565 Talent Development Jobs - Page 21

Introductory marketing language - Join JPMC as Vice President of Talent Development and propel your career to new heights. Leverage your expertise to cultivate future leaders, drive innovation, and make a lasting impact in a dynamic, growth-oriented environment. Enjoy a wide range of career mobility opportunities, competitive benefits, and the chance to be part of a world-class team committed to excellence. Job Summary As a Vice President in Talent Development within our dynamic team, you will be at the forefront of shaping the future of our workforce. Your role is crucial not only to our firm but also to the broader community, as you drive initiatives that enhance talent growth and development on a global scale. In this position, you will have the opportunity to lead complex, high-visibility projects that align with our global strategies. You will work alongside a team that prides itself on a culture of collaboration, innovation, and inclusivity. We are committed to providing an environment where you can hone new skills, apply your expertise, and leverage your qualifications to make a significant impact. Join us in this exciting journey, where your contributions will be valued, and your professional growth will be supported. Together, we can achieve great things and make a lasting difference. Job Responsibilities Spearhead the strategic planning and execution of talent development initiatives, utilizing advanced Excel skills to analyze workforce data, identify trends, and deliver actionable insights to senior leadership. Collaborate effectively with global and cross-functional teams to design and implement innovative talent development strategies that align with firmwide objectives. Utilize metrics and KPIs to rigorously measure the effectiveness of talent development programs and initiatives. Maintain a proactive interest and intermediate understanding of AIs transformative impact on the workforce, strategically leveraging AI tools and approaches to enhance talent development processes and outcomes. Facilitate impactful talent development programs by designing and implementing strategic frameworks that promote incremental learning and continuous improvement. Tailor development pathways utilizing firm driven certified psychometric tools such as SLTII, DISC, and ILS ensuring alignment with organizational goals and enhancing individual growth. Champion diversity, opportunity, and inclusion within the talent development framework, fostering a culture of collaboration and innovation. Required qualifications, capabilities and skills Proven experience in a senior talent development role, with a track record of success in designing and implementing talent strategies. Strong analytical skills with proficiency in Excel and experience in data analysis and reporting. Excellent leadership and communication skills, with the ability to influence and engage stakeholders at all levels. Demonstrated ability to think strategically and execute tactically. Knowledge of current trends and best practices in talent development and workforce analytics. Ability to spearhead the strategic planning and execution of talent development initiatives. Experience collaborating with global and cross-functional teams to design and implement talent development strategies aligned with firmwide objectives. Proficiency in utilizing metrics and KPIs to measure the effectiveness of talent development programs and initiatives. Capability to facilitate impactful talent development programs, employing certified psychometric tools such as SLTII, DISC, and ILS. Understanding of AIs impact on the workforce, with the ability to leverage AI tools and approaches to enhance talent development processes. Preferred qualifications, capabilities, and skills Advanced understanding of artificial intelligence and its applications in talent development, with the ability to integrate AI-driven insights into strategic planning and program design. Proficiency in advanced reporting tools and techniques, enabling the creation of comprehensive and insightful reports that drive data-informed decision-making. Experience in leading large-scale change management initiatives, demonstrating the ability to navigate complex organizational dynamics and drive successful outcomes. Strong track record of fostering innovation and continuous improvement within talent development programs, encouraging a culture of learning and adaptability.

As Senior Onboarding Specialist on our global Learning & Development (L&D) team, youll play a critical role in shaping the new hire experience for Modernizers in our Hyderabad office. You will orchestrate a seamless and engaging onboarding journey for ModMed India, responsible for leading live instructor-led onboarding, assigning on-demand eLearning, and providing ongoing new hire support. If youre a highly organized, detail-oriented professional passionate about creating impactful onboarding experiences, we encourage you to apply. Key Responsibilities: Facilitation and New Hire Communication: Act as the primary facilitator of all live instructor-led onboarding sessions for our ModMed India office. Coordinate and manage communication with new hires, setting expectations for their first week. Serve as the primary point of contact for new hires during the onboarding process, addressing any questions or concerns promptly and effectively. Drive new hire check-ins up to 12 months after onboarding. Content Design and Content Ownership: Design new onboarding materials as necessary in partnership with the US-based Onboarding Specialist. Update and maintain onboarding materials, ensuring they are accurate and reflect ModMed culture. Onboarding Program Management : Coordinate and manage the onboarding schedule. Coordinate SMEs and guest speakers for all onboarding sessions. Oversee the enrollment and new hire completion of mandatory eLearning (LMS) courses. Collaborate with People Operations and Corporate IT to manage onboarding workflows and necessary provisioning. Keep People Leaders updated on onboarding content and new hire onboarding schedules. Monitor and identify areas for improvement and implement changes as needed. Qualifications: Bachelors degree in Communications, Human Resources, Organizational Development, or related field. Minimum 7 years of professional experience, at least 3 years supporting onboarding or talent development. Must be able to demonstrate a mastery of live facilitation, virtual facilitation, and virtual meeting tools, preferably Google Meet. Proven experience in navigating an enterprise Learning Management System (LMS), preferably Docebo. Experience with eLearning content development and design tools such as Articulate, Canva, and Vyond. Strong understanding of adult learning principles and modern instructional design methodologies. Experience using Slack and the Google Suite, including Docs, Slides, Sheets, and Forms. Gemini is a plus. Excellent project management, organizational, and communication skills are a must-have. Preferred Skills: Experience with global teams and cross-cultural collaboration. Certification in HR or Talent Development (e.g., SHRM, ATD). ModMed Benefits Highlight: At ModMed, we believe it s important to offer a competitive benefits package designed to meet the diverse needs of our growing workforce. Eligible Modernizers can enroll in a wide range of benefits: India Meals & Snacks: Enjoy complimentary office lunches & dinners on select days and healthy snacks delivered to your desk, Insurance Coverage: Comprehensive health, accidental, and life insurance plans, including coverage for family members, all at no cost to employees, Allowances: Annual wellness allowance to support your well-being and productivity, Earned, casual, and sick leaves to maintain a healthy work-life balance, Bereavement leave for difficult times and extended medical leave options, Paid parental leaves, including maternity, paternity, adoption, surrogacy, and abortion leave, Celebration leave to make your special day even more memorable, and company-paid holidays to recharge and unwind

