151 Competency Mapping Jobs - Page 4

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.

Location: Greater Noida, Kasna Working Days: 6 ( 2nd and 3rd Saturdays are off) Training Lead Energy Transition Manufacturing Job Summary: We are seeking an experienced Training Lead to oversee and drive training initiatives within our energy transition manufacturing operations. The candidate will be responsible for identifying training needs, creating and managing the training calendar, and working closely with stakeholders to implement effective training plans. The role includes delivering soft skills and behavioral training, as well as rolling out a Learning Management System (LMS) to enhance employee development. Key Responsibilities: Conduct Training Needs Analysis (TNA) to identify skill gaps and align training programs with organizational goals. Develop and execute an annual training calendar, ensuring timely completion of training sessions. Collaborate with department heads and stakeholders to create and refine training plans based on team and organizational needs. Deliver and facilitate soft skills and behavioral training sessions, fostering a positive workplace culture. Implement and manage the Learning Management System (LMS) for seamless access to training resources and tracking. Monitor and assess the effectiveness of training programs, making adjustments as necessary for continuous improvement. Qualifications: Bachelor’s degree in Human Resources, Business, or related field; advanced certifications in training or instructional design are a plus. 5+ years of experience in training and development, ideally in a manufacturing or energy sector. Strong understanding of training needs analysis, curriculum development, and LMS implementation. Proven ability to deliver engaging soft skills and behavioral training. Excellent interpersonal and communication skills, with a collaborative approach to working with cross-functional teams.

Roles and Responsibilities Position Title: Sr. Executive / Asst. Manager Exposure in Industrial Relations , HR Generalist and Administration Profile Expectations Ensure compliance with labor laws, regulations, and industry standards related to Factory compliance and contract labor compliances. Coordination with various statutory committees and Non Statutory Committees, Disciplinary Proceedings and Liaison. Oversee HR generalist activities such as TNI Preparation and Execution and Effective analysis, Closely work with Head HR for implementation of Career Management Program and Succession Planning, Coordination with Multinational L&D Team for skill matrix development. Ensure smooth Facility Administration and Employee Welfare / Amenities Actively Participate in Factory Initiatives like committee formation, ISO Implementation, Identify Good catches, Kaizen, and Suggestions to improve Factory Operations Preparation of Various HR, IR and Administration MIS

Implement Kaizen,5S&TPM Implement Skill Matrix for workforce competency mapping Identify training needs,develop Training Calendar Plan & coordinate training programs,alignment with organizational goals Utilize MS Word, Excel,PowerPoint,LMS,MIS Required Candidate profile BE/B.Tech Engineer with experience in L&D from core manufacturing industries like steel,cement,power,automobile Age-35-42 years Base Location-Lucknow

Roles and Responsibilities Position Title: Sr. Executive / Asst. Manager Exposure in Industrial Relations , HR Generalist and Administration Profile Expectations Ensure compliance with labor laws, regulations, and industry standards related to Factory compliance and contract labor compliances. Coordination with various statutory committees and Non Statutory Committees, Disciplinary Proceedings and Liaison. Oversee HR generalist activities such as TNI Preparation and Execution and Effective analysis, Closely work with Head HR for implementation of Career Management Program and Succession Planning, Coordination with Multinational L&D Team for skill matrix development. Ensure smooth Facility Administration and Employee Welfare / Amenities Actively Participate in Factory Initiatives like committee formation, ISO Implementation, Identify Good catches, Kaizen, and Suggestions to improve Factory Operations Preparation of Various HR, IR and Administration MIS

