of psychometric tools (preferred)- MBTI. DISC. Hogan Experience in creating & executing Culture Journeys . Certification preferred.(LSI/GSI/OCI) Coaching certification (ICF/CFI)

In this role you will be preparing the organization for the future operationalizing strategic plans for implementation. Directly influencing divisional strategy, shaping NVS PO strategy and championing the PO agenda. Key responsibilities: Work closely with the PO Head India and innovative medicines international (commercial) business leadership team in the development and implementation of the Business plan, highlighting potential PO-related business opportunities or weaknesses. Translate the business roadmap into PO strategic and operational plans for their Business, monitor compliance and initiate corrective measures in case of deviations. Be an active key member of the functional leadership team (appropriate to client level), and proactively establish positive relationships with the client group as we'll as the PO community to understand their needs and requirements and challenges. Partnering with larger PO organization to expand footprint in India, talent development and capability building. Be responsible, with Business Partners, for ensuring that the implementation of a cohesive, PO strategy is in line with the overall business strategy. Ensure Business Partners set and achieve regularly updated performance goals based on business priorities. Drive Talent Strategy for hiring the right talent, promoting Rewards and Recognition programs and ensuring the right CB Strategy, etc Ensures global input to the annual performance management process and a consistent approach to performance management with a focus on development, drives quality standards for the process, and focused management of poor performers. Coaches senior line managers in driving the talent agenda across businesses. Succession Planning; creates a second level of leaders through career planning, and cross-training assignments; works functions to implement clear succession plans for all key roles. Organizational Development: Drive change/ transition management and coaches senior line management through organizational change initiatives. Fosters open communication to build identity in the function. Seeks and encourages new perspectives and ideas to stimulate innovation and change. Ensure adoption and adherence to NVS PO practices and policies, assuring that these are transparent to the Unit Head. Define PO critical metrics against the business plan and drive actions to ensure achievement. Builds and leads a high performing PO team, respected for their technical expertise and business acumen Coach/drive senior leadership team on key PO processes, eg, Performance Management, OTR, and succession planning and talent management for pre-defined population, in close cooperation with the respective TM expert. Drive cultural change and foster diversity and inclusion within the Unit. Essential Requirement: 12 to 15 years experience, with at least 3+ years leading mid-size businesses. Generalist exposure across the full array of PO elements including organizational design, talent acquisition, retention strategies and succession planning, performance management systems, employee relations and Labor relations, compensation and benefits and other reward mechanisms. A mix of experience across multinational/global corporations with a complex matrix environment. Graduate degree in business or management; MBA or equivalent with Human Resources Specialization. Desirable Requirements: Ability to work in matrixed environment Effective Decision Making Ability to partner with /coach /mentoring senior leaders Strong project management and critical thinking skills with thorough attention to detail Pioneer Change Strategic and expertise in PO Should have created and executed programs with transformative value Team player Strong written verbal communication

The role will report to HR Director, Global Capability Centre India, to support HRBP activity flexibly across all Global Function Business units, as a trusted partner to our HRBLs the business to drive business change, impact in talent, leadership, culture and capability. The role is agile with soft HRBL alignment and flexibility to support peaks in demand, projects or initiatives and will work with HRBPs T1 teams of our hub locations to deliver business activities. Key Responsibilities include, but are not limited to: HR Business Partnering: working with HRBL coaching business on HR delivery that contribute to the Innovation, Performance and Trust culture pillars for our Global Function businesses. Coaching: Coach and develop line managers in HR policies, process and ways of working, ensuring leaders are accountable for employee experience and delivering against key moments that matter. Employee Lifecycle activities: Support senior leaders in key employee lifecycle processes like hiring, international moves, performance and development and annual activities. Complex Query Resolution: Develop pragmatic solutions to complex, escalated business queries by interpreting local legislation, HR policies, and processes. Data and Analytics: Utilize digital, data, and analytics tools to gain insights, inform people strategy execution, and drive leadership and organizational effectiveness. Organisational Restructuring: Partner with HRBL Transformation Lead/HRBP to support coaching of business to implement organisation design implement change. Cultural Initiatives: support HRBLs to deliver cultural initiatives to enhance leadership and people management capabilities, enabling high-performing teams . Talent Management: Support HRBLs with best-in-class talent management and succession planning to build a high-quality, diverse talent pipeline. ER: coaching business to successfully resolve ER issues and identify and mitigate potential risk OneHR: bring the new HR model to life with a patient first mindset, being disciplined to minimum customisation and coaching business to ensure work is delivered at the right level. Qualifications experience bachelors degree in HR or business and 8+ years working in relevant HR business partnering related role. HR Partnering: Experience working with multiple global local stakeholders within the business and in HR to deliver the HR agenda within their remit and aligning to the business strategy and its needs. Complex Organization Experience: Experience working in a highly complex organization within a matrixed structure, leveraging influence within a complex network of stakeholders. Functional expertise: A good understanding of various HR processes eg Recruitment, Performance Management, Talent Management, relevant labour laws and compliance needs. Business Transformation: Experience of planning delivery of global transformational, cultural and organizational change projects, based on a solid understanding of the global UK consultation landscape and processes. Influence and Standards: Experience in influencing OneHR to raise standards and continuously improve the collective profile of HR and to encourage the business to effective utilise our HR Model Data analytics : Experience of leveraging data to draw insights and recommend actions. Strong Communication, influencing and stakeholder management skills

