1707 Talent Management Jobs - Page 13

Lead and inspire: Mentor and guide a team of talented ML Engineers, fostering a culture of innovation and collaboration Architect and implement: Design and build scalable, robust, and efficient ML pipelines that power our core products Innovate and optimize: Develop novel algorithms and continuously improve our existing models for performance, accuracy, and scalability Solve complex problems: Tackle challenging real-world problems in areas like natural language processing, recommendation systems, and predictive analytics Stay ahead of the curve: Research and implement state-of-the-art techniques in deep learning, reinforcement learning, and other emerging fields Design and Development: Implement scalable solutions using LLMs, Fine-tune LLMs for specific NLP tasks, Develop and deploy LLM-powe'red applications What You Bring Deep expertise: Strong foundation in Machine Learning, Deep Learning, and NLP, with a proven track record of developing and deploying ML models at scale Technical leadership: Experience leading and mentoring teams, with excellent communication and collaboration skills Problem-solving mindset: Ability to analyze complex problems, think critically, and develop innovative solutions Passion for AI: A genuine enthusiasm for pushing the boundaries of AI and its applications in the real world Advanced skills: Proficiency in Python and relevant ML frameworks (TensorFlow, PyTorch, etc), as we'll as experience with big data technologies (Hadoop, Spark) Strong CS fundamentals and coding languages (Python, C/C++, Hava, Scala, R) GenAI & Large Language Model: Experience in developing and deploying LLM-powe'red applications, Knowledge of LLM fine-tuning techniques and optimization strategies Understanding of LLM ethical considerations and biases Nice to Haves MInimum of 6-10+ years of relevant work experience in ML and AI MS or PhD in Computer Science or a related field Publications in top-tier AI conferences Experience with GenAI, LLMs, and Transformers Contributions to open-source ML projects Join Us and Shape the Future of AI If you're a senior AI/ML engineer whos ready to make a real impact, we'd love to hear from you Eightfoldai offers a dynamic and rewarding environment where you'll have the opportunity to work on cutting-edge projects, collaborate with world-class experts, and accelerate your career growth Join us and help build the future of AI-powe'red talent intelligence

We are looking for a Specialist - Talent Management, who thrives in a high performance and fast paced technical environment. As a Specialist within the Talent Management team, you will be responsible for performing all critical tasks, ensuring that our customer receives a great product. What you'll deliver: Work to team plan & deliver your tasks on-time & within budget Evaluate your work progress to the plan and make required course corrections Help a team of Talent Managements professionals and specialists, and ensure that they have the resources, tools, and guidance they need to perform their tasks effectively and efficiently Aligning the Talent Management vision and goals with the overall business strategy and objectives Refine and implement Talent Management policies and programs Monitor the external trends and challenges that affect the Talent Management industry Work closely with the CEO and other senior leaders to define and communicate the organizational culture, values, and mission. Follow Talent Management budget, systems, and processes, and ensure that they are aligned with the best practices and standards. Act as guide for the Talent Management function, and communicate its value and impact to the organization. Represent the organization in various Talent Management forums, networks, and associations, and promote its reputation and brand. Foster a culture of learning and innovation, and encourage the Team Members to pursue their personal and professional growth. Support the team members to adapt to the changes, and monitor and evaluate the outcomes and feedback. Swiftly resolve non-conformance to minimise impact on project objectives Help fellow team members to deliver their work right first time & on time in full Understand project goals and objectives and complete your task within budget Support team member to learn standard operating procedures (SOP) and best practices Follow functions performance and improvement processes in your work Apply lean & 5S visual work environment principles in your work Align your work to meet your KPIs to achieve your growth goals Evaluate your KPI trend and implement required course corrections Support onboarding of new team members Utilise learning material & proactively participate in discussion forums Make your structured learning program and enhance your skills & knowledge & competency Make & implement your performance & economic growth plan What you'll need: Passion for our Vision: Transform Manufacturing 4+ years of total working experience in related domain In-depth domain knowledge & competency gained at an education institution or self-learnt Fluent Knowledge and competency for collaboration and synergy with team members Fluent Knowledge and competency to resolve conflicts regularly at the workplace between team members. Fluent Knowledge and competency to analyze team member behavior, productivity levels, and workplace trends and make data-driven decisions. Fluent understanding & competency of quality management systems and ISO9001/AS9100 standards Fluent understanding & competency of lean & six sigma principles Fluency in engineering fundamentals and emerging technologies Fluent ability to identify risks, manage them and develop mitigating actions Flexibility to go beyond normal work hours in time of need and support other functions Must have: Attitude to help fellow team members to positively work with cross functional teams Respectful behaviour and willingness to adapt company code of conduct Attitude to help fellow team members to learn, to do their best work and grow Initiative and courage to explore new ideas and learn from the mistakes Perfectionist approach and meticulous to the finest detail in everything that you do Clear and concise written & verbal English language communication as we'll as presentation skills Prompt and on-time communication of operational matters Fluency in Excel, Outlook, PowerPoint, Teams and other MS Office software Readiness work in different shifts to support customers in different time zone Nice to have: Knowledge of Zoho Recruit, Zoho People & Solidworks Enterprise PDM. Experience of working with leading ERP software like - Epicor / SAP / NetSuite Great sense of humor

