1636 Talent Management Jobs - Page 43

Some careers have more impact than others. If you re looking for a career where you can make a real impression, join HSBC and discover how valued you ll be. HSBC is one of the largest banking and financial services organisations in the world, with operations in 62 countries and territories. We aim to be where the growth is, enabling businesses to thrive and economies to prosper, and, ultimately, helping people to fulfil their hopes and realise their ambitions. We are currently seeking an experienced professional to join our team in the role of Learning Delivery Administrator Principal responsibilities This role will provide support to the region, business learning stakeholders and learning SMEs in the administration of learning deployments. This will involve all aspects of learning deployments from resource allocation, records management and other post training activities associated with training administration. The role holder will: Manage pre-training activities inclusive of resource allocation, session creations, registration management, training material preparation, purchase order management Support actual sessions by assisting with room logistics and documentation required as needed Oversee attendance tracking based on completion reports from instructors Monitor feedback and evaluations provided post sessions Manage training data and provide summary reports as needed Manage training funding and costs by auditing and making the necessary checks prior to submission. Requirements Knowledge and understanding of the principles of the Learning, Development and Talent Management function Strong management, interpersonal, organizational, negotiation and verbal and written communication skills. Strong Attention to detail combined with strong delivery focus and ability to meet aggressive timeframes with quality results Strong analytical skills, and proficiency in using software, apps, or tools (e. g. , MS Excel, Office Applications, etc) to manage, analyse, and track data Intermediate to excellent MS excel skills (power BI , Alteryx would be a plus) Proactive and able to demonstrate initiative and an appetite for continuous improvement Can communicate complex ideas and reports effectively and is able to establish good working relationship within and across teams Ability to work in a complex, globally matrixed organisation Experience in project management is a plus with strong coordination skills Engage in discussions with IT and Business or Regulatory teams to evaluate and advise on IT systems enhancements, identify potential issues and discuss ways to minimize risks. Monitor data administration procedures to ensure data quality and consistency during upload and input administration. Prepare, update maintain requirements for regular and ad hoc learning/talent record reporting and execute and deliver those requirements to appropriate stakeholders. Engage with senior-level stakeholders including Regulatory Compliance Teams, IT Teams, Licensing Teams, and Heads of Learning/Talent and Learning Managers to understand local regulatory requirements that need to be tracked and managed through the database. What additional skills will be good to have Background in the use of learning management systems, learning platforms Experience in Learning and Talent Management Experience with HR systems, Success Factors highly desirable Staying informed on the technical aspects of Learning Systems and changes in Regulatory License Requirements to be able to manage and triage requests. Being able to work in independently and process complex data You ll achieve more at HSBC HSBC is an equal opportunity employer committed to building a culture where all employees are valued, respected and opinions count. We take pride in providing a workplace that fosters continuous professional development, flexible working and, opportunities to grow within an inclusive and diverse environment. We encourage applications from all suitably qualified persons irrespective of, but not limited to, their gender or genetic information, sexual orientation, ethnicity, religion, social status, medical care leave requirements, political affiliation, people with disabilities, color, national origin, veteran status, etc. , We consider all applications based on merit and suitability to the role. Personal data held by the Bank relating to employment applications will be used in accordance with our Privacy Statement, which is available on our website.

Company: Prochant India Location: India Land CHIL SEZ IT Park, Saravanampatti, Coimbatore Experience Required: 5+ Years (Corporate HRBP experience mandatory) Industry: Healthcare / RCM / BPO Role Category: HR Business Partner Shift Timing: 6:30 PM 3:30 AM IST Working Days: Monday to Friday Prochant is hiring an experienced HR Business Partner (HRBP) to lead employee-centric HR functions, act as a strategic advisor to leadership, and enhance employee engagement and retention. If you are passionate about people, culture, and data-driven HR strategies, this is the role for you. Key Responsibilities Partner with leadership to implement effective HR strategies aligned with business goals Drive employee engagement and satisfaction initiatives across teams Manage employee grievances, conflicts, and provide sound resolution Analyze attrition and retention data; provide actionable insights Lead end-to-end onboarding and induction activities Identify training needs and coordinate development programs Monitor succession planning and workforce performance Ensure compliance with HR policies, procedures, and statutory norms Contribute to continuous improvement of HR policies and workflow management Skills Required HR Business Partnering Employee Engagement Grievance Handling Attrition Analysis & Data Handling Strategic HR Initiatives Onboarding & Induction Programs Talent and Workforce Management HR Policy Implementation Excellent Communication & Interpersonal Skills Strong Problem-Solving & Analytical Ability Key Requirements Education: MBA / MSW / MA in HR or relevant specialization Experience: Minimum 5+ years in Human Resource Business Partner roles Mandatory: Corporate HRBP experience Preferred Industry: Healthcare / RCM / BPO (preferred but not mandatory) Perks and Benefits Salary: Best-in-Industry Appraisal Cycle: Performance-Based Reviews Shift: Night Shift (6:30 PM to 3:30 AM IST) Work-life Balance: 5 Days Working (MonFri) Excellent Growth Opportunities Contact Details : Contact Person: Sughanya V Mobile/WhatsApp: 7200458446 (Available between 11 AM 7 PM IST) (Mon - Friday) Email: sughanyav@prochant.com How to Apply: Share your resume via WhatsApp or Email . About Prochant Prochant is a leading healthcare RCM solutions provider committed to delivering performance-driven results. At Prochant, we value innovation, excellence, and a people-first approach to everything we do. Take the next step in your career and join us at Prochant India Pvt Ltd!

