62 Competency Mapping Jobs - Page 2

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. This notice together with our Privacy Policy and Terms of Use of this website and any other documents we mention here are meant to inform you on what personal data about you we collect, use, disclose, share or otherwise process when you are applying for a job at EC-Council or when EC-Council contacts you for recruitment purposes. Please read carefully to understand our views and practices on how we protect your personal data - Privacy Policy EC-Council (eccouncil.org).

Position: Head HR & Admin Location: Hyderabad Duration: Full-time Company: Visaka Industries Limited Accountability: Accountable for designing, guiding and implementation of effective HR policies, programmes & procedures in line with business strategy and organizational capability building Responsibilities: Diagnose organizational environment through surveys and feedbacks at regular intervals Ensure Organization structures are in place and review the design w.r.to job analysis, job descriptions and role clarifications/redesign from time to time to meet changing business requirements Ensure induction, orientation and on boarding of new joiners in a structured manner for assimilating them into Visaka culture Ensure timely and effective implementation of performance management system i.e. aligning goals, guiding & monitoring assessment / review process, feedback mechanism and individual development plans Works on talent management strategy and ensure the availability of talent pipe line from within the organization for all key position through work force planning, competency profiling, assessment / development centers and cross functional learning. Create job rotation and job enrichment plans based on skills and performance delivered Develop leadership series/plan and ensure the leadership skills are imparted in structured manner Ensures training strategy and plan is prepared and aligned with business needs. Guides/reviews the TNA, annual training plan, modules design & delivery, feedback and post training effectiveness Develops an employee engagement planner and action plans to improve the workplace productivity/positive employee connect /experience Devise rewards & recognition practices that suits Visaka business priorities, cultural fit and employee demographics Devise action plans to promote innovation, ideation through collaborative communication platforms Conduct compensation benchmarking and restructuring based on requirements and provide insights to top management Discharge any additional roles and responsibilities as directed by HOD / Management from time to time.

Key responsibilities Work with business and global learning teams to identify learning need and deliver learning programs that meet business and talent requirements Support talent management initiatives including performance management, career development, and succession planning. Delivery business critical initiatives around talent management and cultural alignment Manage end to end learning operations for virtual and in person programs Design and program manage leadership development and talent pool specific learning journeys Develop and manage learning and talent dashboards and evaluation/tracking mechanisms Background Required Degree in Human Resources, Education, Organizational Development, or a related field 3+ years of experience in learning and development and/or talent management Strong knowledge of adult learning principles and instructional design Strong communication, planning, and stakeholder management skills Proficiency with learning technologies and platforms (for learning operations and dashboard management)

Role & responsibilities HR Operations Employee Lifecycle Management: Manage end-to-end employee lifecycle processes, including onboarding, confirmation, transfers, promotions, exits, and full & final settlements. Ensure accurate and timely maintenance of HR records, employee files (physical and digital), and HRIS (Human Resources Information System) data. Generate various HR reports (e.g., headcount, attrition, absenteeism) for management review and decision-making. Compensation & Benefits Support: Assist in the administration of payroll processing, ensuring data accuracy and compliance with relevant regulations. Support in the management of employee benefits programs (e.g., health insurance, provident fund, gratuity). Handle employee queries related to compensation, benefits, and HR policies. HR Policy & Compliance: Ensure adherence to all company HR policies, procedures, and relevant labor laws and regulations. Assist in the review and update of HR policies and handbooks as needed. Support in handling employee grievances and disciplinary actions in line with company policy. HRIS Management: Serve as a key user for the HRIS system, ensuring data integrity and optimizing its use for various HR processes. Provide training and support to employees and managers on HRIS functionalities. Performance Management Support: Assist in the coordination and administration of the performance management cycle (goal setting, mid-year reviews, annual appraisals). Maintain performance records and provide support for performance-related discussions. HR Analytics: Collect, analyze, and present HR data to identify trends, insights, and recommend improvements. Learning & Development : Training Needs Analysis (TNA): Conduct thorough training needs analysis through surveys, interviews, and collaboration with department heads to identify skill gaps and development opportunities. Develop and maintain a comprehensive training calendar based on identified needs. Program Design & Development: Design, develop, and customize engaging and effective training programs and materials (presentations, handouts, exercises) for various levels of employees. Explore and recommend external training vendors and programs as required. Training Delivery & Facilitation: Deliver and facilitate a variety of training programs, including induction/onboarding, soft skills, leadership development, and compliance training. Utilize diverse training methodologies (e.g., classroom, e-learning, blended learning). Training Evaluation & Effectiveness: Develop and implement methods to evaluate the effectiveness of training programs (e.g., feedback forms, post-training assessments, impact analysis). Track and report on L&D metrics to demonstrate ROI and areas for improvement. Talent Management Support: Support the implementation of talent management initiatives, including succession planning and career development frameworks. Promote a culture of continuous learning and development within the organization. Budget Management: Assist in managing the L&D budget, tracking expenses, and ensuring cost-effectiveness of programs Preferred candidate profile Education: PGDM / MBA HR (Regular). Experience: 8-12 years of progressive experience in Human Resources, with a strong focus on HR Operations and L&D. Solid understanding of HR policies and procedures related to employee lifecycle management, compensation & benefits, and performance management.

