41 Exit Management Jobs - Page 2

Role & responsibilities : Talent Acquisition, Management and Retention Onboarding and Induction Attendance & Payroll Employee Engagement Activities Grievance Handling, conflict management & Disciplinary Actions Exit Management HR Data Management & MIS Preferred candidate profile : Proven experience in Talent Acquisition & Management. Hands on experience in Employee engagement. Excellent Communication & interpersonal Skills. Strong problem solving skills. Ability to work independently & as a part of team. Mail CV@vivek.sonkar@hdbfs.com

Partner with department HOD/Hiring Manager to understand role requirements and create compelling job descriptions. Make effective use of HRIS platform (pref. Keka Applications). Support in execution of Probation Confirmation Process, Time Office Management, and Exit Management protocols as per Standard Policy framework. Support Employee Engagement Activities (Festival Celebrations, Birthday Events, Wellness Programs & Team Building Activities). Good communication skills (pref. English & Hindi speaking). Strong proficiency in MS Office (Word, Excel & PowerPoint).

Role & responsibilities - To manage recruitment requirement in respective Zone. - Identify resource requirements for meeting business plans and to ensure business is sufficiently staffed. - Design metrics for measuring productivity in collaboration with business leaders, Review and analyse data to identify trends and recommend solutions to improve performance, retention, and employee experience - Design, implement and track employee retention program. Work with the team to continuously monitor the "pulse" of employees to ensure a high level of engagement - Provide compensation direction including salary planning, promotions and job re-levelling. - Collaborate with L&D team and business in identifying training needs. Responsible for tracking the effectiveness of training programs and suggest stake holders for improvisation. - Work with business to access, create and implement innovative product and geo specific employee engagement initiatives to improve ESAT scores. - Anticipate and address HR related trends and issues impacting the business and provide insights, recommendations, plans, tools and solutions. - Develop and maintain positive relationships with employees at all levels and promote and energizing and open work environment. - You should be conceptual, sound, articulate and have great ability to work with multiple stakeholders. - Work closely with business and enhance performance ( at individual and business level ) - Advice/direction to the management team on HR policy, performance management, organizational development, team building and employee relations matters; recommend appropriate decisions consistent with the strategic direction of the group. Preferred candidate profile Candidate from NBFC with proven exposure of HRBP role & immediate joiner.

Role & responsibilities Responsible for driving and maintaining various processes facilitating employee engagement, motivation , communication, Grievance handling; counselling, establishment and maintenance of communication channels. Facilitate the creating of a world-class working environment that will attract and retain the, highest caliber of people. Drive and execute HR strategies to support and achieve employee relation activities Conduct Governance meetings and share insight with leadership around people related metrics Responsible for all employee communication & grievances management Actively benchmark all HR activities and adopt suitable initiatives based on industry trends Conduct Employee satisfactions surveys and ensure that it is at expected levels Facilitate the driving of organization Culture Facilitate (through multiple initiatives) and maintain high morale and teamwork resulting in high, employee satisfaction Dealing with issues of employee (in) discipline and maintaining employee relations resulting in fun, filled work place amidst high performance orientation Ensure regular communication happens from Top Management in the form of Town Halls and Meetings Assist is driving Location level Employee Engagement Events Plan and Execute Employee Communication on the floor along with Ops Conduct Employee Skips and report out and drive actions to closure Assist in Employee related documentation and filing of disciplinary cases with central filing team Connect with New Hires and drive Retention in 90 days bracket Desired Skills : Strong communication skills, both written and verbal Should have good knowledge of MS Office including word, excel and PowerPoint. Outlook management and email writing skills Data & Time Management Detail oriented, Organizing and planning skills Influencing, Problem Solving & Presentation skills Willingness to work in evening / night shifts is a must.

