148 Competency Mapping Jobs - Page 3

Job Description Role: Lead- Human Resource Business Partner Location: Gurugram Work mode: Hybrid About the Opportunity: This is an exciting role within an international work environment where you will be working alongside peers from different geographies. This role is front end role, and you will thrive in it if you enjoy solving problems and truly partnering with business leaders and team members at all levels. You will be the people and culture partner for a set of line of business. HR Business Partnering is a way to partner with business leaders to achieve short-term and long-term goals of the unit by advising on people practices. The role frontends all people process and collaborates with other people functions to deliver solutions to any people issues and work towards increasing the overall service level and people experience. The role is of an advisor, consultant, enabler, and partner and will cover all generalist aspects of people (HR) function, including but not limited to, team member relations, grievance management, talent management/succession planning and supporting day-to-day people matters as well as on-going process improvement. What you'll be doing: Strategic Leadership: • Partnering with leadership to develop and implement HR strategies that align with the long-term goals. • Acting as a trusted advisor on strategic planning and business transformation projects and all people matters Talent Strategy and Development: • Overseeing the development and execution of comprehensive talent management programs, including succession planning, and high-potential employee programs. • Driving initiatives to build a diverse and inclusive workforce. • Designing and implementing organizational development interventions to enhance organizational effectiveness and employee engagement. • Conducting organizational assessments and diagnostics to identify areas for improvement. Employee Relations and Culture: • Cultivating a strong organizational culture that aligns with the company's values and mission. • Conducting skip connects with 3A & above. • Managing complex and high-risk employee relations issues, including executive-level conflict resolution. • Leading initiatives to enhance employee engagement and satisfaction. HR Metrics and Analytics: • Utilizing advanced HR analytics to provide strategic insights and drive data-driven decision-making. • Monitoring and analyzing key HR metrics to evaluate the effectiveness of HR programs and initiatives. • Reporting on HR performance to the executive team and recommending improvements. Leadership and Team Management: • Leading and developing a high-performing HR team, providing mentorship and guidance. • Managing large-scale HR projects and ensuring successful implementation. • Promoting a culture of continuous learning and professional development within the HR team. Compliance and Risk Management: • Ensuring compliance aligned PAC roles and responsibilities. • Supporting HR audits and managing risks related to human capital. • Developing and implementing policies to mitigate HR-related risks. Qualification and Experience: 7+ years of experience in a similar role. Proven experience as an HRBP, preferably in the technology or Insurance background. Strong interpersonal and communication skills with the ability to build relationships at all levels of the organization. Good analytical skills with logical thinking approach & problem-solving attitude. Experience in Stakeholder management, Attrition Management, Grievances, Analytics & Strategic HR If interested share your cv at aishwarya@beanhr.com

Organizational Development (OD): Strategic Planning & Execution: Develop and implement organizational development strategies to improve efficiency, foster a positive culture, and align with business goals. Assess organizational structures and recommend improvements to enhance performance and employee satisfaction. Conduct organizational assessments, including culture, employee engagement, and leadership effectiveness, and use data to inform OD initiatives. Leadership Development: Design and implement leadership development programs to build managerial capacity and leadership skills across all levels. Identify high-potential employees and create individualized development plans to foster leadership growth. Employee Engagement & Culture Initiatives: Develop and execute strategies to improve employee engagement, morale, and retention. Promote and sustain a positive workplace culture by implementing initiatives that encourage collaboration, inclusion, and employee well-being. Change Management: Lead and manage organizational change initiatives, ensuring smooth transitions and effective communication throughout the process. Support leadership and employees during organizational restructuring, process changes, or mergers/acquisitions. Training and Development Programs: Design and oversee the implementation of training programs that support employee growth and enhance organizational capabilities. Identify skill gaps and propose learning and development solutions to address them. Performance Management System (PMS): PMS Design & Implementation: Oversee the development, implementation, and continuous improvement of the companys performance management system. Design and implement performance review processes, setting clear performance standards, key performance indicators (KPIs), and success metrics. Ensure that PMS aligns with business objectives and is integrated into the overall talent management strategy. Goal Setting & Alignment: Work with managers and employees to establish clear, measurable goals and objectives aligned with company priorities. Facilitate regular performance discussions to ensure continuous feedback, employee development, and goal alignment. Performance Appraisal Process: Manage the annual performance review process, ensuring it is fair, transparent, and consistent across the organization. Provide training and guidance to managers on how to conduct effective performance appraisals and give constructive feedback. Continuous Feedback & Coaching: Promote a culture of ongoing feedback, coaching, and development throughout the year, not just during performance reviews. Provide support and coaching to managers in handling performance issues and managing underperforming employees. Data Analysis & Reporting: Track, analyze, and report on performance trends, employee development, and engagement metrics. Use data-driven insights to continuously improve the effectiveness of the performance management system. Recognition and Rewards Programs: Develop and implement recognition and reward strategies to acknowledge and celebrate high performers. Ensure that reward programs are aligned with organizational values and performance expectations. Pls share your resume - Rajneesh@ardeeindustries.com

