We are seeking a talented individual to join our Career Services team at Mercer This role will be based in Mumbai This is a hybrid role that has a requirement of working at least three days a week in the office. Associate Director - Talent Strategy Consulting (Level F) We will count on you to: Lead delivery of complex projects across Talent and M&A solution areas: Workforce and Organization Transformation - Organisation Design and Structuring, Workforce Planning, Job Evaluation, New Shape of Work - Work Redesign, Flexible Working, Re/Upskilling, etc. Talent Management - Competency Framework, Career Architecture, Assessment and Development, Leadership Coaching, Performance Management System, etc Practice Development : Lead practice development and thought leadership by articulating project learnings and trends into white-papers/ PoVs Customize global tools/offerings for India market and present Mercers offerings and POVs in client seminars and industry events, etc. Business Development : Lead business development for allocated area through understanding clients requirements, leading proposals and solution development to drive profitable sales Build strong relationships with internal and external stakeholders and establish self as a trusted advisor to clients What you need to have: Full time MBA from a premier institute 10+ years of relevant work experience in HR function and proven track with reputed organization. Prior or current consulting experience is a must(Non Tech/Manufacturing/Automobile/Consumer/General Strong understanding of various areas in HR Excellent interpersonal and communication skills Dynamic, motivated, flexible and result-oriented personality with the ability to perform under pressure What makes you stand out: Excellent verbal and written communication skills, comfortable interfacing with business users Why join our team: We help you be your best through professional development opportunities, interesting work and supportive leaders. We foster a vibrant and inclusive culture where you can work with talented colleagues to create new solutions and have impact for colleagues, clients and communities. Our scale enables us to provide a range of career opportunities, as well as benefits and rewards to enhance your well-being.

Due to the internal move of the current incumbent, we are seeking a qualified individual to further develop and implement talent acquisition strategies aimed at attracting top talent across India and the South-East Asian Hub in general (i. e. Malaysia, Indonesia, Thailand, Vietnam, Australia and New Zealand to name a few). In this position, you will oversee a team of Talent Acquisition leaders and professionals responsible for managing the entire talent acquisition portfolio, from sourcing to hiring, including campus to executive recruitment, ensuring alignment with organizational objectives. You will work closely with senior stakeholders to address workforce planning needs and enhance both the candidate and hiring manager experience. Additionally, this role includes overseeing Employer Branding in the region, ensuring consistency with the global strategy. How youll make an impact Lead and mentor a team to deliver high-quality recruitment results, establish clear goals and KPIs, and foster a collaborative culture. Design and implement regional talent acquisition strategies aligned with organizational objectives, focusing on sourcing, diversity, and inclusion. Oversee the end-to-end recruitment process, partner with talent management teams, and optimize the use of recruitment technologies. Act as a strategic advisor to senior leadership, understand hiring needs, and ensure alignment between Talent Acquisition and business units. Monitor recruitment metrics, analyze data for trends, and drive process improvements to enhance efficiency and satisfaction. Collaborate with the employer branding team to strengthen the companys brand, develop initiatives to attract top talent, and represent the organization at industry events. Your background A solid proven successful experience in leading a talent acquisition function through multiple teams at a regional level including for India in large, matrix multinational, ideally acquired in the technology, sector. Strong understanding of regional employment laws, hiring practices, and cultural nuances to lead talent acquisition activities from volume-hiring to senior executives. Proficient in recruitment technology (e. g. , ATS, CRM systems) and sourcing tools (e. g. , LinkedIn Recruiter). Exceptional interpersonal and influencing skills, with the ability to build trust and credibility with diverse stakeholders. Strong project management and organizational skills, with the ability to manage multiple priorities in a fast-paced environment. High degree of cultural awareness and sensitivity, with experience working across global teams. Qualified individuals with a disability may request a reasonable accommodation if you are unable or limited in your ability to use or access the Hitachi Energy career site as a result of your disability. You may request reasonable accommodations by completing a general inquiry form on our website. Please include your contact information and specific details about your required accommodation to support you during the job application process. .

Your main responsibilities The Head of Talent & Development creates value through supporting the execution of Schindlers People Strategy by developing and delivering a Talent Management Strategy in line with the Schindler business objectives. Key responsibilities include: Develop and implement talent management strategies, including workforce planning, succession planning, and career development frameworks. Develop and execute Talent Management solutions such as talent reviews and forums, succession planning, executive assessments, development reviews, coaching, individual development planning. Identify the talent needs based upon current and future business objectives. Partner with leaders to assess and address skill gaps to ensure future workforce readiness. Analyze organizational needs and design interventions to improve overall effectiveness, including team-building, change management, and leadership alignment. Develop strategies to build a strong organizational culture aligned with company values and objectives. Lead change management initiatives, ensuring smooth transitions during restructuring, mergers, or other significant changes. Lead the talent movement and accelerated development for Schindler Career Development Program (SCDP) and ideate/innovate similar such programs resulting in internal development and succession building. Prepare, release, and execute the training calendar after assessing organizational training needs (including needs derived from the evaluation of the performance and development plans). Prepare annual budget for Training and manage training costs within budget. Establish or participate in the design, development, and delivery of training programs with internal or external resources to meet the requirements of the plan. Design robust evaluation strategies for measuring the results and impact of said initiatives. Build capability among the HR community in talent identification, planning and development. Responsible for driving the D&I initiatives and linked standard metrics such as women representation, culture building and driving inclusivity. What you bring What you need: Big picture vision and demonstrated ability to think strategically and translate business needs into human performance improvement strategies. Strong collaboration and influencing skills. Ability to build relations with multiple stakeholders at all levels and to build support and sponsorship of talent management initiatives. Position based in HO, Mumbai. For the position, Schindler seeks people with: Expertise Minimum 10-15 years of experience in Human Resources and experience in Talent Management for at least five years. Leadership experience in a multinational, multicultural and matrix work environment MBA HR or specialization in Human Resources

