416 Hr Analytics Jobs - Page 5

Job Title: Head of Human Resources Location: Solis Technology Reports To: Chairman Position Overview: The Head of Human Resources (HR) will be a strategic leader responsible for overseeing all aspects of human resources management and organizational development. This role requires a forward-thinking individual with a strong background in HR practices, employment law, and talent management. The HR Head will collaborate with senior leadership to align HR strategies with business goals, foster a positive work environment, and drive initiatives that support the company's mission and objectives. Key Responsibilities: Strategic HR Leadership: Develop and implement HR strategies that align with the companys business goals. Partner with senior leadership to drive organizational change and transformation. Advise on HR-related matters to ensure the alignment of HR practices with overall business strategy. Talent Management and Development: Oversee recruitment and selection processes to attract top talent. Design and implement talent development programs to enhance employee skills and career growth. Develop succession planning strategies to ensure leadership continuity. Employee Relations and Engagement: Foster a positive and inclusive work environment through effective employee engagement initiatives. Address employee relations issues and conflicts, ensuring fair and consistent resolution. Conduct regular employee satisfaction surveys and act on feedback to improve workplace culture. Performance Management: Implement performance management systems to monitor and enhance employee performance. Provide guidance on performance appraisals, goal setting, and professional development. Compensation and Benefits: Oversee compensation and benefits programs to ensure competitiveness and compliance. Analyze market trends and internal equity to recommend adjustments to salary structures and benefits packages. Compliance and Risk Management: Ensure compliance with employment laws, regulations, and company policies. Develop and update HR policies and procedures to mitigate risk and maintain legal compliance. Conduct regular audits to ensure adherence to HR policies and practices. Organizational Development: Lead initiatives to enhance organizational effectiveness and support business growth. Implement change management strategies to facilitate smooth transitions during organizational changes. HR Analytics and Reporting: Utilize HR metrics and analytics to drive data-driven decisions and strategies. Prepare and present reports on HR activities, trends, and key performance indicators to senior management. Qualifications: Bachelors degree in Human Resources, Business Administration, or related field (Masters degree or HR certification preferred). Proven experience as an HR leader or in a senior HR management role. In-depth knowledge of HR practices, employment law, and compliance requirements. Strong leadership, communication, and interpersonal skills. Demonstrated ability to develop and implement HR strategies aligned with business objectives. Experience with HRIS and other HR-related software. Exceptional problem-solving and decision-making abilities. Competencies: Strategic Thinking: Ability to align HR strategies with business objectives and anticipate future HR needs. Leadership: Proven track record of leading and motivating a high-performing HR team. Communication: Excellent verbal and written communication skills with the ability to influence and negotiate. Adaptability: Ability to manage multiple priorities and adapt to changing organizational needs. Analytical Skills: Proficiency in using data and analytics to drive HR decision-making and strategy. Job Type: Full-time Experience: total work: 10 years (Preferred) Work Location: In person,

As an Apprentice in the Human Resources department at Stratacent located in Viman Nagar, Pune, your working hours will be either 12pm to 9pm or 2pm to 11pm IST. The duration of this apprenticeship is 12 months, with the possibility of transitioning to full-time employment based on your performance. Your role as an HR Apprentice will involve assisting in the day-to-day operations of the HR department. This position offers a valuable opportunity for individuals aspiring to begin a career in HR, providing hands-on experience in HR Operations, Employee Relations, Employee Engagement, Employee Life-Cycle, and various administrative tasks related to HR. Key responsibilities include supporting the onboarding process, maintaining employee records, organizing training sessions, facilitating employee engagement activities, preparing HR communications for birthdays, work anniversaries, and festivities, generating reports on HR metrics, addressing employee inquiries, and assisting with basic HR-related issues. Additionally, you will be involved in general administrative tasks and supporting HR projects and initiatives as needed. The ideal candidate for this role should have a keen interest in pursuing a career in Human Resources, possess strong communication skills (both written and verbal), demonstrate high attention to detail and organizational abilities, and be capable of working effectively within a team as well as independently. Fresh graduates from the classes of 2025 and 2026, with a specialization in Human Resources, are encouraged to apply. In return, you will receive benefits such as cab facility for pickup and drop, as well as coverage under personal accident insurance. Stratacent is a Global IT Consulting and Services firm, headquartered in Jersey City, NJ, with global delivery centers in Pune and Gurugram, along with offices in the USA, London, Canada, and South Africa. Specializing in Financial Services, Insurance, Healthcare, and Life Sciences, we assist our clients in their transformation journey by offering services in Information Security, Cloud Services, Data and AI, Automation, Application Development, and IT Operations. For more information, visit our website at http://stratacent.com.,