Key Responsibilities: Define strategies and Organizational Development (OD) interventions to transform organizational culture and improve employee satisfaction. Build strong relationships with People Managers to understand organizational challenges, growth plans, and to drive companys core values. Educate managers and employees on company policies and procedures, ensuring fair and consistent application. Develop, implement, and refine HR policies and strategies, ensuring alignment with organizational goals and compliance with internal policies. Prepare and present periodic HR MIS reports, providing insights and progress updates to senior management. Foster positive employee relations through regular engagement with employees, maintaining strong communication and addressing concerns effectively. Conduct one-on-one with the employees, exits interviews to understand employee concerns, Training & Development: Identify training needs through Gap Analysis in skill/competency matrices. Develop monthly, quarterly, half-yearly or annual training plans, coordinating with internal and external faculty to arrange necessary training sessions. Work closely with stakeholders and departmental heads to design employee learning plans, finalize training content/structure, and organize training programs. Performance Management System: Lead the execution of the performance appraisal cycle, ensuring all employees participate in target setting, interim evaluations (Mid-Term/Half-Yearly Review), self-evaluations, and final evaluations. Implement a 360 performance appraisal cycle and facilitate employee dialogue and feedback. Promote internal promotions and job rotations to reduce attrition and enhance employee engagement. QUALIFICATIONS, EXPERIENCE, & SKILLS: Qualified MBA/ PGDM-HR/MHRM professional with 3 to 5 years of experience. Strong Written and verbal communication skills strong interpersonal skills with ability to work with people at all levels of an organization Time and project management skills, including the ability to work on multiple projects at the same time Good Analytical Skills. Experience – 8yrs minimum

We are seeking an experienced and dynamic HR Manager to lead and oversee our human resource operations. The ideal candidate will have a strong background in recruitment, event management, and public interaction, along with excellent written and verbal communication skills. A go-getter attitude and the ability to thrive in a fast-paced, high-tech environment are essential. Key Responsibilities : Talent Acquisition & Recruitment : Develop and implement effective recruitment strategies to attract top talent. Work closely with department heads to understand hiring needs and align hiring plans accordingly. Employee Engagement & Retention : Drive employee engagement initiatives to foster a positive work culture. Develop retention strategies to reduce attrition and enhance job satisfaction. Event Organization & Public Interaction : Plan and manage company events, seminars, and team-building activities. Represent the company at HR events, industry conferences, and recruitment drives. HR Operations & Compliance : Manage HR policies, procedures, and compliance with labour laws. Oversee payroll, performance management, and employee benefits administration. Training & Development : Identify training needs and implement development programs for employees. Ensure continuous learning and upskilling initiatives within the organization. Stakeholder Management & Communication : Act as a bridge between management and employees to ensure smooth communication. Handle conflict resolution and foster a positive work environment. Key Skills & Attributes: Strong leadership and decision-making skills Excellent written and verbal communication Go-getter attitude with a proactive approach Experience in handling recruitment, events, and public interactions Strong organizational and interpersonal skills Ability to adapt to a fast-growing and technology-driven work environment If you are passionate about HR, enjoy working in an innovative and high-tech environment, and have a knack for people management, we would love to hear from you. Share your updated resume to sai.shruthi@hcrobo.com

HR Mapping & Deployment Manager (TFL - WS) To lead workforce planning, role mapping, and strategic deployment of human resources across business units, ensuring optimal alignment of talent with organizational needs, succession planning, and operational efficiency. Role & responsibilities: Design and implement role mapping frameworks aligned with organizational structure and job families. Conduct manpower planning exercises in coordination with business heads and functional leaders. Lead deployment strategies for new projects, expansions, and restructuring initiatives. Analyze skill gaps and recommend redeployment, upskilling, or hiring interventions. Maintain and update the organizations position control and headcount dashboards. Collaborate with Talent Acquisition, L&D, and Business HR for seamless workforce transitions. Ensure compliance with internal job grading, compensation bands, and approval workflows. Drive digitization of mapping and deployment processes. Support audits and internal reviews related to manpower deployment and organizational design. Preferred candidate profile: MBA / PGDM in Human Resources or Organizational Development 4 to 8 years of experience in HR operations, workforce planning, or org design Prior exposure to multi-location deployment is preferred

Looking for Immediate to 15 Days Joiner Role & responsibilities The position will focus on succession planning, leadership development, coaching and employee engagement. Develop, implement and address talent needs; make an effort to improve performance and promote the organization's culture. Design and implement career development strategies, tools and resources and help the organization respond to career and talent-related opportunities and demands. Preferred candidate profile • Creating definitions of talent for different talent pools • Devise talent strategy and develop interventions for those identified as talent • Designing succession and contingency frameworks, learning curriculum and development initiatives • Plan and Execute Talent Management programs to grow organizational capability through employee engagement, performance management and leadership development. • Support the execution of Succession Planning process. • Work with Senior leaders and facilitate the overall implementation of career mapping of high potentials as Successors.

