1636 Talent Management Jobs - Page 40

The Digital :SAP SuccessFactors - Learning Management Systems (SF-LMS) role involves working with relevant technologies, ensuring smooth operations, and contributing to business objectives. Responsibilities include analysis, development, implementation, and troubleshooting within the Digital :SAP SuccessFactors - Learning Management Systems (SF-LMS) domain.

We are seeking an experienced Assistant General Manager / General Manager - Human Resources to lead our HR function in the construction industry. The successful candidate will be responsible for developing and implementing HR strategies, managing talent acquisition and retention, and ensuring compliance with labor laws and regulations. Job Title: Assistant General Manager/ General Manager - Human Resources Industry: Real Estate / Construction Experience: 18-25 years Key Responsibilities: 1) Develop and implement HR strategies to support business objectives 2) Manage Talent Acquisition, including recruitment, selection, and onboarding 3) Oversee Statutory Compliance and Contract Labour Management, ensuring adherence to relevant laws and regulations. 4) Manage Payroll operations, ensuring accuracy and timeliness 5) Develop and implement Learning and Development programs to enhance employee skills and knowledge. 6) Design and implement Key Result Areas (KRAs) and Performance Management System (PMS) to align with business objectives. 7) Develop and review HR policies to ensure alignment with business goals and industry best practices. 8) Handle Grievance Handling and Conflict Resolution, ensuring prompt and fair resolution of employee concerns. 9) Drive Strategic HR initiatives to support business growth and strategy Requirements: 1) Master's degree in HR, Management, or related field 2) 18-25 years of experience in HR, preferably in the construction industry 3) Proven track record of HR leadership ( Team Handling) and strategy development 4) Excellent leadership, communication, and interpersonal skills 5) Ability to drive business growth and strategy through HR initiatives Skills: a) Strategic HR management b) Talent acquisition and retention c) Employee relations and conflict resolution d) Training and development e) Labor laws and regulations f) HR operations management

Shift Timings: 3.30 PM 12.30 AM Need Immediate Joiners only Overall, 8 years of experience in Fusion HCM, At least 2-3 Oracle Fusion HCM implementations or Support exposure with module-leading hands-on experience in any of the two modules CORE HR setup Talent Management Strong functional troubleshooting skills in Oracle Cloud HCM modules. Should set up a Business Group, Organizations, Departments, Divisions, Operating Units, etc. Should create Key Flex Fields, Descriptive Flex Fields, SIT and EIT for employees of the organization. Worked on end-to-end implementation in Global HR, Compensation , creating value sets and using them in flex fields like Descriptive / Extensible. Experience in Element Configuration using Payroll Batch Loader, has good knowledge of fast formulas and wrote fast formulas for Payroll/Compensation/Benefit module. Ability to work on various assignments simultaneously Good to have adequate knowledge in writing SQL/PLSQL queries to develop the reports Absence Management Experience in creating workflow and security for the module Exposure to personalization and Redwood implementation Job Responsibilities: The main role is to troubleshoot and resolve highly complex techno-functional problems. The key skills used daily are - high level of techno-functional skills, Oracle products knowledge, problem solving skills, and customer interaction/service expertise. Oracle HCM Cloud Technical skills - Fast Formula, BI & OTBI Reports, Value Set, UDT, Personalization, data loading tools (HDL, HSDL), HCM Extract.

