571 Workforce Planning Jobs - Page 15

lead the HR Operations and compliance for the emerging organisation Required Candidate profile experience HR Services and compliances. Law graduate, government retired will be preferred. developing and managing operations to serve the business and its employees located in multiple countries

The Director of Human Resources will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Regional Senior Director of Human Resources and will be an integral member of the property executive committee. As a member of the Human Resources organization, he/she contributes a high level of human resource generalist knowledge and expertise for a designated property. He/she will be accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. He/she generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, he/she utilizes a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success. CANDIDATE PROFILE Education and Experience 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area. OR 4-year bachelors degree in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area. CORE WORK ACTIVITIES Managing the Human Resources Strategy Executes and follows-up on engagement survey related activities. Champions and builds the talent management ranks in support of property and region diversity strategy. Translates business priorities into property Human Resources strategies, plans and actions Implements and sustains Human Resources initiatives at the property. Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate. Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up. Creates value through proactive approaches that will affect performance outcome or control cost. Monitors effective use of myHR by property managers and employees. Leads and participates in succession management and workforce planning. Responsible for Human Resources strategy and execution. Serves as key change manager for initiatives that have high employee impact. Attends owners meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities. Supervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate. Managing Staffing and Recruitment Process Analyzes open positions to balance the development of existing talent and business needs. Serves as coach and expert facilitator of the selection and interviewing process. Surfaces opportunities in work processes and staffing optimization. Makes staffing decisions to manage the talent cadre and pipeline at the property. Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc. Monitors sourcing process and outcomes of staffing process. Ensures managers are competent in assessing and evaluating hourly staff. Managing Employee Compensation Strategy Remains current and knowledgeable in the internal and external compensation and work competitive environments. Leads the planning of the hourly employee total compensation strategy. Champions the communication and proper use of total compensation systems, tools, programs, policies, etc. Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution. Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities. Managing Staff Development Activities Ensures completion of the duties and responsibilities of the properties Human Resources staff members, as outlined in applicable job description(s). Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees. Serves as resource to property Human Resources staff on employee relations questions and issues. Continually reinforces positive employee relations concepts. .

Easyship is revolutionizing logistics for eCommerce. With our all-in-one cloud based shipping software, businesses of all shapes and sizes have the tools needed to scale globally. At Easyship we believe in accelerating borderless commerce. We re proud that a diversity of small business owners, crowdfunding campaigns, and global brands trust Easyship as their gateway to the world. Job Title: HR Manager Reports to: Head of Human Resources Location : Bengaluru, India Key Relationships: All Departments Work Timings: UK HOURS Job Purpose: The HR Manager will lead HR operations for the Bangalore office, managing employee relations, supporting senior leadership, and driving localized HR strategies aligned with global objectives. This role will act as a trusted partner to senior managers, fostering a positive workplace culture and supporting team management initiatives. What you ll do: Employee Relations : Act as the primary point of contact for senior managers in India, addressing concerns, resolving conflicts, and fostering engagement. HR Strategy : Collaborate with the Head of HR to implement global HR strategies locally, tailoring initiatives to meet India-specific needs (e.g., compliance with Indian labor laws, cultural considerations). Team Management Support : Partner with senior managers to support performance management, leadership development, and team-building initiatives. Business Operations Oversight: Manage day-to-day operations of the Bangalore office, ensuring alignment with global business objectives and operational efficiency. Compliance : Ensure adherence to local labor laws and global HR standards. Change Management : Support organizational changes, such as restructuring or expansion, in the Bangalore office. Cross-Functional Leadership : Collaborate with department heads (e.g., finance, operations, IT) to drive business performance, optimize resources, and achieve office-level KPIs. Strategic Planning : Develop and execute India-specific business strategies, including workforce planning, cost management, and growth initiatives, in alignment with global goals. Who you are: Experience : 7+ years of HR experience, with at least 3 years in a managerial role, preferably in a global organization. Education : Bachelor s degree in HR, Business Administration, or related field; Master s degree or HR certification (e.g., SHRM, CIPD) preferred. Strong interpersonal and communication skills to engage with senior leadership. Expertise in Indian labor laws and HR best practices. Proven ability to manage teams and implement HR strategies Proficiency in HR systems (e.g., Workday, BambooHR). What you ll get: Competitive Equity Package : Earn more than just a competitive salary. Receive equity shares to gain wealth as the company grows. Gym & Wellness Reimbursement : Training for a big race? Don t sweat it. We offer gym reimbursement for all employees. Generous Vacation Policy: We think time off is essential and we encourage it! Duvet Day: Perfect for those cold winter days, when you don t want to escape the warmth of your bed! Mental Health Day : You deserve a day off! A chance to recharge and enjoy Me Time 4 weeks of Work from Anywhere : Whether you re working from the beautiful beaches in the Bahamas or by the fireplace on your ski trip in Switzerland - just make sure to send us a picture! Professional Development: We re here to help you hit your career goals to help get you where you want to be. Headquartered in London with offices in New York, Hong Kong, Singapore, Melbourne, Toronto, Bangalore, and Taipei - our team is global and growing. We encourage you to apply if a challenge excites you. Come and join the Easyship team! Our HR team creates a fun environment for all our employees, find out more below:

Project Role : Application Developer Project Role Description : Design, build and configure applications to meet business process and application requirements. Must have skills : Workday Financial Accounting Core, Workday Adaptive Integrations, Work Schedules Minimum 5 year(s) of experience is required Educational Qualification : Adaptive planning certification and experience Summary: As an Application Developer, you will design, build, and configure applications to meet business process and application requirements. You will collaborate with teams and contribute to key decisions, providing solutions to problems for your immediate team and across multiple teams. In addition to the provided project role description, you will have the opportunity to showcase your creativity and expand upon your responsibilities. Roles & Responsibilities: - Expected to be an SME - Collaborate and manage the team to perform - Responsible for team decisions - Engage with multiple teams and contribute on key decisions - Provide solutions to problems for their immediate team and across multiple teams - Develop and maintain applications based on business requirements - Perform code reviews and ensure adherence to coding standards - Troubleshoot and debug applications to identify and resolve issues Professional & Technical Skills: - Must To Have Skills: Proficiency in Workday Financial Accounting Core, Workday Adaptive Integrations, Workforce Planning - Strong understanding of statistical analysis and machine learning algorithms - Experience with data visualization tools such as Tableau or Power BI - Hands-on implementing various machine learning algorithms such as linear regression, logistic regression, decision trees, and clustering algorithms - Solid grasp of data munging techniques, including data cleaning, transformation, and normalization to ensure data quality and integrity

