Job Purpose: To design, implement, and manage employee engagement initiatives that align with the organizations strategic goals and cultural values. The incumbent will play a pivotal role in fostering a high-performance, inclusive, and engaging work environment across the company’s manufacturing plants and regional offices. Key Responsibilities: 1. Strategy & Planning Develop and execute a comprehensive employee engagement strategy aligned with the company’s values, goals, and people agenda. Partner with the CHRO to integrate engagement activities with broader HR and business strategies. Conduct regular benchmarking and internal assessments to measure engagement drivers. 2. Engagement Programs Design and implement pan-India engagement initiatives (festivals, recognition programs, cultural events, employee wellness, etc.). Customize initiatives to suit the unique demographics and needs of production units, corporate functions, and regional offices. Create employee listening programs including pulse surveys, engagement surveys, and feedback mechanisms. 3. Internal Communication & Employer Branding Collaborate with internal communications teams to promote two-way communication and engagement. Drive storytelling efforts that highlight employee success stories and organizational culture. Promote and support employer branding initiatives for internal and external audiences. 4. Recognition & Rewards Design, review, and administer recognition programs to appreciate performance, innovation, and values-based behavior. Ensure consistent and fair recognition practices across all locations. 5. Leadership & Culture Building Work closely with business and HR leaders to foster a culture of trust, inclusivity, and accountability. Support change management initiatives and promote alignment with core values and leadership behaviors. Key Interfaces: CHRO and HR Leadership Team Plant HR Heads and Regional HR Business Partners Corporate Communications/Marketing Business Unit Heads and Branch Heads External Partners (event vendors, wellness consultants, etc.) Qualifications & Experience: MBA / PGDM in HR or related field from a reputed institute. 8–20 years of progressive HR experience with at least 4 years in employee engagement o Prior experience in a manufacturing or industrial environment preferred. Skills & Competencies: Strong interpersonal and stakeholder management skills. Creative thinking and program design capabilities. Excellent written and verbal communication. Data analytics and survey interpretation skills. Ability to work in a dynamic and geographically distributed environment. Success Measures: First and foremost, gradual objective progress towards making Jyoti the best place to work with. Visible improvement in Happiness Index of the organization Improvement in employee engagement survey scores year-over-year. Participation rate and feedback from engagement initiatives. Reduction in attrition and increase in internal mobility. Positive impact on employer brand perception internally and externally.

About the Company: We are a leading multinational machine tool manufacturing company with a legacy of engineering excellence, innovation, and quality. With over 3300 employees across multiple plants and regional offices in India, we are focused on driving sustainable growth, continuous improvement, and operational excellence in the industrial manufacturing space. Job Purpose: To build and lead an integrated leadership development and succession planning strategy to ensure a strong pipeline of future leaders. This role will focus on identifying critical roles, assessing internal talent, developing leadership capability, and aligning succession strategies with long-term business goals in a manufacturing context. Key Responsibilities: 1. Succession Planning: Define and implement succession planning frameworks for critical roles across all levels Work with various functional heads to identify high-potential talent and critical roles. Develop and maintain a company-wide succession map and talent inventory. Periodically review and update succession plans based on business needs and organizational changes. 2. Leadership Development: Design and deploy leadership development programs (first-time managers to senior leaders), customized to meet the manufacturing businesss competency needs. Collaborate with external and internal partners to develop learning journeys, assessments, coaching, and mentoring programs. Drive 360-degree feedback, leadership assessments, and IDPs (Individual Development Plans). 3. Talent Assessment & Readiness: Lead organization-wide talent reviews in collaboration with business and HR teams. Implement tools and systems for assessing leadership potential, readiness, and bench strength. Provide insights to management on leadership capability gaps and development priorities. 4. Strategic Workforce Planning Support: Partner with HR Analytics and workforce planning teams to align leadership pipeline with long-term strategic goals. Recommend internal mobility, cross-functional rotation, and career pathing strategies for key talent. 5. Change Management & Culture Building: Act as a catalyst for leadership-driven culture transformation. Promote diversity and inclusion within leadership development and succession initiatives. Support change management initiatives tied to leadership transitions. Key Competencies: Strong understanding of manufacturing industry dynamics, shop floor culture, and organizational structures. Expertise in leadership development frameworks (e.g., 9-box grid, competency models, leadership pipelines). Familiarity with psychometric tools, assessment centers, and leadership coaching. Excellent stakeholder management and facilitation skills. Data-driven mindset with the ability to link leadership metrics to business outcomes. Qualifications & Experience: Master’s degree in HR, Organizational Development, or related field. 8-20 years of progressive HR experience, with at least 3–5 years in leadership development or succession planning. Experience in a manufacturing or industrial environment is strongly preferred. Certification in coaching, psychometric assessments (MBTI, Hogan, etc.) is an advantage. Key Success Metrics: Leadership pipeline coverage for critical roles Internal fill rate for leadership positions Retention of high-potential talent Participation and completion rate of leadership development programs Leadership readiness index

