561 Workforce Planning Jobs - Page 21

About The Role ? ? ? ? Reinvent your world.We are building a modern Wipro. We are an end-to-end digital transformation partner with the boldest ambitions. To realize them, we need people inspired by reinvention. Of yourself, your career, and your skills. We want to see the constant evolution of our business and our industry. It has always been in our DNA - as the world around us changes, so do we. Join a business powered by purpose and a place that empowers you to design your own reinvention. Come to Wipro. Realize your ambitions. Applications from people with disabilities are explicitly welcome.

Basic Section No. Of Position 1 Grade NA Level Assistant Manager Organisational BUSINESS Paints HO BUSINESS_UNIT-1 Paints West BUSINESS_UNIT-2 Paints West BUSINESS_UNIT-3 Paints West DEPARTMENT-1 HR & Admin Country India State Maharashtra Worksite Mumbai Paints office Industry Manufacturing / FMCG / Retail/ FMCD Function Human Resources Skills Skill Human Resources Communication Minimum Qualification Post Graduate CERTIFICATION No data available About The Role Job Purpose The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. Key Result Areas ? Consults with line management, providing HR guidance when appropriate. ? Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. ? Provides HR policy guidance and interpretation ? Identifies training needs for business units and individual executive coaching needs. ? Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. ? Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. ? Provides day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions). ? Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. ? Develops contract terms for new hires, promotions and transfers. ? Assists employees with assignments and related HR matters. ? Provides guidance and input on business unit restructures, workforce planning and succession planning. ? Drive and manage employee wellness initiatives

We are seeking a dynamic and strategic HR Business Partner at the Senior Manager level to drive business-aligned HR initiatives across our Life Insurance vertical. The role requires strong experience in talent management, performance strategy, organizational development, and employee engagement, aligned with business objectives. Your Future Employer - A leading Life Insurance company renowned for its customer-first approach, inclusive work culture, and robust career development framework. It is committed to delivering excellence through innovation and empowering its workforce through people-centric HR strategies. Responsibilities - Partnering with business leaders to implement HR strategies that align with organizational goals. Driving workforce planning, talent acquisition, and succession planning across assigned functions. Leading the performance management cycle, goal-setting, and compensation processes. Acting as a strategic advisor to business on organizational design and effectiveness. Managing employee relations, grievances, and ensuring legal/regulatory compliance. Driving employee engagement, retention, and career development programs. Interpreting HR data and providing insights for proactive workforce interventions. Supporting change management and organizational transformation initiatives. Collaborating with the CoEs (Talent, L&D, Compensation, etc.) for HR program execution. Leading HR MIS reporting, audits, and maintaining workforce hygiene metrics. Requirements - MBA/PGDM in Human Resources from a reputed institute. 8-12 years of HR experience, with at least 5 years as an HRBP in the Insurance/BFSI sector. Proven experience in supporting a large business unit or function independently. Strong knowledge of labor laws, compensation, and performance management systems. Excellent interpersonal and stakeholder management skills. Ability to work in a fast-paced, dynamic environment with strategic focus. What is in it for you - Opportunity to work with a top-tier Life Insurance brand. A highly visible role with direct impact on business outcomes. Competitive compensation and career advancement prospects. Culture of collaboration, diversity, and continuous learning. Reach us: If you think this role is aligned with your career aspirations, kindly share your updated CV at vasu.joshi@crescendogroup.in for a confidential discussion. Disclaimer: Crescendo Global specializes in Senior to C-level niche recruitment. We are passionate about empowering job seekers and employers with an engaging and memorable job search and leadership hiring experience. Crescendo Global does not discriminate based on race, religion, gender, orientation, or background. Profile Keywords: Crescendo Global, HRBP Jobs, Senior Manager HR Jobs, Life Insurance HR Jobs, HR Business Partner BFSI, Talent Management, Employee Relations, HR Analytics, Insurance HRBP, Jobs in Bengaluru, Strategic HR Jobs, Human Resources Business Partner.

Hello All, We are looking WFM Candidates For Gurugram Location Experience - 4+ years CTC - upto 10.5 LPA Location - Gurugram Job Mode - Hybrid If any Interested Kindly call me on 9820389632 Or share me your updated CV on vinoda@phebushr.com