Act as the primary facilitator of all live instructor-led onboarding sessions for our ModMed India office. Coordinate and manage communication with new hires, setting expectations for their first week. Serve as the primary point of contact for new hires during the onboarding process, addressing any questions or concerns promptly and effectively. Drive new hire check-ins up to 12 months after onboarding. Content Design and Content Ownership: Design new onboarding materials as necessary in partnership with the US-based Onboarding Specialist. Update and maintain onboarding materials, ensuring they are accurate and reflect ModMed culture. Onboarding Program Management : Coordinate and manage the onboarding schedule. Coordinate SMEs and guest speakers for all onboarding sessions. Oversee the enrollment and new hire completion of mandatory eLearning (LMS) courses. Collaborate with People Operations and Corporate IT to manage onboarding workflows and necessary provisioning. Keep People Leaders updated on onboarding content and new hire onboarding schedules. Monitor and identify areas for improvement and implement changes as needed. Qualifications: Bachelors degree in Communications, Human Resources, Organizational Development, or related field. Minimum 7 years of professional experience, at least 3 years supporting onboarding or talent development. Must be able to demonstrate a mastery of live facilitation, virtual facilitation, and virtual meeting tools, preferably Google Meet. Proven experience in navigating an enterprise Learning Management System (LMS), preferably Docebo. Experience with eLearning content development and design tools such as Articulate, Canva, and Vyond. Strong understanding of adult learning principles and modern instructional design methodologies. Experience using Slack and the Google Suite, including Docs, Slides, Sheets, and Forms. Gemini is a plus. Excellent project management, organizational, and communication skills are a must-have. Preferred Skills: Experience with global teams and cross-cultural collaboration. Certification in HR or Talent Development (e.g., SHRM, ATD). ModMed Benefits Highlight: At ModMed, we believe it s important to offer a competitive benefits package designed to meet the diverse needs of our growing workforce. Eligible Modernizers can enroll in a wide range of benefits: India Meals & Snacks: Enjoy complimentary office lunches & dinners on select days and healthy snacks delivered to your desk, Insurance Coverage: Comprehensive health, accidental, and life insurance plans, including coverage for family members, all at no cost to employees, Allowances: Annual wellness allowance to support your well-being and productivity, Earned, casual, and sick leaves to maintain a healthy work-life balance, Bereavement leave for difficult times and extended medical leave options, Paid parental leaves, including maternity, paternity, adoption, surrogacy, and abortion leave, Celebration leave to make your special day even more memorable, and company-paid holidays to recharge and unwind. United States Comprehensive medical, dental, and vision benefits, including a company Health Savings Account contribution, 401(k): ModMed provides a matching contribution each payday of 50% of your contribution deferred on up to 6% of your compensation. After one year of employment with ModMed, 100% of any matching contribution you receive is yours to keep. Generous Paid Time Off and Paid Parental Leave programs, Company paid Life and Disability benefits, Flexible Spending Account, and Employee Assistance Programs, Company-sponsored Business Resource & Special Interest Groups that provide engaged and supportive communities within ModMed, Professional development opportunities, including tuition reimbursement programs and unlimited access to LinkedIn Learning , Global presence and in-person collaboration opportunities; dog-friendly HQ (US), Hybrid office-based roles and remote availability for some roles, Weekly catered breakfast and lunch, treadmill workstations, Zen, and wellness rooms within our BRIC headquarters.

Role Purpose The purpose of the Practice Head role is to enhance organizational capability within the practice they lead by providing strategic direction, enabling design and execution of sustainable, targeted programs, policies and processes that enable or sustain various aspects of talent development, engagement and retention in Wipro. Do - Strategy Development and Deployment - Support development of overall practice charter for the organization - Achieve talent capability improvements by creating and deploying annual plan based on business strategy, requirement analysis and emerging business realities - Determine optimal structure and roles in the team for increased efficiency and effectiveness - Program / Intervention Design and Development - Address specific practice related challenges by working with business leaders to understand the problem, designing and deploying specific programs, processes or interventions. - Drive contextualization as per unit requirements, in programs deployed - Direct future capability building within the practice by developing new programs in consultation with business leaders, academia and external parties - Increase effectiveness of existing programs, policies or processes by commissioning and overseeing program redesign and refresh - Enhance the team design and delivery capabilities by devising and implementing frameworks for program effectiveness measurement - Team Management and Development - Provide overall direction and guidance to the team for program design and delivery - Complete all people processes for the team such as performance Nxt, WLQ etc. as applicable - Build team capability by reviewing team performance and recommending learning / development intervention in consultation with the concerned teams - Support & motivate the team by - - Coaching team members to build expertise and skill within the function - Driving focus in the team by aligning them with annual plans and performance goals - Encouraging team to undertake self-development and capability building. Mandatory Skills: Cloud Platform Resilence Test Engg. Experience5-8 Years.

