5 Hr Programs Jobs

Description - Airbnb Senior EX Operations Coordinator We are looking for a driven, highly organized, and collaborative individual to join our EX Core Operations team. The Sr. EX Operations Coordinator will support ongoing HR programs, work to maintain accurate HR-related data, advise employees and managers on routine issues, and work on projects that involve HR partners and cross-functional teams.This role will require managing multiple work streams simultaneously; a successful candidate is proactive, solution-oriented, and has very strong attention to detail. Eagerness to learn and desire to provide a high level of service to employees are essential to succeeding in this role. Job Responsibilities & Duties: Review and respond to employee inquiries in a timely manner. Ensure accuracy and completeness of responses for high quality Employee Experience with a top notch level of customer service Employee lifecycle management; including onboarding, offboarding, employee job changes, knowledge of employee benefits Seek opportunities to streamline and improve experience for new hires Maintain data accuracy and compliance with SOX protocols Assist with Weekly Data Audits Build strong working relationships with partners, peers, and stakeholders to efficiently and accurately complete job duties Identify and recommend process improvements to drive efficiencies, improve employee experience, and/or data accuracy Partner with EX Core Operations team members and other cross functional teams (Recruiting, Ground Control, IT, Payroll, Benefits, Talent Partners) on regional and global projects Qualifications & Requirements: Experience with Google Suite and Microsoft Excel Knowledge of Workday and Jira strongly preferred Experience in shared services or customer service strongly preferred 1-2 years of experience in a corporate environment Self starter, solution-oriented approach Solid organizational and time management skills Collaborative nature Professional manner and discretion with confidential information Attention to detail and process oriented Strong verbal/written communication Ability to prioritize effectively and balance multiple tasks Passionate for continuous improvement

Global Human Resources PMO Lead Transforming how we interact with our vehicles to make the driving experience more enjoyable, connected, and safe. Be a Part of the Technology Revolution There has never been a more exciting time to be part of a cockpit electronics and electrification technology company like Visteon. The mobility industry is transforming how we interact with our vehicles to make the driving experience more enjoyable, connected, and safe. Technology is at the heart of that transformation and is fueling the digital, electric, and autonomous evolution of our global automotive customers. Our core products align with key industry trends and include digital instrument clusters, displays, Android-based infotainment systems, domain controllers, advanced driver assistance systems and wireless battery management systems for electric vehicles. Mission of the Role: Partner with Global HR & TA teams to drive Strategic HR projects via right project management toolkits, challenge/redesign existing HR process for better efficiency, enable functional teams with industry insights, create framework and enable the functional teams with required tools to deliver the outcome. Key accountabilities / How You Will Spend Your Days 1. Project Management: • Plan, initiate, and manage HR projects from concept to completion. • Define project scope, objectives, and deliverables. • Develop detailed project plans, including timelines, budgets, and resource allocation. • Monitor project progress and ensure adherence to timelines and budgets. • Identify and mitigate risks and issues that may impact project success. 2. HR Process Improvement: • Work closely with HR leaders and teams to identify process improvement opportunities. • Streamline HR processes, systems, and workflows to increase efficiency and effectiveness. • Implement best practices and standards for HR project management. • Evaluate the impact of process changes on HR metrics and KPIs. • Stay updated on HR industry trends, best practices, and emerging technologies. • Recommend and implement process enhancements to increase HR project efficiency. 3. Stakeholder Management • Collaborate with HR leads, CoE Leads and cross-functional HR teams • Establish and maintain strong relationships with key stakeholders (networking & collaboration is key) • Track/Publish the project status, call out risks and galvanize support to deliver project outcome. • Ensure alignment between HR projects and the organization's strategic goals. 4. Reporting, Metrics and Documentation • Develop and maintain project dashboards and reports. • Provide regular status updates on project performance and key metrics. • Analyze data to identify trends and areas for improvement. • Assess and mitigate risks related to HR projects. • Maintain accurate project documentation. 5. Change Management: • Develop change management strategies for HR projects. • Ensure smooth transition and adoption of new HR processes or technologies. • Collaborate to create playbooks/guides and support HR teams/employees affected by these initiatives. Key Year One Deliverables: o Strengthen the existing HR Project Management framework aligned with organization's business objectives and long-term growth plans. This includes defining the roadmap, identifying critical talent needs, and establishing key performance indicators (KPIs) to measure success. o HR Process Architecture Framework : Assess and optimize end-to-end HR Processes to improve efficiency, quality thus impacting employee experience. Streamline workflows, eliminate bottlenecks, and implement technology solutions to enhance employee experience. o Risk Register : Create/implement risk register that can help pro-actively identify open risks, create an agile project team work mitigate the same for the organization. Skills, Experience & Qualification o Bachelors degree in business management (Full time PG, preferred) with 12 14yrs of work experience. o Project Management Professional (PMP) or equivalent certification is a plus. o Proven experience in project management, especially in HR along with thorough understanding of the function is a MUST. o Strong knowledge of HR processes, HRIS systems, and best practices. o Excellent communication and interpersonal skills. o Proficient in MS Office tools (specially PowerPoint & excel) is a MUST. Exposure to other PM tools, Sig Sigma/Lean or Design thinking methodology would be an added advantage. o Analytical and problem-solving abilities. Key Leadership Behaviors • Lead from the front • Business Acumen • Critical thinker • Adaptability and Agility • Customer Obsession