Job Description - GLSP Purpose: To draft job description for each position to ensure the quality hiring of each personnel. DEPARTMENT: HR & Administration SKILLS/EXPERIENCE REQUIRED: POSITION: AM- HR MINIMUM QUALIFIFACTION: MBA in Human Resource Management/PGDHRM MINIMUM EXPERIENCE: Minimum 5- 6 Years of relevant experience TRAINING/CERTIFICATION: NA ROLES AND RESPONSIBILTIES: Execute internal recruitment for all levels as and when required: Sourcing candidates. Conducting assessment and technical interviews, Background & Document verification Performing all joining formalities like induction, Documentation, Office supplies etc Performance Management System: Establishing, setting goals and targets for team members in coordination with department heads, facilitating performance assessment, facilitating rewards and recognitions. Leave management and attendance tracking Planning and executing employee welfare activities and other office events. Ensuring smooth exit of an employee along with exit interviews with full & final settlement. IMS, BSC, WELL Compliances: Process owner, Documentation and Assisting in external auditing. Assisting management in documentation, Follow ups and process implementation work. Drafting and managing all type of company documents like Manuals, Department SOPs, forms, Records, company client communication. Ensuring all staff benefits like Health insurance, Internet plans, Mobile, IT assets etc Incident investigation: Own and analyze incidents when they occur. Identify the root cause and ensure mitigation steps are taken. Ensure additional steps are taken to prevent the same Ensure OHS Related aspects Knowledge on energy management system. Contact Details : 8921174281/ 9538003766

Lead Performance Management Location: Visakhapatnam Industry: Electronics & Industrial Automation Department: Human Resources Reporting To: Managing Director (MD) and Vice President (VP) – Dual Reporting Job Purpose: To lead and institutionalize a performance-driven culture across the organization through strategic implementation of the Performance Management System (PMS), including Balanced Scorecard (BSC) methodology. This role ensures performance alignment with business goals and provides data-driven insights to the MD and VP. Key Responsibilities: Strategic Performance Management Design and manage the end-to-end PMS for the organization. Act as a strategic advisor to the MD and VP to align business and people performance. Institutionalize Balanced Scorecard (BSC) to measure performance across Financial, Customer, Internal Process, and Learning & Growth perspectives. Balanced Scorecard (BSC) Framework Develop BSC-based scorecards at organization, department, and individual levels. Define SMART KPIs across all four BSC dimensions: - Financial: Revenue per employee, cost reduction initiatives. - Customer: Client satisfaction scores, project delivery metrics. - Internal Processes: Operational efficiency, compliance adherence. - Learning & Growth: Training hours, innovation participation, succession readiness. Generate dashboards and BSC reviews for strategic decision-making by MD and VP. Appraisal and Review Management Lead annual and mid-year performance review cycles. Drive calibration and moderation processes across departments. Ensure objectivity, consistency, and linkage of performance to rewards. Goal Setting & KPI Cascading Work with functional heads to set and align KRAs/KPIs based on the BSC. Ensure cascading of goals from corporate to individual levels through a structured process. Data Analysis & Reporting Provide monthly and quarterly MIS on performance metrics. Analyze performance data to identify trends, gaps, and improvement opportunities. Employee Development & Talent Decisions Partner with L&D to link performance outcomes to training and development. Enable succession planning, HiPo identification, and role readiness mapping using BSC insights. Automation & Process Improvement Leverage HRMS tools (e.g., SuccessFactors, Darwinbox) to digitize and track performance. Continuously improve PMS and BSC processes using industry benchmarks and internal feedback. Key Requirements: Education: MBA/PGDM in HR or equivalent from a reputed institute. Experience: 8–12 years in HR with a strong focus on Performance Management and Balanced Scorecard implementation. Industry Preference: Electronics, Industrial Automation, Engineering, or Manufacturing. Technical Skills: Proficiency in BSC, PMS modules of HRMS systems, Excel, analytics, and dashboard tools. Behavioral Competencies: - Strategic thinking and execution capability. - Strong communication and stakeholder engagement skills. - Ability to manage dual reporting and multiple business expectations. Preferred Attributes: Demonstrated experience in deploying BSC in a manufacturing or engineering environment. • Strong analytical skills to interpret performance data for leadership use. • Comfortable working in matrix organizations with cross-functional dependencies.