About Plum Plum is an employee insurance and health benefits platform focused on making health insurance simple, accessible and inclusive for modern organizations. Healthcare in India is seeing a phenomenal shift with inflation in healthcare costs 3x that of general inflation. A majority of Indians are unable to afford health insurance on their own; and so as many as 600mn Indians will likely have to depend on employer-sponsored insurance. Plum is on a mission to provide the highest quality insurance and healthcare to 10 million lives by FY2030, through companies that care. Plum is backed by Tiger Global and Peak XV Partners. Why you should apply for this role: This role offers a unique opportunity for you to work closely with our top leadership team, gaining valuable hands-on experience in vital HR metrics and people practices. Youll play a crucial role in overseeing critical HR metrics like retention, talent density, employee engagement, and cost across our business units. Roles and Responsibilities: 1. Employee Experience Serve as a strategic business partner, by providing feedback and recommendations to managers and function leaders to improve employee engagement and productivity in their teams. Collaborate with the people experience team to implement programs aimed at enhancing overall employee experience. Collaborate with function leads and the finance team to establish performance-based rewards programs and recognition initiatives that drive employee motivation and retention. 2. HR Business Partnering Analyse and present employee reports, such as compensation data, job levels, and attrition rates, to provide data-driven insights on retaining our talent pool. Lead core HR processes across teams, including performance management, compensation cycles, and promotions. Collaborate with function leads, managers, and employees to promptly handle and resolve employee relation matters, promoting a fair and transparent workplace environment. 3. Talent Management Offer proactive recruiting assistance to the talent acquisition team by streamlining and optimising hiring efforts for assigned functions. (craft candidate personas, interviewer panels). Work closely with leadership to identify and nurture high-potential employees for key roles within the organisation. Facilitate mentoring & coaching workshops to enhance leadership capabilities to cater to organisational needs and meet employee expectations 4. Change Management Lead change management initiatives related to employee experience, ensuring successful adoption of new programs, policies, or cultural shifts. Develop and implement succession plans to ensure a smooth transition in leadership positions when needed. Collaborate with managers to create talent development programs that align with succession planning efforts The ideal candidate would have: The ability to influence and partner with stakeholders at different levels of the organisation to implement initiatives and drive change. A data driven approach to problem solving. Excellent communication and interpersonal skills. Strong business and HR acumen, including problem solving skills, critical thinking, and stakeholder management. Qualifications: 4 to 6 years of professional experience in an HR Business Partner role, with a preference for experience in startup environments. Proven expertise in HR analytics, including metrics and data analysis. A Bachelors degree in either Psychology or Human Resources is required.

Role Purpose The purpose of this role is to execute the process and drive the performance of the team on the key metrices of the process. Job Details Country/Region: India Employment Type: Onsite Work Type: Full Time State: Tamil Nadu City: Chennai Requirements Requirements: Masters degree in Human Resources Management or a relevant field Prior Internship experience as an HR Recruiter Sound knowledge of all HR processes (e.g. recruitment, onboarding, training, talent management etc.) Experience with resume databases, ATS and referral programs Sound knowledge of full cycle recruiting Strong verbal as well as non-verbal communication skills Exceptional time-management and organizational skills

At Medtronic you can begin a life-long career of exploration and innovation, while helping champion healthcare access and equity for all. You ll lead with purpose, breaking down barriers to innovation in a more connected, compassionate world. A Day in the Life Job shall include Supporting the business Achieve Annual LBE through some critical work like Timely Billing support, effective coordination with team , GRR/SDR data & execution responsibly , End to end follow up on Order execution to delivery including Govt, Maintain & actively follow up Govt Sullies/order data & Installation. The Position will also actively involve in Indirect sales to enquiries & also, coordinate with Channel partners for customer delight. Responsibilities may include the following and other duties may be assigned. Provides project or program support to a functional group or business process. Monitors program/project/system status, budgets and timetables. Applies knowledge of and experience in company operations to assist in the development, implementation and administration of program/system guidelines and procedures. Gathers and compiles information for reports. Provides technical support, which may include program/system training, program/system documentation, data extraction, data review, tracking and coding. OFFICE SUPPORT CAREER STREAM: Individual contributors who provide organizational related support or service (administrative or clerical) for other members within the organization. The majority of time is spent in the delivery of support services or activities, typically under supervision. DIFFERENTIATING FACTORS Autonomy: Seasoned individual contributor who provides assistance and training to lower level employees. Performs a wide variety of non-routine clerical and administrative tasks and may support special projects or assignments. Works under limited supervision. Organizational Impact: Works to deliver day-to-day objectives with significant impact on achievement of results for the job area Work involves obtaining or providing information or data requiring some explanation or interpretation. Work consists of tasks that are typically not routine. Innovation and Complexity: Makes minor changes in systems and processes to solve problems or improve effectiveness of job area . Expected to independently propose solutions to problems for manager review. Communication and Influence: Communicates typically with internal and external contacts . Obtains and provides information on matters of moderate importance to the job area. Leadership and Talent Management: Responsible for providing guidance, coaching and training to other employees within job area. Required Knowledge and Experience: Requires broad practical knowledge of operational systems and practices typically gained through extensive experience and/or education. Requires minimum of 4 years of relevant experience . Physical Job Requirements The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position. Benefits & Compensation Medtronic offers a competitive Salary and flexible Benefits Package A commitment to our employees lives at the core of our values. We recognize their contributions. They share in the success they help to create. We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every career and life stage. About Medtronic We lead global healthcare technology and boldly attack the most challenging health problems facing humanity by searching out and finding solutions. Our Mission to alleviate pain, restore health, and extend life unites a global team of 95,000+ passionate people. We are engineers at heart putting ambitious ideas to work to generate real solutions for real people. From the R&D lab, to the factory floor, to the conference room, every one of us experiments, creates, builds, improves and solves. We have the talent, diverse perspectives, and guts to engineer the extraordinary. Learn more about our business, mission, and our commitment to diversity here

