561 Workforce Planning Jobs - Page 19

Job Description : We are seeking a highly skilled and experienced Principal Analytics Data Scientist to join our team. The ideal candidate will have a strong background in Oracle HCM, Oracle Fusion Data Intelligence (formerly FAW), OTBI, and BIP Reporting, with knowledge of predictive models and AI/ML. They will be responsible for designing and implementing data warehousing solutions, creating visualizations, and ensuring data security within the HCM domain. You will also be overseeing and managing data programs related to workforce planning, workforce predictive analytics, Oracle HCM analytics, and driving data-driven insights and analytics to optimize operational efficiency and improve decision-making within our organization. Your role is crucial in ensuring the effective utilization of data to drive strategic decision-making and enhance organizational effectiveness. In this role, you will play a key role in leveraging data to optimize workforce planning, enhance HR processes, and align Human Resource (HR) strategies with overall business objectives. Lead the build and development of digital dashboards aligned with enterprise standards. Lead and drive the analytics team to ensure deliverables align with enterprise objectives. Coordinate analytics projects with stakeholders, including senior leadership, HR, IT, architects, and cross platforms. Develop and secure FDI, OTBI, and BIP reports and analytics for data reporting. Contribute to the strategic vision of the Data Science team, providing input on initiatives that align with business objectives Ensure data security and compliance with industry standards in Oracle HCM s OTBI/BIP and FDI. Design star schemas, fact and dimension tables, and perform data modeling. Administer BI tools, including metadata modeling, dashboards, and security. Oversee data programs related to Workforce planning and Oracle HCM analytics. Provide analytical support to HR leaders and develop data analytics strategies to optimize operational efficiency. You Must Have: Proven experience (10+ years) in HR data analysis and analytics, focusing on driving business outcomes. Detailed knowledge of HR KPIs and metrics. Proven leadership experience of leading 3 or more people for analytics development Accomplished skills in building dashboards using reporting tools and able to determine descriptive and prescriptive insights. Preferred to have proficiency in data analysis tools and programming languages (e.g., Excel, SQL, Python, R). Experience with HRIS and other HR-related software platforms. Strong communication skills, with the ability to translate complex data findings into actionable insights. High attention to detail and commitment to data accuracy and integrity. We Value: Bachelors degree in Engineering, Analytics, Business, Statistics, Data Science, or a related field. Masters degree preferred. Strong understanding of workforce census and Oracle HCM analytics. Experience in leveraging data to optimize HR processes and drive strategic decision-making. Knowledge of data governance standards and best practices. Ability to collaborate effectively with cross-functional teams and stakeholders. Experience in leading and ownership of complex data projects

Our mission in Human Resources (HR) function is to help Hitachi Energy stand out when it comes to our people - from leadership, performance and talent management to rewards and career opportunity. In all that we do, we seek to create competitive advantage by dedicating resources to attracting, developing, and retaining talented individuals who are customer-focused, collaborative, innovative and driven. As a core member of the BU-Service team in India, the HR Business Partner is accountable for the overall HR contribution and value-add to the business, translating business goals into HR priorities and ensuring effective implementation in partnership with our HR centers of expertise (COEs) and HR operations. The HRBP will partner with business leaders to: Support and drive the transformation and growth of our business, set and define HR focus areas, develop and drive talent outcomes, support business goals and initiatives by ensuring relevant people capabilities and organizational effectiveness, counsel and coach business leaders and implement solutions; you will contribute to building a positive workplace culture and driving organizational success. How do you make an impact: Accountable for the overall HR contribution and value-add to the business (BU SV), translating business goals into HR priorities and ensuring effective implementation in partnership with the required teams for the Business. Partner with Hub HR Business Partner for Service Business Unit to implement HR priorities in the organization in line with our business unit and people strategy, covering culture, people, and organization utilizing the existing HR solution portfolio or providing new solutions where appropriate; Advise and coach people managers with HR related strategic and operational matters to develop and implement people strategies. Liaison with stakeholders in hiring and employee development initiatives Support, advise and moderate organization and corporate culture as well as change management processes; contribute to the further organizational transformation related goals and initiatives by ensuring relevant people capabilities and organizational effectiveness in close collaboration with HR network. Execute all HR processes within area of responsibility, including workforce planning, succession planning, performance management, talent management, remuneration, workforce reduction, and other processes as applicable, performance of daily operational activities and local HR projects. Deliver day to day HR management contact / relationship for employees, including employee welfare, counselling, grievance redressal, disciplinary processes. Be proactive, independent with interpersonal skills yet business acumen and act with commitment and integrity. Establish internal and external network with the HR community to perform best practice sharing and benchmarking. Living core values of safety and integrity, which means taking responsibility for your own actions while caring for your colleagues, and the business, other duties and responsibilities as and when required. Your background: Overall, 7 to 10 years of experience in HR with a flair for business partnering. Graduate/ masters degree in human resources/ engineering or any similar education. Strong experience in a global organization with progressive human resources responsibility. Experience dealing with different stakeholder groups in a multinational enterprise. Strong stakeholder management with internal and external partners. Initiative paired with strong communication (verbal/written) and influencing skills. Ability to partner with senior managers, confidence in building high-level relationships and demonstrated ability to push back on senior level managers when appropriate. Self-confident and trustworthy personality with intercultural affinity. Attracting and retaining talent, capability and workforce planning, employee relations, people development, coaching, performance management Clear and critical thinker, translates strategies to actionable plans, aligns HR objectives to business needs, follows through to ensure completion. Result oriented and strategic mindset. Flexibility and strong team working / collaborating. More about us Hitachi Energy is a global technology leader with a combined heritage of almost 250 years, employing around 40000+ people in 90 countries. Headquartered in Switzerland, the business serves utility, industry and infrastructure customers across the value chain, and emerging areas like sustainable mobility, smart cities, energy storage and data centers. With a proven track record, global footprint and unparalleled installed base, Hitachi Energy balances social, environmental and economic values, and is committed to powering good for a sustainable energy future, with pioneering and digital technologies, as the partner of choice for enabling a stronger, smarter and greener grid. Bring your passion, bring your energy, and plug into a team that appreciates a simple truth: Diversity + Collaboration = Innovation www.hitachienergy.com Are you ready for an exciting new Opportunity? Does the above description sound like you? You are welcome to apply! .

