403 Hr Analytics Jobs - Page 6

We are Reckitt Home to the worlds best loved and trusted hygiene, health, and nutrition brands. Our purpose defines why we exist: to protect, heal and nurture in the relentless pursuit of a cleaner, healthier world. We are a global team united by this purpose.Join us in our fight to make access to the highest quality hygiene, wellness, and nourishment a right and not a privilege. Human Resources Our HR Team are the force for good that bring Reckitts ambition to life. We work together to ensure the delivery of sustained profitable growth by unleashing the power of our purpose, people and performance.Now is an exciting time to be part of shaping the future of HR, influencing an exciting global organisation, while developing business and functional leadership skills, all at the same time.Whatever your role in our HR community, youll take ownership of your projects and workstreams. We focus on developing our leaders to spearhead our culture and growth, so youll be supported and mentored to deliver the right plans to drive business performance - and well celebrate the results with you along the way. About the role As a HR Analyst at Reckitts Shared Services Centre, you will dive into data-driven environments where your insights have the power to shape our HR landscape. This is a role for those who find stories in numbers and strength in analytics. If youre ready to support informed decision-making and drive innovation in our HR strategies, we invite you to bring your analytical thinking to a place where it can truly make an impact. Your responsibilities - Solid background in HR analytics within a corporate setting, with a knack for presenting complex data sets clearly. - Comfortable with a variety of analytics tools such as Tableau, Power BI, or similar. - Strong problem-solving and critical thinking abilities, coupled with precise analytical skills. - Exceptional communication skills youre as good with people as you are with numbers. - A thorough understanding of HR processes and principles, ready to tackle new challenges head-on. - Proven track record working independently and as an integral part of a dynamic team. The experience were looking for - Solid background in HR analytics within a corporate setting, with a knack for presenting complex data sets clearly. - Comfortable with a variety of analytics tools such as Tableau, Power BI, or similar. - Strong problem-solving and critical thinking abilities, coupled with precise analytical skills. - Exceptional communication skills youre as good with people as you are with numbers. - A thorough understanding of HR processes and principles, ready to tackle new challenges head-on. - Proven track record working independently and as an integral part of a dynamic team. The skills for success Data and Analytics, HR Process Improvement; Process management; HR Process improvement, Storytelling; Data led storytelling, Strategic mindset, Digital literacy, HR Data Analsyis; Data management; Employee data management, Commercial accumen, Solutioning. What we offer With inclusion at the heart of everything we do, working alongside our four global Employee Resource Groups, we support our people at every step of their career journey, helping them to succeed in their own individual way.We invest in the wellbeing of our people through parental benefits, an Employee Assistance Program to promote mental health, and life insurance for all employees globally. We have a range of other benefits in line with the local market. Through our global share plans we offer the opportunity to save and share in Reckitts potential future successes. For eligible roles, we also offer short-term incentives to recognise, appreciate and reward your work for delivering outstanding results. You will be rewarded in line with Reckitts pay for performance philosophy. We recognise that in real life, great people dont always tick all the boxes. Thats why we hire for potential as well as experience. Even if you dont meet every point on the job description, if this role and our company feels like a good fit for you, we still want to hear from you.All qualified applicants will receive consideration for employment without regard to age, disability or medical condition; colour, ethnicity, race, citizenship, and national origin; religion, faith; pregnancy, family status and caring responsibilities; sexual orientation; sex, gender identity, gender expression, and transgender identity; protected veteran status; size or any other basis protected by appropriate law.

Role & responsibilities Analytics and Reporting: Delivering HR reports and dashboards, Develop and implement HR analytics predictive modeling and trend analysis, to support HR initiatives. Power BI Expertise: Utilize Power BI to create interactive dashboards and reports that provide real-time insights into HR metrics and trends. Leadership Reporting: Prepare and present detailed reports to senior leadership, highlighting key findings and strategic recommendations. Dashboard Development: Create and maintain HR dashboards to visualize key metrics and trends. Collaboration: Work closely with HR business partners and other stakeholders to understand their data needs and deliver reports Compliance: Ensure all HR analytics activities comply with relevant data privacy and security regulations. Continuous Improvement: Stay updated with the latest HR analytics trends and technologies to continuously improve the analytics function. Education: Bachelors degree in Statistics, Data Science, human resources or a related field. A master’s degree is preferred. Certification in HR analytics or data science Experience: Minimum of 2-5 years of experience in HR analytics, with proficiency in data visualization tools & tech. Understands end to end HR life cycle (Hire to Retire) Proficiency in data visualization tools (e.g., Power BI, Tableau), and DB language i.e. SQL Strong analytical and problem-solving skills with the ability to interpret complex data sets Excellent verbal and written communication skills, with the ability to present data insights to non-technical stakeholders Demonstrate strong project management skills. High level of integrity, professionalism, and confidentiality, with a commitment to PwC's purpose, values, and culture.