Eightfold was founded with a vision to solve for employment in our society For decades, the connection between individuals and opportunities has been based on who the individuals are and the strength of their network, vs their potential Eightfold leverages artificial intelligence to transform how to think about skills and capabilities for individuals as well as how jobs and career decisions are made Eightfold offers the industry s first AI-powered Talent Intelligence Platform to transform how organizations plan, hire, develop and retain a diverse workforce, enabling individuals to transform their careers To date, Eightfold AI has received more than $410 million in funding and a valuation of over $2B from leading investors to further our mission of finding the right career for everyone in the world If you are passionate about solving one of the most fundamental challenges of our society - employment, working on hard business problems, and being part of an amazing growth story - Eightfold is the place to be! You may want to refer to the media coverage on TechCrunch and Reuters Eightfold ai is led by Ashutosh Garg, a PhD in Machine Learning/IIT Delhi alumni who managed Search and Personalization at Google, and Varun Kacholia- IIT Bombay alumni, who led the News Feed Ranking team at Facebook and developed YouTube Search at Google Our customers- https: / / eightfold ai / customers / customer-stories / Press - https: / / eightfold ai / about / press / About Team - Our AI/ML team is the driving force behind Eightfolds cutting-edge solutions Were a group of passionate experts who thrive on pushing the boundaries of applied machine learning We work with massive datasets, tackle complex challenges, and collaborate to create AI models that are transforming the way companies approach talent management At Eightfold, we re transforming how the world hires and grows talent through AI We re looking for a Lead Data Scientist to build scalable ML models, drive fairness in AI, and solve complex, real-world problems using diverse datasets What You ll Do: Build and deploy machine learning models that deliver business impact Develop frameworks to monitor and ensure fairness in our AI systems Analyze large, complex datasets to uncover insights and power product decisions Collaborate with cross-functional teams to translate models into production Push the boundaries of applied ML and Responsible AI What You Bring: 5+ years in Data Science roles (Senior/Lead level preferred) Strong foundation in ML, deep learning, and statistical inference Experience with Python and ML libraries (e g , scikit-learn, PyTorch, TensorFlow) Proven work with ML interpretability and fair AI practices Strong communication and a bias for ownership and impact Hybrid Work @ Eightfold: We embrace a hybrid work model that aims to boost collaboration, enhance our culture, and drive innovation through a blend of remote and in-person work Experience our comprehensive benefits with family medical, vision and dental coverage, a competitive base salary, and eligibility for equity awards and discretionary bonuses or commissions

We are seeking a dynamic and strategic Senior Director of HR to serve as a pivotal advisor to our leadership team in India, while fostering a strong collaborative partnership with US HR stakeholders. This role, based in Pune, is essential for aligning HR strategies with business objectives and driving organizational success across both India and the US. The ideal candidate will be responsible for partnering with business leadership, overseeing India Country HR functions, and building robust relationships with US HR teams. This position requires close collaboration with various HR Centers of Excellence (COEs), including Talent Acquisition, HR Operations, Total Rewards, and HR Tech (HRIS), to deliver integrated HR solutions that are globally aligned and locally relevant. Key Responsibilities: Strategic HR Partnership (India & US): Act as a trusted advisor to senior leadership in India and work closely with US HR leadership on HR-related matters, ensuring alignment of business objectives with HR strategies across both regions. Provide expert guidance on workforce planning, talent management, compensation and benefits, performance improvement, and employee engagement initiatives, with a focus on cross-regional consistency and best practices. Facilitate clear and consistent communication and collaboration between India and US stakeholders to ensure seamless HR operations and alignment. India Country HR Oversight: Oversee and ensure the effective implementation of HR policies and practices tailored to the local India context, while maintaining alignment with global standards. Serve as the primary point of contact for India-specific HR matters, ensuring compliance with local labor laws and regulations. Collaborate with the CAO, regional leaders, and US HR teams to ensure that country-specific HR strategies support broader organizational goals and integrate with global HR initiatives. Collaboration with COEs (Global Perspective): Partner with COEs such as Talent Acquisition, HR Operations, Total Rewards, and HR Tech (HRIS) to develop and implement integrated HR programs. Facilitate effective communication and collaboration between the business and HR COEs to drive consistent and scalable HR practices locally. Ensure that HR processes and systems are harmonized across India and US operations, where appropriate, to increase efficiency and maintain global consistency. HR Program Implementation (Cross-Regional): Support the design, execution, and evaluation of HR programs and policies in line with local market trends and global standards, with a focus on consistency and alignment between India and the US. Utilize data and analytics to assess program effectiveness and recommend improvements, considering both India and US metrics and feedback. Change Management & Transformation (Global Impact): Play a key role in organizational transformation initiatives, providing guidance and support during change management processes, with a focus on the impact on both India and US teams. Ensure HR practices and policies evolve in alignment with business growth and transformation objectives across both regions. Stakeholder Engagement (India & US): Build and maintain strong relationships with business leaders and stakeholders in both India and the US to understand their needs and translate them into actionable HR solutions. Act as a key liaison between business units, the India Country HR function, US HR, and HR COEs to ensure timely resolution of HR issues and challenges across both regions. Compliance & Best Practices (Global Standards): Ensure that HR practices comply with local labor laws and regulations in India while reflecting industry best practices and aligning with global standards. Provide insights and recommendations on risk management and regulatory compliance to safeguard the organization across India and US operations. Qualifications & Experience: Education: Bachelor s degree in Human Resources, Business Administration, or a related field. An MBA or advanced degree is preferred. Experience: A minimum of 12 years of progressive HR experience, with a strong focus on HR Business Partnering, total rewards (compensation and benefits), and country-level HR oversight within dynamic, fast-paced environments, with demonstrable experience partnering with US HR teams. Demonstrated experience in collaborating with diverse HR functions and COEs to drive comprehensive HR strategies across multiple regions. Skills & Competencies: Excellent strategic thinking, problem-solving, and analytical skills with the ability to leverage data for decision-making across global teams. Strong interpersonal and communication skills, with a proven track record of influencing senior leadership without direct authority, including US-based leaders. In-depth understanding of HR best practices, local labor laws, and regulatory compliance, with an awareness of US employment laws and practices. Attributes: Proactive, adaptable, and innovative mindset with the ability to thrive in a complex, evolving global business environment. High emotional intelligence and the ability to manage stakeholder expectations effectively across diverse cultural backgrounds, including US and India.