JOB DESCRIPTION Regal Rexnord Corporation (RRX) a publicly traded global manufacturer, is approximately a $6.2B business with over 30,000 associates worldwide. As a leading producer of motors and related components, our essential products help keep systems running in mission-critical applications worldwide indoor air quality products used in hospitals, homes, and senior living facilities; industrial products that support food and beverage, and pharmaceutical production; and conveying equipment and components that help warehouses function. Through longstanding technology leadership and an intentional focus on producing more energy-efficient products and systems, Regal Rexnord helps create a better tomorrow - for its customers and for the planet. To know more, Please visit www.regalrexnord.com Our business purpose is to create a better tomorrow with sustainable solutions that power, transmit & control motion. For us, this means creating innovative solutions while focused on both customer needs and our commitment to sustainability. Join our team to create your better tomorrow. You may not know it, but Regal Rexnord impacts your life every day. Our products enable the fans in HVAC systems that keep us comfortable; the power source that keeps smart buildings running; the agricultural and food service equipment that keeps us fed; and the conveyer systems that keep e- commerce flowing. Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, age, ancestry, national origin, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal is committed to a diverse and inclusive workforce. Desired Qualification / Experience /Skills: Master s degree in Human Resources, Business Administration, or a related field. Relevant experience in HR operations. Sound knowledge of labor laws and HR best practices. Excellent communication, interpersonal, stakeholder management and presentations skills. Experience in handling HR analytics and HR technology systems. Role : General: Designing compensation and benefits packages. Managing recruitment processes, including screening and interviewing. Coordinating employee training and development programs. Implementing performance review procedures (quarterly/annual evaluations). Developing and enforcing HR policies. Overseeing HR technology and recommending improvements. 2 . Responsibility: Recruitment & Selection : Screen, interview, and assess candidates to ensure alignment with organizational culture and job expectations. Monitor recruitment metrics and recommend improvements to enhance hiring efficiency. Learning & Development : Design and implement learning strategies that support organizational goals and employee development. Employee engagement : Design and implement engagement strategies that align with organizational values and goals. Payroll: Coordinate with the finance and payroll teams to ensure accurate and timely salary processing. Support the implementation of payroll systems or upgrades to improve efficiency and accuracy HR Analytics : Track and report on key HR metrics such as attrition, engagement, hiring effectiveness, and diversity. Use predictive analytics to support workforce planning, talent management, and organizational design. Onboarding : Oversee the end-to-end onboarding process to ensure a smooth and engaging experience for new hires. 1. Coordinate Background Verification (BGV) checks in collaboration with third-party vendors and ensure timely completion. 2. Design and deliver induction programs that introduce new employees to company culture, policies, and key stakeholders. 3. Ensure accurate and timely collection of personal records and documentation in compliance with legal and organizational requirements. 4. Facilitate enrollment and communication of employee benefits such as health insurance, provident fund, and wellness programs. 5. Continuously improve onboarding processes based on feedback and best practices. EXPERIENCE: Minimum of 3 to 4 years of experience in Talent Acquisition, employee relations, Learning & Development, and performance management.