Role & responsibilities : 1. HR Policy Design & Compliance Design, review, and update HR policies in line with legal requirements and business strategy. Ensure consistent communication, understanding, and implementation of policies across the organization. Establish governance mechanisms and compliance frameworks in HR operations. 2. Job Description Writing Collaborate with department heads to draft, update, and maintain JD templates. Ensure role clarity, competency alignment, and standardization across functions. Maintain a centralized repository of all JDs. 3. HRMS Implementation & Administration Oversee the rollout and maintenance of the HRMS (e.g., employee data, onboarding, payroll, leave & attendance). Coordinate with vendors/IT for system upgrades and issue resolution. Train internal teams on HRMS usage and reporting capabilities. 4. Succession Planning framework Responsible for designing and implementing succession planning strategies across critical roles to ensure leadership continuity. Collaborates with business leaders to identify high-potential talent and create development roadmaps. 5. Performance Management & Goal Setting Drives talent assessments, maintains succession pipelines, and supports long-term organizational capability building. Drive the end-to-end performance management process ensuring timely goal setting, reviews, and feedback cycles. Align individual and team goals with organizational objectives to foster accountability and business impact. Partner with leadership to build a performance-driven culture through tools, training, and continuous improvement. 6. Compensation Benchmarking Conduct salary benchmarking and compensation surveys against industry standards. Recommend salary revisions, pay bands, and reward structures to attract and retain talent. Support the annual budgeting and increment planning process.

Responsible for Learning Development, PMS, OD, generalist HR role in Plant & report to Plant HR Head. Required Candidate profile MBA - HR with 8+ Yrs of experience in manufacturing units. must have sound experience in PMS, Learning & Development, OD,

Collaborate with HRs to analyze trends and metrics for developing effective policies & programs. Design attractive compensation and benefits packages. Ensure compliance with labor laws, manage legal risks, and support a legally sound HR environment Required Candidate profile Must have experience in EPC/Oil & Gas/Energy/Petroleum projects. Expertise in developing HR strategies, policies, and practices. Strong engagement and collaboration with department heads. Perks and benefits Accommodation + Highest salary + Bonuses + Canteen

Job Summary: We are seeking a dynamic and experienced HR Manager to lead and enhance our Performance Management System (PMS) processes. The ideal candidate will have a proven track record of successfully implementing and managing PMS frameworks, combined with solid exposure to recruitment in a fast-paced environment. PMS HR Manager focuses on improving the overall effectiveness and health for group companies by implementing strategies to enhance employee performance, workplace culture, and organizational structures. Key Responsibilities: Performance Management • Design, implement, and manage end-to-end PMS processes tailored for a real estate organization. • Drive adoption and effective usage of PMS tools/software across the company. • Facilitate goal setting, mid-year, and annual reviews, ensuring alignment with business objectives. • Train managers and employees on PMS best practices, feedback mechanisms, and performance conversations. • Analyse PMS data to provide insights for talent development, succession planning, and rewards e.g. employee of the quarter. • Continuously review and improve PMS policies in line with industry standards and organisational goals. Core Responsibilities: 1. Organizational Development Strategy: Develop and implement OD strategies that align with the organization's goals and objectives. Work with leadership to identify areas for improvement in organizational processes, structure, and workforce capabilities. Foster a positive and engaging workplace culture that supports growth and development. 2. Performance Management: Design and manage performance management processes to ensure continuous employee feedback and development. Collaborate with managers to set performance goals and provide guidance on employee evaluations. Monitor and enhance employee productivity and engagement. 3. Leadership Development: Design and facilitate leadership development programs aimed at equipping managers with the skills needed to lead teams effectively. Identify high-potential employees for future leadership roles and develop tailored growth plans for them. 4. Collaboration with Stakeholders: Work closely with business leaders, department heads, and HR teams to align OD initiatives with business needs. Act as a consultant to different departments regarding team dynamics, organizational issues, and employee development. 5. HR Expertise: Deep understanding of HR functions, including talent management, performance management, and employee development.