Join our Human Resources team as a Business Advisor. Job Summary As a Vice President - Human Resource Business Advisor within Commercial Investment Banking, you will work closely with business leaders to understand their goals and challenges, providing strategic advice on human resource matters. You will play a key role in integrating HR strategies with business plans to promote organizational success. Job Responsibilities Support the implementation of people agenda initiatives and efforts for a business area Provide day-to-day advice on human capital matters. Advise business leadership and cascade the structuring & re-organizational changes deeper into LOB areas to institutionalize the new organization into BAU Support year-end compensation process by ensuring that baselines are accurate and synchronized (including joiners, leavers, transfers), providing guidance on incentive compensation and salary planning as appropriate and supporting managers through compensation decisions Support the performance and talent management cycle by partnering with leaders on an as-needed basis to handle succession planning needs and requirements, answer performance questions, issues and processes, supporting and providing guidance on the promotion process particularly during quarterly & end-of-year timing Facilitate feedback processes and other employee input initiatives, e.g. action plans based on Employee Opinion Surveys, Pulse Checks, etc. Support or participate in individualized development and coaching to managers and emerging leaders, as needed, and in partnership with the development team. This may include supporting action items that stem from leadership coaching provided by the aligned HRBA or an external coach Provide project management support for HR-related initiatives being implemented within LOBs Support cross-LOB and large scale initiatives and work with management information systems (MIS) and reporting to understand trends and outliers, and facilitate fact based, metrics driven client decisions Be a champion of HR process change. Analyze processes, data and trends to make recommendations to management team for continuous improvement Ensure appropriate controls are in place and managed effectively for all critical HR processes Required qualifications, capabilities, and skills Minimum 10 years of overall Human Resource experience Bachelor s Degree required Knowledge of full range of people practices in a business setting goal setting, performance assessment and improvement, compensation practices, talent review and talent management, workforce planning, reductions in force, manager development Project management abilities including execution skills and end to end process improvement Ability to utilize critical thinking and analytical skills regularly to identify issues and trends, develop solutions and/or recommendations to address root cause and strong analytical, quantitative and technical skills that enable individual to leverage data to create HR strategies that support and drive business results Ability to navigate a global matrix organization and partner on issues across HR and the business. Must be able to work collaboratively and to develop strong, positive working relationships with exceptional judgment, demonstrated ability to make sound decisions and be creative in developing alternative solutions in a fast paced environment Preferred qualifications, capabilities, and skills Proven track record in objectively coaching employees and management through complex, difficult issues and mitigating risks Promote partnership by fostering a shared purpose, trust and teamwork across teams, businesses, functions, regions, and levels Advanced degree desired Exceptional judgment, demonstrated ability to make sound decisions and be creative in developing alternative solutions in a fast paced environment Previous HR Business Advisor experience preferred

Locations : Hyderabad, Telangana, India Role ID 209560 Worker Type Regular Employee Studio/Department People Experience Workplaces Work Model Hybrid Description Requirements Electronic Arts creates next-level entertainment experiences that inspire players and fans around the world. Here, everyone is part of the story. Part of a community that connects across the globe. A place where creativity thrives, new perspectives are invited, and ideas matter. A team where everyone makes play happen. Title: People Partnerships Associate Job Title: People Partnerships Associate Reports to: Director, People Partnerships Location: Hyderabad, INDIA Education: MBA/master s degree Electronic Arts (EA) is the worlds leading independent developer and publisher of interactive entertainment software for personal computer and consoles. The company is now applying its 20 years of experience in creating world-leading interactive entertainment experiences to mobile gaming. Main Purpose of the Role Working with the People Partnerships team, partners with EA managers and employees to develop and implement talent strategies at the individual, team, and studio level, that are designed to grow, maintain, and strengthen the employee culture and to support the attainment of EA business objectives. Champions and assists in the management of company-wide programs (e.g., performance review, compensation review, stock/recognition, benefits, workforce planning, succession planning, training/development and organizational change). Coaches and recommends solutions to resolve employee relations issues with a systematic approach and/or escalates to senior management as appropriate. Shares relevant perspectives and ideas to address business issues. Ongoing interest in understanding the business in which EA operates and actively seeks to continuously improve domain knowledge by researching and understanding emerging PE trends and practices. Key Duties and Responsibilities: Is seen as a trusted advisor by managers at all levels. Responds to employees and management inquiries on a broad range of issues Provides guidance to managers on best practices in management and related programs Partners with PP s/BP s and COEs to successfully deliver effective talent programs and coaching in support of the business and its employees Participates in and/or drives employee engagement initiatives and assists in the analysis of feedback, related presentations, and may help facilitate meetings to review outcomes and develop action plans Helps build capabilities in our managers and employees by providing candid, unbiased coaching, and feedback to increase individual/team impact. Works with business to foster a culture of ongoing performance feedback and development Collaborates with COEs, managers, and business leaders to drive talent development and cyclical programs such as Performance Management, Talent Planning, and Focal across client groups and regions. Acts a "data wizard"; and "go to" person for People Partners, Business Partners and managers for support with report creation, HC metrics and application and data issues Utilizing knowledge of local employment legislation (and may include increasing understanding of global employment law), partners with managers and COE s to address workplace issues May also facilitate meetings to address PR issues identified from survey feedback and other sources and partner with management to create action plans to address Skills and Knowledge Required University degree in MBA 3-5 Yrs years of professional experience in Human Resources experience (Recruitment /Generalist) in high tech industry Experience gained across core HR functions including Recruitment, NHO process Employee Relations, Performance Management, Resourcing, Learning and Development, Change Management, and HRIS Strong Microsoft Office skills Fluent in English (written and spoken). Skills and Knowledge Desired Strong knowledge of Microsoft Office Previous experience in the gaming industry is an added advantage Behaviors and Competencies Strong organizational/multitasking and prioritization setting Strong teamwork spirit. Project management Good verbal and written communication. Customer focus. Analytical mind supported by strong problem-solving skills. Presentation development and delivery About Electronic Arts We re proud to have an extensive portfolio of games and experiences, locations around the world, and opportunities across EA. We value adaptability, resilience, creativity, and curiosity. From leadership that brings out your potential, to creating space for learning and experimenting, we empower you to do great work and pursue opportunities for growth. We adopt a holistic approach to our benefits programs, emphasizing physical, emotional, financial, career, and community wellness to support a balanced life. Our packages are tailored to meet local needs and may include healthcare coverage, mental well-being support, retirement savings, paid time off, family leaves, complimentary games, and more. We nurture environments where our teams can always bring their best to what they do. Electronic Arts is an equal opportunity employer. All employment decisions are made without regard to race, color, national origin, ancestry, sex, gender, gender identity or expression, sexual orientation, age, genetic information, religion, disability, medical condition, pregnancy, marital status, family status, veteran status, or any other characteristic protected by law. We will also consider employment qualified applicants with criminal records in accordance with applicable law. EA also makes workplace accommodations for qualified individuals with disabilities as required by applicable law. LinkedInID 1449 Back to Role List