Educational Bachelor of Engineering,Bachelor Of Technology (Integrated),Bachelor Of Science (Tech),MTech,MSc,MBA Service Line Enterprise Package Application Services Responsibilities A day in the life of an Infoscion As part of the Infosys consulting team, your primary role would be to actively aid the consulting team in different phases of the project including problem definition, effort estimation, diagnosis, solution generation and design and deployment You will explore the alternatives to the recommended solutions based on research that includes literature surveys, information available in public domains, vendor evaluation information, etc. and build POCs You will create requirement specifications from the business needs, define the to-be-processes and detailed functional designs based on requirements. You will support configuring solution requirements on the products; understand if any issues, diagnose the root-cause of such issues, seek clarifications, and then identify and shortlist solution alternatives You will also contribute to unit-level and organizational initiatives with an objective of providing high quality value adding solutions to customers. If you think you fit right in to help our clients navigate their next in their digital transformation journey, this is the place for you! Additional Responsibilities: Ability to work with clients to identify business challenges and contribute to client deliverables by refining, analyzing, and structuring relevant data Awareness of latest technologies and trends Logical thinking and problem solving skills along with an ability to collaborate Ability to assess the current processes, identify improvement areas and suggest the technology solutions One or two industry domain knowledge Technical and Professional : Should have 2+ years of experience in Kronos Workforce Management. Should have extensive consulting/technical experience in the end-to-end Kronos implementations, rollouts, upgrades and support projects and should be well versed with Gathering, Solution Design and Development, Quality Assurance, Deployment, Post Go-Live Support and End User Education. Should have good working knowledge on Kronos Workforce Timekeeper, Workforce Scheduler, Workforce Connect, Workforce Analytics and Workforce Integration Manager. Experience in Kronos version/service pack upgrade Should have sound knowledge of the various workforce management disciplines like accruals, attendance tracking, compliance monitoring, employee Self Service, fatigue management, leave management, overtime management, schedule optimization, timekeeping, work authorization, activity tracking for monitoring idle time, utilization, productivity and incentive pay. Preferred Skills: Technology-Kronos-Workforce Management

R Job Summary: We are looking for a skilled and detail-oriented HR Analyst to join our team in Hyderabad . The ideal candidate will have a strong background in HR data analytics , with hands-on experience in Workday reporting , advanced Excel , and the creation of dashboards and ad-hoc reports . This role is critical in supporting data-driven HR strategies and ensuring the accuracy and integrity of HR data. Key Responsibilities: Design, develop, and maintain HR dashboards and ad-hoc reports using Excel and Workday . Analyze HR data to identify trends in attrition, headcount, turnover, and workforce demographics . Prepare and deliver monthly, quarterly, and annual HR reports to support strategic planning. Conduct regular data audits to ensure data accuracy and compliance. Collaborate with HR and business leaders to provide actionable insights from HR data. Support internal and external HR audits by providing accurate and timely data. Continuously improve reporting processes and tools for better efficiency and decision-making. Required Qualifications: Bachelors degree in Human Resources, Business Administration, Statistics, or a related field. 4–8 years of experience in HR analytics or a similar role. Advanced Excel skills including pivot tables, VLOOKUP/XLOOKUP, Power Query, and macros. Proficiency in Workday reporting and HRIS systems. Experience in creating interactive dashboards and custom reports . Strong analytical and problem-solving skills with attention to detail. Excellent communication and stakeholder management skills. Ability to manage confidential information with discretion.

-Occasional travel to project sites - Managing Performance Management System; - Should have handled team; -statutory compliances; - people management; -Office Location- HBR Layout; - 6 days working; Required Candidate profile -Organizational and Coordination Skills; -Analytical Skills; -Proficiency in Microsoft Excel;

Roles and Responsibilities Manage day-to-day operations of HR Shared Services, ensuring efficient processing of employee data and records. Utilize advanced Excel skills to maintain accurate and up-to-date HR databases, reports, and dashboards. Collaborate with stakeholders to identify business requirements and develop solutions using MS Office tools such as Excel sheets, pivot tables, VLOOKUPs, conditional formatting, etc. Develop expertise in recruitment operations by managing end-to-end recruitment processes from job posting to onboarding new hires. Provide support for HR analytics initiatives by analyzing data trends and providing insights to inform strategic decisions. Share your cv on 6356708870

URGENT HIRING !!! For more information call or whatsapp +91 9220850077 location's : Canada , Australia , New Zealand ( Not In India ) Benefits : Medical Insurances , Travel allowances , Flight Tickets , Meals , etc Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings. Conducts or acquires background checks and employee eligibility verifications. Implements new hire orientation and employee recognition programs. Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Attends and participates in employee disciplinary meetings, terminations, and investigations. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Max Life Insurance Company Limited is looking for Manager - People Analytics to join our dynamic team and embark on a rewarding career journey Delegating responsibilities and supervising business operations Hiring, training, motivating and coaching employees as they provide attentive, efficient service to customers, assessing employee performance and providing helpful feedback and training opportunities. Resolving conflicts or complaints from customers and employees. Monitoring store activity and ensuring it is properly provisioned and staffed. Analyzing information and processes and developing more effective or efficient processes and strategies. Establishing and achieving business and profit objectives. Maintaining a clean, tidy business, ensuring that signage and displays are attractive. Generating reports and presenting information to upper-level managers or other parties. Ensuring staff members follow company policies and procedures. Other duties to ensure the overall health and success of the business.