Role & responsibilities Conduct training needs assessments across the group companies to identify current and future skills gaps. Design, develop, and implement training programs, workshops to improve the efficiency of blue-collar employees Oversee onboarding programs for new employees to ensure consistent and effective integration. Evaluate the effectiveness of training programs through feedback, return on investment, assessments, and performance metrics. Collaborate with department leaders to support team-specific learning objectives. Manage the training budget and select appropriate training vendors or platforms as needed. Develop career development paths and succession planning initiatives. Maintain knowledge of industry trends and best practices in learning and development. Ensure compliance with all training-related regulations and standards. Create and maintain documentation, training calendars, and learning management systems (LMS). Preferred candidate profile

Talent acquisition & onboarding Payroll processing by the first of month Performance management framework& process KRA Setting, Performance Review Build robust employee engagement strategy including employee communication, grievance Conceptualize RR

Key Responsibilities: Leadership & Culture Programs Design, manage, and execute Leadership Development and Wellbeing programs across all organizational levels. Lead cultural transformation efforts through flagship initiatives managing the end-to-end process from ideation to execution. Facilitate leadership connects and drive programs that foster transparency, alignment, and inspiration across teams. Program & Vendor Management Liaise with internal stakeholders and external vendors to conceptualize and deliver high-impact people programs. Drive vendor negotiations and maintain long-term relationships with partners to ensure cost-effectiveness and quality delivery. Surveys & Data-Driven Insights Design and administer surveys (Onboarding, Pulse, Exit, etc.), analyze findings, and implement action-oriented interventions. Lead the organizations efforts toward becoming a Great Place to Work, managing all activities from diagnostics to certification. Policy & Process Excellence Drive policy revisions and change management initiatives to align with evolving organizational needs. Oversee induction programs, ensuring new hires are integrated seamlessly into the company culture. Employee Engagement & Communication Champion Employee Connect initiatives both one-on-one and team-based to nurture engagement and build trust. Collaborate across HR COEs to integrate employee feedback into organizational strategy and action plans. Preferred Qualifications: 8+ years of experience in HR roles with exposure to OD, Engagement and Talent Development. Experience managing cross-functional HR initiatives and working closely with senior leadership. Proficiency in survey tools, data analysis, and HRIS systems.

JOB PURPOSE : Responsible for supporting the Talent Management function and contributing to various HR initiatives 1. To Design Training Calendar Monthly/Half Yearly/Yearly Basis 2. Support employee training and development programs, including logistics and coordination. 3. To identify TNI with the help of PMS,360 Degree, Competency Mapping and Gapping Exercises 4. Help maintain and update talent management records and employee personal files as per defined guidelines. 5. Coordinate with managers and team leaders to support performance management processes. 6. Assist in conducting employee engagement surveys and follow-up activities. 7. Support the planning and execution of company events and recognition programs. 8. To be responsible for Data management & analytics related to Talent management. 9 To design management reviews on monthly basis Preferred candidate profile * Effective Communication Skills * Positive attitude and a growth mind-set * Must be Enthusiastic self-starter * Analytical and problem-solving skills * MS Office HR Contact Monika Gaud monika.gaud@rsplgroup.com This position is with HCD Vertical. Office Time: 10:00 am to 6:30 pm Working Days : Monday to Friday

Job Description Job Location: Mysuru (WFO) No of Position: 2 L&D Strategy and Framework Design a L&D framework for the organization, by level and function, based on the competency framework designed for the organization Work with ER and Business Leaders to create career maps for employees across functions Design appropriate learning interventions for different segments of the company, based on level and function Continuous learning and training needs analysis to feed and tweak the L&D Framework as required Manage the L&D Budget, leverage available open source / free learning platforms where possible. Implementation of the L&D Framework Create Training Calendar for the quarter based on the L&D Framework Ensure implementation of the Training Calendar Design training interventions for agents / executives, mid-management Work with VP HR to design learning interventions for senior leadership Reports Executive Dashboard on training conducted, attendance, feedback and other relevant L&D metrics as required by the company Work with business leaders to evaluate and report training efficiency Team Management Lead and manage the L&D Team Provide coaching, mentoring and guidance as required Ensure work is assigned and distributed fairly within the team Ensure that performance standards are met by the team, manage performance wherever required Qualification Post Graduation with a specialization in HR, with a minimum or 10+ years experience in corporate L&D in the IT/ITES sector Interested candidates please apply and share your resume to 6374744958 (Available on WhatsApp) Regards Bhuvaneswari Assistant Manager - TA

Duties & Responsibilities Develop and implement processes, programs and systems in support of talent management strategy ensuring superior employee experience, effectiveness, and efficiency. Develop, Design, maintain and implement academic and non academic resources related policies and policy documents, in alignment with Institutions strategy, regional requirements and regulatory adherence. Devise communication, training strategies and resources to ensure awareness of the policies. To provide hr support to various programs in academic functions in hiring faculty members, developing and implementing hr policies, compensation practices and reward and recognition. To strengthen academic and non-academic resources pool and supporting in building a diverse workforce & creating a high-performance culture. Provide design, delivery, and integrated approach for all mid-year and year-end performance management programs (goal-setting, performance appraisal, promotion, etc. Manages the development, implementation and administration of compensation programs. Designs creative solutions to specific compensation-related programs and incentive plans. Oversees the participation in salary surveys and monitors salary survey data to ensure corporate compensation objectives are achieved. Ensures compliance with state and local compensation laws and regulations. Driving workforce transformation and diversity through Talent interventions and programs. Design, develop and implement reward and recognition programs for academic and non academic resources.

