565 Talent Development Jobs - Page 20

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

Core Responsibilities: Creative Leadership: Lead and inspire a team of copywriters, providing guidance and mentorship. Strategic Thinking: Develop and implement creative strategies that align with business objectives. Project Management: Work closely with designers, copywriters, and the production team to ensure cohesive and impactful campaign execution. Lead brainstorming sessions and workshops to foster a culture of creativity and collaboration. Cross-Functional Collaboration: Work closely with brand marketing, digital, and other teams to ensure seamless integration of creative assets. Stakeholder Engagement: Present creative concepts and strategies to stakeholders, incorporating feedback and ensuring alignment with business objectives. Build strong relationships with US creative copy team to enhance consistency in customer facing content. Talent Development: Identify, recruit, and develop top creative talent. Industry Trends: Stay up to date with the latest creative trends and technologies. Years of Experience: 8-12 years in a similar role preferably in a design studio, advertising agency, GCC or Retail organization. Education Qualification & Certifications (optional) Required Minimum Qualifications : Bachelor s or master s degree in English, Journalism, Mass Communication or other related fields. Skill Set Required Primary Skills (must have) Strong portfolio demonstrating breadth of UX writing capabilities, particularly in retail industry Strong understanding of US culture & trends. Excellent command over the English language, both spoke & written. Exceptional writing, editing, and proofreading skills Good with communication and presentation skillsets Proven ability to lead, develop and nurture talent providing consistent meaningful feedback Expertise in leading multi-channel work from ideation to execution. GenAI knowledge for creative efficiency is good to have. General office programs such as Microsoft Word, PowerPoint, Excel. Candidate should have effective project management skills; oral and written communication skills; and ability to handle multiple tasks simultaneously. Experience at retail brand in-house creative department/ design house/ marketing agency. Secondary Skills (desired) Familiarity with Mac interface and OS. Presentation software. Experience working with US stakeholders.

Job Title: Regional Talent Development Expert - IMEA Summary: This visible and influential position is a member of the Talent Center of Excellence with the Global HR function at Momentive. As a change leader working with regional functional leaders in IMEA, you will be their key partner to develop and support the execution of regional talent development strategy. In addition, you will execute the Talent Development Strategy for the IMEA region. The impact of your efforts will help engage and develop our talented team members throughout the region you are responsible for. Responsibilities Include: Execute the Talent Development strategy for the region in alignment with the Global Talent Development strategy Serve as the regional resource and subject matter expert to identify, develop, deliver, and measure learning and development opportunities as well as expert for assessing, developing and motivating talent collaborating with the regional HR operations. Translate global development programs to the region to ensure effective regional talent development Partner with business leaders and HR to effectively identify strategic learning & development needs in the region and most effective learning and development solutions for individuals and complete organizations Implement evaluation techniques to ensure learnings are resonating and making an impact Coordinate regional internal trainer network and build capability and skills to support the regional Talent Development strategy Drive the Performance & Development cycle in-region Serve as a partner to the assigned Regional Functional / Business Leader (and their Local HR Partner) to develop and execute their respective talent strategy in the region Work with mid-level management to identify the talent gaps to meet goals and retain critical talent Facilitate annual talent processes for the function/business in your region Develop regional talent insights and share these at global level to ensure overall organization development Drive organizational development for assigned regional function/business by designing and delivering talent development solutions in alignment with business strategy and learner expectations in mind using an effective mix of internal and external solutions Manage and prioritize multiple team-based projects. Leverage strong project management and influencing skills to achieve business results Provide coaching and support to key functional/business leaders in the creation of robust individual development plans that meet succession, retention and career progression needs Ensure an ongoing process exists that continuously enhances the knowledge and capability of key talent in order to enable managers to effectively lead the organization toward achievement of strategic initiatives Qualifications: The following are required for the role Proven experience facilitating face-to-face and virtual trainings with a learner-centric approach Outstanding organization skills with a proven ability to prioritize individual work with minimal guidance. Proven communication skills with ability to influence at all levels of an organization. Strategic thinker with a demonstrated ability to design conceptual frameworks along with managing and executing tactical actions within the broader strategic context. Analytical mindset with a proven history of leveraging data and innovative approaches to develop talent and enhance organizational effectiveness. Solid understanding and practical application of change leadership principles in the implementation of regional learning solutions. Demonstrated experience influencing cross-functional teams; Proven self-starter that takes initiative to identify opportunities and drive business results. Possess and exhibit a strong DIB mindset Minimum Minimum of 8 years of experience in HR with a minimum of 2 years experience as a Learning & Development/Training professional within the HR function Bachelor s degree in human resources, organizational psychology, instructional design or equivalent. Prior experience in delivering training and workshops, both face to face and virtually Demonstrated ability of working globally and virtually in a large matrix organization Demonstrated success managing and implementing change initiatives Ability to travel up to 25% within the region or globally as required. Excellent oral and written skills in English MS Office proficiency Preferred Master s degree in human resources, organizational psychology, instructional design or equivalent with a minimum of 3 years of experience in HR with incl. minimum of 1 year experience as an Learning & Development professional within the HR function Experience in implementing Organization Development initiatives at a regional or country level Certification in Coaching or Facilitation by a recognized institute or academic institution. Prior training or certification in Organizational Development Prior experience using Instructional Design Principles as a framework for Learning & Development content design and delivery. What We Offer: At Momentive, we value your well-being and offer competitive total rewards and development programs. Our inclusive culture fosters a strong sense of belonging and provides diverse career opportunities to help you unleash your full potential. Together, through innovative problem-solving and collaboration, we strive to create sustainable solutions that make a meaningful impact. Join our Momentive team to open a bright future. #BePartoftheSolution About Us: Momentive is a premier global advanced materials company with a cutting-edge focus on silicones and specialty products. We deliver solutions designed to help propel our customer s products forward products that have a profound impact on all aspects of life, around the clock and from living rooms to outer space. With every innovation, Momentive creates a more sustainable future. Our vast product portfolio is made up of advanced silicones and specialty solutions that play an essential role in driving performance across a multitude of industries, including agriculture, automotive, aerospace, electronics, energy, healthcare, personal care, consumer products, building and construction, and more. Momentive believes a diverse workforce empowers our people, strengthens our business, and contributes to a sustainable world. We are proud to be an equal opportunity employer . Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any characteristic protected by law. To be considered for this position candidates are required to submit an application for employment and be of legal working age as defined by local law . An offer may be conditioned upon the successful completion of pre-employment conditions, as applicable, and subject to applicable laws and regulations . Note to third parties: Momentive is not seeking or accepting any unsolicited assistance from search and selection firms or employment agencies at this time.