People & Organization Business Partner Siemens Energy About the role Supports and implements the People Strategy / Functional P&O Strategy and / or other strategic P&O initiatives with respective business leader and advises and supports the business management for (an) assigned organization(s). What will you do if join us? As a trusted partner, you will bring deep insights, an independent viewpoint and P&O expertise to business issues. You will consult with and influence senior leaders to take actions on emerging people and organizational culture topics. Execute the people strategy in line with business strategy. Partner with business leaders to actively analyze the business plan for workforce planning for both the Business Units. Enable business to develop robust talent pipeline. Plan and facilitate the Succession Planning for the Business Units Understand and drive the Company policies and guidelines. Customized policy/ guideline / initiative to support the Business Strategy Analyze and drive cultural change in line with business strategy. Identify Talents with Potential and develop them by sponsoring them for local and global talent programs To build organizational capability through competency evaluation, analyzing Individual development Plans, identify customized training needs at group level and partner with Learning and Talent Leadership team to co-create appropriate solutions and ensure implementing the plan. Guide and facilitate People Managers in handling critical people topics Facilitate the SGES planning workshops. Liaise with the Managers to identify the key topics from the feedback that would be driven at BU level. Support the People Managers to identify the initiatives to be driven at their level. Provide insights from data analysis on topics such as Headcount, Demographics, Org structure, Performance, Compensation, Position levelling, etc., to help the Management take appropriate decisions. Keep a track on the Headcount development. Curate and execute initiatives to enhance employee experience We don"™t need superheroes, just super minds with a winning attitude! You bring in substantial experience in stakeholder management You"™ve a digital attitude, have great communication skills, love to work in teams, are grounded, honest and hard working. You are a management graduate from a reputed institute, an excellent standout colleague and leader You are a self-starter who takes accountability of responsibilities, drives initiatives even with limited resources, is independent & self-motivated. You should also be capable of influencing and managing change Make your mark in our exciting world at Siemens! This role is based in Gurgaon. You"™ll also get to visit other locations in India and beyond, so you"™ll need to go where this journey takes you. In return, you"™ll get the chance to work with teams impacting entire cities, countries and the craft of things to come. We"™re Siemens. A collection of over 379,000 minds building the future, one day at a time in over 200 countries. We're dedicated to equality, and we encourage applications that reflect the diversity of the communities we work in across Gender, LGBTQ+, Abilities & Ethnicity. All employment decisions at Siemens are based on qualifications, merit and business need. Bring your curiosity and imagination and help us shape tomorrow.

Hello All, We are looking WFM Candidates For Gurugram Location Experience - 4+ years CTC - upto 10.5 LPA Location - Gurugram Job Mode - Hybrid Monday To Friday Role Workforce Capacity Planner Primary Objective The Workforce Planner will be responsible to assist in the building of a forecasting and workforce model that will build a competency around forecasting demand and translating that demand into necessary workforce supply for long / medium and short term. This will include managing a capacity planning model that performs sensitivity analysis on historical data to compare staffing levels and build supply scenarios to meet future demand in a predictive manner. She/he will participate in developing a long-range strategy for the function to address future needs with data models, data consumption tools, predictive modeling and emerging technologies. In addition, she/he will have accountability for supporting the design, development and interpretation of workforce reports and dashboards including identifying key trends, opportunities and problem areas. Key Responsibilities: Serve as a subject matter expert on the identification and interpretation of trends and insights with respect to the overall operational effectiveness of the business with respect to workforce planning. Develop actionable, proactive metrics that drive forecasting capabilities and strategic insights. Perform statistical analyses and forecasting techniques and glean critical insights and trends. Design reports, scorecards, dashboards and ad hoc analysis that deliver workforce insights and KPIs. Present relevant data trends and analysis findings in clear, succinct reports to key stakeholders and demonstrate the implications of those trends on the business. Effectively manage internal & external relationships with HR Business partners, as well as Finance and Operations management and act as a credible and consultative partner who understands both business objectives and HR strategies. Highlight key organization trends and collaborate with leadership and business partners to identify causes, costs and potential interventions/solutions. Proactively manage internal and external vendor/partner relationships to ensure technology and process outcomes meet stated expectations. Provide high quality analyses to support evidence-based decision making. Proactively provide data-based insights and analyses that support leaders in making decisions that positively impact their business. Implement processes and procedures to support, streamline and in some cases, automate analytic and measurement strategies. Be part of the annual budgeting exercise with the finance & business Candidate Qualifications 5-10 years of experience in workforce analytics, planning, forecasting and/or workforce management with a large global call center Experience with forecasting and multi-variant statistical techniques and modeling including linear regression, multi-variant regression, etc. Experience with labor modeling (e.g. productivity modeling, task timing and task variance impacts). Strong Excel skills with preferred experience in or knowledge of third party capacity planning tools Strong quantitative, qualitative, analytical, presentation and communication skills that foster the communication of succinct, actionable insights, trends and data. Ability to filter large amounts of complex data and research findings to identify interdependencies and meaningful patterns and trends. Effective oral, written, presentation and interpersonal communications skills including the ability to present complex data in a logical, concise manner. Proven ability to connect tactical deliverables with enterprise objectives and strategies. Ability to manage priorities and workflow in a fast-paced environment. Ability to work autonomously and on teams and to lead large-scale projects in complex, global, matrix organizations. Minimum BS or BA in related field, preference for MBA or MS in related field such as Operations Research, Statistics, Quantitative Methods, etc. If Some is Interested kindly call me on 9820389632 OR Share me your updated CV on vinoda@phebushr.com

Lead HR strategy and execution across corporate and plant levels, including organization design, workforce planning, and change management. Strong command over labor laws, HR compliance, and people processes in regulated environments (Factories Act, ESI, PF, CDSCO, ISO13485). End-to-end talent acquisition across R&D, manufacturing, quality, and commercial functions, along with employer branding and EVP initiatives. Manage complete plant HR operations including staffing, time-office, welfare, employee engagement, safety, and union relations if applicable. Design and manage compensation structures, incentive plans, payroll, and recognition programs benchmarked to industry standards. 12-18 years of progressive HR experience, preferably in medical devices, healthcare, pharma, or life sciences, with at least 5 years in a leadership role.

