1636 Talent Management Jobs - Page 6

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. - Facilitate knowledge sharing sessions to enhance team capabilities. - Monitor project progress and ensure timely delivery of milestones. Professional & Technical Skills: - Must To Have Skills: Proficiency in Workday Financial Integration. - Strong understanding of application design and development methodologies. - Experience with integration tools and techniques specific to Workday. - Ability to troubleshoot and resolve application issues effectively. - Familiarity with financial processes and data management within Workday. Email- maya@mounttalent.com

Purpose of Position: The main objective of the HR Business Partner (HRBP) is to be a strategic HR professional who collaborates with business leaders to align HR practices with overall business objectives, acting as a consultant and advisor on people-related matters. Key responsibilities: Strategic Alignment: The HRBP will work closely with business leaders to understand their needs and challenges, translating them into actionable HR strategies and initiatives. Talent Management: The said candidate will play a key role in onboarding, performance management, succession planning, and employee development. Employee Relations: The HRBP will address employee relations issues, resolve conflicts, and ensure a positive and inclusive work environment. Conducting regular one-on-one discussions with employees to know the pulse of the team and prepare RAG analysis based on the same. Change Management: Support organizational changes and transitions, ensuring that HR practices are aligned with the new direction. Data Analysis and Reporting: Analyze HR data to identify trends, measure the effectiveness of HR programs, and make data-driven recommendations. Policy Development and Implementation: The HRBP will help develop and implement HR policies and procedures that are compliant with legal requirements and aligned with company values. Coaching and Mentoring: The candidate will coach and mentor managers and employees on HR best practices and provide guidance on various HR-related issues. Building Relationships: He / She will build strong relationships with business leaders, HR colleagues, and employees to foster collaboration and trust. Staying Up-to-Date: Stay informed about HR trends, best practices, and legal developments to ensure that HR practices are current and effective. Required Skills: Education qualification: Any Graduation / Post Graduation in HR A minimum of 5+ years of experience in a HRBP role. Shift: (US Shift Night Shift)- Mandatory Excellent verbal and written communication skills. Excellent organizational skills and attention to detail. Ability to acquire a thorough understanding of the organization's HR Policy and Processes of employee life cycle. Excellent time management skills with a proven ability to meet deadlines. Analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software.

Req ID: 329278 NTT DATA strives to hire exceptional, innovative and passionate individuals who want to grow with us. If you want to be part of an inclusive, adaptable, and forward-thinking organization, apply now. We are currently seeking a Work Day Consultant - Digital Engineering Lead Engineer to join our team in Remote, Telangana (IN-TG), India (IN). We are looking for Workday HCM Consultants, who have experience at least one module in Workday end to end. Below are more details Experience: 3 - 8 Years Location : India, Mexico, or US. Can be remote, but we need someone with an overlap to PST hours. Workday Modules: Core HCM Benefits Basic & Advanced Compensation Time Tracking & Absence Expenses & Reimbursements Recruiting Performance Management, Talent Management & Succession Planning Talent Management (Skills, Job Architecture) Workday Skills : Business Process Configuration & Notifications Condition Rules, Calc Fields Reporting (Basic & Advanced) Workday Security (User-based, role-based, intersection, segment based etc) Workday Documents Required: Workday Training or Certification in Core HCM, Reporting Preferred: Workday Certification in advanced modules (Basic & Advance Comp, Security, Time Tracking, Absence & Talent Management, Succession Planning,) About NTT DATA NTT DATA is a $30 billion trusted global innovator of business and technology services. We serve 75% of the Fortune Global 100 and are committed to helping clients innovate, optimize and transform for long term success. As a Global Top Employer, we have diverse experts in more than 50 countries and a robust partner ecosystem of established and start-up companies. Our services include business and technology consulting, data and artificial intelligence, industry solutions, as well as the development, implementation and management of applications, infrastructure and connectivity. We are one of the leading providers of digital and AI infrastructure in the world. NTT DATA is a part of NTT Group, which invests over $3.6 billion each year in R&D to help organizations and society move confidently and sustainably into the digital future. Visit us at NTT DATA endeavors to make accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact us at . This contact information is for accommodation requests only and cannot be used to inquire about the status of applications. NTT DATA is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. For our EEO Policy Statement, please click . If you'd like more information on your EEO rights under the law, please click . For Pay Transparency information, please click.

About Us NymCard s mission is to enable fintech and financial innovators to launch frictionless payment programs with our modern infrastructure, at record speed. Our open API modern card issuing platform provides flexibility and control to issue cards, authorize transactions and manage payment operations with just one integration and one partner. We are a team of industry experts and technology innovators who take a dynamic approach to solving complex industry challenges. NymCard has an open and collaborative work environment and together we make up the NymCardian Nation. We power possibilities for our customers AND each other by bringing the best talent together to do the best quality work we can. By staying true to our core values: Respect, Transparency, Collaboration, Quality, Speed, Courage, NymCard strives to build a global team as diverse as the markets we serve. It is a very exciting time to join NymCard and as our Business grows, you and your opportunities will grow with it. To Learn more about NymCard visit our Website and LinkedIn. The Role The Senior People Partner at NymCard would collaborate closely with senior leadership to align human resources initiatives with business objectives. This role involves overseeing talent management, employee relations, organizational development, and ensuring a positive workplace culture. Main Duties and Responsibilities: Strategic HR Partnership: Collaborate with senior leaders and executives to develop and implement HR strategies that support NymCards business goals and drive organizational performance. Talent Management: Lead initiatives in talent acquisition, development, and retention to attract and nurture top talent. Design and execute performance management and succession planning processes. Employee Relations: Act as a trusted advisor to managers and employees, addressing complex employee relations issues with sensitivity and professionalism. Foster a positive and inclusive workplace culture. Organizational Development: Drive change management efforts and organizational development projects to meet evolving business needs. Facilitate leadership training and team development programs. HR Metrics and Analysis: Utilize data-driven insights to inform HR strategies and decisions. Monitor key HR metrics to identify trends and areas for improvement. Compliance and Best Practices: Ensure adherence to local and international employment laws and regulations. Promote HR best practices throughout the organization. Skills and Qualifications: Experience: A minimum of 5 years in human resources, with at least 3 years in a strategic HR business partner role, preferably within the fintech or technology sector. Education: Bachelors degree in Human Resources, Business Administration, or a related field. HR certifications (e.g., CIPD, SHRM-SCP) are a plus. Strong understanding of HR principles and employment laws. Exceptional interpersonal and communication skills. Proven ability to influence and coach senior leaders. Experience with HRIS and data analytics. Ability to manage multiple priorities in a fast-paced environment. Why Us We re the region s leading Banking-as-a-Service platform, trusted to issue and process virtual, physical and tokenized cards for the most innovative fintechs and enterprises. Your code (or craft) will reach millions of end-users across multiple countries the moment it ships. Our 1,000-plus public APIs and real-time platform let product and engineering teams move from idea to launch in weeks, not quarters. You ll work with modern stacks, clean architectures and plenty of green-field projects. . Hybrid & remote-friendly roles, relocation support, generous annual leave, equity for key positions. Flat structure, candid feedback, and autonomy mean your voice counts from day one. Whether you re crafting micro-services, designing intuitive UIs, or closing enterprise deals, you ll see the direct commercial impact of your work and celebrate it with a team that loves what they do. Join us at NymCard and help shape the future of payments faster, smarter, everywhere.