Position Summary We are seeking a dedicated and strategic Head Diversity, Equality & Inclusion (DEI) to lead, design, and implement initiatives that promote a diverse, equitable, and inclusive workplace. This role is critical in shaping our organizational culture, policies, and practices to support an inclusive work environment across all our manufacturing units and regional offices. Key Responsibilities Strategy & Leadership Develop and execute a comprehensive DEI strategy aligned with the organizations business goals and HR vision. Partner with leadership to embed DEI principles into company culture, talent management, and operational processes. Monitor emerging trends and best practices in DEI relevant to the manufacturing industry in India. Policy & Program Development Review, recommend, and update HR policies to ensure alignment with DEI objectives and compliance with Indian labor laws and global standards. Design programs and initiatives to increase representation of underrepresented groups across departments and levels. Training & Awareness Develop and deliver training programs on unconscious bias, inclusive leadership, workplace respect, and cultural competency. Lead DEI awareness campaigns and events, including observance of key national and international DEI days. Talent Acquisition & Retention Collaborate with Talent Acquisition to build inclusive recruitment strategies and promote equitable hiring practices. Support Employee Resource Groups (ERGs), mentorship programs, and career development initiatives for diverse talent. Measurement & Reporting Define KPIs and success metrics to measure the impact of DEI programs. Analyze workforce data and generate reports on diversity trends, gaps, and progress for internal and external stakeholders. Stakeholder Engagement Work with cross-functional teams including Operations, Manufacturing Heads, and Union Representatives (however, currently we don’t have any employee Union) to foster inclusive work environments on shop floors. Represent the company in industry forums and DEI networks in India. Qualifications & Experience Master’s degree in Human Resources, Social Work, Organizational Psychology, or a related field. 8–20 years of progressive HR experience with at least 3 years in a dedicated DEI role, preferably in a manufacturing or industrial setup. Proven experience in leading DEI strategies in large, diverse organizations. Familiarity with Indian labor laws, affirmative action, and inclusive employment practices. Key Competencies Strong understanding of DEI concepts, cultural nuances, and social equity in the Indian workplace context. Excellent communication, facilitation, and stakeholder management skills. Data-driven with strong analytical and reporting capabilities. Ability to work across functions and influence senior leaders. Why Join Us? Opportunity to drive systemic change and build a more inclusive workplace in a core industrial sector. Be a part of a legacy manufacturing company committed to innovation, growth, and responsible business practices.

Job Purpose: To design, implement, and manage employee engagement initiatives that align with the organizations strategic goals and cultural values. The incumbent will play a pivotal role in fostering a high-performance, inclusive, and engaging work environment across the company’s manufacturing plants and regional offices. Key Responsibilities: 1. Strategy & Planning Develop and execute a comprehensive employee engagement strategy aligned with the company’s values, goals, and people agenda. Partner with the CHRO to integrate engagement activities with broader HR and business strategies. Conduct regular benchmarking and internal assessments to measure engagement drivers. 2. Engagement Programs Design and implement pan-India engagement initiatives (festivals, recognition programs, cultural events, employee wellness, etc.). Customize initiatives to suit the unique demographics and needs of production units, corporate functions, and regional offices. Create employee listening programs including pulse surveys, engagement surveys, and feedback mechanisms. 3. Internal Communication & Employer Branding Collaborate with internal communications teams to promote two-way communication and engagement. Drive storytelling efforts that highlight employee success stories and organizational culture. Promote and support employer branding initiatives for internal and external audiences. 4. Recognition & Rewards Design, review, and administer recognition programs to appreciate performance, innovation, and values-based behaviour. Ensure consistent and fair recognition practices across all locations. 5. Leadership & Culture Building Work closely with business and HR leaders to foster a culture of trust, inclusivity, and accountability. Support change management initiatives and promote alignment with core values and leadership behaviours. Key Interfaces: CHRO and HR Leadership Team Plant HR Heads and Regional HR Business Partners Corporate Communications/Marketing Business Unit Heads and Branch Heads External Partners (event vendors, wellness consultants, etc.) Qualifications & Experience: MBA / PGDM in HR or related field from a reputed institute. 8–20 years of progressive HR experience with at least 4 years in employee engagement Prior experience in a manufacturing or industrial environment preferred. Skills & Competencies: Strong interpersonal and stakeholder management skills. Creative thinking and program design capabilities. Excellent written and verbal communication. Data analytics and survey interpretation skills. Ability to work in a dynamic and geographically distributed environment. Success Measures: First and foremost, gradual objective progress towards making Jyoti the best place to work with. Visible improvement in Happiness Index of the organization Improvement in employee engagement survey scores year-over-year. Participation rate and feedback from engagement initiatives. Reduction in attrition and increase in internal mobility. Positive impact on employer brand perception internally and externally.