As the Vice President and Chief of Staff, this role is responsible for establishing and executing operating models/rhythms that will make time, information, and decision processes more effective across the Leadership Team and ultimately have impact across all functions in the India Technology Organization. This role will provide strategic and tactical support to the SVP and Technology Head- India and lead/execute significant strategic, operational, communications and cultural agendas both internally and externally. Key Responsibilities: Establish and own overall operating rhythm for India to make the team more effective - including staff meetings, regular communications, and employee engagement. Create and deliver tools and resources to the leadership team for the purposes of decision-making, strategic discussions, evaluating key performance indicators and driving accountability through analytics. Act as a trusted advisor to SVP Technology Head - India. Coordinate special projects and draft presentations and other materials to be submitted to the COS of Country Head - like materials for board meetings, investor conferences, industry awards and employee town halls. Work closely with entire leadership team of the Technology Organization Drive initiatives to support our transformation efforts. Interface/partner with functional peers in establishing strategies to support the transformation agenda and strategy. Provide leadership and coordination across business strategies and initiatives. Translate overall vision to align with business objectives and India strategy. Primary focus on driving significant strategic initiatives across the organization. Take responsibility for special projects and other initiatives. Some examples include Experience Center Build-out, transformation efforts, insourcing, reskilling/upskilling programs, university relations, communications, GPTW, apprenticeship programs, etc - in coordination with HR and other key stakeholders. Ensure a communication strategy across the Technology Organization. This includes managing both internal and external communications to ensure consistent and effective messaging aligned with our organizational goals. Partner with the COSs to execute Synchrony India s engagement and inclusion strategy, ensuring alignment with global initiatives while addressing the unique needs of the Indian workforce. This responsibility includes continuous monitoring and improvement of NPS engagement metrics, implementing better practices, and ensuring that the company s values of inclusion are embedded in all business practices and decisions. Partner closely with HR and Communications to ensure our workforce planning, talent development and communication strategies are aligned with the overall transformation roadmap. Represent India Technology Leadership, requests, and interests with SYF key subcommittees and SYF leadership engagements. Lead other business-wide initiatives and special projects, as assigned. Think global and act local - This role entails continuing to build and foster global relationships across functions and businesses to learn and collaborate on various initiatives as we'll as grow our India One synchrony presence. For example learn, share and help incorporate best practices from our Stamford hub, NY experience center, global engagement models etc Must be a Culture Carrier. Required Skills/Knowledge : bachelors degree, 15+ years of work experience in the Financial Services field, of which atleast 5 years leading Strategy and Planning and Business Support - COS functions for large Tech Organization Strategic thinker with keen business accumen and decision-making skills Experience creating and leading organizational change. Problem solver with experience in defining, shaping, and influencing strategy. Proven ability to accomplish goals with highly complex, time sensitive deliverables. Ability to influence across the business at all levels in the organization. Skilled communicator (both written and verbal). Ability to demonstrate innovation and creative approaches to business priorities. Must be willing to travel, as needed. Base location Hyderabad. Proven ability to both work independently and act as a key contributor to a broader team. Eligibility Criteria: bachelors degree, 15+ years of work experience in the Financial Services field, of which at least 5 years leading Strategy and Planning and Business Support - COS functions for large Tech Organization Strategic thinker with keen business acumen and decision-making skills. Work Timings : 12:00 PM to 9:00 PM IST - Flexible Shifts (WORK TIMINGS: This role qualifies for Enhanced Flexibility and Choice offered in Synchrony India and will require the incumbent to be available between 06:00 AM Eastern Time - 11:30 AM Eastern Time (timings are anchored to US Eastern hours and will adjust twice a year locally). This window is for meetings with India and US teams. The remaining hours will be flexible for the employee to choose. Exceptions may apply periodically due to business needs. Please discuss this with the hiring manager for more details.) For Internal Applicants: Understand the criteria or mandatory skills required for the role, before applying Inform your manager and HRM before applying for any role on Workday Ensure that your professional profile is updated (fields such as education, prior experience, other skills) and it is mandatory to upload your updated resume (Word or PDF format) Must not be any corrective action plan (First Formal/Final Formal, PIP) L10+ Employees who have completed 18 months in the organization and 12 months in current role and level are only eligible. L10+ Employees can apply

We are hiring a WFM Manager for an MNC (WFH) Need at least 2 years experience as a Manger and 4+ Years experience in team handing with a good repudiated company. Good experience on RTA, IEX, Scheduling and forecasting Exp- 8 Years +

If you are a current employee who is interested in applying to this position, please navigate to the internal Careers site to apply. Disclaimer: MarketStar is committed to ensuring integrity and transparency in our recruitment practices. We DO NOT charge any fees at any stage of the recruitment process. In case you receive any unsolicited requests for payments, please report to immediately. Role: Vice President of People Success - APAC Experience: 10+ years in Leadership HR Location: Bangalore/Hyderabad About MarketStar: In everything we do, we believe in creating growth for our clients, our employees, and our community. For the past 35+ years, we have been generating revenue for the most innovative tech companies across the globe through our outsourced B2B demand, sales, customer success, and revenue operations solutions. We are passionate about cultivating career advancements for our people, and support them through mentorship, leadership, and career-development programs. We provide service and support to our communities through the MarketStar Foundation. Our exceptional team is the cornerstone of MarketStars accomplishments. We are proud of our award-winning workplace culture and to be named a top employer in our industry. These achievements are a testament to our six core values, embraced by our 3,000+ employees worldwide. From our headquarters in Utah, USA, to our global offices in India, Ireland, Bulgaria, Mexico, the Philippines, and Australia, we all work together to drive innovation and success. We are excited to have you apply to join our leadership team and can t wait to discuss how we can help you find growth, as well as how you can drive growth for your team and make an impact on our business. About the VP of People Success: The Vice President of People Success (Human Resources) will play a critical role in leading regional Human Resources and Talent Acquisition teams that drive organizational performance through people strategies. The role requires an experienced leader who believes in creating an environment where exceptional results are delivered, and the best ideas and talents of a geographically dispersed, client-focused workforce come to life. Ideal candidates will have experience utilizing data and analytics to create and drive people strategies, leveraging a variety of tools and harnessing strong positive employee engagement to drive performance. Key Responsibilities: Leadership Strategic Leadership Formulate and execute people strategies that directly support the overarching business objectives of the organization and the region. Offer leadership and direction to the Human Resources team, ensuring the seamless implementation of people initiatives. Work collaboratively with all layers of leadership to synchronize people strategies with the broader business goals of the organization. Team Leadership Lead and manage a team, providing guidance, coaching, and support. Foster a culture of collaboration, accountability, and continuous improvement within the Human Resources team and across the business. Continuous Improvement Continuously assess and enhance talent acquisition processes to adapt to changing organizational needs and industry trends. Implement feedback mechanisms to gather insights from candidates and hiring managers for process improvement. Talent Acquisition Strategic Leadership Develop and drive the overall talent acquisition strategy aligned with the organizations business objectives. Collaborate with executive leadership to understand workforce needs and align talent acquisition strategies accordingly. Recruitment Strategy Design and implement innovative recruitment strategies to attract a diverse pool of high-caliber candidates. Stay abreast of industry trends and emerging technologies to enhance the effectiveness of recruitment efforts. Employer Branding Develop and execute employer branding initiatives to enhance the organizations reputation as an employer of choice. Collaborate with marketing and communication teams to promote the employer brand externally. Metrics and Analytics Establish and monitor key performance indicators (KPIs) for Talent Acquisition, regularly reporting on metrics and analytics. Utilize data-driven insights to optimize recruitment processes and enhance decision- making. Technology and Tools Leverage recruitment technologies and tools to streamline processes and improve the efficiency of talent acquisition. Stay informed about advancements in technology to maintain a competitive edge in recruitment practices. Business & People Partnering Strategic Partnership Act as a strategic advisor to business leaders, understanding their goals and aligning people strategies to support the achievement of overall organizational objectives. Collaborate with leadership at all levels to shape and implement people initiatives that drive business success. Workforce Planning Drive workforce planning initiatives to ensure the organization has the right talent in the right place at the right time. Collaborate with business leaders to anticipate staffing needs and develop proactive talent strategies. Employee Relations Provide guidance and support to Human Resources business partners in managing employee relations issues. Ensure consistent application of company policies and procedures, promoting a positive and inclusive work environment. Change Management Lead change management initiatives to facilitate organizational growth, restructuring, or other significant changes. Work closely with business leaders to communicate changes effectively and minimize disruption. Performance Management Oversee the implementation of performance management processes, including goal-setting, performance reviews, and talent development. Collaborate with business leaders to address performance issues and develop improvement plans. Metrics and Analytics Establish and monitor key business and people-management metrics to assess the effectiveness of people initiatives. Utilize data-driven insights to inform decision-making and drive continuous improvement. What Will You Do? Strategic Thinking: Ability to align people strategies with company and regional business objectives. Leadership: Proven leadership skills with the ability to inspire and guide a dispersed regional team Human Resources team to deliver exceptional results. Talent Management: Strong expertise in talent acquisition, development, and retention strategies to build and maintain a high-performing workforce. Change Management: Proven experience in leading organizational change initiatives and driving a culture of continuous improvement. Regional Expertise: Understanding of regional workforce and industry trends, employment laws, and cultural nuances to effectively lead people initiatives on a large, regional scale. Communication Skills: Excellent communication and interpersonal skills, with the ability to convey complex concepts clearly and compellingly. Collaboration: Demonstrated ability to collaborate with diverse stakeholders, fostering a culture of teamwork and cross-functional collaboration.