Job Description We are seeking passionate Senior Leaders to drive operational excellence at EOSGlobe. As a Senior member of our team It is expected that you are highly collaborative and can build cross-functional relationships with departmental heads and management across the business. You can implement process improvements to enhance efficiencies. You will maximize client engagements and work with your leadership team to develop plans to meet future site needs. You will maintain profit margins and develop internal control systems to ensure accountability. You can implement process improvements to enhance efficiencies. You can drive performance metrics and KPIs independently. You need to be hands-on with operational strategy development. You can take the process/account to new levels of achievement making it a benchmark in the industry. Qualifications : 10+ Years of Experience in the BFSI Sector (Insurance Domain Preferred). Strong financial management and budgeting skills. Ability to make sound business decisions based on data and statistics. Excellent communication and leadership skills. Possess a People-First leadership style Thorough understanding of organizational behavior, workforce planning, metrics, and analytics.

We are seeking a proactive and organized HR Executive to join our Human Resources team at our Mumbai Head Office. In this mid-level role, you will play a key part in managing various HR functions, including recruitment, employee engagement, performance management, and compliance with labor laws. The ideal candidate will work closely with department heads to support workforce planning, maintain HR records, and foster a positive work culture. This role is essential in ensuring smooth HR operations and driving employee satisfaction across the organization. Requirements Key Responsibilities Recruitment & Staffing: Assist in the end-to-end recruitment process including job postings, sourcing candidates, conducting interviews, and onboarding new employees. Employee Relations: Act as a point of contact for employee concerns, handling issues related to workplace policies, grievances, and conflict resolution. Payroll & Benefits: Coordinate with the finance department to ensure accurate and timely processing of payroll, attendance management, and employee benefits administration. Compliance & Legal: Ensure compliance with labor laws and regulations, and maintain employee records in accordance with statutory requirements. Training & Development: Assist in organizing training programs, workshops, and employee development initiatives to enhance skills and productivity. Performance Management: Support the performance appraisal process by coordinating feedback sessions and ensuring timely completion of performance reviews. HR Policies & Procedures: Contribute to the development, implementation, and communication of HR policies and procedures that align with company goals. Employee Engagement: Plan and execute employee engagement activities, fostering a positive work environment and promoting company culture. HR Systems & Reporting: Maintain HR databases and generate reports for management on workforce metrics, including headcount, turnover rates, and training outcomes. Required Qualifications Education: Bachelor s degree in Human Resources, Business Administration, or a related field. Experience: 3-5 years of experience in HR operations, preferably in a dynamic and fast-paced industry. Technical Skills: Proficiency in HR software systems (HRMS, HRIS) and Microsoft Office, especially Excel and PowerPoint. Strong understanding of HR practices, employment laws, and compliance requirements. Interpersonal Skills: Excellent communication and interpersonal skills, with the ability to build relationships at all levels of the organization. Problem Solving: Ability to address employee concerns, mediate disputes, and provide practical HR solutions. Attention to Detail: High level of accuracy in managing employee data, contracts, and reports. Analytical thinker with strong problem-solving skills Self-starter with the ability to work independently and as part of a team Strong ethical standards and discretion in handling sensitive information About the Company Dalmia Polypro is a dynamic and rapidly growing organization operating in the sustainability sector with a specific focus on plastic recycling. We are dedicated to creating a positive environmental impact by implementing innovative recycling solutions and reducing plastic waste. Backed by strong institutional investors, we are poised for significant growth and expansion in the coming years.

Your responsibilities include but not limited to: Business Transformation - You will be responsible for driving cross-functional collaboration at various levels within the center by driving key programs You will be responsible to work with research/consultancy firms and bring in best processes from industry in managing the technology centers You will have to partner with other VCG Tech teams, executives and FP&A to develop and maintain expense and capital budgets for current and future years. Preparing and providing accurate financial updates, including overtime reports, headcount, time reporting, open purchase order reports, monthly budget updates, requisitions, prepaid files, variance analysis, and more. Ensure timely reporting in all required areas. Collaborating with the team to identify opportunities for process and reporting automations Developing strategies to reduce manual work and allocate resources to higher-value activities. Fostering strong business relationships between US and India by partnering with both India and US-based teams. Planning & execution of end-to-end workforce planning, including the facilitation of stakeholder meetings, data analysis, and the creation of compelling recommendations to communicate key findings Accountable for the Strategic Workforce Planning process for each business unit & at the enterprise level to identify synergies and themes Plan the allocation & deployment of resources across appropriate engagements based on business demand and individual skills, experience and developmental opportunities Collaborate with senior leaders, HRBPs, Talent Management, and Diversity Leads to integrate workforce planning goals and to reconcile workforce plans Collaborating with multiple stakeholders to gather data, brainstorm multiple options and make recommendations Providing insights and recommendations to the senior leadership team, based on qualitative and quantitative research Strategic Roadmap: Develop and maintain a roadmap of initiatives that aligns with the organizations strategic goals and evolving industry trends Knowledge Management: Compiling the results of research and organizing them for reusability What were looking for... Ability to bring in discipline and execution focus to the VZI priorities by setting up program management frameworks, governance and reporting structures, measurement KPIs, review cadence etc. Ability to design and implement strategic and workforce planning for a large scale organization, with guidance from Senior leaders. Ability to design and conduct complex quantitative & qualitative analyses to identify trends in workforce management Experience in creating & tracking core strategic workforce planning metrics and relevant scorecards to contribute to the evaluation of the SWP process A go-getter with a strong sense of ownership and accountability Strong ability to multitask, prioritize, work independently and drive issues to resolutions Experience working in cross-functional teams and ability to influence without authority Excellent communication skills - spoken and presentation(decks, insights etc.) skills. Youll need to have: Bachelor's degree or two or more years of work experience. Experience in working closely with Leaders and other key support functions in forming collaborative teams that help execute the Organization priorities Experience in creating a strategic workforce forecast and plan including scenario planning, modeling, conducting environmental scan, performing gap analysis, and monitoring and evaluating workforce plan progress Experience in Finance governance, managing budgets, capital, expenditures. Experience in research and benchmarking (internal/external) on key capabilities to determine recommendations for workforce planning Experience in creating program plans and crafting presentations for senior executives. Experience working in a matrix organization and to drive results at all levels, regardless of reporting structures. Excellent verbal and written communication skills and are comfortable in working up and across the organization Confidence to voice well-informed, dissenting opinions, yet always treat others and their views with respect Excellent stakeholder management skills Even better if you have one or more of the following: Masters degree, preferably in Business Administration/ Management studies Ability to translate complex ideas and express them in concise, simple to understand ways Comfortable working across all levels of an organization