Job Purpose: To design, implement, and manage employee engagement initiatives that align with the organizations strategic goals and cultural values. The incumbent will play a pivotal role in fostering a high-performance, inclusive, and engaging work environment across the company’s manufacturing plants and regional offices. Key Responsibilities: 1. Strategy & Planning Develop and execute a comprehensive employee engagement strategy aligned with the company’s values, goals, and people agenda. Partner with the CHRO to integrate engagement activities with broader HR and business strategies. Conduct regular benchmarking and internal assessments to measure engagement drivers. 2. Engagement Programs Design and implement pan-India engagement initiatives (festivals, recognition programs, cultural events, employee wellness, etc.). Customize initiatives to suit the unique demographics and needs of production units, corporate functions, and regional offices. Create employee listening programs including pulse surveys, engagement surveys, and feedback mechanisms. 3. Internal Communication & Employer Branding Collaborate with internal communications teams to promote two-way communication and engagement. Drive storytelling efforts that highlight employee success stories and organizational culture. Promote and support employer branding initiatives for internal and external audiences. 4. Recognition & Rewards Design, review, and administer recognition programs to appreciate performance, innovation, and values-based behaviour. Ensure consistent and fair recognition practices across all locations. 5. Leadership & Culture Building Work closely with business and HR leaders to foster a culture of trust, inclusivity, and accountability. Support change management initiatives and promote alignment with core values and leadership behaviours. Key Interfaces: CHRO and HR Leadership Team Plant HR Heads and Regional HR Business Partners Corporate Communications/Marketing Business Unit Heads and Branch Heads External Partners (event vendors, wellness consultants, etc.) Qualifications & Experience: MBA / PGDM in HR or related field from a reputed institute. 8–20 years of progressive HR experience with at least 4 years in employee engagement Prior experience in a manufacturing or industrial environment preferred. Skills & Competencies: Strong interpersonal and stakeholder management skills. Creative thinking and program design capabilities. Excellent written and verbal communication. Data analytics and survey interpretation skills. Ability to work in a dynamic and geographically distributed environment. Success Measures: First and foremost, gradual objective progress towards making Jyoti the best place to work with. Visible improvement in Happiness Index of the organization Improvement in employee engagement survey scores year-over-year. Participation rate and feedback from engagement initiatives. Reduction in attrition and increase in internal mobility. Positive impact on employer brand perception internally and externally.

Job Summary The HR Manager (Talent Acquisition) is responsible for leading and executing the end-to-end recruitment strategy including Blue Collar for technical roles of Machine Shop/ plant. This role involves managing a team of recruiters, partnering with hiring managers and business leaders, and ensuring timely, high-quality hiring of top technical talent to meet the organization's growth objectives Roles and Responsibilities 1. Coordinate with department managers to forecast future hiring needs 2. Develop, Implement, Monitor and Optimise Recruitment Process 3. Sourcing Talent Including various sourcing methods i.e. Online job portals, social media networking, employee reference, consultancies etc. 4. Overseeing the Hiring Process Sourcing, Screening, Interviews, Feedback, Selection, Negotiation and Offer 5. Ensuring Compliance and Adhering to legal requirements throughout the hiring process 6. Lead, Mentor and Supervise the recruiting team and monitor their performance 7. Staying Updated on Trends and Best Practices in Talent Acquisition Qualifications Masters degree in HR, Business Administration, or related field. 10+ years of experience in technical recruitment Post Degree (Preferably from a Manufacturing Industry) Proven experience hiring for technical roles in a fast-paced, high-growth environment Strong knowledge of technical talent pools, hiring trends, and sourcing strategies Excellent communication, negotiation, and organizational skills.