Your main responsibilities The Head of Talent & Development creates value through supporting the execution of Schindlers People Strategy by developing and delivering a Talent Management Strategy in line with the Schindler business objectives. Key responsibilities include: Develop and implement talent management strategies, including workforce planning, succession planning, and career development frameworks. Develop and execute Talent Management solutions such as talent reviews and forums, succession planning, executive assessments, development reviews, coaching, individual development planning. Identify the talent needs based upon current and future business objectives. Partner with leaders to assess and address skill gaps to ensure future workforce readiness. Analyze organizational needs and design interventions to improve overall effectiveness, including team-building, change management, and leadership alignment. Develop strategies to build a strong organizational culture aligned with company values and objectives. Lead change management initiatives, ensuring smooth transitions during restructuring, mergers, or other significant changes. Lead the talent movement and accelerated development for Schindler Career Development Program (SCDP) and ideate/innovate similar such programs resulting in internal development and succession building. Prepare, release, and execute the training calendar after assessing organizational training needs (including needs derived from the evaluation of the performance and development plans). Prepare annual budget for Training and manage training costs within budget. Establish or participate in the design, development, and delivery of training programs with internal or external resources to meet the requirements of the plan. Design robust evaluation strategies for measuring the results and impact of said initiatives. Build capability among the HR community in talent identification, planning and development. Responsible for driving the D&I initiatives and linked standard metrics such as women representation, culture building and driving inclusivity. What you bring What you need: Big picture vision and demonstrated ability to think strategically and translate business needs into human performance improvement strategies. Strong collaboration and influencing skills. Ability to build relations with multiple stakeholders at all levels and to build support and sponsorship of talent management initiatives. Position based in HO, Mumbai. For the position, Schindler seeks people with: Expertise Minimum 10-15 years of experience in Human Resources and experience in Talent Management for at least five years. Leadership experience in a multinational, multicultural and matrix work environment MBA HR or specialization in Human Resources

Qualification: Graduate/Post-graduatein Human Resources Experience: 4 -7 years Skills: In-depth understanding with hands-onexperience in hiring for SAP and ERP roles About the role: We are seeking a highly skilled Senior Recruiter - Talent Acquisition(IT) to drive the end-to-end recruitment process for IT roles. The idealcandidate will be responsible for sourcing top talent, managing the recruitmentlifecycle, and working closely with stakeholders to fulfil hiring needs. Thisrole demands excellent coordination skills with IT, Admin, and Business Leadersto ensure a seamless hiring process. Roles and responsibilities: 1. End-to-End IT Recruitment Collaborate with Lead Recruiters & hiring managers to understand technical job requirements and workforce planning/attraction. Develop and implement effective recruitment strategies for IT positions. Manage the complete recruitment lifecycle, from sourcing to offer roll-out. 2. Requirement Gathering & Hiring Initiation Work closely with Lead Recruiters to gather hiring requirements. Conduct calibration meetings with hiring managers to understand role specifications. 3. Sourcing & Screening Utilize various sourcing channels, including job portals, social media, networking, headhunting and employee referrals. Conduct initial screening and assessment of candidates to ensure alignment with role requirements and organizational expectations Build and maintain a strong pipeline of IT talent. 4. Interview & Coordination Schedule and coordinate interviews with candidates and hiring managers. To align interview panels and technical assessments as per calendar availability. Ensure a seamless candidate experience throughout the recruitment process. 5. Offer Approval & Rollout Must possess strong negotiation skills to ensure closures within the set budgets. Work with internal teams and business teams to get necessary approvals for offers. Negotiate salary expectations and ensure timely roll-out of employment offers. Manage preliminary verifications and pre-onboarding processes. 6. Pre-Onboarding Engage with candidates post-offer to ensure a smooth transition and provide a WOW experience for future joiners. Provide pre-joining support, addressing queries related to documentation, company policies, and benefits. Liaise with HR, IT and Admin for induction, orientation, training schedules and logistic arrangements. Ensure seamless integration of new hires into the organization by providing the necessary resources and guidance. Key Skills & Competencies: Strong knowledge of IT recruitment and technical skill sets such as hiring of SAP and ERP. Excellent sourcing and networking skills. Strong coordination and communication abilities. Proficiency in applicant tracking systems (ATS) and HR databases. Understanding of recruitment metrics and market trends. Excellent stakeholder and vendor management skills, with the ability tohandle complex situations and communicate effectively at all levels. Should have good Experience with PPT and Dash Boards and Excel Qualifications & Experience: Bachelor s degree in HR, Business, or a related field. 4-7 years of experience in IT recruitment. Prior experience in a fast-paced IT or tech-driven organization is preferred.

