724 Workforce Planning Jobs - Page 11

Oversees and has full responsibility over all operational support aspects of the contact center. Must facilitate and monitor all workforce planning issues, including staffing, scheduling and forecasting systems, and policy and procedure. May monitor the implementation and execution of all training programs across the contact center. Oversees all aspects of contact center quality issues and support systems implementation and management. May be responsible for multiple contact centers. Positions on this level are fully proficient in executing established standards. Works independently within set frames and follows set course. Has a knowledge base typically acquired from a professional/university degree and approximately 1-2 years of practical professional experience in a particular area. Develops own knowledge, shares best practice and develops relevant/appropriate solutions. Positions at this level are expected to continuously improve the day-to-day activities/processes. Can be a formal team leader of more junior co-workers and may set day-to-day operational objectives.

Oversees and has full responsibility over all operational support aspects of the contact center. Must facilitate and monitor all workforce planning issues, including staffing, scheduling and forecasting systems, and policy and procedure. May monitor the implementation and execution of all training programs across the contact center. Oversees all aspects of contact center quality issues and support systems implementation and management. May be responsible for multiple contact centers. Positions on this level are fully proficient in executing established standards. Works independently within set frames and follows set course. Has a knowledge base typically acquired from a professional/university degree and approximately 1-2 years of practical professional experience in a particular area. Develops own knowledge, shares best practice and develops relevant/appropriate solutions. Positions at this level are expected to continuously improve the day-to-day activities/processes. Can be a formal team leader of more junior co-workers and may set day-to-day operational objectives.

Oversees and has full responsibility over all operational support aspects of the contact center. Must facilitate and monitor all workforce planning issues, including staffing, scheduling and forecasting systems, and policy and procedure. May monitor the implementation and execution of all training programs across the contact center. Oversees all aspects of contact center quality issues and support systems implementation and management. May be responsible for multiple contact centers. Positions on this level are fully proficient in executing established standards. Works independently within set frames and follows set course. Has a knowledge base typically acquired from a professional/university degree and approximately 1-2 years of practical professional experience in a particular area. Develops own knowledge, shares best practice and develops relevant/appropriate solutions. Positions at this level are expected to continuously improve the day-to-day activities/processes. Can be a formal team leader of more junior co-workers and may set day-to-day operational objectives.

Oversees and has full responsibility over all operational support aspects of the contact center. Must facilitate and monitor all workforce planning issues, including staffing, scheduling and forecasting systems, and policy and procedure. May monitor the implementation and execution of all training programs across the contact center. Oversees all aspects of contact center quality issues and support systems implementation and management. May be responsible for multiple contact centers. Positions on this level are fully proficient in executing established standards. Works independently within set frames and follows set course. Has a knowledge base typically acquired from a professional/university degree and approximately 1-2 years of practical professional experience in a particular area. Develops own knowledge, shares best practice and develops relevant/appropriate solutions. Positions at this level are expected to continuously improve the day-to-day activities/processes. Can be a formal team leader of more junior co-workers and may set day-to-day operational objectives.

Oversees and has full responsibility over all operational support aspects of the contact center. Must facilitate and monitor all workforce planning issues, including staffing, scheduling and forecasting systems, and policy and procedure. May monitor the implementation and execution of all training programs across the contact center. Oversees all aspects of contact center quality issues and support systems implementation and management. May be responsible for multiple contact centers. Positions on this level are fully proficient in executing established standards. Works independently within set frames and follows set course. Has a knowledge base typically acquired from a professional/university degree and approximately 1-2 years of practical professional experience in a particular area. Develops own knowledge, shares best practice and develops relevant/appropriate solutions. Positions at this level are expected to continuously improve the day-to-day activities/processes. Can be a formal team leader of more junior co-workers and may set day-to-day operational objectives.

As a Manager, Human Resources at Teach For India, you will play a vital role in finding, developing, engaging, and managing the people who are at the heart of our organization. Reporting to the City Director and directly managing the Associate, HR and Admin Officer, you will be part of the Bangalore City Operations team, contributing to the mission of providing an excellent education to all children in India. Your responsibilities will include working closely with the City Director on team restructuring, workforce planning, and succession planning. You will be responsible for cultivating pools of external and internal applicants for various roles within the city, executing the hiring process, and managing Teach For India's Volunteer Program in alignment with national guidelines. In addition, you will design onboarding and induction plans, probationary goal sheets, and succession plans for new hires, along with managing performance evaluations and identifying learning needs within the City Operations team. Your role will also involve fostering collaboration, celebrating milestones, and creating a supportive ecosystem for both Fellows and Staff to maintain work-life harmony. As a People Manager, you will focus on building a talent pipeline, coaching Directors, driving engagement and growth, and implementing a monitoring and evaluation system for continuous improvement. Furthermore, as a Manager at Teach For India, you will contribute to team goals, serve as an ambassador for the organization, and support key areas such as Recruitment, Fundraising, and Movement Building. The ideal candidate for this role should have 2-5 years of professional experience, with a background in driving operations in high-pressure environments and collaborating effectively with diverse groups. While previous experience in teaching or education is advantageous, it is not mandatory. Your unique voice and perspectives are valued in the application process, and all applicants are expected to personally author statements of purpose/essays to showcase their individuality and commitment to the cause. Join us at Teach For India and be part of a passionate, mission-driven team dedicated to transforming the lives of children and building a movement of leaders to eliminate educational inequity in India.,