Role & responsibilities Key Responsibilities: Collect, clean, and analyze HR data from various sources (e.g., HRIS, ATS, LMS, performance systems). Develop and maintain dashboards and reports to track key HR metrics such as turnover, hiring metrics, engagement, DEI, and performance trends. Partner with HR leadership and business stakeholders to understand needs and deliver strategic insights. Use predictive analytics to forecast workforce trends (e.g., attrition risk, succession planning). Support people initiatives through evidence-based recommendations and modeling. Ensure data quality and integrity across HR systems. Drive automation and improvements in HR reporting and analytics processes. Present data insights in a clear, concise manner to both technical and non-technical audiences. Required Qualifications: Bachelors degree in HR, Business Analytics, Statistics, Economics, Psychology, or a related field. 2+ years of experience in HR analytics, data analysis, or a similar role. Strong proficiency in Excel and data visualization tools (e.g., Power BI, Tableau, Looker, or similar). Experience with HR systems (e.g., Workday, SAP SuccessFactors, Oracle HCM, etc.). Familiarity with SQL, Python, or R is a plus. Excellent analytical, critical thinking, and problem-solving skills. Strong communication skills and ability to present insights to stakeholders. Knowledge of HR best practices and KPIs. Preferred Qualifications: Master’s degree in Analytics, HR, or a related discipline. Experience with predictive modeling or machine learning in an HR context. Understanding of data privacy and labor compliance regulations (e.g., GDPR).

HR Mapping & Deployment Manager (TFL - WS) To lead workforce planning, role mapping, and strategic deployment of human resources across business units, ensuring optimal alignment of talent with organizational needs, succession planning, and operational efficiency. Role & responsibilities: Design and implement role mapping frameworks aligned with organizational structure and job families. Conduct manpower planning exercises in coordination with business heads and functional leaders. Lead deployment strategies for new projects, expansions, and restructuring initiatives. Analyze skill gaps and recommend redeployment, upskilling, or hiring interventions. Maintain and update the organizations position control and headcount dashboards. Collaborate with Talent Acquisition, L&D, and Business HR for seamless workforce transitions. Ensure compliance with internal job grading, compensation bands, and approval workflows. Drive digitization of mapping and deployment processes. Support audits and internal reviews related to manpower deployment and organizational design. Preferred candidate profile: MBA / PGDM in Human Resources or Organizational Development 4 to 8 years of experience in HR operations, workforce planning, or org design Prior exposure to multi-location deployment is preferred

Experience of end-to-end recruitment process Conducting telephonic / Interviews Offer Letters / Negotiation Handle National and International Hiring Excellent Communication Skills Required Candidate profile Candidate must be working as Head / Manager / Lead Recruiter in manufacturing / service organization. Must have handled volume hiring at senior level. Position is Individual contributor role.

Key Responsibilities: Analyze HR metrics and provide insights on employee performance, turnover, and engagement. Generate reports and dashboards to track key HR indicators. Assist in workforce planning, talent management, and organizational development initiatives. Identify trends and recommend actionable solutions to improve HR strategies. Support HR programs by providing data-driven recommendations and insights. Key Skills & Experience: Proven experience as an HR Analyst or in a data-driven HR role. Strong proficiency in HR software and data analysis tools. Excellent analytical, problem-solving, and communication skills.

