669 Workforce Planning Jobs - Page 12

Position Summary: Milacron is seeking a Human Resources Director to lead and support the HR function from our India site at Ahmedabad. This role is both strategic and hands-on, serving as a key partner to business leaders while overseeing India HR operations. This position plays a vital role in aligning people strategies with business goals, driving employee engagement, supporting cultural and organizational transformation, and ensuring compliance across our facilities. What you ll do here: Acts as a strategic advisor to the leaders through proactive analysis of organizational problems and issues. Provides advice on human resource programs and practices in support of the objectives and operations of the business while fostering a culture of trust, engagement, and accountability. Champion organizational change initiatives by leading change management strategies, fostering agility, and supporting continuous organizational development. Provide leadership and oversight for all HR operations, including workforce planning, employee relations, career planning, learning and development, policy interpretation, while ensuring alignment with business needs. Lead the performance management lifecycle, including setting performance expectations, conducting evaluations, facilitating feedback, and supporting individual development plans, Guides the managers and associates with resources and information on compensation & benefits, payroll and HRIS to make the right people decisions. Assist with implementing talent acquisition and retention strategies to build a high-performing workforce and strengthen the employer brand. Ensure ongoing compliance with federal, state, and local employment laws and regulations, and proactively mitigating risk. Leverage data to evaluate HR metrics and workforce trends to assist with operational decision-making. Lead, mentor, and develop a team of HR Generalists, fostering a high-performing, service-oriented HR function that supports employees and managers across the organization. Skills you will need here: Bachelor s degree in Human Resources, Business Administration, or related field; equivalent combination of 15-20 years of progressive HR experience. Minimum of 10 years of HR generalist experience, preferably in a manufacturing or engineering environment. Exceptional communication and interpersonal skills with the ability to engage effectively at all organizational levels. Familiarity with HRIS and payroll systems. i.e. ADP, Workday, Dayforce Exposure to Environmental Health & Safety (EHS) practices is a plus. Strong understanding of labor laws and related compliance, state, and local employment laws. Advanced proficiency in Microsoft Excel and strong analytical capabilities. Who we are: Milacron is a global leader in the manufacture, distribution and service of highly engineered and customized systems within the $27 billion plastic technology and processing industry. We are the only global company with a full-line product portfolio that includes hot runner systems, injection molding, and extrusion equipment. We maintain strong market positions across these products, as well as leading positions in process control systems, mold bases and components, maintenance, repair and operating ( MRO ) supplies for plastic processing equipment. Our strategy is to deliver highly customized equipment, components and service to our customers throughout the lifecycle of their plastic processing technology systems. Who we are:

Position Summary: Milacron is seeking a Human Resources Director to lead and support the HR function from our India site at Ahmedabad. This role is both strategic and hands-on, serving as a key partner to business leaders while overseeing India HR operations. This position plays a vital role in aligning people strategies with business goals, driving employee engagement, supporting cultural and organizational transformation, and ensuring compliance across our facilities. What you ll do here: Acts as a strategic advisor to the leaders through proactive analysis of organizational problems and issues. Provides advice on human resource programs and practices in support of the objectives and operations of the business while fostering a culture of trust, engagement, and accountability. Champion organizational change initiatives by leading change management strategies, fostering agility, and supporting continuous organizational development. Provide leadership and oversight for all HR operations, including workforce planning, employee relations, career planning, learning and development, policy interpretation, while ensuring alignment with business needs. Lead the performance management lifecycle, including setting performance expectations, conducting evaluations, facilitating feedback, and supporting individual development plans, Guides the managers and associates with resources and information on compensation & benefits, payroll and HRIS to make the right people decisions. Assist with implementing talent acquisition and retention strategies to build a high-performing workforce and strengthen the employer brand. Ensure ongoing compliance with federal, state, and local employment laws and regulations, and proactively mitigating risk. Leverage data to evaluate HR metrics and workforce trends to assist with operational decision-making. Lead, mentor, and develop a team of HR Generalists, fostering a high-performing, service-oriented HR function that supports employees and managers across the organization. Skills you will need here: Bachelor s degree in Human Resources, Business Administration, or related field; equivalent combination of 15-20 years of progressive HR experience. Minimum of 10 years of HR generalist experience, preferably in a manufacturing or engineering environment. Exceptional communication and interpersonal skills with the ability to engage effectively at all organizational levels. Familiarity with HRIS and payroll systems. i.e. ADP, Workday, Dayforce Exposure to Environmental Health & Safety (EHS) practices is a plus. Strong understanding of labor laws and related compliance, state, and local employment laws. Advanced proficiency in Microsoft Excel and strong analytical capabilities. Who we are: Milacron is a global leader in the manufacture, distribution and service of highly engineered and customized systems within the $27 billion plastic technology and processing industry. We are the only global company with a full-line product portfolio that includes hot runner systems, injection molding, and extrusion equipment. We maintain strong market positions across these products, as well as leading positions in process control systems, mold bases and components, maintenance, repair and operating ( MRO ) supplies for plastic processing equipment. Our strategy is to deliver highly customized equipment, components and service to our customers throughout the lifecycle of their plastic processing technology systems.