The Director of Human Resources will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Regional Senior Director of Human Resources and will be an integral member of the property executive committee. As a member of the Human Resources organization, you will contribute a high level of human resource generalist knowledge and expertise for a designated property. You will be accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. You will generally work with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, you will utilize a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success. **Candidate Profile:** **Education and Experience** - 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area. OR - 4-year bachelor's degree in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area. **Core Work Activities:** **Managing the Human Resources Strategy** - Executes and follows-up on engagement survey related activities. - Champions and builds the talent management ranks in support of property and region diversity strategy. - Translates business priorities into property Human Resources strategies, plans and actions. - Implements and sustains Human Resources initiatives at the property. - Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate. **Managing Staffing and Recruitment Process** - Analyzes open positions to balance the development of existing talent and business needs. - Serves as coach and expert facilitator of the selection and interviewing process. - Surfaces opportunities in work processes and staffing optimization. - Makes staffing decisions to manage the talent cadre and pipeline at the property. **Managing Employee Compensation Strategy** - Remains current and knowledgeable in the internal and external compensation and work competitive environments. - Leads the planning of the hourly employee total compensation strategy. - Champions the communication and proper use of total compensation systems, tools, programs, policies, etc. - Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution. **Managing Staff Development Activities** - Ensures completion of the duties and responsibilities of the properties Human Resources staff members, as outlined in applicable job description(s). - Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees. - Serves as a resource to property Human Resources staff on employee relations questions and issues. - Continually reinforces positive employee relations concepts. Marriott International is an equal opportunity employer and believes in hiring a diverse workforce and sustaining an inclusive, people-first culture. The company is committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law. Marriott Hotels and JW Marriott offer opportunities for training, development, recognition, and a place where you can pursue your passions in a luxury environment with a focus on holistic well-being. JW Marriott associates are confident, innovative, genuine, intuitive, and carry on the legacy of the brand's namesake and company founder, J.Willard Marriott. Join a portfolio of brands with Marriott International and be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of yourself.,

You are a globally recognized leader in healthcare, committed to delivering innovative wellness solutions to households worldwide. Your specialization in herbal and Ayurvedic formulations, supported by modern scientific research, has led to a range of trusted products available in over 100 countries. With nearly 500 offerings, your focus remains on promoting holistic well-being through natural and effective solutions. As the Regional HR Manager North, you will play a pivotal role in leading the HR function for sales teams in the Pharma, Animal Health, and OTX businesses. Your primary responsibilities will include driving HR initiatives, managing employee relations, and collaborating closely with sales leadership to support business objectives effectively. Your key responsibilities will involve end-to-end HR management for sales teams, ensuring alignment with business goals. You will be responsible for talent acquisition and workforce planning, focusing on sourcing, hiring, and onboarding frontline sales professionals in the pharma sector. Additionally, you will manage employee relations and pharma unions, conduct investigations, and address concerns systematically. Acting as a trusted HR advisor to sales leadership, you will provide data-driven insights and people strategies, implement performance reviews, succession planning, and leadership development programs. In this role, you must ensure compliance with HR policies, labor laws, and regulatory requirements while driving employee engagement initiatives to cultivate a high-performance culture across the region. Collaboration with senior management, regional teams, and business heads to achieve HR objectives will be crucial. To be successful in this role, you must hold an MBA/PGDM from a premier B-School, preferably from the batch of 2018/2019. You should currently be working in a Pharma company in an HRBP role, with proven experience in recruiting frontline sales teams in the Pharma sector. Strong employee relations experience, confidence, resilience, and a strategic mindset are essential to handle complex HR challenges effectively. Your ability to work in a fast-paced, matrixed organization and influence stakeholders at all levels, along with excellent communication, negotiation, and problem-solving skills, will be critical. Joining this leading Pharma/Animal Health/OTX organization will offer you an opportunity to have a high-impact role with significant exposure to sales leadership and strategic HR initiatives. You will work in a dynamic and challenging environment with abundant learning opportunities. If you believe you have the experience, passion, and drive to excel in this role, we encourage you to apply by sharing your resume at kalpana@corenza.co with the subject line "Application - Regional HR Manager North.",

