A Preschool Coordinator is responsible for overseeing all aspects of a preschool program, including curriculum development, staff supervision, parent communication, and ensuring the safety and well-being of children. They act as a leader and resource for teachers, staff, and parents, while also managing the day-to-day operations of the preschool. Key Responsibilities of a Preschool Coordinator: Curriculum Development: Developing and implementing developmentally appropriate and engaging preschool programs. Staff Supervision: Supervising and mentoring preschool teachers and staff, providing training and professional development opportunities. Parent Communication: Communicating effectively with parents regarding their child's progress, the program, and any concerns. Program Management: Overseeing all aspects of the preschool program, including planning, budgeting, and scheduling. Safety and Well-being: Ensuring a safe, healthy, and stimulating environment for children. Compliance: Maintaining compliance with all relevant regulations and licensing standards. Community Liaison: Working with community resources and organizations to support the program. Assessment: Monitoring and assessing student progress and program effectiveness. Record Keeping: Maintaining accurate records related to student progress and program data. Special Needs: Working with children with special needs and ensuring they are included in the program. Skills and Qualifications: Education: Bachelor's degree in Early Childhood Education or related field. Experience: Experience in early childhood education, with leadership and supervisory experience preferred. Communication and Interpersonal Skills: Strong communication, interpersonal, and organizational skills. Child Development Knowledge: A strong understanding of child development and learning stages. Curriculum Development: Ability to develop and implement developmentally appropriate curricula. Leadership and Teamwork: Ability to lead, supervise, and work effectively with staff and parents. Problem-solving and Decision-making: Ability to address problems, issues, and concerns in a timely and effective manner. Record Keeping: Strong record-keeping skills.

The HR Admin is responsible for managing the employee life cycle, supporting policy implementation, and fostering a culture that reflects the organization’s values. This role encompasses talent acquisition, onboarding, training, employee relations, and compliance. The HR Admin should be a proactive, approachable, and committed professional with the ability to drive a people-first approach while ensuring efficient HR operations. 1. Job Title & Role Definition Job Title: HR Admin Role Summary: The HR Admin will recruit, support, and develop talent, while overseeing administrative tasks, employee records, and HR procedures. Key responsibilities include: ✅ Supporting the implementation of HR policies and systems. ✅ Managing job postings, recruitment processes, and candidate evaluation. ✅ Handling onboarding, training, and development initiatives. ✅ Maintaining accurate employee records and documentation. ✅ Providing guidance on performance, discipline, and HR procedures. The HR Admin will contribute significantly to making the company a better place to work by cultivating a supportive and compliant work environment. 2. Key Responsibilities (KRAs) A. HR Systems & Policy Implementation Support the design and rollout of HR policies and employee handbooks. Assist in streamlining internal HR processes and workflows. Ensure adherence to legal and policy standards in all HR practices. B. Talent Acquisition & Recruitment Draft and publish job descriptions and advertisements. Screen resumes, conduct interviews, and coordinate with hiring managers. Ensure a smooth and professional hiring experience for all candidates. C. Onboarding & Orientation Develop structured onboarding plans and welcome kits. Facilitate new hire orientation sessions and documentation. Ensure timely setup of employee tools, access, and accounts. D. Training & Development Identify training needs in consultation with department heads. Coordinate training sessions and maintain training records. Support employee growth and skill development. E. Performance Management Assist in periodic performance reviews. Document performance issues and maintain appraisal records. Support managers in addressing performance-related concerns. F. Employee Relations & Support Offer guidance on HR policies and disciplinary matters. Support conflict resolution and grievance handling. Serve as a confidential point of contact for employees. G. Administrative & Records Management Maintain accurate employee records (attendance, leaves, EEO data, etc.). Ensure compliance with statutory requirements and audits. Manage HR documentation and filing systems. 