Job Title Director HR - Senior People Partner Job Description Summary Reporting to the People Partnering Head of HR, India and SEA as the Sr. People Partner, you will be responsible for proactively partnering with the Corporate Real Estate (CRE) business leaders to drive business success through providing advice and supporting the business direction, whilst anticipating and communicating HR related needs proactively. About The Role: Managing the organization design, performance management, leadership coaching and workforce planning. With the support of the People Team Centre s of Excellence (COE s) you will also manage compensation and contracts, pay and benefits, talent hiring and talent development activities. Shared leadership responsibility for providing support not only for the CRE business but also the objectives of India s strategic plan that covers all services lines, so the culture and success of India enjoys growth and success together. Overseeing the strategic direction of the Business Partnering team and working in close partnership with the People Services teams to ensure all employment law requirements are satisfactorily met across all areas of HR, ensuring legally accurate and commercially sensible Employee Relations solutions are provided in a timely and effective way to the business. Leading specific HR projects and being a key Business Partner to the CRE business leaders is also a key component of this role. Liaising with external talent and candidates for key roles in the business, recruiters, unions, outplacement support, employee assistance provider, workers compensation insurer and external health and safety provider. Developing a close and trusted advisor relationship with key people leaders within the CRE business as the strategic business partner. About You: MBA or MS degree in Human resources, Psychology, or other relevant discipline 15 + years of progressive HR experience, strong business acumen (with at least five years in real estate development) Proven People Partnering skills, primarily senior stakeholder management, Organization Design, Compensation, Performance management, Workforce planning and leadership development Industry knowledge of infrastructure consulting, project management services, IPC is ideal Experience in working/ influencing key stakeholders Ability to think and lead strategically, understand and drive toward the big picture while remaining detail-oriented and hands-on in daily HR operational matters. Ability to respond effectively to the most sensitive issues and motivate and negotiate effectively with key employees, top management, and people groups to take desired action. A capable and confident communicator and people manager, with strong personal presence. Ability to communicate effectively at all levels of an organization. Why join Cushman & Wakefield? As one of the leading global real estate services firms transforming the way people work, shop and live working at Cushman & Wakefield means you will benefit from; Being part of a growing global company; Career development and a promote from within culture; An organisation committed to Diversity and Inclusion We have a vision of the future, where people simply belong. Thats why we support and celebrate inclusive causes, not just on days of recognition throughout the year, but every day. We embrace diversity across race, colour, religion, sex, national origin, sexual orientation, gender identity or persons with disabilities or protected veteran status. We ensure DEI is part of our DNA as a global community - it means we go way beyond than just talking about it - we live it. If you want to live it too, join us. INCO: Cushman & Wakefield

Job Description: Assist in monitoring and managing resource utilization across multiple projects and departments. Maintain resource allocation records and ensure data accuracy in resource management systems. Coordinate with department leads to identify current and future staffing needs. Support in forecasting resource demand and resolving resource conflicts. Help prepare reports on resource availability, usage, and performance metrics. Facilitate onboarding and offboarding of project resources. Communicate regularly with project managers to understand staffing and capacity challenges. Ensure alignment between resource availability and project requirements. Contribute to continuous improvement initiatives in resource planning processes. Role: 4+Years of Experience in Resource management Strong organizational and analytical skills. Proficiency in Microsoft Excel and resource management tools (e.g., Smartsheet, SAP, MS Project, D365). Excellent communication and interpersonal skills. Ability to multitask and manage priorities in a fast-paced environment.

Reporting to the People Partnering Head of HR, India and SEA as the Sr People Partner, you will be responsible for proactively partnering with the Corporate Real Estate (CRE) business leaders to drive business success through providing advice and supporting the business direction, whilst anticipating and communicating HR related needs proactively Job Description About The Role: Managing the organization design, performance management, leadership coaching and workforce planning. With the support of the People Team Centre s of Excellence (COE s) you will also manage compensation and contracts, pay and benefits, talent hiring and talent development activities. Shared leadership responsibility for providing support not only for the CRE business but also the objectives of India s strategic plan that covers all services lines, so the culture and success of India enjoys growth and success together. Overseeing the strategic direction of the Business Partnering team and working in close partnership with the People Services teams to ensure all employment law requirements are satisfactorily met across all areas of HR, ensuring legally accurate and commercially sensible Employee Relations solutions are provided in a timely and effective way to the business. Leading specific HR projects and being a key Business Partner to the CRE business leaders is also a key component of this role. Liaising with external talent and candidates for key roles in the business, recruiters, unions, outplacement support, employee assistance provider, workers compensation insurer and external health and safety provider. Developing a close and trusted advisor relationship with key people leaders within the CRE business as the strategic business partner. About You: MBA or MS degree in Human resources, Psychology, or other relevant discipline 15 + years of progressive HR experience, strong business acumen (with at least five years in real estate development) Proven People Partnering skills, primarily senior stakeholder management, Organization Design, Compensation, Performance management, Workforce planning and leadership development Industry knowledge of infrastructure consulting, project management services, IPC is ideal Experience in working/ influencing key stakeholders Ability to think and lead strategically, understand and drive toward the big picture while remaining detail-oriented and hands-on in daily HR operational matters. Ability to respond effectively to the most sensitive issues and motivate and negotiate effectively with key employees, top management, and people groups to take desired action. A capable and confident communicator and people manager, with strong personal presence. Ability to communicate effectively at all levels of an organization.