Your work days are brighter here. At Workday, we value our candidates privacy and data security. Workday will never ask candidates to apply to jobs through websites that are not Workday Careers. Please be aware of sites that may ask for you to input your data in connection with a job posting that appears to be from Workday but is not. In addition, Workday will never ask candidates to pay a recruiting fee, or pay for consulting or coaching services, in order to apply for a job at Workday. About the Team Workday is looking for a Strategic HR Business Partner to join our fabulous People Partner team (extremely skilled, collaborative, treasured by the business leaders we support)! Aligned to our GTM and G&A organisation in Pune, and Mumbai, this role will partner with leaders to create and execute robust talent strategies, supporting key business initiatives and ensuring maximum organizational effectiveness. This individual will also assist in developing, implementing, and driving enterprise talent programs. About the Role The role is strategic, requiring expertise in the areas of organisational development, leadership development, talent management, executive coaching and program design/implementation. Workday is looking for a true strategic business partner, who will support and be embedded within the global People Partner team. Locally you will engage as a full member of the leadership team, leaning in to inquire and understand their business, provide insights and recommendations. About the Role Strategic HR Planning: Expected to gain a deep business understanding. Will align and build on the people strategy that supports core business priorities and is focused on organization effectiveness, workforce planning, talent, and overall business performance. Leadership Development : Drives succession planning, leadership assessment, hi-potential nominations, targeted development investments to build bench strength. Talent Management: In partnership with the TM CoE, leads talent management and succession planning strategies and processes to develop world-class executive talent. Culture : Aligns performance management and reward strategies to drive and reinforce a culture of high performance and innovation with and across the business groups. Employee Engagement : Business champion to drive and leverage employee engagement initiatives that elevate and sustain high levels of employee engagement; leads this work across the Services organization Project management : Lead HR enterprise programs globally and across the APJ region HR Partnership: Engagement and collaboration with the global HR team, including the HR Operations and CoE teams About You 7-10+ years in HR; demonstrated in the following areas: leadership coaching and development, talent/performance management, collaborating with COEs to plan and facilitate org design initiatives that drive business results; high potential identification and development, and development of recognition/engagement programs 2+ years supporting one or more VP+ executives Excellent executive presence: ability to influence at all levels, especially at the executive level Collaborative and strong service orientation and the ability to say "no", "not now", "heres an alternative" Ability to quickly build relationships and credibility with leaders, being their trusted advisor, increasing their effectiveness individually and organizationally. Work closely with People Consulting, Employee Relations, HR Service Support, C&B, HR Legal, and Enablement functions Advanced/expert capabilities in analytics/insights, design thinking, business acumen, industry knowledge, talent strategy development, executive presence, advising and change management. Serious about your craft (continuous desire to elevate capabilities), and a fun approach to your work Irreproachable integrity Balances strategic mindset and effective in rolling up sleeves delivering results when required Strong work ethic; bias toward action, implementation, and speed Experience supporting GTM Sales Leadership Experience working with SAAS providers and/or software development industry exposure Our Approach to Flexible Work With Flex Work, we re combining the best of both worlds: in-person time and remote. Our approach enables our teams to deepen connections, maintain a strong community, and do their best work. We know that flexibility can take shape in many ways, so rather than a number of required days in-office each week, we simply spend at least half (50%) of our time each quarter in the office or in the field with our customers, prospects, and partners (depending on role). This means youll have the freedom to create a flexible schedule that caters to your business, team, and personal needs, while being intentional to make the most of time spent together. Those in our remote "home office" roles also have the opportunity to come together in our offices for important moments that matter. Are you being referred to one of our roles? If so, ask your connection at Workday about our Employee Referral process!

Tech2Globe Web Sollutions LLP is looking for Senior HR Manager to join our dynamic team and embark on a rewarding career journey Strategic HR Planning: Develop and implement HR strategies and initiatives that align with the organization's overall business objectives Policy Development: Create and update HR policies and procedures in line with best practices and legal requirements Talent Acquisition and Management:Recruitment: Oversee the recruitment and selection process, including talent sourcing, interviewing, and hiring decisions Onboarding: Develop and implement effective onboarding programs for new employees Performance Management: Lead performance management processes, including performance appraisals, goal setting, and feedback Employee Relations:Employee Engagement: Foster a positive workplace culture and employee engagement through initiatives, feedback mechanisms, and recognition programs Conflict Resolution: Address employee concerns and conflicts, providing guidance and solutions as needed Training and Development:Training Programs: Identify training needs, develop training programs, and facilitate employee development HR Compliance and Reporting:Compliance: Ensure compliance with labor laws, regulations, and reporting requirements Data Analysis: Analyze HR data and metrics to provide insights for decision-making and strategy development Compensation and Benefits:Compensation Strategy: Develop and manage compensation and benefits strategies to attract and retain top talent Team Leadership:Team Management: Lead and mentor the HR team, providing guidance, support, and professional development opportunities

About KPI Partners. KPI Partners is a leading provider of data analytics and business intelligence solutions dedicated to helping organizations make informed decisions. We are committed to fostering an innovative, collaborative, and inclusive workplace culture that empowers our employees to thrive and excel. Job Description. We are seeking a dynamic and experienced HR Business Partner to join our team in Hyderabad. The ideal candidate will be responsible for aligning business objectives with employees and management in designated business units. The HR Business Partner will act as a consultant to management on HR-related issues, developing and implementing HR strategies that enhance organizational performance and drive employee engagement. Key Responsibilities. - Collaborate with business leaders to understand their objectives and challenges, providing strategic HR support to achieve goals. - Serve as a trusted advisor, providing guidance on talent management, performance management, employee relations, and organizational development. - Develop and implement HR initiatives and programs that support business goals, including workforce planning, talent acquisition, training, and employee engagement activities. - Assess and address employee training and development needs; promote continuous learning and career development opportunities. - Drive performance management processes, including goal setting, performance reviews, and employee feedback. - Foster a positive workplace culture by promoting employee engagement initiatives and resolving employee concerns. - Analyze workforce trends and metrics to inform HR strategy and decision-making. - Ensure compliance with labor laws and regulations, maintaining up-to-date knowledge of HR best practices. - Partner with the HR team to streamline HR processes, improve efficiency, and enhance employee experience. Qualifications. - Bachelor s degree in Human Resources, Business Administration, or a related field; Master s degree or HR certification (e.g., CIPD, SHRM) preferred. - 10+ years of experience in human resources, with at least 5 years in a business partner role or similar capacity. - Strong knowledge of HR principles, practices, and employment laws. - Exceptional interpersonal and communication skills, with the ability to build relationships at all levels of the organization. - Proven track record of successfully driving HR initiatives that support business goals. - Strong analytical skills and experience using data to inform decision-making. - Ability to work independently and as part of a team in a fast-paced environment. What We Offer. - Competitive salary and benefits package. - Opportunities for professional development and career growth. - A collaborative work environment that values input and creativity. - Employee engagement programs and initiatives that promote a positive workplace culture. KPI Partners is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Join our dynamic Workforce Planning (WFP) team within Consumer and Community (CCB) Operations division. Be part of a forward-thinking organization that leverages data science to optimize workforce efficiency. Contribute to innovative projects that drive impactful solutions for Chases operations. As an Operations Research Analyst within the WFP Data Science team, you will tackle complex and high-impact projects. You will assess unstructured problems, develop practical strategies, and propose solutions to enhance decision-making processes. Collaborate with management to prioritize, time, and deliver next-gen operations research solutions. Job Responsibilities Design and development of optimization models and simulation models. Support OR projects individually or part of a project team. Collaborate with stakeholders to understand the business requirements and clearly define the objectives of any solution. Identify and select the correct method to solve the problem while staying up to data on the latest OR methodologies. Ensure the robustness of any mathematical solution. Develop and communicate recommendations and OR solutions in easy-to-understand-way leveraging data to tell a story. Lead and persuade others while positively influencing the outcome of team efforts and help frame a business problem into a technical problem resulting in a feasible solution. Required qualifications, capabilities and skills Master s Degree with 4+ years or Doctorate (PhD) with 2+ years of experience in Operations Research, Industrial Engineering, Systems Engineering, Financial Engineering, Management Science, and related disciplines operating as an operations research professional. Experience supporting OR projects with multiple team members. Hands-on experience developing simulation models, optimization models and/or heuristics. Deep understanding of math and theory behind Operations Research techniques Proficient in Open Source Software(OSS) programming languages like Python, R or Scala. Experience with commercial solvers like GUROBI, CPLEX, XPRESS, or MOSEK & familiarity with basic data table operations (SQL, Hive, etc. ). Demonstrated relationship building skills, with a superior ability to make things happen through the use of positive influence. Preferred qualifications, capabilities and skills Advanced expertise with Operations Research techniques. Prior experience building Reinforcement Learning Models. Extensive knowledge of Stochastic Modelling. Previous experience leading highly complex cross-functional technical projects with multiple stakeholders. Join our dynamic Workforce Planning (WFP) team within Consumer and Community (CCB) Operations division. Be part of a forward-thinking organization that leverages data science to optimize workforce efficiency. Contribute to innovative projects that drive impactful solutions for Chases operations. As an Operations Research Analyst within the WFP Data Science team, you will tackle complex and high-impact projects. You will assess unstructured problems, develop practical strategies, and propose solutions to enhance decision-making processes. Collaborate with management to prioritize, time, and deliver next-gen operations research solutions. Job Responsibilities Design and development of optimization models and simulation models. Support OR projects individually or part of a project team. Collaborate with stakeholders to understand the business requirements and clearly define the objectives of any solution. Identify and select the correct method to solve the problem while staying up to data on the latest OR methodologies. Ensure the robustness of any mathematical solution. Develop and communicate recommendations and OR solutions in easy-to-understand-way leveraging data to tell a story. Lead and persuade others while positively influencing the outcome of team efforts and help frame a business problem into a technical problem resulting in a feasible solution. Required qualifications, capabilities and skills Master s Degree with 4+ years or Doctorate (PhD) with 2+ years of experience in Operations Research, Industrial Engineering, Systems Engineering, Financial Engineering, Management Science, and related disciplines operating as an operations research professional. Experience supporting OR projects with multiple team members. Hands-on experience developing simulation models, optimization models and/or heuristics. Deep understanding of math and theory behind Operations Research techniques Proficient in Open Source Software(OSS) programming languages like Python, R or Scala. Experience with commercial solvers like GUROBI, CPLEX, XPRESS, or MOSEK & familiarity with basic data table operations (SQL, Hive, etc. ). Demonstrated relationship building skills, with a superior ability to make things happen through the use of positive influence. Preferred qualifications, capabilities and skills Advanced expertise with Operations Research techniques. Prior experience building Reinforcement Learning Models. Extensive knowledge of Stochastic Modelling. Previous experience leading highly complex cross-functional technical projects with multiple stakeholders.