Description Who we are and What we do WRI India, an independent charity legally registered as the India Resources Trust, provides objective information and practical proposals to foster environmentally sound and socially equitable development. WRI India s mission is to move human society to live in ways that protect Earth s environment and its capacity to provide for the needs and aspirations of current and future generations. Through research, analysis, and recommendations, WRI India puts ideas into action to build transformative solutions to protect the earth, promote livelihoods, and enhance human well-being. We are inspired by and associated with World Resources Institute (WRI), a global research organization. Currently over 250 researchers are working with WRI India in our offices at Delhi, Mumbai and Bengaluru. About the Role: We are seeking an experienced and insightful Competency Mapping Consultant to design and implement a comprehensive competency framework aligned with our organization s values, strategic priorities, and talent development goals. The consultant will work closely with the L&D and HR teams to build a one-page reference model and a detailed behavioral competency structure with proficiency levels to support selection, development, and performance management efforts. Key Responsibilities: Design a Value-Based Competency Framework for all roles within the organization. Identify Differentiating Competencies for critical roles. Develop detailed behavioral indicators and proficiency levels for each competency. Align competency mapping with the broader L&D strategy and organizational goals . Collaborate with Subject Matter Experts (SMEs), team leads, and stakeholders to gather role-specific insights. Enable integration of the framework into existing HR systems such as performance appraisals, career pathing, and development planning. Conduct workshops or interviews as needed to validate and socialize the framework. Recommend approaches for continuous learning and knowledge sharing to foster a learning organization. Define metrics and processes for evaluating the impact of the competency framework. Prepare presentations, reports, and training content for rollout and implementation support. Desired Profile: Proven experience in designing and implementing competency frameworks across various organizational levels. Strong understanding of L&D strategy , learning needs identification , and training processes . Demonstrated ability to work with cross-functional teams and manage stakeholder expectations . Excellent facilitation, analytical, and documentation skills. Prior experience in identifying and codifying behavioral indicators and proficiency levels is essential. Exposure to learning metrics and evaluating learning effectiveness is a plus. Preferably has worked with or in non-profit , consulting , or research-based organizations . Qualifications: Master s degree in Human Resources, Organizational Psychology, or related field. 5-10 years of experience in competency mapping, HR consulting, or L&D. Salary: Salary shall be commensurate with experience and skills. Start date: As soon as possible List of Documents to be attached: Cover Letter Resume Only shortlisted applicants will be contacted for interview purpose. Diversity, Equity, and Inclusion (DEI) @WRI India WRI India values and promotes diversity, equity and inclusion across all areas of our work and workforce. Integrating these values into our actions fosters a progressive and collaborative culture and can also enhance our impact. It is our responsibility to create a welcoming working environment for people of diverse cultures, backgrounds and experience to learn together. We are responsible for fostering a safe and inclusive workplace where questions, concerns and information about diversity, equity and inclusion are part of our ongoing dialogue and development. Learn more about WRI India s commitment to Diversity, Equity, and Inclusion (DEI). Click Here

Description Who we are and What we do WRI India, an independent charity legally registered as the India Resources Trust, provides objective information and practical proposals to foster environmentally sound and socially equitable development. WRI India s mission is to move human society to live in ways that protect Earth s environment and its capacity to provide for the needs and aspirations of current and future generations. Through research, analysis, and recommendations, WRI India puts ideas into action to build transformative solutions to protect the earth, promote livelihoods, and enhance human well-being. We are inspired by and associated with World Resources Institute (WRI), a global research organization. Currently over 250 researchers are working with WRI India in our offices at Delhi, Mumbai and Bengaluru. About the Role: We are seeking an experienced and insightful Competency Mapping Consultant to design and implement a comprehensive competency framework aligned with our organization s values, strategic priorities, and talent development goals. The consultant will work closely with the L&D and HR teams to build a one-page reference model and a detailed behavioral competency structure with proficiency levels to support selection, development, and performance management efforts. Key Responsibilities: Design a Value-Based Competency Framework for all roles within the organization. Identify Differentiating Competencies for critical roles. Develop detailed behavioral indicators and proficiency levels for each competency. Align competency mapping with the broader L&D strategy and organizational goals . Collaborate with Subject Matter Experts (SMEs), team leads, and stakeholders to gather role-specific insights. Enable integration of the framework into existing HR systems such as performance appraisals, career pathing, and development planning. Conduct workshops or interviews as needed to validate and socialize the framework. Recommend approaches for continuous learning and knowledge sharing to foster a learning organization. Define metrics and processes for evaluating the impact of the competency framework. Prepare presentations, reports, and training content for rollout and implementation support. Desired Profile: Proven experience in designing and implementing competency frameworks across various organizational levels. Strong understanding of L&D strategy , learning needs identification , and training processes . Demonstrated ability to work with cross-functional teams and manage stakeholder expectations . Excellent facilitation, analytical, and documentation skills. Prior experience in identifying and codifying behavioral indicators and proficiency levels is essential. Exposure to learning metrics and evaluating learning effectiveness is a plus. Preferably has worked with or in non-profit , consulting , or research-based organizations . Qualifications: Master s degree in Human Resources, Organizational Psychology, or related field. 5-10 years of experience in competency mapping, HR consulting, or L&D. Salary: Salary shall be commensurate with experience and skills. Start date: As soon as possible List of Documents to be attached: Cover Letter Resume Only shortlisted applicants will be contacted for interview purpose. Diversity, Equity, and Inclusion (DEI) @WRI India WRI India values and promotes diversity, equity and inclusion across all areas of our work and workforce. Integrating these values into our actions fosters a progressive and collaborative culture and can also enhance our impact. It is our responsibility to create a welcoming working environment for people of diverse cultures, backgrounds and experience to learn together. We are responsible for fostering a safe and inclusive workplace where questions, concerns and information about diversity, equity and inclusion are part of our ongoing dialogue and development. Learn more about WRI India s commitment to Diversity, Equity, and Inclusion (DEI). Click Here