Develop and execute RChilli s AI strategy aligned with business goals. Ensure ethical AI implementation and compliance with industry regulations. Be a change leader in adopting AI across the company. AI-Driven Product Innovation Lead AI research & development for NLP, machine learning, and predictive analytics. Implement AI for automated job descriptions, resume scoring, and candidate recommendations. Oversee AI-powered chatbots, workforce planning, and predictive retention models. Identify opportunities for AI implementation, including: Automated calls for candidate screening, interview scheduling, and feedback collection. AI-powered report generation for HR analytics, performance tracking, and compliance. AI-based note-taking and meeting summarization for enhanced productivity. Technology & Infrastructure Define and implement a scalable AI roadmap. Manage AI infrastructure, data lakes, ETL processes, and automation. Oversee data lakes and ETL tools such as Airflow and NiFi for efficient data management. Ensure robust data engineering and analysis frameworks. Generative AI, Conversational AI & Transformative AI Apply Generative AI for automating job descriptions, resume parsing, and intelligent recommendations. Leverage Conversational AI for chatbots, virtual assistants, and AI-driven HR queries. Utilize Transformative AI for workforce planning, sentiment analysis, and predictive retention models. Tool Identification & Implementation Identify business requirements and assess third-party AI tools available in the market. Implement and integrate AI tools to enhance operations and optimize business processes. Business Integration & Operations Collaborate with cross-functional teams to integrate AI into HRTech solutions. Understand and optimize business processes for AI adoption. Align AI-driven processes with business efficiency and customer needs. Leadership & Talent Development Build and mentor an AI team, fostering a culture of innovation. Promote AI literacy across the organization. Industry Thought Leadership Represent RChilli in AI forums, conferences, and industry partnerships. Stay ahead of AI trends and HRTech advancements. Required Skills & Qualifications: Technical Skills: Master s/Ph.D. in Computer Science, AI, Data Science, or related field. 10+ years of experience in AI/ML, with 5+ years in leadership roles. Expertise in NLP, machine learning, deep learning, and predictive analytics. Experience in AI ethics, governance, and compliance frameworks. Strong proficiency in AI infrastructure, data engineering, and automation tools. Understanding of data lakes, ETL processes, Airflow, and NiFi tools. Clear concepts in data engineering and analysis. Leadership & Business Skills: Strategic thinker with the ability to align AI innovation with business goals. Excellent communication and stakeholder management skills. Experience in building and leading AI teams.

Build a robust organization: You will work alongside the HR Manager for end-to-end recruitment process for junior, mid and senior level leadership team members in both Tech and Business roles. Understand organizational needs: You will support building and driving processes, policies, and workflows that are compliant, efficient, scalable, and reflect Sciative values. Design and define relevant content for Job Descriptions with close collaboration with the hiring managers and roll-out the job descriptions on hiring portals Support employee life cycle: Strategize, reinvent, and execute on-boarding, performance management , workforce planning and development and off boarding. Support set-up of HR Technology stack: Research and identify the right technology vendors to implement best in class HR tech tools, keep HR tools up to date and organized, including during on-boarding and off-boarding. "} {"heading":"Candidate Profile","id":2,"content":" 0-2 years as an HR professional with people and technology . Willing to work in highly agile and evolving startup environment and drive complete HR revolution with the HR Manager. Strong working knowledge of all HR functional area primarily - recruiting, on-boarding, training and development, employee relations, performance management, compensation and benefits. Excellent persuasion and motivational skills. "} As an HR Associate you will be a hands-on professional supporting the HR function, in executing and developing day to day operations associated with HR practices and processes across all functional areas including recruiting, on-boarding, training and development, employee engagement, employee relations, performance management, compensations and benefits and internal communication. The role is critical in executing our people initiatives, providing great internal customer support and driving HR functional excellence and process improvement. Ultimately, you will ensure our company attracts, hires, develops and retains qualified employees.

Job Summary: We are seeking an experienced and dynamic HR Manager to lead our human resources functions The ideal candidate will be responsible for developing HR strategies, overseeing recruitment, ensuring compliance with labor laws, and fostering a positive workplace culture This role requires strong leadership, excellent interpersonal skills, and a deep understanding of HR best practices The HR Manager will play a key role in shaping organizational policies, managing employee relations, and promoting a productive work environment. Key Responsibilities: Develop, implement, and continuously improve HR policies, procedures, and programs aligned with business objectives. Manage the full recruitment lifecycle, including job postings, sourcing, screening, interviewing, selection, onboarding, and employee orientation. Establish and maintain an effective performance management system, including goal setting, appraisals, feedback mechanisms, and performance improvement plans. Oversee employee relations by fostering a positive work environment, addressing grievances, and implementing conflict-resolution strategies. Ensure company-wide compliance with labor laws, employment regulations, and internal policies to mitigate legal risks. Design and implement employee engagement and retention initiatives, including recognition programs, wellness initiatives, and career development plans. Administer payroll, benefits programs, leave policies, and compensation structures while ensuring accuracy and compliance with financial regulations. Plan and execute training and development programs to enhance employee skills, leadership capabilities, and career growth opportunities. Lead diversity, equity, and inclusion (DEI) initiatives to create an inclusive and supportive workplace culture. Maintain comprehensive HR records and generate periodic reports for senior management on workforce analytics, trends, and HR effectiveness. Stay updated on HR trends, industry best practices, and legislative changes to recommend improvements and innovative solutions. Partner with department heads and executives to align HR strategies with organizational goals. Qualifications & Skills: Bachelors or Masters degree in Human Resources, Business Administration, or a related field. Proven experience as an HR Manager or in a similar leadership role, preferably in financial Services. In-depth knowledge of labor laws, HR best practices, and compliance requirements. Strong interpersonal and communication skills with the ability to interact at all levels of the organization. Excellent problem-solving, decision-making, and conflict-resolution abilities. Ability to handle sensitive and confidential information with the utmost discretion. Proficiency in HR software, applicant tracking systems (ATS), and Microsoft Office Suite. Strong leadership, strategic thinking, and organizational skills to drive HR initiatives effectively. Experience in workforce planning, talent management, and succession planning. Preferred Qualifications: Proven ability to implement HR technology solutions and digital HR transformation strategies. Strong background in change management and organizational development. Experience with compensation benchmarking and designing competitive salary structures.

Responsibilities Monitor agent schedule adherence using real-time adherence software and call out non-adherent events to Operations through Desk Alerts or over the phone. Coordinate with WFM and other Traffic Analysts on the same campaign to ensure continuity of coverage and distribution of up-to-the-minute statistical data about the day. Work closely with Operations Management to assist them in enforcing schedule adherence and call time threshold guidelines for the campaign. Inform Operations management so decisions can be made regarding OT, VTO, and off-phone activities with up-to-the-minute daily statistics. Provide historical reporting compilation as required by the campaign. Manage and enter real time exceptions in WFM software. Prepare and send intraday as well as daily, weekly and monthly performance reports and Provide support in identifying, tracking and reporting system issues/downtime Track the everyday attendance and provide recommendations for understaffing and overstaffing Review and analyze call/case arrival patterns and provide recommendations to improve customer practice Qualifications One year prior experience working with workforce management technologies preferred. One year using one of the following systems: Intercom, Salesforce, Genesys, or any other WFM tool. Experience with call center reporting and metrics preferred. Proficiency in Microsoft Office Applications including Word, Power Point, Excel, Tableau and other relevant software required. Graduate/ B Degree. Strong Analytical Skills required to critically assess situations and make decisions in real time. Excellent problem solving and decision-making skills. Ability to operate effectively in a team environment. Excellent oral and written communication skills and interpersonal skills.