Skills Required : Workforce Management, Workforce Planning, Forecasting, SQL, Advanced Excel,

The job profile for this position is Business Analytics Lead Analyst. The Customer Experience & Operations Enablement Analytics organization offers solutions that provide data, reporting, and actionable insights to internal/external business partners to improve customer experience, reduce cost, measure business performance, and inform business decisions. The Business Analytics Lead Analyst will be responsible for dashboard and report creation as well as the ability to pull data to meet adhoc measurement needs. The individual will be able to create prototypes of reporting needs, and support manual report/scorecard creation where needed when automated dashboards are not feasible . The analytics lead analyst will be comfortable working directly with the Operations teams to learn about their process and where the data and reporting fits in. Looking for candidates that can work directly with operations team members to understand requirements and do their own development and testing. Responsibilities Include: Using SQL to write queries to answer questions and perform ETL tasks to create datasets. Utilizing Tableau or other similar Data Visualization tools to automate scorecards and reports Using Business Intelligence tools to create self-service reporting for business partners. Conducting self-driven data exploration and documentation of tables, schemas, and tests. Using SQL to query data structures to help inform our business partners. Examining and interpreting the data to discover the weaknesses and identify the root causes Completing ad hoc requests for business partners data needs. Identifying and implementing automation to consolidate similar or repeated ad hoc requests. Understanding business needs to better inform reporting and analytics duties. Giving guidance on any recurring problems or issues Completing proposals in cooperation and conjunction with experts on the subject (SME). Refactoring reporting to enhance performance, provide deeper insight, and answer questions. Updating project documents as well as status reports. Qualifications: Required experience: 5 -8 years of relevant analytics experience with focus on Proficiency with Structured Query Language (SQL) and Oracle. Experience with Business Intelligence Software (Tableau, PowerBI , Looker, etc.) 3-5 years of experience with: Scripting language (Python, Powershell , VBA). Big Data Platforms (Databricks, Hadoop, AWS). Excellent verbal, written and interpersonal communication skills a must . Problem-solving, consulting skills, teamwork, leadership, and creativity skills a must . Analytical mind with outstanding ability to collect and analyze data. Expertise in contact center or workforce planning operations preferred. Proficiency in Agile practices (Jira) preferred.

Job Title: Chief Human Resources Officer (CHRO) Location: Group Headquarters Sriunhat Metaliks Private Limited Infinity Industrial Park, Birbans, Tata – Seraikela Road, Seraikela-Kharsawan, Jamshedpur – 833220, Jharkhand, India Reporting To: Group Managing Director / Vice President – Corporate Job Overview: The Chief Human Resources Officer (CHRO) will be responsible for leading the HR function across a dynamic, multi-unit industrial group, including a 1,400 MT/month foundry, heat treatment & machining facility, and an upcoming DISA line. This is a high-impact leadership role that blends traditional workforce management with next-gen HR transformation , leveraging IoT, automation, and digital tools to build a future-ready industrial workforce. The CHRO will be accountable for building a performance-oriented culture, managing people risk, driving training at the shop floor, and fostering high-integrity employee relations across the organization. Key Responsibilities: Strategic HR Leadership Design and execute a holistic HR strategy aligned with business growth, operational scale-up, and sustainability goals Partner with business leaders to implement workforce models, HR analytics, and data-driven decision making Talent Acquisition & Workforce Planning Lead recruitment, onboarding, and deployment of talent across foundry, machining, and future DISA line operations Build regional talent pipelines and manage contract/blue-collar workforce effectively Training, Development & Shop Floor Enablement Develop comprehensive training calendars with a strong focus on shop floor technical skill-building, safety, and TPM disciplines Promote digital literacy among operators and supervisors to align with IoT-enabled equipment and automation platforms Integrate training with real-time production systems , machine dashboards, and shift analytics Internal HR Operations & Conflict Resolution Oversee employee lifecycle processes including transfers, appraisals, promotions, and grievance management Mediate team-level conflicts and promote collaboration through coaching, feedback, and HR interventions Employee Relations, Compliance & Local Administration Ensure compliance with labor laws, factory norms, PF, ESI, gratuity, CLRA, and POSH requirements Liaise with local administration and labor authorities to maintain a compliant and cooperative business environment Represent the company in inspections, audits, or legal matters involving HR and industrial relations Performance Management & Rewards Implement KPI-driven performance appraisal systems integrated with operational outcomes Lead the design of variable pay, overtime policies, and production-linked incentives Benchmark compensation practices in line with local market dynamics Culture, Engagement & Continuous Improvement Foster a workplace culture of ownership, meritocracy, safety, and mutual respect Run cross-unit HR diagnostics and drive continuous improvement initiatives using employee feedback and data Align people practices with TPM, Lean, and ESG values Digitisation, IoT Integration & HR Technology Champion the digitisation of HR processes across attendance, payroll, training, and appraisal systems Leverage IoT-based shop floor data for real-time manpower tracking, productivity mapping, and shift performance analytics Implement or upgrade HRMS platforms to improve HR service delivery, analytics, and workforce transparency Qualifications: MBA / PGDM in HR or Industrial Relations from a reputed institute 15+ years of experience in HR leadership, preferably in manufacturing, engineering, or auto component industries Exposure to shop floor automation, IoT implementation , or HR digital transformation projects Key Competencies: Strong leadership, people management, and conflict resolution skills Deep knowledge of labor law, factory compliance, and blue-collar HR dynamics Digital-first mindset with experience in deploying or managing tech-enabled HR environments Strategic and execution-driven with high integrity and accountability Desirable: Experience in greenfield project staffing and facility ramp-ups Working knowledge of Microsoft Dynamics HR module, Tally HR, or SAP SuccessFactors Familiarity with TPM, Kaizen, 5S, or lean shop floor systems Compensation: Competitive and leadership-aligned, with incentives linked to performance, digitisation milestones, and workforce transformation outcomes.

Roles & Responsibilities: Provide strategic oversight and operational management of the global job leveling framework, ensuring consistent application across functions, geographies, and organizational levels. Act as the primary authority on job leveling and architecture, leveraging AI-supported job analysis tools, offering expert guidance and support to Compensation partners and Total Rewards senior leadership. Actively support the develop and maintenance of functional career progression frameworks, in partnership with Compensation partners, business and functional leaders, to support internal mobility and employee development, incorporating AI-based insights to tailor frameworks to evolving workforce skills and career patterns. Lead the end-to-end execution of global job mapping and leveling exercises, ensuring alignment with internal equity and market competitiveness by supporting the integration of AI, and machine learning algorithms and technology to enhance consistency and detect outliers or anomalies. Identify and implement AI & technology improvements to simplify, standardize, and enhance job architecture processes, consistency, user experience, and tools to better support business and HR stakeholders leveraging Collaborate closely with the Total Rewards Technology Manager and Compensation partners to explore and implement AI, technology and scalable solutions that automate and streamline job architecture processes and related processes, like benchmarking. Monitor industry best practices and trends related to AI, Technology, tools, job architecture, career frameworks, and job evaluation methodologies, applying relevant insights to enhance the companys framework, efficiency and consistency Leveraging generative AI tools to develop and maintain SOPs, knowledge bases, and training materials for scalable and up-to-date service delivery Basic Qualifications and Experience: Bachelors or Masters degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or a related field 5+ years of progressive experience in Total Rewards, Compensation, or Talent Management, with a specific focus on job architecture or career framework design Proven experience in the development and governance of global job leveling frameworks and career path models. Experience with AI-driven analytics tools to evaluate workforce data for job leveling decisions Strong understanding of job evaluation methodologies and principles of internal equity and external market alignment (e.g., Mercer, AON Radford, WillisTowersWatson Global Grading)