Total 5 yrs. And Minimum of 3 years of relevant experience in leading a team of technical team members Total 8 yrs. Minimum of 5 years of relevant experience in leading a team of technical team members Total 10yrs Minimum of 6 years of relevant experience in leading a team of technical team members. Behavioural Competencies Teamwork & Leadership Motivation to Learn and Grow Ownership Cultural Fit Technical Competencies Problem Solving Life science Knowledge Communication Capability Building / Thought Leadership

Job Title: Deputy Director Career Development Cell Job Location: Bengaluru North, Karnataka, India Position Overview: The Deputy Director Career Development Cell will play a leadership role in driving the University’s strategic initiatives focused on career readiness, industry-academia collaboration, innovation, and research in career development. This role is not focused on placements or internships but is crucial in building frameworks that enable students’ long-term career success, research-driven engagement, and skill transformation aligned with industry and global trends. Key Responsibilities: Strategic Career Development: Design and implement long-term strategies for student career success beyond immediate placement needs. Introduce and manage programs aimed at enhancing employability, life skills, career clarity, and leadership competencies. Develop frameworks to integrate career development across all academic levels and disciplines. Academic-Industry Engagement: Build and nurture partnerships with industry leaders, professional bodies, and research institutions. Facilitate faculty-industry engagements for live consulting projects, academic advisory, and real-world exposure. Collaborate on developing curriculum enhancements to align with emerging global and industry trends. Research and Innovation in Career Development: Lead applied research on career development trends, graduate employability, and future-of-work readiness. Guide research scholars and publish in reputed journals on topics related to education-to-employment transitions, skill development, or industry-academic synergy. Secure research grants or project funding in collaboration with industry, government, or international agencies. Thought Leadership & Student Engagement: Conceptualize and organize leadership talks, panel discussions, career awareness initiatives, and capability-building forums. Mentor students in developing career roadmaps, participating in national and international competitions, and building portfolios. Represent the Career Development Cell at academic conferences, policy forums, and industry conclaves. Key Qualifications and Experience: Ph.D. in Management, Education, HRD, or related disciplines from a reputed institution. Graduation and post-graduation from recognized universities, preferably with international academic or professional exposure. 15 + years of experience in higher education, academic administration, or industry-academia initiatives, with at least 5 years in a senior strategic role. Strong track record of research publications, guidance to scholars, and successful project delivery. Proven experience in building academic-industry partnerships and facilitating interdisciplinary initiatives. Exposure to career research, capability development, and competency-based education frameworks. Excellent communication, analytical, and stakeholder management skills. Preferred Attributes: Ability to create future-forward programs that combine education, research, and industry engagement. Experience in consulting, project management, or executive education is an added advantage. High level of professional integrity, thought leadership, and passion for transformative education. Comfortable working in a collaborative, multi-disciplinary, and outcomes-driven academic environment.

About The Role : Job TitleOperation Team Leader, Associate LocationBangalore, India Role Description The Associate/Team Manager Operations is typically responsible for the supervision and oversight of the team and/or workflow and functions, candidate may perform regular business activities but in the main has responsibilities for people management, workflow (process & controls), this would include to a large degree oversight of performance to KPI's, Risk Mitigation, SLA's. In Addition to the professional role framework, the Team Manager in the current capacity will be responsible for below objectives: 50%- Production BAUs and Management Support, 50%- People, Process & Controls What we'll offer you As part of our flexible scheme, here are just some of the benefits that youll enjoy Best in class leave policy Gender neutral parental leaves 100% reimbursement under childcare assistance benefit (gender neutral) Sponsorship for Industry relevant certifications and education Employee Assistance Program for you and your family members Comprehensive Hospitalization Insurance for you and your dependents Accident and Term life Insurance Complementary Health screening for 35 yrs. and above Your key responsibilities Steady Platform for Reporting activities: The team manager needs to collaborate with the various internal teams to make sure that the reporting platforms are up and running and no impact on Daily BAUs, Adhoc /Urgent tasks in their functions (MeasuresKPIs per process) Optimum Utilization of team strength & Cross trainings wherever required Operational Excellence Successful completion of Ongoing projects, streamlining and stabilizing the process after Go Live Suggest/Implement Process improvement ideas by removing the non-value-added process - Cost Efficiency Ideas Involvement with the functional leads in Global Client reporting, taking leads in strategic initiatives - (KOPs migration, Knowledge Sharing sessions) , connects within the global leads- Client, Performance, Regulatory Reporting Client Centricity: Provide structured reporting services, working with cross functional teams to enhance the service delivery levels across all process within GRPM Work towards timely and effective resolution on all client (internal/external) queries within agreed SLAs Synergies between Tech & Ops for possible automation People, Talent Development. Have expertise or deeper understanding of process, product and/or the business and play a key role in facilitating communication between functional teams, sharing knowledge, collaborative approach. Talent Retention, Effective back up planning and managing team staffing within respective sub functions Motivating and keep the team engaged specially during WFH (Virtual connects) very important Provide constructive and on-going feedback to the direct reports and team members to achieve common goals of DWS/RPM as a whole Stakeholder Management Engage with function wide, DWS India wide initiatives representing /leading the events Collaboration, effective communication with onshore colleagues and key stakeholders of current & any upcoming topics in the team Foster the culture of One Global Team and Partner with the respective sub functions colleagues (FFT) to improve the existing processes within RPM India Ops - Working on Strategic projects and other topics along with the respective functional leads in GRPM Compliance and Control Inculcate Positive growth and open mindset for self, team. Create a professional atmosphere and working culture fostering the values of Team spirit by being a true team player Ensure no policy violation, No Red Flags - Mandatory Courses, ERTA - Personal tradings etc Your skills and experience Exposure to Client reporting, Performance and Investment reporting background, people management experience would be added advantage Understanding of Asset Management Operations preferred not mandatory Knowledge & usage of applications like Aladdin, Bloomberg would be an added advantage Lead, represent the function in different forums, engage with colleagues in Frankfurt etc Accounting/Finance knowledge would be an added advantage Ability to analyze data to determine root cause of problems Good communication and interpersonal skills Ability to take ownership, priorities work and mange time effectively Sound MS Office skills in particular MS Excel & Access Result-oriented, motivate team members, retain top talent and development etc All process related to Employee onboarding until termination etc Ability to work under tight deadlines Team-player and Flexibility in working hours Knowledge of StatPro Added Advantage Generate performance reports based on predefined templates and data sources. Identify and resolve discrepancies in the performance data include net and gross returns of Portfolios and benchmarks, addition of new products and ensuring accuracy and completeness by validating data against source systems. Strong analytical skills to interpret financial and operational data. Ability to work with large datasets and ensure reporting skills. How we'll support you Training and development to help you excel in your career Coaching and support from experts in your team A culture of continuous learning to aid progression A range of flexible benefits that you can tailor to suit your needs About us and our teams Please visit our company website for further information: https://www.db.com/company/company.htm