3. Key Performance Indicators (KPIs) A. Recruitment Efficiency ✅ Time-to-fill for open positions. ✅ Percentage of successful hires retained post-probation. ✅ Hiring process timeline and candidate feedback. B. Onboarding & Training ✅ Completion rate of onboarding tasks within 7 days of joining. ✅ Number of training sessions conducted/organized quarterly. ✅ Employee satisfaction with onboarding experience. C. Policy Implementation & Compliance ✅ Up-to-date HR policies and employee handbook. ✅ Zero non-compliance issues during audits. D. Employee Support & Engagement ✅ Response time for resolving employee queries. ✅ Number of resolved grievances. ✅ Improvement in employee engagement scores. E. Documentation & Accuracy ✅ 100% accuracy in employee records. ✅ Timely updating of attendance and leave records. 4. Execution Strategy & Best Practices A. Recruitment & Onboarding Maintain an active pipeline of qualified candidates. Standardize interview and selection criteria. Use digital tools for applicant tracking and onboarding tasks. B. Employee Records & Documentation Keep files updated regularly in line with data protection regulations. Maintain digital backups of all critical records. C. Training & Development Encourage continuous learning through internal or external programs. Measure training effectiveness via feedback forms and assessments. D. Communication & Employee Support Be accessible and approachable for employee concerns. Provide clear documentation and guidance on policies. 5. Performance Review & Continuous Improvement Conduct a quarterly performance review that includes: ✔ Recruitment & onboarding metrics. ✔ Policy implementation updates. ✔ Employee feedback and issue tracking. ✔ Training effectiveness and participation. ✔ Suggestions for HR process improvements. 6. Required Skills & Competencies Must-Have Skills: ✅ Strong understanding of HR functions and best practices. ✅ Excellent organizational and time-management skills. ✅ Proficiency with HRIS systems and MS Office tools. ✅ Clear, professional communication and interpersonal skills. Preferred Experience: ⭐ Experience in recruitment and employee relations. ⭐ Familiarity with labor laws and HR compliance. ⭐ Prior experience in a similar HR role.

Lead Generation Executive (Email Marketing & Lead Generation Focus) Objective The Lead Generation Executive is responsible for driving qualified leads through effective email campaigns, database generation, and targeted outreach via social media channels. This role is central to creating awareness, nurturing customer relationships, and ultimately converting prospects into opportunities. 1. Job Title & Role Definition Job Title: Lead Generation Executive Role Summary: The Lead Generation Executive generates leads by building targeted databases, running email campaigns, and using digital channels to reach potential customers. This role requires a mix of digital marketing knowledge, automation skills, and communication excellence. Key responsibilities include: ✅ Extracting relevant prospect data from online sources. ✅ Managing and segmenting email lists for targeted outreach. ✅ Designing and launching direct email marketing campaigns. ✅ Engaging prospects via email and social media (LinkedIn, Facebook, Instagram). ✅ Tracking campaign performance and continuously improving ROI. ✅ Promoting the brand and driving engagement with product launches and events. The Lead Generation Executive must be data-driven, tech-savvy, and goal-oriented. 2. Key Responsibilities (KRAs) A. Database Building & Target Audience Identification Identify and compile lists of potential leads from web sources. Use tools and shortcut methods for database extraction. Continuously refine and segment lead lists based on industry, interest, or behavior. B. Email Campaign Management Create compelling email templates that are responsive and mobile-friendly. Personalize emails based on audience segments. Schedule and run regular email marketing campaigns. Proofread and edit content for clarity, grammar, and engagement. C. Marketing Automation & Outreach Tools Use automation tools (e.g., Mailchimp, Zoho Campaigns, Apollo, Lemlist) to run campaigns. Track opens, clicks, and conversion metrics. Maintain clean and compliant email lists to reduce bounce and unsubscribe rates. D. Social Media Engagement for Lead Generation Use LinkedIn, Facebook, and Instagram to connect with prospects. Share product updates, event invites, and company news. Drive traffic from social media to website or landing pages. E. Performance Reporting & Optimization Measure campaign results: open rates, CTR, response rates, and revenue generated. Suggest subject line improvements and CTA optimizations. Prepare weekly/monthly performance reports for review. 