Vodafone Idea Limited is an Aditya Birla Group and Vodafone Group partnership. It is India's leading telecom service provider. The Company provides pan India Voice and Data services across 2G, 3G and 4G platform. With the large spectrum portfolio to support the growing demand for data and voice, the company is committed to deliver delightful customer experiences and contribute towards creating a truly Digital India by enabling millions of citizens to connect and build a better tomorrow. The Company is developing infrastructure to introduce newer and smarter technologies, making both retail and enterprise customers future ready with innovative offerings, conveniently accessible through an ecosystem of digital channels as well as extensive on-ground presence. The Company is listed on National Stock Exchange (NSE) and Bombay Stock Exchange (BSE) in India. We're proud to be an equal opportunity employer. At VIL, we know that diversity makes us stronger. We are committed to a collaborative, inclusive environment that encourages authenticity and fosters a sense of belonging. We strive for everyone to feel valued, connected and empowered to reach their potential and contribute their best. VIL's goal is to build and maintain a workforce that is diverse in experience and background but uniform in reflecting our Values of Passion, Boldness, Trust, Speed and Digital. Consequently, our recruiting efforts are directed towards attracting and retaining best and brightest talents. Our endeavour is to be First Choice for prospective employees. VIL ensures equal employment opportunity without discrimination or harassment based on race, colour, religion, creed, age, sex, sex stereotype, gender, gender identity or expression, sexual orientation, national origin, citizenship, disability, marital and civil partnership/union status, pregnancy, veteran or military service status, genetic information, or any other characteristic protected by law. VIL is an equal opportunity employer committed to diversifying its workforce. Role MT & SPO Lead Job Level/ Designation M3/General Manager Function / Department Sales and Distribution Location TNC Job Purpose The Circle Modern Trade Head is responsible for creating the organized retail channels (MTO & SPO) strategy and drive its execution for achievement of postpaid and prepaid gross and revenue, SPO tie-ups and counter share, presence across top SPO outlets, promoter productivity and day to day operational governance for a two brand operation. Key Result Areas/Accountabilities Formulate and implement the circle MTO & SPO strategy, in consultation with the Sales Head This position is accountable for meeting all product targets including prepaid, postpaid & data product sales & revenue targets through organized retail. Focus on trade engagement, new strategic alliances and partnership strategies to drive loyalty and productivity Attain market leadership through growth in terms of gross and net numbers, revenues and counter share, while complying with agreed budget, quality of additions and corporate policy guidelines Responsible for all MTO & SPO operations including promoter deployment & governance, cost control, service levels, stock availability etc in the Circle Initiate MTO & SPO expansion by setting up strategic alliances and identifying partnership models for both brands. Interact with MTO & SPO partners to identify emerging products/competition trends and provide insights to the marketing team Achievement of key targets for the MTO & SPO channel (Revenue, gross & net adds etc.) Driving optimum promoter productivity through promoter placement and effective promoter management. Work closely with SEM to build promoter capability and drive promoter & trade incentive programs Ensure relevant actions and engagement to reduce promoter attrition Executing brand salience (both brands) through marcom activities for select outlets Resolving MTO & SPO partners specific issues within specific timelines Relationship management with key MTO & SPO channel partners Ownership of revenue and sales targets for MTO/SPO channel Manage SAC (controllable components), promoter (HC and Cost) for the channel Core Competencies, Knowledge, Experience Core Competencies, knowledge and Experience Influencing skills, effective relationship management skills Independent thought leadership and drive to execute - should be a recognized industry leader in his/ her specific area of competence 6-8 years of experience in managing organized retail distribution and relationship management Strong analytical & conceptual skills in retail business and workforce planning. Must have technical / professional qualifications University Degree in Business/MBA caliber or equivalent qualification Vodafone Idea Limited (formerly Idea Cellular Limited) An Aditya Birla Group & Vodafone partnership

Key Responsibilities: Maintain and update resource allocation databases and dashboards. Collaborate with Project Managers to understand project staffing needs and allocate resources accordingly. Analyze skills, availability, and project requirements to ensure the right fit. Manage bench resources and plan their deployment effectively. Track and report on utilization metrics, forecasting, and productivity. Assist in workforce planning, hiring plans, and internal resource movements. Coordinate with recruitment and HR teams for sourcing internal/external candidates. Identify skill gaps and coordinate with L&D (Learning & Development) for training needs. Ensure data accuracy and timely reporting to senior management. Required Qualifications: B.Tech in any discipline (preferred branches: IT, Computer Science, Mechanical, ECE, etc.). 2 - 4 years of relevant experience in resource/workforce management or related fields. Excellent Excel and data analysis skills; knowledge of tools like MS Project, SAP, or similar is a plus. Strong communication and interpersonal skills. Ability to work in a dynamic environment with multiple stakeholders. Preferred Skills: Understanding of project lifecycle and resource planning. Exposure to time-tracking or ERP systems. Analytical mindset with attention to detail. Problem-solving skills and the ability to work under pressure.

":" At CRA, were creating purpose-engineered solutions that power the Energy and Defence sectors. As an integrated engineering powerhouse, we design, engineer, and manufacture everything in-house - giving us unmatched control over quality and innovation. Industry leaders trust our solutions, including BrahMos Aerospace, ONGC, OIL, Indian Air Force, and Schlumberger. Weve entered an extraordinary growth phase - tripling in size over the last three years. Today, with a team strength of 100, were positioned at the intersection of two rapidly expanding sectors. Were looking for an exceptional HR Lead to architect our people strategy and build the systems that will enable our continued exponential growth. This is a transformational leadership opportunity for an HR professional who wants to create rather than maintaindesigning the people infrastructure that will scale our organization while preserving our innovative culture. What Youll Own Strategic HR Leadership: Design and implement comprehensive people strategies that enable our ambitious business objectives and growth targets HR Function Excellence: Drive the HR function with a focus on efficiency, innovation, and business impact Policy Development: Create and refine forward-thinking HR policies across recruitment, performance management, compensation, and employee relations Manufacturing Workforce Strategy: Develop specialized approaches for our blue-collar workforce, addressing unique needs in shift management, skill development, and engagement Payroll Management: Oversee end-to-end payroll processes, ensuring accuracy, compliance, and optimization of our compensation systems Talent Architecture: Build the end-to-end employee lifecycle systems that attract, develop, and retain exceptional talent in a competitive market Performance Excellence: Create performance frameworks that drive accountability and recognize outstanding contributions at all levels Compensation Strategy: Develop market-competitive compensation structures that align with our business goals and reward high performance Culture Engineering: Deliberately shape our organizational culture to preserve our innovation DNA as we scale HRMS Optimization: Leverage Keka and other systems to generate actionable people insights that drive strategic decision-making Compliance Leadership: Ensure bulletproof adherence to all legal requirements including ESIC, health insurance, and other statutory obligations Executive Partnership: Serve as a trusted advisor to leadership on organizational design, workforce planning, and succession strategy Conflict Resolution: Handle complex employee relations challenges with the perfect balance of empathy and business acumen Process Innovation: Continuously refine our HR systems to maximize efficiency and effectiveness as we scale Data-Driven Decisions: Transform HR metrics into strategic intelligence that guides leadership decision-making Resource Optimization: Manage the HR budget and resources to deliver maximum impact while maintaining fiscal responsibility Who You Are You see systems, not just processesyou build scalable solutions that anticipate future needs Youre equally comfortable with strategic thinking and hands-on tactical execution You solve problems no one has written a playbook for yet You combine analytical rigor with deep human understanding You dont wait to be told what to doyou identify issues and fix them You own outcomes completelywhen you take on a challenge, it gets solved You thrive in ambiguity and see it as an opportunity to create structure You communicate with exceptional clarity to all stakeholders, from executives to new hires You balance compliance requirements with pragmatic business solutions You understand manufacturing environments and can bridge the gap between white-collar and blue-collar workforces Requirements Bachelors degree in Human Resources Management, Business Administration, or related field; Masters degree preferred 3-5 years of progressive HR experience with at least 1 year in a leadership role Track record of building HR functions that enable rapid organizational growth In-depth knowledge of all HR functions including talent acquisition, performance management, employee relations, and compliance Experience with HRMS implementation and optimization (experience with Keka is a plus) Demonstrated success in developing innovative HR policies and programs Strong understanding of labor legislation and compliance requirements Exceptional leadership capabilities and strategic execution Strategic mindset with ability to translate business objectives into people strategies Experience in change management and organizational development SHRM, HRCI or equivalent HR certification is a plus Experience in manufacturing or industrial environments with blue-collar workforce management preferred Benefits Competitive compensation package Comprehensive group medical insurance Generous leave policy Unparalleled opportunity to shape the people function of a high-growth engineering business Direct impact on organizational success and growth trajectory Leadership role with significant autonomy and decision-making authority Clear path to expanded responsibilities as the company grows ","Job_Type":"Full time","Job_Opening_Name":"Human Resources Manager","State":"Uttar Pradesh" , "Country":"India" , "Zip_Code":"201301" , "id":"595624000016619538" , "Publish":true , "Date_Opened":"2025-06-10" , "Keep_on_Career_Site":false}]);