Teach For India is dedicated to creating a poverty-free and love-filled India by eradicating educational inequity. With over 4600 Alumni actively involved in the education system and reaching 1 in 10 children nationwide, we have established ourselves as a significant force in the educational ecosystem. Our Alumni have impacted over 38,000 low-income children by participating in our two-year Fellowship Program. Currently, we have nearly 940 Fellows, making us the leading source of talented individuals in India's education sector. As we enter Phase 4 of our strategic plan, we are embarking on a ten-year mission to develop 50,000 leaders who will work collectively to transform the lives of low-income children through quality education. Our key priorities include strengthening our core Fellowship program, expanding our impact through additional Fellowships, matching Alumni with relevant opportunities, advocating for educational equity, and collaborating with Alumni to address regional challenges. At Teach For India, we are a team of passionate, idealistic individuals committed to learning, excellence, and our core values. We offer a unique opportunity to be part of a visionary movement in the education sector, where personal growth, well-being, and connections with a global network are prioritized. As the Manager, Human Resources, you will play a crucial role in finding, developing, engaging, and managing our people. Your responsibilities will include workforce planning, recruitment, onboarding, performance management, learning and development, employee relations, and ensuring compliance with organizational policies. Additionally, you will collaborate with various teams to create a culture of high performance, foster collaboration, celebrate achievements, and support work-life harmony. As a People Manager, you will focus on building a talent pipeline, coaching team members, driving engagement and growth, and implementing a monitoring and evaluation system for continuous improvement. You will also work closely with Directors to achieve ambitious outcomes and contribute to organizational goals beyond individual responsibilities. Minimum qualifications for this role include 2-5 years of professional experience, operational expertise in goal-driven environments, effective collaboration skills, and a track record of taking initiative. Previous experience in teaching or education is preferred but not mandatory. If you are passionate about educational equity and ready to contribute to a transformative movement, we invite you to apply. Please note that all applicants are required to personally author statements of purpose/essays as part of the application process to ensure authenticity and individual perspectives.,

You will be joining a globally recognized leader in healthcare with a dedication to providing innovative wellness solutions to households worldwide. Specializing in herbal and Ayurvedic formulations, the company's expertise is backed by modern scientific research, offering a range of trusted products in over 100 countries. With an extensive portfolio of nearly 500 offerings, the company's commitment lies in promoting holistic well-being through natural and effective solutions. As the Regional HR Manager North, you will play a pivotal role in leading the HR function for sales teams in the Pharma, Animal Health, and OTX businesses. Your responsibilities will include end-to-end HR management, talent acquisition, employee relations, HR business partnering, performance management, compliance, culture, and engagement initiatives, as well as stakeholder management. This role requires a dynamic individual with a strategic mindset, strong HRBP background, and expertise in talent acquisition for frontline sales roles in the pharma industry. Key Requirements for this role include an MBA/PGDM from a premier B-School, current experience in a Pharma company in an HRBP role (Sales HR preferred), proven expertise in recruiting frontline sales teams in Pharma, strong employee relations skills, and the ability to handle complex HR challenges with confidence and resilience. Additionally, you should possess excellent communication, negotiation, and problem-solving skills, and the ability to work in a fast-paced, matrixed organization while influencing stakeholders at all levels. Joining this organization will provide you with the opportunity to work in a leading Pharma/Animal Health/OTX company, offering a high-impact role with exposure to sales leadership and strategic HR initiatives. You will thrive in a dynamic and challenging work environment with ample learning opportunities. If you have the required experience, passion, and the drive to excel in this role, we encourage you to share your resume at kalpana@corenza.co with the subject line Application - Regional HR Manager North. Your contribution will be instrumental in driving HR initiatives, supporting business objectives, and fostering a culture of holistic well-being in the region.,

Manage end-to-end HR operations, client meetings and site visits. Recruitment, compliance, and employee engagement across manufacturing units. Required Candidate profile Graduate/Postgraduate in HR with 2 - 4 yrs experience in manufacturing HR. Strong in communication, compliance, and field coordination. Willing to travel for client/site visits.