NAB is looking for Workforce Planning Senior Analyst to join our dynamic team and embark on a rewarding career journey. The Senior Analyst plays a crucial role in driving data-driven decision-making processes within the organization This position involves analyzing complex data sets, generating actionable insights, and providing strategic recommendations to support key business initiatives Key Responsibilities:Data Analysis:Conduct in-depth analysis of large and complex datasets to extract meaningful insights Utilize statistical and data visualization tools to present findings in a clear and concise manner Strategic Planning:Collaborate with cross-functional teams to understand business objectives and provide analytical support for strategic initiatives Develop and maintain models to support forecasting, budgeting, and other planning processes Reporting and Dashboards:Design and create comprehensive reports and dashboards to track key performance indicators (KPIs) and metrics Automate reporting processes to improve efficiency and accuracy Trend Analysis:Identify trends and patterns in data to help anticipate opportunities and challenges Provide insights on market trends, competitor analysis, and industry benchmarks Decision Support:Assist senior management in making informed decisions by providing data-driven recommendations Evaluate the impact of proposed strategies on business outcomes Process Improvement:Identify areas for process improvement and efficiency gains based on data analysis Collaborate with teams to implement changes and measure the impact

Preferred Knowledge/Skills: Demonstrates extensive knowledge and/or a proven record of success in human resources/recruiting policies and practices, preferably within a professional services environment, including, but not limited to, the following areas: Deployment: Leveraging understanding of the practice to positively influence deployment/staffing decisions with the goal of balancing workload, optimizing utilization, promoting flexibility, and providing broad-based experiences and developmental opportunities while balancing firm and client needs; Making staffing decisions while considering individual development needs, career interests, and broad-based experiences utilizing analytical and presentation skills to provide key data in order to drive business decisions; Understanding and implementing Diversity strategy through all staffing and deployment decisions; Understanding of firm and business priorities to collaborate within the Deployment Consultant network, maximizing resource sharing and enabling the delivery of the firm to our clients through Line of Service (LoS) and xLoS staffing; Utilizing alternative talent pools including global workforces and third-party labor; Leveraging TalentLink (resourcing scheduling tool) as the single source of deployment and forecasting information; Leveraging tools from Onboarding teams to support assimilation of new hires and interns to the team/practice, reviewing initial client assignments and chargeability, with a heightened focus on diverse staff; Implementing the firms deployment strategy, leveraging tools and industry leading practices developed by the Deployment CoE, and other Centers of Excellence (CoEs) as applicable; and, Leveraging the knowledge of immigration and global deployment to navigate partners and engagement teams through these protocols to enable the staffing process, including cost impact of assignment. Require a combination of deployment and PMO/MIS backgrounds with strong reporting and dashboarding skills. Operations: Managing budget and executing workforce planning, forecasting, utilization, and workload balance for the assigned team; Promoting the understanding of firm economics and achieve retention, utilization, workload balance, diversity initiatives, and broad-base experience targets; Serving as a trusted advisor to partners/leaders focused on accelerating the development of our people; Collaborating with partners/leaders to identify issues and to develop and execute action plans across all areas of our people strategy including diversity, individual and team development, performance management, rewards and recognition, and workforce planning to address short and long term needs/skill gaps; Establishing and leveraging relationships with Talent Consultants (Human Capital counterpart) to positively impact our people experience; Formulating succession plan development and implementation with Talent Consultant to determine support needed if appropriate in preparation for Career Roundtable (CRT - annual performance process) in balance with deployment responsibilities; Understanding Human Capital metrics, sourcing, employee relations, strategies, goals and critical achievement targets; Liaising with Global Mobility teams to prepare for deployment of new short or long-term assignees coming to the US, repatriations back to home territories and identification of resources to supplement talent pool; Collaborating with the HR Shared Services Deployment Enablement Team to identify staff for instructor roles and validating that individuals are well positioned for the opportunity; Being able to independently make decisions and solve problems affecting assigned team; Leveraging Talent/Deployment Senior Associates to deliver services to the team; Coaching and development of seniors, including providing timely written and verbal feedback; and, Maintaining knowledge of current and emerging human capital technology trends and experience innovating with new human capital technology tools.

We are looking for a highly skilled and experienced professional to lead our GDS Tax Operations / Business Excellence team. The ideal candidate will have a strong background in business planning, workforce management, and digital transformation. ### Roles and Responsibility Develop and implement comprehensive business plans for the Tax Service Line (GDS), including workforce, infrastructure, indirect spends, and investment. Manage end-to-end workforce planning, demand forecasting, supply planning, recruitment signaling, and alignment with stakeholders. Utilize predictive analytics to optimize workforce planning, considering business growth needs, technology infusion, and attrition trends. Collaborate with recruiting teams to ensure timely onboarding of resources, considering sufficient lead time for training and effective deployment. Review open positions with recruiting teams in line with demand outlook and develop strategies to minimize expert/deviation hirings. Liaise with People Supply Chain Management regarding workforce deployment and experience management to facilitate cross utilization across teams and service lines. Directly responsible for resource deployment and experience management within the People Supply Chain Management team. Strategize, design, and implement actions that support business leaders in their day-to-day operations, working with GDS Tax and Global/Area/Region/Country Tax leaders. Program manage operations-related transformational initiatives with a broad range of stakeholders across EY and GDS. Implement and execute System of Quality Management System (SQMS) controls pertaining to Tax operations, planning for and effectively tracking investments, both one-time and recurring items. Work with GDS Central Finance Teams on invoicing and managing accruals, AR & AP, monitoring and tracking AR by closely working with the business leaders and GDS Finance. Set up/incubate new locations, plan for business continuity, and manage crisis situations. Liaise with Workplace Enablement Services (WES), IT & Procurement for infrastructure provisioning, facility improvement, and seat planning; collaborate with business and WES for any facility-related movements between floors and office buildings. Manage expenses and associated claims, review and approve/reject exceptional claims that are not compliant with policy guidelines (Travel/entertainment/relocation/Certification). Facilitate and track employee secondments/rotations (short-term and long-term) in conjunction with the Cross-Border Transaction Services (CBTS), Mobility and Talent teams. Handle operational escalations from GDS Service Delivery Teams and GDS users. Continuously improve operational processes and productivity through technology and continuous improvement methods. Manage COD and make strategic decisions based on reviews of business metrics and P&L statements. Publish MIS reporting and leadership dashboards for management/business leaders and establish a data-driven and predictive business intelligence unit. Responsible for approximately 60 team members globally and a cost budget of $550. ### Job Requirements Minimum 5 years of experience in a related field, preferably in accounting or finance. Strong knowledge of financial analysis, process optimization, and project management. Experience with SAP, Oracle, or other ERP systems is desirable. Excellent communication and interpersonal skills, with the ability to work effectively with cross-functional teams. Strong analytical and problem-solving skills, with attention to detail and the ability to meet deadlines. Ability to work in a fast-paced environment and adapt to changing priorities. A Bachelor's degree in Commerce (B.Com) or Chartered Accountant (CA) qualification is required. A Master's degree in Commerce (M.Com) or Chartered Accountant (CA) qualification is preferred.