An HR Operations job typically involves managing the administrative and transactional aspects of Human Resources, ensuring smooth and efficient HR processes, and supporting the entire employee lifecycle . This includes tasks like managing employee data, payroll, benefits, HR policies, compliance, onboarding, employee relations, and HR technology. The specific responsibilities can vary based on the size and structure of the organization, with larger companies often having dedicated HR Operations teams and smaller ones potentially outsourcing some functions. Here's a more detailed breakdown of common responsibilities: Core Responsibilities: Employee Lifecycle Management: Overseeing the entire employee journey from onboarding to offboarding, ensuring a positive experience at each stage. Data Management: Maintaining accurate and up-to-date employee records, ensuring data security and compliance with privacy regulations. Payroll and Benefits Administration: Managing employee compensation, including payroll processing, benefits enrollment, and administration of various benefit programs. HR Policy Development and Implementation: Developing, updating, and communicating HR policies and procedures, ensuring they align with legal requirements and company culture. Compliance and Legal: Ensuring HR practices comply with all relevant employment laws and regulations. Employee Relations: Addressing employee concerns, resolving conflicts, and fostering a positive work environment. HR Technology Management: Implementing and maintaining HR systems, such as HRIS (Human Resource Information Systems), performance management software, and applicant tracking systems. Workforce Planning: Assisting with workforce planning, recruitment, and talent development initiatives. Training and Development: Managing training programs, tracking employee progress, and identifying areas for development. Potential Responsibilities for HR Operations Managers (depending on the role and organization): Leading and managing HR teams: Supervising and mentoring junior HR staff, providing guidance and support. Developing and implementing HR strategies: Contributing to the overall HR strategy and ensuring alignment with business objectives. Managing HR budgets: Overseeing the HR budget, allocating resources effectively. Analyzing HR metrics: Tracking key HR metrics, identifying trends, and making data-driven recommendations. Improving HR processes: Identifying areas for improvement in HR processes and implementing solutions to enhance efficiency and effectiveness. Ensuring compliance with labor laws: Staying up-to-date on labor laws and regulations and ensuring the organization complies with all requirements. In essence, HR Operations plays a critical role in ensuring that HR functions smoothly and efficiently, supporting both the organization's goals and the needs of its employees.