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

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

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

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

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

Location: Chennai / Gurugram As the Analyst Talent Transformation, you will support the design, execution, and measurement of key talent and organizational development initiatives across Annalect India / OGS. You will work on enterprise-wide programs, contribute to building frameworks and tools, and ensure operational excellence in transforming our talent landscape. You will collaborate closely with internal stakeholders to manage programs, analyze data, and develop solutions that drive performance, engagement, and growth across our business units. Location : Chennai, Gurgaon Budget - 5 to 8LPA Role & responsibilities Identify critical workforce requirements (skills, competencies, performance outcomes) for current and future business success. Develop and implement career frameworks and development programs. Design and implement talent assessment and performance management processes. Assess and develop leadership capabilities through signature development programs. Develop and implement people/talent strategies aligned with business objectives. Build and maintain SOPs, dashboards, and data reports for leadership visibility and continuous process improvement Manage critical org wide projects such as development & implementation of Hi Potential program, IDP rollout, 9-Box Implementation & Succession Planning, Competency Mapping / Skills Assessment and managing internal job posting to facilitate talent mobility. Preferred candidate profile Requirements: Post-Graduate degree in HR, Psychology, MSW, or MBA with specialization in Human Resources. 3-4 years of experience in HR or Talent Transformation roles. Skills: Strong communication, analytical, and project management skills. Team-oriented mindset with attention to detail and a proactive approach. Expertise : Understanding of Human Resources principles, Organizational Behavior, and Talent Management. Experience in Competency Matrix development using frameworks. Ability to design and deliver reports, dashboards, SOPs, and analytics for leadership reviews. Experience in supporting Talent Development programs. Understanding of DE&I practices and performance review tools.

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

Key Responsibilities: Manage HR operations across corporate office and field teams (sales & medical representatives) . Design, implement, and monitor the Performance Management System (PMS) , including KRAs, mid-year reviews, and annual appraisals. Handle employee grievances , disciplinary issues, and conflict resolution in a timely and empathetic manner. Act as the HR business partner to sales and field leadership teams to address HR-related concerns and initiatives. Oversee onboarding, exit formalities , and HR documentation across regions. Drive employee engagement activities , reward & recognition programs, and internal communications. Ensure strict compliance with labor laws (Factories Act, Shops & Establishments Act, etc.) and pharma-specific HR norms. Maintain HR data, dashboards, and MIS reports for internal audits and leadership reviews. Collaborate with talent acquisition teams for recruitment and manpower planning specific to field force and corporate functions. Coordinate and support L&D initiatives , skill development, and compliance training. Desired Candidate Profile: 610 years of progressive HR experience in the pharmaceutical industry . Exposure to field HR (handling sales/medical reps across multiple zones). Strong understanding of pharma-specific HR challenges, including attrition management and regulatory compliance. Excellent communication, interpersonal, and stakeholder management skills. Proficiency in HRMS/HRIS , MS Office, and data-driven HR reporting. Willingness to travel to field locations periodically.