Require a holistic HR Head Location - Thane West, Thane, Navi Mumbai, Panvel, Ulhasnagar, Mumbai, kalyan, ghatkopar FEMALE CANDIDATE REQUIRED Experience - Minimum 1 year in recruitment Monday to Friday (9 to 6) & Saturdays Half day Job Role - Talent acquisition and recruitment processes Job postings and booking interviews as required Taking the interviews - Face to Face and telephonic Conduct employee onboarding and help organize training & development initiatives Training the employees Orientation of new joined candidates Assist in Sales reports Provide support to employees in various HR-related topics such as leaves and compensation and resolve any issues that may arise Promote HR programs to create an efficient and conflict-free workplace Assist in development and implementation of human resource policies Undertake tasks around performance management Gather and analyze data with useful HR metrics, like time to hire and employee turnover rates Organize quarterly and annual employee performance reviews Maintain employee files and records in electronic and paper form Required Candidate Profile Excellent English communication Vibrant personality Experience of minimum 1 year in requirement Shall be well versed with hiring portals Notice period - 15 to 30 days maximum

About the Role This isa global role within our People Analytics team, where you will be part of adynamic and diverse setup, working closely with colleagues across regions. Youwill ensure alignment, knowledge sharing, and collaboration on globalinitiatives within People Analytics, while also balancing the need for localsupport to address regional requirements and nuances effectively. PeopleAnalytics drives meaningful and predictive insights that impact businessdecisions. As a key member of our Technology & Insights team, you willsupport HR stakeholders and our business by contributing to the HR Technology& Insights journey at NNE. We are executing a variety of exciting projectsaimed at improving our digital platforms, insights products, and services forour stakeholders in HR and the line of business. How youmight spend your days As our senior HR Analytics Consultant, your key responsibilities will include: Data Analytics & Reporting: Develop and create reports, dashboards, and analysis to support business objectives. Utilize HR systems to generate ad hoc, recurring, and on-demand/self-service reports. Address reporting needs across HR functions, including talent acquisition, talent management, training & development, employee engagement, HR operations, compensation & benefits, and DEI. Identify trends, patterns, and insights within workforce data to support HR decision-making. Translate complex data into actionable recommendations for HR leaders and stakeholders. Communicate findings effectively to both technical and non-technical audiences. HR Program Evaluation: Evaluate the effectiveness of HR programs and initiatives by tracking key metrics and performance indicators. Identify areas for improvement and implement action plans to enhance HR initiatives. Consultative Support: Serve as a trusted advisor to HR leaders and stakeholders, providing expertise on HR analytics. Support HR teams in developing and implementing data-driven HR strategies. HR Systems & Digitalization: Maintain data quality within the HR system (Cornerstone) by consulting on processes and governance. Ensure data integrity and accuracy through regular audits and collaboration with stakeholders. Drive digitalization efforts to enhance HR services and offerings for a modern workforce. Explore opportunities for automation and AI adoption in HR and business processes. Who YouAre: Strong verbal and written communication skills in English. Demonstrate proactive problem-solving skills and a high degree of responsibility. Ability to solve problems and think critically when faced with challenges. Detail-oriented with a strong commitment to due diligence. Effectively manage multiple tasks while ensuring timely completion. Curious and actively seek ways to improve and automate work processes and service delivery. Possess a positive can-do attitude and take great ownership of tasks. Self-starter who can work independently while also being an active team player. The Miles You Have Walked: Data and reporting ability - Advanced level Excel skills. (E.g. Power Query, Power Pivot) Proficiency with data analysis and visualization tools such as Power BI. Strong consulting and collaboration skills with the ability to apply thought leadership to reporting needs. Experience in data storytelling and translating complex data insights into business recommendations. Experience working with international clients is required. Experience in HR, Strategy, Management, Business Intelligence, or a related field. Familiarity with HR or organizational processes. Track record of working under deadlines in a fast-paced environment with strong attention to detail. If you donot check all the boxes, you are welcome to offer alternative experience thatyou think would be valuable in this role.