Job Title: Senior HR Manager Experience Required: Minimum 15 years in HR, with at least 10 years in a core manufacturing setup salary: Upto18 LPA Work Location: Dabaspete, Bangalore. Benefits: Transportation, GH Insurance, Canteen, Team outing, Trainings. Role Summary: The Senior HR Manager will be responsible for overseeing the entire HR function at the plant/factory level, ensuring compliance, operational efficiency, and strategic alignment of HR initiatives with business goals. The role demands strong expertise in labour laws, industrial relations, talent management, employee engagement, and organizational development within a manufacturing environment. Key Responsibilities: 1. HR Strategy & Leadership Develop and implement HR strategies aligned with the overall business objectives. Act as a strategic advisor to the leadership team on human capital matters. Drive culture, values, and employee engagement across the organization. 2. Talent Acquisition & Workforce Planning Oversee recruitment plans for skilled and unskilled manpower, including blue-collar workers, engineers, and management staff. Collaborate with department heads for manpower forecasting and planning. Build a pipeline for critical roles and implement succession planning strategies. 3. Employee Relations & Labor Law Compliance Ensure compliance with all statutory and labor law requirements (Factories Act, ESI, PF, Gratuity, etc.). Maintain healthy industrial relations, manage union interactions (if applicable), and resolve disputes. Lead disciplinary actions, grievance redressal, and employee counselling. 4. Performance Management & Development Drive the annual performance management cycle, ensuring timely goal setting, appraisals, and feedback mechanisms. Identify training needs and roll out learning & development initiatives for various levels. Promote a continuous learning environment and career development programs. 5. Compensation & Benefits Benchmark compensation practices within the industry and make recommendations for improvement. Administer payroll inputs, employee benefits, and incentive programs. Drive cost-effective workforce strategies while maintaining competitiveness. 6. HR Operations & Systems Oversee HRMS implementation and utilization. Maintain accurate employee records and reports (MIS, dashboards, etc.). Ensure timely audits, documentation, and process compliance. Key Requirements: Education: MBA/PGDM in HR or equivalent from a reputed institution. Experience: Minimum 15 years in HR, with at least 10 years in a manufacturing or industrial setting. Strong knowledge of labor laws, factory regulations, and government liaisoning. Proven experience in handling a workforce mix of blue-collar and white-collar employees. Excellent leadership, interpersonal, and decision-making skills. Proficient in HRMS/ERP systems and MS Office Suite. Environmental, Health, and Safety (EHS) Compliance The desired candidate is expected to comply with all applicable environmental, health, and safety (EHS) laws, regulations, and industry best practices. They should support the implementation and maintenance of Environmental and Occupational Health and Safety Management Systems aligned with ISO 14001 and ISO 45001 standards. The candidate must contribute to preventing pollution, minimizing resource usage, and ensuring a safe and healthy work environment. Timely reporting of any EHS-related incidents and active participation in audits, training, and continuous improvement initiatives is required as part of the organization's commitment to safety and sustainability Preferred Qualities: Proactive, solution-oriented, and hands-on approach. Strong stakeholder management and negotiation skills. Experience in change management and organizational development initiatives. How to Apply: Interested candidates may send their updated resume to: vasu@kamathtrafo.com

Job Title: Resource & Capacity Planning Manager Experience Range: 57 Years Location: noida Department: Operations / Workforce Management / Project Staffing Employment Type: [Full-Time / Contract] Job Summary: We are looking for a highly motivated and analytical professional with 57 years of experience in resource and capacity planning. The ideal candidate will proactively manage staffing needs, ensure compliance with regulatory requirements, and drive continuous process improvement to support optimal resource utilization. This role requires strong stakeholder management skills, strategic planning capabilities, and the ability to lead a team to meet operational and business KPIs. Key Responsibilities: Develop and execute proactive headcount and capacity planning strategies to prevent over/under staffing. Act as control owner to ensure 100% compliance with all regulatory guidelines and internal policies related to staffing. Analyze project budgets and forecast resource requirements based on project scope, skills, availability, and compliance needs. Collaborate closely with Talent Acquisition to align new hire deployment with project budgets and capacity forecasts. Monitor and optimize staff utilization, reduce non-billable hours, and address unplanned demands or staffing conflicts. Create and manage dashboards to monitor, analyze, and report on key performance indicators (KPIs). Drive continuous improvement, process transformation, and automation initiatives to enhance operational efficiency. Document processes, maintain up-to-date records, and support audit and compliance requirements. Maintain schedule adherence and address schedule changes with minimal disruption to project delivery. Build strong working relationships with business units, onshore and offshore teams, Finance, Talent, and other stakeholders. Lead a team including performance management, quality oversight, succession planning, and career development guidance. Required Skills & Qualifications: Experience: 57 years in resource management, workforce planning, operations, or a related field. Education: Bachelor's degree in Business Administration, Human Resources, Finance, or related discipline. MBA is a plus. Technical Skills: Proficiency in Microsoft Excel, PowerPoint, and reporting tools (e.g., Power BI, Tableau). Familiarity with staffing or resource management tools/platforms (e.g., SAP, Planview, MS Project). Compliance Awareness: Strong understanding of regulatory requirements and business rules around staffing. Analytical Skills: Ability to analyze large datasets, identify trends, and derive actionable insights. Communication & Stakeholder Management: Excellent verbal and written communication skills; proven ability to collaborate across multiple departments and geographies. Process Orientation: Experience in driving process improvement, documentation, and automation. Leadership: Team management experience, including performance evaluation, mentoring, and succession planning.

The Factory HR and Industrial Relations (IR) Head is responsible for overseeing and managing all HR functions and industrial relations activities within a manufacturing plant or factory. This includes ensuring compliance with labor laws, managing employee relations, fostering a positive work environment, handling labor union negotiations, and aligning HR strategies with the companys overall business objectives. The role involves both operational HR tasks (like recruitment, training, and employee welfare) and strategic industrial relations responsibilities (such as negotiating collective bargaining agreements, managing disputes, and ensuring harmonious relationships with unions). Key Responsibilities: HR Management: Training and Development: Performance Management: . Employee Engagement: Health, Safety, and Welfare: . Industrial Relations Collective Bargaining: 1.Dispute Resolution: 2.Legal Compliance: . Workforce Planning: 3. Employee Relations and Welfare: Motivation and Morale: Labor Turnover Management: Workplace Culture: . 4. Strategic HR Alignment: 5. Reporting and Compliance: Compliance Monitoring: Ensure adherence to local labor laws, health and safety regulations, and company policies within the factory. Keep track of changes in relevant labor laws and ensure the factory is always in compliance. HR and IR Reporting: Prepare and present regular reports to senior management, including updates on HR metrics, labor relations issues, employee engagement, safety records, and compliance. Data Management: Maintain accurate and up-to-date employee records and manage HRIS (Human Resource Information Systems) to monitor HR and IR activities effectively. Required Skills and Qualifications: Education: Bachelor's degree in Human Resources, Industrial Relations, Business Administration, or related field. Experience: Minimum of 8-15 years of experience in HR and Industrial Relations, with at least 5 years in a managerial or leadership role, preferably within a manufacturing or industrial environment. Proven experience in managing unionized environments, collective bargaining, and labor negotiations. Knowledge of factory operations and relevant labor laws, health and safety regulations, and workplace standards. Preferred Skills: Experience with HR and IR software and systems.