Job Summary This role shall be responsible for guiding on reconciliations and account statements. Ensure accurate accounts management, preparing accurate draft account statements and periodically execute routine accounting activities, monitor verification of invoices and adherence to FAI standards and policies, management of general ledger & redressal of escalations through interactions with concerned stakeholders. Behavioral competencies Strategic Agility Stakeholder Impact Drive for Results Professional Presence People Orientation Talent Development Technical competencies Demonstrate working knowledge of Implications and applicability of accounting concepts, related industry practices and various standards and specialized knowledge of audit rules. Advanced understanding of industry wide and global (e.g.. India GAAP) accounting policies and systems. Working with Oracle R12 Evaluate reports/scenarios and suggest appropriate decisions by applying management accounting concepts Broad understanding of the working of relevant applications and systems to monitor deviations, control operations and suggest corrective actions for improving the system Must be able to address escalations through interactions with concerned stakeholders Must be able to monitor teams performance is in compliance to required standards - quality, TAT, etc. Adherence to communication and reporting protocols Awareness and adherence to Information security requirements Educational experiences Should have minimum 5 year of experience

Skill required: Talent Development - Instructor-Led Training (ILT) Designation: Business Interlock Analyst Qualifications: Any Graduation Years of Experience: 3 to 5 years About Accenture Accenture is a global professional services company with leading capabilities in digital, cloud and security.Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Technology and Operations services, and Accenture Song all powered by the worlds largest network of Advanced Technology and Intelligent Operations centers. Our 699,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. We embrace the power of change to create value and shared success for our clients, people, shareholders, partners and communities.Visit us at www.accenture.com What would you do Improve workforce performance and productivity, boosts business agility, increases revenue and reduces costsTalent Development processThe practice of training and learning material between an instructor and learners, either individuals or groups. Instructors can also be referred to as a facilitator, who may be knowledgeable and experienced in the learning material, but can also be used more for their facilitation skills and ability to deliver material to learners. What are we looking for Training Needs Analysis (TNA)Customer ServiceWritten and verbal communicationAbility to perform under pressureAbility to work well in a teamAbility to establish strong client relationshipProcess-orientation Roles and Responsibilities: In this role you are required to do analysis and solving of lower-complexity problems Your day to day interaction is with peers within Accenture before updating supervisors In this role you may have limited exposure with clients and/or Accenture management You will be given moderate level instruction on daily work tasks and detailed instructions on new assignments The decisions you make impact your own work and may impact the work of others You will be an individual contributor as a part of a team, with a focused scope of work Please note that this role may require you to work in rotational shifts Qualification Any Graduation