Designation Zonal HR Job Location Chennai Working Days and Timings Monday to Friday (9:30am to 5:30pm) All Saturdays (9:30am to 1:30pm) Team Handling role (6-8 direct reportees) Position reports to - GM HR We are seeking candidates with mandatory experience in sales hiring (B2B/B2C) including field sales and call centre recruitment and can take full ownership of leading the entire zone. Roles and Responsibilities Develop and implement effective talent acquisition strategies to attract top performers in the industry. Manage employee life cycle from induction to exit, ensuring seamless transitions and minimizing attrition. Foster strong relationships with business leaders to drive sales growth through employee engagement initiatives. Oversee performance management processes, including setting goals, conducting reviews, and addressing underperformers. Ensure timely resolution of employee grievances and maintain a positive employer brand reputation. Desired Candidate Profile 12-15 years of experience in HRBP role with expertise in Business Partnering, Employee Life Cycle Management, Performance Management, Attrition Management, Sales HR & Talent Acquisition. MBA/PGDM degree in HR/Industrial Relations or related field; certification in HR preferred (e.g., SHRM-CP/PHR). Proven track record of success in managing complex projects simultaneously while meeting deadlines under pressure. Interested candidates share your resumes at roomy.parmar655@mahindraholidays.com along with your CTC and Notice Period details.

Job role Manage Data Entry for various transactions under Hire to Retire on different ERPs ex (SAP, WorkDay) Audit Self work Maintain the required SLAs in terms of TAT and Accuracy Handle Basic queries and able to respond to mails regarding Payroll Inputs Basic hygiene of following the Goals and achieving the same Ability to work with a diverse group of employees and individuals Strong knowledge of Microsoft Word, Excel, PowerPoint Demonstrate Customer Orientation Ability to answer inquiries on own initiative by effective use of relevant written data and information Supports peers by reviewing work to ensure zero errors in work. Engages in professional development to continuously grow in profession and remain current. Strong interpersonal people management skills & client management skill. Responds to all requests and communications in a timely and thorough manner. Meets 100% of external deadlines. Working Days- Sunday- Thursday Shift:- Mid European Shift (MEA-shift)

Employee on boarding, joining formalities, documentation, induction, conducting orientation and co-ordination with the internal team. Employee grievances & communication: resolving employee queries/ issues, drafting internal Emails, for communication. Employee Engagement: Planning and organizing events (one minute games, fun Fridays, stress busters, birthday celebrations etc.) Letter management: Issue appointment and confirmation letter, reliving and experience letter, and arbitrary letters. Recruitment: End to End recruitment cycle. Exit Management: Conducted exit formalities, exit interview & documentation. Handling Payroll like Spine Handling PF, ESIC. uploading monthly challans. Miscellaneous: Provides payroll information by collecting time and attendance records. Submits employee data reports by assembling, preparing, and analyzing data. Maintains employee information by entering and updating employee data. Recruitments Training and development Desired profile of the candidate: Any Graduation. Preferable MBA-HR (Candidate from Navi Mumbai/Thane are eligible to apply)