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

Skill required: Next Generation Customer Operations - Customer Service Technology Designation: Delivery Lead Manager Qualifications: Any Graduation Years of Experience: 13 to 18 years Language - Ability: English(International) - Advanced About Accenture Accenture is a global professional services company with leading capabilities in digital, cloud and security.Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Technology and Operations services, and Accenture Song all powered by the worlds largest network of Advanced Technology and Intelligent Operations centers. Our 699,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. We embrace the power of change to create value and shared success for our clients, people, shareholders, partners and communities.Visit us at www.accenture.com What would you do You will be aligned with our Customer Support vertical and help us in managing/ resolving customers query, handling escalations and complaints of the dissatisfied customers & giving best resolutions. You will also be responsible for closing the fault and complaints within SLA s. Skill required:Customer Service/Contact center operations in Retail Banking- In this role, you will be responsible for overseeing and managing various retail banking operations, including account opening and maintenance, probate services, and legal order processing. You will ensure compliance with regulatory requirements, streamline processes, and provide excellent customer service. The ideal candidate will have extensive knowledge and hands on experience in managing customer operations in the retail banking space (Front Office and Backoffice operations) for card and payment servicesa transformation from a necessary function for resolving customer problems into a value- generating service that is a strategic differentiator in the market.Plan, deliver and execute project(s) and program(s) Ensure execution of delivery work across one or more clients or portfolios, leading service delivery strategy across all locations where the services are provided (e.g. client-site, delivery center) Address performance issues across the client(s)/portfolio(s); create the operational approach and implements continuous improvement Implement standard SLA commitments and other financial/operational metrics for client(s)/portfolio(s) Support the achievement of contract controllable income (CCI) targets, as well as the achievement of cost-to-serve targets; deliver efficiencies through standard processes and synergies Manage staffing & peoplePlatform and software contact centers use to provide customer support. The quality and capabilities of the technology have a significant impact on both customer and agent experience, as well as contact center performance. What are we looking for Customer Service ManagementAdaptable and flexibleAbility to work well in a teamStrong analytical skillsWritten and verbal communicationProcess-orientationClient ManagementDevelops and manages key internal/external client relationships. Demonstrates thorough understanding of client relationships/business practices.Evaluates, responds to, and tracks/trends client feedback in areas of responsibility to promote client satisfaction. Demonstrates business and industry acumen to initiate and/or develop client relationships.Performance ManagementOversees and promotes consistent application of human resource processes including performance management, career development, salary review, and resource allocation within area of responsibility.Manages team mix to the standard pyramid for type of Client Service Team/Service Delivery Team, headcount, macro resource load balance (rolling 3 months), utilization, overtime etc. and escalate issues when required according to established practices.Customer Care Roles and Responsibilities: In this role you are required to identify and assess complex problems for area of responsibility The person would create solutions in situations in which analysis requires an in-depth evaluation of variable factors Requires adherence to strategic direction set by senior management when establishing near-term goals Interaction of the individual is with senior management at a client and/or within Accenture, involving matters that may require acceptance of an alternate approach Some latitude in decision-making in involved you will act independently to determine methods and procedures on new assignments Decisions individual at this role makes have a major day to day impact on area of responsibility The person manages large - medium sized 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 shiftsReportingAccountable for the following:Delivering weekly and monthly status reports including SLA/KPI results, operations-related issues and risks, performance improvement opportunities and financial performanceReviewing daily reports including productivity and quality reports, capacity plan and actuals, end of shift reports, attendance logs and critical issues/concerns which need to be endorsed for follow up and actions during the next shift. Qualification Any Graduation