Who we are and What we do WRI India, an independent charity legally registered as the India Resources Trust, provides objective information and practical proposals to foster environmentally sound and socially equitable development. WRI India s mission is to move human society to live in ways that protect Earth s environment and its capacity to provide for the needs and aspirations of current and future generations. Through research, analysis, and recommendations, WRI India puts ideas into action to build transformative solutions to protect the earth, promote livelihoods, and enhance human well-being. We are inspired by and associated with World Resources Institute (WRI), a global research organization. Currently over 250 researchers are working with WRI India in our offices at Delhi, Mumbai and Bengaluru. About the Role: We are seeking an experienced and insightful Competency Mapping Consultant to design and implement a comprehensive competency framework aligned with our organization s values, strategic priorities, and talent development goals. The consultant will work closely with the L&D and HR teams to build a one-page reference model and a detailed behavioral competency structure with proficiency levels to support selection, development, and performance management efforts. Key Responsibilities: Design a Value-Based Competency Framework for all roles within the organization. Identify Differentiating Competencies for critical roles. Develop detailed behavioral indicators and proficiency levels for each competency. Align competency mapping with the broader L&D strategy and organizational goals . Collaborate with Subject Matter Experts (SMEs), team leads, and stakeholders to gather role-specific insights. Enable integration of the framework into existing HR systems such as performance appraisals, career pathing, and development planning. Conduct workshops or interviews as needed to validate and socialize the framework. Recommend approaches for continuous learning and knowledge sharing to foster a learning organization. Define metrics and processes for evaluating the impact of the competency framework. Prepare presentations, reports, and training content for rollout and implementation support. Desired Profile: Proven experience in designing and implementing competency frameworks across various organizational levels. Strong understanding of L&D strategy , learning needs identification , and training processes . Demonstrated ability to work with cross-functional teams and manage stakeholder expectations . Excellent facilitation, analytical, and documentation skills. Prior experience in identifying and codifying behavioral indicators and proficiency levels is essential. Exposure to learning metrics and evaluating learning effectiveness is a plus. Preferably has worked with or in non-profit , consulting , or research-based organizations . Qualifications: Master s degree in Human Resources, Organizational Psychology, or related field. 5-10 years of experience in competency mapping, HR consulting, or L&D. Salary: Salary shall be commensurate with experience and skills. Start date: As soon as possible List of Documents to be attached: Cover Letter Resume Only shortlisted applicants will be contacted for interview purpose. Diversity, Equity, and Inclusion (DEI) @WRI India WRI India values and promotes diversity, equity and inclusion across all areas of our work and workforce. Integrating these values into our actions fosters a progressive and collaborative culture and can also enhance our impact. It is our responsibility to create a welcoming working environment for people of diverse cultures, backgrounds and experience to learn together. We are responsible for fostering a safe and inclusive workplace where questions, concerns and information about diversity, equity and inclusion are part of our ongoing dialogue and development. Learn more about WRI India s commitment to Diversity, Equity, and Inclusion (DEI). Click Here

Responsible for PMS Process Admin. GOAL Setting. Mid Year / Annual Perf. Review DASHBOARDS-APPRAISAL SYSTEMS- CAREER DEVELOPMENT / PROMOTIONS/ INCREMENTS/SUCCESSION PLANNING/DATA INTEGRITY-TRAINING HODs/Employees on PMS/SYSTEMS-HRBPs. Required Candidate profile MBA/MSW/MA with Min 15 - 20 Years STRONG Exposure on PMS. Strong Knowledge of PMS Process/SOFTWARE/Competency Mapping & Goal Setting/HRMS /Data Analysis & Reporting/Training & Change Mgt. Perks and benefits SALARY OPEN for a RIGHT Candidate. No Limit.