KEY RESPONSIBILITIES: Strategic Partnership: Business Alignment : Collaborate with business leaders to understand their strategic goals and challenges. HR Strategy: Develop and implement HR strategies that support business objectives. Talent Management: Identify talent needs, develop talent strategies, and oversee talent acquisition and retention. Organizational Change : Support organizational change initiatives by managing people-related aspects. Operational Excellence: HR Processes: Oversee day-to-day HR operations, including recruitment, onboarding, performance management, compensation, and benefits. Employee Relations: Manage employee relations, address employee concerns, and resolve conflicts. Compliance: Ensure compliance with labor laws and company policies. Attrition Management: Attrition Analysis: : Monitor and analyze attrition trends to identify root causes. Retention Strategies : Develop and implement retention strategies to reduce voluntary turnover. Exit Interviews: Conduct exit interviews to gather insights into reasons for leaving. Employee Engagement: Foster a positive work environment and enhance employee engagement. Performance Management : Performance Review Process: Oversee the performance review process, including goal setting, performance appraisals, and feedback sessions. Performance Improvement Plans: Develop and implement performance improvement plans for underperforming employees. Talent Development: Identify high-potential employees and provide development opportunities. Additional Responsibilities : Employee Experience: Enhance the employee experience through initiatives like employee wellness programs, recognition programs, and flexible work arrangements. Diversity, Equity, and Inclusion: Promote diversity, equity, and inclusion in the workplace. Data Analytics: Use data analytics to identify trends, make data-driven decisions, and measure the impact of HR initiatives. QUALIFICATION & CERTIFICATIONS: Educational Qualifications: Bachelor's Degree / Master's Degree (Optional): A bachelor's degree or a master's degree in Human Resource Management or a related field (MBA preferred). Experience : 4-5+ years of relevant experience as a Human Resource Business Partner Certifications: Certification or Diploma in Human Resource Management like SHRM, PHR will be desirable. Essential Skills and Knowledge: Business Acumen: Understanding business strategies, financial metrics, and industry trends. Strategic Thinking: Developing and implementing long-term HR strategies aligned with business goals. Change Management: Leading and managing organizational change initiatives. Problem-Solving and Decision-Making: Analyzing complex HR issues and making informed decisions. Communication Skills: Effectively communicating with employees at all levels, executives, and external stakeholders. Interpersonal Skills: Building strong relationships and collaborating with diverse teams. Data Analysis: Using data to drive HR decisions and measure the impact of HR initiatives.

About TresVista TresVista is a global enterprise offering a diversified portfolio of services that enables its clients to achieve resource optimization through leveraging an offshore capacity model. TresVista's services include investment diligence, industry research, valuation, fund administration, accounting, and data analytics. TresVista has 1,800 employees across offices in North America, Europe and Asia, providing high-caliber support and operating leverage to over 1,000 clients across geographies and asset classes, including asset managers, advisors, corporates, and entrepreneurs. About Department The Human Resources department is responsible for the entire employee lifecycle from onboarding to exit, reporting dashboards, enhancing processes and automating for better employee experience Roles and Responsibilities Overseeing the entire employee lifecycle, such as onboarding, facilitating employee movements and offboarding to ensure a seamless experience for employees Conducting background checks and coordinating with the vendor to receive timely reports Managing and executing processes on the HRMS portal Workday, Darwin Evaluating existing HR processes to identify opportunities for automation and streamlining Collaborating with cross-functional teams on HR projects, initiatives, and process improvements to enhance organizational effectiveness Aiding with employee relations matters, including addressing inquiries, handling medical insurance requirements, issuing employment-related letters Supporting HR compliance efforts by maintaining documentation and assisting with audits as needed Prerequisites Commitment and ownership Analytical ability Problem-solving skills Communication and presentation skills Attention to detail Time management and multi-tasking skills Command over MS Office especially Excel and PowerPoint Experience 4-6 years Education Any graduate Compensation The compensation structure will be as per industry standards