1.Talent Acquisition-Quality of hiring, Periodic review with TAC, intervention for speedy closure for urgent requirements. Gender Diversity through role identification for female hiring. 2.Talent Management - Identification and Retention of Hi Pos, tracking Carrer progression of Star Leads and Hi Pos. Engagement and Retention of female employees and their career progression. 3.PMS: Drive end to end Performance Review process such as KRA setting, Midterm review & Annual review. Also play critical role in Normalization and promotion. 4.Preparation of HR deck for ABP-Zero based salary projection and resource planning 5.HR Analytics: Analyze manpower & attrition trends, understand key reasons for attrition and its triggers and suggest corrective action plan for better retention. 6.L&D - Nominate employees based on training needs identified through IDP and identify, conceptualize and drive Business specific need training program. 7.Employee Connect - Periodic site visit, Audit Key Responsibilities: Should have experience of handling similar role of HRBP Short Info Posted: 0 day(s) ago Location: Vikhroli Qualifications: PGDM / MBA HR Experience: 6 Years - 0 Months To 10 Years - 0 Months

1.Talent Acquisition-Quality of hiring, Periodic review with TAC, intervention for speedy closure for urgent requirements. Gender Diversity through role identification for female hiring. 2.Talent Management - Identification and Retention of Hi Pos, tracking Carrer progression of Star Leads and Hi Pos. Engagement and Retention of female employees and their career progression. 3.PMS: Drive end to end Performance Review process such as KRA setting, Midterm review & Annual review. Also play critical role in Normalization and promotion. 4.Preparation of HR deck for ABP-Zero based salary projection and resource planning 5.HR Analytics: Analyze manpower & attrition trends, understand key reasons for attrition and its triggers and suggest corrective action plan for better retention. 6.L&D - Nominate employees based on training needs identified through IDP and identify, conceptualize and drive Business specific need training program. 7.Employee Connect - Periodic site visit, Audit Key Responsibilities: Should have experience of handling similar role of HRBP Short Info Posted: 0 day(s) ago Location: Vikhroli Qualifications: MBA/PGDM in HR Experience: 6 Years - 0 Months To 8 Years - 0 Months

Role & responsibilities HR Reporting Analyst Roles and Responsibilities Design, develop, and maintain customized HR reports and dashboards to support data-driven decision-making. Generate and manage a wide range of scheduled and ad-hoc reports , including Employee Master Data, Organizational Mobility, Attrition, Termination, and other key HR metrics. Analyze complex HR data sets to identify trends, resolve analytical challenges, and provide actionable insights to HR leadership and business stakeholders. Respond to high-priority data inquiries with accuracy and timeliness, ensuring critical business needs are met efficiently. Collaborate with cross-functional teams to understand reporting requirements and deliver tailored solutions aligned with organizational goals. Ensure data integrity and consistency across all reporting platforms, maintaining compliance with internal standards and data privacy regulations. Demonstrate flexibility and commitment by supporting extended work hours when required to meet tight deadlines or urgent reporting needs. Preferred candidate profile Strong skills in Excel , Power BI , or other data visualization tools Minimum 4 years of experience in HR reporting, data analysis, or a similar role.