Roles and Responsibilities Role : HRBP Work location :Greater Kolkata Provide strategic support to business leaders by analyzing workforce planning data and making recommendations on talent development initiatives. Develop and implement effective succession planning processes to ensure continuity of critical roles within the organization. Collaborate with stakeholders to design and deliver training programs that meet business objectives, focusing on leadership development, skill building, and performance improvement. Design and maintain Performance Management Systems (PMS) aligned with organizational goals, ensuring fairness, transparency, and continuous feedback loops. Manage warehouse and IR issues. Analyze metrics to identify trends, opportunities for growth, and areas for improvement in talent management practices across the organization.

Do you enjoy working with cutting-edge technology? Would you like to help shape the future of our global energy? Join our Team! Our Industrial & Energy Technology (IET) team provides industry-leading products and services that optimize the extraction, production and processing of energy. We help a diverse range of customers across the value chain to reduce operating costs and improve productivity. Our team is responsible for the assembly of high-quality and innovative products. Partner with the best In this role, you will lead and oversee the technical development and capability planning of the Engineering function. In this role, you will be responsible for: Planning, designing, and overseeing initiatives related to Engineering functional development in terms of technical training, Competency mapping and planning, Upskilling and reskilling of Engineering teams. Developing and implementing our Build/Buy/Borrow strategy in close collaboration with HR to provide governance on Workforce Planning for the function in line with LRP needs. Managing finances and supervising one or more teams. Connecting with all Engineering BU directors in order to tailor the training programs as well as the related tools to their needs. She/He will require engineering expertise and will have to be well connected to the operative design teams to recognize their day-to-day challenges and requirements. Focusing on creating, planning and executing important functional programs like the Aspire program or Kahuna implementation that requires business and financial acumen, long term strategic planning, alignment to company Strategy and a strong and robust engineering network and connection. Taking care about the change management needed to introduce new tools/programs/initiatives as well as the governance around the programs she/he will lead. Fuel your passion To be successful in this role you will: Show results oriented mindset Show strong communication and reporting skills to senior leadership and technical leadership council Be fluent in English Display strong interpersonal skills, persuasive and strong negotiator Be capable of assertive and positive communication in larger teams while able to reach consensus and alignment. Show demonstrable experience in design process management delivering integrated system solutions. Preferred skills and qualifications Experience in technical training and education programs Work in a way that works for you We recognize that everyone is different and that the way in which people want to work and deliver at their best is different for everyone too. In this role, we can offer the following flexible working patterns: Working flexible hours - flexing the times when you work in the day to help you fit everything in and work when you are the most productive Working with us Our people are at the heart of what we do at Baker Hughes. We know we are better when all of our people are developed, engaged and able to bring their whole authentic selves to work. We invest in the health and well-being of our workforce, train and reward talent and develop leaders at all levels to bring out the best in each other. Working for you Our inventions have revolutionized energy for over a century. But to keep going forward tomorrow, we know we have to push the boundaries today. We prioritize rewarding those who embrace change with a package that reflects how much we value their input. Join us, and you can expect: Contemporary work-life balance policies and wellbeing activities Comprehensive private medical care options Safety net of life insurance and disability programs Tailored financial programs Additional elected or voluntary benefits

Fazlani Exports is hiring HR Head/Sr. Manager - HR to lead HR functions across our Commodities and Food divisions. Must have strong experience in strategic HR, talent management & compliance. Apply now to join a growing export organization.