We are looking for a highly skilled and experienced Assistant Manager to join our team in Gurgaon. The ideal candidate will have between 9 to 14 years of experience in resource management, scheduling, and workforce planning. ### Roles and Responsibility Manage a team of 15-20 professionals, providing strategic thought leadership and subject matter expertise. Develop and implement effective resource management strategies to drive business growth. Collaborate with middle and senior management on resource management decisions and deployment strategies. Ensure compliance with all defined processes, protocols, and guidelines. Monitor business health, track key metrics, analyze trends, and provide analytical support. Lead complex projects related to planning and resource scheduling. Drive opportunities for process improvement/re-engineering and develop a strong business continuity framework for self and team. Lead people engagement and development activities to foster a positive work environment and collaborate with other EM Assistant managers to share best practices. ### Job Requirements Graduate with more than 9 years of relevant post-qualification experience focused on resource management, scheduling, and workforce planning. Minimum 7 years of experience in resource management, capacity planning, scheduling, and forecasting for over 1,000 resources. Experience with resource management tools and scheduling techniques is mandatory. More than 6 years of experience in directly supervising teams is required. Proficiency in MS Office is expected. Interest in business and commerciality is desirable. Ability to supervise a team of 15-20 professionals, preferably cross-location. Strong focus on meeting timelines and delivering high-quality service. Strong time management and analytical skills. Program management skills and prior experience in leading scheduling/staffing projects are preferred. Strong stakeholder/client management experience is mandatory. Excellent verbal and written communication skills. Strong working knowledge of MS Excel, Word, and PowerPoint.

Key Responsibilities: Real-time monitoring of call volume, agent availability & queue lengths Adjusting agent activities based on live data Ensuring SLAs are met Root cause analysis & performance optimization Desired Candidate Profile 4-9 years of experience in Workforce Management or a related field. Advanced Excel skills with expertise in Pivot Tables, VLOOKUPs, HLOOKUPs, Macros etc. . Experience with WFM software such as Avaya or Nortel preferred but not mandatory.

Candidate should be currently working as a Manager / Assistant Manager on papers in WFM for a BPO. Qualification - Graduate Shift - Rotational Shifts Work Location - Bangalore / Hyderabad Required Candidate profile Immediate Joiners OR Max 45 days notice period candidates can apply Call HR Manager Reejo @ 9886360719 for more details.

Candidate should have 2+ yrs of experience in Planning and scheduling in a BPO Qualification - Graduate Shift - Rotational Shifts Work Location - Bangalore / Hyderabad Immediate Joiners OR Max 1 month notice period candidates can apply Required Candidate profile Call HR Manager Reejo @ 9886360719 for more details.

We are seeking a talented individual to join our Career Services team at Mercer This role will be based in Mumbai This is a hybrid role that has a requirement of working at least three days a week in the office. Associate Director - Talent Strategy Consulting (Level F) We will count on you to: Lead delivery of complex projects across Talent and M&A solution areas: Workforce and Organization Transformation - Organisation Design and Structuring, Workforce Planning, Job Evaluation, New Shape of Work - Work Redesign, Flexible Working, Re/Upskilling, etc. Talent Management - Competency Framework, Career Architecture, Assessment and Development, Leadership Coaching, Performance Management System, etc Practice Development : Lead practice development and thought leadership by articulating project learnings and trends into white-papers/ PoVs Customize global tools/offerings for India market and present Mercers offerings and POVs in client seminars and industry events, etc. Business Development : Lead business development for allocated area through understanding clients requirements, leading proposals and solution development to drive profitable sales Build strong relationships with internal and external stakeholders and establish self as a trusted advisor to clients What you need to have: Full time MBA from a premier institute 10+ years of relevant work experience in HR function and proven track with reputed organization. Prior or current consulting experience is a must(Non Tech/Manufacturing/Automobile/Consumer/General Strong understanding of various areas in HR Excellent interpersonal and communication skills Dynamic, motivated, flexible and result-oriented personality with the ability to perform under pressure What makes you stand out: Excellent verbal and written communication skills, comfortable interfacing with business users Why join our team: We help you be your best through professional development opportunities, interesting work and supportive leaders. We foster a vibrant and inclusive culture where you can work with talented colleagues to create new solutions and have impact for colleagues, clients and communities. Our scale enables us to provide a range of career opportunities, as well as benefits and rewards to enhance your well-being.