Roles & Responsibilities: Provides coaching and consultation to designated client group regarding employee relations and HR matter. Partner closely with both Legal and management to ensure appropriate steps are taken to support business needs, while adhering to all Goodyear policies and country / local laws. Conduct and manage employe relations investigations. Work with management to recommend appropriate follow-up actions, based off investigation outcomes. Own the performance management process including conducting calibration sessions; consulting with designated client group[s] on poor performers and managing performance improvement plans; partnering with Legal and management regarding next steps for associates who do not successfully complete performance improvement plans. Oversee end-to-end HR operations including employee lifecycle management (onboarding, offboarding, HRIS administration) with a focus on accuracy, compliance, and process improvement). Manage the engagement survey process including execution of survey, evaluating results, communications, action plans and follow-up). Reporting from various HRIS sources and associated analytics. Make recommendations from data to drive performance improvement. Develop HR process documentation and methods to communicate/educate managers on proper use of process (for example, recruiting/on-boarding/exit processes, etc). Provide support and partnership to the HR Manager in the deployment of annual HR programs and processes such as talent management, merit, performance reviews, development programs and training. Knowledge, Skills & Experience Required: 5 or more years experience, with increasing accountability/responsible for core Human Resource processes( Onboarding, Exit, Performance Management, HR Analytics, Employee Engagement, R&R ) Experience investigating, analyzing and solving a myriad of complex associate relations issues, with a balance of process orientation, sense of urgency and attention to detail Experience in delivering results across a full array of Human Resource processes (i.e., recruiting, (internal) talent management, succession planning, compensation, on-boarding and employee relations) Prior experience of working on external surveys (Ex: Great Place to Work). Driving transformation from Manual to Automation Processes (HR Digitalization) Bring in new tools of processes which is cost effective and beneficial for the Organization. Prior experience of working with Workday . Prior interviewing and talent assessment experience Human Resource experience in a global or multi-site environment Excellent communication skills(Both written and verbal) Knowledge and experience preparing and entering employee data reports. Managing mandatory data file for government reporting. Ability to communicate clearly & effectively with people at all levels and environments; work collabortively within the client group and the HR community Ability to develop, lead & implement projects of varying scope. Excellent listening, communication & presentation skills.

Core Purpose of the Role HRBP aligns business objectives with employees and management in designated business units. The HRBP serves as a consultant to management and works collaboratively with the leaders in the OU team in understanding the business strategies, goals, objectives and key performance measures of the OU. Role Accountabilities Collaborating closely with the Operating Unit level leadership team andprovide required guidance and support with regard to Human Resources. Drive and implement rewarding culture in the organisation Drive talent discussions with the leaders Analysis continuous pulse of the business and coach the leaders to build a culture of high performance in the OU. Provide strategic and operational leadership in the design, development, and implementation of robust people centric programs for the Operating Unit which is on fast-paced growth path. Partner with business leaders and other support functions to maintain a highly motivated and engaged workforce Implement new policies, procedures, and programs for the Operating Unit. • Responsible for onboarding activities and partnering with the recruitment team in hiring associates based on business forecasts. Support the L&D needs team in conducting training needs assessment for employees across levels. • Provide MIS support for attrition analysis, includes- analysing Exit Interview, observe trends and highlight important aspects, prepare, and publish dashboards for Division and OU leadership.

Role & responsibilities Aligns talent strategy with overall business objectives Identifies current and future talent needs of the organization Leads talent acquisition planning in collaboration with recruiters Drives succession planning and leadership pipeline development Oversees performance management and career progression frameworks Designs and implements talent development initiatives (trainings, mentorships) Assesses and manages high-potential employees Works closely with business heads to address skill gaps and capability building Tracks and analyzes talent data (e.g., attrition, engagement, productivity) Builds a strong internal talent bench to reduce external hiring dependency Ensures inclusion and diversity in talent-related decisions Acts as a change agent for organizational development initiatives Promotes internal mobility and growth opportunities for employees Partners with Learning & Development for employee upskilling Advises leadership on talent risks and opportunities

URGENT HIRING !!! location's : Canada , Australia , New Zealand ( Not In India ) Benefits : Medical Insurances , Travel allowances , Flight Tickets , Meals , etc For more information call or whatsapp +91 9220850077 Key Responsibilities: Develop and implement HR policies and procedures. Manage the full recruitment and onboarding process. Handle employee relations, grievance resolution, and disciplinary actions. Oversee performance management, training, and development programs. Ensure compliance with labor laws and company policies. Manage payroll, compensation, and benefits administration. Promote a positive workplace culture and employee engagement. Develop and implement innovative recruitment strategies. Collaborate with department heads to understand hiring needs. Build and maintain talent pipelines for future hiring. Use HR technology and data analytics to optimize recruitment.