Job Summary To support our extraordinary teams who build great products and contribute to our growth, were looking to add a Site - HRBP based in Coimbatore Location. What a typical day looks like ? : Partner with a GM and their team to develop and deploy strategic planning goals to build a dynamic organization that delivers significant and sustainable growth. Advise and coach the GM and their team on matters related to talent management, including skills requirements, workforce planning, business selection, executive coaching, performance management, retention, succession planning, etc. Partner with COEs and HR GBS to develop and deliver integrated people and organization solutions, e.g., workforce and succession planning, development, reward and recognition, etc. The experience were looking to add to our team: ? : Typically requires a Masters' degree or equivalent experience in a Human Resource related function. Typically requires a minimum of 5 years of Human Resources or related experience in business with specific experience in HR, consulting, project management and change management. Consult and assist business on strategic HR matters, including organizational design and restructuring, talent management, career development, etc. Plan, implement and facilitate HR initiatives (such as workforce planning, performance review, employee engagement initiatives, talent review, succession planning, compensation planning and review) for own business segment. Consult with business and HR colleagues to develop and deliver a HR strategy to meet the business needs. Drive employee communications within own business segment. Assist with HR communications and training of managers on new programs, systems and processes as required. Manage and resolve complex employee relations issues. Conduct effective, thorough and investigations. Ensure the consistent treatment of employees and the consistent application of Flex policies and procedures. Research trends and metrics (such as exit interviews questionnaires) to develop solutions and or retention strategies. Advise and coach business teams on matters related to talent management, including skills requirements, workforce planning, business selection, coaching, performance management, retention, succession planning, etc. Consult and assist business on strategic HR matters, including organizational design and restructuring, talent management, succession planning, career development, talent acquisition, compensation planning etc. Assist our Diversity, Equality, and Inclusion initiatives at the local level. Drive inclusion through HR initiatives, hiring activities, and compensation reviews. Consult with business and HR colleagues to develop and deliver an HR strategy to meet the business needs Drive employee communications through various methods including email, newsletters, town halls, round tables and display monitors Partner with COEs and HR Service Center to develop and deliver integrated people and organization solutions Drive employee lifecycle activities including but not limited to; employee onboarding and new hire orientation, offboarding and exit interviews, leaves of absences, unemployment hearings, EH&S activities, etc. Plan, implement and facilitate HR initiatives (such as annual performance reviews, employee engagement initiatives, open enrollment, sustainability activities etc.) Communication of key goals and priorities through written communications, presentation materials, and presenting to employees and business Manage and resolve complex employee relations issues, conduct effective, thorough and investigations Ensure the consistent treatment of employees and the consistent application of Flex policies and procedures Research trends and metrics to develop solutions and retention strategies Develop and manage HR projects, programs and initiatives Foster and maintain positive working relationships with all employee levels Develop, facilitate and deliver consistent employee and manager targeted training on HR related topics What youll receive for the great work you provide: Health Insurance Paid Time Off

Partner with business leaders to drive HR strategy and workforce planning. Manage employee relations, conflict resolution, and engagement initiatives. Lead talent management, career development, and succession planning. Implement performance management frameworks and guide managers on goal setting. Ensure compliance with banking/NBFC labor laws and HR policies. Drive HR analytics, tracking attrition, engagement, and productivity metrics. Support recruitment, onboarding, and internal mobility strategies. Collaborate on compensation, rewards, and benefits planning. Drive culture and change management during business transformations.

We are seeking a dynamic, results-driven HR Manager to oversee the full spectrum of HR operations in our automotive plastic injection molding company. This role involves handling recruitment, payroll, performance management, employee relations, compliance, and HR audits. The ideal candidate will bring experience from a manufacturing environment, along with strong expertise in labor laws, payroll, and adherence to IATF 16949 and ISO 9001 standards. Key Responsibilities: Recruitment & Workforce Planning: • Develop and execute strategic hiring plans aligned with workforce needs. • Manage the end-to-end recruitment process, including job postings, candidate screening, interviews, and onboarding. • Build a talent pipeline for skilled workers, engineers, and management roles. Employee Relations & Organizational Development: • Cultivate a positive work culture, addressing conflicts and ensuring employee satisfaction. • Handle employee grievances, disciplinary actions, and ensure compliance with labor laws. • Collaborate with management to optimize organizational structure and workforce efficiency. Payroll & Compensation Management: • Oversee salary structures, payroll processing, and statutory deductions (PF, ESI, Gratuity). • Ensure compliance with minimum wage laws, bonuses, and other compensation regulations. • Coordinate with finance for salary budgeting and cost management. Performance Management & Training: • Implement KPI-based performance evaluation systems and provide progress reviews. • Develop and implement training programs to enhance technical and soft skills. • Conduct performance appraisals, recommend salary increments, and manage promotions. HR Compliance & Audits: • Ensure compliance with labor laws, factory regulations, and safety standards. • Manage HR documentation for IATF 16949 / ISO 9001 audits and internal compliance checks. • Maintain employee records, leave management, and attendance tracking. Employee Engagement & Retention: • Design employee welfare programs, engagement activities, and retention strategies. • Conduct exit interviews and analyze attrition data to enhance retention efforts. HR Policy Development & Administration: • Develop, update, and implement HR policies, SOPs, and best practices to ensure efficient workforce management. • Ensure smooth HR operations, including management of employee documentation and compliance reporting. Required Skills & Qualifications: • Bachelor's/Masters degree in Human Resources, Business Administration, or Industrial Relations. • 3-5 years of HR experience, preferably within the manufacturing or automotive sectors. • Strong knowledge of labor laws, payroll management, compensation, and statutory compliance. • Experience in IATF 16949, ISO 9001, and factory compliance audits. • Proficiency in HRMS software, payroll systems, and MS Office. • Excellent communication, leadership, and negotiation skills. • Ability to thrive in a fast-paced, high-pressure manufacturing environment. Benefits & Perks: • Health insurance, PF, ESI, gratuity, and other statutory benefits. • Comprehensive training and career development programs. • Opportunity for growth within a leading automotive manufacturing company.

The Senior Workflow Analysts primary responsibilities include operational head-count planning and tactical network capacity management for the Books risk management team across global sites. The Senior Workflow Analyst will collaborate with key business partners to identify opportunities for improvement of workforce planning, utilization and service levels. The ideal candidate will possess analytical background that enables him/her to analyze and standardize capacity workflow processes. He/she will experience a wide range of problems solving situations, ranging from short term tactical problems to strategic decisions. The candidate will employ use of data collection and analysis. The position requires an individual who can work autonomously in a highly demanding and often ambiguous environment, with strong attention to detail and exceptional organizational skills. This is an exciting opportunity for those who enjoy program building and creative problem-solving. Key job responsibilities - Proven strong knowledge of MS Office package (especially Excel) - Proven ability to push back, foresee potential issues, and advocate for relentless improvement - Proven ability to deal with ambiguity and optimize for both service level and cost - Demonstrated ability to make independent, sound decisions that affect the experience of Amazon customers and frontline associates in multiple global sites - Analytical and mathematical skills - Proven experience communicating and influencing across job levels with both internal and external stakeholders. - 3+ years of program or project management experience - 3+ years of working cross functionally with tech and non-tech teams experience - 3+ years of defining and implementing process improvement initiatives using data and metrics experience - Knowledge of Excel (Pivot Tables, VLookUps) at an advanced level and SQL - Experience defining program requirements and using data and metrics to determine improvements