As a Resource Manager for Contractor & Partner Management, you will drive strategic workforce planning initiatives and optimize human capital resources across Professional Services. Working alongside HR and business segment Leadership, you'll enhance contractor and partner management, identify skill gaps, and ensure alignment between business needs and human capital capabilities. Your role will be crucial in building an efficient workforce that supports organizational objectives, overseeing partner management, guiding stakeholders through the TR procurement process, and implementing time management controls using Certinia and Fieldglass. Key responsibilities include workforce analytics, process improvements, compliance management, and providing strategic recommendations to business leaders. About the role: In this opportunity, as Client Resource Manager you will: Lead workforce planning initiatives to optimize contractor utilization and provide strategic guidance to business leaders on workforce planning and development Partner with HR and Leadership Teams to inform strategic hiring decisions based on skill gap analyses and business requirements Develop and implement contractor management processes, including recruitment, onboarding, and performance monitoring Collaborate with the training team to design, execute, and evaluate upskilling programs aligned with identified business needs Conduct workforce analytics to identify trends, opportunities, and areas for improvement in resource capabilities Create and maintain partnerships across business units and with external service providers, such as Fieldglass, to understand and address evolving workforce needs Develop comprehensive reporting on workforce metrics and provide strategic recommendations Drive process improvements in workforce management, resource optimization, and procurement processes to enhance efficiency and reduce cycle times Lead special projects related to human capital enhancement initiatives Establish and oversee partner performance metrics and service level agreements Implement and oversee time management controls across Certinia and Fieldglass platforms, ensuring accurate tracking and reporting for contractors and partners Develop and maintain policies and procedures for effective time management and procurement processes across systems Guide stakeholders through the TR procurement process for engaging contractors and partners Ensure compliance with procurement policies and procedures throughout the contractor and partner lifecycle About You: Youre a fit for the role of Client Resource Manager if your background includes: Bachelor's in HR, Business Administration, or related field; Master's preferred 5+ years in workforce planning, talent management, or related roles Strong knowledge of training and development Experience in contractor management and workforce optimization Proficient in data analysis and translating insights into actions Skilled in project management and leading multiple initiatives Excellent interpersonal and communication skills Ability to work independently and make strategic decisions Knowledge of HR best practices and workforce trends Familiarity with HRIS systems and workforce planning tools Strong business acumen aligning human capital with business goals Preferred experience in designing and implementing training programs Shift Timing: 6.00 pm to 3 AM (US Shift)

Key Responsibilities : Onboarding & Offboarding Onboarding : Ensure seamless onboarding experience by completing all documentation and joining formalities as per the employee checklist and defined policies. Conduct induction training for new employees and complete their personal file management within the stipulated timeframes. Issue appointment letters to both permanent and contractual employees in compliance with organizational policies. Offboarding : Manage timely execution of offboarding processes, including retention meetings and exit interviews. Ensure "No Dues" clearance and follow up with payroll for the final settlement (F&F) processing. Ensure timely issuance of experience and relieving letters to exiting employees. Recruitment & Manpower Management Manage the recruitment process for blue-collared labor and ensure adherence to the recruitment policy. Oversee manpower availability and substitutions to ensure smooth production operations. Assist in the recruitment of supervisory and in-charge roles, collaborating with the HR team and other stakeholders. Monitor overtime within the allocated budget and obtain necessary approvals. Ensure there are no production delays due to workforce shortages. Employee Grievances & Conflict Resolution Act as the primary point of contact for resolving employee grievances, collaborating with relevant stakeholders for effective solutions. Ensure prompt, clear, and accurate communication regarding the resolution of grievances. Handle issues related to contract labor in accordance with company policies and legal compliance. Maintain records of employee concerns and resolutions for procedural and statutory purposes. Compliance, Audits & Social Compliance Maintain and manage employee-related documents as per labor law requirements, including contractor management and documentation. Oversee UAN and ESIC registration for new employees and ensure timely compliance with relevant statutory requirements. Manage all audits (internal, ISO, customer, government agencies) and ensure adherence to statutory compliance for the plant. Ensure timely submission of accident reports to ESIC and maintain records as per the regulations. Lead the functioning of committees such as the Works Committee, Housekeeping Committee, Health & Safety Committee, Canteen Committee, and Workers Fortnightly Meetings. Contract Management Collaborate with contractors to ensure timely availability of workforce as per the approved manpower plan. Review and verify contractual labor wage/salary bills, ensuring compliance with contractual terms. Ensure compliance with the Contract Labour (Regulation & Abolition) Act and maintain all required documentation. Regularly renew contracts and ensure all terms are met by contractors and service providers. Support Functions & HR Operations Prepare the annual HR plan for the unit, including key initiatives, cultural events, manpower projections, and budget management in collaboration with the Head of HR & Admin. Ensure the units organizational chart and job descriptions are regularly updated in coordination with department heads. Oversee payroll processing and manage attendance and leave systems for accurate and timely salary disbursement. Ensure the provision of quality support services (housekeeping, cafeteria, etc.) for a comfortable and safe working environment. Drive the implementation of HR policies and procedures as outlined by the Head of HR & Admin and ensure strict adherence. Support the Performance Management process by contributing to non-monetary recognition initiatives. Ensure smooth completion of confirmation formalities for new employees as per company procedures in coordination with the HR department.