A Day in the Life Responsibilities may include the following and other duties may be assigned. Promotes and sells Medtronics products and services within an assigned geographic area and /or specific customer accounts to meet or exceed sales targets. Responsible for developing, building, and strengthening long-term relationships with stakeholders including distributors and healthcare professionals. Responsible for pursuing leads, assessing needs and providing product services to maximize the benefits derived from Medtronics products and/or services. Promotes and establishes education of the companys products and/or services. Conducts market research including customers and competitors activities. Implements market development plans/strategies and changes as needed. Communicates customer feedback on new products and/or modifications to existing products or applications to internal stakeholders including R&D, Operations and Marketing. SALES PROFESSIONAL CAREER STREAM: Typically sales professional individual contributors with direct sales responsibilities. May direct the work of other lower level sales professionals or manage sales processes and / or accounts involving multiple team members. The majority of time is spent establishing and maintaining customer relationships, developing new customer relationships, implementing sales strategies and closing sales. DIFFERENTIATING FACTORS Autonomy: Entry-level sales professional on one or more individual or team accounts . Sells products and/or services to a group of clients and identifies new and potential customers. Work is closely supervised . Maintains relationships. Organizational Impact: Works to achieve individual sales targets within product area and/or account by selling lower complexity products / services, developing new accounts and/or expanding existing accounts. Has some impact on the overall achievement of sales results for the team. Work typically on smaller, less complex accounts, small quota or territory. Innovation and Complexity: Follows standard sales and business development practices and procedures in analyzing situations or data from which answers can be readily obtained. May recommend changes in account tactics to achieve sales goals . Implements improvements and changes to work processes and procedures. Communication and Influence: Communicates with external customers and / or vendors, involving basic negotiation and / or presentations in order to close sales. Obtains or provides information requiring some explanation or interpretation . Leadership and Talent Management: N / A - Job at this level are focused on self-development. Required Knowledge and Experience: Requires broad knowledge of sales techniques typically gained through education and / or on the job learning. Learns to use professional concepts Applies company policies and procedures to resolve routine issues. Requires a Baccalaureate degree (or for degrees earned outside of the United States, a degree which satisfies the requirements of 8 C.F.R. 214.2(h)( 4)(iii)(A), 0 years of experience required with an introductory knowledge of company products and services. About Medtronic We lead global healthcare technology and boldly attack the most challenging health problems facing humanity by searching out and finding solutions. Our Mission to alleviate pain, restore health, and extend life unites a global team of 95,000+ passionate people. We are engineers at heart putting ambitious ideas to work to generate real solutions for real people. From the R&D lab, to the factory floor, to the conference room, every one of us experiments, creates, builds, improves and solves. We have the talent, diverse perspectives, and guts to engineer the extraordinary. Learn more about our business, mission, and our commitment to diversity here

Role & responsibilities Partner with business leaders to drive a people agenda that supports business goals and strategic initiatives. Provide HR policy guidance and interpretation. Analyze trends and metrics in partnership with the HR team to develop solutions, programs, and policies. Manage and resolve complex employee relations issues; conduct effective, thorough, and objective investigations. Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Identify training needs for business units and individual coaching needs. Support talent acquisition efforts by partnering with recruitment teams and participating in hiring processes when needed. Lead performance management and annual appraisal processes in alignment with organizational strategy. Assist in workforce planning and succession planning efforts. Support diversity and inclusion initiatives across the business. Preferred candidate profile Bachelor's degree in Human Resources, Business Administration, or related field (Masters degree preferred). 5+ years of experience in HRBP roles. Strong knowledge of HR policies, labor laws, and best practices. Excellent communication, interpersonal, and consultative skills. Demonstrated ability to build strong relationships and influence across all levels of an organization.

The ideal candidate will be responsible for supporting end-to-end recruitment processes and assisting with day-to-day HR functions to ensure smooth business operations. Required Candidate profile Source and screen candidates through various channels Conduct initial telephonic interviews to assess candidate fit. Schedule and coordinate interviews with hiring managers.

Note: By applying to this position you will have an opportunity to share your preferred working location from the following: Bengaluru, Karnataka, India; Gurugram, Haryana, India; Hyderabad, Telangana, India.Minimum qualifications:. Bachelor's degree or equivalent practical experience.. 10 years of experience as Human Resource (HR) Business Partner or Human Resource (HR) Generalist.. Experience in HR with two of the following areas: organizational design, succession planning, business consulting, employee engagement, coaching and development, talent management, conflict resolution, talent acquisition, data analysis, and employee relations.. Preferred qualifications:. Experience with implementing HR projects, risk management/mitigation and supporting change management, business readiness, communications, and training activities.. Ability to build relationships with leaders and stakeholders to drive market priorities.. Ability to drive recommendations and prioritization; and collaborate with manager.. Ability to work in a changing environment and manage multiple priorities.. Excellent project management and change management skills.. Excellent problem solving, thinking, analysis and communication skills.. About the jobPeople Operations strives to revolutionize human resources the same way that Google has revolutionized search. We are helping to find, grow and keep the remarkable assemblage of talent who are our Googlers. You'll be an advocate of Google's culture and values, partnering with our business leaders to help them build their organizations and make sure all people decisions are based on data. Whether coaching our clients on how to lead their teams, navigating and resolving employee relations issues or managing programs that help develop our Googlers, you are exceptionally focused on putting them first, and being as clear and transparent as possible to help Googlers understand how people decisions get made.. In this role, you will work with the Human Resource (HR) Head and the country People Operations leadership on the strategy by the Market Plan, to execute on Google’s geographic priorities in Market across the core areas.Great just isn't good enough for our People Operations team (known elsewhere as "Human Resources"). We bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field.. Responsibilities. Develop knowledge of company and local policies, cross-functional collaboration for consensus, localizing global programs and supporting events.. Drive multiple projects to fruition, aligning with Subject Matter Expert (SMEs) and leadership, tracking success metrics, meeting timelines, and governing country-specific initiatives, knowing when to escalate.. Possess knowledge of labor laws and union implications. Manage compliance requirements, process builds, collaborate with stakeholders and SMEs.. Shape India's inclusion charter, leading projects, crafting internal/external narratives. Drive initiatives with HR to uphold its culture, weaving belonging into activities, partnering with Site Program Manager (PgMs) for execution.. Highlight Google India's achievements by participating in industry forums, building narratives on topical happenings, and ensuring strong brand representation.. Google is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. See also Google's EEO Policy and EEO is the Law. If you have a disability or special need that requires accommodation, please let us know by completing our Accommodations for Applicants form .. Show more Show less

We are looking for an experienced Oracle Fusion HCM Functional Consultant to join our team in Chennai (on-site) . The ideal candidate should have a minimum of 10 years of experience in Oracle HCM, with a strong focus on Core HR and Payroll modules , and a solid understanding of other related HCM modules. Key Responsibilities: Lead and support implementations, upgrades, and support projects for Oracle Fusion HCM Core HR and Payroll modules Gather and analyze business requirements and configure the system accordingly Collaborate with stakeholders to design and optimize HCM processes Prepare and deliver functional specifications for reports, integrations, and enhancements Handle testing, training, go-live support, and post-go-live stabilization Provide expert guidance on best practices and HCM module usage Required Skills & Experience: 10+ years of experience as an Oracle HCM Functional Consultant Hands-on experience in Oracle Fusion Core HR and Payroll modules Excellent problem-solving and analytical skills. Exposure to other HCM modules, such as Absence Management, Time & Labour, Benefits, etc., is a plus Strong understanding of Oracle HCM Cloud architecture and functionalities Excellent communication, documentation, and stakeholder management skills Proven experience in client-facing roles and project delivery Preferred Qualifications: Oracle Fusion HCM certifications Prior experience in on-site roles or consulting firms Why Join Us? Opportunity to work with an expert team and reputed clients Exposure to end-to-end Oracle Fusion HCM implementations Career growth in a technology-driven and supportive environment