Skill required: NA - Solution Architecture Designation: Solution Enablement Senior Manager Qualifications: Bachelor of Arts Years of Experience: 16 to 25 years About Accenture Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Technology and Operations services, and Accenture Song all powered by the worlds largest network of Advanced Technology and Intelligent Operations centers. Our 699,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. Visit us at www.accenture.com What would you do Proposal creation:Participating in RFP/RFI process and developing winning solution for HRO domain collaborating as a key member of the HRO solution team supporting Value Design / Vertical / Sales teams to represent the solution offering to the client.Solution Design:Demonstrate thorough understanding of the HRO domain and diagnose the challenges, risks and requirements to further translate them into optimal solution. Understand and translate client requirements into a solution offering, solution plan, proposal and cost estimate leveraging standard processesProcess Consulting:Undertake consultative assignments working with clients stakeholders at their location advising them on business pain points and problems. Perform Discovery Assignments for clients through leveraging tools and frameworks for identifying areas for outsourcing and process transformation using a consultative approachDesign, implement and direct a solution architecture to address specific problems and requirements, usually through the application of technical, business process and/or industry knowledge. What are we looking for Brings HRO domain relevance in all pursuits and business conversations with the client organizationsExposure to RFX Process, Timelines, Sections, Solution development, RFP responseHas deep HRO domain knowledge to identify opportunities, white spaces existing in the industry.Interprets and translates business requirements into solutions that can be taken to the marketWell versed in Hire HR Outsourcing Solution development for functions like Payroll, Recruitment & onboarding, Benefits Administration, Learning & Development, Workforce administration, HR Helpdesk, HR Analytics etc.Knowledge of solution based on Hire-to-retire Platforms and experience in developing solutions with Platform will be an added advantageRevenue Growth:Drive revenue growth through reactive and proactive pursuits:Outlining win themes, architecting right solution, articulating domain flavor in RFX responses and formulating deal commercial constructMarket Visibility:Creating PoVs, bringing about Thought Leadership from knowledge of Domain and IndustryCommercial Constructs:Understands various commercial models and their implications; devise commercial constructs to best suit nature of work and client requirements. Clearly define the model and inputs required to create commercial construct based on the identified needs of the client, quantifying and articulating innovative feasible business solutions to cater to their needs - Preparing the commercial model estimates working with Enterprise Services, Service Delivery, Technology, Transition and Pricing to deliver the defined scope of services. Roles and Responsibilities: In this role you are required to identify and assess complex problems for area(s) of responsibility The individual should create solutions in situations in which analysis requires in-depth knowledge of organizational objectives Requires involvement in setting strategic direction to establish near-term goals for area(s) of responsibility Interaction is with senior management levels at a client and/or within Accenture, involving negotiating or influencing on significant matters Should have latitude in decision-making and determination of objectives and approaches to critical assignments Their decisions have a lasting impact on area of responsibility with the potential to impact areas outside of own responsibility Individual manages large 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 Qualification Bachelor of Arts

Key Responsibilities: 1. Talent Acquisition Strategy: - Develop and implement a comprehensive talent acquisition strategy aligned with the company's goals and objectives. - Identify and utilize effective recruiting methods and tools to attract qualified candidates. 2. Recruitment Process Management: - Oversee the entire recruitment process, including job postings, candidate sourcing, interviewing, and selection. - Ensure a positive candidate experience throughout the recruitment process. 3. Team Leadership: - Lead, mentor, and manage the recruitment team, providing guidance and support to ensure high performance. - Conduct regular team meetings and performance evaluations. 4. Stakeholder Collaboration: - Work closely with department heads to understand their hiring needs and provide recruitment support. - Develop and maintain strong relationships with external recruitment agencies and partners. 5. Compliance and Reporting: - Ensure compliance with all relevant employment laws and regulations. - Prepare and present regular recruitment reports to senior management. 6. Employer Branding: - Develop and promote the companys employer brand to attract top talent. - Participate in job fairs, career events, and other networking opportunities. 7. Continuous Improvement: - Monitor and analyze recruitment metrics to identify areas for improvement. - Implement best practices and innovative solutions to enhance the recruitment process.