Skill required: Talent Development - Instructor-Led Training (ILT) Designation: Business Interlock Specialist Qualifications: Any Graduation Years of Experience: 7 to 11 years About Accenture Accenture is a global professional services company with leading capabilities in digital, cloud and security.Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Technology and Operations services, and Accenture Song all powered by the worlds largest network of Advanced Technology and Intelligent Operations centers. Our 699,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. We embrace the power of change to create value and shared success for our clients, people, shareholders, partners and communities.Visit us at www.accenture.com What would you do Improve workforce performance and productivity, boosts business agility, increases revenue and reduces costsTalent Development processThe practice of training and learning material between an instructor and learners, either individuals or groups. Instructors can also be referred to as a facilitator, who may be knowledgeable and experienced in the learning material, but can also be used more for their facilitation skills and ability to deliver material to learners. What are we looking for Training Needs Analysis (TNA)People ManagementLearning Content DevelopmentMicrosoft Office SuiteTeam Lead ExperienceAbility to perform under pressureTeam managementWritten and verbal communicationCollaboration and interpersonal skillsAbility to meet deadlinesAbility to manage multiple stakeholders Roles and Responsibilities: In this role you are required to do analysis and solving of moderately complex problems May create new solutions, leveraging and, where needed, adapting existing methods and procedures The person would require understanding of the strategic direction set by senior management as it relates to team goals Primary upward interaction is with direct supervisor May interact with peers and/or management levels at a client and/or within Accenture Guidance would be provided when determining methods and procedures on new assignments Decisions made by you will often impact the team in which they reside Individual would manage small teams and/or work efforts (if in an individual contributor role) at a client or within Accenture Please note that this role may require you to work in rotational shifts Qualification Any Graduation

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.

To assist basic amenities to the workers as per the Factories Act 1947 Maintain harmonious relations b/w workers and Factory Mgmt Monitor the Industries Relations Supervise the Welfare Committees Advise the mgmt fulfillment of statutory obligations Required Candidate profile Male, Between 35 Yrs-45 Yrs Previous Experience in to Mfg Industry, Preferably from Electrical Industries. MA Social Work/MIRPM/MHRM Min. 10 Yrs Relevant Exp. From South India belt

Recruitment across the levels. Performance Management Pay roll processing MIS Should be good at reporting MIS through MS Office Required Candidate profile Preferablu female, Between 20 yrs to 30 yrs Previous Experience in to Manufacturing Industry, Preferably from Electrical Industries. End to end recruitment. From South India belt

Recruitment and Staffing Employee relations. Training and development. Compliance and policy implementation. Compensations and benefits Performance management Empoyee records and documentation Health and Safety Employee engagement HR reporting Required Candidate profile Male, Between 30 Years to 40 Years Previous Experience in to Manufacturing Industry, Preferably from Electrical Industries. End to end recruitment. From South India belt

HR Generalist Role Run HR processes to support people mgmt decisions (such as manpower planning, organization effectiveness, succession planning, performance mgmt, compensation adjustment and allocation, talent acquisition and learning execution). Required Candidate profile Must be familiar with Talent acquisition, Visa, onboarding, keeping the office culture on top. Prior exp of working in a US Company is a must. Conceive and implement employee engagement programmes

HR Generalist Role Run HR processes to support people mgmt decisions (such as manpower planning, organization effectiveness, succession planning, performance mgmt, compensation adjustment and allocation, talent acquisition and learning execution). Required Candidate profile Developing and maintaining harmonious and progressive Employeel relations through 2 way communication. Learning & Development Initiatives Conceive and implement employee engagement programmes

Partner with senior management to align HR strategies with organizational objectives Talent Acquisition & Development Employee Engagement & Culture Payroll, Compliance & Policy Management HR Operations & Systems Performance Management & Reporting