Skill required: Employee Services - Analysis and Reporting Designation: Delivery Lead Manager Qualifications: Any Graduation Years of Experience: 13 to 18 years About Accenture What would you do Improve workforce performance and productivity, boosts business agility, increases revenue and reduces costs. Process of examining data and presenting findings in a structured format. Analysis involves the examination of information to uncover patterns, trends, insights, or relationships. Reporting, on the other hand, involves communicating the results of the analysis through organized and clear documentation, often in the form of reports or presentations. The goal is to transform raw data into meaningful information that can support decision making and provide valuable insights. Employee Services - More into query/case managementIdentify People programs to put in place at Accounto- Participate in recruitment and performance management of HR team memberso- Provide coaching and guidance on career development of team members (training, supervision, evaluation)oSupport the selling of large complex deals at an appropriate stage in the sales lifecycleAdvise client account leadership regarding HR aspects of key business strategies, issues and decisions and potential problem areaso- Coach and advise account and engagement leads and employees (when necessary) in people matters relevant to the account and business segment at the worksiteo- Advise Account leadership in career development activitieso- Effectively coach/counsel othersoPeople Initiatives & Team buildingResponsible for coordinating all people program efforts, optimizing employee engagement and work experience, across the accountoFacilitate team work and process integration across the teamoResponsible for engagement of team membersoContribute to a positive work environment and promote teamworkoDetermine appropriate HR team model to maximize HR support in context of overall account needsoLead/participate in setting account-wide Human Capital Strategy and people initiatives What are we looking for oAccount Management and HR + Payroll Processeso- Accountable for Account talent management and developmento- Develop and implement a clear demand logging process for the accounto- Be the focal point in coordinating the demands coming from the respective projects within the accounto- Works closely with the various demand fulfilment channels (internal DTEs, contractor exchange, Delivery Centers, etc.) to ensure the demands are filled in a timely manner and with the right sourcing strategy o- Oversight of Account on-boarding, orientation, integrationo- Facilitate annual performance management activities for accounto- Provide performance support and coaching at the worksiteo- Work with HR Business Partners to evaluate account needs and propose HR solutionso- Drives Account wide engagement programs working to understand/sustain/improve employee engagement and maximize retentiono- Provide oversight of all major HR processes from a client perspectiveo- Monitor and evaluate HR trends highlighting implications for the cliento- Accountable for the coordination and delivery of human resource activities across the accounto- Act as liaison with appropriate GU/OG/GP HR leadership and other HR teams Roles and Responsibilities: In this role you are required to identify and assess complex problems for area of responsibility The person would create solutions in situations in which analysis requires an in-depth evaluation of variable factors Requires adherence to strategic direction set by senior management when establishing near-term goals Interaction of the individual is with senior management at a client and/or within Accenture, involving matters that may require acceptance of an alternate approach Some latitude in decision-making in involved you will act independently to determine methods and procedures on new assignments Decisions individual at this role makes have a major day to day impact on area of responsibility The person manages large - medium sized teams and/or work efforts (if in an individual contributor role) at a client or within Accenture Please note that this role may require you to work in rotational shifts Qualification Any Graduation

Aliens Group is looking for a senior HR management professional to head its leadership hiring efforts. The successful candidate will be a suave, sophisticated and urbane HR professional who will represent the company in the best light to high-pedigree professionals and create a rich talent pipeline for the organization.The leadership hiring responsibilities will include: 1) Brainstorming with the top management to identify gaps in the management strucutre of the company. 2) Develop a clear understanding of the requirements of the organization in such vacancies. 3) Identify the type of professionals required and delineate the various qualification parameters required from candidates for such roles. 4) Strategize to ideate talent acquisition strategies and map out sources and modes of talent acquisition. 5) Study the current modes of processing applications and recommend changes to the same if necessary. 6) Oversee the processes of assessments and ensure candidate and organizational stakeholders' satisfaction with these processes. 7) Liaise internally to get feedback regarding candidates and discuss the possibility of onboarding them with the relevant stakeholders. Exp.- 0-30yrs