About Stratogent (A PTP Company): Be seen. Be heard. Be you. We are a young, dynamic managed IT services organization that's redefining the tech landscape. As a delivery powerhouse serving global clients, our work is dynamic, visible, and deeply rewarding. We specialize in advanced, experimental solutions across cloud platforms, cybersecurity, data centers, and automation. Every day brings new tools, modern stacks, and diverse technical challenges that stretch your learning curve and expand your skillset. A Trailblazer in Technology Solutions: Our focus spans niche, high-end, and experimental work within cloud, data center, automation and network operations, with a special emphasis on Pharma and Biotech verticals. We're the go-to pioneers crafting cutting-edge solutions that redefine industry standards. A Trustworthy Reputation: We may be media shy, but our credibility is loud. Over 90% of our business comprises repeat clients, a testament to the trust they place in our expertise and the excellence we consistently deliver. Built to last: Weve been profitable and stable from day one - no shortcuts, no compromises. Purpose-driven work: Work on real projects with global impact from day one Growth is the norm: We promote from within. Talent and achievement are recognized. Always Learning: New technologies, new challenges, new skills - every day brings something fresh. Innovation at every level: Good ideas win - no matter where they come from. People-Centric culture: Fun, friendly, and deeply supportive teams. We believe in strong teams, not strong titles. About the Role Job Title: HR Manager (Generalist) Contract Role Domain : Human Resources Experience: 15+ Years Location: Bangalore, Karnataka Duration: 1 year Mode: Hybrid ( at least 3 days in office) We are seeking an experienced HR Manager (Generalist) for a contract role, with strong expertise in Talent Engagement, People Experience, HR Data Analytics, Compensation & Benefits, and Organizational Development (OD) processes and design. In this role, you will serve as a strategic partner, data-driven problem solver, and catalyst for positive change, playing a key part in driving impactful people initiatives. You will be responsible for managing a broad spectrum of HR functions, including: 1. Strategic Leadership: Partner with leadership to develop and implement HR strategies aligned with business goals. Act as a trusted advisor, providing valuable insights and solutions on people and culture issues. Co-create and implement HR initiatives aligned with business objectives, ensuring they seamlessly support strategic goals. Continuously improve HR policies and practices based on data and best practices. End to end ownership of all employee lifecycle processes, including onboarding, assimilation, and offboarding, ensuring a smooth and positive experience for all. 2. Compensation and Benefits: Design and manage competitive compensation, benefits administration, wellness program and incentives. Enhance reward and recognition framework that acknowledges and celebrates employee contributions. Contribute to developing and revising HR policies and procedures related to compensation and benefits. Lead the execution of performance-based payouts, annual increment cycles, company bonus payments, and promotion processes. 3. HR Analytics: Drive and lead HR data analytics to support decision-making and identify key workforce trends. Guide the team in preparing and publishing monthly and quarterly dashboards, reports, and analyses covering employee engagement, performance-related HR metrics, survey outcomes, feedback insights, and other key people analytics. Leverage data to identify areas for intervention and drive initiatives that enhance retention, engagement, employee benefits and performance 4. Organizational Design and Development: Design and implement talent management processes, talent retention programs, and career development pathways. Ensure effective execution and management of career development frameworks to support career discussions and strengthen internal succession for critical roles. Drive the performance management process, supporting managers and leaders in conducting probation reviews, quarterly check-ins, performance discussions, calibrations, and performance improvement recommendations. 5. Employee Engagement and Communication: Design and execute employment engagement - that foster a vibrant, inclusive environment where everyone feels valued. Develop effective communication strategies to keep employees informed and connected, through various channels, including quarterly townhalls, all-hands sessions, leader meet, and different open forums across the organization. Celebrate achievements and build a strong sense of community within the workforce. Lead communication, counseling, and employee engagement initiatives, including internal communications, team interactions, employee pulse surveys, and addressing employee concerns. Continuously gauge the employee sentiments through eSAT, eNPS and employee pulse surveys and translate insights into actionables Lead programs to improve employee morale, analyze organizational effectiveness, and design, initiate, and implement engagement surveys and programs. 6. Talent Management and retention Define and implement the retention framework. Actively retain top performers through stay interviews and targeted action plans. 7. HR Team Management: Lead and inspire your HR team, fostering a culture of collaboration and high performance. Who are we looking for? Driven. Curious. Always Learning. We are always on the lookout for individuals with a strong work ethic, a sense of ownership, and a growth mindset. 15+ years of progressive experience in HR domain with extensive experience Talent Engagement, People Experience, HR Data Analytics, Compensation & Benefits, and Organizational Development (OD) processes and design preferably in IT / Tech organization A post-graduate degree/MBA from a reputed institute. Strategic thinker with a strong business acumen and data-driven approach. An excellent communicator, both verbally and in writing, with the ability to articulate complex HR issues effectively. Natural influencer with strong partnership and collaboration skills. A passionate leader with a genuine interest in employee development and engagement. You can thrive in a fast-paced environment and are adaptable to change. What We Offer: Be a key architect of our HR strategy and make a real impact on organizational success. Lead a supportive and collaborative HR team in a dynamic work environment. Enjoy a competitive compensation and benefits package. Continuously learn and grow your skills through professional development opportunities. Embrace a diverse and inclusive workplace culture where you can make a difference.

Key Responsibilities: Analyze HR metrics and provide insights on employee performance, turnover, and engagement. Generate reports and dashboards to track key HR indicators. Assist in workforce planning, talent management, and organizational development initiatives. Identify trends and recommend actionable solutions to improve HR strategies. Support HR programs by providing data-driven recommendations and insights. Key Skills & Experience: Proven experience as an HR Analyst or in a data-driven HR role. Strong proficiency in HR software and data analysis tools. Excellent analytical, problem-solving, and communication skills.