SUMMARY Job Description We are currently looking for skilled Real Time Analysts (RTA) to be part of our dynamic Workforce Management team. The successful candidate will be tasked with real-time monitoring, reporting, and performance analysis across operations, demonstrating a solid understanding of workforce metrics and operational KPIs. Key Responsibilities Monitoring and ensuring daily attendance; calculating and reporting attendance percentages. Analyzing and reporting on SLA adherence, occupancy, productivity, shrinkage, and attrition. Compiling headcount data across various processes and creating attrition reports. Tracking daily associate-wise AHT (Average Handle Time) and escalating any discrepancies. Generating daily reports such as calls offered, calls answered, and calls abandoned. Assisting in workforce planning and intraday management by monitoring real-time data. Collaborating with operations to guarantee service levels and staffing efficiency are maintained. Required Skills & Qualifications 1 3 years of experience in Real Time Analysis or Workforce Management. Profound understanding of WFM KPIs and formulas (SLA, AHT, Occupancy, Shrinkage, Attrition). Proficiency in MS Excel and reporting tools. Exceptional analytical and communication skills. Capability to thrive in a fast-paced environment and manage multiple tasks concurrently. Requirements Requirements: Bachelor’s degree in Business Administration, Management, or relevant field (preferred). Certification in Workforce Management or related field (a plus).

Job Purpose: The role involves leading end-to-end talent acquisition processes, managing employee relations, supporting performance management, and partnering closely with business leaders to align HR initiatives with organizational goals. The ideal candidate will ensure a high-performing workforce that supports the company’s growth and culture. Key Responsibilities: Talent Acquisition & Management Manage full-cycle recruitment process for Regional Office positions, ensuring the selection of high-caliber candidates aligned with business needs and organizational culture. Develop and maintain talent pipelines to meet current and future talent requirements. Employee Relations Serve as a trusted advisor and point of contact for employees regarding HR policies, workplace concerns, and conflict resolution. Promote a positive work environment by addressing employee grievances and fostering open communication. HR Alignment & Business Partnership Collaborate closely with business leaders and management to implement HR initiatives that support the strategic objectives of the organization, specifically for the HO/RO functions. Act as an HR consultant to leadership on workforce planning, organizational development, and change management. HR Data & Reporting Leverage HR metrics and analytics to monitor employee engagement, turnover, and performance trends. Prepare and present data-driven insights and recommendations to leadership to facilitate continuous improvement. Qualifications & Skills: MBA/PGDM in HR. Minimum 4-8 years of experience in Talent Acquisition and HR Business Partner roles, ideally within a corporate or regional office setting. Strong knowledge of recruitment strategies and employee relations best practices. Excellent interpersonal and communication skills with the ability to build strong relationships at all organizational levels. Ability to work independently, prioritize tasks, and manage multiple projects simultaneously.

Responsibilities: Drive Strategic Workforce Planning (SWP) to map the people strategy of the business units with the business strategy. Drive talent management processes at the business/ function level to ensure continuous identification and development of high-potential talent Analyse people statistics using HR analytics tools and develop insights to drive the company s talent strategies. Identify and ensure fulfilment of behavioural and functional capability development needs of employees in line with business needs Acquisition of right talent to ensure on-time availability of manpower in accordance with business / function requirement. Drive the annual performance appraisal process in the business / function basis COE direction in strict adherence to the specified timelines Manage total rewards and recognition system for the business / function through streamlined implementation and administration of processes Create a productive and engaging workplace by focusing on employee engagement and taking proactive steps towards the same Drive critical employee and HR management aspects such as communications, employee exit, and grievance redressal to facilitate healthy and harmonious climate within the organization Experience 10 - 12 years Industry Preferred Qualifications Post Graduate Degree in Human Resources General Requirements Very high levels of initiative, self-drive and achievement orientation with strong closure focus. High levels of tenacity and perseverance. Ideation balanced by a strong bias for action / execution focus. Ability to engage with a wide variety of stakeholders and influence without authority.

Title: Talent Acquisition Specialist Type of Work: Full-time Location: Chennai Reports to: Director, Global Talent Acquisition & Workforce Planning Position Level: HR.TMTA.P2 About the Role As Talent Acquisition Specialist, you will report to the Director, Global Talent Acquisition & Workforce Planning. You will manage the entire recruitment life-cycle with heavy emphasis on candidate and hiring partner experience. You ll own everything including sourcing, screening, scheduling, and delivering offer to candidates. We are looking for someone who is passionate about recruitment and creating diverse, collaborative teams at Kaleris. You will be a value member of our People & Culture team and support the entire organization with their recruiting goals. Responsibilities Provide full-cycle recruiting for a variety of technical and non-technical roles Partner closely with hiring managers and department leaders to gain an in-depth understanding of roles at Kaleris and to ensure excellent execution of our hiring plans Be a Kaleris ambassador at all stages of our recruitment process, from sourcing to final offer negotiations Develop sourcing strategies for assigned roles and source candidate using sourcing and networking tools Conduct interviews with candidates by assessing their knowledge, skills, and potential for greatness; build a talent pipeline for frequent and future roles Maintain excellent candidate experience by promptly communicating and scheduling candidate interviews throughout our interview process Collaborate with the TA and Hiring teams for creative and unique ways to establish new candidate pools, especially in underrepresented communities Requirements 1+ years of experience in a recruiting-type position (coordination, interviewing, etc.) Experienced in identifying top talent using online sourcing tools like LinkedIn Recruiter Excellent communication skills, both written and verbal Proven success in data management and organization skills Benefits & Compensation Competitive compensation package Full benefits package (medical, dental, vision) with option for HSA FSA and DCFSA Pet insurance Paid Time Off (FlexPTO, parental leave, volunteering time off) 401K (with employer match) Life/AD&D (paid for by Kaleris) Disability (LTD and STD plan paid for by Kaleris) Employee Assistance Program Career growth and mentorship The duties and responsibilities described are not a comprehensive list and additional tasks may be assigned from time to time or the scope of the position may change necessary to business demands. We are an equal-opportunity employer and value diversity at Kaleris. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Kaleris is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Qualification: Full-time MBA in Human Resources (Regular Program Tier I / Tier II Institute Preferred) Reporting To: Chief Human Resources Officer (CHRO) / Director HR, Permanent Role Purpose: The Head of Talent Acquisition will play a critical leadership role in building the company's human capital across all levels from blue-collar factory workforce to senior corporate leadership roles. This position demands deep industry knowledge, hands-on recruitment experience in manufacturing-driven businesses, and the ability to align hiring strategies with business growth objectives. Key Responsibilities: 1. Talent Acquisition Strategy & Planning: Design and implement talent acquisition strategies for high-volume, niche technical, and leadership hiring across multiple business units (Manufacturing, Operations, Engineering, R&D, Commercial, and Corporate Functions). Lead workforce planning discussions with Business Heads, CHRO, and Plant HR Heads to forecast short-term and long-term hiring needs. Develop a robust manpower plan aligned with production schedules, project expansions, and business growth. 2. Leadership & Critical Role Hiring: Directly drive and close senior leadership positions including Plant Heads, General Managers, Departmental Heads, and CXO-1 level roles. Engage in succession planning and talent mapping exercises for leadership pipeline development. Manage end-to-end CXO-level hiring in collaboration with executive search firms. 3. Blue Collar & Mass Hiring: Implement large-scale blue-collar and skilled workforce hiring plans for plant locations. Build partnerships with ITIs, Polytechnics, training institutes, and contract labor agencies. Oversee deployment of bulk hiring strategies ensuring cost-effectiveness, compliance, and quality of hires. 4. Campus Recruitment & Employer Branding: Lead and drive campus hiring programs from Tier I and Tier II engineering and management institutes for GETs, MTs, and internship programs. Position the organization as an Employer of Choice in the Manufacturing Sector. Organize and participate in career fairs, industry conclaves, and technical symposiums. 5. Recruitment Operations & Process Excellence: Define and monitor TATs (Turnaround Times), cost per hire, source mix, and other key recruitment KPIs. Implement and optimize Applicant Tracking Systems (ATS) and recruitment analytics dashboards. Drive continuous improvement in recruitment processes focusing on candidate experience and internal stakeholder satisfaction. 6. Vendor & Partner Management: Build and manage a network of recruitment agencies, headhunters, and contract staffing partners. Negotiate and finalize commercial terms, SLAs, and performance metrics for external hiring partners. Conduct quarterly vendor reviews for quality, responsiveness, and delivery. 7. Digital Recruitment & Technology Enablement: Leverage digital sourcing tools, LinkedIn Recruiter, Naukri RMS, job boards, and social media for proactive sourcing. Implement AI-driven screening tools and pre-hire assessments for improving hiring quality and reducing cycle time. 8. Diversity, Equity & Inclusion (DEI): Drive diversity hiring initiatives, especially at mid and senior management levels. Collaborate with internal stakeholders to design and implement programs for gender diversity, local hiring, and differently-abled talent inclusion. Desired Candidate Profile: Minimum 15 years of experience in Talent Acquisition within Steel, Cement, Building Materials, Heavy Earth Moving Equipment, or Manufacturing Industries. Demonstrated expertise in leadership hiring, plant recruitment, and blue-collar mass hiring. Proven experience in managing a large TA team across multiple locations. Strong business partnering, stakeholder management, and negotiation skills. Exposure to campus recruitment, bulk hiring, and executive search. High proficiency in ATS, HRMS systems, recruitment analytics, and social recruiting tools. Strong understanding of labor laws and statutory compliances related to hiring in the manufacturing sector. Excellent communication, presentation, and leadership skills. MBA in HR (Full-time Regular Program) from a reputed institute is mandatory. Preferred Competencies: Strategic Thinking with Execution Excellence High Energy and People Leadership Data-Driven Decision Making Process Orientation Change Management in Growth Environments Influencing and Negotiation