Apply now Apply now Apply Now Start applying with LinkedIn Start Please wait... Senior Technician Date: May 23, 2025 Location: GB Company: Bekaert NV Be part of something bigger! As the world and the way people live is changing, we at Bekaert believe it s our responsibility to contribute to finding new solutions for the future. With a 140+ year old heritage of excellence, innovation, and a future-focused mindset, we strive to create value for our customers and society. We aim to do this through innovative solutions and sustainable practices. We are committed to pushing the boundaries of steel wire transformation and coatings whilst also leveraging our expertise to develop innovative solutions with new materials and services in a safe, smart, and sustainable way. Our focus extends to markets such as new mobility, low-carbon construction, and green energy. As a dynamic and growing company with over 24 000 employees worldwide, 75 nationalities, a retention rate above 90% and almost 5.3 billion in combined revenue in 2023, we are looking for someone like you to join our team as we continue to shape a safer, more efficient, and connected world Flintstone Technology is a dynamic engineering company based in Dundee, Scotland, specializing in the design and manufacture of innovative permanent mooring solutions for the global energy sector. Since its founding in 2012, Flintstone has built a reputation for delivering high-performance solutions including hull and seabed connectors and tensioning systems. Now part of the Bekaert Group, Flintstone operates with the agility of a small team currently around 16 employees while benefiting from the backing of a global industrial leader. The company fosters a collaborative and forward-thinking culture, where every team member plays a vital role in driving innovation and delivering excellence to clients worldwide. Purpose and Mission Responsible for leading the development, implementation, and optimization of manufacturing processes and product technologies across a business unit. This role involves strategic planning, innovation, and collaboration with various departments to ensure the company s products and processes are at the forefront of industry standards. Key Activities and Responsibilities Strategic Leadership: develop and execute strategies for process and product technology to support the BU s overall business objectives. Innovation: drive innovation in process and product development, ensuring the adoption of cutting-edge technologies and methodologies. Process Optimization: oversee the optimization of manufacturing processes to improve efficiency, quality, and cost-effectiveness. Product Development: lead the development and enhancement of products, ensuring they meet market demands and regulatory requirements. Cross-Functional Collaboration: work closely with RD, engineering, production, and quality assurance teams to ensure seamless integration of new technologies and processes. Data Analysis: utilize data analytics to monitor process performance and identify areas for improvement. Quality Assurance: ensure all processes and products comply with industry standards and regulatory requirements. Budget Management: manage budgets for process and product technology initiatives, ensuring cost-effective solutions. Talent Development: mentor and develop a high-performing team of engineers and technologists. Skills Strong leadership skills with the ability to inspire and guide teams. Deep understanding of manufacturing processes, product development, and technology trends. Excellent analytical skills to interpret data and drive decision-making. Effective communication skills for collaboration with cross-functional teams and reporting to senior management. Ability to drive innovation and adopt new technologies. Proficiency in project management to oversee complex initiatives. Previous Experience Minimum 15 years of experience in process and product technology, preferably in a leadership role. Proven track record of driving process improvements and product innovations. Strong understanding of industry standards and regulatory requirements. Qualifications and Education Master s degree in Engineering, Technology, or a related field. Be bold and take the leap! Were looking for individuals who are not afraid to take risks and explore new ideas. If you are passionate about personal growth and bringing your authentic self to work, we want you on our team! At Bekaert, we celebrate diversity and are committed to creating an inclusive work environment. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. To learn more about us and our exciting career opportunities, visit Bekaert Careers Job Segment: Product Development, QA, Quality Assurance, Sustainability, Data Analyst, Research, Technology, Energy, Quality, Data Apply now

JOB SUMMARY: Talent Development & Management strives to advance a culture of continuous, self -directed development where high quality, relevant learning opportunities are available where you need it and when you need it. We develop core competencies in our people that are essential to being a First- Choice Advisor. Our capability teams are key strategic partners with the business areas they support. The TDM Business Partner Senior Associate (senior associate) will support the identification and development of learning and performance-related business initiatives. This includes working closely with the TDM Manager, key stakeholders and subject matter experts in analyzing, designing, developing, implementing, facilitating and evaluating the business talent development plan. Primary responsibilities include conducting needs assessments, designing learning curriculums, facilitating courses, and working with subject matter experts to develop content - all of which include education, experiences, exposure and environment. The senior associate will also work on special projects related to a line of business learning strategy as well as enterprise initiatives that support the firm, talent, and TDM strategies. This position will work closely with the broader TDM team to ensure one firm needs are addressed (consistency across TDM teams, as appropriate), as well as leveraging instructional design and technological solutions. Coordination with various departments and other resources within the organization is required. Essential Duties: Gathers data and conducts initial analysis on data to offer insights or recommendations on solution effectiveness or other decisions. Provides critical leverage in advising, developing, planning, executing, facilitating and evaluating the practice and program curriculum to support the Firm, business partner, talent, and learning strategies. Responsibilities include but are not limited to: Serving as a learning advisor to leaders, subject matter experts, curriculum owners, and developers to uncover and define learning needs and design appropriate learning and development solutions that address the needs of the business Leading project teams Working closely with key stakeholders to support the overall success of the learning and development plans Facilitating sessions for professional or core skill courses for all levels, in small or large group settings Observing training, reviewing facilitator and program evaluations. Summarizing, providing feedback and offering creative solutions for enhancements, as appropriate. Responsible for creating and executing a project plan including the development of timelines in sufficient detail to meet established deadlines, course goals, and NASBA requirements. Resolves and/or escalates issues in a timely fashion. Works closely and collaborates with other TDM senior associates on topics common to all Business Partners and/or TDM as a whole. The TDM senior associate team identifies issues and opportunities for common understanding, recommends and implements best practices, works on TDM projects either as self-identified or assigned by the TDM Leadership team and creates a sense of unity and teamwork within the TDM team as a whole. Other duties as assigned. Minimum Qualifications: EDUCATION/CERTIFICATIONS Required: Bachelor's degree or equivalent experience Preferred: Degree in education, instructional design, human resource development, or related area; master's degree; CPA a plus TECHNICAL/SOFT SKILLS Required: Proficiency with PowerPoint, Word, Excel and SharePoint Basic knowledge of instructional design principles Strong skills in these areas: Facilitation/presentation skills Interpersonal and communication (verbal and written) Problem solving Organizational and time management Project management Ability to respond and be adaptable to changing priorities Preferred: Intermediate knowledge of instructional design principles Evaluation design and assessment skills Content knowledge in or experience working with experts in assurance, tax or consulting EXPERIENCE Required: 4+ years relevant experience Practical knowledge of learning implementation and employee development Managing projects and stakeholders Client service and issue resolution Compiling and reviewing data to recommend business decisions Preferred: Experience in instructional design Experience in professional services industry LEADERSHIP SKILLS Required: Ability to work with individuals from multiple levels within the organization. Ability to manage multiple projects, plan project timelines, and lead projects to completion Ability to provide and receive feedback