Hi Candidate, We are hiring for Senior Process Manager (WFM) Location - Pune Shift Timings - Flexible (24*7) 5 Days working - (Rotational Week Offs) Specialism : WFM in BPO Required Skills and Experience: Demonstrated people management experience. Experience working in the BPO industry including a sound understanding of the issues facing primary care workforce. Demonstrated ability to lead a project including development of business case, program planning, budgeting, implementation and evaluation. Ability to build, develop and sustain positive partnerships and productive working relationships with all levels of stakeholders (internally and externally), with a commitment to customer service. Stakeholder Management Oversee, manage and monitor Workforce Development activities. In conjunction with the executive management, participate in key stakeholder engagement. Provide strategic direction to program staff to engage stakeholders effectively and develop strong partnerships. WFM Process: Responsibilities Should be able to coordinate with operations Managers and Leads Communicate effectively and close looping with the operations in case of observations Meet process expectations with high-quality standards and adherence to SLAs Run Operation floor to maintain Key WFM KPIs i.e. Shrinkage, Schedule adherence etc. Please share Cv's on Shilpam.01@eclerx.com or connect on 9999641605.

The Team: The Foreseer team delivers digital transformation solutions at EDO for information extraction from structures and semi structured documents and websites. Foreseer is a human in the loop platform that combines latest AI/ML advances with a state of the art UI for delivering multiple projects, all powered by a core distributed, cloud native, auto scalable framework. Team comprises of experts in Java and Python language and ML engineers . Responsibilities Include Support and foster a quality-first, agile culture that is built on partnership, trust and sharing Design, develop and maintain functionalities to create new solutions on the platform. Learning and understanding all aspects of the framework and the project deliverables. Be technically deep and provide input on architecture, design and code. Be responsible for driving technical design, architecture and implementation of new features and iterations of your project. Implement security measures and compliance standards to protect sensitive data and ensure adherence to industry regulations. Ensure the use of standards, governance and best practices in the industry to deliver high quality scalable solutions. Strategic thinker and influencer with demonstrated technical and business acumen and problem-solving skills. Experience & Qualifications: BS or MS degree in Computer Science or Information Technology or equivalent. Experience with Java ,J 2EE and related frameworks and technologies (Spring, Restful services, Spring Boot, Spring JPA , Spring Security, MVC etc). Experience with design ing , architect ing and build ing microservices based distributed systems in serverless environment (containers platforms) . Experience in Active MQ, Kafka or other related JMS providers. Experience in leading global teams in an agile environment. Proficient with Data structures and Algorithms. Experience with Performance tuning, Thread dump analysis and code refactoring. Experience in different data base technologies (like RDBMS, NOSQL) Experience in Containerization, Kubernetes, cloud platforms, CI/CD, and deployments through CI/CD pipelines, and AWS services like S3, EKS, EC2 etc Proficiency in the development environment, including IDE, web & application server, GIT, Azure DevOps, unit-testing tool and defect management tools Nice to Have Skills Distributed systems programming . AI/ML solutions architecture . Knowledge of GenAI Platforms and tech stacks . Hands on experience with Elastic/Redis search. Hands on experience in Python Hands on experience in Vaadin Framework. Experience in Agile and Scrum methodologies

The Team: The team is responsible for taking data from a client and importing into our system. We validation, business rules, QC before we master the data for use. This teams handles large amounts of data, so it is important that it is done efficiently and accurately. The Impact: This position matters because without a good performance driven UI, the business process will struggle to produce as much content as it can. The more they can produce, the more money the application will make. What s in it for you: Opportunity to work in a modern stack and be creative in your designs. Opportunity to work with some of the best talent in the financial tech world. Responsibilities: Design, build, and maintain efficient, reusable, UI components with React Help migrate legacy components to newer frameworks Work closely with product specialists and developers to build core calculation and data delivery constructs. Help maintain code quality, organization, and automation Participate in daily standup meetings What We re Looking For: Must Have Skills React/Redux HTML/JS/CSS React Unit Testing Soft Skills A problem solver A good communicator A team player Health & we'llness: Health care coverage designed for the mind and body. Flexible Downtime: Generous time off helps keep you energized for your time on. Continuous Learning: Access a wealth of resources to grow your career and learn valuable new skills. Invest in Your Future: Secure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial we'llness programs. Family Friendly Perks: It s not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families. Beyond the Basics: From retail discounts to referral incentive awards small perks can make a big difference.

Job Title: CL Recruitment & Manpower Planning Specialist Location: Bangalore (Doddaballapura) Experience: 4+ Years Job Type: Full-Time Notice period: 15 Days Job Responsibilities : 1. Manpower Planning, Analyze workforce requirements and plan contract labor hiring. Coordinate with department heads to ensure labor availability. Optimize workforce costs and productivity , Miscellaneous Planning for CL Recruitment 2. Contract Labor Recruitment: Identify, hire, and onboard contract workers through vendors or direct hiring. Negotiate contracts with labor suppliers and ensure cost efficiency. Maintain a smooth recruitment process and ensure timely hiring. 3. Vendor & Compliance Management: Manage labor contractors and ensure legal compliance. Maintain records of contract labor attendance, wages, and contract terms. Work with HR and legal teams for audits and labor law compliance 4. Workforce Monitoring & Reporting Track labor productivity and suggest improvements. Address grievances and ensure a safe work environment. Prepare reports on workforce utilization and costs. Required Skills & Qualifications: Bachelors/Masters degree in HR, Business Administration, or related field. Minimum 4 years of experience in contract labor recruitment and manpower planning. Knowledge of labor laws and compliance. Strong communication, negotiation, and vendor management skills. Experience in manufacturing, logistics, or similar industries preferred Candidate must from Karnataka Interested can share the CV to mentioned mail id deepa.cg@mail.foxconn.com