Job Overview Name of the position : HR Workforce Administrator Role: BPS Team Member Location: Chennai Timing: 9:00 AM to 6:00 PM IST Preferred Experience and Competencies required : 2 - 8 years of experience in Indian Hire to Retire process. Knowledge of HR Workforce Administration process. Employee eligibility requirements, understanding of HR process and tools Knowledge of Personal Employee Data Services, Policies and Tools Knowledge of Time & Attendance Leave Administration, Data management tools, and Pay practices. Knowledge of HR process administration Good Analytical Skills Experience in handling employee Hire to Retire Cycle The primary task is to process all HR activities that are handled accurately and timely. Process-specific Responsibilities Experience in Indian HR processes Experience of handling a wide range of diverse, sensitive, and confidential activities within a customer facing environment An understanding of Indian taxation An understanding of HR and Payroll system and calculations Technical Experience MS Office tools (i.e. Excel, Word, Power point) Experience in HR and Payroll tool and Application tracking systems Required Competencies Analytical skills and attention to detail- The Payroll specialist should have the skill to look at complex numbers and try to find disparities and cost-saving areas. Communication Skills - The Payroll specialist will need good listening and communication skills when working with clients, listening to issues, and acting in the right/ accepted manner will be most important. Organizational Skills Working gets hectic during peak times as per nature of work. Knowing about every document and client will be of great help. Taking Ownership - Accountable for integrity systems, coherence of strategic choice & wisdom of policies/ accountability for results and tasks. #If Interested, Kindly share CV along with below details to mohamed.navayuga@gmail.com for faster Application Registration process. Total year of experience: Relevant year of experience: Full Name: Mail ID: Phone Number: Date of Birth: PAN Number (Mandatory for Registration): Current Location: Preferred Location: Current CTC: Expected CTC: Official Notice Period: Currently Serving Notice: Any Career Gap or Educational Gap: Reason for Gap: Graduation Degree: Graduation done in Regular/Distance:

Description We are seeking a Senior Manager HR & Talent Acquisition to lead our HR initiatives and talent acquisition strategies in the FMCG sector. The ideal candidate will have a strong background in HR management, exceptional leadership skills, and a proven track record of recruiting and retaining top talent. Responsibilities Develop and implement HR strategies aligned with business objectives in the FMCG sector. Lead the talent acquisition process to ensure the recruitment of high-quality candidates across various levels. Manage and mentor the HR team to enhance their skills and performance. Oversee employee onboarding, training, and development programs to improve retention rates. Design and implement performance management systems to evaluate employee performance effectively. Ensure compliance with labor laws and regulations in HR practices and policies. Analyze HR metrics to inform decision-making and improve workforce planning. Facilitate employee engagement initiatives to foster a positive work culture. Skills and Qualifications 9-12 years of experience in HR and talent acquisition, preferably in the FMCG industry. Strong understanding of recruitment processes and techniques. Experience with HR software and applicant tracking systems (ATS). Excellent communication and interpersonal skills. Proficient in data analysis and HR metrics interpretation. Strong leadership and team management abilities. Knowledge of labor laws and compliance issues in India. Ability to develop and implement HR policies and procedures.

Position Overview: Arborvitae Consulting is seeking a dynamic and experienced Talent Manager to join our team and be stationed at our client location in Bengaluru, Karnataka. The Talent Manager will be responsible for overseeing talent acquisition and management activities on behalf of Arborvitae Consulting, ensuring the delivery of high-quality services and meeting client expectations. Requirements Serve as the primary point of contact for talent acquisition and management activities at the client location in Bengaluru. Develop a deep understanding of the clients business objectives, culture, and talent needs to effectively support their workforce requirements. Collaborate with Arborvitae Consultings internal teams, including recruitment, HR, and operations, to coordinate and execute talent acquisition initiatives. Lead end-to-end recruitment processes, including job profiling, candidate sourcing, screening, interviewing, offer negotiation, and onboarding. Build and maintain strong relationships with key stakeholders at the client organization, including hiring managers, HR personnel, and senior leadership. Provide strategic guidance and consultation to the client on talent-related matters, including workforce planning, talent pipeline development, and employer branding. Implement best practices and industry standards in talent acquisition and management to ensure compliance, efficiency, and effectiveness. Monitor and analyze recruitment metrics and performance indicators to track progress, identify trends, and make data-driven recommendations for continuous improvement. Act as a brand ambassador for Arborvitae Consulting, representing our values, culture, and commitment to excellence in all interactions with the client and external partners. Qualifications: Bachelors/Master s degree in Human Resources, Business Administration, or related field; Masters degree preferred. Minimum of 2 years of experience in talent acquisition, recruitment, or HR management roles, preferably in a product based company or environment. Proven track record of success in managing end-to-end recruitment processes for diverse roles and industries. Strong understanding of talent management principles, practices, and trends. Excellent communication, interpersonal, and relationship-building skills. Ability to thrive in a fast-paced, client-facing environment and adapt to changing priorities. Strategic mindset with the ability to think critically and develop innovative solutions. Proficiency in using recruitment software, applicant tracking systems, and other HR tools. Location and Travel Requirements: This position is based at the client location in Bengaluru, Karnataka, and may require occasional travel to Arborvitae Consultings corporate office or other client locations as needed.

Job Description: We re looking for a junior Data Engineer with at least 1 year of experience to join our growing HR Tech team. You ll work with cross-functional stakeholders including HR, Analytics, and Product teams to design, build, and maintain data pipelines and solutions that support strategic HR initiatives like workforce planning, employee engagement, talent acquisition, and diversity analytics. Key Responsibilities Design and develop scalable data pipelines for HR analytics and reporting Integrate data from Oracle HR systems and third-party sources Optimize SQL queries and ETL processes for performance and accuracy Collaborate with HR analysts and data scientists to deliver reliable datasets Ensure data quality, consistency, and security across platforms Document workflows, data models, and technical processes Required Qualifications 1+ years of experience in data engineering, data analytics, or related field Strong SQL skills and familiarity with ETL tools like ODI Experience with Python, R, or similar scripting languages Knowledge of data warehousing concepts and relational databases (e.g., Oracle, MySQL) Understanding of HR data (e.g., employee lifecycle, organization hierarchy) is a plus Bachelor s degree in Computer Science, Information Systems, Data Science, or related field Preferred Qualifications Experience working with Oracle Cloud Infrastructure (OCI) Familiarity with Oracle HCM Cloud or other HRIS platforms Interest in using AI and machine learning to improve HR processes Additional Sills:

Job Description: We re looking for a junior Data Engineer with at least 1 year of experience to join our growing HR Tech team. You ll work with cross-functional stakeholders including HR, Analytics, and Product teams to design, build, and maintain data pipelines and solutions that support strategic HR initiatives like workforce planning, employee engagement, talent acquisition, and diversity analytics. Key Responsibilities Design and develop scalable data pipelines for HR analytics and reporting Integrate data from Oracle HR systems and third-party sources Optimize SQL queries and ETL processes for performance and accuracy Collaborate with HR analysts and data scientists to deliver reliable datasets Ensure data quality, consistency, and security across platforms Document workflows, data models, and technical processes Required Qualifications 1+ years of experience in data engineering, data analytics, or related field Strong SQL skills and familiarity with ETL tools like ODI Experience with Python, R, or similar scripting languages Knowledge of data warehousing concepts and relational databases (e.g., Oracle, MySQL) Understanding of HR data (e.g., employee lifecycle, organization hierarchy) is a plus Bachelor s degree in Computer Science, Information Systems, Data Science, or related field Preferred Qualifications Experience working with Oracle Cloud Infrastructure (OCI) Familiarity with Oracle HCM Cloud or other HRIS platforms Interest in using AI and machine learning to improve HR processes Additional Sills:

Role Overview: The Manager Resource Management will closely work with the Senior Leadership to consolidate the demand from various projects (including skillsets and duration) and would be responsible for staffing the resources as per the demand and ensuring the assigned team size is maintained across projects. What You will do: Guide the Resource Management team to consolidate the demand for resources from various projects teams along with skillset requirements by leveraging the staffing tool and work closely with the Senior Management team. Ensure the project and resource information on the staffing tool is up to date and accurate real-time. Leverage the internal staffing tool to setup staffing processes within the company by working with the Senior Leadership team and adhere to the same regularly on an ongoing basis. Enhance the existing processes to ensure that the staffing processes are scalable with the growth of the organization. Ensure that the onboarding plan is shared with the new joiners, based on role and function, on a timely basis and track the onboarding progress. Identify any delays in the onboarding progress and do a deep-dive into the root cause of the delay. Accordingly, enhance the processes to address the same. Ensure that the new joiners are staffed on projects immediately after they complete the onboarding. Having conversations with employees (or ensuring Senior Leadership has the conversations) related to any staffing changes before the communication is official. Collate feedback on the staffing tool on a real-time basis and work with the technology maintenance team to update the tool as needed. Consolidate the skillset information from all employees and maintain accurate and real-time information about the same. Identify opportunities in capturing the employee skillset. Leverage the employee skillset information to identify best-fit staffing options to fulfill the resource demand by working with the Senior Leadership team. Leverage the Staffing dashboard to generate regular reports for the Senior Leadership team on weekly/monthly basis. Ideally, you have: At least 5 years of experience in similar roles at mid-size or multinational companies, preferably in Analytics sector. Ability to think creatively to identify best-fit staffing options for the demand. High-level of fluency in written and verbal communication using professional business language. Should exhibit strong leadership skills and have the ability to communicate in an assertive way to negotiate with various teams regarding the resources to match company needs. Comfortable in proactively following-up with senior management (as needed) Experience in working on Microsoft Excel and willingness to pick-up knowledge on other internal or third-party staffing tools. Why Explore a Career at Accordion: High growth environment: Semi-annual performance management and promotion cycles coupled with a strong meritocratic culture, enables fast track to leadership responsibility. Cross Domain Exposure: Interesting and challenging work streams across industries and domains that always keep you excited, motivated, and on your toes. Entrepreneurial Environment : Intellectual freedom to make decisions and own them. We expect you to spread your wings and assume larger responsibilities. Fun culture and peer group: Non-bureaucratic and fun working environment; Strong peer environment that will challenge you and accelerate your learning curve. Other benefits for full time employees: Health and wellness programs that include employee health insurance covering immediate family members and parents, term life insurance for employees, free health camps for employees, discounted health services (including vision, dental) for employee and family members, free doctors consultations, counsellors, etc Corporate Meal card options for ease of use and tax benefits. Team lunches, company sponsored team outings and celebrations. Robust leave policy to support work-life balance. Specially designed leave structure to support woman employees for maternity and related requests. Reward and recognition platform to celebrate professional and personal milestones. A positive & transparent work environment including various employee engagement and employee benefit initiatives to support personal and professional learning and development.

Optum is a global organization that delivers care, aided by technology to help millions of people live healthier lives. The work you do with our team will directly improve health outcomes by connecting people with the care, pharmacy benefits, data and resources they need to feel their best. Here, you will find a culture guided by diversity and inclusion, talented peers, comprehensive benefits and career development opportunities. Come make an impact on the communities we serve as you help us advance health equity on a global scale. Join us to start Caring. Connecting. Growing together. In this role, you will represent the Workforce Management (WFM) team during migrations for the OMNI channel implementation project, providing comprehensive WFM expertise and oversight. A thorough understanding of current real-time call delivery, scheduling practices, and capacity planning concepts is essential to replicate workforce requirements within a modern cloud-based solution. Your focus will be on ensuring that we achieve the desired business outcomes in the most efficient and straightforward manner. You will collaborate with Workforce Management partners and site leaders to ensure adequate staffing, contingency planning, and workflow monitoring throughout the migration process. Your responsibilities will include partnering with the WFM teams to communicate migration updates, participate in end-to-end testing, and be the migration resource for multiple areas of business while migrations are on-going. You will maintain and execute on the Enterprise Workforce Organization’s (EWO) vision of "Creating and adapting our enterprise workforce ecosystem through innovative and tailored solutions, fostering a culture of accountability, and driving operational success in a rapidly evolving global healthcare landscape. Primary Responsibilities Partner with the OMNI project teams to define future state requirements and real time best practices for the call centers Partner with the WFM team to discuss rollout plans and gather risks that need to be shared back to the project team Partner with call routing to test and ensure future state is working as designed Partner to ensure the NOC/OCC have the ability to allocate call volumes Represent and be the liaison for the project team on behalf of WFM Utilize call center tools to provide recommendations for future state Ensure that system is appropriately set up to ensure WFM can effectively manage real-time inbound call traffic across multiple contact center locations to help ensure that service levels are met Gain an understanding of the technical and business solutions being offered and present them to leadership Provide training to WFM on policies, procedures, and best practices from Genesys to Amazon Connect Share feedback from WFM back to the project team Drive innovation and process improvement within Workforce Management Perform ad hoc reporting and analysis as needed to improve overall performance of the call center, and enable solid understanding of the business Complete other duties as assigned for OMNI or WFM as assigned Comply with the terms and conditions of the employment contract, company policies and procedures, and any and all directives (such as, but not limited to, transfer and/or re-assignment to different work locations, change in teams and/or work shifts, policies in regards to flexibility of work benefits and/or work environment, alternative work arrangements, and other decisions that may arise due to the changing business environment). The Company may adopt, vary or rescind these policies and directives in its absolute discretion and without any limitation (implied or otherwise) on its ability to do so Required Qualifications 5+ years of WFM contact center experience 5+ years of process improvement, workflow, benchmarking and/or evaluation processes 5+ years of operational and/or procedural aspects of a call center 5+ years of working closely within a team environment Experience working with and influencing cross-functional team Preferred Qualifications Experience with call routing, IVRs, PBXs, ACDs, Genesys or CXone, CMS modifications and vendor scripting Project Management experience Tableau or reporting creation experience Experience with workforce planning concepts Experience with call center capacity planning and staffing models At UnitedHealth Group, our mission is to help people live healthier lives and make the health system work better for everyone. We believe everyone-of every race, gender, sexuality, age, location and income-deserves the opportunity to live their healthiest life. Today, however, there are still far too many barriers to good health which are disproportionately experienced by people of color, historically marginalized groups and those with lower incomes. We are committed to mitigating our impact on the environment and enabling and delivering equitable care that addresses health disparities and improves health outcomes — an enterprise priority reflected in our mission. #njp