Do you enjoy working with cutting-edge technology? Would you like to help shape the future of our global energy? Join our Team! Our Industrial & Energy Technology (IET) team provides industry-leading products and services that optimize the extraction, production and processing of energy. We help a diverse range of customers across the value chain to reduce operating costs and improve productivity. Our team is responsible for the assembly of high-quality and innovative products. Partner with the best In this role, you will lead and oversee the technical development and capability planning of the Engineering function. In this role, you will be responsible for: Planning, designing, and overseeing initiatives related to Engineering functional development in terms of technical training, Competency mapping and planning, Upskilling and reskilling of Engineering teams. Developing and implementing our Build/Buy/Borrow strategy in close collaboration with HR to provide governance on Workforce Planning for the function in line with LRP needs. Managing finances and supervising one or more teams. Connecting with all Engineering BU directors in order to tailor the training programs as well as the related tools to their needs. She/He will require engineering expertise and will have to be well connected to the operative design teams to recognize their day-to-day challenges and requirements. Focusing on creating, planning and executing important functional programs like the Aspire program or Kahuna implementation that requires business and financial acumen, long term strategic planning, alignment to company Strategy and a strong and robust engineering network and connection. Taking care about the change management needed to introduce new tools/programs/initiatives as well as the governance around the programs she/he will lead. Fuel your passion To be successful in this role you will: Show results oriented mindset Show strong communication and reporting skills to senior leadership and technical leadership council Be fluent in English Display strong interpersonal skills, persuasive and strong negotiator Be capable of assertive and positive communication in larger teams while able to reach consensus and alignment. Show demonstrable experience in design process management delivering integrated system solutions. Preferred skills and qualifications Experience in technical training and education programs Work in a way that works for you We recognize that everyone is different and that the way in which people want to work and deliver at their best is different for everyone too. In this role, we can offer the following flexible working patterns: Working flexible hours - flexing the times when you work in the day to help you fit everything in and work when you are the most productive Working with us Our people are at the heart of what we do at Baker Hughes. We know we are better when all of our people are developed, engaged and able to bring their whole authentic selves to work. We invest in the health and well-being of our workforce, train and reward talent and develop leaders at all levels to bring out the best in each other. Working for you Our inventions have revolutionized energy for over a century. But to keep going forward tomorrow, we know we have to push the boundaries today. We prioritize rewarding those who embrace change with a package that reflects how much we value their input. Join us, and you can expect: Contemporary work-life balance policies and wellbeing activities Comprehensive private medical care options Safety net of life insurance and disability programs Tailored financial programs Additional elected or voluntary benefits

Responsibilities: * Lead cultural transformation through competency mapping & development * Oversee organizational change initiatives with succession planning & leadership dev Provident fund Annual bonus

We at Solvecube is hiring for our client- A leading management consulting firm based in Gurgaon seeking for an Assistant Manager -Rewards Specialist. Job Summary: We are looking for a highly motivated and analytical Assistant Manager Rewards to join our team. The role will focus on designing, managing, and executing compensation and benefits programs to attract, retain, and motivate talent in alignment with our business strategy. The ideal candidate will have strong analytical skills, a deep understanding of reward strategies, and the ability to collaborate across HR and business teams. Key Responsibilities: • Compensation Management: Assist in designing and implementing competitive compensation structures, including salary benchmarking, pay scales, and incentive programs. • Benefits Administration: Support the development and administration of employee benefits programs, ensuring compliance with company policies and legal requirements. • Job Evaluation & Benchmarking: Conduct job evaluations, market benchmarking, and salary surveys to ensure competitiveness in the market. • Data Analysis & Insights: Analyze compensation and benefits data, providing insights and recommendations to support decision-making. • Annual Compensation Review: Assist in the execution of salary reviews, performance-based pay, and bonus plans in line with company policies. • Reward Policies & Compliance: Ensure reward policies and processes comply with local labor laws and regulations. • Stakeholder Collaboration: Work closely with HR business partners, finance, and senior leadership to drive reward strategies that support business goals. • HR Systems & Reporting: Maintain HR databases, generate reports, and manage compensation tools to ensure data accuracy and efficiency. • Employee Communication: Support communication of rewards programs and policies to employees, enhancing transparency and understanding. Key Requirements: Master’s degree in Human Resources, Business Administration, or a related field. 4-6 years of experience in compensation & benefits, rewards, or HR analytics, preferably in a professional services environment. Strong knowledge of compensation structures, job evaluation methodologies, and benefits administration. Proficiency in HR systems, data analysis tools, and Excel (pivot tables, macros, etc.). Strong analytical skills with the ability to interpret and present data-driven insights. Knowledge of local labor laws and compensation regulations. Excellent communication and stakeholder management skills. Ability to manage multiple projects and work in a fast-paced environment.

Role & responsibilities Generalist Activities Performance Management System (PMS) Training & Development (Planning to Execution and Monitoring) Employee Relations, Motivation Surveys & Engagement Activities HR Analytics & Reporting Preferred Additional Knowledge About IATF/ISO standards and their HR Audits Statutory Compliances Good skills in MS Excel