At Medtronic you can begin a life-long career of exploration and innovation, while helping champion healthcare access and equity for all. You ll lead with purpose, breaking down barriers to innovation in a more connected, compassionate world. A Day in the Life Responsibilities may include the following and other duties may be assigned. Promotes and sells Medtronics products and services within an assigned geographic area and /or specific customer accounts to meet or exceed sales targets. Responsible for developing, building, and strengthening long-term relationships with stakeholders including distributors and healthcare professionals. Responsible for pursuing leads, assessing needs and providing product services to maximize the benefits derived from Medtronics products and/or services. Promotes and establishes education of the companys products and/or services. Conducts market research including customers and competitors activities. Implements market development plans/strategies and changes as needed. Communicates customer feedback on new products and/or modifications to existing products or applications to internal stakeholders including R&D, Operations and Marketing. SALES PROFESSIONAL CAREER STREAM: Typically sales professional individual contributors with direct sales responsibilities. May direct the work of other lower level sales professionals or manage sales processes and / or accounts involving multiple team members. The majority of time is spent establishing and maintaining customer relationships, developing new customer relationships, implementing sales strategies and closing sales. DIFFERENTIATING FACTORS Autonomy: Entry-level sales professional on one or more individual or team accounts . Sells products and/or services to a group of clients and identifies new and potential customers. Work is closely supervised . Maintains relationships. Organizational Impact: Works to achieve individual sales targets within product area and/or account by selling lower complexity products / services, developing new accounts and/or expanding existing accounts. Has some impact on the overall achievement of sales results for the team. Work typically on smaller, less complex accounts, small quota or territory. Innovation and Complexity: Follows standard sales and business development practices and procedures in analyzing situations or data from which answers can be readily obtained. May recommend changes in account tactics to achieve sales goals . Implements improvements and changes to work processes and procedures. Communication and Influence: Communicates with external customers and / or vendors, involving basic negotiation and / or presentations in order to close sales. Obtains or provides information requiring some explanation or interpretation . Leadership and Talent Management: N / A - Job at this level are focused on self-development. Required Knowledge and Experience: Requires broad knowledge of sales techniques typically gained through education and / or on the job learning. Learns to use professional concepts Applies company policies and procedures to resolve routine issues. Requires a Baccalaureate degree (or for degrees earned outside of the United States, a degree which satisfies the requirements of 8 C.F.R. 214.2(h)( 4)(iii)(A), 0 years of experience required with an introductory knowledge of company products and services. Physical Job Requirements The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position. Benefits & Compensation Medtronic offers a competitive Salary and flexible Benefits Package A commitment to our employees lives at the core of our values. We recognize their contributions. They share in the success they help to create. We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every career and life stage. About Medtronic We lead global healthcare technology and boldly attack the most challenging health problems facing humanity by searching out and finding solutions. Our Mission to alleviate pain, restore health, and extend life unites a global team of 95,000+ passionate people. We are engineers at heart putting ambitious ideas to work to generate real solutions for real people. From the R&D lab, to the factory floor, to the conference room, every one of us experiments, creates, builds, improves and solves. We have the talent, diverse perspectives, and guts to engineer the extraordinary. Learn more about our business, mission, and our commitment to diversity here

HRMS Payroll Tech consultant :- requirement Comprehensive experience in analysis, design, testing and implementation of business systems involving Oracle HRMS Applications R12. Expert knowledge in Payroll Integration , Core HR integration, HRMS Data Conversions , custom development, customization, extension and personalization . Professional Experience with 8-10 Year in Oracle E-Business Suite- Oracle Core HR, Oracle Payroll, PMS , OLM, SSHR, OTL ,PL/SQL, Fast Formula, Oracle Workflow , XML/RDF Reports and Oracle Interfaces , , Absence Management , Talent Management Experienced on XML/RDF Reports and PL/SQL interface into HRMS System Payroll Processing, Prepayment, Costing & Transfer to GL . Programming experience in creating Procedures, Functions, Packages and others database objects using SQL and PL/SQL 7+ years of professional experience as a Technical Consultant expertise in Oracle E-Business Suite HRMS with Payroll integration if intersted kindly share your update cv to ashajyothip@sriusa.com