With a view to encourage internal talent development and growth, we seek applications from interested employees for this role. Identification of relevant land parcels suitable for setting up of solar power projects Responsible for entire process of Land Acquisition for Solar Projects. Title search report understanding and interpretation, registration formalities and co-ordination with revenue and other government body like revenue, forest, Gram Panchayat, town planner, industries etc. for necessary approval required for land acquisitions. Site survey of land and clearance from revenue authorities Compliance with all processes and meeting audit requirements Inter department coordination Assessment of site requirements for land procurement Obtaining of all land records pertaining to private land Liaise with relevant departments to ensure that, where legal risks have been identified, and appropriate courses of action have been taken. Work out strategies for pre and post planning of projects. Resolving potential issues during acquisition process Regular Management reporting Open to extensive travel to various locations for land procurement and project related activities

To support the ODC and HR department by managing daily HR operations, including performance management , benefits and compliance. To assist in developing and implementing HR initiatives and programs, ensuring alignment with organizational goals. To work closely with leadership and stakeholders and various departments to foster a positive work environment, support employee development, and maintain regulatory compliance Expertise You ll Bring: People & Org Performance: Should implement any strategic OD interventions in the organization and work with the Function Lead, Lead and team to take the intervention to fruition. Should handle any and all activities that are required for the success of the project or as directed by the Function Lead / Lead. Unit HR: To implement People Relations activities as per the design in the areas of Employee Communication, Employee Relations, Employee motivation, Employee Engagement, Grievance Redressal, Performance Management, Operational Support, Employee Induction and Data analysis. Closely work with the Line managers to effectively engage the talent and enable overall productivity Change Management: Should implement strategies for adoption of changing philosophies, frameworks and practices through effective change management as specified by the Function Lead / Lead. Should build knowledge base in effective change management through experience and study . Stakeholder Management: Should tactfully handle stakeholders, including but not limited to, employees and delivery leadership. Should address any queries from stakeholders promptly, including ad hoc queries and requests. Should ensure appropriate balance is maintained between deliverables and stakeholder expectations and escalate if and when necessary. Benefits: Competitive salary and benefits package Culture focused on talent development with quarterly promotion cycles and company-sponsored higher education and certifications Opportunity to work with cutting-edge technologies Employee engagement initiatives such as project parties, flexible work hours, and Long Service awards Annual health check-ups Insurance coverage: group term life, personal accident, and Mediclaim hospitalization for self, spouse, two children, and parents Job Category: Functional Job Type: Full time Job Location: Noida Experience: 5-10 years Position : 1