Key Responsibilities: Analyze HR metrics and provide insights on employee performance, turnover, and engagement. Generate reports and dashboards to track key HR indicators. Assist in workforce planning, talent management, and organizational development initiatives. Identify trends and recommend actionable solutions to improve HR strategies. Support HR programs by providing data-driven recommendations and insights. Key Skills & Experience: Proven experience as an HR Analyst or in a data-driven HR role. Strong proficiency in HR software and data analysis tools. Excellent analytical, problem-solving, and communication skills.

JOB DETAILS / ROLE PURPOSE. This role consists of managing the Workforce Planning of the Finance Factory, as well as the related costs. This role is part of the People Management department of Performance Steering division, part of the Finance Factory. It implies to guarantee IT tools, develop and maintain internal controls & procedures, monitor performance of the activities in order to ensure the excellence of the operations under responsibility: Strategic Workforce planning, Recruitment and Exit and HR analytics. KEY RESPONSIBILITIES. Strategic Workforce Planning. Analyze the current Finance Factory workforce. Conduct skills gap analysis. Conduct HR cost analysis, including salary, training costs, travels & expenses. Anticipate future changes and requirements. Develop, implement and monitor an action plan. Recruitment and Exit. Ensure replacements and new positions are timely validated. Monitor and communicate the recruitment and exit status. Monitor and report recruitment and exit statistics. Ensure the HR database is always accurate. HR analytics. Ensure HR data in SuccessFactors and HR systems are accurate. Monitor and report HR analytics. PROFILE KEY REQUIREMENTS. Qualifications & Experience. Strong analytical skills. Ability to synthesize. Ability to consolidate large volume of data into structured and simple outputs. Ability to arbitrate and prioritize. Ability to interact with all levels of the organization. Solutions and results oriented. Openness and flexibility to address challenges from various perspectives in order to find the best possible way to manage the challenge. Initiative. Capacity to learn. Ability to undertake initiative. Customer service. Ability to innovate and seek for advances in technology and practices. Other Skills. Excellent written and verbal communication. Networking skills: Ability to liaise with members of other functions. Ability to work and communicate with different cultures, levels and organizations world-wide. Finance. Finance Acumen. HR Acumen. Allianz Group is one of the most trusted insurance and asset management companies in the world. Caring for our employees, their ambitions, dreams and challenges, is what makes us a unique employer. Together we can build an environment where everyone feels empowered and has the confidence to explore, to grow and to shape a better future for our customers and the world around us. We at Allianz believe in a diverse and inclusive workforce and are proud to be an equal opportunity employer. We encourage you to bring your whole self to work, no matter where you are from, what you look like, who you love or what you believe in. We therefore welcome applications regardless of ethnicity or cultural background, age, gender, nationality, religion, disability or sexual orientation. Great to have you on board. Lets care for tomorrow.

Job Title: Intern Talent Acquisition & HR Operations Location: Bengaluru Type: Internship Eligibility: MBA (HR) Freshers Welcome About the Role Step into the world of strategic HR with a dual focus on Talent Acquisition and HR Operations . As a Intern, youll support hiring processes and HR systems, ensuring smooth employee experiences from onboarding to exit. You’ll work closely with recruiters, HR tech platforms, and business teams to build a strong foundation in operational HR. What You’ll Learn & Do Talent Acquisition Assist in sourcing, screening, and coordinating interviews Support onboarding and documentation processes Learn employer branding and candidate experience best practices HR Operations Manage employee records, HRIS updates, and compliance documentation Support payroll inputs, benefits administration, and exit formalities Learn how HR operations drive efficiency and employee satisfaction HR Tech Exposure Work with platforms like SAP, Darwinbox, and Disperz Learn how digital tools streamline HR processes HR Analytics Track hiring metrics, onboarding effectiveness, and operational KPIs Present insights to improve HR service delivery You’re a Great Fit If You: Are an MBA (HR) graduate – Class of 2024/2025 Are detail-oriented, organized, and tech-savvy Communicate clearly and enjoy working with systems Are eager to learn and grow in a fast-paced environment What You’ll Get Mentorship from experienced HR professionals Hands-on exposure to recruitment and HR operations A chance to contribute to a high-impact HR team About the Company Aragen Life Sciences is a leading Contract Research, Development, and Manufacturing Organization (CRDMO) offering end-to-end integrated and standalone solutions for small molecules and biologics. Established in 2001 and headquartered in Hyderabad, India, Aragen operates through a global network of six sites with a team of over 4,200 employees, including more than 450 PhDs. PharmaSource+2Aragen Life Sciences+2CB Insights+2 With a focus on innovation and customer-centric agile partnerships, Aragen serves a diverse clientele of over 400 clients, including seven of the top ten large pharmaceutical firms and over 100 biotechnology companies. The company's operations span Asia, North America, and Europe, providing clients with access to global resources and the advantages of a local presence. Aragen Life Sciences+2PharmaSource+2Aragen Life Sciences+2 Aragen's purpose, "In every molecule is the possibility for better health," drives its commitment to transforming ideas into solutions that advance human, animal, and plant health. Aragen Life Sciences+5LinkedIn+5Aragen Life Sciences+5