The Country P&O head plays a critical role within the India operations for Novartis and is accountable for driving and delivering the people plan across all our sites. The role is a key member of the Country Co-ordination Committee and the Site Leadership teams. Additionally, the role is critical in driving a One P&O (People & Organisation) mindset across all the P&O functions in India (approx. 400 FTE) and has direct reporting accountability for a 30 member team, both P&O Business Partners and People Partners. Job Description Key responsibilities: Translates business plan into a people plan and executes: Create a talent plan around key business deliverables that identifies required skills, talent pipeline & succession Coach & grow in-country leaders Review organizational health and recommend improvements Leverage culture of ICU to drive business performance Activates business ownership of diversity, equity and inclusion Enables business transformation and promotes adoption: Execute org unit / LE changes, carve-out process, redundancies, supporting TSAs implementation when applicable, coordinate ER activities, change management, etc. Help leaders design op models, future skills and process improvements Provide project management, change management support and help prioritize the implementation of enterprise-wide programs locally Seamless employee experience and improved productivity: Ensure key people services are delivered locally with the right quality delivering great manager/employee experience in moments that matter Identify areas for efficiency, ensure local compliance Supports capability development for P&O PP/BPs Employee experience champion who owns country journey maps and drives improvement Employer brand ambassador and local steward of reputation Develop/ implement or adapt local policies to create an attractive employer brand within boundaries of responsible cost mgmt. and external positioning Support initiatives/ handle incidents that may impact Novartis reputation Essential Requirement: 20 years experience, with at least 10 years of HR leadership experience. A mix of experience across multinational/global corporations with a complex matrix environment. Graduate degree in business or management; MBA or equivalent with Human Resources Specialization Skills Desired Business Acumen, Change Management, Coaching, Compliance & Risk Management, Connecting The Dots, Data-Driven Decision Making, Enterprise Mindset, Human Resources Law, Leadership Development, Managing Change, Matrix Collaboration, Organizational Development (OD), Organization Design, Organization Health, Project Management, Stakeholder Influence, Stakeholder Management, Strategic Workforce Planning, Talent Development, Talent Management, Talent Pipelining, Vision & Purpose (Strategy To Story)

We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, inclusive culture and talent experience and our ability to be compelling to our clients. You'll find an environment that inspires and empowers you to thrive both personally and professionally. There's no one like you and that's why there's nowhere like RSM. As a Talent Acquisition Lead for the Consulting Line of Business in India, you will play a pivotal role in driving forward-thinking recruitment strategies to attract top-tier talent. Your mission will be to ensure a seamless candidate experience and effective sourcing processes, collaborating closely with internal stakeholders and external partners. Your efforts will support the talent needs of our Consulting Line of Business, particularly in the areas of accounting , finance and technology. Key Responsibilities Stakeholder Engagement Develop deep relationships with internal and external stakeholders, including LOB leaders, market/regional leaders, and key leadership stakeholders. Partner closely with these stakeholders to understand their talent needs, provide regular updates, and offer market intelligence to inform decision-making. Recruitment and Sourcing Develop and implement innovative recruitment and sourcing strategies tailored to the Consulting Line of Business. Utilize various channels and tools to identify and attract high-quality candidates. Candidate Experience Ensure a positive and seamless candidate experience throughout the recruitment process. Maintain clear communication and provide timely updates to candidates. Collaboration and Innovation Foster strong collaboration and innovation within the talent acquisition team and across other LOBs. Share candidates, prospects, and best practices to optimize recruitment efforts and achieve shared goals. Operational Excellence Maintain a focus on operational excellence, continually reviewing recruiter metrics and other key data to determine progress and areas of opportunity. Ensure that recruiter metrics, compliance, and trackers are updated accordingly. Collaborate with TA Leadership and TA Ops to review hiring results and inform TA strategy. Industry Expertise Act as a subject matter expert on industry and workforce trends, translating insights into proactive recruiting strategies. Lead the search for strategic hiring needs and contribute to the firms brand promotion in the external marketplace. Mentorship Provide guidance and mentorship to the talent acquisition team to ensure their success in meeting hiring needs. Strategic Planning Drive forward-thinking talent acquisition strategies. Assess requisition prioritization and collaborate with counterparts to ensure alignment with firm and LOB strategies. Basic Qualifications Bachelor's degree Minimum of 5 years' experience in talent acquisition Experience with recruiting technologies and programs, with an understanding of the recruiting life cycle Experience with recruiting technologies and programs, with an understanding of the recruiting life cycle Strong analytical, evaluative, and problem-solving abilities Excellent written and verbal communication skills Agility and adaptability to navigate changing recruitment landscapes Preferred Qualifications 7 -10 years' experience in Talent Acquisition 1 -3 years of people management experience Experience in workforce planning and management Experience working in a matrix environment in a global organization Ability to handle multiple assignments with effective resolution of conflicting priorities Experience working with Workday, Yello, LinkedIn Recruiter and a variety of recruitment sourcing tools and strategies Previous involvement in project/change management and methodologies/tools At RSM, we offer a competitive benefits and compensation package for all our people."We offer flexibility in your schedule, empowering you to balance life's demands, while also maintaining your ability to serve clients."Learn more about our total rewards at https://rsmus.com/careers/india.html . RSM does not tolerate discrimination and/or harassment based on race; colour; creed; sincerely held religious beliefs, practices or observances; sex (including pregnancy or disabilities related to nursing); gender (including gender identity and/or gender expression); sexual orientation; HIV Status; national origin; ancestry; familial or marital status; age; physical or mental disability; citizenship; political affiliation; medical condition (including family and medical leave); domestic violence victim status; past, current or prospective service in the Indian Armed Forces; Indian Armed Forces Veterans, and Indian Armed Forces Personnel status ; pre-disposing genetic characteristics or any other characteristic protected under applicable provincial employment legislation. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership. RSM is committed to providing equal opportunity and reasonable accommodation for people with disabilities. If you require a reasonable accommodation to complete an application, interview, or otherwise participate in the recruiting process, please send us an email at careers@rsmus.com.