Design innovative hiring strategies, partner closely with leaders and ensure a seamless candidate and hiring manager experience Key Responsibilities: - Recruitment Excellence - Manpower Planning & Hiring Analytics - Employer Branding & DEI Required Candidate profile • 5–7 yrs of exp in talent acquisition, recruitment analytics or workforce planning • Proficiency with HRIS, ATS & reporting platforms • Excellent communication, influencing & negotiation skills

Key responsibilities Own and lead the end-to-end talent acquisition strategy across all business lines, ensuring alignment with workforce planning and organizational priorities. Partner with senior leadership and HRBPs to anticipate talent needs, build proactive pipelines, and drive executive-level hiring. Implement scalable and inclusive hiring processes, leveraging technology, employer branding, and market intelligence to attract top talent. Lead and mentor a high-performing TA team, driving operational excellence, diversity hiring, and candidate experience. Role requirements 10+ years of recruitment experience, with at least 5 years in a leadership role managing large-scale and senior-level hiring, preferably in financial services. Strong track record of building talent strategies, optimizing recruitment operations, and partnering with senior stakeholders. Deep understanding of market trends, sourcing channels, and employer branding in a competitive talent landscape. Excellent leadership, data-driven decision-making, and stakeholder management skills.

Key responsibilities Partner with senior business leaders to develop and implement people strategies that support growth, transformation, and business objectives. Drive key talent processes, including performance management, succession planning, and workforce planning, in alignment with business needs. Leverage HR data and analytics to identify people risks, trends, and opportunities, enabling strategic decision-making and proactive interventions. Collaborate with HR COEs to execute firm-wide initiatives across learning & development, total rewards, and employee engagement. Role requirements 10 years of HR experience, with at least 3 years in an HR Business Partner role, preferably in financial services or a highly regulated industry. Demonstrated ability to influence senior stakeholders and lead change initiatives in a dynamic, matrixed environment. Strong knowledge of core HR areas, including organizational design, talent management, and employee relations. Comfort using HR systems and analytics tools to support workforce planning, decision-making, and reporting.

We are seeking a highly motivated and experienced Lead Talent Acquisition - IC to drive hiring initiatives for our Digital Transformation IT business. This role is ideal for a seasoned recruiter with a strategic mindset who thrives in a fast-paced, technology-driven environment. You will be responsible for end-to-end recruitment, stakeholder management, and talent strategy execution, ensuring we attract and retain top talent in the industry. Key Responsibilities: Own and drive the full-cycle recruitment process for digital transformation and IT roles, including sourcing, screening, interviewing, and closing candidates. Develop and execute strategic sourcing strategies to identify and attract top-tier talent through multiple channels (job boards, networking, social media, referrals, etc). Partner with hiring managers and business leaders to understand hiring needs, role requirements, and workforce planning. Build and maintain a strong talent pipeline for critical and niche IT roles such as cloud computing, cybersecurity, AI/ML, Java, AEM, data engineering, and digital transformation technologies. Conduct market research and talent mapping to stay ahead of industry trends and competitor hiring strategies. Ensure an exceptional candidate experience by maintaining clear communication and a streamlined hiring process. Utilize AI-driven and digital hiring tools to enhance efficiency and decision-making in recruitment processes. Manage offer negotiations, pre-boarding, and onboarding coordination in collaboration with HR teams. Track and report key recruitment metrics (time-to-fill, quality of hire, diversity hiring, etc) to improve hiring strategies. Adhere to compliance, data privacy, and DE&I (Diversity, Equity, and Inclusion) best practices in hiring processes. Key Qualifications & Experience: Bachelor s/Master s degree in HR, Business Administration, or a related field. 6+ years of talent acquisition experience , with at least 3 years in IT hiring for digital transformation roles . Proven expertise in hiring mid to senior-level professionals in the IT and digital engineering space. Strong experience with Applicant Tracking Systems (ATS) and HR tech tools (LinkedIn Recruiter, HackerRank, AI-based sourcing tools, etc). Deep understanding of technical skillsets, emerging technologies, and market trends in digital transformation. Exceptional stakeholder management skills with the ability to influence and collaborate with senior leadership. Strong analytical and problem-solving skills with a data-driven mindset. Excellent verbal and written communication skills. Ability to work independently as a high-performing individual contributor while aligning with broader business objectives.

Own and lead the end-to-end talent acquisition strategy across all business lines, ensuring alignment with workforce planning and organizational priorities. Partner with senior leadership and HRBPs to anticipate talent needs, build proactive pipelines, and drive executive-level hiring. Implement scalable and inclusive hiring processes, leveraging technology, employer branding, and market intelligence to attract top talent. Lead and mentor a high-performing TA team, driving operational excellence, diversity hiring, and candidate experience. Role requirements 10+ years of recruitment experience, with at least 5 years in a leadership role managing large-scale and senior-level hiring, preferably in financial services. Strong track record of building talent strategies, optimizing recruitment operations, and partnering with senior stakeholders. Deep understanding of market trends, sourcing channels, and employer branding in a competitive talent landscape. Excellent leadership, data-driven decision-making, and stakeholder management skills.