We are seeking a talented and experienced Beauty Advisor. The ideal candidate has to have excellent communication skills, is presentable, and possesses a basic understanding of skincare and fragrance. Key Responsibilities Showcasing products to potential customers to highlight features and benefits. Interacting with customers to answer questions, provide information, and encourage purchases. Organizing and executing promotional events and campaigns to increase brand awareness. Gathering feedback from customers to provide insights to the marketing team Monitoring sales performance and reporting results to management. Developing relationships with customers and retailers to foster brand loyalty. Qualifications Higher Secondary or Above Minimum of at least 6 months or more experience in Perfume & Cosmetics. Experience on the retail selling floor, preferably in Travel Retail. Presentable & well-groomed Excellent communication and collaboration skills. What We Offer Competitive salary and benefits package. Opportunity to work with a creative and passionate team. Professional development and growth opportunities. Annual appraisals of the staff. How to Apply Interested candidates are invited to submit their resume, portfolio, and a cover letter detailing their relevant experience to namaste@frankojulia.com Frankojulia is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Role & responsibilities Position : L&D Learning Partner Location: Chennai, Tidel Park (WFO) Years of Experience: 1 to 5years Education : Any Graduate Requisite Skills : Consulting, Understanding of Learning methodologies, Project Management, Training methodologies in emerging technologies, PowerPoint and Excel Job Description Understanding business and business problems Stakeholder engagement to understand learning objectives and outcomes. Strategize learning and build a learning road map for the business unit. Design and Delivery Conduct detailed Learning Need Analysis (LNA) define metrics and sign off with the stakeholders. Design delivery mechanisms, track, report and create case studies. Managing Performance Ensure continuous communication with key stakeholders (HR Business Partners, business leaders) in creating a conducive learning ecosystem. Facilitating and tracking informal learning (social/collaborative learning) Supplementary learning Measurement & Reporting Evaluating the business impact of business-specific interventions Dipstick with learners on the efficacy of the learning solutions and be flexible to modify the approach. Generating key learning reports Promoting brand L&D Complete understanding of Sify L&D as a brand and how to promote learning to various cross-sections within the company.

People Success Partner (HRBP) Associate Director (AD) We seek a strategic, results-oriented HR leader to join Zinnovs vibrant operations as an Associate Director, People Success Partner. This influential role oversees the full spectrum of HR strategy and execution for our 1000+ strong business process operations center. The successful candidate will independently drive impactful people initiatives that accelerate talent development, foster an outstanding culture, and position the center for continuous growth and operational excellence. Responsibilities Strategic HR Leadership Lead the integration of HR strategies with business operations to optimize talent management, enhance operational efficiency, and proactively scale for growth. Serve as a trusted advisor to senior leaders, aligning talent strategy with business objectives. People Experience and Culture Continuously monitor employee sentiment using innovative methods (pulse surveys, HealthCheck, exit interviews), proactively addressing areas of improvement. Design and implement powerful employee engagement initiatives that reinforce a collaborative and high-performance culture. Provide strategic counsel to leadership on engagement best practices, recognition frameworks, and culture reinforcement activities. Talent Optimization & Analytics Leverage advanced HR analytics to inform workforce planning and talent management decisions, driving strategic outcomes such as reduced attrition, improved employee productivity, and increased employee satisfaction. Develop and communicate insightful HR metrics dashboards that inform executive decisions and enhance operational performance. Performance Excellence & Learning Development Partner closely with leadership to implement high-impact performance management systems, fostering a culture of continuous feedback and professional growth. Champion comprehensive talent assessments and targeted learning interventions to address skill gaps and elevate performance across the center. Compensation & Benefits Strategy Support strategic compensation reviews, utilizing external benchmarks and internal analytics to ensure competitive pay structures that attract and retain top talent. Lead initiatives that link rewards clearly to performance and organizational impact. Employee Relations & Compliance Expertly handle complex employee relations issues with discretion and effectiveness, safeguarding the culture and integrity of the organization. Maintain a deep understanding of HR compliance requirements, proactively ensuring organizational adherence and risk management. Candidate Profile Strategic Influence: Demonstrated success influencing senior stakeholders and driving strategic HR initiatives in large, complex organizations. Operational Excellence: Proven track record managing HR in dynamic, high-volume service delivery centers, balancing strategic initiatives with operational demands. Analytical Excellence: Exceptional ability to translate complex HR data into actionable insights for decision-making. Culture Catalyst: Passionate advocate for employee engagement and culture, experienced in implementing creative programs that reinforce organizational values and high performance. Change Leadership: Experienced change management professional adept at guiding organizations through transformation, growth, and evolving business environments.