HRBP Job Description : As the cluster HRBP this position is responsible for driving organization wide HR initiatives related to Manpower Planning, KRA/ KPI, Performance Management, capability development and Employee Engagement in line with business needs. Build and maintain effective working relationships with Unit Head, HR leaders and employees to provide guidance and counsel on a variety of HR and business-related issues on both strategic and tactical levels. The incumbent is required to proactively identify HR-related risks and opportunities and collaborate with the business heads to develop appropriate solutions. Safety, Health and Environment Drive a culture of safety within the cluster through various initiatives that encourage and reward safety performance. Linking Safety & Environment to KPIs / KRAs of the employees in the unit and ensuring that safety standards are followed across all cluster Working with safety department or unit heads to ensure safety standards are met for all employees with zero accidents Continuous and breakthrough Improvements in HR, Cost reduction & New Initiatives Collaborate with Unit Head and HR leaders to drive Manpower planning ensuring Organization Chart are made and updated. Participating in the hiring process by, sharing required job descriptions, coordinating hiring efforts for on time position fulfillment HR Operations Conduct Townhalls on quarterly basis with business heads and head of departments Prepare HR reports, dashboards and analytics for management review by providing insights, trends and recommendation Ensure HR records w.r.t reporting relation, internal movement & promotion are updated on time in HRMS Ensure effective implementation of leave management process and module in each business unit Manage end-to-end HR operational activities, including but not limited to employee onboarding, offboarding, and documentation management. Ensure compliance with relevant HR policies, procedures, and requirements throughout the employee lifecycle. Administer and maintain HRIS (Human Resources Information System) and other HR databases, ensuring accurate and up-to-date employee record. Talent management & Development Ensuring setting of KRA and KPI of all employees and timely performance appraisals identifying high potential and critical talents Provide support in the administration of performance management processes, including goal setting, performance reviews, and performance improvement plans. Drive the development and implementation of HR policies, procedures, and initiatives to enhance operational efficiency and employee experience. Collaborate with key stakeholders to identify training and development needs within the organization. Make and Implement Training Calendar, facilitate training sessions, workshops, and learning activities, ensuring a positive and impactful learning environment. Maintain accurate training records and prepare reports on training activities, participation, and outcomes. Payroll support Address payroll queries w.r.t leave calculations by analysing leave requests, including casual/sick leave, earned leave, and other types of absences Maintain accurate records of employee attendance, including tracking hours worked, overtime, time off, and any other relevant data Address employee queries for deduction and addition in salary working with payroll team HR Digitization and Special projects Implement HR digitization initiatives to streamline HR processes, enhance data analytics capabilities, and improve overall efficiency. Design or implement HRMS across the company and address user queries Proactively identify HR trends, best practices, and innovative solutions to enhance HR effectiveness within cluster Enhance or implement new HRMS modules designing the scope, development and implementation Travelling : Every month or once in 2 months for 7-10 days to regional offices.

Skill required: Talent & HR Practice - Reward Strategies Designation: Func & Ind Intelligence Assoc Manager Qualifications: Any Graduation Years of Experience: 10 to 14 years What would you do? Employee Record mgnt-Core Competencies: Change Management, leadership, coaching and Influencing skills Very strong oral & written communication and Senior stakeholder management skills Ability to work and deliver under compressed timelines Excellent analytical and problem-solving skills and ability to handle difficult client interactions Excellent MS Office Skills (Power point, excel, Visio) Global exposure know-how of different cultures Travel readiness and flexibility to work in different time zones Provide end to end process and policy expertise/input to future state Global and Local design for all Global Workforce Data Admin (WFDA) processes including Onboarding, Job & Personal data changes, Transfers, Global Mobility, Exit Management etc. Provide leading practices, Industry benchmarks and process design considerations incorporating build to operate efficiency design principles Provide leading input for technology configuration (Cloud HRIS – Workday/Success Factors) and assist in identifying gaps and matching automation opportunities Provide inputs and participation in end to end process scenarios development and testing for Cloud HRIS Create and maintain Job Aids, Global and Local Work Instructions and help train Service delivery teams Participate in Global/Local client calls, lead full dress rehearsal preparations before Go Live, provide Hypercare support during Go Live Provide input to the creation of a Global Quality Framework with quantified measurement criteria's in alignment with client/contractual needs Participate and lead continuous process improvement agenda and share Innovative practices resulting in measurable client value creation Own and manage all process escalations, while working with Global Service delivery teams What are we looking for? Hands on experience with HRIS cloud-based technologies like Workday, SuccessFactors and Ticketing tools like ServiceNow, WQM, Remedy etc Workday or SuccessFactors certification preferred Cross industry exposure on HR transformation projects Exposure to Lean, Six Sigma and Operational Excellence practices Preferred Global HR certification (like SHRM, APA)People Management: Individual Contributor Role working with senior internal/external stakeholders, but may have a small team of junior PME's reporting into themCore Competencies: Change Management, leadership, coaching and Influencing skills Very strong oral & written communication and Senior stakeholder management skills Ability to work and deliver under compressed timelines Excellent analytical and problem-solving skills and ability to handle difficult client interactions Excellent MS Office Skills (Power point, excel, Visio) Global exposure know-how of different cultures Travel readiness and flexibility to work in different time zones Roles and Responsibilities: In this role you are required to do analysis and solving of moderately complex problems Typically creates new solutions, leveraging and, where needed, adapting existing methods and procedures The person requires understanding of the strategic direction set by senior management as it relates to team goals Primary upward interaction is with direct supervisor or team leads Generally interacts with peers and/or management levels at a client and/or within Accenture The person should require minimal guidance when determining methods and procedures on new assignments Decisions often impact the team in which they reside and occasionally impact other teams Individual would manage medium-small sized teams and/or work efforts (if in an individual contributor role) at a client or within Accenture Please note that this role may require you to work in rotational shifts Qualifications Any Graduation