As a Vice President - Human Resource Business Advisor within Enterprise Technology, you will work closely with business leaders to understand their goals and challenges, providing strategic advice on human resource matters. You will play a key role in integrating HR strategies with business plans to promote organizational success. Job Responsibilities Support the implementation of people agenda initiatives and efforts for a business area Provide day-to-day advice on human capital matters. Advise business leadership and cascade the structuring & re-organizational changes deeper into business areas to institutionalize the new organization into BAU Support year-end compensation process by ensuring that baselines are accurate and synchronized (including joiners, leavers, transfers), providing guidance on incentive compensation and salary planning as appropriate and supporting managers through compensation decisions Support the performance and talent management cycle by partnering with leaders on an as-needed basis to handle succession planning needs and requirements, answer performance questions, issues and processes, supporting and providing guidance on the promotion process particularly during quarterly & end-of-year timing Facilitate feedback processes and other employee input initiatives, e.g. action plans based on Employee Opinion Surveys, Pulse Checks, etc. Support or participate in individualized development and coaching to managers and emerging leaders, as needed, and in partnership with the development team. This may include supporting action items that stem from leadership coaching provided by the aligned HRBA or an external coach Provide project management support for HR-related initiatives being implemented within LOBs Support cross-business and large scale initiatives and work with management information systems (MIS) and reporting to understand trends and outliers, and facilitate fact based, metrics driven client decisions Be a champion of HR process change. Analyze processes, data and trends to make recommendations to management team for continuous improvement Ensure appropriate controls are in place and managed effectively for all critical HR processes Required qualifications, capabilities, and skills Minimum 10 years of overall Human Resource experience Bachelor s Degree required Knowledge of full range of people practices in a business setting goal setting, performance assessment and improvement, compensation practices, talent review and talent management, workforce planning, reductions in force, manager development Project management abilities including execution skills and end to end process improvement Ability to utilize critical thinking and analytical skills regularly to identify issues and trends, develop solutions and/or recommendations to address root cause and strong analytical, quantitative and technical skills that enable individual to leverage data to create HR strategies that support and drive business results Ability to navigate a global matrix organization and partner on issues across HR and the business. Must be able to work collaboratively and to develop strong, positive working relationships with exceptional judgment, demonstrated ability to make sound decisions and be creative in developing alternative solutions in a fast paced environment Preferred qualifications, capabilities, and skills Proven track record in objectively coaching employees and management through complex, difficult issues and mitigating risks Promote partnership by fostering a shared purpose, trust and teamwork across teams, businesses, functions, regions, and levels Advanced degree desired Exceptional judgment, demonstrated ability to make sound decisions and be creative in developing alternative solutions in a fast paced environment Previous HR Business Advisor experience preferred

" Location: Gurgaon About the client: PSS has been mandated to hire a Head of HR for o ne of the leading retail organizations. Job Summary: As the Head of People for our client, you will be responsible for shaping and executing their people strategy across retail and corporate functions. This role combines strategic leadership with hands-on execution to build a strong, high-performance culture across 50+ stores and support functions. You will act as a thought partner to the leadership team while ensuring robust people processes across talent acquisition, retention, development, and organizational effectiveness. Key Responsibilities: People Strategy & Culture - Drive a people-first culture aligned with the brands ethos and local business needs. - Build programs to strengthen store-to-support office integration and employee experience. - Partner with leadership to drive cultural consistency and performance orientation. Organisational Design & Workforce Planning - Build scalable structures as the retail footprint expands. Define and evolve career paths across Store and Support Office roles. - Support business growth through talent planning, succession, and org design. Talent Acquisition & Employer Branding - Own hiring across retail and corporate roles, in partnership with recruiters. - Build a strong employer brand that attracts top talent in the retail and lifestyle sectors. Leverage analytics to drive hiring efficiency and quality of hire. Performance & Rewards - Design and manage performance review cycles across levels. - Lead compensation benchmarking and salary structuring (including stores). - Drive fair, motivating increment and bonus processes. Learning & Development - Build L&D programs for retail teams and leadership development for Support Office roles. Launch manager enablement tracks to strengthen team management. - Partner with external experts to create high-impact training interventions. HR Operations & Compliance - Oversee HRMS, payroll coordination, attendance, onboarding/offboarding. - Ensure statutory compliance, employee record-keeping, and HR audit readiness. - Standardise SOPs across stores for leaves, disciplinary actions, and F&F. Employee Engagement & Retention - Design retention and wellness initiatives relevant to frontline and support teams. - Champion DEI, safety, and mental health practices at work. - Conduct regular employee check ins, engagement surveys, and feedback loops. Budgeting & People Planning - Own annual HR budgeting across hiring, training, engagement, and tech enablement. Align people investments with business goals and manage resource planning across functions. Requirements : - 10-15 years of HR experience, with strong exposure to retail teams. - Proven ability to lead both strategic HR and hands-on operations. - Strong people leadership and ability to influence across senior stakeholders. - Experience with fast-growing organisations or brands in retail is preferred. - A culture builder who combines empathy with a sharp execution mindset. #LI-NV1 ",