We are looking for a skilled IT Resource Lead with 5-8 years of experience to support resource allocation, workforce planning, and operational management for Development and QA teams. This role is based in Bengaluru. Roles and Responsibility Assist in resource allocation and planning, ensuring alignment of IT professionals to projects based on skill sets, project needs, and timelines. Collaborate with Project Managers, Dev Managers, QA managers, and BA managers to track and adjust resource assignments as project priorities evolve. Serve as the primary point of contact for resource-related issues and conflicts. Monitor and support team development, helping identify skill gaps and coordinating training or upskilling opportunities. Provide regular reports on resource utilization, availability, and project alignment. Analyze resource allocation trends and recommend improvements to enhance productivity and efficiency. Job Requirements Bachelor's degree in engineering or computer science, or MCA. Proven experience in managing IT teams and resources in a dynamic environment. Strong verbal and written communication skills, ability to create effective documents and review them with key project stakeholders and multiple levels of the organization. Effective organization and time management skills. Strong attention to detail. PMP Certification is a plus. Microsoft Office skills (Project, SharePoint, OneNote). Thorough understanding of IT application lifecycle and methods; Waterfall and Agile. Detail-oriented with strong organizational skills.

HR Analytics Manager: The HR Data Analytics Manager will be responsible for analysing and leveraging workforce data to develop comprehensive dashboards, narratives, and insights across a broad spectrum of human resources domains. This role involves the design, development, and maintenance of dashboards, reports, and executive-level analytics platforms using multiple tools and systems. The individual in this role will apply strong business acumen and data analytics capabilities to deliver solutions, communicate findings, and advise HR and business leaders by facilitating evidence-based decision-making. Data Analysis and Insights: Design and develop enterprise-level HR dashboards and analytical reports, ensuring appropriate data security and access controls are maintained. Extract, consolidate, and analyze data from multiple internal and external sources to generate clear, actionable insights and strategic recommendations. Integrate and examine diverse data sets such as Workforce planning, Talent acquisition metrics, HR Service Delivery metrics, Employee turnover and Employee engagement data using a wide range of analytical tools and platforms to uncover meaningful trends and opportunities. Partner cross-functionally within and outside of HR, across the enterprise to roll out new tools and features. Preferred Qualifications and Proficiency: 5+ years of relevant experience with data analytics in the HR domain MBA in HR (full-time) Advanced proficiency in Excel Strong project management skills. Proficiency in extracting data from multiple sources using software like SQL . Familiarity with HCM systems like SuccessFactors Proficient in data storytelling and visualisation using BI tools like Tableau, Power BI Familiarity with statistical methods and tools like R, Python Soft Skills: Effective verbal and written communication skills in translating data insights into clear, compelling narratives Strong analytical and critical thinking skills to interpret complex data and identify meaningful patterns and trends. Attention to Detail: Ensures accuracy and integrity in data analysis and reporting. Strong problem-solving abilities and adaptability to changing priorities. Ability to work effectively with cross-functional teams, including HR COEs, Business teams and IT.

Hi We are looking forward to hire a Lead-HRO Transformation for our client. Please go through the JD and apply. Roles : Minimum 14 years of experience in HRO Outsourcing industry of which at least 10+ years in managing large Transformation initiatives Lead the customer engagement, design and change process with customers that meet and exceed their business requirements and enable the successful build and implementation of Digital solutions Experience of working in large organizations have matrixed structure Demonstrates a breadth and depth understanding of operational service delivery management expertise, preferably in an international environment, and domain knowledge. End-to-End conceptualization and delivery of all HRO Transformation solutions for clients encompassing formulation and deployment of Digital Assets and Analytics solutions and Creating / proposing a transformation road map for existing clients /processes Digital Initiatives across following primary impact areas; Infusion of Digital Technologies within Multiple domains to differentiate processing capabilities (Customer Experience) from Contact to Contract to Renewal - delivering business outcomes Bring Business and Industry Insights, evaluate partnerships to continuously evolve our offerings, co-innovate, and lead the transformation agenda with clients. Be a thought leader and have HR domain expertise and a trusted advisor to our clients. Develop measures of success to track progress towards Transformation goals. Identify potential issues and risks and develop mitigation strategies. Recommend enhancements to the current projects to delivery greater value Build and own governance around HRO transformation projects delivery and realization Establish a strong transformation measurement framework along with ways of working Experience in Client Relationship Management key client stakeholders, understanding their requirements and Outsourcers ability to meet them Should have led large strategic project end to end including conceptualization, implementation, and realization Addon Requirements : Demonstrated proactive, positive conflict resolution skills. Excellent analytical and problem-solving skills Excellent communicator at all levels Intellectual curiosity, appetite to do things better and proactive nature. Operating model design, Value chain mapping and business process reengineering, end-customer experiences, new technologies, intelligent automation and robotics, data and analytics, platform business models, straight through operations processes, AI and ML, and other traditional and digitally related transformation activities which deliver significant improvements to business efficiency and effectiveness. Good-to-Have: 1. MBA HR qualification/Relevant HR Qualification 2. Understanding of Technology and various ERPs being used in the HR world 3. PMP Certifications/ Certifications in RPA/AI/ML DOMAIN 4. Lean Six Sigma Certification 5. Agile methodology Key Skills: a) Minimum 8 years in managing large HR Transformation initiatives. b) Lean Six Sigma Certification c) Experience in Workday, SuccessFactors To Apply, WhatsApp 'Hi' @ 9151555419 Follow the Steps Below: >Click on Start option to Apply and fill the details >Select the location as Other ( to get multiple location option ) a) To Apply for above Job Role ( Bangalore )Type : Job Code # 340 b) To Apply for above Job Role ( Mumbai )Type : Job Code # 476