3. Key Performance Indicators (KPIs) A. Database & Lead Generation ✅ 1,000+ verified new contacts added per month. ✅ Bounce rate < 5% across all email campaigns. ✅ 95% accuracy in lead data collected. B. Campaign Engagement ✅ Open rate of 25%+ and click-through rate of 5%+. ✅ Lead response/conversion rate of 3–5%. ✅ Regular campaign scheduling (minimum 4/month). C. Social Media Outreach ✅ Consistent weekly outreach to target audience on LinkedIn. ✅ Increase in social-driven traffic to landing pages. ✅ Lead captures via social media forms or links. D. Revenue Contribution ✅ Leads converted to demos/sales pipeline. ✅ Direct revenue or opportunity value generated from email outreach. ✅ ROI improvement through A/B testing and campaign optimization. 4. Execution Strategy & Best Practices A. Database Development Use platforms like LinkedIn Sales Navigator, Apollo, Skrapp, or Hunter. Filter by role, industry, and geography. Use spreadsheets and CRM to manage and segment lists. B. Campaign Creation Use eye-catching subject lines and short, benefit-oriented content. Always include a clear call-to-action. Test HTML vs. plain text based on audience behavior. C. Automation Tools Set up drip campaigns with clear sequences. Monitor engagement and adjust time/frequency. Automate follow-up sequences based on engagement behavior. D. Social Selling Personalize connection requests and follow-ups. Share relevant posts and tag potential leads. Use hashtags and groups to boost visibility. E. Optimization Track metrics weekly and iterate campaigns. A/B test subject lines, send times, and CTAs. Gather feedback from sales teams on lead quality. 5. Performance Reporting & Continuous Improvement Monthly Review Should Include: ✔ Number of leads generated. ✔ Open, click, and conversion rates. ✔ Revenue contribution or lead-to-sales funnel status. ✔ Campaign-wise breakdown of engagement. ✔ Audience growth across platforms. ✔ Improvements made to templates, targeting, or automation workflows. 6. Required Skills & Competencies Must-Have Skills: ✅ Strong understanding of email marketing platforms. ✅ Database extraction and CRM knowledge. ✅ Excellent written communication. ✅ Proficiency in Excel/Google Sheets and email tools. ✅ Social media prospecting (especially LinkedIn). ✅ Ability to analyze data and adjust strategies. Preferred Experience: ⭐ Experience in SaaS, marketing, or tech services lead generation. ⭐ Familiarity with SEO/SEM, Google Analytics, and basic HTML. ⭐ Comfort working in fast-paced, deadline-driven environments. 7. Success Mindset for Inside Sales Executive ✅ Be Analytical – Test, measure, and optimize campaigns continuously. ✅ Be Proactive – Find new lead sources and outreach methods. ✅ Be Creative – Craft content that stands out in crowded inboxes. ✅ Be Consistent – Regular engagement ensures top-of-mind recall. ✅ Be Growth-Driven – Focus on converting outreach into revenue.

Head - Project Management Exp:20+yrs For Manufacturing Industry which is into machine component manufacturing catering to Aerospace, Defense and Health Care industries. Location: Bommasandra, Bangalore Candidate from Aerospace industry is preferred Role Description This is a full-time, on-site role located in Bengaluru for the Head of Project Management. The Head of Project Management will oversee and manage project teams to ensure timely and successful project delivery. Responsibilities include program management, team coordination, budgeting, and resource allocation. Daily tasks involve overseeing project timelines, maintaining clear communication with stakeholders, and ensuring project objectives are met. Qualifications Strong Program Management skills Excellent Communication skills for effective stakeholder management Analytical Skills for project analysis and problem-solving Team Management experience to guide and support project teams Proficiency in Budgeting and resource allocation Minimum of 5 years of experience in project management or a related field Bachelor's degree in Business Administration, Management, or a related field Professional certification in project management (PMP or similar) is a plus