Incumbent will be responsible for End to End Payroll Processing , handling Leave & Attendance Management.Exit Formality ,Full & Final Settlement And other HR Operation related activities.Statutory Compliance.HR Analytics. Required Candidate profile Qualification -MBA Hands on experience in Leave & Attendance Management,Exit Formalities and HR Operations . Hands on Experience on HR Analytics -is Mandatory. Experience -Minimum 4 Years

Performance Management : Design and implement enterprise-wide performance management frameworks aligned with business objectives. Drive KPI setting, goal alignment, and performance reviews for corporate and functional teams. Partner with senior leaders to translate strategic priorities into measurable operational goals. Identify performance gaps, conduct root cause analysis, and drive continuous improvement initiatives. Monitor and analyze business performance data to recommend process and system enhancements L&OD : Oversee the end-to-end training lifecycle, including TNA (training needs analysis), content creation, delivery, and post-training evaluation. Partner with internal stakeholders to drive functional and behavioral skill development programs. Design, develop, and deliver learning programs aligned with business needs and employee development goals. Manage vendor relationships and external facilitators to deliver specialized training modules Hands-on experience in change management, performance management, and leadership development. Proficient in instructional design, digital learning tools, and learning analytics. Lead OD interventions such as employee engagement, succession planning, performance management, and leadership development. Facilitate culture-building programs and change management initiatives across corporate teams Utilize data and analytics to measure the impact of OD initiatives and recommend improvements Rewards & Recognition (R&R): Design and manage R&R programs that align with business outcomes and values. Ensure fairness, transparency, and consistency in recognition frameworks across corporate functions. Track effectiveness and adoption of R&R programs through metrics and employee feedback.

Job Title: Manager/ Assistant Manager PMS /HRIS Department: Human Resources Reporting To: Group Head HR Job Summary: We are looking for a proactive HR professional to support and drive ERP implementation and Performance Management Systems (PMS) across SRM Group’s verticals. The role requires deep understanding of HR operations, digital transformation initiatives, and process streamlining to ensure standardized and effective HR service delivery. Key Responsibilities: ERP Implementation & HR Tech Enablement Coordinate with ERP vendors and internal teams during the implementation and rollout phases. Map HR processes (recruitment, onboarding, payroll, leave, attendance, performance) to ERP modules. Assist in UAT (User Acceptance Testing) and change management activities. Train end-users across functions and locations on new systems. Monitor post-go-live issues and coordinate resolution with IT/support. Performance Management System (PMS) Roll out and manage PMS framework including goal setting, mid-year and annual reviews. Support in configuring PMS tools aligned with business KPIs. Facilitate calibration and performance normalization discussions. Generate analytics and reports for leadership review. HR Operations & Process Improvement Standardize HR operational processes across group entities. Define and implement SOPs for employee lifecycle (hire-to-retire). Identify process bottlenecks and automate where feasible. Ensure timely and accurate MIS, dashboards, and HR analytics. Stakeholder Engagement Liaise with cross-functional teams (IT, Finance, Department Heads) to align tech and process needs. Provide HR operational support to business heads and location HR teams. Requirements: Educational Qualifications: MBA/PGDM in Human Resource Management or equivalent. Experience: 7–12 years of HR experience with at least 1–2 ERP/PMS implementation cycles. Exposure to hospital/hotels/manufacturing sectors is a strong plus. Technical Skills: Hands-on knowledge of Inhouse ERP tools. Proficiency in Excel, PowerPoint, and HR analytics tools. Understanding of labor laws, HR best practices, and compliance. Salary Range: As per Industry norms Location: Chennai