Job Description Are You Ready to Make It Happen at Mondel z International? Join our Mission to Lead the Future of Snacking. Make It Possible. This role delivers recruitment activities for the supported population, engaging with People Managers to understand their requirements and driving the end-to-end recruitment process. The TA Advisor partners with the Talent Acquisition Coordinator to provide an excellent candidate and People Manager experience. Specialized expertise in local market knowledge, most effective sourcing channels, industry networks, and competitive landscapes to drive efficiency in recruitment process; As part of a BU Squad liaises with BU TA Lead and BU People Experience Lead to ensure recruitment service delivery is in line with overall Employee Lifecycle practices within the BU. How you will contribute You will: Provide specialist technical expertise to lead both proactive and reactive Recruitment activities in accordance with MDLZ policies, standard operating procedures and guidelines Drive the end-to-end recruitment process, partnering with the People Manager and People Lead providing market insights and accountable for candidate experience, including tracking, assessment, feedback and offer (for externals) and assists with internal offers as needed Work with People Managers to establish business requirements and to determine applicant requirements, leads and coaches managers throughout process to drive identification, selection and landing of best talent Work with TA Coordinator to deliver the end-to-end recruitment process for candidates Source the best candidates for vacancies using range of mediums and channels- owning the creation and execution of a sourcing strategy to generate both active and passive talent for current and future vacancies Act as a candidate relationship manager during hiring processes for immediate needs while proactively building talent pools for future hiring needs and provide high-touch support for key Recruitment moments that matter to candidates and hiring Collaborate with BU Talent Acquisition Lead an/or TA Lead to understand and implement processes, drive continuous improvement and provide quality service. Drives operational efficiency with a focus on continuous improvement, candidate and hiring manager experience and meeting SLAs. Support BU TA Lead and/or TA Lead with candidate and hiring manager satisfaction monitoring and implementing continuous improvement initiatives What you will bring A desire to drive your future and accelerate your career and the following experience and knowledge: Experience in talent acquisition processes and channels with dedicated and specialised expertise in sourcing , assessment, matching, selling and closing capabilities Expertise in local market knowledge, the most effective sourcing channels, industry networks, and competitive landscapes to drive efficiency in recruitment process Strong stakeholder management, collaboration and influencing skills Good written and verbal communication skills Drive for results & customer service orientation Strong project and vendor management skills, ability to lead complex projects and pro-actively manage work and drive continuous improvement Coordinate and execute on-campus and online recruitment events, including career fairs, presentations, workshops, and virtual engagement initiatives, for all participating functions within the Early Careers program. Manage logistics for on-campus events, including scheduling, travel arrangements, venue coordination, and materials preparation. Support the seamless onboarding of Summer Interns and Full-Time Hires through the Early Careers Program, including managing pre-boarding activities, orientation schedules, and communication with interns and new hires. Provide administrative support to the Early Careers team, including managing candidate applications, scheduling interviews, and coordinating background checks. Track and report on key metrics related to Early Careers recruitment efforts. Stay current on best practices in early career recruitment and proactively identify opportunities to enhance the program. Collaborate with the Employer Branding team to ensure consistent messaging and branding across all Early Careers recruitment materials. Proactively identify and address any challenges or issues that arise in the Early Careers recruitment process. Work schedule: US SHIFT (7PM OR 8 PM IST ONWARDS) Working days - Monday to Friday (Work from office on fixed 3 days. WFH on fixed 2 days)

Job Description Position Senior Manager - Human Resources Reporting To Vice President - Human Resources (Axis Partnership) Department HR Function Distribution HR Location Hyderabad - GO1 Band 4A About Axis Max Life Insurance Axis Max Life Insurance Company Limited is an Indian life insurance company headquartered at New Delhi, and the largest non-bank private-sector life insurer in India. It is a 8020 joint venture between Max Financial Services and Axis Bank. The company is a subsidiary of the publicly-listed Max Financial Services. It was founded in 2000 after the liberalization of the insurance sector in India and its operations began in 2001. We Stand for Job Summary Reporting to the Zone HR, the incumbent would be spearheading the HR agenda for the Karnataka region. S/he would be responsible to liaise with the Senior Leaders within and outside the channel in creation and implementation of all people initiatives. The incumbent will work directly with the multiple senior level people in the sales leadership team and drive and own the HR agenda consistent with the best practices being followed at HR in Axis Max Life. S/he will be responsible for attracting, engaging and retaining a team of competent employees, creating a high performance and positive work culture The role includes team management of 1-2 off-role resources to deliver on the following Manpower planning and module management Lead Attrition control and retention enhancement measures Creation and roll out of effective employee engagement programs, in line with central HR Strategy Be the torchbearer for culture & values in the channel Lead Talent Management initiatives for the channel Provide specialist coaching, support & influence that enables key Business deliverables. Caring A compassionate leader who demonstrates appreciation for diversity in thoughts and approach towards people as well initiatives, eliminates biases to promote meritocracy. A coach who inspires people to excel and sets a culture of high performance. Collaboration A boundary-less leader who is capable of identifying & leveraging expertise of team members for superlative outcomes, thus, delivers to the organizations ask. A leader who addresses challenges with a solution oriented approach to create win-win partnerships within & outside teams through inspired cooperation and teamwork. Customer Obsession A leader who embodies Customer and keeps him at the core of all deliverables. Proactively anticipate customer needs and implement strategies to provide best in class customer experience. Growth Mindset An ambitious leader who can sponsor game changing ideas and rally the team to turn them into a reality. A leader who challenges the status quo, takes bold & creative actions to manage complex issues & achieve high impact goals by pushing self and others and raise the bar on performance. People Leadership A people s leader who inspires their teams to stretch themselves and achieve their true potential. A leader who create leaders by coaching, empowering & motivating them to deliver superior business outcomes. KEY RESPONSIBILITIES HR Strategy for the Region Conceptualize and deploy HR strategy for the Patch to support patch Business Plans Develop and deploy an effective Manpower Plan Ensure quality of hire Ensure key Talent Retention Conceptualize and deploy Employee Engagement Initiatives. Be the thought leader and HRBP to client leaders on strategic as well as operational people matters Business Partnering with field Business Leaders Participate at the channel level strategy forums for integration of business & support Lead the change management agenda Positively influence the business lead to ensure that he is aligned to the people agenda and also ensure people strategy dovetails with the business strategy Coaching and Performance Enablement Talent Management and Development for the channel Operationalize OTR(Organization Talent Review) for the channel. Create and execute the succession plan for key roles Engage and develop Best bets Effective execution of MDR (Management Development Review) framework Enable training and development of all employees (TNA, delivery and feedback) Promote internal mobility Promote gender diversity Build Organization Culture and Reinforce Values Institutionalize Organizational Values in employees and processes Embed effective implementation of Rewards framework, including customer centricity Leverage Employee Engagement (IBM Kenexa) outcomes to build organization culture Ensure unbiased and complete investigation procedures, and compliance with the policy and process, and closure of issues reported Performance & Compensation Management Oversee implementation of annual performance appraisal process in order to ensure timely completion of performance management cycle. Drive moderation of ratings for the assigned patch and assist the business heads in making promotion decisions Support business in decision making (Fitment) & allocation of compensation quantum for assigned patch. Effectively use JE (Job Evaluation) and Market benchmarks Deploy and monitor effectiveness of Performance review process and compensation Employee Relations and Communication Institutionalize employee relation forums that provide opportunity to employees to connect and bond with management and peers Enable productive organizational climate Enable openness and two-way communication between employees and management through communication forums such as town halls, skip level meetings, focused group discussions Enable employee engagement by executing action plan emerging from employee surveys Handle grievances Provide coaching &counseling to build a motivated team; and ensure smooth & cordial relations Measures of Success Feedback from stakeholders/ internal customers Effectiveness of HR strategy Effective and timely deployment of HR processes and measures Recruitment Turnaround time, Quality of Hire in key roles, Feedback on new hire performance Effectiveness of Talent Strategy; Regretted Attrition, Attrition of identified talent Number of Training Interventions vs. plan Employee Productivity and per capita Cost Key competencies/skills required Strategic Planning & Result Orientation People Management Customer Centricity Problem Solving & Decision Making Impact with Influence Role Modelling Core Values Strong Business Acumen Key Relationships (Internal /External) Internal - Sales leadership Other Channel HR teams Regional HR teams HR Operations Corporate HR BPMA team -Legal & Compliance Team -Internal Audit team External Vendors