This role will be responsible for driving HR initiatives across Workforce Planning, Talent and Performance Management, and Employee Engagement, with a strong focus on enhancing organizational effectiveness, employee experience, and cultural alignment. The incumbent will work in close partnership with HR Operations, Centers of Competence (CoC), and the Talent Acquisition team to address function-specific priorities and ensure seamless HR support. Qualification: Master s degree or MBA in HR or Organizational Development (preferred) Relevant certifications such as SHRM-CP/SCP, PHR/SPHR, or CIPD are an added advantage Experience: 5-10 years of progressive HR experience, with at least 2-3 years in a business partnering or strategic HR role Demonstrated experience in workforce planning, talent management, performance management, and employee relations Experience working in a matrixed or global organization is beneficial Key Competencies: Strong business acumen and ability to align HR strategies with business objectives Proven ability to influence, coach, and build strong relationships with stakeholders at all levels Sound understanding of HR policies, labor laws, and compliance requirements Excellent problem-solving, analytical, and decision-making skills Strong interpersonal and communication skills, with the ability to handle sensitive matters with discretion Agility in managing change, supporting transformation initiatives, and promoting a positive culture Proficient in using HR systems, data analysis tools, and reporting platforms Manpower Planning & Budgeting (AC) Design and implement best in class organization structure & manpower plan that caters to business needs Drive annual strategic workforce planning (Resource Week) for or respective departments by liaising with business for decision on demand, critical roles, skill set required and headcount Identify key actionable from Resource Week and ensure roll out of the same Ensure timely DTBP Planning, OP and EA Planning for overall function Align roles, decision rights, processes, headcount and talent strategy to the proposed structure Manage and Track Approved Vs Actuals in respective functions, IC Data, HR Position Mgt Manage Organizational Chart for overall functions and ensure timely mappings in relevant HR systems Identify unique/ new roles that may require job evaluation, detail out role expectations and other dimensions with business Functional HR Strategy Contribute to formulation and implementation of Functional/Departmental HR strategy, while ensuring adherence to budget in order to ensure that business needs are met Undertake frequent discussions with business leaders (DRL3 to DRL4) to understand function specific challenges and priority areas Interact with employees to understand business context and ground level challenges and share insights with SHRBPs/HRBP Lead Translate business priority into key HR priority areas & provide recommendations to HR Leadership for formulating organization/function specific HR strategy Act as an advisor to business to solve for HR challenges, including structure & manpower alignment, engagement, attrition, etc., while ensuring minimal disruption to business as usual Drive employee communication, change management and ensure buy in for Leadership and Staff Recruitment Ensure appropriate Staffing at every point of time Drive resource requirements meetings for the function and align on the plan Champion position management approach in resp span Ensure Seamless Internal transfers and Job Rotations Manage and liaison with Recruitment Team for new hires compensation in line with parity of the existing team Onboarding Ensure best in class employee experience across functions Map Buddy programme across the spans Drive 0-30-60-90 day connects for overall functions Explain role - team structure, reporting structure and connect for Leaders (L4) Ensure Functional Level Orientation/Induction Program taken place for employees in respective span Learning & Development Identify and ensure fulfilment of behavioral and functional capability development needs of employees in line with business needs Identify the training needs/critical competencies basis understanding of business priorities and discussions with Department/Section Heads for Staff Advise business on critical competencies and areas of development Build awareness for programs in general business qualification, higher education, external nominations, etc. Responsible for writing IDP for top talents in Staff Ensure all employees are being given a fair chance as per the selection criteria and align the programs to the business priorities Collaborate with L&D team and manage Technical Learning Calendar based on Performance Appraisal requirements Design and manage competencies repositories for Staff Performance Management Facilitate performance driven culture by ensuring 100% Goal setting for all staff in respective functions Mid Year Review for all Hi-Po Staff Roles with respective Supervisors Facilitate performance & Compensation reviews during PPVMs within timelines for respective functions Responsible Performance & Compensation reviews OPC for respective functions Lead and Manage PIP process for employees not meeting expectations for respective functions Review of Young Talents Talent Management Drive talent management processes at the business/ functional level to ensure continuous identification and development of high-potential talent at Staff Identify the Critical Talents and Hi-Po/Hi-Perf Categories across staff based on the guidelines and hold Talent Discussions with Leadership Talent to Value assessments for staff Initiate discussions with respective Department/Functions Heads to validate successors & their readiness for all positions Ensure one to one discussions (Manager & Employee) for Critical Talents and Hi-Po/Hi-Perf on career aspirations for staff and manage queries Represent EDC, LPB data for resp span to Lead of HRBP/SHRBP Drive competency Framework for the department and competency evaluation for staff roles Other Initiatives Conduct Exit Interviews and Maintain tracker for all Staff and leadership (along with SHRBP for Leadership) Identify the need for policies, programs and actions to meet business needs. Drive departments areas of improvement along with SHRBP & Managers Drive/Facilitate and Execute the policies, programs and actions along with SHRBP for facilitating and supporting the need of Individual Employees Part of HR CFTs and ensure active participation Active use of Cash Bonus policy Run Recognition Framework programs for respective spans Employee Connects Administer and facilitate Employee connect session Present Insights to HR Leadership / Business Meetings Address employee grievance with minimal TAT Engagement Young Talents - Project reviews and placement in respective functions Drive Probation Confirmation Discussion for all staff in span DES Awareness, Survey Rollout and Action Planning

This role will be responsible for driving HR initiatives across Workforce Planning, Talent and Performance Management, and Employee Engagement, with a strong focus on enhancing organizational effectiveness, employee experience, and cultural alignment. The incumbent will work in close partnership with HR Operations, Centers of Competence (CoC), and the Talent Acquisition team to address function-specific priorities and ensure seamless HR support. Qualification: Master s degree or MBA in HR or Organizational Development (preferred) Relevant certifications such as SHRM-CP/SCP, PHR/SPHR, or CIPD are an added advantage Experience: 5-10 years of progressive HR experience, with at least 2-3 years in a business partnering or strategic HR role Demonstrated experience in workforce planning, talent management, performance management, and employee relations Experience working in a matrixed or global organization is beneficial Key Competencies: Strong business acumen and ability to align HR strategies with business objectives Proven ability to influence, coach, and build strong relationships with stakeholders at all levels Sound understanding of HR policies, labor laws, and compliance requirements Excellent problem-solving, analytical, and decision-making skills Strong interpersonal and communication skills, with the ability to handle sensitive matters with discretion Agility in managing change, supporting transformation initiatives, and promoting a positive culture Proficient in using HR systems, data analysis tools, and reporting platforms Manpower Planning & Budgeting (AC) Design and implement best in class organization structure & manpower plan that caters to business needs Drive annual strategic workforce planning (Resource Week) for or respective departments by liaising with business for decision on demand, critical roles, skill set required and headcount Identify key actionables from Resource Week and ensure roll out of the same Ensure timely DTBP Planning, OP and EA Planning for overall function Align roles, decision rights, processes, headcount and talent strategy to the proposed structure Manage and Track Approved Vs Actuals in respective functions, IC Data, HR Position Mgt Manage Organizational Chart for overall functions and ensure timely mappings in relevant HR systems Identify unique/ new roles that may require job evaluation, detail out role expectations and other dimensions with business Functional HR Strategy Contribute to formulation and implementation of Functional/Departmental HR strategy, while ensuring adherence to budget in order to ensure that business needs are met Undertake frequent discussions with business leaders (DRL3 to DRL4) to understand function specific challenges and priority areas Interact with employees to understand business context and ground level challenges and share insights with SHRBPs/HRBP Lead Translate business priority into key HR priority areas & provide recommendations to HR Leadership for formulating organization/function specific HR strategy Act as an advisor to business to solve for HR challenges, including structure & manpower alignment, engagement, attrition, etc., while ensuring minimal disruption to business as usual Drive employee communication, change management and ensure buy in for Leadership and Staff Recruitment Ensure appropriate Staffing at every point of time Drive resource requirements meetings for the function and align on the plan Champion position management approach in resp span Ensure Seamless Internal transfers and Job Rotations Manage and liaison with Recruitment Team for new hires compensation in line with parity of the existing team Onboarding Ensure best in class employee experience across functions Map Buddy programme across the spans Drive 0-30-60-90 day connects for overall functions Explain role - team structure, reporting structure and connect for Leaders (L4) Ensure Functional Level Orientation/Induction Program taken place for employees in respective span Learning & Development Identify and ensure fulfilment of behavioral and functional capability development needs of employees in line with business needs Identify the training needs/critical competencies basis understanding of business priorities and discussions with Department/Section Heads for Staff Advise business on critical competencies and areas of development Build awareness for programs in general business qualification, higher education, external nominations, etc. Responsible for writing IDP for top talents in Staff Ensure all employees are being given a fair chance as per the selection criteria and align the programs to the business priorities Collaborate with L&D team and manage Technical Learning Calendar based on Performance Appraisal requirements Design and manage competencies repositories for Staff Performance Management Facilitate performance driven culture by ensuring 100% Goal setting for all staff in respective functions Mid Year Review for all Hi-Po Staff Roles with respective Supervisors Facilitate performance & Compensation reviews during PPVMs within timelines for respective functions Responsible Performance & Compensation reviews OPC for respective functions Lead and Manage PIP process for employees not meeting expectations for respective functions Review of Young Talents Talent Management Drive talent management processes at the business/ functional level to ensure continuous identification and development of high-potential talent at Staff Identify the Critical Talents and HiPo/Hi-Perf Categories across staff based on the guidelines and hold Talent Discussions with Leadership Talent to Value assessments for staff Initiate discussions with respective Department/Functions Heads to validate successors & their readiness for all positions Ensure one to one discussions (Manager & Employee) for Critical Talents and Hi-Po/Hi-Perf on career aspirations for staff and manage queries Represent EDC, LPB data for resp span to Lead of HRBP/SHRBP Drive competency Framework for the department and competency evaluation for staff roles Other Initiatives Conduct Exit Interviews and Maintain tracker for all Staff and leadership (along with SHRBP for Leadership) Identify the need for policies, programs and actions to meet business needs. Drive departments areas of improvement along with SHRBP & Managers Drive/Facilitate and Execute the policies, programs and actions along with SHRBP for facilitating and supporting the need of Individual Employees Part of HR CFTs and ensure active participation Active use of Cash Bonus policy Run Recognition Framework programs for respective spans Employee Connects Administer and facilitate Employee connect session Present Insights to HR Leadership / Business Meetings Address employee grievance with minimal TAT Engagement Young Talents - Project reviews and placement in respective functions Drive Probation Confirmation Discussion for all staff in span DES Awareness, Survey Rollout and Action Planning