THE ROLE Span of Control: Drive Talent & Performance Management projects, across levels, functions, practices and locations. Qualification: MBA / Graduate from a Tier 1 institute Post Qualification Experience: 2 -4 years in Talent and Performance Management funtion Designation: Senior Executive Reporting to: Senior Manager - Talent & performance Management CoE JOB RESPONSIBILITIES The incumbent will primarily be in charge of: Talent Management Assist in the design and implementation of talent frameworks, assessment centres, and career development initiatives. Collaborate with HRBP and leadership teams to design and support developmental interventions. Performance Management Support in driving the performance management cycle for legal and allied members. Partner with stakeholders to ensure adoption of a continuous performance feedback culture and alignment with Firm goals. HR Analytics Generate and analyze people data to identify trends, risks, and opportunities. Provide actionable insights, and support data-driven decision-making for talent strategy. Engagement & Surveys Manage the end-to-end process for employee engagement surveys, including survey design, execution, analysis, and action planning. Track progress on engagement initiatives and ensure regular communication with relevant stakeholders. Strategic Firm initiatives Contribute to the development and rollout of Firm-wide initiatives such as culture-building programs, digitisation, and engagement programs. Support the evaluation and impact measurement of such initiatives. Stakeholder Management Collaborate with HRBPs, business leaders, and external members to ensure seamless execution of COE programs and alignment with Firm priorities. Continuous Improvement Stay updated on industry best practices and support ongoing improvements in COE processes, tools, and methodologies. CANDIDATE PROFILE EDUCATION AND PRIOR EXPERIENCE 24 years of experience in HR roles with exposure to conceptualising and designing programs. Strong analytical mindset with proficiency in Excel and/or HR analytics tools. Excellent communication, project management, and stakeholder engagement skills.

The Oracle Fusion HCM Workforce Deployment role involves working with relevant technologies, ensuring smooth operations, and contributing to business objectives. Responsibilities include analysis, development, implementation, and troubleshooting within the Oracle Fusion HCM Workforce Deployment domain.

Skill required: Employee Services - Workday Talent Management Designation: HR Service Delivery Associate Qualifications: Any Graduation Years of Experience: 1 to 3 years About Accenture Accenture is a global professional services company with leading capabilities in digital, cloud and security.Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Technology and Operations services, and Accenture Song all powered by the worlds largest network of Advanced Technology and Intelligent Operations centers. Our 699,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. We embrace the power of change to create value and shared success for our clients, people, shareholders, partners and communities.Visit us at www.accenture.com What would you do Improve workforce performance and productivity, boosts business agility, increases revenue and reduces costsEmployee Services - More into query/case managementDesign, develop, implement and manage business solutions within Workday s HCM Tracking Library focusing on the talent and performance management data and aspects of an organization. What are we looking for Adaptable and FlexibleStrong Written and Verbal CommunicationAbility to perform under pressure Roles and Responsibilities: In this role you are required to solve routine problems, largely through precedent and referral to general guidelines Your expected interactions are within your own team and direct supervisor You will be provided detailed to moderate level of instruction on daily work tasks and detailed instruction on new assignments The decisions that you make would impact your own work You will be an individual contributor as a part of a team, with a predetermined, focused scope of work Please note that this role may require you to work in rotational shifts Qualification Any Graduation