Job Tilte- General Manager- Human resources Job Summary: This role will lead and oversee comprehensive HR Operations and Technology, managing a large and diverse workforce. It is pivotal in ensuring the seamless integration and functionality of HR systems, driving continuous process improvements, and maintaining strict compliance with HR policies and regulations. The role will be instrumental in aligning HR strategies with business objectives, leading strategic HR initiatives, and managing change processes to enhance organizational agility and effectiveness. This position requires a dynamic leader with a proven track record in HR operations, SuccessFactors technology management, and strategic partnership, capable of fostering a positive and productive work environment. Areas Of Responsibility HR Operations Management: Oversee comprehensive HR Operations: - Ensure the efficient management of a diverse workforce by overseeing all HR operations, including onboarding, employee lifecycle events, employee relations, and offboarding processes. Ensuring HR metrics and KPI are tracked and achieved for all India HR Systems Integration: Ensure seamless integration and functionality of HR systems, including HRIS (Human Resource Information Systems), payroll & other downstream system within SuccessFactors Process Improvement: Drive continuous process improvements to enhance operational efficiency, reduce costs, and improve the overall employee experience by constantly introducing process excellence with all site s HR HR Technology Management: HR Technology Systems Management: Manage HR technology systems to ensure they meet organizational needs and compliance requirements. This includes Global projects, regular system updates, troubleshooting, and ensuring user training. Implementation of HR Technology Solutions: Implement and oversee HR technology solutions that streamline HR processes, improve data accuracy, and provide actionable insights through advanced analytics and reporting tools. Strong knowledge of SuccessFactors with global lens will help. It is important to have a experience in managing HR Cloud solution and excellent partner management skills to bring in high level delivery Compliance and Policy Adherence: Regulatory Compliance: Maintain strict compliance with HR policies and regulations, including SOPs, guidelines and data protection regulations. Process Alignment: Ensure all HR practices align with organizational policies, regularly reviewing and updating documents to reflect changes in best practices. Strategic HR Alignment: Alignment with Business Objectives: Align HR strategies with business objectives to support organizational goals, ensuring that HR initiatives contribute to the overall success of the organization. Strategic HR Initiatives: Lead strategic HR initiatives that drive business success and employee engagement, such as talent management programs, leadership development, and succession planning. Change Management: Change Process Management: Lead change processes to enhance organizational agility and effectiveness, ensuring smooth transitions during periods of organizational change. Fostering a Positive Work Environment: Lead initiatives to foster a positive and productive work environment during transitions, providing support and resources to employees to help them adapt to change. Leadership and Partnership: Strategic Partnership with Leadership: Act as a strategic partner to senior leadership, providing insights and recommendations on HR matters to support decision-making and strategic planning. Collaboration and Inclusion: Nurture a collaborative and inclusive culture within the COE s, HR team and across the business organization, promoting teamwork, diversity, and a sense of belonging among employees. Travel Estimate: Limited Travel Job Scope: Internal Interactions (within the organization) HR, IT, Finance and other Enabling functions External Interactions (outside the organization) Vendor, IT Partner, Auditors, Consultant Firm, etc.. Geographical Scope India Focused + Global Skills Graduate + Specialisation in HR Experience 15 - 18 years