Working Days Monday to Saturday Manager HR Operations (Plant HR) Experience: 10 - 12 years (min.7- 8 years in manufacturing/plant HR) Key Skills: HR Operations & HRMS Management Payroll & Statutory Compliance Employee Engagement & Grievance Handling Labor Law Compliance & Policy Implementation Strong leadership & team management Talent Acquisition Manager Experience: 12-15 years (min. 4-5 years in manufacturing hiring at a managerial level) Key Skills: End-to-End Recruitment (PAN India) Low-Cost Hiring Strategies Talent Pipeline Management & Employer Branding Recruitment Analytics & Budget Management Team Management For any query, please call on 8657025718 or email at recruitment@illusiondental.com

HR Manager oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization's management and its employees. Required Candidate profile Minimum 5 yrs. experience in HR domain. Minimum 1 yr. as HR manager/Assistant Manager. Graduation Must. 90% recruitment handling.

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

Sourcing Candidates: Utilize various channels such as job portals, social media, and recruitment agencies to find potential candidates suitable for BPO roles. Screening and Interviewing. Required Candidate profile Maintaining Talent Pipelines: Build and maintain a pool of qualified candidates for future hiring needs. Ensuring Compliance: Adhere to company policies and legal regulations throughout the process.

Role & responsibilities We need enthusiastic candidates PAN Globe and in India who wish to align their career to spiritual goals and get groomed to be next GEN Leaders who can leverage Artificial Intelligence to assess candidates, evaluate future leaders using mix of practical-spiritual -technology goals. Most of our products would be a mix of software and AI Interventions focused on diverse industry requirements. The focus is on building a passive income stream and incentives. Preferred candidate profile Candidate can be from any Industry. Should have passion to nurture startups, promote startup products, leverage their existing network and build communities to get geared for next Gen AI enabled solutions. Training will be provided on AI fundamentals Focus is to build Micro entrepreneurs within their own circles and build our Ecosystem. What is the objective? It is to awaken individuals to get self sufficient and skilled to support variety of projects and make individuals enablers for a positive cause.. We keep having requirements for full time positions too, but the purpose here is to make human impacts and explore how to solve unemployment issues and foster entrepreneurship spirit. Perks and benefits Free training in advanced PASSIONIT Framework Participate in social causes Participate in strategizing how to build cohesive communities (Intelligence and Administrative) to build next gen leaders We also encourage freshers, interns, work from home housewives, retired professionals to be part of this initiative..

Responsible for Hire to Retire life cycle of candidates.Good exp in Talent Acquisition, compensation and Benefits,Employee Engagement ,Reward & Recognition,T&D, Screening, Performance Management, ,HR processes,Talent retention etc.HR MIS knowledge. Required Candidate profile PG inHR with 3-6 yrs exp in plant HR function exp in Talent acquisition , T&D,PMS, ,Compensation and Benefits,PMS,Training & Development, Employee Engagement etc.Candidate life cycle management.

EC-Council is hiring! Need Immediate Joiner in Mumbai!!! About us: EC-Council ( www.eccouncil.org ) is the worlds largest cyber security technical certification body. We operate in 145 countries globally and we are the owner and developer of various world-famous cyber security programs. We are proud to have trained and certified over 380,000 information security professionals globally that have influenced the cyber security mindset of countless organizations worldwide. About the Role: The HR Business Partner (Manager) will act as a strategic advisor and consultant to business leaders, aligning HR initiatives with business objectives. This role involves driving employee engagement, talent management, organizational effectiveness, and change management, while also ensuring compliance and supporting a high-performance culture. Key Responsibilities: Partner with business leaders to understand their objectives and develop HR strategies to support them. Lead and drive strategic HR initiatives including workforce planning, succession planning, and talent development. Act as a trusted advisor on all people-related matters, including employee relations, performance management, and organizational development. Drive employee engagement by implementing and supporting employee feedback and action plans. Manage and resolve complex employee relations issues, ensuring legal compliance and consistency. Analyze HR metrics to inform business decisions and identify trends or areas for improvement. Support organizational change and culture transformation initiatives. Coach and support line managers in their people management responsibilities. Champion diversity, equity, and inclusion efforts across the business. Required Skills & Qualifications: MBA/MSW in Human Resources or related field. 8- 12 years of progressive HR experience, preferably with at least 3 years in a business partnering role. Strong knowledge of employment laws and HR best practices. Proven ability to influence and build strong relationships with senior stakeholders.