Project Role : Application Developer Project Role Description : Design, build and configure applications to meet business process and application requirements. Must have skills : SAP HCM Personnel Administration Good to have skills : NAMinimum 5 year(s) of experience is required Educational Qualification : 15 years full time education Summary :As an Application Developer, you will design, build, and configure applications to meet business process and application requirements in Hyderabad. You will play a crucial role in developing solutions to enhance business operations and meet organizational goals. Roles & Responsibilities:- Expected to be an SME- Collaborate and manage the team to perform- Responsible for team decisions- Engage with multiple teams and contribute on key decisions- Provide solutions to problems for their immediate team and across multiple teams- Lead and mentor junior professionals- Conduct regular knowledge sharing sessions within the team- Stay updated with the latest industry trends and technologies Professional & Technical Skills: - Must To Have Skills: Proficiency in SAP HCM Personnel Administration- Strong understanding of SAP Payroll Processing- Experience with SAP Time Management- Hands-on experience in SAP Organizational Management- Knowledge of SAP SuccessFactors Integration- Good To Have Skills: SAP HCM Talent Management Additional Information:- The candidate should have a minimum of 5 years of experience in SAP HCM Personnel Administration- This position is based at our Hyderabad office- A 15 years full-time education is required Qualification 15 years full time education

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

Skill required: Talent & HR Practice - Talent Management Designation: Delivery Lead Senior Manager Qualifications: Any Graduation Years of Experience: 16 to 25 years About Accenture What would you do Improve workforce performance and productivity, boosts business agility, increases revenue and reduces costs. Support workforce behavior in alignment with the organization`s business strategy by designing, developing, implementing, and executing key HR processes:strategic planning; supply demand; hiring and sourcing; on-boarding and integration; training and development; objective-setting and performance management; and compensation and rewards. Candidates with HRBP experience,Lead the training and service rehearsal activities & train BPO process SMEsMonitor training and service rehearsal results and progress and help the transition team resolve issues and gapsLead ongoing continuous process improvement analyses and monitoring of process-specific KPIs Extensive experience working across multiple 3rd party vendors/suppliers/carriers Exposure to regulatory reporting, laws, and country legislations Work closely with transitions and Change management teams to ensure smooth transition of Payroll processes/activities to Accenture Lead Hypercare and other Governance meetings for respective domains\Primary interaction will be with senior management at a client and/or within Accenture, involving matters that may require acceptance of an alternate approach Global Payroll Transformation Global Payroll Operations ExperienceVendor/Supplier Management Professional QualitiesGood oral and written communication skillsAbility to identify and effectively use resourcesExcellent customer service skillsOperational Excellence skills What are we looking for Advise & consult clients on future state Payroll organization design and target operating modelLead key strategic initiatives, driving Payroll Transformation, process reengineering to increase process effectiveness and efficiency and reducing cost of HR operations Provide end to end process expertise input to the process teams (BI) during global design preparation & localization workshops Participate in the global & localization sessions and provide leading practice input in administering local processesDrive and compile leading practices, and process design considerations incorporating build to operate efficiency design principlesProvide input into the technology enablement (Payroll System) and assist in identifying automation opportunities and address process administration gaps Provide input, where needed on service delivery components needed for policy harmonizationParticipate in global design authority discussions and provide input to any service delivery componentsParticipate in testing end to end processes in order to get familiarization of various system and process scenarios for SOP creation Lead the SOP build & work with the SMEs to document process narratives and localization requirements needs Roles and Responsibilities: In this role you are required to identify and assess complex problems for area(s) of responsibility The individual should create solutions in situations in which analysis requires in-depth knowledge of organizational objectives Requires involvement in setting strategic direction to establish near-term goals for area(s) of responsibility Interaction is with senior management levels at a client and/or within Accenture, involving negotiating or influencing on significant matters Should have latitude in decision-making and determination of objectives and approaches to critical assignments Their decisions have a lasting impact on area of responsibility with the potential to impact areas outside of own responsibility Individual manages large teams and/or work efforts (if in an individual contributor role) at a client or within Accenture Please note that this role may require you to work in rotational shifts Qualification Any Graduation

Responsibilities: * Lead people ops strategy, oversee L&D, offboarding, comp & benefits. * Collaborate with business leaders on talent acquisition & management. * Manage performance appraisals, workforce planning, HR metrics.