People Permanent Job Description Put people at the heart of everything you do. At the Electrolux Group , a leading global appliance company, we strive every day to shape living for the better for our consumers, our people, and our planet. We share ideas and collaborate so that together, we can develop solutions that deliver enjoyable and sustainable living. Come join us as you are. We believe diverse perspectives make us stronger and more innovative. In our global community of people from 100+ countries, we listen to each other, actively contribute, and grow together. Join us in our exciting quest to build the future home All about the role: Provides a comprehensive generalist HR service to managers and employees assists in the development and implementation of change management programs, provides support in recruitment processes and employee onboarding, performance management and development processes, monitors HR metrics and initiates improvement actions, makes sure employee records are kept up to date, undertakes HR projects, etc. What you ll do: Lead local continuous improvement / change initiatives in alignment with company-wide programs Provide people insights and perspectives on business decisions. Partner with assigned leaders on aligning mid-term people plans & objectives with short- to midterm vision/strategic plan. Deploys the tactical aspects of the People Plan. Works with more complex People First topics. People Plan: Deploy the midterm aspects of the People Plan, as aligned with People Strategy Workforce Planning: Per people plan requirements, Collaborate with TA and other People functions to apply the workforce management plan, ensuring, hiring, onboarding workforce Planning in collaboration with TA and other functions to apply the workforce management plan Organization Development: Per people plan requirements, work with leaders to understand organizational needs, ensuring effectiveness and performance. Capability Deployment: Per people plan requirements, collaborate with Talent Management CoE, support Buy/Build capability decisions. Leadership and Team Development: Based on identified needs, advise Leadership Team to drive Employee Engagement, Teamship and Business/People Leadership. Compensation strategy: Accountable for executing the compensation strategy for area of scope. Responsible to bring knowledge and current/future business needs back to CoE to secure the right strategy. Coach and advise leaders how to set and work with compensation, aligned with talent needs, ensuring internal attention to equity. Use dashboards and other data reports to advise the business on prioritization of critical talent/performance. People Advisory: Advise employees and people leaders on complex and/or out-of-the-box topics under various HR function areas requiring local knowledge and expertise. Act as a subject matter expert on region- or country-specific matters related to the various HR function areas overseen by People Relations. Represent the People area in local task forces and other relevant forums Program Design & Delivery: Design and implement people programs specific to the needs of the area under scope. Implement global programs locally (e.g. D&I, wellbeing) and contextualize to local realities where needed. Accountable for local onboarding sessions. Labor Law and Compliance: Support processes and address inquiries relating to labor law and compliance. Provide local legislative, regulatory and labor relations advice for organization change, redundancies, restructuring, M&A, outsourcing and divestments. Lead union relations inn locations with stronger union presence and/or more complex union requirements. Ethics and Discipline: Proactively address employee relations issues, conducting investigations and providing resolutions in collaboration with leaders. Monitor employee morale and engagement, implementing initiatives to enhance the overall employee experience. Talent & Performance Management: Guide people leaders on developing performance improvement plans compliant with legal guidelines People Analytics: Leverage data and analytics to understand people needs and inform the design and delivery of people program Who You Are MBA from reputed institute 8-10 years of professional experience in Human Resources in MNC environment Generalist experience covering a wide array of HR function areas. You enjoy working in a truly global environment and you like to deliver in cross-functional teams. You have demonstrated strategic thinking, have strong analytical skills and ability to see the big picture. You have a proven track record of displaying strong business understanding and you are able to evaluate risks/opportunities making skilled business decisions. You have exceptional collaboration skills, proven ability to form strong cross-functional relationships with varying business partners. You have great communication skills, and you have the ability to convince, influence and motivate others in a complex matrix organization. You are keen for new experience, responsibility and accountability. You are self-driven, problem-solver with a proven track record of delivering great results. You like working in a fast-moving environment, being open to new opportunities and evolving priorities and flexible in the way you deliver against strict deadlines and dealing with ambiguity. You manage every shifting priority. You are passionate about what you do and able to transmit that energy to your team. Challenges are there to be overcome! Where you ll be: You will be based in our Bangalore office, and you will be reporting to PS&S Lead / Country People Manager, India Benefit highlights: Exposure working with Global team Discounts on Electrolux products and services. Medical Coverage As part of the Electrolux Group , we will continuously invest in you and your development. There are no barriers to where your career could take you. Find more on: Electrolux Group Electrolux Group LinkedIn Electrolux APAC&MEA:

Role & responsibilities Identify root causes / improvement areas and work collaboratively to improve performance Strategize the implementation of the business plan by communicating goals and managing staffing and scheduling, assigning duties, and overseeing workloads in order to achieve Inventory Function goals Identify patterns, analyse trends, assess and understand events, integrate information from teams (Site & Central Teams) to ensure forward planning and prevent or minimize impact on performance Drive the selection and implementation of process improvement & cost optimization projects by analysing the Inventory Performance Metrics with a vision to enhance customer experience Accountable for end to end inventory efficiency, financial control, minimizing inventory losses and ensuring inventory variance is within budget Ensure replenishment and stock take processes are completed within agreed timelines and accuracy to ensure no productivity loss in subsequent activities Identifying training and development needs; and participating in the hiring, promotion, coaching, teaching, and evaluation of associates and Shift In-charges Balance the short term and long-term goals and drive right decision making and performance culture Lead all communication and collaboration with cross functional teams to maximize the Inventory Performance Continually raise the bar on quality and safety standards in Inventory Function Ensure the execution of Operations in line with SOPs Resolve System Failures and Hardware Failures Co-ordinate with relevant stakeholders (Site Team & Central Team) Ensure the safety and security of Operational Aids & MHE's Adhere to Company standards and policies in addition to all regulatory requirement Skill Set Teamwork & Leadership Problem Solving & Decision Making People Management & Negotiation Skills Stakeholder Management & Project Management Conflict Management Situational & Strategic Thinking Execution Excellence Proficient Communication Skills (Verbal & Written) Adaptability to Change Preferred candidate profile What you will need: Qualification Bachelors / Masters Degree in Logistics/Supply Chain or related fields 4-8 years of Supervisory Experience Microsoft office Suite Proficient Knowledge in Specific Function Preferably only candidates with local language awareness will be ideal fit for this role

About TaskUs: TaskUs is a provider of outsourced digital services and next-generation customer experience to fast-growing technology companies, helping its clients represent, protect and grow their brands. Leveraging a cloud-based infrastructure, TaskUs serves clients in the fastest-growing sectors, including social media, e-commerce, gaming, streaming media, food delivery, ride-sharing, HiTech, FinTech, and HealthTech. The People First culture at TaskUs has enabled the company to expand its workforce to approximately 45,000 employees globally.Presently, we have a presence in twenty-three locations across twelve countries, which include the Philippines, India, and the United States. It started with one ridiculously good idea to create a different breed of Business Processing Outsourcing (BPO)! We at TaskUs understand that achieving growth for our partners requires a culture of constant motion, exploring new technologies, being ready to handle any challenge at a moment's notice, and mastering consistency in an ever-changing world. What We Offer: At TaskUs, we prioritize our employees well-being by offering competitive industry salaries and comprehensive benefits packages. Our commitment to a People First culture is reflected in the various departments we have established, including Total Rewards, Wellness, HR, and Diversity. We take pride in our inclusive environment and positive impact on the community. Moreover, we actively encourage internal mobility and professional growth at all stages of an employee's career within TaskUs. Join our team today and experience firsthand our dedication to supporting People First. So what does a Workforce Planner really do Think of yourself as the leader who ensures staff optimization by ensuring you have adequate resources to meet demand and keep a close eye and resolve concerns on schedule adherence, service levels, absenteeism, and other applicable service and efficiency metrics. You will have the foresight in preparing for voice and non-voice volume seat occupancy, average handle time, and other factors that measure productivity and campaign performance. So not just anyone is qualified for this role. We make sure we get the best of the best, and ensure our employees are top notch! So, it's time to imagine what it's like being a Workforce Planner. Imagine that you're an orchestrator, aligning with numerous programs to optimize employee productivity coordinating with training and talent acquisition to forecast and manage staffing needs and collaborating with IT to customize information systems - to help supervise fiscal activities within your team. You will monitor the accuracy of billing procedures for all clients within the site identify strategies to improve campaign processes and opportunities to increase profitability. As you tackle your new tasks for the day, you know that it will lead to one thing: you must be effective in driving staffing forecasts that are best for our people and our business. As a Workforce Planner, you will coordinate with operations, clients, and client services to be able to gather all the relevant data related to forecasting and calculation of program requirements. Along with this, you will be in charge of maintaining a roster of staff with accurate employee details which includes availability, preferences and skills. What else You will publish over/under snapshots, and create action plans that would either address any staffing gaps or minimize overages. You will be responsible for inputs in the online capacity plan tool in ensuring that the seating plan is accurate and adequate to meet operational needs. So, do you have what it takes to become a Workforce Planner Requirement: Here's what we're looking for: We are looking for someone with BPO Operations background and at least 2 years of experience in Workforce Planning - preferably with expertise in Forecasting, Capacity Planning and Scheduling, and Real Time Management. We need someone who has the ability to manage multiple, complex, ongoing tasks and projects. Someone who has a high attention to detail and has a strong desire to optimize procedures and processes. We're in search for someone who is proactive when it comes to making decisions, as well as solving problems. We need someone who is proficient in statistical analysis and possesses good computer and software skills. Someone who has the ability to read trends and project those into future forecasts. Someone who has a working knowledge of database applications such as MS Office (Excel, Outlook, Powerpoint) or the ability to learn technology very quickly. How We Partner To Protect You: TaskUs will neither solicit money from you during your application process nor require any form of payment in order to proceed with your application. Kindly ensure that you are always in communication with only authorized recruiters of TaskUs. DEI: In TaskUs we believe that innovation and higher performance are brought by people from all walks of life. We welcome applicants of different backgrounds, demographics, and circumstances. Inclusive and equitable practices are our responsibility as a business. TaskUs is committed to providing equal access to We invite you to explore all TaskUs career opportunities and apply through the provided URL .