Role & responsibilities To manage end-to-end Leadership Development within the organization: Is expected to independently and strategically do: Diagnostics and Analysis Engaging with key stakeholders / senior management within the organization and conducting OD Consulting sessions with them to obtain diagnostic data and analyze the immediate areas of development of the Leadership team Using these findings to design a Leadership Development Strategy that caters to the Senior Leadership within the Organization and contributes to building and enhancing Leadership capabilities Initiating and conducting Individual SWOTs and IDPs for each BU Head, SVP and VP across all verticals and skill sets to facilitate their development and maturity as leaders Identifying critical leadership talent and their development needs Development of Strategy Formulating a robust Leadership Development Strategy, to include a bouquet of Leadership Programmes to enhance Leadership Competencies, that focuses on both long-term and immediate need Focusing on customized, role-based and skill development interventions for the Leadership within the organization Constantly seeking opportunities to garner best practices from different organizations and interact with experts from the industry for the same Identifying forums and vendors, and liaising with them to cater to development needs within the organization Collaborating closely with OD team, HR department / vertical function heads, and individual team members to ensure alignment and integration of strategies, projects and programs for successful implementation and results Implementation & MOS Facilitating effective leadership development interventions to maximize leadership effectiveness Partnering with department Heads/ Managers on the implementation & facilitation of the planned OD & team development interventions Conducting team interventions to facilitate effective cross functional working at a leadership level Engaging with the senior leadership and providing ongoing formal and informal feedback on Leadership effectiveness within the organization Measuring the effectiveness and the impact of various interventions executed at the Senior Leadership level through feedback and experience from previous interventions Ensuring appropriate steps to improve effectiveness and efficiency of the interventions in building Leadership capabilities II. To manage and drive Talent Management & Development within the organization: Partnering with management within the organization to gain a commitment from them to initiate Talent management and development programmes Creating a systematic process/ programme to identify top talent at various levels within the organization by closely working with the Heads in each vertical/ skill set and understanding the performance trends in accordance with the business plan Identifying critical roles at various levels, creating a talent pool within the organization so as to create more support for a diverse workforce and avoid redundancy of these critical roles Developing talent needs for these identified critical roles so as to create more opportunities for high potential Working with key stakeholders to create a development plan for each identified employee Initiating Succession Planning Linking the top talent management programme to a Succession Planning programme to create a strong second line for key positions at the Senior Management levels and other levels in the organization Developing a robust succession planning programme to enhance these roles to the next level III Building Organisational Culture: Internalising and institutionalizing culture by embedding values in various stages of the employee life cycle. IV Development Centers: Developing DCs , BARS , Competency matrix , certified assessor Iv To manage & drive Performance Management & Improvement: Self & team Conducting regular/ periodic one-to-one conversations with direct reportees to have discussions on their progress on individual/ team projects, discuss any challenges and concerns & create game plans on how to achieve set targets Taking concrete steps to course correct through best practice sharing within the team Making recommendations cross functionally for improving ways of working & suggestions for process improvements while working on projects and interventions Managing own personal growth and development continually by keeping self updated with current process/business knowledge and working with Reporting Manager for personal development Organization Developing & implementing OD interventions for enhancing the effectiveness of employee performance in achieving the goals and objectives of the individual and organization Reviewing the current performance management systems in the organization, checking for effectiveness and proposing for change and improvement to make it efficient to suit the business objectives and company plan KNOWLEDGE, SKILLS & COMPETENCIES REQUIRED Functional Skills and Competencies: Knowledge & experience of OD processes & practices Is expected to have: Thorough knowledge & experience of various interventions done from an OD perspective and for developing Leadership Capability, OD as a function and how it impacts the performance and development of other functions to be able to understand stakeholder/ business requirements and deliver the relevant and right solutions for the same or provide support Knowledge and experience of Project Management, Transformational Change, Leadership Approaches, and Business Process Re-engineering to be able to approach stakeholders for their requirements and needs in alignment with business strategies Affiliation with various professional forums within the industry to provide opportunities for interaction and best practice sharing Prior experience in Talent management / Learning & Development / OD, experience in people development & coaching as an HR Business Partner Competency Mapping Job Analysis, job descriptions & Behavioural /Leadership competency framework for the delivery organisation, enabling fictions and the sales organisation. Embeddeding them in various stages of the Employee Life cycle Training, PMS, IJP & Hiring Coaching Ability to coach DRs through their challenges & issues to continuously enhance performance & behaviours on delivery of tasks Ability to coach peers and seniors, and providing coaching to stakeholders to discover possibilities/ solutions to their business problems/ glitches Analytical Thinking & Decision Making Skills Knowledge and experience of conducting gap analysis and training needs analysis to be able to meet stakeholder needs and requirements and be able to provide solutions and suggestions for needs and problems. Ability to establish facts and develop conclusions and recommendations following detailed assessment and analysis obtained from Diagnostics done for various development projects within the organization from an OD perspective Ability to make, communicate and deploy decisions related to people and processes and to control, monitor and evaluate the effectiveness of the decisions implemented Ability to make tough and rational decisions while dealing with various business needs of stakeholders, even under stress Conceptualizing Ability to conceptualize on interventions relevant to providing solutions to stakeholders and the leadership within the organization Ability to analyze and form strategies on developing processes, creating and designing interventions to manage and enhance Leadership capability and Talent Management within the organization Provide creativity and innovation in OD work; take risks within context of overall strategy to initiate change and improvement Content Designing & Development Knowledge and experience of content designing for a variety of interventions related to people development and in turn contributing to organization culture and effectiveness Ability to design modular content through a variety of mediums and customize content framework and delivery to suit the stakeholder requirements and ensure favourable learning transfer environment and to enable ongoing learning Knowledge and experience of identifying and setting measures to gauge effectiveness of interventions implemented and delivered Knowledge and experience of levels of evaluating performance through training and interventions Facilitation skills Demonstrate experienced ability to facilitate interventions for mid to senior levels within the organization through Instruction Design and Training Delivery skills Presentation skills to be able to present data and project plan effectively to business/ key stakeholders as well present content delivery in an effective manner Ability to make impactful presentations and influence opinions across the organisation Ability to facilitate interventions for senior levels within the organisation Customer Centricity: (core) Customer orientation is a key competency required for this role. Consistently place a high value on customers (internal and external) and all issues and factors that relate to customer experience/ stakeholder expectations and needs Ensure delivery of all promises and commitments made to the customers/ stakeholders Required to maintain high confidentiality with sensitive information and data and display integrity People Management Performance management Conduct effective and meaningful performance conversations with DRs with equity and emphasis on behaviours Good understanding and direct experience of best practice in people management, including performance management Ability to provide feedback in constructive, firm and outcome focussed manner Influencing & Negotiating Skills Ability to have discussions with stakeholders and team members on discussing realistic timeliness for project delivery and implementation of various interventions by getting an appropriate buy-in Experience with a variety of vendors and an ability to engage and manage vendor relationships Client Relationship Management and Consulting Skills to be able to have a consultative approach to stakeholder needs and requirements Influencing and communication skills, internal marketing and demonstrable capability in relationship building at all levels Preferred candidate profile Education Graduation required Post Graduate Qualification in HR or related field required Experience Minimum of 8 years' experience in an OD or related (People and Leadership Development and Talent Management) field Experience in conducting Assessment /Development Centres. Certification preferred. Good experience and certification in Project Management preferred Certification on a variety of psychometric tools (preferred)- MBTI. DISC. Hogan Experience in creating & executing Culture Journeys . Certification preferred.(LSI/GSI/OCI) Coaching certification (ICF/CFI)