Assistant Manager, Academic Talent Management What are we looking for? Qualification: The ideal candidate should have an advanced degree in Human Resource Management (MBA, MA, or similar) from a Tier-I college Experience: Minimum of 5 years of professional experience with recruitment/employee engagement (preferably in an academic setting Universities/Colleges/Education Companies) Smarts: The candidate should have top-notch communication skills and demonstrated experience of managing junior executives / associates in their previous roles Entrepreneurial: In a startup environment, you need to be resourceful, creative and ready to handle the unknown. It is important that you can work in a fast-paced environment, think on your feet and go beyond your immediate scope of work. Driven: An ambition to significantly enhance your skills and experiences while creating a new way of delivering quality education to global audiences. Required skills Instructional design and storyboarding Excellent content analysis, strategising and storyboarding skills Strong need and gap analysis skills Scripting content and assessments that match the product value proposition Location: Vikhroli West Salary : 8-10 LPA Job Category: Assistant Manager Job Location: India

Equisoft is a global provider of digital solutions for insurance and investment, recognized by over 250 of the worlds leading financial institutions. We offer a comprehensive ecosystem of scalable solutions that help our customers meet all the challenges brought about by this era of digital transformation, thanks to our business needs-driven approach, industry knowledge, cutting-edge technologies and experts. With its business-driven approach, in-depth industry knowledge, cutting-edge technologies and multicultural team of experts based in North America, the Caribbean, Latin America, Europe, Africa, Asia and Australia, Equisoft helps its customers meet the challenges of this era of digital transformation. Why Choose Equisoft? With 950+ employees, we are a stable organization that offers career advancement and fosters a stimulating environment. If that s not enough, then check out these other perks below: Hiring location: Hyderabad, India You are working in a collaborative hybrid workspace Full-time Permanent Role Benefits available day 1: Medical, Dental, Term Life/Personal Accident Coverage, Wellness Sessions, telemedicine program, etc. (India) Number of hours per week: 40 Educational Support (LinkedIn Learning, LOMA Courses and Equisoft University) Role : The Workday HCM Specialist reports to the Manager, ERP Applications and works closely with the HR team, IT, and System Administrators. The incumbent will be responsible for the implementation, configuration, and maintenance of the Workday Human Capital Management (HCM) system, ensuring it meets the organizations human resources and business requirements. Your Day with Equisoft: Configure and maintain the Workday HCM platform, including core HR, compensation, benefits, talent management, and recruitment modules Collaborate with HR and IT teams to understand business requirements and translate them into effective Workday solutions Develop and maintain integration between Workday and other enterprise applications Implement system updates, enhancements, and new features to optimize Workday functionality Troubleshoot and resolve Workday-related issues in a timely manner Create and maintain comprehensive documentation for Workday processes, configurations, and procedures Provide training and support to end-users on Workday functionality and features Assist in evaluating and implementing new Workday modules and functionality to improve HR operations Participate in testing activities during system upgrades and ensure data integrity and system stability Monitor and maintain Workday system performance and security Maintain expertise in current Workday features while anticipating and preparing for future platform developments to meet organizational needs Requirements Bachelors Degree in Human Resources, Information Technology, or related field 8-10+ years of experience leading Workday HCM programs Strong understanding of HR processes and how they are implemented in Workday Experience with Workday HCM configuration, including business process frameworks, security, and reporting Knowledge of integration technologies and experience with Workday integration tools Ability to create and modify Workday reports and dashboards Adaptability and eagerness to learn new Workday features and HR technologies Excellent knowledge of English (spoken and written) Availability during Eastern Time (EDT) business hours with flexible hours Knowledge of French or Spanish (spoken and written) (Asset) Soft skills Strong analytical and problem-solving abilities Excellent communication skills with ability to translate technical concepts to non-technical stakeholders Capable of working independently with minimal supervision while maintaining productivity and meeting objectives Proactive approach to identifying process improvement opportunities Ability to manage multiple priorities in a fast-paced environment Team-oriented mindset with strong interpersonal skills to build relationships across organizational levels

. Rimini Street, Inc. (Nasdaq: RMNI), a Russell 2000 Company, is a global provider of end-to-end enterprise software support and innovation solutions and the leading third-party support provider for Oracle, SAP and VMware software. The Company offers a comprehensive portfolio of unified solutions to run, manage, support, customize, configure, connect, protect, monitor, and optimize enterprise application, database, and technology software. The Company has signed thousands of contracts with Fortune Global 100, Fortune 500, midmarket, public sector and government organizations who selected Rimini Street as their trusted, proven mission-critical enterprise software solutions provider and achieved better operational outcomes, realized billions of US dollars in savings and funded AI and other innovation investments. To learn more, please visit www.riministreet.com, and connect with Rimini Street on X, Facebook, Instagram, and LinkedIn. We are actively seeking a HRBP Lead . This role is based in India, Hyderabad . Rimini Street Inc, HQ : Las Vegas, NV, USA a disruptor in third party ERP support services, established undisputed leadership and as a natural progression, entered India with Rimini Labs India kick starting operations in Hyderabad , in 2013 with Global Client Onboarding Services, IT shared services and Global Service Development. In no time, Rimini Labs India started Bengaluru operations going up the value chain with more complex product development (Oracle, SAP, Peoplesoft, JDE etc.) & advanced services (Managed services, Professional services, Security Managed Services etc). Rimini Labs India gained valuable share in bringing the reputation to Rimini Street Inc of being a global provider of unified support and managed service solutions for enterprise software. Today, Rimini Labs India is a family of about 800+ full time talented individuals, thanks to the remarkable talent that has supported the expansion. . Position Summary: This role rolls up within HR function and reports to the Senior Manager, Human Resources. As HRBP Lead, serve as the point-of-contact for the business on resource planning, organizational development, talent management strategy, performance management, rewards, employee onboarding and separations, and HR program implementations. Area of focus: Monthly Payroll inputs, guide people managers on Performance management, Rewards, Conflict Management, Organization structure planning, handle New Onboarding & Exits interviews, Employee Grievances, People advisory, managing career conversations and talent reviews. What are we looking for: Partner with Business: Proactively connects with business leaders regularly to identify engagement areas, develop career path for employees, create training plans and follow-throughs, and address performance concern along with appropriate metrics to help business leaders. HR Policies & Projects Serve as the HR liaison in the implementation and maintenance of HR policies and processes and continually improve performance management, engagement, culture, analytics, and systems. Continually evaluate, establish, and implement HR projects and/or initiatives. Explore opportunities to improve HR processes. Performance Management: Gather and analyze metrics to assist management in making data-driven people decisions (PIP / Promotion etc). Review relevant data and provide recommendations related to compensation, organizational structure, retention, and employee development. Manage, coach and provide sound advice and consultation to People Managers in respective client groups (PIP, Promotions, Org Structure etc.) Grievance Handling: Demonstrate balanced decision-making in resolving business concerns and matters related to employee relations. Consult with managers and employees to proactively address employee relations issues. Payroll : Completely Own and be responsible for the India Payroll activities (must be hands on with Excel / Pivot, Vlookup) Compliance & Audit: Manage and respond to the Audit needs. Ensures compliance with HR related to state and local laws and regulation to minimize company exposure to liability. Conflict Resolution: Conduct Skip Level Meetings and Pulse check meetings. Conduct Fact Find Discussions for Disciplinary / Conduct Issues Trainings: Partner with leaders in the business initiatives and support their needs Be the point of contact for Business Trainings and organizing trainings. May develop, implement, and deliver training on a variety of HR topics as needed Skills & Exposure: Strong credential as a thorough HR professional with strong business acumen. Comfortable operating in a technical, fast growing, global organization. Proven experience in partnering with business leaders and coaching them in areas of organizational design and talent management. Strong employee relations background. Proven HR professional with a passion and track record of being a true business partner, who will help create world class, scalable processes, and programs, and help drive an excellent employee experience. Excellent verbal and written communication and interpersonal skills . Ability to interface seamlessly with a multicultural team. Exceptional program, project, and time management skills. Highly organized, efficient, detail focused, results-driven, accountable with the ability to handle last-minute, urgent requests. Ability to manage multiple projects and priorities in a fast pace, deadline-driven environment. Team spirit and collaborative mind-set with ability to work across organizations to build and implement initiatives. Experience in delivering project on time and on budget, without close supervision. Metrics driven and result orientation. Proficiency in Microsoft office suite. Education & Experience: Full-time MBA in HR is a must, an engineering / statistics background would be preferred. Strong background and knowledge of HR concepts, industry practices Hands on with MS Office (Excel - in specific Pivot tables & VLook up, Power Point, etc.) Understanding of employee life cycle and opportunities for HR to deliver awesome employee experiences. Hands on exposure for using data, analytics, and technology to improve HR effectiveness and Impact 8 - 12 years of relevant experience in delivering high impact people initiatives in a global environment. What will drive your success? -Key Success Factors: To succeed, you will need a flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations. The ability to conceive the idea and execute it. The ability to understand business goals as well as design and implement new people engagement interventions to contribute towards business success. A strong people orientation and be comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solutions. A true hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement. Strong communication skills, experience working with remote or highly dispersed teams, and a spirit of teamwork are essential to thrive within this structure. Ability to establish cultural competency in partnering with culturally, and linguistically diverse groups. Success in this role will require influential partnership with leadership and employee at all level within the organization to be a successful business partner We are interested in self-motivated professional, who is obsessed with spreading happiness, enjoys delivering awesome employee experiences liaison with business needs and company goals at large, drive change initiatives, bringing people issues and challenges to the forefront. You will need the confidence to keep the people agenda as well as business a key priority, drive participation as well as leadership skills to do this in a way that integrates well with business priorities and objectives. Diversity & Inclusion: Rimini Labs India is an Equal Employment Opportunity Employer committed to workforce diversity. We believe that diverse, equitably weighted perspectives foster an organizational capacity to create novel solutions. To align our values, innovations, and impact, we are committed to recruiting and retaining a diverse global workforce. Why Rimini Street? We are looking for talented, passionate people to help us build our future at Rimini Street . We hire only the best, the most extraordinary professionals and provide compensation, bonuses, and benefits to match the skills of our top-performing team members. Do you thrive in a fast-paced environment, enjoy growing together, and get excited about learning new skills? Are you looking for an opportunity to make a true impact as part of a team of extraordinary professionals? This is the place for you. Our work is challenging and meaningful. We start and end each day with a sense of achievement and purpose guided by our core values, the Four Cs: Company We dream big and innovate boldly. Colleagues We work with extraordinary people who create a culture of mutual respect and collaboration. Clients We relentlessly pursue solutions that help clients achieve their goals. Our unmatched client care is rooted in our passion for exceptional service. Community We believe in leaving the world a better place than we found it. With the Rimini Street Foundation, we ve made positive impacts in six continents for over 425 charities. Accelerating Company Growth Nasdaq-listed under ticker symbol RMNI since October 2017 Over 5,800 signed contracts to date, including Fortune 500 and Global 100 companies Over 2,000 team members in 23 countries US and international recognition for industry leadership and philanthropic efforts. See all of our awards and recognitions here: https: / / www.riministreet.com / company / awards /