We are seeking a dynamic and experienced who has demonstrated strong leadership in driving people strategy, culture building, and operational excellence. The ideal candidate has grown through progressive HR roles, especially in high-growth or startup environments, and brings a strategic yet hands-on approach to managing all facets of HR. Key Responsibilities Lead and execute the overall HR strategy aligned with the companys mission, values, and business objectives. Act as a strategic advisor to leadership on organization design, workforce planning , and change management initiatives. Build and foster a strong, performance-driven, and inclusive organizational culture. Develop and institutionalize scalable HR systems, policies, and processes ensuring compliance with labor laws and regulatory standards. Drive core people programs including hiring, onboarding, performance management, goal setting, learning & development, and compensation planning. Champion diversity, equity, and inclusion (DEI) across all levels of the company. Use data and analytics to measure HR effectiveness and provide insights for strategic decision-making. Represent HR in leadership forums and contribute to cross-functional strategic initiatives. Requirements: Minimum 10+ years of progressive HR experience , with at least 3 years in a senior leadership role. Proven track record of leading HR in a fast-scaling startup or dynamic growth environment. Strong understanding of organizational behavior, employee engagement, and performance frameworks. Experience in building and scaling HR teams , policies, and tech-enabled people processes . Strategic mindset with hands-on execution capability. Strong ability to influence, collaborate, and partner with leadership across functions. Skills: Must-Have Expertise in organization design, workforce planning, and change management. Experience in building scalable HR systems, processes, and policies . Proven ability to lead and motivate HR teams, including HRBPs, L&D, and operations. Data-driven decision-making approach using HR analytics and dashboards . Strong stakeholder management skills with executive presence. Deep understanding of labor laws, compliance, and ethical HR practices . Strong communication and leadership skills with a passion for people and culture. Good-to-Have Exposure to employer branding, DEI , and employee wellness programs . Experience with modern HR tech platforms (e.g., Darwinbox, SAP SuccessFactors, Workday, etc.) Background in Strategic HRM, Organization Development, or HR Analytics. Certification in HR Leadership, S HRM-CP/SCP, or similar credentials. Job Overview Compensation : Competitive and based on experience Employment Type: Full-time Location : Hyderabad Working Days : 6 Days

Job Description We are looking for an experienced Plant Human Resource Manager to manage HR operations for our plant workforce. This role is critical in driving frontline manpower hiring, training, and engagement, while ensuring data-driven HR governance on attendance, attrition, and other key HR metrics. Key Responsibilities Manpower Planning & Hiring : Ensure timely hiring of shopfloor employees (contractual & on-roll) in coordination with operations and manpower agencies. Training & Skill Development : Identify training needs, organize functional & behavioral training for shopfloor teams, and maintain skill matrices. Attendance & Leave Management : Track and manage attendance systems, resolve anomalies, and generate regular reports for compliance and productivity tracking. Attrition Management : Monitor shopfloor attrition trends, conduct exit interviews, and implement retention initiatives. MIS & HR Reporting : Prepare daily/weekly/monthly HR dashboards, reports, and analytics related to headcount, absenteeism, productivity, and hiring. Contract Labor Management : Ensure adherence to labor laws and compliance by vendors; support audits and documentation. Employee Engagement & Grievance Handling : Build connect with blue-collar workforce, address grievances, and promote a positive work culture on the shopfloor. Policy Implementation : Ensure communication and adherence to HR policies and procedures at plant level. Candidate Profile 10 to 15 years of experience in plant HR roles with focus on shopfloor HR operations. Hands-on experience in blue-collar hiring , attendance systems, labor compliance, and employee engagement. Strong skills in data handling, HR MIS, and Excel-based reporting. Knowledge of labor laws, contract labor regulations, and compliance requirements. Excellent interpersonal, stakeholder management, and communication skills. Ability to work in a fast-paced, dynamic manufacturing environment.

Key Responsibilities: Lead recruitment planning and delivery aligned with business needs, timelines, and budgets. Manage backend hiring tools and processes for efficiency and scalability. Drive hiring strategy execution at site level with a focus on business-as-usual and peak hiring cycles. Own dashboards, data reporting, and analytics to support performance tracking and hiring strategy. Collaborate cross-functionally with HR, business units, and hiring managers. Provide actionable insights through hiring analytics and reports to improve sourcing and hiring efficiency. Preferred candidate profile : Education: Graduation (Mandatory) Work Experience: 10- 15 years in recruitment operations, hiring strategy, and team management Proven hands-on experience in advanced Excel, recruitment automation, macros, and dashboard creation Experience in high-volume or seasonal hiring is highly preferred Technical Skills: Advanced Excel, Power BI, PowerPoint, Google Sheets, ATS/HRMS Interested candidate please drop in your CV to Kruthika.m@247.ai