Role & responsibilities Job Summary The Head of Human Resources will oversee all HR functions across multiple manufacturing plants. This role requires a strategic leader with extensive experience in managing corporate HR operations, fostering employee relations, and ensuring compliance with labor laws. The ideal candidate will have a proven track record of working closely with promoters & top management and managing a diverse team. Key Responsibilities Strategic HR Management: Develop and implement HR strategies that align with the overall business objectives of the organization. Team Leadership: Lead and mentor a team of 5 HR professionals, providing guidance on best practices in recruitment, employee engagement, and performance management. Employee Relations: Manage employee relations issues, ensuring a positive work environment and effective conflict resolution. Compliance Oversight: Ensure compliance with all labor laws and regulations across multiple manufacturing sites. Talent Acquisition: Oversee recruitment processes, including sourcing, interviewing, and on boarding top talent to meet organizational needs. Training and Development: Design and implement training programs to enhance employee skills and career progression. Performance Management: Establish performance management systems that drive accountability and foster a culture of high performance. Compensation and Benefits: Develop competitive compensation structures and benefits programs to attract and retain talent. Preferred candidate profile Qualifications Education: Full time MBA Experience: Minimum of 20 years of experience in HR roles within the manufacturing sector, with significant exposure to corporate HR functions. Skills Strong leadership and managerial skills Excellent communication and interpersonal abilities Proficiency in HR software and data analytics In-depth knowledge of labor laws and compliance issues Interested candidate may share their updated CV with details mentioned below on given mail Id: gita.hr@vsinternational.co.in Total Exp- Current CTC- Expected CTC- Notice Period-

Job Title: Head Learning & Development (L&D) (Telegu Mandatory) Location: Hyderabad Experience: Relevant experience in healthcare/hospitals Salary: 15 20 LPA Branches: Responsible for managing L&D across two locations (Cluster Role) Job Summary: We are looking for a dynamic and experienced Head of Learning & Development (L&D) to lead training and development initiatives across two hospital branches in Hyderabad. The ideal candidate should come with a strong background in the healthcare or hospital sector and be passionate about building a learning culture that enhances employee performance, patient care, and organizational growth. Key Responsibilities: Design and implement L&D strategies, programs, and policies aligned with the organizations goals Identify training needs across departments and create customized learning modules Coordinate and oversee training sessions, workshops, and onboarding programs across both branches Evaluate the effectiveness of training programs and ensure continuous improvement Work closely with department heads, HR, and leadership teams to develop career development plans Monitor compliance training and certifications specific to healthcare standards Foster a culture of continuous learning and professional development Requirements: 7+ years of experience in Learning & Development, preferably in the healthcare or hospital sector Proven experience in managing multi-location or cluster operations Strong understanding of healthcare training needs, clinical and non-clinical staff development Excellent communication, leadership, and stakeholder management skills Ability to work independently and manage L&D strategy across different teams and levels Interested candidates can send their CVs to [smita.gurung@cielhr.com]. Let me know if you'd like a shorter or more casual version for social media posting!