Job description Roles and Responsibilities Contributing to the business and talent strategy by helping to identify, prioritise and build capabilities, behaviours, structures, and processes within different departments. Understanding the business and its challenges to help address the organisation and peoples needs. Supporting line management in forecasting and planning the talent pipeline requirements in line with the function/business strategy. Analysing the key talent trends and developing solutions, programs, and policies around it. Managing and resolving complex employee relations issues, Conducts effective, thorough, and objective investigations/interventions. Enhancing employee engagement through various departmental-level initiatives/programs. Working closely with Leadership and employees to improve work relationships, build morale, and increase productivity and retention. Defining Performance Goals for the employees and independently running the Performance Assessment cycle. Providing policy guidance and interpretation. Participating in evaluation and monitoring of training programs to ensure success & effectiveness. Coaching individual managers on increasing management capability.Desired Candidate Profile Proven skill in the operation and utilisation of software such as G Suite, Microsoft Word for Windows, Excel, etc. Ability to analyze organizational and individual needs and create the most cost-effective package to meet them. Proven understanding of the role and functions of a human resource office within a corporate operations structure. Broad experience and specific knowledge of human resource theory, functions and practice; performance appraisal systems and staff development. Proven ability to use initiative in carrying out tasks. Proven ability to prioritize tasks and to organize workload to assure that short timelines are met Policy writing experience. Candidates should have work experience of 6 - 8 years in the relevant HRBP domain. HRBP experience is a mandatory experience in employee relations, adept at HR statutory compliance, performance management, talent management, HR projects, etc. Open to work in US and rotational shifts. Perks and Benefits Attractive compensation based on demonstrated experience. Engagement with a major international group. Hands-on experience with industry-defining innovative trends. International and multicultural experience. Unlimited professional development. Shift Timing : Night shift

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

We are currently seeking a proficient Workforce Management (WFM) Team Leader for the healthcare domain who thrives on meticulous data analysis, schedule preparation, and capacity planning. If you possess a passion for analytics, a sharp eye for detail, and at least 1 year of leadership experience in workforce management, we invite you to apply and be a part of our dynamic team dedicated to making a positive impact in healthcare CX and people?s lives. Job Description Key responsibilities of the WFM Team Leader in Kolkata include: Analyze data and information to develop schedules, plans, and forecasts for workforce management. Create capacity plans aligned with business goals to drive manufacturing efficiency and cost-effectiveness. Continuously evaluate systems and methods to improve planning processes and anticipate customer needs. Assess existing capacity and forecast future demand based on business projections and market trends. Conduct calculations to estimate job requirements, including labor, tools, materials, and resources. Regularly monitor and review plans, making adjustments as needed to adapt to changes and unforeseen events. Evaluate results, reconcile variances from original plans, and maintain accuracy in forecasting projections. Identify opportunities for process improvements and efficiency gains in capacity planning and manufacturing processes. Job Requirements Candidates applying for the WFM team leader vacancy must possess the following skills, qualifications, and qualities to succeed in this role: Education and Experience: Minimum Graduate, Undergraduate, or equivalent qualification. At least one year of experience in a leadership role as a Team Lead in WFM RTA. Qualities and Values Leadership Skills: Ability to lead and motivate teams effectively. Analytical Thinking: Proficiency in data analysis and decision-making. Communication Skills: Clear and concise communication abilities. Problem-Solving Abilities: Strong problem-solving skills for complex issues. Adaptability: Flexibility to thrive in a dynamic work environment.