About the Role : The HRBP will be responsible to manage the end to end employee lifecycle from hire to retire. He will act as a strategic partner , change agent and an employee advocate for the business. Primary Responsibilities : 1. Workforce Planning & Execution Collaborate with business leaders to define headcount needs and hiring plans. Track and report workforce metrics, ensuring optimal staffing levels. Support talent pipeline development to meet business demands. 2. Recruitment & Onboarding Partner with TA teams to ensure timely hiring of critical roles. Streamline onboarding for quick productivity ramp-up. Monitor early attrition and refine hiring processes accordingly. 3. Performance & Productivity Management Implement performance tracking systems (OKRs, KPIs). Support managers in conducting performance reviews and feedback sessions. Address underperformance through structured action plans. 4. Employee Relations & Compliance Ensure all HR policies are consistently applied and legally compliant. Address employee concerns promptly and resolve workplace conflicts. Maintain HR documentation and ensure compliance with labor laws. 6. Employee Engagement /R&R Support compensation reviews and market benchmarking. Execute rewards and recognition programs efficiently. Ensure payroll and benefits administration compliance. 7. Change & HR Process Optimization Implement HR tech solutions for automation and efficiency. Drive adoption of self-service HR tools for employees and managers. Monitor HR effectiveness through dashboards and reports Ensure 100% adherence to labor laws and compliance. Skills and Competencies : - Experience in managing end to end Human Resource processes such as Hiring, - Onboarding, Employee Lifecycle, Exit and post-exit formalities. - Strong collaboration, execution, problem solving and influencing capability - Ability to work in a fast-paced , ambiguous environment - Ability to work independently to achieve results. - Knowledge of labour and employment law - Attention to detail and strong analytical skills - Strong Communication and Presentation skills with expertise in MS Office Experience & Qualifications : - MBA in HR - Relevant experience of atleast 4 yrs + with atleast 2 yrs in a start up environment (E-Commerce/ Quick Commerce, Logistics ) - Role will require travel to remote locations periodically Language Proficiency: -Marathi (Preferred) -English -Hindi -Kannada

The role requires a minimum of 5 years experience with Genesys workforce management suite. Responsibilities include: 1.Forecasting: Analyzing patterns of call volume and average handle time to ensure accurate forecasting of workload demand and staffing needs to meet business goals Assessing the impact of special events 2.Scheduling: Creating and maintaining work schedules and shifts that will meet the needs of the business, as determined by the forecast and company initiatives Monitor incoming volume across all skills and channels (voice, email, chat, Epic work queues), handle times, service levels, headcount, non-phone work, and other statistics (shrinkage) to ensure the appropriate number of agents available to meet Service Desk performance goals 3.Queue Management: Making sure calls are answered in a timely manner and ensuring outbound work is completed within the goal including dynamic routing and maximize utilization of cross-skilled agents Manage and monitor intraday queue performance and schedule adherence Engage with Team Leaders and Managers on any deviations from schedules, including leave early, absences, modifications, processing items, etc. Proactively notify leadership/BUs of exceptions Manage real time changes to agent schedules in WFM platform Ensure absenteeism is properly recorded in our WFM platform Manage and maintain agent schedule exceptions, shift requests and assignment, time off requests 4.Intra-Day Reporting: Reporting our results throughout the day 5.Support decision making on Service Desk operations by compiling metrics and reporting: Develop customized reports for SLAs and productivity (team performance, daily/weekly/monthly) and statistical reports for analysis of process health 6.Work with IT in the event of system outages / latency. Communicate status and follow up as needed. 7.Perform system administration duties (creating profiles in WFM, add/remove employees, etc.) 8.Attend weekly, daily, ad-hoc staffing meetings with management and forecast/scheduling analysts. Requirements 5+ years of experience in workforce planning with demonstrated ability to lead cross-functional teams and seamlessly balance strategic and tactical initiatives 5+ years of experience with Genesys workforce management suite core requirement Experience identifying and implementing technology solutions and tools for business problems Strong collaboration and project management skills to oversee multi-functional projects Ability to earn trust, maintain positive relationships, and contribute to a culture of inclusion Excellent communication skills

Job Summary The Head of Talent Acquisition partners with Business Unit (BU) leadership teams to drive and execute hiring strategies. This role involves influencing homogenous teams and ramping up projects within the BU and Talent Acquisition (TA). Responsibilities (how we will measure success) Influences overall delivery against hiring plan and leads strategic recruiting initiatives Sets hiring priorities in partnership with key business stakeholders of business unit/region/function in their scope Proactively and independently drives multiple team's areas of responsibility with limited to no steering. Owns, drives and impacts overarching team initiatives and projects, often in a cross-functional set-up running PBO teams. Responsibility for their team's delivery on all dimensions, proactively, identifying areas of improvement in hiring activities (Operations and delivery) Demonstrates a deep understanding of IQ-EQ's benefits structure and is able to teach and spread knowledge to team members to win over candidates. Is a role model in the use of our systems and tools, ensuring data governance and hygiene across TA Lead by example for your team members by owning all TA MI and data, use on a daily and weekly basis to drive performance and influence stakeholders. Provide and gather reports for key stakeholders up to regional c-suite Key competencies for position and level Can successfully navigate IQ-EQ's complex structure and is proactive in seeking an understanding of business unit and or Region or Function, including priorities year on year and net hiring demand. Develops the right talent attraction strategy across the assigned region/function to ensure high quality of hire with reasonable time to fill and costs, including partnering with the global extended TA teams and other supporting colleagues. Develops training and coaches wider TA team to identify and win over hard-to-find and scarce passive candidates by creating innovative sourcing strategies Strategizes/execute creative and innovative ways to improve the IQ-EQ interview and assessment tool and its adoption, ensuring the right hire, first-time approach Actively assesses talent market needs and trends, to support the assigned leadership team in improving our offering and ensure a high offer acceptance rate. Influencing others and translating wider TA vision and goals for the team Proactively influences and owns the results and performance of the team. Owns the communication channel with the leadership team representing their TA team. Efficiently influences teams project work and capacity (over capacity/ under capacity), ensures qualitative delivery on time, and ensures projects have an impact and clear improvements. Avoids duplication and complication of project work with the TA teams, and ensures clear communication, alignment and delivery. Ensures collaboration with the entire TA team to improve productivity and reduce silos, is a role model for team cohesion Key behaviours we expect to see In addition to demonstrating our Group Values (Authentic, Bold, and Collaborative), the role holder will be expected to demonstrate the following: Role models and activate TA principles in their team and country/region/function in scope. Owns continuous improvement, drives development and delivery of scalable solutions to relevant audiences Promotes knowledge-sharing and mentoring/coaching Owns the onboarding of new colleagues and ensures on-time completion. Defines and delivers TA knowledge-sharing formats with a direct impact on deliverables learning & development and scalable solutions. Is a trusted partner and expert to senior leaders, up to the executive level, influencing hiring decisions and offering input into workforce planning based on talent market research. Influences the adoption of productive hiring culture up to the executive level, and secures senior sponsorship for TA initiatives Adjusts their own communication style to the audience and curates the information accordingly Is accountable for securing a successful collaboration with other teams, and partners up cross-functionally and with peers to increase impact. Applies data to influence strategic decision-making, being an expert of reporting via ATS and other platforms Manages executive escalations with appropriate solutions Proactively creates transparency on the TA performance and strategic plans for region/function in their scope, advises and influences stakeholders on strategic matters.