Role & responsibilities Position Overview: The HR Business Partner for Sales at Condor Footwear India Limited plays a critical role in aligning business objectives with employees and management in the sales department. This position is responsible for implementing HR strategies and initiatives that support the overall growth of the sales team and enhance employee engagement and performance. Key Responsibilities: 1. Strategic HR Partnership: - Collaborate with sales leadership to understand business goals and challenges. - Participate in developing and executing HR strategies that support sales objectives. 2. Talent Management: - Oversee recruitment efforts for sales roles, ensuring the selection of high-quality candidates. - Conduct workforce planning and succession planning activities to develop sales talent. 3. Performance Management: - Support the performance appraisal process, providing guidance to managers on evaluation and feedback. - Implement performance improvement plans for underperforming employees. 4. Employee Engagement: - Foster a positive work environment by promoting employee engagement initiatives. - Conduct employee surveys and analyze feedback to identify areas for improvement. 5. Training and Development: - Identify training needs for the sales team and coordinate training programs to enhance skills. - Support career development programs to nurture talent within the sales department. 6. Policy Implementation: - Ensure compliance with company policies and labor laws within the sales function. - Communicate HR policies and support managers in understanding and applying these policies effectively. 7. Employee Relations: - Act as a point of contact for employee concerns within the sales team, addressing issues promptly and fairly. - Mediate conflicts and promote effective resolution strategies. 8. Data Analysis and Reporting: - Analyze HR metrics related to the sales workforce to inform decision-making. - Prepare reports for management on HR initiatives and their impact on sales performance. Qualifications: - Bachelors degree in Human Resources, Business Administration, or related field (Masters preferred). - 8+ years of HR experience, with a focus on sales or commercial environments. - Strong interpersonal and communication skills. - Proven capability in talent management, employee engagement, and conflict resolution. - Familiarity with HR software and data analytics tools. Skills: - Strong business acumen with the ability to align HR strategies to business needs. - Excellent organizational and project management skills. - Ability to work collaboratively with diverse teams and drive change. Preferred candidate profile

Role & responsibilities Align HR strategies with the goals and priorities of the Pharma Manufacturing business unit. Act as a consultant to the leadership team, providing data-driven insights and HR solutions to improve productivity and employee satisfaction. Develop and implement HR initiatives that drive organizational effectiveness and workforce excellence. Collaborate with the Talent Acquisition team to recruit skilled professionals for manufacturing roles. Conduct workforce planning to ensure adequate staffing for operations while optimizing cost efficiency. Drive robust on boarding processes tailored to Pharma Manufacturing employees. Identify training needs and coordinate with Learning & Development teams to deliver specialized training for manufacturing personnel. Implement career development plans and succession planning to build a future-ready workforce. Serve as the first point of contact for employee grievances and concerns, ensuring swift resolution. Foster a culture of inclusivity, teamwork, and high engagement within manufacturing units. Conduct regular feedback sessions and implement action plans to address employee needs. Manage HR metrics and reporting for manufacturing units, including absenteeism, attrition, and productivity data. Partner with payroll and benefits teams to ensure smooth processing and address employee concerns. Implement health, safety, and welfare initiatives tailored to manufacturing environments. Preferred candidate profile Education: MBA/PGDM in Human Resources or an equivalent degree. 4 to 8 years of HRBP experience, preferably within the pharmaceutical or manufacturing sector. Previous experience supporting manufacturing operations is strongly preferred. Expertise in employee relations, talent management, and workforce planning. Excellent communication and interpersonal skills. Ability to handle high-pressure situations and drive resolution. Key Competencies Stakeholder Management Strategic Thinking and Problem-Solving Adaptability and Resilience Conflict Resolution Data Analysis and Decision Making Leadership and Influencing Skills