Riveron is seeking Senior Associate Resource Management professionals who can help drive effective staffing strategies across our business. In this role, you ll align the right talent to the right projects, partnering closely with delivery leaders to support business goals and individual growth. If you re organized, data-driven, and passionate about connecting people to opportunities, we d love to hear from you. Who You are: You are an organized, detail-oriented, and strategic professional with a strong background in resource or workforce management, preferably within a professional services, technology, or consulting environment. You thrive in fast-paced, dynamic settings and have a keen eye for aligning talent with project needs. You bring a balance of analytical skills, emotional intelligence, and executive presence that enables you to work effectively with both business leaders and individual contributors. With a collaborative mindset, excellent communication skills, and a proactive approach to problem-solving, you play a critical role in helping the business meet both client demands and employee development goals. What You ll Do: Actively manage staffing for a dedicated practice area by providing teams with qualified candidates, prioritizing needs, and aligning resource deployment with business strategy. Partner with delivery leaders to assess project demand and proactively identify staffing solutions that balance client expectations, team development, and operational efficiency. Use deployment tools and personal knowledge of practitioners to make best-fit recommendations based on skills, preferences, and career aspirations. Continuously monitor the engagement pipeline and analyze deployment data to anticipate resource shortages or demand surges. Participate in weekly staffing calls, presenting data-driven insights on resource availability, open needs, and future trends. Provide value-add guidance to delivery teams around creative staffing alternatives that improve quality, timeliness, or financial outcomes. Maintain high proficiency in staffing tools and Excel for reporting and analysis (including pivot tables and VLOOKUPs). Serve as a trusted business partner to stakeholders, offering clear communication, thoughtful recommendations, and a collaborative approach to staffing decisions. Required Qualifications: Over 5 years of total work experience. With more than 3 years of experience in resource management, preferably in a professional services or consulting/tech environment. Strong proficiency in English communication (verbal and written). High attention to detail and strong organizational skills. Proven ability to manage multiple priorities and deliver results in a fast-paced environment. Executive presence and strong interpersonal skills; comfortable interacting with senior leadership and staff. Proficiency with Microsoft Excel (including pivot tables and VLOOKUPs). Preferred Qulaifications Experience in technology or advisory/consulting practices. Familiarity with resource or workforce planning tools and analytics.

Website: https://www.letsnosh.io/ Role Overview We re looking for a dynamic Recruitment Manager to lead and scale our talent acquisition efforts across all departments. You will own the full recruitment lifecycle, ensuring we attract, engage, and hire exceptional talent to power our ambitious growth in India and the USA. Key Responsibilities 1. Strategic Talent Acquisition & Workforce Planning Lead end-to-end recruitment across functions and levels (tech, operations, marketing, etc.) Build and manage robust candidate pipelines for full-time, contract, and international roles Develop annual hiring plans in coordination with founders and department heads Oversee campus recruitment and strategic hiring from Tier 1 & Tier 2 institutions Manage relationships with recruitment partners, platforms, and agencies 2. Recruitment Operations & Compliance Own the recruitment process setup: ATS management, JD standardization, interview tracking Ensure complete documentation for all hires offer letters, background checks, NDAs, etc. Implement hiring policies, candidate evaluation frameworks, and audit-ready documentation 3. Team Leadership & Stakeholder Management Align closely with hiring managers to refine role definitions and hiring decisions Present hiring dashboards and reports to founders and leadership Drive alignment between recruitment goals and company growth roadmap Requirements 2-4 years of experience in recruitment, preferably at high-growth startups or tech companies Strong sourcing and negotiation skills; experience with LinkedIn Recruiter, ATS, job boards Familiarity with HR compliance, hiring audits, and remote/international hiring practices Excellent interpersonal, organizational, and stakeholder management skills Self-starter with a strategic mindset and bias for execution