Business & Talent Strategy: Consult & advise the leaders in developing local talent strategies to align with business strategy and Principle Based Management implement and evaluate supporting programs and initiatives Partner with leaders to develop and execute the talent strategy, including succession planning and capability development (individual and organizational) Consult & advise the leaders in proactive workforce planning integrating business strategy, talent acquisition strategy and diversity consultation Organizational design advisory Utilize analytics to identify trends and develop insights that inform talent strategy Change Leadership: Consult & advise the leaders in facilitating organizational change in the organization business Performance Management Coaching & Support: Partner with Supervisors to understand performance results, managing follow-up processes for high and low performers and support PIP disciplinary action Consult and challenge Supervisors in the decision-making process for global or domestic assignment (e.g., purpose, motivation, next career steps, etc.) Compensation Advisory: Consult/advise in the application of Principle Based Management compensation philosophy within the businesses, including coaching and teaching, Principle Based Management compensation philosophy for HR community and supervisors. Support supervisor recommendation decision making and capability development through review and challenge process, coaching on related topics (Principle Based Management compensation process, plan design for business incentive plans, developing market and alternative market POV, total compensation strategy) Lead and consult/advise on variable comp recommendation and approval processes Employee Relations Advisory: Partner with compliance in handling the employee allegations. Provide consultation on legal regulatory risks of involuntary separation, consulting with Employee representative as needed Collaborate with Legal and Supervisor to align on involuntary separation exit agreements where applicable Participate in communicating involuntary terminations What You Will Need To Bring With You:(experience & education required) Graduate/ Masters degree in HR 5+ Years of experience in HR Leadership role

1. Workforce Planning Manages the completion of staffing schedules, reviews the forecasting of work orders to plan the number and expertise of staff needed within agreed timeframes and in line with grade of service Ensures the administration of working hours and extra hours as governed by the scheduling process and manages the co-ordination of employees based in the jio centres. Advise on the co-ordination of scheduling of large volumes of employees throughout multiple sites and shifts. Ensures the recording of absenteeism, leave, sickness, lateness, planned off schedule activities and overtime and uses predefined workforce scheduling rules to optimise the schedule and use of resources. 2. Workforce optimisation Reviews forecasted call volumes, average handling time and shrinkage to calculate the required headcount figures, ensuring the timely completion of Advisor schedules accordingly. Enables the operation by assessing forecasting accuracy and developing and implementing processes to optimise this accuracy. Ensures that headcount requirements are optimised to reduce costs whilst balancing operational delivery. Analyses the schedules produced by the Workforce Schedulers/Administrators and makes recommendations for improvement, including impact on budget. Ensures that the necessary processes are designed, improved and implemented to optimise forecasting and schedule accuracy. Feedbacks timeously to the Senior Resource Analyst on any issues or information pertinent to the effective resource planning within their Region. 3. Monitors Grade of service Monitors staff coverage and reports any shortfalls to the regional Operations team and informs the WFM management team based in the National Head Quarters. Monitors absenteeism trends and flags anomalies, recommending grade of service risk mitigation plans. Reviews skills sets and revises schedules and forecasts to ensure site performance and the achievement of grade of service. Identifies and highlights trends impacting contact delivery and ensures that remedial plans are incorporated into the planning process. 4. Reports Develops and distributes all operational reports required by internal and external stakeholders and attends operational meetings with colleagues to agree workforce management standards and reporting processes, ensuring that these are implemented in the workplace. Eligibility: Post Graduate and above Minimum 13+ years of experience as Workforce Management from Voice background Good hands-on knowledge in Microsoft & Reporting Tools.

Support corporate functions with HR initiatives, including talent management, performance evaluation, and workforce planning. Collaborate with leadership to align HR strategies with business goals.

Job Title - Talent Planning and Operations- Manager- CF HR Management Level: 07-Manager Location: Bangalore/Open Must have skills: Workforce Planning Good to have skills: Interpersonal and Organizational skills Job Summary :Talent Planning & Operations are part of the Market Unit and provide an insights-led approach to analyze, forecast, and manage talent flow to meet changing business dynamics. People in these roles enable the business to make effective supply/demand balancing and affordable talent planning decisions by interpreting inter-connecting talent metrics. In this role, you will require a strong connection to our Regional HR Leadership, and Regional Practice leadership teams as you will be closely coordinating with these stakeholders to shape a regional view with respect to resource planning and supply-demand balancing. Roles & Responsibilities: Workforce Process Coordination Coordinate with Practice/HRBP Leads on a routine basis to develop and manage workforce plans that are cost-effective, feasible, and aligned with business objectives. This role will be expected to become a subject matter expert with respect to the Workforce Planning system of record and related tools/reporting. Provide recommendations to Regional HRBP/HR Leads regarding headcount and supply / demand challenges based on business performance. Coordinate the forecast for key supply / demand metrics (i.e. chargeability/market utilization) to support decision-making for short term needs and identify opportunities to optimize chargeability (i.e., Chargeability Outlook). Partner with Area Workforce Planning & Execution Lead/HR Service Delivery Lead, Services HR Partner Lead, and the business to produce insights on future workforce size and pyramid mix. Support adoption and enablement of all Workforce Planning systems and supporting tools/reporting for HR stakeholders in close coordination with the Area WP&E Leads.Workforce Insights: Examine, assess results, and analyze data to offer insights and data-driven recommendations for supply/demand-related processes and chargeability management. Provide this insight to Regional Leads (including chargeability modeling), encompassing General Managers (GMs), Operations, HR Leads, and the diverse business units (Practice, Solution Area, Practices). Leverage WFP-related reporting and other applicable enterprise reporting to assess talent metrics to draw data-driven inferences in collaboration and consultation with HR Leads, Talent Acquisition, and Practice Leads. Proactively anticipate and address skills shortages, excess capacity, and supply / demand imbalances before there is a negative impact to the businessEngagement and collaboration: Provide a centralized view and insights to the Regional HR Lead regarding the impacts on business performance around chargeability across various measures such as training, hiring, and more Liaise with HRBP leads to ensure the appropriate suppliers are on board that fit for our capability needs.Liaise with global planning teams, HR, Business Operations, and Finance on overall timelines, process and direction. Professional & Technical Skills: Strong organizational skills and attention to detail Excellent written and verbal communication skills Effective interpersonal skills i.e., ability to communicate information to various stakeholders across the business Collaborate effectively in a highly matrixed company to deliver results regionally Strong ability to provide insights to regional leadership Excellent data management and analysis skills Experience in program/project management and/or consulting Additional Information: Bachelors degree or equivalent combination of education and experience. Experience as a Business Analyst, Data Analyst or Delivery Management role would be considered favorably. Qualifications Experience: 15+ Years of experience Educational Qualification: Bachelors and/or Postgraduate in any field.