Role: Senior Manager Corporate HR Exp 10-15 Years Domain/ Industry : Real Estate Developments Location- Gurugram Role & responsibilities: HR Planning, Budgeting, Forecasting per business requirement and Operating plans Provide strategic direction for setting up the Human Resources function in line with the organizational business plans and facilitate the execution of organizational HR plans and policies across all locations Ensure competitive positioning of group in the talent market by regularly updating the organizations positioning through conducting regular benchmark exercises, periodic review of organization structure, lines of control and delegation of authority. Ensure availability of critical skill sets and competencies in the organization in line with the business plans and manage people capability risks through continuous capability building, retention strategies and career & succession planning. Develop, implement and monitor HR systems for the organization, such as performance appraisal, recruitment, compensation, training & development, career and succession planning. Plan and evolve the Human Resource budget in coordination with Corporate Planning & Monitoring and controlling of Employee payroll cost. Develop and monitor the budget for HR department (including training, recruitment and organization development budget). Negotiate and monitor Service Level Agreements with various service providers to ensure value maximization for the organization. Maintain Organization staff by establishing a Recruiting, Testing& Interviewing program; Counselling Managers on Candidate Selection; Conducting and analysing Exit Interviews and recommending changes. End to End Talent Acquisition and Talent Management for different Business Verticals spanning Real Estate, Hospitality Development and Entertainments. Employee Life Cycle Management from Hiring/ Onboarding to Exits Periodic Performance review and management of employee Learning and Development, Conduct & Organize Training Sessions on Soft Skills, Behavioral Skills as per organizational needs. Ensures Legal and Statutory HR compliance by monitoring and implementing applicable HR Federal and State Requirements; Conducting investigations, Maintaining Records Maintains Management guidelines by preparing, updating, and recommending HR Policies and Procedures. Design and support organization development and culture building initiatives to create an environment most conductive to achieving business objectives. Preferred candidate profile: 1. Shall have 10+years of Experience in Corporate/ Business HR preferably in Real Estate / Construction/ Infrastructure/ Hospitality 2. Graduate + MBA in human Resources from premier B Schools. 3. Core Expertise in Manpower Planning, Budgeting and Forecasting 4. HR Business Partnering 5. Employee Life Cycle management and administrations 6. Employee KRA-KPI, Competency Mapping and Assessment Metrices 7. Performance Review and Performance Management 8. Succession planning and Cadre building 9. Organizational developments and Employer Branding 10. Cross functional coordination and Stakeholders management 11. Excellent communication and interpersonal skills Perks and benefits: As per Industry best practise.

Role & responsibilities We are seeking a dynamic and detail-oriented HR professional experience to support and drive HR initiatives across the organization. The ideal candidate will have a strong foundation in HR related deliverables in Recruitment, Learning and Development, Skill and Competency mapping, HR analytics, advanced Excel-based dashboards, and HR operations, particularly in mission-driven, consulting or service oriented environments. Preferred candidate profile Act as a strategic partner to program teams, support people strategies and aligned with organizational goals. Provide HR guidance and support to teams on employee performance, employee surveys, workforce planning, and employee relations. Drive Learning and Development initiatives from TechnoServe's Learning and Development initiatives that promote employee retention, skill, talent and competency mapping , and organization development Recruitment : Lead end-to-end recruitment processes including sourcing, screening, interviewing, and onboarding for lateral and critical hiring. Partner with hiring managers to define role requirements and develop effective hiring strategies. Build talent pipelines for current and future hiring needs, especially in niche roles within the development or consulting sectors HR Analytics : Build and manage HR dashboards and reports using Advanced Excel (pivot tables, VLOOKUP, Power Query). Analyze people data to generate actionable insights for leadership. Track key HR metrics such as attrition, engagement, recruitment funnel, and other indicators HR Operations : Plan and execute employee engagement activities, surveys, and action plans. Support culture-building initiatives, employer branding and employee communication strategies. Champion diversity, equity, and inclusion initiatives across teams. Support in HR documentation/ MIS process improvement, and compliance tracking. Familiarity with labor laws, contracts and compliance in the Indian context is most preferable HRIS - Should have exposure to develop HR IT systems with the support of global team / external vendors Bachelors or Master’s degree in HR, Business Administration, or related field from reputed institutions. Minimum 5-7 years of relevant experience in HR functions. Demonstrated expertise in HR analytics and Excel-based dashboards . Proven hands-on experience in recruitment and learning and development initiatives, and resolve employee related issues. Exposure to consulting firm, consumer focused, service driven sectors will be advantage. Experience in Learning and Development initiatives will be added advantage Knowledge on labour laws, and statutory compliance will be added advantage Excellent communication and interpersonal skills , with the ability to create and deliver impactful presentations to senior leadership. Strong organizational skills with the ability to manage multiple priorities effectively in a fast-paced, mission-driven environment with in expected timelines. Should be a self-starter, ability to network, maintain cordial relations, and a team player Incumbent should be tech savvy and ability to drive new processes Open to travel to project locations