Ey is hiring for one of its clients! Note- This role is not with EY. Experience -10+ years into HRBP role. Location- Navi Mumbai Education- MBA Should have a team handling experience and global exposure. GSC/GCC background required Key Responsibilities Strategic HR Collaborate with senior stakeholders to align HR strategy with business goals. Develop and implement HR initiatives to support GSC growth ambition. HR Compliance and Policies: Employee Relations: Act as a point of contact for employee concerns and grievances. Mediate conflicts and facilitate resolutions between employees and management Define proactive approach to understand risks & mitigate Attrition Training and Development: Define effective learning & development plan in liaison with GSC leaders & L&D COE. Identify training needs and enable development plans for employees Coordinate training programs to enhance skills and competencies Talent management Define & implement framework to identify talent Lead the Annual Compensation Review linked to Talent heatmap Enable effective performance appraisal process & enforce organization guidelines through discussions with people managers Enable and implement career development and succession plans Employee Engagement: Drive initiatives to enhance employee engagement and satisfaction. Develop strategies for fostering a positive work culture

Introduction A career in IBM Consulting embraces long-term relationships and close collaboration with clients across the globe. In this role, you will work for IBM BPO, part of Consulting that, accelerates digital transformation using agile methodologies, process mining, and AI-powered workflows. Youll work with visionaries across multiple industries to improve the hybrid cloud and AI journey for the most innovative and valuable companies in the world. Your ability to accelerate impact and make meaningful change for your clients is enabled by our strategic partner ecosystem and our robust technology platforms across the IBM portfolio, including IBM Software and Red Hat. Curiosity and a constant quest for knowledge serve as the foundation to success in IBM Consulting. In your role, youll be supported by mentors and coaches who will encourage you to challenge the norm, investigate ideas outside of your role, and come up with creative solutions resulting in groundbreaking impact for a wide network of clients. Our culture of evolution and empathy centers on long-term career growth and learning opportunities in an environment that embraces your unique skills and experience. Your role and responsibilities You are responsible for handling finance clients in different industries and across Finance and Accounts. You will own client engagements/contracts across geographies & provide transition support for establishing processes, metrics identifications and reporting. Establish and maintain a robust tracking mechanism for key indicators of the operations to support decision-making. Responsible for achieving transformation at a high level of change management experience, including challenging, inspiring, and leading the team. Responsible for tracking and driving all process parameters critical to quality for process delivery. Assist management with career development activities for team members, team leaders and managers, including performance management, feedback, and training. Ensure adequate mentorship and training of team members to ensure process objectives and Customer requirements are met Required education Bachelors Degree Preferred education Masters Degree Required technical and professional expertise Graduate/post-graduate in any discipline with a minimum of 8 - 15 years of experience in Talent and Transformations (HRO - EDM, Payroll, HR Back Office, Talent Management and Recruitment). Proven experience in creating and developing value propositions, business cases, and industry-specific offerings. Ability to ideate strategic direction and initiatives through designing business outcome models, contracting structures and identification of new opportunities and business lines. Proficient in supporting the sales team in building a compelling business case for prospective clients to the offshore business and working closely with Process Delivery leaders in identifying improvement opportunities and implementing the same across all processes. Expertise in leading efforts on continuous process improvements and transformation along with carrying out maturity assessments. Experience of working in a BPO/Shared Services environment with exposure to Global Clients. Preferred technical and professional experience Proven experience in understanding end-to-end HRO / HR Service. In-depth process knowledge in central finance reporting, management reporting and reports. Ability to influence people internal/external customers, Operations and Finance partners. Ambitious individual who can work under their direction towards agreed targets/goals and with a creative approach to work. Intuitive individual with an ability to manage change and proven time management. Proven interpersonal skills while contributing to team effort by accomplishing related results as needed. Up-to-date technical knowledge by attending educational workshops, reviewing publications.

1. Recruitment and Talent Acquisition 2. Employee Relations 3. Compensation and Benefits 4. HR Policies and Compliance 5. Performance Management 6. Employee Engagement Required Candidate profile Required Excellent Communication skills

Talent Acquisition Analyst/Specialist Job Summary We are looking for a talentedRecruiterto join our team. In this role, you will be responsible for sourcing, selecting, and hiring top-tier talent to drive business success. You will also collaborate with hiring managers, provide recruitment training, and ensure a smooth hiring process. Key Responsibilities Design and execute effective recruitment strategies to attract top talent. Manage job postings, candidate pipelines, and applicant tracking. Conduct phone screenings, in-person interviews, skills assessments, and reference checks. Partner with hiring managers to understand their staffing needs and preferences. Provide training and guidance on best hiring practices and compliance. Analyze recruitment data to optimize hiring processes. Ensure compliance with employment laws and company policies. Build and maintain relationships with external recruitment partners and vendors. Oversee the interview and candidate review process. Requirements Minimum 2+ years of recruitment experience, preferably in a fast-paced environment. Proven ability to attract and hire top talent. Strong communication, interpersonal, and negotiation skills. Ability to manage multiple priorities and meet tight deadlines. Strong analytical and problem-solving skills. Experience with applicant tracking systems (ATS) and recruitment software. Knowledge of employment laws and hiring best practices. Bachelor's or Master's degree in Human Resources, Business Administration, or a related field . Work Environment This is an on-site role based in our Pune (Kharadi) office. Remote work is not available for this position. Benefits Comprehensive Insurance Coverage Transportation Facility Five-Day Working (Monday to Friday)