About the company: Infinx Healthcare is a leading technology enabled intelligent payment lifecycle solutions provider for hospitals, health systems and physician groups USA. From our artificial intelligence-driven Prior Authorization Software, which streamlines preauthorization workflows for hospitals, clinics, imaging centres, and laboratories to revenue cycle management solutions for various specialties, we focus on increasing revenue and improving patient satisfaction for our customers. We have been certified as a Great Place to Work by the Great Place To Work Institute. Website: https://www.infinx.com Position Summary: We are seeking an experienced Senior Manager of Workforce Management (WFM) to join Infinx. This role will be responsible for overseeing and optimizing staffing levels, ensuring service level agreements (SLAs) are met, and improving operational efficiency. You will collaborate closely with leadership across operations, finance, and HR to ensure that workforce plans align with business objectives and performance metrics. Key Responsibilities: Workforce Planning & Forecasting Develop and implement short- and long-term workforce management strategies based on business needs and volume forecasts in RCM processes. Analyze historical trends, seasonality, and other factors to accurately forecast staffing requirements. Ensure optimal resource allocation to meet the demands of various departments (e.g., coding, billing, AR management). 2. Staff Scheduling & Optimization Manage day-to-day scheduling to ensure that adequate resources are in place to meet service-level objectives. Optimize schedules, shift patterns, and breaks to maximize employee productivity while minimizing costs. Continuously monitor real-time performance and adjust schedules as needed to respond to fluctuations in volume and operational needs. 3. Performance Monitoring & Reporting Develop and maintain key performance indicators (KPIs) and dashboards for tracking workforce performance. Monitor employee productivity, service levels, and adherence to schedules and provide actionable insights to leadership. Prepare and present detailed reports on workforce efficiency, utilization, and performance to senior leadership. 4. Process Improvement & Optimization Identify opportunities to streamline WFM processes and reduce inefficiencies. Work closely with operational teams to implement best practices and continuously improve WFM operations. Lead initiatives for automation and technology implementation to improve workforce scheduling, forecasting, and performance tracking. 5. Cross-Functional Collaboration Partner with operations, finance, and HR teams to ensure effective staffing strategies and alignment with company goals. Liaise with the recruiting team to ensure adequate staffing levels and quick resolution of workforce gaps. Provide guidance to team leaders on workforce management practices and help resolve any resource-related issues. 6. Employee Engagement & Development Work with HR to ensure workforce engagement and retention through effective scheduling, workload management, and employee support. Participate in training and development initiatives to ensure WFM staff has the necessary tools and skills to excel. 7. Adherence to Compliance and Standards Ensure that all workforce management processes are compliant with company policies, industry standards, and regulatory requirements, especially in the healthcare and RCM sectors. Maintain up-to-date knowledge of healthcare regulations and RCM industry trends to adapt workforce strategies accordingly. Qualifications Education: Bachelors degree (Any Stream), Operations Management, RCM, or related field (masters degree preferred). Experience: 7+ years of experience in Workforce Management, with at least 3-5 years in a managerial role. Prior experience in Revenue Cycle Management (RCM) or healthcare operations is strongly preferred. Proven track record of managing large teams and optimizing workforce operations in a dynamic environment. Skills: Strong proficiency in workforce management software and Microsoft Excel. Excellent analytical and forecasting skills. Ability to manage multiple priorities and meet tight deadlines. Strong communication and interpersonal skills, with the ability to collaborate with cross-functional teams. In-depth understanding of SLAs, KPIs, and workforce optimization techniques. Other Requirements: Strong leadership skills with a focus on team development and performance management. Problem-solving abilities with a keen eye for detail. Ability to thrive in a fast-paced, ever-changing environment.

Act as an HR Business Partner (HRBP) for Talent Acquisition (TA), strategizing recruitment efforts, workforce planning, and talent retention.