We are looking for a dynamic and enthusiastic Sr. Executive / Asst. Manager Training & Development to join our HR team. The ideal candidate will be responsible for planning, coordinating, and executing employee development programs that enhance productivity, performance, and engagement across the organization. Role & responsibilities 1. Good knowledge in organising Training & Development 2. Expert in Designing and implementing learning strategies 3. Managing training programs 4. Excellent verbal and written communication skills, Strong presentation skills. 5. Works effectively as a team member with other members of management and the HR staff. 6. Adept with a variety of multimedia training platforms and methods. 7. Proficient in Microsoft Office Preferred candidate profile MBA or Related field Proficiency in MS Office and training assessment tools Strong communication, presentation, and stakeholder management skills Energetic, creative, and passionate about employee development

General Responsibilities Compliance: Adhere to and comply with Organization Regulations and Administrative Policies. Patient Care Standards: Adhere to and comply with policies and procedures related to patient care, infection control, patient safety, and accreditation standards. Nursing Resource Management Forecasting & Planning: Assist the Nursing Superintendent in forecasting, planning, and budgeting nursing resources. Skill Matrix & Contingency: Plan skill matrix and contingency plans for the nursing department in coordination with nursing managers and under the guidance of the Nursing Superintendent. Competency Management: Assist the Nursing Superintendent in establishing processes for competency requirements and mapping. Collaborative Responsibilities Communication: Communicate all necessary information to all stakeholders (healthcare team and HOD of the department) in a timely and constructive manner. Team Meetings: Conduct regular meetings with all nursing managers to discuss and follow up on work results, ensuring safe and effective care delivery. Daily Rounds: Conduct daily nursing rounds to ensure proper patient care delivery processes from staff posted in various departments. Quality Management Documentation: Establish processes and protocols to ensure patient care documentation is completed as per policies and standards. Patient Safety: Follow international patient safety goals. Incident Reporting: Report all near misses, sentinel events, and any other incidents. Interdisciplinary Contribution: Attend and contribute to interdisciplinary meetings and the provision of patient care. Policy Compliance: Establish processes to ensure compliance with all policies and procedures for medication management, especially for High Alert Medicines, LASA (Look-Alike, Sound-Alike), and Narcotics. Privacy & Confidentiality: Ensure there is provision to always maintain patient privacy and confidentiality of information and records. Performance Monitoring: Monitor clinical and other established performance indicators to ensure ongoing quality improvement. Care Evaluation: Evaluate the quality and appropriateness of care and assess the impact of nursing interventions as appropriate. Clinical Audit: Guide and assist the staff to undertake Clinical / Nursing audits as required. Record Audit: Conduct regular audits of patient care records to ensure appropriateness, completeness, and execution of orders. Policy Development: Assist nursing leaders in developing policies and procedures for the department. Corrective & Preventive Actions: Plan and ensure implementation of corrective and preventive actions based on event findings or investigations. Work Environment Management Teamwork: Enhance the working environment through teamwork and mutual respect for others. Conflict Resolution: Resolve conflicts and staff problems/issues and make decisions utilizing critical thinking. Safety & Cleanliness: Maintain a safe and clean working environment for all clinical areas. Inventory Management Oversight: Oversee the inventory management of the clinical areas managed by the nursing department. Equipment Monitoring: Monitor all medical equipment in the clinical areas and inform the clinical engineering team whenever required. Training and Development Training Plan Adherence: Ensure ongoing training plans are followed as per the defined training policy and organization requirements. Knowledge Upgrade: Upgrade knowledge as per current clinical evidence. Participation: Participate and contribute to scheduled in-service training programs like ACLS, BLS, PALS, NALS (if applicable), CNEs, conferences, etc. Preferred Candidate Profile Candidate must have a minimum of 5 years of experience in the Oncology Vertical

A Vice President of Human Resources (VP HR) is the responsible for leading and overseeing all aspects of an organisation's human resources function, including developing and executing strategic HR plans, managing talent acquisition, employee relations, compensation and benefits, training and development, ensuring compliance with lobar laws, and advising executive leadership on workforce strategies to align with company goals .