About the role: Oversee the procedures our company follows before and after hiring new employees and Onboarding is responsible for completing a variety of tasks to support the operations of Human Resources responsibilities including overseeing the benefits, leave and payroll enforcing company policies and practices. Role & responsibilities Maintain reports & spreadsheets for historical data, manage email queues Work closely with Operations for daily, weekly & monthly reports Provide insights on existing data to internal/external stakeholders Identify the market/process/queue by team/agent wise volume variations and alerting the respective stake holders proactively Process orientation, including strong organizational and prioritization skills. Preferred candidate profile Good Communication skills both written and verbal Should be very comfortable with handling lots of data & numbers Must have good working knowledge of using Excel Good analytical and quantitative skills and the ability to see trends and patterns in data and translate data into decisions is required Excellent analytical skills with ability to problem solving

- Assist in the design and implementation of talent frameworks, assessment centres, and career development initiatives. - Collaborate with HRBP and leadership teams to design and support developmental interventions. Performance Management - Support in driving the performance management cycle for legal and allied members. - Partner with stakeholders to ensure adoption of a continuous performance feedback culture and alignment with Firm goals. HR Analytics - Generate and analyze people data to identify trends, risks, and opportunities. - Provide actionable insights, and support data-driven decision-making for talent strategy. Engagement & Surveys - Manage the end-to-end process for employee engagement surveys, including survey design, execution, analysis, and action planning. - Track progress on engagement initiatives and ensure regular communication with relevant stakeholders. Strategic Firm initiatives - Contribute to the development and rollout of Firm-wide initiatives such as culture-building programs, digitisation, and engagement programs. - Support the evaluation and impact measurement of such initiatives. Stakeholder Management - Collaborate with HRBPs, business leaders, and external members to ensure seamless execution of COE programs and alignment with Firm priorities. Continuous Improvement -Stay updated on industry best practices and support ongoing improvements in COE processes, tools, and methodologies. CANDIDATE PROFILE EDUCATION AND PRIOR EXPERIENCE - 2-4 years of experience in HR roles with exposure to conceptualising and designing programs. - Strong analytical mindset with proficiency in Excel and/or HR analytics tools. - Excellent communication, project management, and stakeholder engagement skills.

Job Title: Technical Recruiter (Oracle ERP) Job Summary: Were seeking an experienced Technical Recruiter to join our team, focusing on Oracle ERP technical and functional roles for the Middle East region. The successful candidate will have hands-on experience in technical recruitment and a strong understanding of Oracle ERP systems. Key Responsibilities: 1. Source and attract top technical talent for Oracle ERP roles (technical and functional) in the Middle East region. 2. Develop and execute recruitment strategies to meet hiring targets. 3. Utilize various recruitment channels, including job boards, social media, and professional networks. 4. Collaborate with hiring managers to understand requirements and preferences. 5. Manage the full recruitment lifecycle, from job posting to onboarding. Requirements: 1. Minimum 3 years of hands-on experience in technical recruitment, preferably in Oracle ERP or IT. 2. Strong understanding of Oracle ERP systems (technical and functional roles). 3. Experience in hiring for Middle East region is preferred. 4. Excellent communication and interpersonal skills. 5. Ability to work independently in a work-from-home setup. Minimum Qualifications: MBA in HR or Graduation with hands-on experience in technical recruitment. If youre a seasoned technical recruiter with a passion for Oracle ERP and Middle East region hiring, wed love to hear from you! Interested candidates please share updated resume to hr @ btranz. com #OracleERP #OracleCloud #OracleFusion #ERPConsultant #OracleHCM #TechnicalRecruitment #RecruitmentJobs #TalentAcquisition #HiringNow #RecruiterLife #CareerOpportunities #JobOpenings #DreamJob #CareerGrowth #JobSearch #MiddleEastJobs #GCCJobs #SaudiArabiaJobs #DubaiJobs #UAEJobs #OracleJobs #ITJobs #TechRecruitment #HROpportunities #JobSeekers Qualifications Preferred Qualifications Exposure to HR analytics and dashboard tools or data visualization software. Basic understanding of labor laws and HR compliance procedures. <

REQ - 1674 Designation - HR Executive Experience - 1 to 3 years Job description Employee Life Cycle Management Oversee and streamline HR processes, including onboarding, offboarding, employee data management, performance management, and payroll administration. Act as the primary point of contact for employees regarding HR operational inquiries (e.g., benefits, policies, payroll). Employee Engagement and Culture HR Analytics and Metrics HR System Administration

HR data analysis to uncover trends to employee turnover, recruitment, performance, and engagement, Develop dashboards and reports using Excel, Power BI, Tableau, Assist with workforce planning, talent analytics, and diversity-related metrics. Required Candidate profile Excellent analytical skill with HR metrics. Skilled in Excel, SQL, Power BI, Tableau. Familiar with HRIS systems Excellent communication skills