We Are Hiring! | HR Business Partner (HRBP) | Hosur Location We are looking for a passionate and experienced HR Business Partner (HRBP) to join our dynamic team at a leading automotive manufacturing company based in Hosur. Experience Required: 12+years Role Split: 70% HRBP responsibilities, 30% IR (Industrial Relations) focus Industry: Automotive / Manufacturing Key Responsibilities: Act as a strategic partner to business leaders, driving people strategy and business outcomes. Employee engagement, performance management, talent development, and organizational development. Handle IR activities, including liaising with unions, managing employee grievances, compliance, and maintaining harmonious employee relations. Implement HR initiatives aligned with business objectives in a fast-paced manufacturing environment. Who Were Looking For: Strong HRBP background with a solid understanding of Industrial Relations. Experience in an automotive manufacturing setup preferred. Excellent communication, leadership, and problem-solving skills. Ability to manage stakeholders and drive change. Location: On-site, Hosur If you are passionate about building a high-performance culture and have the right experience, we'd love to connect! Interested candidates, share your profile at uma@bvrpc.com

Job Summary: We are looking for a proactive and detail-oriented HR Executive Operations to support workforce management and HR operations related to Dark Store Operation and other frontline operational roles. This role will handle vendor coordination, hiring, onboarding, attendance, attrition analysis , and support in building incentive and salary structures for blue-collar and third-party employees at PAN India level. Key Responsibilities: Vendor & Manpower Coordination: Liaise with third-party manpower vendors to ensure availability of required workforce for Dark Store Operations and other operational roles. Ensure vendor compliance with documentation, contracts, and SLAs. Track vendor performance, deployment status, and manpower fulfilment. Hiring & Onboarding: Manage internal and vendor-based hiring for Dark Store Operations , including shortlisting, documentation, and joining formalities. Conduct onboarding and orientation sessions to ensure smooth employee integration. Maintain onboarding MIS and ensure 100% process compliance. Attendance & Workforce Management: Track daily attendance across locations; reconcile data and escalate discrepancies to vendors or supervisors. Maintain records of leaves, absenteeism, and workforce gaps. Share accurate attendance inputs for payroll processing. Attrition Monitoring & Incentives: Monitor attrition trends; conduct exit analysis and identify red flags in workforce retention. Support the design and rollout of incentive structures for Dark Store operations workforce. Partner with operations to implement engagement and retention initiatives on the ground. Salary Benchmarking & HR Operations: Conduct periodic salary benchmarking studies for operational roles across markets. Collaborate with HR leadership to ensure market-competitive and role-appropriate compensation structures. Support general HR operations, documentation, and compliance as required. Qualifications: Graduate or Postgraduate in HR or related field. Having experience in HR operations, especially in blue-collar or third-party workforce management . Working knowledge of Excel, HRMS, and attendance tools. Key Competencies: Strong coordination and follow-up skills Attention to detail and process orientation Good communication and stakeholder management Ability to multitask and manage ground-level HR challenges Familiarity with local labour and compliance norms

A Sr. HR Executive plays a crucial role in managing various HR functions, operations, and ensuring compliance. They are often responsible for leading a team of HR professionals, developing and implementing HR strategies, and engagement initiatives.