Responsibilities: Prefrence Serving notice period, immediate joiner . Lead HR strategy & policy formation Implement performance appraisals & PMS Develop manpower plans & budgets Oversee competency mapping & succession planning Ensure compliance with HR policies & KRAs Department: Human Resources – R&D Experience: 12+ years in HR, preferably with exposure to R&D/Engineering Education: MBA/PGDM in HR or equivalent Job Summary: The R&D HR Business Partner will serve as the strategic HR interface for the R&D team , The role involves talent acquisition, performance management, capability building, employee engagement, and aligning HR strategies with R&D objectives to foster innovation and engineering excellence. Key Responsibilities: 1. Talent Acquisition & Onboarding: Collaborate with R&D leaders to understand manpower requirements. Drive end-to-end recruitment for technical and R&D roles (Design, Testing, Validation, Simulation, etc.). Ensure smooth onboarding and early integration of new R&D hires. 2. Performance & Capability Development: Coordinate annual and mid-year performance reviews. Partner with R&D heads to identify training needs and technical upskilling areas. Implement IDPs (Individual Development Plans) for engineers and technocrats. 3. Employee Engagement & Retention: Conduct regular HR connect sessions with R&D employees. Address employee grievances and implement retention initiatives specific to technical talent. Drive rewards & recognition programs for innovation and design excellence. 4. Workforce Planning & Organization Development: Support R&D org design and restructuring based on project phases (Platform development, Vehicle Integration, Product Validation, etc.). Monitor headcount, internal transfers, and succession planning. 5. Compliance & HR Operations: Ensure adherence to labor laws, internal policies, and audit requirements within the R&D function. Maintain accurate HR MIS and analytics for R&D manpower. Skills Required: Strong understanding of engineering/R&D functions in automotive/agri-machinery industry. Excellent interpersonal and influencing skills. Proficiency in MS Excel, HRMS tools, and recruitment platforms. Knowledge of organizational development practices. Preferred Background: Experience in an HR role supporting R&D/Engineering/Technical functions. Exposure to tractor, Automotive, Construction/agricultural machinery or automotive OEM/Tier-1 companies is a plus.

Designation: Talent Management Manager Location: Mumbai, Maharashtra, India Department: Human Resources Reports To: CHRO Role Overview The Talent Management Manager is responsible for developing and executing strategies to attract, develop, and retain top talent within the organization. This role involves performance management, employee development, and succession planning to ensure alignment with the company's goals and objectives. Key Responsibilities Performance Management: Implement performance management systems, including setting objectives, conducting evaluations, and providing feedback. KRA setting: Design and deliver the KRA for all the roles in the organisation Compensation & Benefits: To conduct market benchmarking for C&B and work on variable pay framework for the employees. Employee Development: Creating and implementing training programs, mentorship initiatives, and other development opportunities to enhance employee skills and performance Succession Planning: Identify and develop internal candidates for key positions to ensure leadership continuity. Retention Strategies: Developing and implementing strategies to retain top performers, such as compensation and benefits programs, employee engagement initiatives, and career path planning. Qualifications Education: Bachelors degree in Human Resources, Business Administration, or a related field. Experience: Minimum of 8 years in talent management or HR roles, with at least 2 years in a managerial capacity. Skills Strong leadership and interpersonal skills: Excellent communication and presentation skills: Deep understanding of talent management principles and best practices: Analytical and problem-solving skills: Project management skills: Knowledge of employment laws and regulations: Compensation & Benefits Salary: Competitive with experience. Email: sajin.francis@everestfleet.com