Job Title: Head of Marketing Job Type: Full-Time | Senior Leadership Experience: 10+ Years Reports To: CEO / Managing Director Department: Marketing Job Summary: Lead our marketing strategy and brand vision to drive growth and customer engagement. Manage marketing teams and oversee digital, branding, and communications initiatives aligned with company goals. Key Responsibilities: Develop and execute marketing strategies aligned with business objectives Lead and mentor marketing teams across digital, branding, and communications Manage brand positioning and integrated marketing campaigns Oversee budgets, ROI, and marketing performance analysis Collaborate with sales, product, and business teams for go-to-market plans Handle PR, media relations, and corporate communications Qualifications: Bachelors or Masters in Marketing, Business, or related field 10+ years marketing experience, with 3-5 years in senior leadership Strong digital marketing and brand management skills Experience with CRM and marketing automation tools Excellent leadership and communication skills Preferred: Global or regional marketing exposure

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.

In This Role, Your Responsibilities Will Be: Talent Development : Design and implement talent development programs that align with the strategic goals of the SYSS group. This includes leadership development, technical training, and career progression initiatives. Capability Building: Identifying skill gaps and developing strategies to improve the capabilities of the engineering workforce. Collaborate with subject matter experts to build and deliver training programs. Talent Pipeline Management : Create and maintain a strong talent pipeline by identifying high-potential employees and crafting succession plans. Partner with recruitment teams to attract and retain top talent. Performance Management : Oversee the performance management process, ensuring employees receive regular feedback and development opportunities. Implement best practices for performance reviews and goal setting. Employee Engagement : Promote employee engagement initiatives to champion a positive and inclusive work environment. Design and run surveys and analyze feedback to identify areas for improvement. Collaboration : Work closely with HR, engineering leaders, and other partners to understand talent needs and develop solutions. Act as a trusted advisor on talent and capability matters. Metrics and Reporting : Establish key performance indicators to measure the effectiveness of talent and capability initiatives. Provide regular reports and insights to senior leadership. Who You Are: You have a strong bottom-line orientation. You understand internal and external stakeholder requirements, expectations, and needs. You deal comfortably with the uncertainty of change. You position views and arguments appropriately to win support. You steer through the organizational maze to get things done. For This Role, You Will Need: Bachelor s degree in Human Resources Management, Business Administration, Engineering, or any related field. Minimum of 12 years experience in talent development, capability building, or a related HR function. Proven track record of designing and implementing successful talent development programs. Solid understanding of engineering and technical skill requirements. Excellent communication and interpersonal skills, with the ability to influence and collaborate with stakeholders at all levels. Experience in performance management and employee engagement initiatives. Ability to analyze data and provide actionable insights. Willingness to travel 25% to 50% internationally. Preferred Qualifications That Set You Apart: Master s degree in Human Resources, Business Administration, or any related field. Experience working in a global or multinational organization is an advantage. Knowledge of the latest trends and best practices in talent development and capability building is a plus. Certification in HR or talent development (e. g. , SHRM, CIPD). Our Culture Commitment to You: . We recognize the importance of employee wellbeing. We prioritize providing competitive benefits plans, a variety of medical insurance plans, an Employee Assistance Program, employee resource groups, recognition, and much more. Our culture offers flexible time off plans, including paid parental leave (maternal and paternal), vacation, and holiday leave