Role Responsibilities: Lead HR transformation projects for global clients Design and implement HR operating and service delivery models Drive competency-based talent management initiatives Support HR SaaS configurations and process optimization Job Requirements: MBA with 3+ years in HR transformation Experience with global clients, preferably Big 4 Strong presentation and project management skills Knowledge of platforms like Workday, SAP, Oracle, or SuccessFactors

Role Responsibilities: Lead HR transformation projects for global clients Design and implement HR operating and service delivery models Drive competency-based talent management initiatives Support HR SaaS configurations and process optimization Job Requirements: MBA with 3+ years in HR transformation Experience with global clients, preferably Big 4 Strong presentation and project management skills Knowledge of platforms like Workday, SAP, Oracle, or SuccessFactors

HR Manager Talent Acquisition (Renewable Energy) Location: Gurgaon Experience: 5-8 Years Industry: Renewable Energy / Clean Energy / Solar / Wind / Energy Sector / Infrastructure Job Summary: We are seeking an experienced and dynamic HR Manager Talent Acquisition to lead our recruitment efforts and build a high-performing team in the renewable energy sector. The ideal candidate will have 5-8 years of experience in talent acquisition, workforce planning, employer branding, and HR operations, with a strong understanding of the unique hiring challenges in the clean energy and infrastructure industry . Key Responsibilities: Talent Acquisition & Recruitment Develop and implement hiring strategies for infrastructure and engineering roles in the renewable energy sector. Collaborate with department heads to identify hiring needs and create job descriptions. Utilize multiple sourcing channels (job portals, LinkedIn, employee referrals) to attract top talent. Conduct screening, interviews, and assessments to ensure a strong cultural and technical fit. Manage the offer process, salary negotiations, and onboarding for new hires. Workforce Planning & Employer Branding Develop long-term workforce planning strategies to support business growth. Enhance employer branding through social media, job fairs, and industry events. HR Policies & Compliance Ensure all hiring processes comply with labor laws and company policies . Maintain and update HR policies to align with industry best practices. Handle payroll processing and statutory compliances (PF, LWF, Professional Taxes, Challans, etc.) for both corporate & site employees. Manage hardship allowances, weekend working allowances, and overtime allowances along with salaries. Employee Engagement & HR Operations Develop strategies to improve employee retention and satisfaction . Implement HR technology tools for a streamlined recruitment process . Support employees with HR-related queries (leaves, compensation, medical, and policy-related concerns). Manage the entire employee life cycle , including onboarding, documentation, integration, confirmations, internal & external transfers, training & development, performance reviews, and offboarding. Lead learning & development initiatives , including training needs identification, competency mapping, vendor management, and payments negotiation. Drive employee engagement programs such as events, tournaments, team-building activities, surveys, and employee benefits. Handle employee grievances and ensure a positive work environment. Key Requirements: 5-8 years of HR experience , with a strong focus on talent acquisition in the renewable energy, power, or engineering sector . In-depth knowledge of technical and non-technical roles in the clean energy industry. Proven experience in headhunting, employer branding, and recruitment marketing . Proficiency in HR software (ATS, HRMS, HRIS) and digital recruitment tools . Strong communication, negotiation, and stakeholder management skills. Analytical mindset with the ability to optimize recruitment processes and data-driven decision-making . Experience handling payroll processing, statutory compliances, and employee allowances . Preferred Qualifications: MBA or Masters degree in Human Resources (preferably with a focus on Renewable Energy). Certification in HR or Talent Acquisition is a plus

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

To manage HR, Administration and Compliances related with the Real Estate business.