Company: Mercer Description: We are seeking a talented individual to join our Psychometric Consulting team at Mercer. This role will be based in Bangalore. This is a hybrid role that has a requirement of working at least three days a week in the office. Consultant Psychometric Consultant The candidate will be responsible for supporting the sales team for the business meets for psychometric assessments discussions. The candidate will be handling psychometric assessment deliveries including Assessment Development centers Independently. Support the sales team in engaging with key clients and stakeholders at a senior level, including CXOs, for discussions related to psychometric assessments and talent development solutions. Act as a trusted advisor, understanding and analyzing client requirements and providing solution-focused approaches that align with organizational objectives. Ensure effective client engagement by delivering impactful presentations and proposals that address client needs. Provide thought leadership and strategic insights to drive client success and foster long-term partnerships. Responsible for the delivery of psychometric assessments, including Assessment Development Centers, ensuring high-quality and impactful outcomes. Stay abreast of industry trends, research, and best practices related to psychometric assessments and talent development. Demonstrate expertise in the creation and implementation of psychometric tests, assessment methodologies, and evaluation frameworks. Act as a subject matter expert, providing guidance to the team and clients on the latest trends, innovations, and advancements in the field. Collaborate with the psychometric research team to contribute to product development and enhancements based on market insights and client feedback. Represent the organization as a thought leader, delivering keynote speeches, participating in panel discussions, and publishing articles in industry publications. Contribute to the development of whitepapers, case studies, and research papers to enhance the organization's reputation and market positioning. Provide insights and recommendations on market trends, competitive landscape, and potential business opportunities. Participate in high-level discussions and decision-making processes to shape the overall direction and growth of the organization Drive thought leadership initiatives by actively participating in impactful industry events, conferences, and forums. What you need to have: Should be a post-graduate in Psychology (preferably I/O Psychology, Applied Psychology or Organizational Behavior). PhD is an added edge. At least 5 years of experience in psychometric assessments consulting Excellent communication skills, strong executive presence, computer skills, analytical ability, customer centricity; Conversant in local language is an advantage Should be willing to do development and enhancement work whenever required. What makes you stand out: Excellent communication skills, strong executive presence, computer skills, analytical ability, customer centricity. Conversant in local language is an advantage. Should be willing to do development and enhancement work whenever required. 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. Mercer, a business ofMarsh McLennan (NYSEMMC),is a global leader in helping clients realize their investment objectives, shape the future of work and enhance health and retirement outcomesfor their people. Marsh McLennan is a global leader in risk, strategy and people, advising clients in 130 countries across four businessesMarsh, Guy Carpenter, Mercer and Oliver Wyman. With annual revenue of $23 billion and more than 85,000 colleagues, Marsh McLennan helps build the confidence to thrive through the power of perspective. For more information, visit mercer.com, or follow on LinkedIn and X. Mercer Assessments business, one of the fastest-growing verticals within the Mercer brand, is a leading global provider of talent measurement and assessment solutions. As part of Mercer, the worlds largest HR consulting firm and a wholly owned subsidiary of Marsh McLennanwe are dedicated to delivering talent foresight that empowers organizations to make informed, critical people decisions. Leveraging a robust, cloud-based assessment platform, Mercer Assessments partners with over 6,000 corporations, 31 sector skill councils, government agencies, and more than 700 educational institutions across 140 countries. Our mission is to help organizations build high-performing teams through effective talent acquisition, development, and workforce transformation strategies. Our research-backed assessments, advanced technology, and comprehensive analytics deliver transformative outcomes for both clients and their employees. We specialize in designing tailored assessment solutions across the employee lifecycle, including pre-hire evaluations, skills assessments, training and development, certification exams, competitions and more. At Mercer Assessments, we are committed to enhancing the way organizations identify, assess, and develop talent. By providing actionable talent foresight, we enable our clients to anticipate future workforce needs and make strategic decisions that drive sustainable growth and innovation Mercer, a business of Marsh McLennan (NYSEMMC), is a global leader in helping clients realize their investment objectives, shape the future of work and enhance health and retirement outcomes for their people. Marsh McLennan is a global leader in risk, strategy and people, advising clients in 130 countries across four businessesMarsh, Guy Carpenter, Mercer and Oliver Wyman. With annual revenue of $24 billion and more than 90,000 colleagues, Marsh McLennan helps build the confidence to thrive through the power of perspective. For more information, visit mercer.com, or follow on LinkedIn and X. Marsh McLennan is committed to embracing a diverse, inclusive and flexible work environment. We aim to attract and retain the best people and embrace diversity of age, background, caste, disability, ethnic origin, family duties, gender orientation or expression, gender reassignment, marital status, nationality, parental status, personal or social status, political affiliation, race, religion and beliefs, sex/gender, sexual orientation or expression, skin color, or any other characteristic protected by applicable law. Marsh McLennan is committed to hybrid work, which includes the flexibility of working remotely and the collaboration, connections and professional development benefits of working together in the office. All Marsh McLennan colleagues are expected to be in their local office or working onsite with clients at least three days per week. Office-based teams will identify at least one anchor day per week on which their full team will be together in person.

Job Role: We are looking for a dynamic HR professional, who has expertise in designing & delivering leadership training programs & individual development programs. Essential Duties and Responsibilities: 1. Conduct new & first time manager leadership programs in online & classroom mode. 2. Conduct capsule leadership programs for existing leaders in online & classroom mode. 3. Design & develop email nuggets & self learning courses for existing leaders. 4. Design & develop training content as per the requirement. 5. Conduct thorough training need identifications through online forms & focused group discussions. 6. Ensure effectiveness of the programs. Required Skill Requirements: 1. Overall 7-10 Years of experience, 2 to 3 years of experience in designing & delivering leadership development programs. 2. Extensive knowledge on designing & developing training programs around leadership & capability. 3. Dynamic professional with excellent interpersonal skills and an enterprising style of work. 4. Desired Traits: Self-starter, proactive, quick & adaptive with excellent interpersonal & communication Skills. 5. Exposure on Learning Management System & psychometric assessment would be an added advantage.