Job Title: Head Learning & Development (L&D) (Telegu Mandatory) Location: Hyderabad Experience: Relevant experience in healthcare/hospitals Salary: 15 20 LPA Branches: Responsible for managing L&D across two locations (Cluster Role) Job Summary: We are looking for a dynamic and experienced Head of Learning & Development (L&D) to lead training and development initiatives across two hospital branches in Hyderabad. The ideal candidate should come with a strong background in the healthcare or hospital sector and be passionate about building a learning culture that enhances employee performance, patient care, and organizational growth. Key Responsibilities: Design and implement L&D strategies, programs, and policies aligned with the organizations goals Identify training needs across departments and create customized learning modules Coordinate and oversee training sessions, workshops, and onboarding programs across both branches Evaluate the effectiveness of training programs and ensure continuous improvement Work closely with department heads, HR, and leadership teams to develop career development plans Monitor compliance training and certifications specific to healthcare standards Foster a culture of continuous learning and professional development Requirements: 7+ years of experience in Learning & Development, preferably in the healthcare or hospital sector Proven experience in managing multi-location or cluster operations Strong understanding of healthcare training needs, clinical and non-clinical staff development Excellent communication, leadership, and stakeholder management skills Ability to work independently and manage L&D strategy across different teams and levels Interested candidates can send their CVs to [smita.gurung@cielhr.com]. Let me know if you'd like a shorter or more casual version for social media posting!

Job Title: Head Learning & Development (L&D) (Telegu Mandatory) Location: Hyderabad Experience: Relevant experience in healthcare/hospitals Salary: 15 20 LPA Branches: Responsible for managing L&D across two locations (Cluster Role) Job Summary: We are looking for a dynamic and experienced Head of Learning & Development (L&D) to lead training and development initiatives across two hospital branches in Hyderabad. The ideal candidate should come with a strong background in the healthcare or hospital sector and be passionate about building a learning culture that enhances employee performance, patient care, and organizational growth. Key Responsibilities: Design and implement L&D strategies, programs, and policies aligned with the organizations goals Identify training needs across departments and create customized learning modules Coordinate and oversee training sessions, workshops, and onboarding programs across both branches Evaluate the effectiveness of training programs and ensure continuous improvement Work closely with department heads, HR, and leadership teams to develop career development plans Monitor compliance training and certifications specific to healthcare standards Foster a culture of continuous learning and professional development Requirements: 7+ years of experience in Learning & Development, preferably in the healthcare or hospital sector Proven experience in managing multi-location or cluster operations Strong understanding of healthcare training needs, clinical and non-clinical staff development Excellent communication, leadership, and stakeholder management skills Ability to work independently and manage L&D strategy across different teams and levels Interested candidates can send their CVs to [smita.gurung@cielhr.com]. Let me know if youd like a shorter or more casual version for social media posting!

Role: Senior Manager Corporate HR Exp 10-15 Years Domain/ Industry : Real Estate Developments Location- Gurugram Role & responsibilities: HR Planning, Budgeting, Forecasting per business requirement and Operating plans Provide strategic direction for setting up the Human Resources function in line with the organizational business plans and facilitate the execution of organizational HR plans and policies across all locations Ensure competitive positioning of group in the talent market by regularly updating the organizations positioning through conducting regular benchmark exercises, periodic review of organization structure, lines of control and delegation of authority. Ensure availability of critical skill sets and competencies in the organization in line with the business plans and manage people capability risks through continuous capability building, retention strategies and career & succession planning. Develop, implement and monitor HR systems for the organization, such as performance appraisal, recruitment, compensation, training & development, career and succession planning. Plan and evolve the Human Resource budget in coordination with Corporate Planning & Monitoring and controlling of Employee payroll cost. Develop and monitor the budget for HR department (including training, recruitment and organization development budget). Negotiate and monitor Service Level Agreements with various service providers to ensure value maximization for the organization. Maintain Organization staff by establishing a Recruiting, Testing& Interviewing program; Counselling Managers on Candidate Selection; Conducting and analysing Exit Interviews and recommending changes. End to End Talent Acquisition and Talent Management for different Business Verticals spanning Real Estate, Hospitality Development and Entertainments. Employee Life Cycle Management from Hiring/ Onboarding to Exits Periodic Performance review and management of employee Learning and Development, Conduct & Organize Training Sessions on Soft Skills, Behavioral Skills as per organizational needs. Ensures Legal and Statutory HR compliance by monitoring and implementing applicable HR Federal and State Requirements; Conducting investigations, Maintaining Records Maintains Management guidelines by preparing, updating, and recommending HR Policies and Procedures. Design and support organization development and culture building initiatives to create an environment most conductive to achieving business objectives. Preferred candidate profile: 1. Shall have 10+years of Experience in Corporate/ Business HR preferably in Real Estate / Construction/ Infrastructure/ Hospitality 2. Graduate + MBA in human Resources from premier B Schools. 3. Core Expertise in Manpower Planning, Budgeting and Forecasting 4. HR Business Partnering 5. Employee Life Cycle management and administrations 6. Employee KRA-KPI, Competency Mapping and Assessment Metrices 7. Performance Review and Performance Management 8. Succession planning and Cadre building 9. Organizational developments and Employer Branding 10. Cross functional coordination and Stakeholders management 11. Excellent communication and interpersonal skills Perks and benefits: As per Industry best practise.