Riveron is seeking Senior Associate Resource Management professionals who can help drive effective staffing strategies across our business. In this role, you ll align the right talent to the right projects, partnering closely with delivery leaders to support business goals and individual growth. If you re organized, data-driven, and passionate about connecting people to opportunities, we d love to hear from you. Who You are: You are an organized, detail-oriented, and strategic professional with a strong background in resource or workforce management, preferably within a professional services, technology, or consulting environment. You thrive in fast-paced, dynamic settings and have a keen eye for aligning talent with project needs. You bring a balance of analytical skills, emotional intelligence, and executive presence that enables you to work effectively with both business leaders and individual contributors. With a collaborative mindset, excellent communication skills, and a proactive approach to problem-solving, you play a critical role in helping the business meet both client demands and employee development goals. What You ll Do: Actively manage staffing for a dedicated practice area by providing teams with qualified candidates, prioritizing needs, and aligning resource deployment with business strategy. Partner with delivery leaders to assess project demand and proactively identify staffing solutions that balance client expectations, team development, and operational efficiency. Use deployment tools and personal knowledge of practitioners to make best-fit recommendations based on skills, preferences, and career aspirations. Continuously monitor the engagement pipeline and analyze deployment data to anticipate resource shortages or demand surges. Participate in weekly staffing calls, presenting data-driven insights on resource availability, open needs, and future trends. Provide value-add guidance to delivery teams around creative staffing alternatives that improve quality, timeliness, or financial outcomes. Maintain high proficiency in staffing tools and Excel for reporting and analysis (including pivot tables and VLOOKUPs). Serve as a trusted business partner to stakeholders, offering clear communication, thoughtful recommendations, and a collaborative approach to staffing decisions. Required Qualifications: Over 5 years of total work experience. With more than 3 years of experience in resource management, preferably in a professional services or consulting/tech environment. Strong proficiency in English communication (verbal and written). High attention to detail and strong organizational skills. Proven ability to manage multiple priorities and deliver results in a fast-paced environment. Executive presence and strong interpersonal skills; comfortable interacting with senior leadership and staff. Proficiency with Microsoft Excel (including pivot tables and VLOOKUPs). Preferred Qulaifications Experience in technology or advisory/consulting practices. Familiarity with resource or workforce planning tools and analytics.

he Workforce Management (WFM) Manager for the Voice Process is responsible for overseeing and optimizing the workforce planning and scheduling activities to ensure efficient and effective operations. This role involves managing the forecasting, scheduling, and real-time monitoring of call center activities to meet service level agreements and operational goals. Key Responsibilities: Forecasting and Planning: Develop accurate forecasts for call volumes, handling times, and staffing requirements. Analyze historical data and trends to predict future workforce needs. Collaborate with operations and other departments to align workforce plans with business objectives. Scheduling: Create and manage staff schedules to ensure optimal coverage and adherence to service levels. Implement flexible scheduling strategies to accommodate peak times and special events. Monitor adherence to schedules and make adjustments as necessary. Real-Time Management: Oversee real-time monitoring of call center activities to ensure efficient operations. Respond to unexpected changes in call volume and staffing needs. Coordinate with team leaders and supervisors to address any immediate workforce issues. Reporting and Analysis: Generate and analyze reports on key performance indicators (KPIs) related to workforce management. Provide insights and recommendations to improve operational efficiency and effectiveness. Present findings to senior management and stakeholders. Team Leadership: Lead and mentor the WFM team, providing guidance and support for professional development. Foster a collaborative and positive work environment. Ensure team members are trained on WFM tools and best practices. Continuous Improvement: Identify opportunities for process improvements and implement solutions. Stay updated on industry trends and advancements in workforce management technology. Drive initiatives to enhance customer satisfaction and operational performance. Qualifications: Bachelor's degree in Business Administration, Operations Management, or related field. Proven experience in workforce management within a call center environment. Strong analytical skills and proficiency in WFM software and tools. Excellent communication and leadership skills. Ability to work under pressure and adapt to changing priorities. Preferred Skills: Experience with [specific WFM software, e.g., NICE, Verint]. Knowledge of call center operations and metrics. Certification in workforce management or related field.

he Workforce Management (WFM) Manager for the Voice Process is responsible for overseeing and optimizing the workforce planning and scheduling activities to ensure efficient and effective operations. This role involves managing the forecasting, scheduling, and real-time monitoring of call center activities to meet service level agreements and operational goals. Key Responsibilities: Forecasting and Planning: Develop accurate forecasts for call volumes, handling times, and staffing requirements. Analyze historical data and trends to predict future workforce needs. Collaborate with operations and other departments to align workforce plans with business objectives. Scheduling: Create and manage staff schedules to ensure optimal coverage and adherence to service levels. Implement flexible scheduling strategies to accommodate peak times and special events. Monitor adherence to schedules and make adjustments as necessary. Real-Time Management: Oversee real-time monitoring of call center activities to ensure efficient operations. Respond to unexpected changes in call volume and staffing needs. Coordinate with team leaders and supervisors to address any immediate workforce issues. Reporting and Analysis: Generate and analyze reports on key performance indicators (KPIs) related to workforce management. Provide insights and recommendations to improve operational efficiency and effectiveness. Present findings to senior management and stakeholders. Team Leadership: Lead and mentor the WFM team, providing guidance and support for professional development. Foster a collaborative and positive work environment. Ensure team members are trained on WFM tools and best practices. Continuous Improvement: Identify opportunities for process improvements and implement solutions. Stay updated on industry trends and advancements in workforce management technology. Drive initiatives to enhance customer satisfaction and operational performance. Qualifications: Bachelor's degree in Business Administration, Operations Management, or related field. Proven experience in workforce management within a call center environment. Strong analytical skills and proficiency in WFM software and tools. Excellent communication and leadership skills. Ability to work under pressure and adapt to changing priorities. Preferred Skills: Experience with [specific WFM software, e.g., NICE, Verint]. Knowledge of call center operations and metrics. Certification in workforce management or related field.