Role & responsibilities Recruitment & Onboarding Partner with hiring managers to define role requirements and develop clear, compelling job descriptions. Oversee the end-to-end recruitment process, including posting IJPs, job openings, screening candidates, conducting interviews, and issuing job offers. Lead the onboarding process to ensure a smooth and welcoming experience for new employees. Conduct engaging orientation sessions to align new hires with company culture and expectations. Employee Relations & Engagement Build and maintain positive employee relations by fostering open communication and trust. Promote employee connectivity, especially for new joiners, through structured engagement initiatives. Drive and execute engagement activities as per the annual calendar across corporate and regional offices. Planned and executed employee-focused events, including open houses, monthly celebrations, functional meets, and annual gatherings; collected and communicated feedback to key stakeholders for continuous improvement. Address employee concerns and grievances in a timely and effective manner. Manage internal communications, including the quarterly newsletter, Analyse results from employee satisfaction surveys and implement action plans to enhance workplace culture. Lead and manage the "Fun Buddy" program to support and engage new hires during their onboarding journey. Learning & Development Identify training needs through one-on-one interactions with corporate teams and Operations leadership (AMs and above). Conduct Training Needs Analysis (TNA) to align learning initiatives with business goals. Plan, schedule, and manage training programs, ensuring cost efficiency and timely execution. Organize and oversee group-level classroom training sessions. Standardize and enhance the induction process for new employees. Performance Management Lead communication and engagement around the Goal Setting process, including organizing roadshows. Manage the complete performance review cycleGoal Setting, Mid-Year, and Annual Reviews. Support the execution of competency mapping and align individual performance with organizational values. Reward & Recognition Plan and execute recognition programs for business concepts and corporate teams. Oversee the nomination and communication process for monthly and annual recognition programs, including Employee of the Month(EOM), Alpha Squads, Referral Heroes, and corporate awards such as Dashing Debut and Everyday Hero. Encourage and track Spot Recognition awards. Drive the Value Champion Awards program by managing the nomination and recognition of Silver, Gold, and Platinum winners on a monthly, quarterly, and annual basis. Represent the team as a core member of the Landmark Group Engagement Team.

Deputy Manager - Human Resources Spearhead HRBP function at the Unit encompassing Organization resource planning, talent reviews, driving engagement programs, preparation of succession plans, high potential individual development plans & performance management Responsible for aligning business objectives with employees & management at the Unit Set up process, relationships & early warning systems to minimize critical attrition losses innovative communication, Reward & Recognition programs for diversified resource pool Collaborate with Corporate HR team in development of individual development plans of junior team members at the Unit. Align annual & mid-year talent review plans to business plans aimed at development of effective talent pool based on future business requirements Coordinate with leadership team aligning hiring/headcount decisions and optimizing utilization of existing resources Responsible for designing, developing and supporting organization-wide talent management programs that cover performance management, talent development, coaching, succession planning and HR data analytics. Render HR consultancy to people managers in implementation of HR policies and practices that aims at providing prompt resolution of HR issues Manage the reporting/HR metrics for end-to-end HR functions. Spearhead HRBP function at the Unit encompassing Organization resource planning, talent reviews, driving engagement programs, preparation of succession plans, high potential individual development plans & performance management Responsible for aligning business objectives with employees & management at the Unit Set up process, relationships & early warning systems to minimize critical attrition losses innovative communication, Reward & Recognition programs for diversified resource pool Collaborate with Corporate HR team in development of individual development plans of junior team members at the Unit. Align annual & mid-year talent review plans to business plans aimed at development of effective talent pool based on future business requirements Coordinate with leadership team aligning hiring/headcount decisions and optimizing utilization of existing resources Responsible for designing, developing and supporting organization-wide talent management programs that cover performance management, talent development, coaching, succession planning and HR data analytics. Render HR consultancy to people managers in implementation of HR policies and practices that aims at providing prompt resolution of HR issues Manage the reporting/HR metrics for end-to-end HR functions.

, We are looking for a seasoned Chief Human Resources Officer (CHRO) to join the leadership team of our client and partner directly with the Managing Director to shape the organization's future. This role will lead HR strategy and operations for a diverse, 1000+ employee workforce spread across research farms, production units, sales territories, and corporate offices across India. The CHRO will play a key role in driving talent acquisition, workforce planning, leadership development, performance management, employee engagement, and culture transformation. The ideal candidate should be able to handle the complexity of a pan-India, multi-functional setup and align people practices with business goals. With plans for rapid growth and diversification beyond the current core business, this role is critical in preparing the organization for scalable expansion. This is an opportunity to be a strategic partner at the highest level, influencing business direction while preserving the organizations strong values and people-centric ethos. If you find this role suitable and aligned with your experience then please share your CV with payal.khonde@icresset.com.

Role & responsibilities : Assist in developing and implementing L&D strategies and training programs for Hotel staff. Conduct training needs analysis to identify skill gaps and recommend appropriate learning solutions. Design, develop, and implement Assessment Centres for BOH & FOH roles across all job levels to evaluate employee competencies, technical skills, and behavioural attributes. Develop competency frameworks and assessment tools tailored to each job level and function. Deliver training sessions, workshops, and on-the-job coaching for front-line and support for managerial staff. Coordinate onboarding and induction programs for new employees. Support the creation of training materials, SOP manuals, and e-learning modules. Collaborate with department heads to identify high-potential employees and build development plans through the Assessment Centre outcomes. Monitor training effectiveness through feedback, assessments, and performance evaluations. Ensure training programs align with business goals and operational excellence. Maintain training records and prepare regular reports on employee progress and development. Stay updated on industry best practices and suggest innovative training methods. Support to promote a culture of continuous learning and development across the business Preferred candidate profile : Hotel or restaurants background with Learning and development experienced minimum 3 years Perks and benefits : Accommodation , pick up and drop, food Interested candidates can share their profiles on recruitment@oleanderfarms.com or can contact Thanks & Regards, Nisha HR 8655412772 Hotel Oleander Farms