We are looking for a strategic and seasoned Manager / Sr. GM - Human Resources to lead and elevate our Human Resources function at Chieron Active Ingredients Pvt Ltd. This critical leadership role will oversee the entire HR department across multiple locations, ensuring the effective implementation of HR policies, fostering a positive and productive company culture, and driving strategic HR initiatives aligned with business objectives. The ideal candidate will possess deep expertise in stakeholder management, industrial relations, contract workforce management, compliance, audit & governance, talent acquisition & development, HR operations & policy governance, and strategic HR leadership. This role demands a proactive leader capable of navigating complex labor environments, fostering strong union relations, and ensuring full labor law compliance. The successful candidate will champion talent development, drive performance management, and spearhead succession planning initiatives to build a high-performing workforce. They will also be responsible for liaising with statutory bodies, ensuring adherence to GXP standards, and leveraging HRIS to optimize HR operations. This is an exceptional opportunity to shape the future of HR within a dynamic pharmaceutical manufacturing environment. Job Details: Industry: Pharmaceutical Industry (API/ Intermediate) Department: Human Resources Role: Sr.GM/ Manager Human Resources (API Pharma Manufacturing) Location: Hyderabad Experience: 10+ years with at least 5 years in a leadership role. Prior experience in the API industry preferred. Employment Type: Full-time Qualifications: A degree in Human Resources or a related field Responsibilities: Strategic HR Leadership & Vision Develop and execute HR strategies aligned with the company's overall business objectives, focusing on growth and sustainability. Provide leadership and guidance to the HR team, fostering a culture of collaboration, innovation, and continuous improvement. Oversee organizational development initiatives to enhance employee engagement, productivity, and overall organizational effectiveness. Lead the development and implementation of HR policies and procedures, ensuring compliance with legal and regulatory requirements. Monitor and analyze key HR metrics to identify trends and opportunities for improvement. Drive succession planning initiatives to ensure a pipeline of future leaders within the organization. Talent Acquisition & Onboarding Lead the talent acquisition process, from sourcing and screening candidates to conducting interviews and extending offers. Develop and implement effective recruitment strategies to attract top talent in the pharmaceutical industry. Oversee the onboarding process, ensuring new hires are properly integrated into the company and equipped for success. Manage relationships with external recruitment agencies and vendors. Analyze recruitment metrics to optimize the talent acquisition process and reduce time-to-hire. Ensure compliance with all applicable employment laws and regulations during the recruitment process. Talent Development & Performance Management Design and implement talent development programs to enhance employee skills and capabilities. Oversee the performance management process, ensuring fair and consistent evaluations. Provide coaching and mentoring to employees to support their professional growth. Identify and address performance issues through performance improvement plans and other interventions. Develop and implement leadership development programs to build a strong leadership pipeline. Evaluate the effectiveness of talent development programs and make adjustments as needed. Industrial Relations & Compliance Manage relationships with labor unions and ensure compliance with collective bargaining agreements. Lead negotiations with labor unions and resolve labor disputes. Ensure compliance with all applicable labor laws and regulations, including the Factories Act. Oversee employee relations matters, including investigations and disciplinary actions. Develop and implement policies and procedures to promote a positive and productive work environment. Liasoning with Statutory Bodies such as Labour department, Factories Inspectorate etc. HR Operations & Policy Governance Oversee the day-to-day operations of the HR department, ensuring efficient and effective service delivery. Manage the HRIS system and ensure data accuracy and integrity. Develop and implement HR policies and procedures, ensuring compliance with legal and regulatory requirements. Manage employee benefits programs, including health insurance, retirement plans, and paid time off. Oversee payroll processing and ensure timely and accurate payments to employees. Ensure compliance with all applicable data privacy laws and regulations. Stakeholder Management & Liaisoning Build and maintain strong relationships with key stakeholders, including senior management, employees, and external partners. Serve as a trusted advisor to senior management on HR-related matters. Collaborate with other departments to ensure alignment of HR initiatives with business objectives. Represent the company at industry events and conferences. Act as a liaison between the company and external regulatory agencies. Manage communication with employees regarding HR policies and programs. General Expectations and Past Experiences: Proven experience (10+ years) in Human Resources Management, with at least 5 years in a leadership role, and significant experience in the pharmaceutical (API) manufacturing industry. Demonstrated expertise in Industrial Relations, including union negotiations and labor law compliance, particularly with the Factories Act. Strong track record in developing and implementing effective Talent Acquisition and Talent Development programs. In-depth knowledge of GXP and other relevant regulatory requirements for pharmaceutical manufacturing. Exceptional leadership and interpersonal skills, with the ability to influence and negotiate effectively at all levels. Proficiency in HRIS systems and other HR technology solutions. Experience in managing HR functions across multiple locations.