Job Role: Assist the team in the recruitment process from sourcing via recruitment agencies to arranging for interviews Screening the candidates by resume shortlisting, phone interview and personal interviews with coordination with the concerned departments & background verification of the shortlisted candidates Issuing Letter of Offer/Intent/ Employment to the selected candidate Conduct orientation program and briefing to new employee. Review, update and maintain proper filing such as employees joining data, documents, letters, medical insurance policies etc. Administration of attendance data and maintain employees leaves, medical and attendance record. Keeping track of employees attendance/ absenteeism and report to the HOD Responsible for managing Pan India Payroll Operations and related legal & statutory Compliance (Tax, PF, ESIC, PT, LWF & Minimum wages) Administration of employee benefits program, medical insurance and claims. Support in development of fair HR policies and ensure employees understand and comply with them Vendor engagement & management for payroll, statutory compliances and employee benefits Responsible for various MIS reports like (Payroll MIS, Head count, attrition, wage cost etc.) Support in other human resource programs including, but not limited to, disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; training and development and employee engagement. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. Performs other duties as required. Principle Accountabilities: Bridge management and employee relations by addressing demands, grievances or other issues Support the recruitment and selection process Support current and future business needs through the training & development, performance management, engagement, motivation and preservation of human capital Manage the daily workflow of the department. Ensure legal compliance throughout human resource management Required Candidate Profile: Bachelors/ Masters degree in Human Resources or equivalent 4+ years of experience managing the entire HR portfolio, preferably HR Operations and Payroll In-depth knowledge about local and international Human Resource Processes, employment legislation, and legal regulations Excellent knowledge of all aspects of HR management Experience with HR tools and recruiting software Excellent listening, negotiation and presentation skills Excellent verbal and written communications skills Good organizational and multi-tasking abilities Strong problem-solving, decision making and people skills Results-oriented with strong analytical skills.

We are currently seeking for People Experience Partner to join us at Savli, Vadodara location. Role Summary: The Person will be responsible for leading and managing the entire HR function at the plant level (Production Operation & Technology); This role is critical in driving HR strategy execution, building a strong performance culture, managing employee relations, ensuring statutory compliance, and partnering with plant leadership to align peoples practices with business goals. The Person will be responsible for Mobility Commercial business HR partner (For sales team). Key Responsibilities: Strategic HR Partnership Act as a strategic business partner to the Plant Head, plant leadership team, Mobility Sales team. Drive HR initiatives aligned with the organizations business and cultural goals. Execution of talent development, learning, and compensation strategies. Employee Life Cycle Management Manage end-to-end HR operations including recruitment, onboarding, payroll inputs, employee engagement, contingent worker management and exit processes. Foster a positive and productive work environment through regular employee interactions and grievance redressal mechanisms. Industrial Relations & Compliance Maintain harmonious employee relations with workers/ operators, and contract labor via different committee meetings, Shop Floor Gemba. Ensure 100% compliance with all labor laws, factory rules, audits, and statutory requirements (PF, ESIC, WC, etc.). Maintain strong liaison with government and statutory bodies. Talent & Capability Development Execute/Lead talent identification and succession planning. Drive skilling, training, and development programs for staff and workers. Promote diversity, equity, and inclusion. Identify & Eliminate nonvalue added tasks, Process atomization. Identify, Lead Execute talent related projects at country level. HR Analytics & Reporting Monitor and report plant-level HR metrics such as attrition, absenteeism, overtime, and manpower cost. Support business decisions with data-driven HR insights and dashboards. Health, Safety & Wellbeing Partner with EHS teams to ensure health, safety, and employee wellness initiatives are implemented effectively. Participate in safety committee meetings and ensure HR compliance during audits. Qualifications & Requirements: MBA/PGDM in HR or equivalent from a reputed institute. 8-15 years of progressive HR experience in a manufacturing/plant environment/ Shopfloor environment Open to hire people from premium institutes having 3 to 5 years of experience. Strong knowledge of labor laws, compliance, and union management. Hands-on experience in HR operations, employee engagement, and workforce planning. Excellent communication, leadership, and problem-solving skills. Ability to manage multi-stakeholder relationships and influence plant leadership.