Talent Acquisition, Recruitment (Naukri, social media, LinkedIn) HRBP: - HR: Policies, SOPs, Rewards, Recognition, Analytics, Project Management Talent Management: - PMS Career Path, Succession Planning, Compensation Management, Employee Pulse Required Candidate profile Talent Development: - Development farmwork, Development Identification, Learning Program, Measuring Effectiveness, Vendor Management

Human Resource Business Partner/Strategic HR - Insurance - 8+Years - Gurgaon Location - Gurgaon Summary - An excellent opportunity for an experienced HR Business Partner to lead strategic HR initiatives across talent management, employee engagement, and performance enhancement. You will play a pivotal role in building a high-performance culture, driving retention strategies, and enhancing employee experience. Your Future Employer - A leading organization committed to excellence in people management and business transformation, offering a collaborative culture with focus on growth, learning, and innovation. Responsibilities - Partner with business leaders to conceptualize, implement, and review key people strategies aligned with business goals. Lead organization-wide engagement programs, including yearly employee engagement calendars and GPTW survey planning. Drive attrition control strategies, talent mapping, and capability-building programs. Manage full-cycle recruitment across functions, ensuring 105% man-month targets within defined TAT and budget. Develop and drive talent management frameworks including succession planning (OTR), performance turnaround, and MDRs. Strengthen organizational culture through compliance initiatives, value-based engagement, and structured EDAP implementation. Coach and build HR team capabilities through recognition, promotions, and structured skill development programs. Enhance employee experience by decentralizing HR services and ensuring compliance with code of conduct and whistleblower policies. Requirements - 8+ years of experience in strategic HR Business Partnering, with a proven track record in employee engagement, retention, and talent development. Strong understanding of PMS, MDRs, succession planning, and HR analytics. Expertise in end-to-end recruitment and governance mechanisms to ensure hiring quality and effectiveness. Excellent communication, stakeholder management, and change management capabilities. Prior experience working in a fast-paced, matrixed organization with regional or zonal HR exposure preferred. What is in it for you - Be part of a dynamic leadership team that drives organizational impact. Lead transformational people initiatives that directly impact business outcomes. Access to learning, development, and leadership grooming platforms. Work in a culture that values innovation, ownership, and collaboration. Profile Keywords - Strategic HR Business Partner Jobs, HRBP Jobs India, Talent Management Jobs, Performance Management Jobs, Employee Engagement Jobs, Retention Strategy Jobs, Organizational Development Jobs, Senior HR Jobs, Pan India HRBP Roles, Leadership HR Jobs, Crescendo Global HR Jobs.

Skill required: Talent Development - Instructor-Led Training (ILT) Designation: Business Interlock Specialist Qualifications: Any Graduation Years of Experience: 7 to 11 years What would you do? Improve workforce performance and productivity, boosts business agility, increases revenue and reduces costsTalent Development processYou will be responsible for Instructor led training which is the practice of training either individuals or groups and designing learning material. 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) Microsoft Office Suite Banking, Financial Services Written and verbal communication Ability to establish strong client relationship Collaboration and interpersonal skills Strong analytical skills Ability to perform under pressure 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 Qualifications Any Graduation

One of the leading clients in the Engineering space is looking for an experienced Talent & Learning professional to lead global talent development initiatives of the organisation. This role focuses on driving engagement, succession planning, leadership development, and enterprise capability building in a matrixed, international environment. Engagement Survey Action Planning Translate annual engagement survey insights into actionable plans. Collaborate with HR and business leaders to monitor progress and drive meaningful outcomes. Talent Review & Succession Planning Lead Talent Review sessions and succession planning to identify and develop high-potential talent. Create targeted development roadmaps, including job rotations and career paths. Career Path Frameworks Design and implement career pathing and technical competency frameworks across functions, including the expansion of Technical Career Ladders. Psychometric Assessment & Development Partner with global assessment providers; become certified in tool usage and develop guides for hiring, competency mapping, and potential assessment. Global E-learning Management Manage end-to-end e-learning programs from needs analysis to evaluation in collaboration with platforms like Skillsoft. Leadership Development Plan and deliver global leadership programs for mid to senior management. Align training with business priorities, manage budgets, and address skill gaps. Global Signature Programs Design and refine high-impact global development programs aligned with talent and business strategy. Capability Building & Content Development Develop scalable learning content and programs. Support local and regional training needs while strengthening enterprise-wide capability. Candidate Profile MBA from a Tier 1 institute with 12-14 years of experience in Talent Management / L&D Experience working in either the manufacturing/engineering/ FMCG sectors or with a leading management consulting firm serving similar industries. Exposure to managing global or matrix organizations Should have managed the 9-box grid for talent assessment and succession planning along with a learning platform & psychometric tools