The People Partnering team at Tide plays a pivotal role in driving business success by acting as strategic advisors and coaches to leaders at all levels. We provide expert guidance on organisational design, talent development, employee relations, and engagement, ensuring a positive and high-performance culture. Embedded within the business, we use data-driven insights to shape policies, pre-empt workforce challenges, and lead high-impact initiatives that enable Tideans to do work they love. As a Lead People Partner, you ll be : Acting as a strategic partner and advisor to several SVP and VP leaders within Tide s Product and Engineering division, providing expert guidance on organisational design, workforce planning, performance management, and employee relations. Leading, mentoring, and developing a team of People Partners, ensuring they are equipped to support leaders and teams across various departments, while fostering a culture of collaboration, learning, and continuous improvement. Ensuring compliance with local labour laws, managing cross-border transfers, and adapting HR policies and programs to fit local cultural contexts. Handling complex employee relations issues for your region and business units, including sensitive matters that may have a significant impact on the business. Using data to support everyday people partnering decisions and present data insights to senior stakeholders. Partnering with leaders and managers to improve employee engagement and satisfaction including analysing survey results and implementing action plans to address areas of concern. Developing plans for talent development and retention through workforce planning, performance management, and career development. Advising leaders on the organisational design and succession planning for their teams. Influencing change management by equipping leaders with effective people management tools. Serving as an ambassador for all DEI initiatives ensuring diversity and inclusion are at the forefront of all discussions, especially those related to performance, engagement, retention, career development. Upholding and promoting the values of Tide in all interactions and decisions. WHAT WE ARE LOOKING FOR Progressive HR experience, including direct partnership with VPs/ SVPs. Experience leading HR within Technology departments. Experience with line management of People Partners. Good understanding of global HR practices and employment laws, particularly in India and various European countries. Strong client focus with outstanding judgement, critical thinking and analytical skills. Strong business acumen and the ability to align HR strategies with business goals. Exceptional leadership, communication, and interpersonal skills. Demonstrated ability to drive change at pace and foster a positive organisational culture. WHAT YOU WILL GET IN RETURN Self Family Health Insurance Term Life Insurance OPD Benefits Mental wellbeing through Plumm Learning Development Budget WFH Setup allowance 15 days of Privilege leaves 12 days of Casual leaves 12 days of Sick leaves 3 paid days off for volunteering or LD activities Stock Options

Role: Manager: Talent Management & Projects (Individual contributor role) Location: Gurugram Work Mode: WFO (All 5 days Mandatory) Min. qualification: MBA in HR (regular) Experience: Min. 10 years of experience in HR, with min. 4 to 5 years of experience in Talent Management. Job description The Talent Management specialist will help drive IndiGo's values and philosophy through talent management activities that are strategically linked to the organizations mission and vision. We are invested in having world-class talent development, training, and talent management programs. The talent management specialist will support the design and implementation of talent management programs that drive company values, increase employee engagement, and accelerate performance to deliver business results. Talent programs include performance management, succession planning, talent reviews, career development, career pathing and other strategic projects. The talent management specialist will execute and measure effectiveness of talent programs; partner and collaborate with respective stakeholders to develop, communicate, and implement programs and processes. Primary responsibilities : (other duties may be assigned) Develop, implement, and oversee HR strategic initiatives, ensuring alignment with the company's mission, vision, and values. Prepare and deliver regular project status reports to senior leadership, highlighting key milestones, risks, and achievements. Responsible for developing and implementing talent management strategies and programs that align with business objectives and support talent acquisition, retention and development. Manage employee performance management process, which includes goal setting, performance evaluation and talent councils. Identify training and development requirements to enhance the skills and capabilities of the workforce and develop high-potential employees. Developing and implementing succession planning strategies to ensure a pipeline of qualified internal candidates for critical roles. Prioritize, develop and implement diversity and inclusion initiatives to create a more inclusive and equitable workplace. Analyze talent data to identify trends, gaps and opportunities for improvement. Define & support collection of relevant data for meaningful analysis (attrition, Workforce, R&R and performance, dashboards, etc.)

Role & responsibilities HR Business Partnership Act as a trusted HR advisor to business leaders and managers, providing insights on HR trends and best practices to align talent strategies with business objectives. 2. Recruitment and Talent Acquisition Lead the recruitment process for IT and staff augmentation roles, including sourcing, screening, interviewing, and hiring candidates for client and internal positions. 3. Workforce Planning and Staff Augmentation Support Collaborate with senior leadership and department heads to forecast staffing needs and support strategic hiring initiatives for client projects in the staff augmentation space. 4. Employee Development and Retention Lead employee development initiatives, providing coaching, mentoring, and training opportunities to improve employee skills and career development. 5. Compliance and Policy Management Ensure compliance with labor laws, company policies, and industry regulations (e.g., IT staffing regulations). Preferred candidate profile We are looking for experience in HR, with at least 4 years in an HR business partner or recruitment role, ideally in the IT staff augmentation sectors. In-depth knowledge of the IT industry, including common technical roles, recruiting strategies, and staffing solutions. Perks and benefits Competitive salary based on experience. Generous paid time off and holiday leave. Career development opportunities and training programs