Job Summary The HRMS Manager will lead the end-to-end management and optimization of the Human Resource Management System (HRMS) and Employee Database Management System (EDMS). This role carries key responsibility for driving HR digitization initiatives, ensuring real-time data visibility, maintaining high levels of data accuracy, and streamlining core HR processes through technology. Additionally, the role will ensure seamless payroll processing, statutory compliance, audit readiness, and manage HR-related vendors to enhance operational efficiency and enable data-driven HR decision-making. ________________________________________ Key Responsibilities KRA 1: HRMS & Employee Data Management Ensure 100% real-time visibility and accuracy of employee data across HRMS and EDMS platforms. Drive strong data governance practices to achieve >95% data accuracy within EDMS. Monitor and resolve HRMS-related service requests (e.g., leave carry forward, payroll movement, IT proof declarations) within 48 working hours, ensuring full accuracy. Collaborate with HR Business Partners (HRBPs) and Unit HRs to maintain consistency and integrity in employee data management. Lead the digitization of HR processes and workflows. Manage end-to-end HR-related vendor operations, including sourcing, negotiation, onboarding, and performance tracking. KRA 2: Payroll, Compliance & Audit Ensure accurate and timely payroll processing and full & final settlements for all corporate employees. Support and manage compliance requirements related to internal audits (ICFR, ESG, EY Audit, O3, Multiples due diligence, Annual Report, etc.). Maintain robust documentation and controls aligned with audit protocols; address audit observations and implement corrective actions. Coordinate closely with Finance, IT, and external audit teams to ensure timely and accurate data submission. ________________________________________ Qualifications & Experience B.Tech (ECE/IT/CS) and MBA/PG in Human Resources or equivalent qualification. 6-10 years of total HR experience, with a minimum of 3 years in a corporate HR role. Deep understanding of HRMS/LMS platforms, payroll systems, audit processes, and compliance standards. Understanding on API integrations, workflow automation, and Hands-on experience with process improvement initiatives. Strong proficiency in Excel, HR analytics, HR automation, and HR operations. At least 3 years of experience as Adrenalin Max Super Admin is mandatory. ________________________________________ Key Skills Expertise in HR process design and documentation Strong command of HRMS platforms and data management High accuracy in payroll and compliance handling Audit preparation and coordination skills Detail-oriented with a process-driven mindset Strong communication and stakeholder/vendor management capabilities

Educational Bachelor of Engineering,Bachelor Of Technology,Bachelor Of Technology (Integrated),MBA,Master of Science (Technology),Master Of Technology,Master Of Engineering,Master Of Comp. Applications Service Line Enterprise Package Application Services Responsibilities 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. 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 : Primary skillsTechnology-Kronos-Workforce Management Preferred Skills: Technology-Kronos-Workforce Management

Educational Bachelor of Engineering,Bachelor Of Technology (Integrated),Bachelor Of Technology,MBA,Master Of Science,Master Of Comp. Applications,Master Of Technology,Master Of Engineering 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 get to the heart of customer issues, diagnose problem areas, design innovative solutions and facilitate deployment resulting in client delight. You will develop a proposal by owning parts of the proposal document and by giving inputs in solution design based on areas of expertise. You will plan the activities of configuration, configure the product as per the design, conduct conference room pilots and will assist in resolving any queries related to requirements and solution design You will conduct solution/product demonstrations, POC/Proof of Technology workshops and prepare effort estimates which suit the customer budgetary requirements and are in line with organization’s financial guidelines Actively lead small projects and 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 develop value-creating strategies and models that enable clients to innovate, drive growth and increase their business profitability Good knowledge on software configuration management systems Awareness of latest technologies and Industry trends Logical thinking and problem solving skills along with an ability to collaborate Understanding of the financial processes for various types of projects and the various pricing models available Ability to assess the current processes, identify improvement areas and suggest the technology solutions One or two industry domain knowledge Client Interfacing skills Project and Team management Technical and Professional : Should have 5+ 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

Role & responsibilities Generate reports and analytics as needed. Raise tickets as needed Respond to employee inquiries regarding policies,total rewards programs and resolve issues in a timely manner. Support and maintain employee records, dashboards Ensure compliance with local, state, and federal regulations related to HR 3+ years of experience in HR/ compensation, or benefits administration. Knowledge of HRIS systems (e.g., Success Factor, SAP, Oracle) and benefits platforms will be an added advantage. Strong analytical and problem-solving skills. Excellent communication and interpersonal skills. High attention to detail and ability to manage confidential information. Proficiency in Microsoft Excel, power Point and data analysis. Preferred candidate profile