Department Overview Business Human Resources Organization for Asia is a part of the Global HR organization that manages projects related to career development, analyzing and addressing training needs, talent deployment, rewards & recognition, employee relations, employees engagement, retention, as well as other HR-related requests in line with global policies and procedures. Job Description We have a unique opportunity for an experienced HR Business Partner with a strong background in the industry leading technology companies to join our thriving, dynamic team at Motorola Solutions. This pivotal role will be based in our India Software Design Center, where you will act as a strategic partner to the business. You will support and partner with a number of our organizations senior leaders to deliver world-class HR services and solutions. Your primary focus will be on fostering a high-performance culture within our engineering and software development teams. Your role will include but not be limited to the following: Act as a strategic partner to the leadership of the India Software Design Center, aligning HR strategies with business objectives to drive growth and innovation. Provide expert coaching and counsel to leaders and employees on all HR matters, including performance management, career development, and employee relations. Champion and implement talent management initiatives, including talent reviews, succession planning, and the development of our high-potential employees. Drive employee engagement and retention strategies, utilizing data analysis to identify trends and recommend proactive solutions. Manage and resolve complex employee relations issues, conducting effective, thorough, and objective investigations. Partner with our global and regional HR teams to implement and adapt corporate HR policies and programs to the local context. Support the implementation of compensation and benefits programs that are competitive and equitable. Analyze training needs to design and implement relevant development programs for our technical workforce. Foster a collaborative and inclusive work environment that reflects Motorola Solutions values. Basic Requirements Demonstrated excellence in building and maintaining constructive working relationships across all organizational levels with Human Resources and Business teams. Ability to manage and influence a wide range of stakeholders, including senior executives, with diplomacy and confidence. Outstanding communication skills, with the ability to articulate complex ideas clearly and persuasively. Higher education degree in Human Resources, Business Administration, or a related field. Proven experience of 10+ years as an HR Business Partner, preferably within a multinational ICT or software development organization. Demonstrated experience supporting a business unit or organization of 500-800 employees. In-depth knowledge of Indian labor law and local HR best practices. Strong business acumen with the ability to understand and address the unique challenges of a software design center. A "can-do," solutions-focused approach with a high degree of self-motivation and flexibility. Experience in talent management, including creating and implementing customized internal training and development programs. Proficiency with HR information systems and data analysis tools. Ability to work independently and as part of a regional team, with a commitment to continuous improvement and innovation. In return for your expertise, we ll support you in this new challenge with coaching & development every step of the way. Also, to reward your hard work you ll get: Competitive salary. Annual Leave Employee stock purchase plan. Life assurance. Group Medical per family (enroll up to 5 dependents, incl. spouse, children and parents*, can be covered). Enhanced maternity and paternity pay. Educational Assistance Policy. Career development support and wide ranging learning opportunities. Employee health and wellbeing support, wellbeing guidance etc. Corporate social responsibility initiatives including support for volunteering days. Travel Requirements Under 10% Relocation Provided None Position Type Experienced

Note: By applying to this position you will have an opportunity to share your preferred working location from the following: Bengaluru, Karnataka, India; Gurugram, Haryana, India; Hyderabad, Telangana, India.Minimum qualifications:. Bachelor's degree or equivalent practical experience.. 10 years of experience as Human Resource (HR) Business Partner or Human Resource (HR) Generalist.. Experience in HR with two of the following areas: organizational design, succession planning, business consulting, employee engagement, coaching and development, talent management, conflict resolution, talent acquisition, data analysis, and employee relations.. Preferred qualifications:. Experience with implementing HR projects, risk management/mitigation and supporting change management, business readiness, communications, and training activities.. Ability to build relationships with leaders and stakeholders to drive market priorities.. Ability to drive recommendations and prioritization; and collaborate with manager.. Ability to work in a changing environment and manage multiple priorities.. Excellent project management and change management skills.. Excellent problem solving, thinking, analysis and communication skills.. About the jobPeople Operations strives to revolutionize human resources the same way that Google has revolutionized search. We are helping to find, grow and keep the remarkable assemblage of talent who are our Googlers. You'll be an advocate of Google's culture and values, partnering with our business leaders to help them build their organizations and make sure all people decisions are based on data. Whether coaching our clients on how to lead their teams, navigating and resolving employee relations issues or managing programs that help develop our Googlers, you are exceptionally focused on putting them first, and being as clear and transparent as possible to help Googlers understand how people decisions get made.. In this role, you will work with the Human Resource (HR) Head and the country People Operations leadership on the strategy by the Market Plan, to execute on Google’s geographic priorities in Market across the core areas.Great just isn't good enough for our People Operations team (known elsewhere as "Human Resources"). We bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field.. Responsibilities. Develop knowledge of company and local policies, cross-functional collaboration for consensus, localizing global programs and supporting events.. Drive multiple projects to fruition, aligning with Subject Matter Expert (SMEs) and leadership, tracking success metrics, meeting timelines, and governing country-specific initiatives, knowing when to escalate.. Possess knowledge of labor laws and union implications. Manage compliance requirements, process builds, collaborate with stakeholders and SMEs.. Shape India's inclusion charter, leading projects, crafting internal/external narratives. Drive initiatives with HR to uphold its culture, weaving belonging into activities, partnering with Site Program Manager (PgMs) for execution.. Highlight Google India's achievements by participating in industry forums, building narratives on topical happenings, and ensuring strong brand representation.. Google is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. See also Google's EEO Policy and EEO is the Law. If you have a disability or special need that requires accommodation, please let us know by completing our Accommodations for Applicants form .. Show more Show less