We have been retained by a highly progressive and fast growing Pharma company to hire an " Executive / Assistant Manager - HR" to be based at their manufacturing plant based at Aurangabad. Company's HO is located at Mumbai. Details of the position are mentioned below: Company: Our client is a highly reputed and fast growing pharma with a substantial domestic and international presence. Designation: Executive / Assistant Manager - HR. Job Location: Aurangabad Role & responsibilities: Lead and manage the HR Department, ensuring effective and efficient operations. To provide a comprehensive HR advisory service to the Company. Manage the recruitment process. Support present and future company demands through growing, involving, inspiring, and preserving human capital. Stay abreast of industry trends and best practices to continuously improve HR processes. Monitor and ensure the company's compliance with state, and local employment laws and regulations, recommend best practices; review and accordingly modify policies on a timely basis to maintain compliance. Conduct training and development programs as and when required in manufacturing plant. Responsible for handling HR Audit with the support of HR team. Preferred candidate profile : 5 - 10 years of experience in the relevant field, preferably in a pharmaceutical company of high repute Knowledge of computers Excellent verbal and written communication skills In-depth knowledge of HR best practices, employment laws and regulations. Those of you whose profile matches the above mentioned description and will like to apply for this position shall forward their updated profile to director.ppi@gmail.com In case of a query, please feel free to speak to the undersigned: Kanika Vinayak, Director, Pharma Placements Inc. Mobile No: 98202 29398

Designation: Talent Management Specialist Working Hours: US Shifts: 6 PM to 3 AM Hybrid Model: 1 week WFO and 3 weeks WFH Work Location: Bangalore (current should be Bangalore or nearby) Responsibilities: 1. Collaborate with HR and business leaders to support during the performance cycle, support in talent needs and develop talent pipelines for critical roles. 2. Support in the assignment of goals, managing goal deletion process, performance review and management process, setting up of evaluation reminders and related activities. 3. Process and manage activities related to succession planning, Creation and modification of Organization charts, Future Successor Charts, cancelling of performance documents. 4. Monitor and analyze talent metrics to measure the effectiveness of talent management initiatives and identify areas for improvement. 5. Build strong relationships with internal stakeholders, including business leaders, HR partners, and employees, to understand their talent needs and provide effective solutions. 6. Handle talent management processes, including: - Manual exit process using Qualtrics tool: Managing the exit process for employees leaving the organization by utilizing the Qualtrics tool to collect necessary information and feedback. - Succession planning: Assisting in the creation and editing of organizational charts to identify potential successors for key roles within the company as per request. This will involve collaborating with HR and business leaders to ensure a smooth transition and continuity of talent. - Succession planning deactivation project : Supporting the deactivation of succession planning initiatives, which may involve updating and revising organizational charts, identifying new talent needs, and communicating changes to relevant stakeholders. - Ordering welcome gifts for Merger & Acquisition (M&A) employees: Coordinating the process of ordering and delivering welcome gifts to employees joining the company through mergers and acquisitions. This will involve liaising with vendors, tracking orders, and ensuring timely delivery. Qualifications: 1. Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree is preferred. 2. Minimum of 4 years of experience in talent management or a related HR function. 3. Strong knowledge of talent management principles, practices, and trends. 4. Proven experience in designing and implementing talent development programs, including leadership development and performance management process. 5. Familiarity with talent assessment and succession planning processes. 6. Excellent analytical and problem-solving skills, with the ability to interpret data and provide actionable insights. 7. Strong project management skills, with the ability to manage multiple initiatives simultaneously. 8. Excellent communication and interpersonal skills, with the ability to build relationships and influence stakeholders at all levels of the organization. 9. Ability to work independently and collaboratively in a fast-paced, dynamic environment. 10. Proficiency in HRIS and talent management software is preferred.