Demand & Process Analyst Bengaluru, Karnataka India The Demand & Process Analyst reviews all new project demand and creates application delivery process Application Delivery is composed of Application Solutions, Digital Factory, and Transversal Application Services with this role works across the areas In this role, the Demand and Process Analyst will assess demand, estimate it, and project on when the work can start They will also document processes, inventory processes, and looked at for continuous process improvements What you ll be doing What will your essential responsibilities include? Analyze Application Delivery Project Demand for complex pieces of work requiring a cross functional team to deliver Responsible to assess demand including creation of estimates, resource needs, contribute inputs into the creation of business cases, and understanding the customer needs Clear communication back to customers around where the demand is within the pipeline Coordination with GT Application Delivery Teams, GT CTO Team, and Cloud teams on demand management and project mobilization Work closely with product owners, scrum masters of agile product squads (and other stakeholders) and project managers of waterfall project to forecast and coordinate need for additional resources in line with approved budgets for resources Investigate, analyze, and recommend cost effective resource solutions for relevant assignments, including considerations across internal and external sources and from current and new worldwide locations Understand department s resource demand and capacity on in- flight projects as well as planned work, for projects and non-project work Application Delivery Processes documented, new processes developed, and Rollout of Process Changes Processes storage and organization maintained for easy access to all of Application Delivery The Demand & Process Analyst will report to the Demand & Process Lead What you will BRING We re looking for someone who has these abilities and skills: Bachelors degree in business administration, Computer Science, or a related field and/or prior experience working within the technology industry or related sectors Masters degree is a plus Project Management and Agile Methodologies experience Process Management expertise related to implementing Software Development Lifecycle processes Workforce Planning expertise Knowledge of scaled agile methodologies (SAFe certification is desirable) and waterfall methodologies, resources management, forecasting techniques, financial management, and project estimations Excellent communication and interpersonal skills to effectively collaborate with diverse teams and stakeholders Flexibility and adaptability to handle changing priorities Strategic thinking, problem-solving skills and a proactive attitude towards addressing challenges Familiarity with agile tools and software, such as Planview, JIRA, and Confluence Who WE are AXA XL, the P&C and specialty risk division of AXA, is known for solving complex risks For mid-sized companies, multinationals and even some inspirational individuals we don t just provide re/insurance, we reinvent it How? By combining a comprehensive and efficient capital platform, data-driven insights, leading technology, and the best talent in an agile and inclusive workspace, empowered to deliver top client service across all our lines of business property, casualty, professional, financial lines and specialty With an innovative and flexible approach to risk solutions, we partner with those who move the world forward Learn more at axaxl com What we OFFER Inclusion AXA XL is committed to equal employment opportunity and will consider applicants regardless of gender, sexual orientation, age, ethnicity and origins, marital status, religion, disability, or any other protected characteristic At AXA XL, we know that an inclusive culture and a diverse workforce enable business growth and are critical to our success That s why we have made a strategic commitment to attract, develop, advance and retain the most diverse workforce possible, and create an inclusive culture where everyone can bring their full selves to work and can reach their highest potential It s about helping one another and our business to move forward and succeed Five Business Resource Groups focused on gender, LGBTQ+, ethnicity and origins, disability and inclusion with 20 Chapters around the globe Robust support for Flexible Working Arrangements Enhanced family friendly leave benefits Named to the Diversity Best Practices Index Signatory to the UK Women in Finance Charter Learn more at axaxl com / about-us / inclusion-and-diversity AXA XL is an Equal Opportunity Employer Total Rewards AXA XL s Reward program is designed to take care of what matters most to you, covering the full picture of your health, wellbeing, lifestyle and financial security It provides competitive compensation and personalized, inclusive benefits that evolve as you do We re committed to rewarding your contribution for the long term, so you can be your best self today and look forward to the future with confidence Sustainability At AXA XL, Sustainability is integral to our business strategy In an ever-changing world, AXA XL protects what matters most for our clients and communities We know that sustainability is at the root of a more resilient future Our 2023-26 Sustainability strategy, called Roots of resilience , focuses on protecting natural ecosystems, addressing climate change, and embedding sustainable practices across our operations Our Pillars: Valuing nature: How we impact nature affects how nature impacts us Resilient ecosystems - the foundation of a sustainable planet and society - are essential to our future We re committed to protecting and restoring nature - from mangrove forests to the bees in our backyard - by increasing biodiversity awareness and inspiring clients and colleagues to put nature at the heart of their plans Addressing climate change: The effects of a changing climate are far reaching and significant Unpredictable weather, increasing temperatures, and rising sea levels cause both social inequalities and environmental disruption Were building a net zero strategy, developing insurance products and services, and mobilizing to advance thought leadership and investment in societal-led solutions Integrating ESG: All companies have a role to play in building a more resilient future Incorporating ESG considerations into our internal processes and practices builds resilience from the roots of our business We re training our colleagues, engaging our external partners, and evolving our sustainability governance and reporting AXA Hearts in Action: We have established volunteering and charitable giving programs to help colleagues support causes that matter most to them, known as AXA XL s Hearts in Action programs These include our Matching Gifts program, Volunteering Leave, and our annual volunteering day - the Global Day of Giving For more information, please see axaxl com/sustainability