Role & responsibilities Workforce Planning & Capacity Management Own and refine long-term forecasting models to anticipate staffing needs across geographies and skill sets. Talent Coordination Manage the assignment of resources to projects based on capacity, skill match, and career development needs. Hiring & Contractor Oversight Partner with recruitment and leadership to forecast hiring needs, coordinate hiring cycles, and manage contractor utilization. Process & Tool Optimization Identify and implement improvements across PSA and talent tools (e.g., Kantata, Parallax, Scoro) to streamline planning and reporting. Stakeholder Collaboration Partner with project managers and technical leadership to ensure resourcing aligns with client delivery plans. People Leadership Lead and develop a small team, providing mentorship and guidance while driving accountability for day-to-day resourcing execution. Talent Development Collaborate with HR and delivery leadership to shape growth paths, cross-training opportunities, and internal mobility. Preferred candidate profile 7+ years of experience in workforce planning, resource management, or talent operations, preferably in consulting or software development services. Proven experience leading resource planning across global teams in a fast-paced environment. Strong analytical and problem-solving skills with a data-driven approach to decision making. Experience with PSA tools such as Kantata, Parallax, Scoro, or similar platforms. Excellent communication skills and the ability to collaborate with cross-functional stakeholders. Demonstrated ability to lead teams and drive process improvements at scale. Familiarity with talent development strategies and contractor management best practices. Perks and benefits Competitive salary. Robust health insurance. Opportunities for professional growth and development. Collaborative and innovative work environment. Global Exposure

Role & responsibilities Workforce Planning & Capacity Management Own and refine long-term forecasting models to anticipate staffing needs across geographies and skill sets. Talent Coordination Manage the assignment of resources to projects based on capacity, skill match, and career development needs. Hiring & Contractor Oversight Partner with recruitment and leadership to forecast hiring needs, coordinate hiring cycles, and manage contractor utilization. Process & Tool Optimization Identify and implement improvements across PSA and talent tools (e.g., Kantata, Parallax, Scoro) to streamline planning and reporting. Stakeholder Collaboration Partner with project managers and technical leadership to ensure resourcing aligns with client delivery plans. People Leadership Lead and develop a small team, providing mentorship and guidance while driving accountability for day-to-day resourcing execution. Talent Development Collaborate with HR and delivery leadership to shape growth paths, cross-training opportunities, and internal mobility. Preferred candidate profile 7+ years of experience in workforce planning, resource management, or talent operations, preferably in consulting or software development services. Proven experience leading resource planning across global teams in a fast-paced environment. Strong analytical and problem-solving skills with a data-driven approach to decision making. Experience with PSA tools such as Kantata, Parallax, Scoro, or similar platforms. Excellent communication skills and the ability to collaborate with cross-functional stakeholders. Demonstrated ability to lead teams and drive process improvements at scale. Familiarity with talent development strategies and contractor management best practices. Perks and benefits Competitive salary. Robust health insurance. Opportunities for professional growth and development. Collaborative and innovative work environment. Global Exposure

The Director of People s Team will head the HR & Operations function for RMZ Corporation. The Director will be a strategic partner to the leadership team, driving the people agenda to support the companys ambitious growth plans in the RMZ Real Estate and RMZ Infrastructure sectors. This role involves overseeing all aspects of the HR function, including talent acquisition, performance management, employee engagement, organisational development, and compliance. The ideal candidate will bring a balance of strategic thinking and operational excellence to ensure a robust, agile, and inclusive work culture. Key responsibilities 1. Strategic HR leadership Develop and execute a comprehensive HR strategy aligned with the companys vision and goals. Act as a trusted advisor to the leadership team on organizational design, workforce planning, and culture development. Lead initiatives to attract, retain, and develop top talent in a competitive real estate market. 2. Talent acquisition and management Oversee recruitment strategies to build a pipeline of high-caliber talent across all levels in India and overseas as required Define competency frameworks and career paths to enable growth and development. Drive diversity, equity, and inclusion initiatives to create a balanced and dynamic workforce. 3. Performance Management and Rewards Implement and manage performance evaluation systems to ensure accountability and transparency. Design and execute competitive compensation, benefits, and rewards programs to attract and retain talent. Align individual and team performance goals with business objectives. Rewards and Recognition aligned to performance 4. Employee Engagement and Culture Building Foster a positive work environment that emphasizes collaboration, innovation, and high performance. Develop and execute employee engagement surveys and act on feedback to improve satisfaction and retention. Lead initiatives to instill the company s values and mission across the workforce. 5. Organisational Development and Learning Identify training needs and implement learning and development programs to upskill employees. Coordinate with HBS professor for the hbs workshops Guide leadership development programs to build the next generation of leaders. Manage change effectively during organizational transformations, mergers, or acquisitions. 6. Compliance and Governance Ensure compliance with all labor laws, industry regulations, and statutory requirements. Establish and enforce HR policies and procedures in line with best practices. Manage risks related to employee relations and workplace safety. 7. Technology and Innovation Leverage HR technology to enhance efficiency in HR processes and data-driven decision-making. Implement HRIS solutions to streamline talent management, payroll, and employee self-service platforms. Key skills and competencies The Director HR should have a Masters degree, preferably in Human Resources, relevant experience in heading the HR function for a large organisation. Strong leadership and team management skills. Excellent communication, negotiation, and conflict resolution abilities. Proven experience in strategic HR planning and execution. Ability to work in a fast-paced, dynamic environment with multiple priorities. Strong analytical skills with a focus on HR metrics and insights. Exposure to managing HR in a multi-location or global environment. Certification in HR practices, such as SHRM, CIPD, or similar, is a plus.