Professor (Human Resource Mgmt.) Academic Level 14 Sri Sathya Sai Institute of Higher Learning (SSSIHL) Professor (Human Resource Mgmt.) Academic Level 14 Department of Management & Commerce, Anantapur Campus SSSIHL/24-25/DMC/ACA/051 Full-time (Women applicants) Salary: Basic: 1,44,200 + Dearness Allowance (DA) & House Rent Allowance (HRA) as per Institute rules Higher qualifications and relevant experience will be considered ESSENTIAL QUALIFICATIONS & EXPERIENCE An MBA, with a PhD in Human Resource Management/Organizational Behavior or related areas from a reputed institution (preferably Tier 1 Business Schools or foreign universities of high repute) Minimum 15 20 years of experience in teaching/research/consulting with a strong post-Ph.D. research profile and international exposure will be preferred Minimum 4 5 publications in ABDC A/A* or FT50 journals in the last 5 years Proven track record of securing research grants/handling research projects funded by reputed Institutions / agencies / industries. Good academic performance in relevant fields from a recognized University/Institute Must have cleared UGC NET Proficiency in English and ability to mentor students effectively Commitment to SSSIHL s code of conduct and values-based integral education system KEY RESPONSIBILITIES Teaching and Academic Leadership Design and deliver advanced-level courses at MBA, doctoral, and executive education levels in areas such as Strategic HRM, Talent Management, Organizational Change, and HR Analytics Develop course material that incorporates experiential learning, industry insights, and emerging trends (AI in HR, hybrid workplaces, EI/SI) Contribute to curriculum benchmarking, assurance of learning, and pedagogical innovation Play a key role in doctoral admissions, course planning, and academic advisory boards Enable experiential learning Consistently publish in high-impact journals (ABDC-A/A*, FT50) in the domains of HRM, Organizational Behavior, Leadership, and HR Analytics. Lead and collaborate in interdisciplinary research projects with national and international scholars. Secure competitive research grants and contribute to policy-relevant HRM discourse. Demonstrated ability to lead funded research projects and consultancy assignments. Foster a research-driven academic culture within the department. Student Engagement and Mentorship Participation in curricular, co-curricular activities Guide doctoral candidates and mentor junior faculty in teaching, research, and academic writing Mentor doctoral and postgraduate students. STEP 2 Attach your detailed resume (must include details of Ph.D. qualification, NET/SLET/SET or other national level exams passed, teaching/professional experience, roles, and responsibilities in chronological order, list of research publications published in reputed UGC CARE journals and conference presentations & proceedings, list of research projects, significant achievements/recognitions, post-docs and research students guided, Areas of expertise and courses taught at UG/PG level, and at least two references (academic and/or professional) STEP 3 Scanned copies of all certificates/documents related to your educational qualifications and professional experience Applicants desiring to apply for more than one position should submit separate applications for each. SSSIHL reserves the right to reject application forms that are incomplete and not as per specified requirements. SSSIHL reserves the right to call only the requisite number of candidates for an in-person demo and/or interview after shortlisting based on the candidate s suitability for the vacant position. There will be no personal communication with candidates other than those shortlisted for the interview. All applicants are required to ensure that all the information submitted (Resume, Annexure form,and documents) is accurate and correct for scrutiny If any application is found to contain information that is inaccurate or false either during the employment process or after the appointment of the candidate, SSSIHL reserves the right to reject the application at any stage or take stringent action on the employee as deemed suitable.

Job Title: Business HR Location: Hyderabad Job Summary: The Business HR serves as a strategic partner to the business, aligning HR practices with organizational goals. This role focuses on talent management, employee engagement, performance management, and fostering a positive workplace culture. Key Responsibilities: 1. Strategic HR Partnership: o Collaborate with business leaders to understand organizational goals and develop HR strategies that support those objectives. o Provide guidance on workforce planning, talent acquisition, and succession planning. 2. Talent Management: o Implement recruitment strategies to attract top talent and manage the full-cycle recruitment process. o Oversee employee onboarding and orientation programs to ensure a smooth integration into the organization. 3. Performance Management: o Facilitate performance appraisal processes, providing tools and support for managers to conduct effective evaluations. o Develop and promote programs to enhance employee performance and professional development. 4. Employee Engagement and Relations: o Foster a positive work environment by promoting employee engagement initiatives. o Act as a point of contact for employee concerns, facilitating conflict resolution and promoting a culture of open communication. 5. Training and Development: o Assess training needs and implement development programs to enhance employee skills and competencies. o Promote leadership development initiatives to build a strong management pipeline. 6. HR Policy and Compliance: o Develop, implement, and maintain HR policies and procedures in alignment with legal and regulatory requirements. o Ensure compliance with labor laws and industry standards. 7. Data-Driven Decision Making: o Utilize HR metrics and analytics to assess trends and make informed decisions regarding workforce management and HR initiatives. o Prepare reports for senior management on HR performance and employee metrics. Qualifications: Bachelors degree in Human Resources, Business Administration, or a related field; MBA or HR certification (SHRM-CP, PHR) preferred. Min 5 years of experience in HR, with a focus on business partnership and talent management. Strong understanding of HR best practices, employment laws, and regulations. Excellent interpersonal, communication, and negotiation skills. Proven ability to build relationships and influence at all levels of the organization. Proficient in HR software and Microsoft Office Suite.

Skill Talent Acquisition Screening Human Resources Technical Recruiting Talent Management Benefits Negotiation Employee Engagement Recruiting Employee Relations IT Recruitment Education Qualification No data available CERTIFICATION No data available Job Description Job Description: Sourcing profiles from different Job portals and cold calling Screening candidates Scheduling the interviews Facilitating the interview process Experience into US healthcare is an added advantage

Should be able to manage a large team and responsible to deliver client mandated KPI that include TAT and accuracy. People Management, Workforce planning, Shrinkage / Absenteeism management, Attrition management, People development. Compliance to internal and external Audit requirement. Ensure timely update of incentive and NSA.Data analysis, client managementEffective communication. Should be able handle high pressure operations team. Qualifications Graduate Job Location

Key Responsibilities: Strategic HR Partnership: Act as a strategic partner to business and plant leadership on HR matters. Support the implementation of corporate HR strategies across manufacturing locations. Talent Acquisition & Workforce Planning: Coordinate with plant HR teams for manpower planning and recruitment of key roles. Support campus hiring, internal movements, and succession planning initiatives. Employee Relations & Engagement: Monitor employee engagement programs across sites and recommend improvements. Assist in handling employee grievances and disciplinary matters in coordination with plant HR and legal teams. HR Policy & Compliance: Ensure consistent implementation of corporate HR policies across all units. Stay updated on labor laws and industry regulations and ensure corporate compliance standards are met. Learning & Development: Identify training needs in coordination with functional heads and plant HR. Assist in designing and deploying corporate L&D programs. Performance Management: Support the end-to-end performance management process including goal setting, mid-year reviews, and annual appraisals. Ensure process adherence and provide guidance to line managers and plant HR. HR Operations & Systems: Manage centralized HR data, reports, and dashboards. Collaborate with IT/HR tech teams to ensure effective HRIS implementation and usage. Qualifications & Skills: MBA / PGDM in Human Resources or equivalent. 610 years of relevant HR experience, with at least 3+ years in a manufacturing setup. Strong understanding of industrial relations, statutory compliance, and labor laws. Experience working with multi-location teams or units. Excellent interpersonal and communication skills. Strong organizational and analytical skills with a problem-solving mindset.