Job Summary: As the People Technology Manager at Titan, you will be responsible for managing and optimizing our HR technology systems and processes. You will work closely with the HR team to ensure that our technology solutions align with our business goals and support our employees' needs. You will also be responsible for identifying and implementing new technology solutions to improve efficiency and effectiveness within the People Function. Key Responsibilities: Manage and maintain all HR technology systems, including but not limited to HRIS, ATS, LMS, and performance management tools Collaborate with the HR team to identify and understand their technology needs and provide solutions to support their goals Lead the implementation of new HR technology systems and processes, ensuring smooth integration and user adoption Develop and maintain HR technology policies and procedures, ensuring compliance with data privacy and security regulations Conduct regular audits and assessments to identify areas for improvement and implement necessary changes Provide training and support to HR team members on the use of HR technology systems Stay updated on industry trends and best practices in HR technology and make recommendations for improvement Collaborate with cross-functional teams to ensure seamless integration of HR technology with other business systems Manage relationships with external vendors and partners to ensure timely and quality delivery of services Analyze HR data and provide insights to inform decision-making and drive continuous improvement Lead change management initiatives related to HR technology implementations and upgrades Additional Parameters: Minimum 5 years of experience in HR technology management Bachelor's degree in Human Resources, Information Technology, or related field Strong understanding of HR processes and systems Excellent communication and leadership skills Ability to work in a fast-paced and dynamic environment Experience in project management and change management Knowledge of HR analytics and data management Familiarity with HR software and tools Ability to travel as needed If you are a highly motivated and results-driven individual with a passion for HR technology, we would love to hear from you. Join our team at Titan and be a part of our journey towards excellence in the retail industry. Work Experience Education: Tech preferably in IT Relevant Experience: 6-8 years of technical experience in HR systems Qualifications: Bachelor's degree in Human Resources, Information Technology, or related field Minimum 5 years of experience in HR technology management Strong understanding of HR processes and systems Excellent communication and leadership skills Experience in project management and change management Knowledge of HR analytics and data management Familiarity with HR software and tools Ability to travel as needed

Key Responsibilities: Evaluate candidates on Lodhas competency framework, behavioural traits, and culture fitment. Review psychometric assessments and share meaningful insights with recruiters and interview panelists. Participate in interviews to understand and map the candidate evaluation process across stages. Identify evaluation gaps or interview inconsistencies and suggest improvement or training areas. Collaborate with the team lead to promote a quality-first mindset across hiring teams. Prepare psychometric-based feedback summaries for selected candidates to aid onboarding and development. Evaluate assessment and feedback data quarterly to identify trends, validate the effectiveness of psychometric tools, and derive insights on the quality of hired candidates. Maintain documentation and analysis of hiring data to support continuous improvement efforts. Profile Requirements: Postgraduate degree in Industrial/Organizational Psychology or related field with strong academic record. 1–2 years of relevant experience in talent assessment, HR analytics, or recruitment support. Driven, detail-oriented, proactive, and humble team player with a passion for people insights.

Training & Development - Identifying training needs of the employees (TNI), creating training calendar, conducting training programmes, assessing training effectiveness, overall training administration; Performance Management - Deriving KRAs and KPIs of all the job roles, developing the PMS framework of the company, driving performance assessments periodically, deriving performance rewards/ increments annually; Employee Engagement Programmes - Creating Employee Engagement calendars, conducting employee engagements programmes, conducting town hall meetings/ open house, driving employee engagement surveys & taking actions on the outcomes, creating a positive environment; Employee Retention - Identifying high performer & high potential employees (HiPer & HiPo), devising strategy and scheme to retain them, succession planning; Rewards & Recognition programmes - Devising the R & R schemes, conducting R & R programmes; Induction & Orientation of the new joiners - Taking care of the induction & orientation of the new joiners, hand holding & supporting during the initial days; HR Analytics - Preparing HRMIS and HR Analytics periodically; identifying actionable areas on the basis of analytics;

Only if you have experience managing end-to-end payroll. Job Summary: Seeking a HR professional to manage payroll, ensure compliance, and support HR analytics using Excel/Power BI. Experience with HRIS Keka & strong data handling skills required. Provident fund