Internal Firm Services Industry/Sector Management Level Associate & Summary At PwC, our people in people strategy focus on developing and implementing longterm strategies to align the organisations human capital with its overall business objectives. This involves analysing workforce trends, applying the latest HR strategy, longterm workforce planning and improving overall employee experience. In business partnering at PwC, you will focus on strategic consulting with business stakeholders, advising on people strategies, policies and programmes to achieve current and future business objectives and overcome people related challenges. You will work collaboratively with the wider HR team to shape the Firm s people strategy and priorities based on their understanding of the business as well as influence the business alignment with and adoption of firmwide direction. Why PWC At PwC, you will be part of a vibrant community of solvers that leads with trust and creates distinctive outcomes for our clients and communities. This purposeled and valuesdriven work, powered by technology in an environment that drives innovation, will enable you to make a tangible impact in the real world. We reward your contributions, support your wellbeing, and offer inclusive benefits, flexibility programmes and mentorship that will help you thrive in work and life. Together, we grow, learn, care, collaborate, and create a future of infinite experiences for each other. Learn more about us . & Summary A career in Human Resources, within Internal Firm Services, will provide you with the opportunity to make a difference at PwC by helping to fully leverage the skills and talents of all our people. You ll focus on helping the local offices in driving the Firm s people strategy, creating a unique people experience for each individual, and supporting our Firm wide values by working with the core competencies that measure and drive individual and Firm wide success in the marketplace. Collaborate with BU / HC leadership to act on the changing needs and priorities of business and develop an appropriate HR strategy to meet business objectives Proactively discuss and propose new HR initiatives, policies, and processes to the Competency leaders in consultation with the BU HC leader and the HC sub teams Identify critical positions for the Competency to develop successionplans for the same Deploy the Performance management agenda for respective BU including setting performance goals, administering appraisal process, appraisal results, handle employee queries etc. and contribute towards maintaining a performance driven culture Provide advice and recommendations to business on employee performance plan including measures, desired results, and standards Lead the year end moderation discussions for employee appraisal process to ensure the reviews are conducted in a nondiscriminatory manner and the employee rating and promotions are fair Programs manage the annual compensation review for the Sub SBU (Competency) in collaboration with the Total Rewards CoE and ensure that implementation of a cohesive market driven compensation philosophy Guide and coach managers on conducting performance coaching discussions for their subordinates and ensure consistency in the performance process within location/ SBU wise Implement and roll out process/ policies/ plans and initiatives whilst managing and promoting them with the support of the Competency leader and HC sub teams Implement and execute special HC projects within the business in conjunction with the business leader Manage exit interviews and support the business in analyzing the data and provide innovative solutions to improve retention rates Manage sensitive employee relation cases in compliance to stipulated procedure outlined by OGC Mandatory skill sets Performance management, grievance handling, employee engagement, end to end employee life cycle Preferred skill sets Human resource, one on one connects, resource management, attrition & exit management Years of experience required 4+ years Education qualification B.Com, BBA, MBA, PGDM, M.Com Education (if blank, degree and/or field of study not specified) Degrees/Field of Study required Master of Business Administration, Bachelor of Commerce, Bachelor in Business Administration Degrees/Field of Study preferred Certifications (if blank, certifications not specified) Required Skills Business Partnerships, Employee Lifecycle Optional Skills Accepting Feedback, Accepting Feedback, Active Listening, Business Partnering, Business Transformation, Career Development, Change Management, CoCreation, Communication, Data Analytics, DataDriven Decision Making (DIDM), DataDriven Insights, Emotional Regulation, Empathy, Employee Experience, Employee Life Cycle, Executive Negotiation, Human Capital Initiatives, Human Resources (HR) Coaching, Human Resources (HR) Metrics, Human Resources (HR) Policies, Human Resources (HR) Service Delivery, Human Resources (HR) Technology Roadmap, Human Resources (HR) Technology Solution Architecture, Human Resources (HR) Transformation {+ 22 more} Travel Requirements Available for Work Visa Sponsorship? Government Clearance Required?

About the Role: Grade Level (for internal use): 10 The Team: Join our dynamic and collaborative Private Markets Product Development team at S&P Global Market Intelligence. In this close-knit team, youll receive direct support from experienced senior members, fostering your professional growth and development. Your role will involve analyzing data & product gaps within our portfolio, collaborating with cross-functional teams, and play an integral part in shaping our product roadmap and strategy. Job Description: In this role, you will take an active part in creating innovative products and enhancements for our desktop and feed solutions tailored to Private Markets clients. You will manage high-profile projects within an agile framework, collaborating with cross-functional teams to align on the product vision and design workflows that address client needs. Additionally, you will analyze client feedback to shape product roadmaps and work with stakeholders to develop new feature enhancements, ensuring they meet the evolving demands of our Private Markets clients. Key Responsibilities: Product Management Expertise : Possess a deep understanding of developing web-based and data feed applications within an agile framework. Collaborative Development : Collaborate effectively with team members across technology, data, and product/business development teams to drive product development goals. Voice of the Customer : Partner with data and technology stakeholders to ensure that requirements, features, and user stories are aligned with both business objectives and client needs. Client-Centric Design : Design intuitive desktop features and workflows that directly address client requirements and enhance user experience. Ensure Product Quality : Actively participate in QA efforts, considering both technical specifications and client perspectives. Go-to-Market Support : Provide support for internal and external go-to-market activities associated with each product release, ensuring a successful launch. Data-Driven Analysis : Analyze usage patterns and client feedback to synthesize requirements and shape the product roadmap across the private capital ecosystem, including funds, transactions, and private company profiles. Market Research : Conduct thorough market research to remain informed about industry competitors and trends, driving strategic decision-making. Minimum Requirements Knowledge of private markets Digital product design sensibility Bachelors degree or equivalent experience; Degree in Finance, Computer Science, or Engineering or advanced degree preferred 5+ Years in the financial service industry

About the Role: Grade Level (for internal use): 10 The Team: Join our dynamic and collaborative Private Markets Product Development team at S&P Global Market Intelligence. In this close-knit team, youll receive direct support from experienced senior members, fostering your professional growth and development. Your role will involve analyzing data & product gaps within our portfolio, collaborating with cross-functional teams, and play an integral part in shaping our product roadmap and strategy. The Impact: In this role as a Frontend Product Owner, you will play a key role in driving the development of innovative products and enhancements on S&P Global Market Intelligence s flagship desktop product, Capital IQ Pro, for our Private Markets clients. You will manage high-profile projects within an agile framework, working collaboratively with your scrum team as well as with cross-functional teams to ensure alignment on the product vision and end client needs. Additionally, you will analyze client feedback to facilitate backlog prioritization to ensure that we are building products that are in line with the evolving demands of our Private Market clients. Key Responsibilities: Product Management Expertise : Possess a deep understanding of developing front-end web-based applications within an agile framework. Product Vision : Partner with data and product feature owners to ensure that requirements, user stories, and prioritization are aligned with both business objectives and client needs. Collaborative Development : Collaborate effectively with team members within the scrum team as well as across technology, data, UI/UX, and product/business development teams to drive product development goals. Client-Centric Design: Design intuitive desktop features and workflows that directly address client requirements and enhance user experience. User Stories Creation : Write clear and concise user stories that capture functional requirements and acceptance criteria for the scrum team Ensure Product Quality : Actively participate in QA efforts, considering both technical specifications and client perspectives. Go-to-Market Support : Provide support for internal and external go-to-market activities associated with each product release, ensuring a successful launch. Data-Driven Analysis : Analyze usage patterns and client feedback to align product backlog with product gaps and client needs Minimum Requirements Strong knowledge of private markets Digital product design sensibility Bachelors degree or equivalent experience; Degree in Finance, Computer Science, or Engineering or advanced degree preferred 5+ Years in the financial service industry