Job Title: Assistant Manager/ Senior Executive - Customer Retention Marketing : We are seeking a dynamic and results-oriented professional to join our marketing team as an Assistant Manager/ Senior Executive for Customer Retention Marketing role. The ideal candidate should have a strong background in customer retention strategies. This role involves creating and implementing campaigns to retain existing customers, enhance customer experience and loyalty, and drive revenue growth. Responsibilities: Develop and execute customer retention marketing strategies to minimize churn and maximize customer lifetime value. Analyze customer data to identify patterns, preferences, and behaviors, leveraging insights to optimize retention campaigns. Collaborate with cross-functional teams, including product, sales, and customer support, to align strategies and improve overall customer experience. Create targeted and personalized communication campaigns through various channels, including email, WhatsApp, SMS, and in-app messaging. Implement strategies that effectively reach and engage customers across these various channels. Implement A/B testing and analyze campaign performance metrics to continuously improve the effectiveness of retention initiatives. Utilize marketing automation tools to set up and manage triggered campaigns based on customer behavior and engagement. Collaborate with the data analytics team to measure and report on key performance indicators related to customer retention. Stay informed about industry trends, best practices, and emerging technologies in customer retention marketing. Qualifications: Master/ Bachelor's degree in Marketing, Business, or a related field. Proven experience (3-4 years) in customer retention marketing, with a focus on driving customer loyalty and reducing churn. Strong analytical skills with the ability to interpret data and make data-driven decisions. Excellent communication and interpersonal skills to collaborate effectively with internal teams. Familiarity with marketing automation tools and CRM systems such as Clever Tap. Results-driven mindset with a commitment to achieving retention and revenue goals. Creative thinking and problem-solving skills to develop innovative retention campaigns. If you are a passionate marketer with a track record of successful customer retention initiatives, we encourage you to apply. Join our team and contribute to the success of our company through effective customer retention strategies.

Summary: We are looking for a highly motivated and energetic Talent Acquisition Enthusiast to join our growing team. As a Talent Acquisition Enthusiast, you will be responsible for amplifying the excitement of top talent to be a part of our growth story, creating a seamless sourcing to settling experience for both Hiring Managers and new candidates, and crafting an engaging and rewarding work environment through powerful online and offline engagement activities. Responsibilities: Amplify the talents excitement to be part of our growth story by revealing the career opportunities that await them. Navigate and create a seamless sourcing to settling experience for Hiring Managers as well as new candidates. Develop and implement innovative talent acquisition strategies to attract and hire top talent. Manage all aspects of the process, from sourcing to settling. Build and maintain strong relationships with candidates, hiring managers, and other stakeholders. Increase Engagement through fun activities and support controlling attrition. Qualifications: Masters/Bachelors degree in Human Resources, Business Administration, or a related field. 1+ years of experience in a similar role. Handson attitude towards sourcing and onboarding talent. Strong understanding of the latest trends in human capital industry. People Magnet with sharp management skills. Ability to work solo and improve service delivery experience. Passion for building relationships and creating a positive work environment. Good to Know: Experience with applicant tracking systems (ATS) Knowledge of social media recruiting strategies Fluency in multiple languages

Key Responsibilities: Leadership and Strategic Vision: Provide leadership to the Division by developing a shared vision and medium- to long-term strategy in line with our institutional goals. Ensure coordination across different divisions to facilitate a unified approach toward sustainability challenges. Partnerships and Networking: Build strategic alliances, partnerships, and networks to further the Divisions goals and enhance its research capabilities. Capitalize on opportunities for the development and improvement of the Divisions products and services. Revenue Planning and Financial Oversight: Formulate the Divisions revenue plan with inputs from Area Conveners (ACs) and Associate Directors, and support the achievement of financial targets across the Division. Stay updated on both technical and financial activities to ensure financial health and sustainability. Talent Management and Mentorship: Manage talent effectively by providing guidance and mentorship to junior researchers. Develop cross-cutting programs across the institute, offering advisory support for fund generation and professional development. Oversee manpower planning and coordinate with HR for recruitment. Research Impact and Innovation: Facilitate the translation of the Divisions vision into actionable research programs with transformative impact. Encourage Division members to identify and develop Key Research Areas (KRAs) and Key Performance Indicators (KPIs) annually, reviewing progress on a semi-annual basis. Operational Coordination and Communication: Convene monthly divisional meetings and organize an annual retreat to foster collaboration and review progress. Communicate management expectations clearly to all Division members and provide timely responses and decisions to support ongoing activities. Advisory and Resource Management: Coordinate vendor and contractor activities to support research and ensure access to necessary resources for partners. Track research progress and provide input for project modifications in alignment with the organizations strategy and priorities. Conflict Resolution and Team Harmony: Foster a harmonious working environment by addressing and resolving conflicts within the Division. Encourage collaboration across teams and divisions to achieve shared objectives. Visibility and Dissemination: Actively promote the Divisions achievements in suitable forums, both within and outside the organization. Ensure research outcomes are disseminated effectively to showcase the Divisions impact. Director-General Support: Assist the Director-General in the effective functioning of the institute, contributing to institutional strategy, decision-making, and key initiatives. Education- PhD or equivalent advanced degree in Agriculture, Agronomy, Environmental Science, or related fields.