Role & responsibilities Lead end-to-end recruitment and onboarding Handle statutory compliance and HR audits Drive employee engagement and performance processes Coordinate with leadership teams for HR strategy execution Use HRMS tools for reporting and analytics Preferred candidate profile 9 to 15 years of HR experience, preferably in FMCG, hospitality, or manufacturing Strong knowledge of compliance, payroll, and TA Excellent communication & interpersonal skills Willingness to travel frequently across Kerala, TN, Karnataka Age group: Around 3540 years preferred

Role & responsibilities Analyzing business structures, procedures, processes, and the utilization of resources. Contributing to the restructuring of departments to increase efficiency and align activities with business objectives. Designing and implementing a variety of developmental initiatives, action plans and programs. Facilitate change management initiatives and provide support to leadership in driving organizational change. Collaborate with HR and leadership to identify and address workforce planning and talent management needs. Measuring the impact of interventions on staff performance, efficiency, employee retention, and job satisfaction. Preferred candidate profile Excellent project management & budgeting skills with the ability to handle multiple projects simultaneously. High level of emotional intelligence and interpersonal skills. Familiarity with e-learning platforms and practices Proficient in MS Office and LMS Sharp business acumen Ability to build rapport with employees and vendors.

Revamp HR policies/frameworks across the organization Drive the modernization of HR policies Leading initiatives in process optimization, C&B, PMS etc. Digitize workflows/MIS, support HR audits Lead change management initiatives Required Candidate profile Candidates with MBA-HR & 8 + yrs exp in HR at Corporate Office level in manufacturing sector Expert in driving PMS, C&B, OD & succession planning. Job location is Kochi, Kerala

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1. Develop and implement annual training plans in alignment with business objectives and skill gap analyses. 2. Roadmap across all departments, including shopfloor, maintenance, quality, design, and sales engineering teams. Required Candidate profile 1. Experience in a manufacturing setup with 6+ years in a core L&D/OD/people development role. 2. Exposure to cross-functional capability building and global training practices is an added advantage.

Role & responsibilities HR PMS / HRIS/ L&D Manager focuses on improving the overall effectiveness and health for group companies by implementing strategies to enhance employee performance, workplace culture, and organizational structures. This role typically bridges HR functions with business strategy, ensuring that the organization is equipped to adapt to changing environments and future challenges. 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. Change Management: Lead change management initiatives, including planning, communication, and implementation strategies. Support employees through transitions (e.g., organizational restructuring, culture shifts). Train and coach managers and teams on how to manage change effectively. 3. Talent Management: Collaborate with HR teams to develop strategies for talent acquisition, development, and retention. Oversee leadership development programs and succession planning. Implement learning and development programs that enhance employee skills and capabilities. 4. 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. 5. Employee Engagement and Culture: Drive initiatives to boost employee morale, engagement, and satisfaction. Conduct employee engagement surveys and develop action plans to address concerns. Cultivate an inclusive and diverse workplace that promotes collaboration and innovation. 6. 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. 7. Process Improvement: Assess and refine organizational processes to increase efficiency and effectiveness. Develop metrics and analytics to track the success of OD initiatives and make data-driven decisions. 8. 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. Skills Required: Change Management: Strong experience in planning and executing change management strategies. Leadership and Coaching: Ability to coach and mentor managers and employees at all levels. Analytical Thinking: Ability to use data and assessments to drive OD initiatives and decisions. Communication: Excellent communication skills for influencing and collaborating with stakeholders across the organization. Project Management: Ability to manage OD projects from inception to implementation, ensuring alignment with organizational goals. HR Expertise: Deep understanding of HR functions, including talent management, performance management, and employee development.

FEMALE, mfg/auto MNC working prefer Excellent English Communication must HRBP, TA, Employee Engagement, Welfare, PMS, IR, L&D, C&B, HR Analytics, Reporting/MIS, Competency Mapping, Talent Development, OD, HRMS, plant & corporate exposure a plus.