Company Profile Firstsource Solutions Limited, an RP-Sanjiv Goenka Group company (NSE: FSL, BSE: 532809, Reuters: FISO.BO, Bloomberg: FSOL:IN), is a specialized global business process services partner, providing transformational solutions and services spanning the customer lifecycle across Healthcare, Banking and Financial Services, Communications, Media and Technology, Retail, and other diverse industries. With an established presence in the US, the UK, India, Mexico, Australia, South Africa, and the Philippines, we make it happen for our clients, solving their biggest challenges with hyper-focused, domain-centered teams and cutting-edge tech, data, and analytics. Our real-world practitioners work collaboratively to deliver future-focused outcomes. To know more about Firstsource please visit our website www.firstsource.com The primary purpose is to provide strategic direction and tactical leadership for all functional areas within Workforce Management; to initiate, implement, and effectively manage advanced workforce planning and optimization practices for Firstsource; and to optimize resource performance across multiple operations and business units utilizing automated workforce tools ensuring organizational performance requirements and client specific service commitments are met Responsibilities: Strategic: • Develops, supports, and drives strategic objectives of the workforce management organization on behalf of multiple business units and in alignment with enterprise goals. Forms effective partnerships with various contact center operations, business unit leadership, and corporate support functions to understand and address organizational staffing requirements. Ensures development and execution of organizational and site level long term forecasts and workforce budgets. Identifies technology needs related to areas of responsibility; initiates and implements industry leading technology and process improvement projects . • Ensures development and continuous improvement of organizational report structure supporting client, marketing, pricing, analytical and daily operations reporting requirements. Ensures national contact center and other supported service operations achieve required service level, cost targets, and overall performance metrics through development and implementation of optimal recruiting and staffing processes. Develops, communicates, and continuously assesses position requirements for direct reports; coaches colleagues to improve individual and team performance against established metrics Identifies opportunities to enhance scheduling efficiency and increase colleague effectiveness in response to changing business needs and client segment requirements. Communicates with executive management regarding long and short term forecasts, impact of procedural and process changes, and other staffing and operational effectiveness issues. Initiates and implements enhanced workforce management practices for the organization including direction of multi-site service center workforce management functions, scheduling administration; and provides support, direction, and development of direct reports. Works effectively within a team based environment and maintains good internal and external client relationships. Ensures organizational alignment through cooperative development of individual and departmental objectives with operations management team; and provides individual and organizational feedback on performance on a continuous basis. Operational: Ensure planning function works towards maximising revenue from operations Give timely inputs to maximise revenue and optimise cost Manage WFM function within the budget Proactively reduce WFM cost Leverage COE at low cost geographies to lower operating cost without compromising on output quality. Provide budgetary inputs to the finance team Actively participate in annual & quarterly budgeting process. Customer Satisfaction: Ensure high eVOC / iVOC scores Engage with clients / internal customers for value adds Act as consultant for the clients / internal customers Represent WFM during client visits Showcase WFM capability to clients as and when required. Provide geography specific inputs for new solution design. Ensure that all new projects GO-Green from WFM perspective in the geography. Employee Satisfaction: Ensure high team morale Ensure development of second level of leadership Ensure good work culture Coach / mentor and upskill the team Act as coach for conflict resolution within the team and cross functional teams Promote Firstsource culture Ensure learning and development of all team members Disclaimer: Firstsource follows a fair, transparent, and merit-based hiring process. We never ask for money at any stage. Beware of fraudulent offers and always verify through our official channels or @firstsource.com email addresses.

Your main responsibilities The Head of Talent & Development creates value through supporting the execution of Schindler s People Strategy by developing and delivering a Talent Management Strategy in line with the Schindler business objectives. Key responsibilities include: Develop and implement talent management strategies, including workforce planning, succession planning, and career development frameworks. Develop and execute Talent Management solutions such as talent reviews and forums, succession planning, executive assessments, development reviews, coaching, individual development planning. Identify the talent needs based upon current and future business objectives. Partner with leaders to assess and address skill gaps to ensure future workforce readiness. Analyze organizational needs and design interventions to improve overall effectiveness, including team-building, change management, and leadership alignment. Develop strategies to build a strong organizational culture aligned with company values and objectives. Lead change management initiatives, ensuring smooth transitions during restructuring, mergers, or other significant changes. Lead the talent movement and accelerated development for Schindler Career Development Program (SCDP) and ideate/innovate similar such programs resulting in internal development and succession building. Prepare, release, and execute the training calendar after assessing organizational training needs (including needs derived from the evaluation of the performance and development plans). Prepare annual budget for Training and manage training costs within budget. Establish or participate in the design, development, and delivery of training programs with internal or external resources to meet the requirements of the plan. Design robust evaluation strategies for measuring the results and impact of said initiatives. Build capability among the HR community in talent identification, planning and development. Responsible for driving the D&I initiatives and linked standard metrics such as women representation, culture building and driving inclusivity. What you bring What you need: Big picture vision and demonstrated ability to think strategically and translate business needs into human performance improvement strategies. Strong collaboration and influencing skills. Ability to build relations with multiple stakeholders at all levels and to build support and sponsorship of talent management initiatives. Position based in HO, Mumbai.

Experience Management Associate As an Experience Management Associate, you will be part of an industry leading, high performing team of workforce management professionals providing exceptional client service to our stakeholders and helping our employees gain differential experiences that are aligned to their career aspirations. We provide learning and growth opportunities to build your ability to analyze, innovate, think and act globally. Youll be part of an organization that is focused on optimization, is solution oriented, innovates and provides best in class services to the client serving teams. The opportunity EY Global Delivery Services (EY GDS) is a dynamic and global service delivery network of over 50,000 professionals working across borders, to provide innovative and strategic business solutions to EY member firms and EY clients globally. Experience Management plays a vital role in the firm’s Next Wave strategy and it’s purpose of building a better working world. We offer a great place to work for every person joining EY. At GDS, you will have the opportunity to develop your professional skills in a truly global environment. You will learn and gain experiences from industry leading WFM professionals and a path breaking leadership team. We invest in your learning and development. We’ll help you develop the technical and soft skills you need. We support your professional development with a combination of learning, networking, experiences, and coaching. As part of a 300+ member team, supporting 4 unique Service Lines, you will always have opportunities to showcase your skills and contribute to the firm’s strategic initiatives. Your key responsibilities As an Experience Management Associate, you will be responsible for managing staffing demands, monitor the demand intake channels, review demand projections, schedule individuals on projects, optimize employee utilization and bench management. Some of your key responsibilities include: Calculate staff requirements based on demand projections. Create staff schedules to maximize service and minimize cost. Timely update of resource schedules on the schedule management tool (Retain). Timely review and resolution of scheduling conflicts. Proactive review of resource availability/future project demands. Minimize open, unfulfilled demand. Mailbox management. Optimization of resource utilization through effective resource deployment. Basic reporting and analysis. Skills and attributes for success Graduates with 0-1 year of relevant workforce management experience. Non-resource management professionals with 1 year of general work experience in any field of work, that display required skillset competencies can also be hired as Associate in resource management team. To qualify for the role, you must have Good verbal and written communication skills. Basic knowledge of MS Excel. Excellent teaming and interpersonal skills. Positive attitude and ability to excel under tight timelines. Ideally, you’ll also have Experience on workforce management concepts, resource deployment and scheduling.