Capgemini Invent Capgemini Invent is the digital innovation, consulting and transformation brand of the Capgemini Group, a global business line that combines market leading expertise in strategy, technology, data science and creative design, to help CxOs envision and build what’s next for their businesses. Your role Partner with HR business leaders to understand their unique challenges and objectives, offering tailored analytics solutions. Provide ongoing consultation, interpreting data findings in the context of organizational goals and industry benchmarks. Craft compelling narratives around data insights, translating technical findings into actionable business language. Develop and deliver insightful presentations to executive leadership, fostering a data-informed culture. Uphold the highest standards of data ethics, ensuring compliance with privacy regulations and promoting responsible data stewardship. Champion ethical considerations in the application of analytics to HR decision-making. Your Profile Advanced degree in HR, Statistics, Data Science, or a related field. Proven experience in a consulting or advisory role focused on HR analytics and workforce planning. Expertise in statistical analysis, predictive modeling, and data visualization tools. Strong business acumen with the ability to align analytics initiatives with organizational strategy. Exceptional communication and influencing skills. Experience Level 2+ experience in HR analytics roles, demonstrating a track record of driving impactful organizational change through data-driven insights What you will love about working here We recognize the significance of flexible work arrangements to provide support. Be it remote work, or flexible work hours, you will get an environment to maintain healthy work life balance. At the heart of our mission is your career growth. Our array of career growth programs and diverse professions are crafted to support you in exploring a world of opportunities. Equip yourself with valuable certifications in the latest technologies such as Generative AI. About Capgemini Capgemini is a global business and technology transformation partner, helping organizations to accelerate their dual transition to a digital and sustainable world, while creating tangible impact for enterprises and society. It is a responsible and diverse group of 340,000 team members in more than 50 countries. With its strong over 55-year heritage, Capgemini is trusted by its clients to unlock the value of technology to address the entire breadth of their business needs. It delivers end-to-end services and solutions leveraging strengths from strategy and design to engineering, all fueled by its market leading capabilities in AI, cloud and data, combined with its deep industry expertise and partner ecosystem. The Group reported 2023 global revenues of "22.5 billion.

The HRBP role involves planning and execution of end-to-end delivery of services, solutions & interventions across all HR functions for Global Shared Services in partnership with Global GSS HR Lead. Job Responsibilities: Partner with the Regional HR Leader and GSS Global Leadership Team to devise & execute appropriate HR strategy and plans in partnership with GSS HR Leader. Analyse trends and metrics in partnership with the larger HR group to develop solutions, programs, and policies which aligns with global expectations. Ensure execution of hiring of talent with right skill set & aptitude that meet functional & business requirements and in line with Talent Strategy as well as Talent Acquisition process metrics. Facilitate talent review & succession planning processes to meet current & future needs of the business Facilitate talent development and career progression of key talent and critical role holders and ensure that development plans & career progression moves are actioned & accomplished as per committed timelines. Ensure efficient & seamless deployment of Performance Management (MaxP) process and ensure that performance & development reviews are actioned & accomplished in line with process metrics & timelines. Ensure efficient & seamless implementation of Employee Engagement diagnostics (surveys, Focus Group Discussions) & initiatives to address critical gaps and concerns around Engagement at the workplace with the help of team. Ensure implementation of Rewards & Recognition programs across all levels with the help of team. Provide advice & support to line managers on appropriate team structure & design to meet current & future business needs. Provide advice & support to line managers on decisions pertaining to people matters and ensure high levels of ownership on talent engagement, retention & development agenda. Execute annual manpower planning exercise and ensure accurate forecasting of talent; right numbers and at the right level (built into the HR Fin. Plan) Support identification & assessment of learning & development needs of associates across levels & functions in line with Kohler s Development Planning approach. Implement an Annual Learning & Development calendar to address critical & big-ticket organisational & individual development needs and ensure that all training programs are conducted in line with key process metrics of learning satisfaction & effectiveness scores. Work closely with management and employees to improve work relationships, build morale and increase productivity and retention Maintain knowledge of labour law requirements related to day-to-day management. Partners with the legal department as when needed/required. Skill Required: An MBA in HR or equivalent qualification from a reputed business school 08- 15 years of experience (majorly as HR Generalist/Strategic HRBP). Exposure of having managed stakeholders across multiple geographies with a global mindset (US, UK, China, India) Deep expertise in HR Core areas like Talent Management, Org capability, Succession Planning, HR analytics etc. Experience in Shared Services domain or Third-Party service providers will be a definite advantage Proven credentials of having successfully delivered in a matrix organization.

Role & responsibilities : Ensuring timely closure of F&F for all exited cases. Letters preparation Ensuring that all the clearances are done post initiating the F&F process Validation of F&F input and output for allexitemployees and processing with the finance team. ExitHeadcount reconciliation HRMS Coordinate with the Payroll Team for timely closure of F&F. Monthly sharing information to payroll team for resigned, revoke and separated employee and highlighting the nature of payout Exitrecord keeping Employee Retention Exitinterviews Handling the offboarding documentation process HR Analytics Dashboards Responsible for HR Analytics and various functional dashboards / presentations as required by the Company. Preparation of various MIS related toexitprocess and coordinate with differentdepartment Grievance Redressal Handling escalation for employees grievance pertaining toExit. Making sure all the grievances are addressed within a timeframe with resolutions. Skills & Qualification Candidate must be an MBA in HR Minimum 3 years of work experience in HR Operation and handlingexitcases. People Relationship Management Stakeholder Management Good analytical and numerical ability Expertise on MS Excel and MS PowerPoint.