About the position: The Fixed Equipment Engineering Lead is a team member of the Reliability and Integrity organization within the Chevron ENGINE Center. This role is a supervisor position responsible for fixed equipment engineering, inspection support, and asset strategy development which includes remote support of operations, projects, and designs engineering within Chevron s Refining and LNG facilities. Key responsibilities: Delivering the daily work direction, coordination and guidance for all Fixed Equipment Engineering Team personnel Provides mentoring and development for team members. Assure the safe and reliable operating condition of complex facilities fixed equipment. Oversea and assist with the development, maintenance and implementation of Fixed Equipment Asset Strategies. Supports site maintenance in all areas of Fixed Equipment e.g. valves, heat exchangers & piping systems Ensures a comprehensive Risk Based Inspection (RBI) program is implemented and maintained Monitors data management and record keeping to support the RBI program, including second level review of inspection results, RBI updates and repair Establish and report company level Fixed Equipment Integrity metrics, facilitate agreement on targets and set up systems for measuring. Provides technical and advisory support to Operations with respect to equipment condition, risk assessment and repair strategies. Provides fixed equipment support for all plant maintenance activities, including turnaround/shutdowns, routine maintenance and small projects. Support encompasses planning/forecasting resources, technical job planning, oversight of execution and QA/QC and follow up reporting and documentation. Participate in hiring and organizational design as required. Support succession planning discussions with leadership teams for the ENGINE turnaround organization. Required Qualifications: Minimum of 3 years relevant experience providing fixed equipment integrity support in a complex oil and gas operating environment. Experience in a leadership position. Must have a Mechanical or Materials Engineering degree, or similar, from an appropriate certified university Demonstrated leadership or supervisory experience is highly regarded Preferred Qualifications: 10+ years relevant experience providing fixed equipment integrity support in a complex oil and gas operating environment. Risk based inspection experience, on-stream-inspection experience and/or turnaround inspection experience is highly desirable. Familiarity in supporting Fixed Equipment teams within the Refining or LNG industry is desirable. Knowledge of established regulatory requirements and Chevrons internal standards, guidelines, and instructions will be highly regarded Chevron ENGINE supports global operations, supporting business requirements across the world. Accordingly, the work hours for employees will be aligned to support business requirements. The standard work week will be Monday to Friday. Working hours are 8:00am to 5:00pm or 1.30pm to 10.30pm.

Max Life Insurance Company Limited is looking for Deputy Manager to join our dynamic team and embark on a rewarding career journey 1 Assisting the Manager in planning, directing, and coordinating the activities of the team or department 2 Managing and supervising employees, including training, performance management, and career development 3 Ensuring compliance with company policies, procedures, and regulations 4 Assisting with budget preparation, tracking, and management

Max Life Insurance Company Limited is looking for Deputy Manager to join our dynamic team and embark on a rewarding career journey 1 Assisting the Manager in planning, directing, and coordinating the activities of the team or department 2 Managing and supervising employees, including training, performance management, and career development 3 Ensuring compliance with company policies, procedures, and regulations 4 Assisting with budget preparation, tracking, and management

Max Life Insurance Company Limited is looking for Deputy Manager to join our dynamic team and embark on a rewarding career journey 1 Assisting the Manager in planning, directing, and coordinating the activities of the team or department 2 Managing and supervising employees, including training, performance management, and career development 3 Ensuring compliance with company policies, procedures, and regulations 4 Assisting with budget preparation, tracking, and management

Max Life Insurance Company Limited is looking for Deputy Manager to join our dynamic team and embark on a rewarding career journey 1 Assisting the Manager in planning, directing, and coordinating the activities of the team or department 2 Managing and supervising employees, including training, performance management, and career development 3 Ensuring compliance with company policies, procedures, and regulations 4 Assisting with budget preparation, tracking, and management

Lead HR strategy and daily operations—manage hiring, resolve employee issues, ensure legal compliance, and foster a positive work culture. Align HR policies with business goals and report key metrics to leadership.