Note: By applying to this position you will have an opportunity to share your preferred working location from the following: Bengaluru, Karnataka, India; Gurugram, Haryana, India; Hyderabad, Telangana, India.Minimum qualifications:. Bachelor's degree or equivalent practical experience.. 10 years of experience as Human Resource (HR) Business Partner or Human Resource (HR) Generalist.. Experience in HR with two of the following areas: organizational design, succession planning, business consulting, employee engagement, coaching and development, talent management, conflict resolution, talent acquisition, data analysis, and employee relations.. Preferred qualifications:. Experience with implementing HR projects, risk management/mitigation and supporting change management, business readiness, communications, and training activities.. Ability to build relationships with leaders and stakeholders to drive market priorities.. Ability to drive recommendations and prioritization; and collaborate with manager.. Ability to work in a changing environment and manage multiple priorities.. Excellent project management and change management skills.. Excellent problem solving, thinking, analysis and communication skills.. About the jobPeople Operations strives to revolutionize human resources the same way that Google has revolutionized search. We are helping to find, grow and keep the remarkable assemblage of talent who are our Googlers. You'll be an advocate of Google's culture and values, partnering with our business leaders to help them build their organizations and make sure all people decisions are based on data. Whether coaching our clients on how to lead their teams, navigating and resolving employee relations issues or managing programs that help develop our Googlers, you are exceptionally focused on putting them first, and being as clear and transparent as possible to help Googlers understand how people decisions get made.. In this role, you will work with the Human Resource (HR) Head and the country People Operations leadership on the strategy by the Market Plan, to execute on Google’s geographic priorities in Market across the core areas.Great just isn't good enough for our People Operations team (known elsewhere as "Human Resources"). We bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field.. Responsibilities. Develop knowledge of company and local policies, cross-functional collaboration for consensus, localizing global programs and supporting events.. Drive multiple projects to fruition, aligning with Subject Matter Expert (SMEs) and leadership, tracking success metrics, meeting timelines, and governing country-specific initiatives, knowing when to escalate.. Possess knowledge of labor laws and union implications. Manage compliance requirements, process builds, collaborate with stakeholders and SMEs.. Shape India's inclusion charter, leading projects, crafting internal/external narratives. Drive initiatives with HR to uphold its culture, weaving belonging into activities, partnering with Site Program Manager (PgMs) for execution.. Highlight Google India's achievements by participating in industry forums, building narratives on topical happenings, and ensuring strong brand representation.. Google is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. See also Google's EEO Policy and EEO is the Law. If you have a disability or special need that requires accommodation, please let us know by completing our Accommodations for Applicants form .. Show more Show less

Introduction. We believe that every candidate brings something special to the table, including you! So, even if you feel that you’re close but not an exact match, we encourage you to apply. We’d be thrilled to receive applications from exceptional individuals like yourself.. Gallagher, a global industry leader in insurance, risk management, and consulting services, boasts a team of over 50,000 professionals worldwide. Our culture, known as "The Gallagher Way," is driven by shared values and a passion for excellence. At the heart of our global operations, the Gallagher Center of Excellence (GCoE) in India, founded in 2006, upholds the values of quality, innovation, and teamwork. With 10,000+ professionals across five India locations, GCoE is where knowledge-driven individuals make a significant impact and build rewarding, long-term careers.. Overview. Incumbent with 8 10 years of progressive experience in global mobility, the HR Global Mobility Team Manager/Senior Team will lead the strategic development, implementation, and administration of the organization's global mobility programs. This role is responsible for ensuring the seamless and compliant relocation of employees across international borders, aligning mobility practices with business objectives, and providing expert guidance on all aspects of global mobility. The ideal candidate will demonstrate a deep understanding of international assignment policies, tax regulations, immigration processes, and best practices in global mobility.. Responsibilities. How you'll make an impact. Program Strategy and Design: Develop, implement, and evaluate global mobility policies and programs that are competitive, cost-effective, and aligned with the organization's talent strategy and business goals.. Policy Development and Administration: Create and maintain comprehensive global mobility policies, ensuring compliance with relevant laws and regulations in home and host countries.. Relocation and Assignment Management: Oversee the end-to-end relocation process, including vendor management, immigration support, housing, transportation, and other relocation services.. Compensation and Benefits: Manage international assignment compensation and benefits packages, including salary, allowances, tax equalization, and social security considerations.. Compliance and Risk Management: Ensure compliance with immigration, tax, and legal requirements in all relevant jurisdictions, mitigating risks associated with international assignments.. Stakeholder Management: Collaborate with HR business partners, talent acquisition, legal, finance, and other stakeholders to ensure effective communication and coordination of global mobility activities.. Vendor Management: Manage relationships with external vendors, including relocation service providers, immigration attorneys, and tax advisors, ensuring service quality and cost-effectiveness.. Budget Management: Develop and manage the global mobility budget, monitoring expenses and identifying opportunities for cost optimization.. Data Analysis and Reporting: Analyze global mobility data, track key metrics, and provide regular reports to senior management on program effectiveness and trends.. Employee Support: Provide expert guidance and support to employees and their families throughout the relocation and assignment process, addressing their concerns and ensuring a positive experience.. People Management: Lead, manage, and develop a team of global mobility professionals, fostering a collaborative, results-oriented, and employee-focused work environment.. Mentor & Coach: Provide guidance, mentorship, and coaching to team members, supporting their professional growth and development.. Performance Management: Set clear performance expectations, monitor progress, and provide regular feedback to team members, conducting performance reviews and addressing any performance issues.. Queue Management: Delegate tasks effectively, allocate resources appropriately, and ensure the team's workload is managed efficiently. Transformation: Promote a culture of continuous improvement within the team, encouraging the identification and implementation of process enhancements.. Knowledge of ERPs. HR and Payroll. Skills And Competencies. Strategic Thinking: Ability to align global mobility programs with the organization's overall business strategy and talent management objectives.. Project Management: Capability to plan, organize, and execute complex international relocation projects, managing timelines, resources, and stakeholders effectively.. Data Analysis and Reporting: Proficiency in collecting, analyzing, and interpreting global mobility data to inform decision-making and measure program effectiveness.. Problem-Solving: Ability to identify and resolve complex global mobility issues, demonstrating sound judgment and decision-making skills.. Communication and Interpersonal Skills: Excellent verbal and written communication skills, with the ability to interact effectively with employees, HR partners, and senior management.. Cultural Competence: Understanding cultural differences and sensitivities, with the ability to work effectively with individuals from diverse backgrounds.. Relationship Management: Skill in building and maintaining strong relationships with internal and external stakeholders, including employees, HR business partners, vendors, and government agencies.. Negotiation and Influencing: Ability to negotiate effectively with vendors and influence stakeholders to achieve desired outcomes.. Employee Support: Empathy and ability to provide guidance and support to employees and their families throughout the relocation and assignment process.. Qualifications. About you. Bachelor's Degree required. Graduation in Business Management is added advantage and Project Management experience is must. Lean/Six Sigma Added Advantage. 8 to 10 Years of Relevant Work Experience. Additional Information. We value inclusion and diversity. Inclusion and diversity (I&D) is a core part of our business, and it’s embedded into the fabric of our organization. For more than 95 years, Gallagher has led with a commitment to sustainability and to support the communities where we live and work.. Gallagher embraces our employees’ diverse identities, experiences and talents, allowing us to better serve our clients and communities. We see inclusion as a conscious commitment and diversity as a vital strength. By embracing diversity in all its forms, we live out The Gallagher Way to its fullest.. Gallagher believes that all persons are entitled to equal employment opportunity and prohibits any form of discrimination by its managers, employees, vendors or customers based on race, color, religion, creed, gender (including pregnancy status), sexual orientation, gender identity (which includes transgender and other gender non-conforming individuals), gender expression, hair expression, marital status, parental status, age, national origin, ancestry, disability, medical condition, genetic information, veteran or military status, citizenship status, or any other characteristic protected (herein referred to as “protected characteristics”) by applicable federal, state, or local laws.. Equal employment opportunity will be extended in all aspects of the employer-employee relationship, including, but not limited to, recruitment, hiring, training, promotion, transfer, demotion, compensation, benefits, layoff, and termination. In addition, Gallagher will make reasonable accommodations to known physical or mental limitations of an otherwise qualified person with a disability, unless the accommodation would impose an undue hardship on the operation of our business.. Show more Show less