Position: Manager HR Operations Lead. Contract: On Permanent Role. The HR Operations Lead will be responsible for managing and driving all human resources functions at the solar module manufacturing plant located in Ahmedabad. This role focuses on ensuring smooth execution of HR operations, compliance with labour laws, employee engagement, workforce planning, and coordination between plant and corporate HR. The ideal candidate will have experience in manufacturing HR, strong knowledge of HR operations, and a hands-on approach to plant-level workforce management. We are recruiting a HR Operations Lead to join one of our leading multinational clients and their expanding team. This position is based in Ahmedabad and offers an excellent opportunity for experienced proposal management professionals in the Renewable Energy sector. MBA / PGDM in Human Resources or equivalent from a reputed institute. 10-15 years of HR experience in manufacturing or industrial plant setup. Prior experience in greenfield / brownfield projects or solar / energy sector preferred Strong understanding of labour laws and statutory compliance. Hands-on experience with HR operations, ERP/HRIS systems. Excellent interpersonal, communication, and problem-solving skills. Leadership qualities with a proactive and approachable mindset. Ability to work independently and collaborate with cross-functional teams.

We are looking for a Chief Human Resources Officer (CHRO) to join a reputed pharma group in Ahmedabad, Gujarat. This is a critical leadership position responsible for managing a large workforce across manufacturing, sales, and corporate functions. You will be part of the leadership think tank and expected to bring strong strategic and executional capabilities in HR transformation. Role Highlights: Lead the entire HR function across multiple locations (Sales + Manufacturing + Corporate) Build talent strategy aligned with business growth Drive change management, digitization, and culture transformation Strong focus on Commercial HR, Workforce Planning, and Performance Management Report directly to the MD / CEO Eligibility Criteria: MBA in HR from a Tier 1 or Tier 2 full-time institute (mandatory) 18-25 years of HR experience with at least 5+ years in Pharma industry Exposure to Sales HR and Corporate HR is a must Should have managed large HR teams across diverse functions and regions Strong business orientation and track record of driving transformation Preference to early joiners

Should be able to manage a large team and responsible to deliver client mandated KPI that include TAT and accuracy. People Management, Workforce planning, Shrinkage / Absenteeism management, Attrition management, People development. Compliance to internal and external Audit requirement. Ensure timely update of incentive and NSA.Data analysis, client managementEffective communication. Should be able handle high pressure operations team. Qualifications Graduate Job Location

Key Responsibilities of the Role Talent Acquisition: Lead end-to-end recruitment for store-level roles including Store Managers, Assistant Managers, and Frontline Sales Staff. Partner with Area Managers and Store Leaders to understand manpower needs and workforce planning. Manage recruitment channels such as job portals, walk-ins, employee referrals, campus/job fairs, and local hiring agencies. Ensure hiring SLAs are met and that all stores are adequately staffed to support business operations. Coordinate offer rollouts, joining formalities, and onboarding experience for new hires. HR Business Partnering: Collaborate closely with Store Leadership to align people strategies with business objectives. Serve as a trusted advisor on workforce planning, talent engagement, and HR practices. Support change management initiatives and help drive business transformation at the ground level. Employee Engagement & Culture Building: Execute zonal and store-level employee engagement programs to boost morale and productivity. Promote a high-performance, inclusive, and value-driven workplace culture. Act on feedback from engagement surveys and implement action plans. Employee Relations & Compliance: Handle employee grievances and disciplinary matters with fairness and compliance. Ensure adherence to local labor laws, HR policies, and statutory requirements. Support audits, documentation, and legal processes as required. HR Operations & MIS: Coordinate with HR Operations for payroll inputs, attendance management, transfers, and exits. Maintain updated HR dashboards and analyze people metrics for decision-making. Attrition and Retention: Monitor attrition trends across stores and identify root causes for early exits or high turnover. Design and implement retention strategies to improve employee stickiness, especially in frontline roles. Conduct stay interviews, exit interviews, and pulse surveys to gather insights and build actionable plans. Collaborate with operations and HR teams to create a strong employee value proposition (EVP).

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 Title: Operations Lead- VP Location: Bangalore, India Role Description Operations provides support for all of Deutsche Banks businesses to enable them to deliver transactions and processes to clients. Our people work in established global financial centers such as London, New York, Frankfurt and Singapore, as well as specialist development and service centers in locations including Bucharest, Moscow, Pune, Dublin and Cary. A dynamic and diverse division, our objective is to make sure that all our services are executed in a timely and professional manner, that risk is minimized and that the client experience is positive. We are proud of the professionalism of our people, and the work they do. In return, we offer excellent career development opportunities to foster skills and talent. In accordance with Anti-Money Laundering Requirements, Banks, such as Deutsche Bank AG ("DB"), are obliged to perform Know-your-client (KYC) reviews on all new clients they adopt. These checks and reviews are made in strict accordance with regulatory requirement and the banks internal policies. Your key responsibilities Field questions from the KYC team as well as the Front Office/Business Execution teams related to AML/KYC processes including client onboarding and periodic KYC reviews. Knowledge of the Know Your Customer (KYC)/Anti Money Laundering (AML) protocols. May manage employee relations, workforce planning, performance management, and mentorship for all in scope members. May have responsibility for planning and budgeting within the KYC team. May be involved in resource planning. Identify and communicate control gaps, risks, proposed improvements. Drive progress through effective escalation of issues and concerns. Provide program governance, oversight, and monitoring in accordance with DB Policies and Standards. Participate in initiatives that streamline and improve the KYC processes Build strong relationships and coordinate with key stakeholders across the Business, KYC teams and AML Compliance Program. Stay current on emerging regulatory requirements and best practices, and drive enhancements to KYC framework and controls. Develop standardized templates, processes, and guidelines. Advisory intake to create consistency and implement efficiencies. Ensure KYC policy and requirements remain up to date Serve as a point of escalation to internal stakeholders on KYC-related issues and best practices. Your skills and experience 7 to 10 years of specialized experience in Financial Services Experience should be in back office operations. 5 years in management. CAMS preferred Knowledge of AML, Bank Secrecy Act, Foreign Asset Control, and other compliance related acts and regulatory requirements. Certified Anti-Money Laundering Specialist (CAMS) Certification preferred. Expert level knowledge of KYC process and regulations. Good level knowledge of banking policies, statutory and compliance regulations. Good level knowledge of market practices related to compliance operations. Strong ability to direct staff and workflows in accordance with DB standards and practices. Strong sense of urgency and accountability; and strong time-management skills. Strong management skills; influencing and delegation skills. Ability to execute in a high-pressure environment. Strong presentation and communication skills. Ability to interpret complex regulatory issues to provide sound guidance.

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.