Role & responsibilities Data collection and setting up systems for controlling. Determining Variable, Operational and fixed costs, etc. Overseeing purchases and controlling SKU wise Inventory at multi storage locations. Setting standard and actual costs, analyze deviations and actions to control in-efficiencies. Monthly MIS as per requirement. Machine hour rate working & updating. Overhead allocation & apportionment to departments & Products. Material Yield analysis. Preparing Departmental budget & Master Budget. Assist in month-end and year-end financial and cost closing of books. Maintaining cost records & Assisting in cost audit as per statutory requirements. Any other assignments given by management from time to time. Perks and benefits 18 Paid Leaves 14 Festival Leaves Annual Bonus Health, Personal Accident & Term Life Cover Festival Celebrations & Recreation Events Canteen & Transportation Uniform Technical and Soft skill Training

We are looking for an experienced and detail-oriented Logistics Manager to oversee and optimize the entire logistics and supply chain function of our organization. The role demands strong commercial acumen, hands-on experience in vendor and transporter coordination, and a process-driven approach to ensure cost efficiency and timely execution of logistics operations, both domestic and international. The ideal candidate will be responsible for coordinating with internal departments, developing vendor networks, and driving process improvements while maintaining comprehensive MIS reports for cost and service quality tracking. Key Responsibilities: 1. Commercial Control Bill Checking & Payment Review, verify, and process logistics-related bills from transporters, vendors, and service providers. Coordinate with the finance team to ensure timely payments and resolution of discrepancies. Maintain clear records of approved logistics expenses and ensure adherence to approved budgets. 2. Internal Department Coordination Act as the primary logistics liaison between production, purchase, sales, and warehouse teams. Ensure smooth interdepartmental communication to align dispatch planning, delivery schedules, and priority shipments. Support internal stakeholders by sharing timely updates on shipment status and logistics challenges. 3. Transporter Control and Monitoring Service Contract/Agreement Management Identify, evaluate, and onboard transporters as per company standards. Negotiate and manage service contracts/agreements, ensuring alignment with operational needs and cost benchmarks. Monitor performance metrics of transporters including delivery timelines, cost efficiency, and service quality. 4. Process & Cost Improvement, Budgeting Analyse existing logistics processes to identify gaps and implement improvements to enhance efficiency and reduce cost. Develop and manage annual logistics budgets in alignment with overall business goals. Drive initiatives for fuel cost control, route optimization, and freight cost benchmarking. 5. Vendor Development Identify and develop new logistics vendors (domestic and international) to build a robust and competitive supply chain network. Establish evaluation criteria for vendor performance and maintain long-term strategic partnerships. Ensure compliance with service-level agreements and timely grievance resolution. 6. Maintain Records for Daily/Weekly/Monthly Basis Cost and Quality MIS Maintain detailed MIS reports on freight cost, transit damage, delivery accuracy, and vendor performance. Provide weekly and monthly analytics to management for decision-making and strategy review. Monitor key KPIs such as lead time, transport cost per unit, and OTIF (On-Time-In-Full) delivery rate. 7. International Logistics Coordinate and manage all aspects of international shipments including documentation, freight forwarding, customs clearance, and compliance with import/export regulations. Work closely with CHA (Customs House Agents), freight forwarders, and overseas partners to ensure timely movement of goods. Track shipment milestones and proactively address any deviations or delays in international transit. Qualifications & Experience : Graduate/Postgraduate in Supply Chain Management, Logistics, or related field 5–8 years of hands-on experience in logistics operations, including domestic and international logistics Proficiency in logistics software, ERP systems, and strong knowledge of industry compliance norms Key Competencies : Strong negotiation and vendor management skills Analytical mindset with cost-conscious decision-making Excellent coordination and communication skills Proficiency in preparing detailed MIS reports and budgeting