Who We Are & Why Join Us. Avathon is revolutionizing industrial AI with a powerful platform that enables businesses to harness the full potential of their operational data. Our technology seamlessly integrates and contextualizes siloed datasets, providing a 360-degree operational view that enhances decision-making and efficiency. With advanced capabilities like digital twins, natural language processing, normal behavior modeling, and machine vision, we create real-time virtual replicas of physical assets, enabling predictive maintenance, performance simulation, and operational optimization. Our AI-driven models empower companies with scalable solutions for anomaly detection, performance forecasting, and asset lifetime extension—all tailored to the complexities of industrial environments.. Cutting-Edge AI Innovation – Join a team at the forefront of AI, developing groundbreaking solutions that shape the future.. High-Growth Environment – Thrive in a fast-scaling startup where agility, collaboration, and rapid professional growth are the norm.. Meaningful Impact – Work on AI-driven projects that drive real change across industries and improve lives.. Learn more at: Avathon. Job Title: HR Lead. Level: Mid to Senior Level. Key Responsibilities. Employee Retention & Engagement:. Develop strategies to increase employee engagement and retention through targeted initiatives and feedback mechanisms.. Implement and manage employee recognition programs to promote a positive work culture.. Analyze turnover data and create action plans to reduce voluntary attrition.. Employee Relations:. Provide guidance on employee relations matters, including conflict resolution, performance management, and disciplinary actions.. Provide expert advice on HR policies, programs, and procedures, ensuring they are implemented effectively.. Support an open door policy and drive orgwide communication. Ensure HR advise is maintainable and in line with compliance with labor laws, regulations, and company policies and keep tunedin with updated changes in employment regulation.. Talent Management and Change Management:. Collaborate with business leaders to understand their objectives and provide HR solutions that align with those goals.. Partner with leadership to identify key talent and build development plans to enhance performance and career growth.. Utilize HR analytics to identify trends and make data-driven recommendations for improving HR strategies and processes.. Support organizational changes and transitions, ensuring clear communication and employee alignment with new initiatives.. Performance Management:. Guide managers in the development and implementation of performance management processes, including goal setting, feedback, and performance appraisals.. Analyze performance data to identify trends and recommend actions for improvement.. HR Operations Management:. Improve and standardize HR processes, policies and workflows to ensure efficiency and consistency across countries.. Lead and implement HR technology initiatives, including system upgrades, integrations and new HRIS implementations.. Audit payroll procedures to ensure data integrity and risk mitigation.. Lead and guide day-to-day HR operations, including HRIS management, benefits administration, Employee lifecycle e.g. Onboarding, Exit and compliance.. Work with the external vendors or systems. Stay up to date on payroll laws and tax regulations.. Key Qualifications. Education: Master’s degree in human resources, Business Administration, or related field from Institute/ university of repute. Experience:. 8+ years of experience in overall Human Resources. Worked in Global HR environment and understand global HR priorities. Ability to understand “big picture” business results and effectively apply a pragmatic and flexible approach to HR interventions to contribute to Avathon’s continued success.. Proven relationship building skills at all levels of the business and sturdy experience in advising and coaching leaders.. Ability to build a team, drive accountability for the goals and grow the team. Aptitude and exposure to process automation & HR technology. Operate with a self-starter mindset and ownership driven. Avathon is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, status as a protected veteran, or any other protected category under applicable federal, state, and local laws.. Avathon is committed to providing reasonable accommodations throughout the recruiting process. If you need a reasonable accommodation, please contact us to discuss how we can assist you.. Show more Show less

At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world. Job Overview TE Connectivitys R&D/Product Development Engineering Teams conceive original ideas for new products, introduce them into practice. They are responsible for product development, and qualification from market definition through production and release; assist in the qualification of suppliers for new products to ensure suppliers deliver quality parts, materials, and services for new or improved manufacturing processes; conduct feasibility studies, testing on new and modified designs; direct and support detailed design, testing, prototype fabrication and manufacturing ramp. The R&D/Product Development Engineering Teams provide all required product documentation including, but not limited to, Solid Model, 2D/3D production drawings, product specifications, and testing requirements. They create and modify detailed drawings and drafting or conceptual models from layouts, rough sketches or notes and contribute to design modifications to facilitate manufacturing operation or quality of product. Typical fields of expertise includematerials, mechanics and systems, electrical, optics, chemistry, software, automation systems, packaging, testing and measurement, and manufacturing of electrical, mechanical and electronic components, products, and their integration into systems. What your background should look like: Competencies ABOUT TE CONNECTIVITY TE Connectivity plc (NYSETEL) is a global industrial technology leader creating a safer, sustainable, productive, and connected future. Our broad range of connectivity and sensor solutions enable the distribution of power, signal and data to advance next-generation transportation, energy networks, automated factories, data centers, medical technology and more. With more than 85,000 employees, including 9,000 engineers, working alongside customers in approximately 130 countries, TE ensures that EVERY CONNECTION COUNTS. Learn more atwww.te.com and onLinkedIn , Facebook , WeChat, Instagram and X (formerly Twitter). WHAT TE CONNECTIVITY OFFERS: We are pleased to offer you an exciting total package that can also be flexibly adapted to changing life situations - the well-being of our employees is our top priority! Competitive Salary Package Performance-Based Bonus Plans Health and Wellness Incentives Employee Stock Purchase Program Community Outreach Programs / Charity Events IMPORTANT NOTICE REGARDING RECRUITMENT FRAUD TE Connectivity has become aware of fraudulent recruitment activities being conducted by individuals or organizations falsely claiming to represent TE Connectivity. Please be advised that TE Connectivity never requests payment or fees from job applicants at any stage of the recruitment process. All legitimate job openings are posted exclusively on our official careers website at te.com/careers, and all email communications from our recruitment team will come only from actual email addresses ending in @te.com . If you receive any suspicious communications, we strongly advise you not to engage or provide any personal information, and to report the incident to your local authorities. Across our global sites and business units, we put together packages of benefits that are either supported by TE itself or provided by external service providers. In principle, the benefits offered can vary from site to site.

Responsibilities & Key Deliverables The HR Manager is both a strategic and hands-on role that provides full cycle Human Resources support. The role is critical in executing our people initiatives, providing a great internal customer support, and driving HR functional excellence and process improvement. KEY RESPONSIBILITIES: Provide insights on ground level business challenges and implementation support for establishing organization structure and manpower plan that caters to business needs Drive Strategic Workforce Planning (SWP) to map the people strategy with the business strategy Implement behavioral and functional trainings and programs at Business/Functional level to ensure that capability development needs are adequately met Implement talent management processes at the business/functional level to ensure continuous identification and development of high-potential talent Lead implementation of performance management activities at the business level to ensure adherence with organization-wide PMS guidelines and timelines Manage recruitment and onboarding to ensure on-time availability of manpower in accordance with business/function requirements and facilitate smooth operations Manage total rewards and recognition system for the business/function through streamlined implementation and administration of processes A true hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement. Partner with business leaders and other functions to maintain a highly motivated and engaged workforce. Provide support for implementation of technology enabled solutions and systems in the respective business units Manage critical employee and HR management aspects such as communications, employee exit, personal data, and grievance redressal to facilitate healthy/harmonious climate within the organization Preferred Industries Manufacturing Education Qualification MBA in HR from reputed insitute General Experience 5-7 Years Critical Experience System Generated Core Skills System Generated Secondary Skills