Job & Responsibilities: Relevant HR experience as an HR Business Partner with a large and matrixed organization. Experience in a growing business and positive reputation for working effectively across all levels of an organization. Experience working in a fast paced and matrixed organization with a solution focused / customer centric mind-set. Excellent execution skills, successful implementation and project management of operational and strategic HR programs and processes across a region. Possess strong influencing and interpersonal skills, homed in a demanding and high performing work environment Stakeholder management and hands on experience of managing employee life cycle. Innovation, Customer Focus & Operational Efficiency - through people, process. Driving last mile adoption of all key initiatives, policies, process, and changes continuously and consistently. Demonstrating Muthoot Blue Core Values - Inter departmental connect and collaboration. Be a Value Champion & demonstrate the values at all times. Be compliant adhering to all regulatory norms. Driving best practices consistently across all areas within the span of control and ensure Excellence. Drive positive change management initiatives by collaborating with various stakeholders at zonal and corporate level. Be a mentor to the zonal HR team. Market intelligence Talent Management and Development Develop performance through continuous learning and development interventions. Implementation of Talent strategies and tools to develop a competent and high performing workforce. Work closely with the business leaders to build a succession bench strength for all critical roles. Collaborating with HR CoEs to execute developmental interventions from time to time. Recruitment for Zonal roles Skill Sets & Qualifications: Ideally post-graduation in Human Resources Management Good writing & oratory skills, working knowledge of MS office suite Solution oriented mindset, data oriented, advanced level of Interpersonal Skills and presentability. Experience : Minimum 5 years’ experience in a NBFC/banks/financial sector space, involving end to end activities in Human Resources. Location : Mumbai Compensation Band : As Per Industry Educational Qualification : PG in HR

Maintains the work structure by updating job requirements and job descriptions for all positions. Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes. Prepares employees for assignments by establishing and conducting orientation and training programs. All operations related to Payroll, Compensation & Benefits, Statutory and compliance. Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions. Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors. Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.

The Job Responsibilities of an HR Head include: Develop plans and policies for matters such as employee compensation, benefits, health, and safety, etc. Develop and implement strategies for performance evaluation, staffing, training, and development, etc. Supervise HR personnel and provide expert guidance. Oversee all the HR activities, initiatives, systems, and tactics. Act as a point of contact for employee relations and communicate with labor unions. Ensure compliance with all the legal aspects applicable. Maintain and coordinate all activities within the HR department. Ensure compliance with all internal policies and standards. Ensure grievance redressal and invoke disciplinary actions when required. Analyze data and report to the board and senior managers using HR Metrics. Participate in executive, management, and company staff meetings and attend other meetings and seminars. Communicate with external services providers such as housing, transport, insurance, etc. Strategize programs and policies to enhance employee growth and satisfaction. Develop policies to curb absenteeism and employee turnover

Maintains the work structure by updating job requirements and job descriptions for all positions. Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes. Prepares employees for assignments by establishing and conducting orientation and training programs. All operations related to Payroll, Compensation & Benefits, Statutory and compliance. Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions. Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors. Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.

As a consultant you will serve as a client-facing practitioner who sells, leads and implements expert services utilizing the breadth of IBM's offerings and technologies. A successful Consultant is regarded by clients as a trusted business advisor who collaborates to provide innovative solutions used to solve the most challenging business problems. You will work developing solutions that excel at user experience, style, performance, reliability, and scalability to reduce costs and improve profit and shareholder value. Required education Bachelor's Degree Preferred education Master's Degree Required technical and professional expertise Completed at least 4 full life cycle implementations of HCM Cloud projects with Talent Management in 2 projects. Identify functionality gaps and develop solutions to them. Should be responsible for functional solutions and implement the solution framework. Configure and test the applications as per business requirements. Preferred technical and professional experience Excellent written and verbal interpersonal skills for coordinating across teams. Oracle Payroll, Oracle HCM, HCM Extract, BI Publisher. Certification in Cloud is an advantage.

Key Responsibilities Partner with senior leadership to drive a high-performance, engaged work culture. Provide expert guidance on HR policies, compliance, and best practices. Manage complex employee relations issues while ensuring legal and ethical compliance. Lead change management and organizational development initiatives. Act as a cultural champion and support values-driven organizational growth. Own and drive strategic HR portfolios including Learning & Development and Employer Branding . Analyze workforce data to influence business decisions and talent strategies. Support leadership with succession planning and capability development programs. Qualifications Bachelor's in HR, Business Administration, or related field (MBA preferred). 810 years of HR experience, including 2+ years in a strategic HRBP role. Strong understanding of HR operations across multi-site or geographically dispersed teams. Proficient with HRIS tools like Workday or SAP, and skilled in Excel-based data analysis. Deep knowledge of Indian labor laws, compliance standards, and industry HR practices. Preferred Attributes Strong interpersonal and stakeholder management skills. Ability to influence cross-functional teams and senior stakeholders. Analytical mindset with effective problem-solving capabilities. Agility to adapt in a dynamic and fast-paced business environment.

Maintains the work structure by updating job requirements and job descriptions for all positions. Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes. Prepares employees for assignments by establishing and conducting orientation and training programs. All operations related to Payroll, Compensation & Benefits, Statutory and compliance. Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions. Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors. Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.