Role & responsibilities Workforce Planning & Capacity Management Own and refine long-term forecasting models to anticipate staffing needs across geographies and skill sets. Talent Coordination Manage the assignment of resources to projects based on capacity, skill match, and career development needs. Hiring & Contractor Oversight Partner with recruitment and leadership to forecast hiring needs, coordinate hiring cycles, and manage contractor utilization. Process & Tool Optimization Identify and implement improvements across PSA and talent tools (e.g., Kantata, Parallax, Scoro) to streamline planning and reporting. Stakeholder Collaboration Partner with project managers and technical leadership to ensure resourcing aligns with client delivery plans. People Leadership Lead and develop a small team, providing mentorship and guidance while driving accountability for day-to-day resourcing execution. Talent Development Collaborate with HR and delivery leadership to shape growth paths, cross-training opportunities, and internal mobility. Preferred candidate profile 7+ years of experience in workforce planning, resource management, or talent operations, preferably in consulting or software development services. Proven experience leading resource planning across global teams in a fast-paced environment. Strong analytical and problem-solving skills with a data-driven approach to decision making. Experience with PSA tools such as Kantata, Parallax, Scoro, or similar platforms. Excellent communication skills and the ability to collaborate with cross-functional stakeholders. Demonstrated ability to lead teams and drive process improvements at scale. Familiarity with talent development strategies and contractor management best practices. Perks and benefits Competitive salary. Robust health insurance. Opportunities for professional growth and development. Collaborative and innovative work environment. Global Exposure

Role & responsibilities Workforce Planning & Capacity Management Own and refine long-term forecasting models to anticipate staffing needs across geographies and skill sets. Talent Coordination Manage the assignment of resources to projects based on capacity, skill match, and career development needs. Hiring & Contractor Oversight Partner with recruitment and leadership to forecast hiring needs, coordinate hiring cycles, and manage contractor utilization. Process & Tool Optimization Identify and implement improvements across PSA and talent tools (e.g., Kantata, Parallax, Scoro) to streamline planning and reporting. Stakeholder Collaboration Partner with project managers and technical leadership to ensure resourcing aligns with client delivery plans. People Leadership Lead and develop a small team, providing mentorship and guidance while driving accountability for day-to-day resourcing execution. Talent Development Collaborate with HR and delivery leadership to shape growth paths, cross-training opportunities, and internal mobility. Preferred candidate profile 7+ years of experience in workforce planning, resource management, or talent operations, preferably in consulting or software development services. Proven experience leading resource planning across global teams in a fast-paced environment. Strong analytical and problem-solving skills with a data-driven approach to decision making. Experience with PSA tools such as Kantata, Parallax, Scoro, or similar platforms. Excellent communication skills and the ability to collaborate with cross-functional stakeholders. Demonstrated ability to lead teams and drive process improvements at scale. Familiarity with talent development strategies and contractor management best practices. Perks and benefits Competitive salary. Robust health insurance. Opportunities for professional growth and development. Collaborative and innovative work environment. Global Exposure

Note - Only candidates with experience corporate HR function from NBFC, Microfinance, Loan Business experience are requested to apply. We are looking for Immediate joiners with 30 days or less notice period. Role & responsibilities The incumbent should have experience in Talent acquisition in a complete HRBP role with organizations catering to NBFC, micro finance and Small Finance Banks; Prior experience in Head hunting, People management, Leadership Hiring, on boarding and exit management is mandatory. Compliance, Training & Development, Organizational development functions experience is desired but not mandatory. We are a NBFC who specialise in lending for small and medium enterprises with a robust workforce who rate us as an employer of choice. Preferred candidate profile Minimum 9+ years of overall experience in TA & Talent Management function for a high-volume sales-oriented organization in BFSI Segment. The role requires someone who is adept at strategy as well as hands on approach. The role shall require an individual who has experience in headhunting very senior roles up to C-Suite. Prior experience in market mapping and good understanding of the various roles in financial domain will be an advantage. Perks and benefits CTC and perks shall not be a constraint for the deserving candidate.