Vestas Global Talent Management Department is essential in identifying, developing, and retaining skilled employees within our organization. As a member of this progressive team, youll contribute to enhancing our workforce by implementing strategic human resource initiatives and facilitating a culture of growth and quality. People & Culture > Global Talent Management > Global Talent Partnering Responsibilities Responsible for coordinating talent management strategies Act as a strategic partner, advising on talent-related matters and providing insights to enhance business performance Collaborate with business leaders and HR partners to assess skills, analyze data, and create actionable development plans Support talent acquisition efforts, including sourcing strategies, external partnerships, and employer branding activities Strengthen Succession Planning Create individualized development plans for employees and senior leaders in the region Schedule regular check-ins to review progress and adjust goals, assign leadership training, and stretch assignments Conduct quarterly Talent Action Review/Talent snapshot meetings with the Regional Leadership team to ensure readiness for transitions of key talent Enhance Performance Management Metrics Implement a quarterly performance and organizational health review process Use key talent data to identify strengths and areas for improvement Provide actionable feedback and set specific, measurable goals for the next quarter Strengthen Stakeholder Engagement Develop a stakeholder engagement strategy for Regional/Functional Leadership Teams and Regional P&C Business Partners Schedule regular meetings with key stakeholders to understand talent needs and encourage collaborative initiatives Qualifications Educational Background: A bachelors degree in human resources, Business Administration, or a related field Experience: Several years of experience in talent partnering, recruitment, talent acquisition, or HR roles Competencies Understanding of talent management best practices, including talent acquisition, employee development, succession planning, performance management, and retention strategies Experience in developing and implementing talent management programs and initiatives in a global organization Practical mindset to assess skill needs, track progress, and make data-driven decisions Business insight to align talent strategies with organizational goals Effective communication and relationship-building skills to collaborate with stakeholders at all levels What we offer Vestas provides an open, respectful global culture, an attractive compensation package, and long-term career development. Choose us, choose a good future! To meet business growth needs, Vestas needs a lot of professionals to join us. We value all employees and will offer attractive benefits which include: A broad program of on-the-job training, an ideal platform for professional and personal development, a Bonus Program, colorful team activities, etc. We put the emphasis on developing both personal and professional skills. In return, we expect you to contribute to our teams progress. Choose us, choose a solid future! Additional Information Your primary workplace will be Chennai, IN or Manila, Philippines We do amend or withdraw our jobs and reserve the right to do so at any time, including before the advertised closing date. Please be advised to apply on or before the 30th of June 2025. Additional Benefits Fitness Subsidy Retirement Benefit Plan BEWARE - RECRUITMENT FRAUD It has come to our attention that there are a number of fraudulent emails from people pretending to work for Vestas. Read more via this link, https: / / www.vestas.com / en / careers / our-recruitment-process DEIB Statement At Vestas, we recognize the value of diversity, equity, and inclusion in driving innovation and success. We strongly encourage individuals from all backgrounds to apply, particularly those who may hesitate due to their identity or feel they do not meet every criterion. As our CEO states, "Expertise and talent come in many forms, and a diverse workforce enhances our ability to think differently and solve the complex challenges of our industry". Your unique perspective is what will help us powering the solution for a sustainable, green energy future. About Vestas Across the globe, we have installed more wind power than anyone else. We consider ourselves pioneers within the industry, as we continuously aim to design new solutions and technologies to create a more sustainable future for all of us. With more than 185 GW of wind power installed worldwide and 40+ years of experience in wind energy, we have an unmatched track record demonstrating our expertise within the field. With 30,000 employees globally, we are a diverse team united by a common goal: to power the solution - today, tomorrow, and far into the future. Vestas promotes a diverse workforce which embraces all social identities and is free of any discrimination. We commit to create and sustain an environment that acknowledges and harvests different experiences, skills, and perspectives.

Job Description Summary The Associate Director - HR Business Partner (HRBP) to support our R&D and Corporate Office functions. This role will play a critical part in partnering with business leaders to shape and execute the people strategy, drive organizational change, and support talent development initiatives that align with our overall business objectives. Job Description Key Responsibilities: Strategic HR Partnership: Partner with R&D and corporate leadership to align HR strategies with business objectives. Provide insights and solutions on organizational design, workforce planning, and talent management. Talent Management & Development: Lead talent reviews, succession planning, and leadership development initiatives. Identify skill gaps and collaborate with L&D to implement targeted development programs. Performance Management: Guide the performance management process, ensuring alignment with business goals. Coach managers on feedback, goal setting, and performance improvement. Change Management: Lead HR aspects of organizational change, including restructures, integrations, and process improvements. Act as a change agent to support transformation initiatives. HR Operations & Compliance: Ensure HR policies and practices are compliant with local laws and aligned with company values. Employee Engagement & Culture: Drive employee engagement strategies tailored to R&D and corporate functions. Champion a culture of innovation, collaboration, and continuous improvement. Projects / Initiatives & Strategy: Partner with team in the implementation of the strategic HR Plan, projects and initiatives that add value to both our business and employees. Acts as the performance improvement driver and provokes positive changes in the people management Manages HR Projects cross-functionally. Education & Qualification: - MBA HR with 14+yrs of experience as a HRBP / HR Generalist

A Day in the Life Responsibilities may include the following and other duties may be assigned. Promotes and sells Medtronics products and services within an assigned geographic area and /or specific customer accounts to meet or exceed sales targets. Responsible for developing, building, and strengthening long-term relationships with stakeholders including distributors and healthcare professionals. Responsible for pursuing leads, assessing needs and providing product services to maximize the benefits derived from Medtronics products and/or services. Promotes and establishes education of the companys products and/or services. Conducts market research including customers and competitors activities. Implements market development plans/strategies and changes as needed. Communicates customer feedback on new products and/or modifications to existing products or applications to internal stakeholders including R&D, Operations and Marketing. SALES PROFESSIONAL CAREER STREAM: Typically sales professional individual contributors with direct sales responsibilities. May direct the work of other lower level sales professionals or manage sales processes and / or accounts involving multiple team members. The majority of time is spent establishing and maintaining customer relationships, developing new customer relationships, implementing sales strategies and closing sales. DIFFERENTIATING FACTORS Autonomy: Entry-level sales professional on one or more individual or team accounts . Sells products and/or services to a group of clients and identifies new and potential customers. Work is closely supervised . Maintains relationships. Organizational Impact: Works to achieve individual sales targets within product area and/or account by selling lower complexity products / services, developing new accounts and/or expanding existing accounts. Has some impact on the overall achievement of sales results for the team. Work typically on smaller, less complex accounts, small quota or territory. Innovation and Complexity: Follows standard sales and business development practices and procedures in analyzing situations or data from which answers can be readily obtained. May recommend changes in account tactics to achieve sales goals . Implements improvements and changes to work processes and procedures. Communication and Influence: Communicates with external customers and / or vendors, involving basic negotiation and / or presentations in order to close sales. Obtains or provides information requiring some explanation or interpretation . Leadership and Talent Management: N / A - Job at this level are focused on self-development. Required Knowledge and Experience: Requires broad knowledge of sales techniques typically gained through education and / or on the job learning. Learns to use professional concepts Applies company policies and procedures to resolve routine issues. Requires a Baccalaureate degree (or for degrees earned outside of the United States, a degree which satisfies the requirements of 8 C.F.R. 214.2(h)( 4)(iii)(A), 0 years of experience required with an introductory knowledge of company products and services. About Medtronic We lead global healthcare technology and boldly attack the most challenging health problems facing humanity by searching out and finding solutions. Our Mission to alleviate pain, restore health, and extend life unites a global team of 95,000+ passionate people. We are engineers at heart putting ambitious ideas to work to generate real solutions for real people. From the R&D lab, to the factory floor, to the conference room, every one of us experiments, creates, builds, improves and solves. We have the talent, diverse perspectives, and guts to engineer the extraordinary. Learn more about our business, mission, and our commitment to diversity here

Provides advanced level knowledge of the UKG (legacy Kronos) Dimensions or Workforce Central system and the following modules: Timekeeper and Accruals, Leave and/or Attendance, Scheduling. Collaborate and work with team & provide solutions for complex enhancements. Leads all aspects of workforce management configurations, modifications and upgrades of time and attendance initiatives, design, development and support. Facilitates complex working sessions for both internal and client teams, including defining strategic objectives and tailors these to meet client specific needs as necessary. Analyzes complex data or facts and summarizes and presents findings in a compelling way. Qualification Minimum of 5 years of experience with UKG Dimensions. Modules: Timekeeper and Accruals, Leave and/or Attendance, Scheduling. Certified in UKG Dimensions Timekeeping module, with at least 5 years of related experience Able to handle escalated issues, understand client needs and tailor solutions and responses to meet these needs Ability to analyze complex data or facts, summarize findings, and present results in a compelling way Leave & Attendance Maintenance, Timekeeping, Kronos, Scheduling, Ukg Dimensions