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

Job Description Role Purpose The purpose of the role is to create exceptional architectural solution design and thought leadership and enable delivery teams to provide exceptional client engagement and satisfaction. Do 1.Develop architectural solutions for the new deals/ major change requests in existing deals Creates an enterprise-wide architecture that ensures systems are scalable, reliable, and manageable. Provide solutioning of RFPs received from clients and ensure overall design assurance Develop a direction to manage the portfolio of to-be-solutions including systems, shared infrastructure services, applications in order to better match business outcome objectives Analyse technology environment, enterprise specifics, client requirements to set a collaboration solution design framework/ architecture Provide technical leadership to the design, development and implementation of custom solutions through thoughtful use of modern technology Define and understand current state solutions and identify improvements, options & tradeoffs to define target state solutions Clearly articulate, document and sell architectural targets, recommendations and reusable patterns and accordingly propose investment roadmaps Evaluate and recommend solutions to integrate with overall technology ecosystem Works closely with various IT groups to transition tasks, ensure performance and manage issues through to resolution Perform detailed documentation (App view, multiple sections & views) of the architectural design and solution mentioning all the artefacts in detail Validate the solution/ prototype from technology, cost structure and customer differentiation point of view Identify problem areas and perform root cause analysis of architectural design and solutions and provide relevant solutions to the problem Collaborating with sales, program/project, consulting teams to reconcile solutions to architecture Tracks industry and application trends and relates these to planning current and future IT needs Provides technical and strategic input during the project planning phase in the form of technical architectural designs and recommendation Collaborates with all relevant parties in order to review the objectives and constraints of solutions and determine conformance with the Enterprise Architecture Identifies implementation risks and potential impacts 2.Enable Delivery Teams by providing optimal delivery solutions/ frameworks Build and maintain relationships with executives, technical leaders, product owners, peer architects and other stakeholders to become a trusted advisor Develops and establishes relevant technical, business process and overall support metrics (KPI/SLA) to drive results Manages multiple projects and accurately reports the status of all major assignments while adhering to all project management standards Identify technical, process, structural risks and prepare a risk mitigation plan for all the projects Ensure quality assurance of all the architecture or design decisions and provides technical mitigation support to the delivery teams Recommend tools for reuse, automation for improved productivity and reduced cycle times Leads the development and maintenance of enterprise framework and related artefacts Develops trust and builds effective working relationships through respectful, collaborative engagement across individual product teams Ensures architecture principles and standards are consistently applied to all the projects Ensure optimal Client Engagement Support pre-sales team while presenting the entire solution design and its principles to the client Negotiate, manage and coordinate with the client teams to ensure all requirements are met and create an impact of solution proposed Demonstrate thought leadership with strong technical capability in front of the client to win the confidence and act as a trusted advisor 3.Competency Building and Branding Ensure completion of necessary trainings and certifications Develop Proof of Concepts (POCs),case studies, demos etc. for new growth areas based on market and customer research Develop and present a point of view of Wipro on solution design and architect by writing white papers, blogs etc. Attain market referencability and recognition through highest analyst rankings, client testimonials and partner credits Be the voice of Wipros Thought Leadership by speaking in forums (internal and external) Mentor developers, designers and Junior architects in the project for their further career development and enhancement Contribute to the architecture practice by conducting selection interviews etc 4.Team Management Resourcing Anticipating new talent requirements as per the market/ industry trends or client requirements Hire adequate and right resources for the team Talent Management Ensure adequate onboarding and training for the team members to enhance capability & effectiveness Build an internal talent pool and ensure their career progression within the organization Manage team attrition Drive diversity in leadership positions Performance Management Set goals for the team, conduct timely performance reviews and provide constructive feedback to own direct reports Ensure that the Performance Nxt is followed for the entire team Employee Satisfaction and Engagement Lead and drive engagement initiatives for the team Track team satisfaction scores and identify initiatives to build engagement within the team Mandatory Skills: DataBricks - Data Engineering. Experience: 8-10 Years.