About The Role Role Purpose The purpose of the Practice Head role is to enhance organizational capability within the practice they lead by providing strategic direction, enabling design and execution of sustainable, targeted programs, policies and processes that enable or sustain various aspects of talent development, engagement and retention in Wipro. ? Do - Strategy Development and Deployment - Support development of overall practice charter for the organization - Achieve talent capability improvements by creating and deploying annual plan based on business strategy, requirement analysis and emerging business realities - Determine optimal structure and roles in the team for increased efficiency and effectiveness - Program / Intervention Design and Development - Address specific practice related challenges by working with business leaders to understand the problem, designing and deploying specific programs, processes or interventions. - Drive contextualization as per unit requirements, in programs deployed - Direct future capability building within the practice by developing new programs in consultation with business leaders, academia and external parties - Increase effectiveness of existing programs, policies or processes by commissioning and overseeing program redesign and refresh - Enhance the team design and delivery capabilities by devising and implementing frameworks for program effectiveness measurement - Team Management and Development - Provide overall direction and guidance to the team for program design and delivery - Complete all people processes for the team such as performance Nxt, WLQ etc. as applicable - Build team capability by reviewing team performance and recommending learning / development intervention in consultation with the concerned teams - Support & motivate the team by - - Coaching team members to build expertise and skill within the function - Driving focus in the team by aligning them with annual plans and performance goals - Encouraging team to undertake self-development and capability building. ? ? ? Mandatory Skills: PLM-Agile-Application. Experience5-8 Years. Reinvent your world. We are building a modern Wipro. We are an end-to-end digital transformation partner with the boldest ambitions. To realize them, we need people inspired by reinvention. Of yourself, your career, and your skills. We want to see the constant evolution of our business and our industry. It has always been in our DNA - as the world around us changes, so do we. Join a business powered by purpose and a place that empowers you to design your own reinvention. Come to Wipro. Realize your ambitions. Applications from people with disabilities are explicitly welcome.

We are looking for Head Capability Development with Leading AI based Co. Exp - 10+ Years Location - Noida Work Mode - 5 Days We are looking for a dynamic and experienced Head of Technical Capability Building to design and lead a comprehensive skill development engine for our operations organisation. This role will be responsible for creating a structured, scalable, and business-aligned approach to building capability across three key pillars: Technical capability mastering tools, platforms, automation Functional capability strengthening financial modelling, equity research, sector expertise Process capability improving SOP adherence, execution discipline, SLA and accuracy metrics. This role will require this individual to set the vision, create the systems, and execute hands-onpartnering closely with stakeholders to embed learning.

A) Strategy & Change Set HR objectives in sync with business strategy. Manage HR processes in line with organizational priorities & support management team with organizational change management. Is responsible for the HR function, not limited to but including Training, Recruitment, Compliances, Policy, Leave and attendance, Engagement, Appraisals, Succession Planning, Internal Communication etc. B) Engagement & Culture Partner with cross functional leaders. Drive a High-Performance, diverse & Inclusive culture. Drive organization cultural and values and build the culture of the organization. Drive high engagement scores for the unit (Internal Best Place to Work Survey). Create an engaging work environment. Network with key stakeholders -internal and external for the benefit of the organization. Enhancing employee experience by actively contribute to building programs/process/policies. C) Talent Management/Development Actively drive the talent agenda to ensure high quality talent through levers of hiring, development, succession planning, managerial effectiveness, Talent Review Process internal movements, mentoring, coaching etc. • Coach and advise people leaders on talent placement, talent action planning. • Partner with different team leader and Talent Management in launching training and leadership development programs. • Drive diversity & inclusion goals for the site. D) Performance Management • Design, create and implement performance management system for employees across the company. • Drive a culture of continuous review, performance driven growth and Drives performance via KPI. F) Learning & Development • Develop and implement a comprehensive Learning & Development strategy aligned with organizational goals. • Support the implementation of policy and induct new employees. • Identify skill gaps and create targeted training programs to build capabilities across all levels and also develop future leaders. • Collaborate with department heads to roll out functional, technical, and leadership development programs. • Promote a continuous learning culture through e-learning platforms, workshops, mentoring, and on-the-job training. • Measure the effectiveness of learning initiatives through feedback, assessments, and performance outcomes. E) Budgeting, compensation and compliance: • Partner with management and finance for annual budgeting related to manpower, training and engagement. • Annual salary planning, policies & benefits for organization. • Prepare the Annual Budgets and track expenditure on all topics in HR. • Compliance with various labour and HR related legal compliances.

Exceptional leadership capabilities, with a talent for motivating and engaging teams at every level of nbsp; the organization. nbsp; Proficient in articulating HR concepts and strategies to diverse audiences. nbsp; Proven track record in crafting HR strategies that not only align with but also drive business goals. nbsp; HR Expertise: Comprehensive knowledge of contemporary HR practices, regulations, and ethical standards within nbsp; the industry. nbsp; Talent Management Skills: nbsp; Extensive experience in modern recruitment techniques, talent development methodologies, and nbsp; high-impact performance management systems. nbsp; Strong analytical and critical-thinking skills to diagnose and resolve HR issues effectively and nbsp; innovatively. nbsp; Competent in analysing and interpreting HR data to derive insights that support organizational nbsp; effectiveness and inform strategic decisions. nbsp; Excellent interpersonal skills to build strong relationships with senior leadership and other nbsp; stakeholders, ensuring HR initiatives are effectively integrated with business objectives. Full-Time (Mon to Sat) 10:00 AM to 7:00 PM. nbsp; 01 02 years nbsp; White Gold is a technology-driven company. We are innovative and we make use of advancedtechnologyto better serve our customers. We are a leading player in the gold bullion industry, committedtodelivering exceptional value and service to our clients. With a focus on integrity, innovation, andcustomer satisfaction, we have established ourselves as a trusted name in the market. nbsp; Job Summary: nbsp; Our growing company is hiring for smart and resourceful telesales executive to develop andimplementgrowth opportunities in existing and new markets and who can assist in day-to-day operationsof telesales and released . nbsp; Key Responsibilities:- nbsp; Should wear uniform/formals (if not received uniform), formal shoes, should be neat wellgroomed. nbsp; Signing attendance register at the time of arrival exit regularly. Handling customer queries and providing satisfactory answers. nbsp; Attending all weekly, monthly, quarterly meetings is must. nbsp;