Female, Excellent English, Corporate & Plants, HRBP, TA, C&B, PMS, OD, EE, ER, IR, Compliance, Success Planning, Leadership & Training, Strategy, Change Mgmt, Business Transformation, Analytics, Competency Mapping, reward & recognition, Budget, HRIS

EC-Council is hiring! Position- Talent Development & Culture Partner Location: Hyderabad or Mumbai, India. Onsite working About EC-Council EC-Council is the worlds largest cybersecurity technical certification body. We operate in 145 countries globally, and we are the owner and developer of various world- famous cybersecurity programs. We are proud to have trained and certified over 220,000 information security professionals globally that have influenced the cybersecurity mindset of countless organizations worldwide. www.eccouncil.org Position Overview Join the dynamic People Team team of EC-Council! This global industry leader seeks a Talent Development & Culture Partner to support the talent development, performance excellence, engagement and cultural success in a fast-paced, nimble, creative environment. The role develops, defines and execute key learning, talent and cultural initiatives that will maximize talent across the organization in the areas of functional, performance management, organization design, and DEIB (diversity, equity, inclusion and belonging) initiatives. Reporting to the Global HR Head, the Talent Development & Culture Partner will deliver on the company's employee value proposition through the effective development and delivery of progressive, dynamic solutions to drive company-wide strategies such as external and internal programmatic experiences through skill building, coaching, speaker series, and DEIB campaigns to create high impact development experiences. This will involve collaborating with the HR team and business stakeholders to create and implement strategies that align with our goals, foster a culture of continuous growth, and bring our values to life. Key Responsibilities Talent Development: - Develop, organize, and direct development initiatives throughout the company including succession planning, talent reviews, coaching and performance consulting. - Researches, plans, organizes, administers, tracks and reports on programs through classroom, on-line, and webinar training sessions for all levels of employees. - Develops material to support current and new development programs (i.e. org charts, workflows, job aids, marketing collateral). - Consistently identifies and recommends changes to current programs and initiatives that lead to cutting-edge improvements in the learning and development space. - Manages the internal Talent Development inbox responding to ongoing employees questions and requests. - Manages and maintains all required data and records (i.e. Engagement Survey, Talent Review, 360 Degree Feedback). - Oversees company and vendor representatives who are acting in the role of facilitators for a specific program or initiative. - Anticipate and react quickly to shifts in strategy/focus by realigning and re-prioritizing work streams as necessary. Performance Management: - Support the design and management of performance management processes, including goal-setting, performance evaluations, check-in conversations, and calibration. - Help design the branding and successful launch of our new programs and platforms. - Innovate and implement strategies for recognizing and rewarding exceptional performance. - Co-design a business-partner led performance calibration process, providing tools/resources and training that enable PBPs to implement. Talent and Succession Planning: - Create the building blocks for a talent identification process including criteria creation for critical roles and high -potential talent. - Support the design and management of a new talent review process, creating tools, frameworks, and resources to enable HR partners work with leaders to forecast future talent needs and develop succession planning strategies. - Develop and manage against the talent road map, tracking trends, as well as communicating progress, risks, and issues throughout the talent cycle. Employee Engagement: - Work with the HR team to build a comprehensive employee listening strategy to ensure data/employee feedback is captured and used to inform talent initiatives/program. - Lead efforts to enhance employee engagement through regular annual engagement surveys. - Gather and analyze employee feedback and use insights to drive improvements in engagement and overall employee experience. - Influence a culture of knowledge sharing by ensuring intellectual capital is being leveraged to ensure consistent and transparent communication. Compliance and Diversity: - Ensure that talent management practices are aligned with legal and regulatory requirements by partnering with our legal team. - Promote diversity, equity, inclusion and belonging (DEIB) programs by integrating them into talent management practices. Required skills, experiences and qualifications - MBA or degree in human resources or similar field. - 10 to 15 years of experience in talent management, human resources, or a related field, with proven success in developing and implementing talent management strategies. - A strong understanding of performance management, learning and development, and employee engagement principles. - Experience effectively collaborating across levels. - Experience using data to guide decision-making and measure the impact of talent management initiatives. - Instructional design experience to help develop materials (guides, decks, and workshops) to support the successful roll-out of Talent Management programs. - Exceptional facilitation and project management skills. Candidates with International exposure and available to join at short notice are preferred. Additional Information We are an equal opportunity workplace and an affirmative action employer. We are always committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status and we do not discriminate based on such characteristics, or any other status protected by the laws or regulations in the locations where we work. EC-Council is committed to working with and providing reasonable accommodation to individuals with disabilities. If you have a medical condition or disability which inhibits your ability to complete any part of the application process and need a reasonable accommodation to complete the process, please contact us nisha.rawat@eccouncil.org and let us know how we may assist you. 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