Role Purpose The purpose of the role is to create exceptional architectural solution design and thought leadership and enable delivery teams to provide exceptional client engagement and satisfaction. Do 1.Develop architectural solutions for the new deals/ major change requests in existing deals Creates an enterprise-wide architecture that ensures systems are scalable, reliable, and manageable. Provide solutioning of RFPs received from clients and ensure overall design assurance Develop a direction to manage the portfolio of to-be-solutions including systems, shared infrastructure services, applications in order to better match business outcome objectives Analyse technology environment, enterprise specifics, client requirements to set a collaboration solution design framework/ architecture Provide technical leadership to the design, development and implementation of custom solutions through thoughtful use of modern technology Define and understand current state solutions and identify improvements, options & tradeoffs to define target state solutions Clearly articulate, document and sell architectural targets, recommendations and reusable patterns and accordingly propose investment roadmaps Evaluate and recommend solutions to integrate with overall technology ecosystem Works closely with various IT groups to transition tasks, ensure performance and manage issues through to resolution Perform detailed documentation (App view, multiple sections & views) of the architectural design and solution mentioning all the artefacts in detail Validate the solution/ prototype from technology, cost structure and customer differentiation point of view Identify problem areas and perform root cause analysis of architectural design and solutions and provide relevant solutions to the problem Collaborating with sales, program/project, consulting teams to reconcile solutions to architecture Tracks industry and application trends and relates these to planning current and future IT needs Provides technical and strategic input during the project planning phase in the form of technical architectural designs and recommendation Collaborates with all relevant parties in order to review the objectives and constraints of solutions and determine conformance with the Enterprise Architecture Identifies implementation risks and potential impacts 2.Enable Delivery Teams by providing optimal delivery solutions/ frameworks Build and maintain relationships with executives, technical leaders, product owners, peer architects and other stakeholders to become a trusted advisor Develops and establishes relevant technical, business process and overall support metrics (KPI/SLA) to drive results Manages multiple projects and accurately reports the status of all major assignments while adhering to all project management standards Identify technical, process, structural risks and prepare a risk mitigation plan for all the projects Ensure quality assurance of all the architecture or design decisions and provides technical mitigation support to the delivery teams Recommend tools for reuse, automation for improved productivity and reduced cycle times Leads the development and maintenance of enterprise framework and related artefacts Develops trust and builds effective working relationships through respectful, collaborative engagement across individual product teams Ensures architecture principles and standards are consistently applied to all the projects Ensure optimal Client Engagement Support pre-sales team while presenting the entire solution design and its principles to the client Negotiate, manage and coordinate with the client teams to ensure all requirements are met and create an impact of solution proposed Demonstrate thought leadership with strong technical capability in front of the client to win the confidence and act as a trusted advisor 3.Competency Building and Branding Ensure completion of necessary trainings and certifications Develop Proof of Concepts (POCs),case studies, demos etc. for new growth areas based on market and customer research Develop and present a point of view of Wipro on solution design and architect by writing white papers, blogs etc. Attain market referencability and recognition through highest analyst rankings, client testimonials and partner credits Be the voice of Wipros Thought Leadership by speaking in forums (internal and external) Mentor developers, designers and Junior architects in the project for their further career development and enhancement Contribute to the architecture practice by conducting selection interviews etc 4.Team Management Resourcing Anticipating new talent requirements as per the market/ industry trends or client requirements Hire adequate and right resources for the team Talent Management Ensure adequate onboarding and training for the team members to enhance capability & effectiveness Build an internal talent pool and ensure their career progression within the organization Manage team attrition Drive diversity in leadership positions Performance Management Set goals for the team, conduct timely performance reviews and provide constructive feedback to own direct reports Ensure that the Performance Nxt is followed for the entire team Employee Satisfaction and Engagement Lead and drive engagement initiatives for the team Track team satisfaction scores and identify initiatives to build engagement within the team Mandatory Skills: Generative AI. Experience: 8-10 Years.

We are looking for a highly skilled and experienced HR Operations Senior Associate to join our team in Bengaluru. The ideal candidate will have 4-8 years of experience in Human Resources, with a strong background in HR operations, preferably in a professional services firm. Roles and Responsibility Create onboarding, offboarding, and status change process documents and checklists for clients. Develop decks for clients and internal use, including training material, client updates, and assessments. Assist with handbook updates by finding and adding policies. Prepare documents for internal use. Utilize resources such as HR Hero and SHRM to find information relevant to client inquiries, compliance, and best practices. Help build and maintain a repository of HR templates and documents for use across all clients. Assist in building and maintaining workspaces for clients, centralizing all data and links. Job Requirements Bachelor's degree in Human Resources, Organizational Development, Business, Management, or related field. Minimum 4+ years of experience in Human Resources. Understanding of the HR function and best practices related to processes, technology utilization, and policy creation. Proficiency in MS Word, MS PowerPoint, MS Excel. Functional understanding of multiple HRIS systems. Excellent written and verbal communication skills. SHRM-CP or aPHR/PHR certification is preferred. Experience in a professional services firm, CPA firm, PEO, ASO, or HR Consulting firm is preferred.

We are looking for a skilled Tax Manager to join our team in Mumbai, with 7-10 years of experience. The ideal candidate will have a strong background in taxation and excellent client service skills. Roles and Responsibility Manage complex tax compliance and consulting projects for asset management clients. Review and analyze private equity, hedge fund, and partnership tax returns. Mentor junior team members and provide real-time project feedback. Facilitate communication between clients and the service team. Manage risk for both clients and the firm. Stay updated on current tax practices and changes in tax law. Job Requirements Bachelor's degree in Commerce, Accounting, or a related field. Active CPA, CA, or EA certification is mandatory. Prior experience in tax compliance and consulting serving asset management clients. Possess working knowledge of tax code and technical aspects of tax preparation and compliance. Demonstrate the ability to work closely with clients to answer questions or collect necessary information for tax service requirements. Exhibit a proven track record of managing client engagements from start-to-end.