Job Title : Manager of Talent Management Job Overview: We are seeking a talented and experienced Manager of Talent Management to join our HR team. The ideal candidate will be responsible for overseeing all aspects of performance management, work force planning, development, and retention within the organization. Key Responsibilities: Establish and maintain effective talent management processes and tools to evaluate employee potential and drive continuous improvement. Lead succession planning efforts to identify and develop future leaders within the organization, ensuring continuity of talent. To conduct interactions with the stakeholders and the High Potential candidates and taking them through the processes Design, develop and implement training and development programs to enhance employee skills and performance, including career development plans and coaching initiatives. To develop the tolls and materials for running the assessment centre Implement initiatives to enhance employee engagement and satisfaction, including employee surveys, recognition programs, and retention strategies. Utilize HR analytics and reporting to track key talent metrics, identify trends, and drive data-driven decision-making. Stay informed about industry trends and best practices in talent management and make recommendations for continuous improvement. Design and implement performance appraisal systems that foster employee growth and development. Provide training for managers on conducting effective performance evaluations. Job applications are open for 7 days from the date of job advertisement posting.

We are looking for a highly skilled and experienced Relationship Manager to join our team at Equitas Small Finance Bank Ltd. The ideal candidate will have 1-2 years of experience in the BFSI industry, preferably with a background in Merchant OD. Roles and Responsibility Develop and maintain strong relationships with merchants to increase business opportunities. Identify and pursue new business leads to achieve sales targets. Collaborate with internal teams to provide excellent customer service and support. Analyze market trends and competitor activity to stay ahead in the industry. Build and implement effective sales strategies to drive growth. Manage and grow a portfolio of existing clients while acquiring new ones. Job Requirements Minimum 1 year of experience in the BFSI industry, preferably in Merchant OD. Strong knowledge of the BFSI sector and its regulations. Excellent communication, interpersonal, and negotiation skills. Ability to work in a fast-paced environment and meet sales targets. Strong analytical and problem-solving skills with attention to detail. Experience working with small finance banks or similar institutions is an advantage.

We are looking for a highly skilled and experienced Relationship Manager to join our team at Equitas Small Finance Bank Ltd. The ideal candidate will have 2 to 7 years of experience in the BFSI industry, with expertise in Merchant OD. Roles and Responsibility Develop and maintain strong relationships with merchants to increase business opportunities. Identify and pursue new business leads to achieve sales targets. Collaborate with internal teams to provide excellent customer service and support. Analyze market trends and competitor activity to stay ahead in the industry. Build and implement effective sales strategies to drive growth. Manage and grow a portfolio of existing clients to increase revenue. Job Requirements Minimum 2 years of experience in relationship management or a related field. Strong knowledge of the BFSI industry, particularly in Merchant OD. Excellent communication, interpersonal, and negotiation skills. Ability to work in a fast-paced environment and meet sales targets. Strong analytical and problem-solving skills with attention to detail. Experience working with cross-functional teams to achieve business objectives.

Identify training and development needs through job analysis, performance appraisals, and regular consultation with department heads and HRBPs. Design and implement learning strategies and programs that align with organizational goals. Develop and deliver a range of learning and development programs, including leadership training, soft skills development, compliance training, and technical upskilling. Monitor and evaluate the effectiveness of training programs and adjust as necessary to ensure high-quality learning outcomes. Collaborate with external vendors and trainers where needed and evaluate their performance and offerings. Drive employee engagement initiatives related to learning and growth. Manage the Learning Management System (LMS), including content uploads, reporting, and learner tracking. Create and manage the L&D budget, ensuring cost-effective training solutions. Support succession planning and leadership development initiatives. Measure ROI and impact of training programs through feedback, assessments, and performance improvement. Promote a culture of continuous learning across the organization.

Role & responsibilities Job Summary The Head of Human Resources will oversee all HR functions across multiple manufacturing plants. This role requires a strategic leader with extensive experience in managing corporate HR operations, fostering employee relations, and ensuring compliance with labor laws. The ideal candidate will have a proven track record of working closely with promoters & top management and managing a diverse team. Key Responsibilities Strategic HR Management: Develop and implement HR strategies that align with the overall business objectives of the organization. Team Leadership: Lead and mentor a team of 5 HR professionals, providing guidance on best practices in recruitment, employee engagement, and performance management. Employee Relations: Manage employee relations issues, ensuring a positive work environment and effective conflict resolution. Compliance Oversight: Ensure compliance with all labor laws and regulations across multiple manufacturing sites. Talent Acquisition: Oversee recruitment processes, including sourcing, interviewing, and on boarding top talent to meet organizational needs. Training and Development: Design and implement training programs to enhance employee skills and career progression. Performance Management: Establish performance management systems that drive accountability and foster a culture of high performance. Compensation and Benefits: Develop competitive compensation structures and benefits programs to attract and retain talent. Preferred candidate profile Qualifications Education: Full time MBA Experience: Minimum of 20 years of experience in HR roles within the manufacturing sector, with significant exposure to corporate HR functions. Skills Strong leadership and managerial skills Excellent communication and interpersonal abilities Proficiency in HR software and data analytics In-depth knowledge of labor laws and compliance issues Interested candidate may share their updated CV with details mentioned below on given mail Id: gita.hr@vsinternational.co.in Total Exp- Current CTC- Expected CTC- Notice Period-