Senior Executive HR To partner with the West Branch Sales leadership and manage the end-to-end HR processes for the front-line sales workforce . The role focuses on driving employee life cycle management, capability interventions, engagement, HR analytics, and people experience to enable a high-performing and inclusive sales culture. Key Responsibilities 1. HR Operations & Employee Lifecycle Manage onboarding, transfers, confirmations, and exit interviews for field force employees Drive the timely closure of branch payroll inputs and full & final settlements (FNF) Maintain accuracy and integrity of employee data and movement tracking 2. Capability & Talent Development Coordinate and execute Assessment Centers for frontline capability building Support implementation of training interventions across the sales organization Anchor campus programs for field sales hiring and onboarding 3. Employee Engagement & Culture Drive employee engagement calendar at branch level Lead field force recognition programs and initiatives to improve motivation and retention Roll out initiatives for enhancing women participation and inclusion in field roles 4. HR Analytics & Governance Publish monthly dashboards including headcount, attrition, and sales scorecards Provide insights from HR analytics to influence talent and performance decisions Support in branch-level audits and compliance processes 5. People Experience & Branch Initiatives Champion health, safety, and wellness programs at the branch Ensure a consistent employee experience aligned with HR policies and culture Act as a point of contact for grievance redressal and policy clarification Qualifications & Experience Education: MBA/PGDM in Human Resources from a recognized institute Bachelor's degree in any discipline Experience: 2 to 5 years of HR experience, preferably in a sales or field force environment Exposure to managing HR operations, employee engagement, and capability initiatives Experience in handling large, dispersed teams (field sales, supply chain, or similar frontline functions) is preferred Proficient in MS Excel/HR dashboards; exposure to HRIS tools is a plus Key Skills & Competencies Strong interpersonal and stakeholder management skills Analytical mindset with an eye for data-driven HR insights Execution-oriented with strong attention to detail Ability to manage ambiguity and multi-task in a dynamic environment Passion for people development and frontline enablement

The Consulting Services function is responsible for leading key HR and business specific projects across the global organization. In addition, the function is responsible for maintaining and ensuring and understanding of MasterCard s standards and definitions related to human capital to enable consistency and promote data integrity throughout the organization. The HR Project Consultant supports large, complex business units and is accountable for establishing standards and project managing large scale business unit operational processes and initiatives. In this capacity, they will work with business unit senior leadership and the HR COE, to mine and analyze employee data from which fact-based decisions can be made. The HR Project Consultant provides coaching and appropriate communications to managers and senior management within the business unit they are aligned. Do you desire to lead key business unit and HR projects? Do you desire to help drive business decisions using key workforce data metrics? Do you possess strong problem solving skills? Are you proactive and results oriented with strong leadership capabilities? Role - Project management of large scale initiatives such as: BU Talent Review and YE Calibration and BU specific projects. Data analytics including mining and analyzing data, preparing business unit metrics/dashboards, developing Senior Management review decks and facilitating discussions. Ensures the preparation of BU workforce forecasts and data analytic establishes HR metric definitions and controls processes; manages monthly headcount close process in coordination with manager population and develops quarterly CEO review templates for workforce related topics. Provides consulting to multiple stakeholders on complex talent and workforce operational processes and initiatives and develops simplified processes and procedures. M&A coordination including leading reviews and implementation of acquired company resource data into HR systems. Ensures correct HR system costs incorporated into business case, and establishes and oversees implementation timelines for validating and loading resource data. - All About You Bachelor degree required 7-12 years of overall career experience in Analytics or a similar field Extensive HR Analytics Experience Preferable Excellent Expertise in SQL and Excel Experience in Tableau and Power BI Good to Have Strong leadership capabilities; ability to lead and drive key business initiatives Strong communication skills; ability to demonstrates poise and ability to present and explain findings to senior management Strong project management and problem solving skills with the ability to collaborate with multi-disciplinary teams Solid analytic skills combined with sound business acumen Curious and inquisitive mindset with a proactive, innovative and solution-oriented approach toward problem solving Strong in telling stories and creative insights from data Keen interest to understand Mastercard business and be comfortable operating in a highly dynamic environment