Job Title: Resource Management Team Job Summary: We are seeking a highly skilled and experienced individual to join our ResourceManagement Team at a Senior Associate position. As a key member of the team, you will play a critical role in optimizing resource utilization, ensuring efficient project staffing, and supportingresource planning initiatives. This position offers an excellent opportunity to contribute yourexpertise in resource management and make a significant impact within our organization. Responsibilities: Collaborate with stakeholders to gather project requirements, assess resource needs, anddevelop comprehensive resource plans. Analyze resource availability, skill sets, and capacity to support project demands, ensuringthe appropriate allocation of resources. Assist in developing resource management strategies, including forecasting future resourcerequirements, identifying potential bottlenecks, and proposing mitigation plans. Monitor and track resource allocations, utilization, and availability using resourcemanagement tools and systems. Work closely with project managers and team leads to ensure timely and accurate projectstaffing, addressing any conflicts or constraints. Proactively identify and address resource allocation conflicts or gaps, collaborating withstakeholders to find suitable resolutions. Provide guidance and support to Level 1 team members, assisting them in resourceallocation activities and fostering their professional development. Contribute to continuous improvement efforts by identifying process enhancements,implementing best practices, and streamlining resource management workflows. Prepare regular reports and dashboards to provide insights on resource utilization, capacity,and performance metrics to stakeholders and senior management. Stay updated on industry trends, emerging technologies, and resource managementpractices, sharing knowledge and insights with the team. Requirements: Bachelor's degree in Business Administration, Project Management, or a related field. Relevant certifications in resource management or project management are a plus. Proven experience in resource management or related roles, preferably within a complexorganizational setting. Strong analytical and problem-solving skills, with the ability to assess complex resourcerequirements and make data-driven decisions. Excellent interpersonal and communication skills, with the ability to collaborate effectivelywith stakeholders at all levels. Proficient in using resource management tools and software to track and manage resourceallocation and utilization. Advanced proficiency in Microsoft Excel, including the ability to analyze and present data ina clear and concise manner. Strong organizational and time management abilities, with the capacity to prioritize tasksand meet deadlines in a fast-paced environment. Leadership qualities with the ability to mentor and guide junior team members effectively. Proactive attitude, adaptability to change, and a continuous improvement mindset. Knowledge of project management methodologies and frameworks is desirable.

ABOUT THE ROLE Role Description: We are seeking a seasoned and strategic Job Architecture & Job leveling Expert to join our Total Rewards team in India. This role will serve as the global subject matter expert (SME) on job architecture and leveling, responsible for the execution, governance, and continuous enhancement of the organization's job leveling, functional and global career frameworks. The role will actively ensure seamless execution, consistency, fairness, and transparency in how roles are placed in the external and internal career frameworks across the enterprise, and will partner closely with the compensation partners, enabling effective talent management, compensation design, and career progression. This role will also focus on process optimization and partner closely with internal technology and automation teams to enhance efficiency and simplify the delivery of job architecture initiatives. Roles & Responsibilities: Provide strategic oversight and operational management of the global job leveling framework, ensuring consistent application across functions, geographies, and organizational levels. Act as the primary authority on job leveling and architecture, leveraging AI-supported job analysis tools, offering expert guidance and support to Compensation partners and Total Rewards senior leadership. Actively support the develop and maintenance of functional career progression frameworks, in partnership with Compensation partners, business and functional leaders, to support internal mobility and employee development, incorporating AI-based insights to tailor frameworks to evolving workforce skills and career patterns. Lead the end-to-end execution of global job mapping and leveling exercises, ensuring alignment with internal equity and market competitiveness by supporting the integration of AI, and machine learning algorithms and technology to enhance consistency and detect outliers or anomalies. Identify and implement AI & technology improvements to simplify, standardize, and enhance job architecture processes, consistency, user experience, and tools to better support business and HR stakeholders leveraging Collaborate closely with the Total Rewards Technology Manager and Compensation partners to explore and implement AI, technology and scalable solutions that automate and streamline job architecture processes and related processes, like benchmarking. Monitor industry best practices and trends related to AI, Technology, tools, job architecture, career frameworks, and job evaluation methodologies, applying relevant insights to enhance the companys framework, efficiency and consistency Leveraging generative AI tools to develop and maintain SOPs, knowledge bases, and training materials for scalable and up-to-date service delivery Basic Qualifications and Experience: Bachelors or Masters degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or a related field 5+ years of progressive experience in Total Rewards, Compensation, or Talent Management, with a specific focus on job architecture or career framework design Proven experience in the development and governance of global job leveling frameworks and career path models. Experience with AI-driven analytics tools to evaluate workforce data for job leveling decisions Strong understanding of job evaluation methodologies and principles of internal equity and external market alignment (e.g., Mercer, AON Radford, WillisTowersWatson Global Grading) Skills: Demonstrated ability to manage cross-functional projects with a high degree of accuracy, influence, and confidentiality. Analytical proficiency, with the ability to interpret and combine complex organizational data to drive strategic recommendations and decisions. Excellent stakeholder management and collaboration skills. Experience operating in a matrixed, global environment and navigating across diverse cultural and business landscapes. Curiosity for new technologies and solutions to drive continuous improvement Background in organizational design, change management, or workforce planning is a plus.

Job description Anaplan Level 1 & Level 2 Certified 3-6 years of experience in Anaplan implementations Hands-on Anaplan experience of building lists, data loading, dashboards/new UX pages and creating complex calculations to cater custom planning Ability to translate Excel based solution to a multi-dimensional Anaplan model Experience interacting with Business Users to understand functional requirements and convert them to technical user stories Must have experience and expertise in Data modeling Data Integration Should have experience of conducting User Acceptance Test, and preparing deliverables such as design documents, test documentation, training materials and administration guides Preferred: Anaplan Certified Master Anaplanner or Solution Architect Experience building Anaplan models that will package specific planning processes (e.g., financial planning and forecasting, workforce planning, S&OP etc.) Deep understanding of functional aspects of planning processes across functions (finance, supply chain etc.,) Hands on experience on Anaplan Connect or other integration tools Knowledge of Agile implementation methodology, and understanding of software development best practices

Role & responsibilities We are seeking a highly organized and detail-oriented individual to join our team as a Workforce Planner in WNS. As a Workforce Planner, you will play an important role in ensuring the efficient and effective allocation of resources to meet our call center's service level targets. You will be responsible for forecasting call volumes, creating staffing schedules, monitoring real-time adherence, and analyzing data to optimize workforce productivity. The successful candidate will have a strong analytical mindset, excellent communication skills, and the ability to thrive in a fast-paced environment Preferred candidate profile Certification in Workforce Management or related field is a plus.

In this role, you'll work in one of our IBM Consulting Client Innovation Centers (Delivery Centers), where we deliver deep technical and industry expertise to a wide range of public and private sector clients around the world. Our delivery centers offer our clients locally based skills and technical expertise to drive innovation and adoption of new technology. Your role and responsibilities As a Consultant you will serve as a client-facing practitioner who sells, leads and implements expert services utilizing the breadth of IBM's offerings and technologies. A successful Consultant is regarded by clients as a trusted business advisor who collaborates to provide innovative solutions used to solve the most challenging business problems. You will work developing solutions that excel at user experience, style, performance, reliability, and scalability to reduce costs and improve profit and shareholder value. Your primary responsibilities include: Shape solutions within Oracle Cloud based on key client requirements following Agile methodology. Configure and test applications to check that it meets business requirements. Work under a continued improvement culture, challenging ideas and finding solutions to problems. Design and development of process management in planning. Years of Experience must be between 4 to 8 Years. Good and Effective Communication skill to understand the requirement and articulate the solution Required education Bachelor's Degree Preferred education Master's Degree Required technical and professional expertise Must have functional knowledge of planning modelling like Workforce, Capex and Financials Configuration of EPBCS Financials, Workforce and Projects modules as per business requirements and design Good experience with Metadata builds and update members. Must have experience in solution Design of FCCS process flow. Strong knowledge on consolidation methods includes cost method, equity, and subsidiary Preferred technical and professional experience Excellent written and verbal interpersonal skills for coordinating across teams. Should have at least 2 end to end implementation experience. Ability to write and update the rules of historical overrides