NAB is looking for Workforce Planning Senior Analyst to join our dynamic team and embark on a rewarding career journey. The Senior Analyst plays a crucial role in driving data-driven decision-making processes within the organization This position involves analyzing complex data sets, generating actionable insights, and providing strategic recommendations to support key business initiatives Key Responsibilities:Data Analysis:Conduct in-depth analysis of large and complex datasets to extract meaningful insights Utilize statistical and data visualization tools to present findings in a clear and concise manner Strategic Planning:Collaborate with cross-functional teams to understand business objectives and provide analytical support for strategic initiatives Develop and maintain models to support forecasting, budgeting, and other planning processes Reporting and Dashboards:Design and create comprehensive reports and dashboards to track key performance indicators (KPIs) and metrics Automate reporting processes to improve efficiency and accuracy Trend Analysis:Identify trends and patterns in data to help anticipate opportunities and challenges Provide insights on market trends, competitor analysis, and industry benchmarks Decision Support:Assist senior management in making informed decisions by providing data-driven recommendations Evaluate the impact of proposed strategies on business outcomes Process Improvement:Identify areas for process improvement and efficiency gains based on data analysis Collaborate with teams to implement changes and measure the impact

Job description Unison Pharmaceuticals is currently offering a fantastic opportunity for the role of a Talent Management - Officer at our Moraiya Plant. About us: Unison Pharmaceuticals Private Limited (Formerly known as Unison Pharmaceuticals) was established in 1981 with a vision of providing quality and affordable medicines across the nation. With more than 4 decades of medical service to society, Unison is today one of the fastest-growing companies in Gujarat State. In addition to this, the company is ranked 82 among the top companies of India (Rupee wise sales) MAT March 2020. This makes Unison a distinguished company across the pharma industry. Location: Moraiya, Ahmedabad (Transport Facility available) Experience: 3-6 Years Timings: 9:00 to 5:30 p.m. (Monday Saturday) Role & responsibilities The role is responsible for driving talent management initiatives, ensuring effective HR policy implementation, and leveraging HR analytics for workforce planning. This role plays a key part in enhancing employee performance, engagement, and development across all locations by managing competency assessments, performance appraisals, and training needs identification. Key Accountabilities/ Responsibilities Manage the end-to-end Performance Management System (PMS) cycle, ensuring timely goal setting, self-assessment, and approvals. Communicate with HoDs, first-line managers, and employees to ensure PMS activities are completed as per guidelines. Track and monitor the PMS operational cycle, ensuring timely completion by all stakeholders. Address and resolve PMS-related issues, including re-evaluation requests, fairly and transparently. Oversee PMS processes via the internal portal and support managers in setting SMART KPIs. Facilitate performance and development discussions between managers and employees. Develop, update, and ensure compliance with HR policies, aligning them with market trends. Conduct surveys to analyze trends and propose policy improvements for employee satisfaction and retention. Collaborate with department heads for competency mapping to assess technical, behavioral, and leadership skills. Identify training needs based on competency assessments and monitor training effectiveness through evaluations. Perks & Benefits Dynamic work environment Career development opportunities Work-life balance Free transportation Free insurance coverage for self, spouse, and kids Range of learning opportunities to help employees grow and thrive If the above role suits your profile, feel free to send your resume to sandipnair@unisonpharmaceuticals.com to be considered.

About Company: Nuvoco Vistas Corp. Ltd, is the fifth-largest building materials player in India and the largest cement company in East India, in terms of capacity, with a consolidated capacity of 31 MMTPA making it the fastest growing Cement Company. We have a diversified product portfolio under three Key Businesses Cement, Ready-Mix Concrete (RMX) and Modern Building Materials (MBM) offering a range of over 50 products that can conveniently meet the needs of individual home builders and institutional infrastructure development. Location: Mumbai Duration: [e.g., 8-12 weeks, Summer 2025] Department: Transformation Office [Human Resources] About the Role: We are looking for a dynamic HR Summer Intern with strategic mindset to join Transformation Office. This role is ideal for someone who is passionate about organizational change, strategic HR initiatives, and driving impactful transformation across people, processes, and culture. Key Responsibilities: Support the design and execution of strategic HR transformation initiatives aligned with business goals. Analyse organizational data with respect to KPI/ MO specific to BEAs to identify trends, gaps, and opportunities for improvement. Collaborate with cross-functional teams to gather insights and contribute to transformation roadmaps. Assist in developing strategic frameworks, presentations, and reports for senior leadership. Qualification/Skillset: Currently pursuing a bachelors or masters degree in human resources, Business Administration or a related field. Strong strategic thinking and problem-solving skills with excellent communication. Proficiency in MS PowerPoint, Excel, and data tools. Ability to work independently and manage multiple priorities in a fast-paced environment. Only candidates based out of Mumbai are eligible to apply.

Responsibilities: • Recruitment & Staffing • Onboarding & Offboarding • Compensation & Benefits • Performance Management • Training & Development • Employee Relations • Leadership, team & time management • Strong analytical and organizational skills