About The Role RESPONSIBILITIES: Manage daily operations of the team and ensure smooth functioning of the overall business Responsible for associate Engagement, business unit engagement and talent management Monitor the overall functioning of the process by identifying areas of opportunities and recommend process improvements. Review team performance and provide monthly reports drive the career road map for the team members based on the skill sets and the aspirations Monitor the various standards including the internal quality, utilization, productivity targets and any other service level agreements. Identify the training opportunities for the team and work with the trainer and team leads to bridge the gaps. Anticipate and proactively plan for Business contingencies Manage customer escalations. Coach and Mentor Team lead and Trainers Perform any other tasks as assigned and act as backup to the supervisor. Basic Hygiene on the operations floor and build culture for the same Driving Cost Reduction Agenda in the Processes with Automation Opportunities, Productivity Enhancement Opportunities and Cross utilization of resources. Assist the New Hires & Tenured Staff to meet the Productivity and Quality goals. Manage team and ensure quality and productivity targets are met and exceeded Motivate and engages team members and maintains attrition within thresholds Provide coaching and feedback to team members to enable them to improve their performance and focus on their career path and advancement within the organization Assist new hires such that they are productive on the floor in the shortest possible time frame Build systems to ensure no escalations and is prompt in responding to escalations Provide inputs to Leadership on process gaps that exist. Ensure compliance with internal policies and procedures, external regulations and information security standards. Be sensitive and aware of the Organizational priorities towards Change & Innovation and Cost Optimization Works independently with minimal direction and is very high on execution and adherence to timelines Takes initiative to understand the process and keeps himself updated on the important changes in the business and the industry Builds strong relationship with onshore counterparts and support functions and utilizes the relationship to maximize the results for the MIS and reporting needs with accuracy and timelinesss eager to take on more responsibilities and should be able to execute the ad hoc tasks QUALIFICATIONS: Any Bachelors degree MBA or an equivalent degree is an advantage Should have lead a team equivalent to 30 to 40 members 5 to 6 years of relevant experience is required. Should be Proficient in MS Office and if the candidate is having knowledge on variety of programs that is an added advantage. OTHER REQUIRED SKILLS: Excellent communication (both verbal and written) and interpersonal Skills Strong reporting and analytical skills with proficiency in MS-Office applications Excellent planning and organizing skills Strong leadership and business acumen Ability to mentor and coach associates Ability to develop associates and create a succession pipeline Flexible to work in shifts (Night), as per business requirement Demonstrates behavior that promotes the values of the organization

Role & responsibilities An employee relations specialist supervises performance management matters and conducts moderate-to-complex investigations in accordance with industry, legal, and AMD best practices. The chosen applicant will exhibit a high level of initiative and teamwork in addition to critical and impartial judgment while offering advice and assistance in resolving employee relations issues. This role calls for both practical and strategic knowledge. Preferred candidate profile HR specialist with an emphasis on employee interactions in particular. experience working in a setting with strong growth. Strong capacity to solve problems and identify the underlying causes of problems. The capacity to think imaginatively, be adaptable, roll up your sleeves, and work through uncertainty. Remarkable interpersonal and group presentation abilities as well as communication capabilities. Composed, assured manner as well as a calm, collected, and articulate manner. a broad range of personality types and all career levels with which one can collaborate well. excellent ethics and integrity throughout history, as well as the capacity to manage and preserve secret information. Whether they are purely compliance-related concerns or have their roots in business challenges, all business issues will be actively identified and appropriately resolved. Demonstrated ability to assume sole and independent responsibility for projects. Ability to exercise discretion related to sensitive employee matters. A culture champion, promoting company values to drive decision making.