Head - HR is responsible for leading and managing, maintaining and promoting people policies and initiatives that drive engagement, retention and help co-create a team to meet the growth requirements of the organization. The organization is poised to grow exponentially and therefore the incumbent needs to play a leadership role in this key support function to meet growing needs and demands of the business across functions. The incumbent will need to have operational grasp to cater to people needs of the current state of business as well as have the strategic vision to build capability and pipeline of talent, systems, policies, rules and regulations to pre-empt needs of the longer term goals of the organization. He/She needs to be quick to adopt and implement HR systems and tools so that the HR function is more amenable to scaling up of operations. She/ He would need to ensure robust compliance to the regulatory framework. The Head HR would need to have a deep understanding of evolving a performance management system and a robust succession planning to cater to career progression of an aspiring team and thereby support the business and the company. Overall, the incumbent should be able to impact the evolving culture of the organization, paying attention to developing channels of communications within the organization. The organization is looking to evolve a progressive framework for itself by driving a passion for growing the brand in India and international markets through excellence in execution and thereby delighting the customer to get a share of market. Responsibilities Areas : Key Tasks & Activities Formulate HR framework and policies and HR systems: Develop HR framework and policies in line with the needs of a fast-growing organization like Ascent Meditech Evolve HR system and processes which are able to deal with growing requirements and increasing capacities over a longer-term horizon Lead and influence Organization branding strategy and adoption of best HR practices to position Ascent Meditech as a great place to work Driving engagement & Culture building: Develop HR programs which will help in enhancing employee engagement to inculcate a culture of collaboration and team building. Evolve a people-centric approach and build relationships to understand people issues and address them suitably, thereby building employee confidence Travel to the manufacturing Unit weekly to have ground level and direct understanding Evolve Rewards and Recognition programs to enhance team building and cooperation and imbibe performance orientation Inculcate transparency and build/open lines of communications to instill a higher level of employee engagement with regard to company vision, values and objectives Help build an Ascent Meditech way of working and ensure a distinctive employee experience with enhanced commitment as well as joy of working. Performance management and Employee progression Evolve a robust Performance management system by driving various elements of the appraisal system from the top Driving absolute clarity in role KRAs and expectation/targets setting running across every appraisee-appraiser with due discussion, agreement and documentation Ensure a fair and timely cycle of performance appraisal review system and calibration backed with robust process of communication to enhance employee confidence in the process at each level. Ensure the performance management process is communicated in a timely manner to all employees and that the training on performance management system and process is given to all new joinees Track tenure and performance of employees in each function and ensure that progression happens as per plan Compensation and Benchmarking Expertise, ESOP policy Apply the best practices of developing a good Compensation & Benefits policy and structure which helps in attracting best talent and retaining them. Build insights for a creative Compensation including an ESOP policy which is attractive and motivating. Formulate Variable Pay and Retention bonus strategies to retain key talent of the organization Recruitment & Staffing: Ensure sourcing for all positions happens as per defined requirements and guidelines Provide support for recruitment and staffing across functions in the Corporate Office, Manufacturing Units and the Sales Operations for both domestic and Export markets Devise effective On-boarding practices to ensure seamless integration of the new faces with the existing teams and ensure training for new joinees Employee Turnover management: Formulate and implement strategies to reduce the YOY attrition rate across functions. Ensure retention of hi-performing talent across functions and manufacturing units. Drive actionable insights and undertake projects to lower employee churn and turn Strategic HR and Business support: Evolve strategies in HR framework and policies which will support being more flexible and agile as an organization. Have a keen understanding of the business PnL and priorities and drive HR strategies to support the growing needs of the business. Implement and adopt system-based tools and free up time for a more strategic role of being a close aide to the business. IR related understanding: Apply understanding of regulatory and compliance requirement in manufacturing units employing third-party workforce Adopt best practices in contract workforce to adapt to changing needs of the business Develop robust framework to mitigate risks arising out of any possible IR related issues Key Competencies & Qualification Possessing strong inter-personal skills to be able to strike excellent relationships. Has confidence to build common agendas in People management and be able to influence others to ensure effective execution and adoption. • Display high levels of energy and enthusiasm. Is a tireless communicator and influences people positively to get things done. • Inherent leadership behaviors to take initiatives and be able to manage various stakeholders in the business to build consensus and thereby be able to drive the same. • Comes across as approachable and accessible to people at various levels. Possess people orientation and is comfortable interacting with teams from ground to CXO levels. • Has the necessary depth of knowledge and experience to flesh out policies and procedures which are robust in nature. • Managed an HR Leadership role in his/her previous/current experience • Experience band of 15 - 20 years in managing the HR function • MBA would be a requirement