Role: Head HR Experience: 10+ years Qualification: MBA in HR Reports to: CEO Reported by: 2-3 Members Location: Gurgaon Job Responsibilities: · Partnering with the Global Human Resources Team – Talent & Learning, Talent Acquisition, Compensation & HRIS, and the international Benefits team to smoothen all people-related aspects of the company. · Taking care of HR Operations activities across corporate office and plant. Ensure compliance with all company policies, practices, and procedures. · Monitor the effectiveness of these policies and benchmark them against industry best practices. · Managing and motivating employees to give their best at work. · Assisting the Global HR team in Policy Benchmarking with industry best practices and Revamping of Policies · Managing PMS function and partnering with leaders for bridging the gaps. · Handling Employees engagement. · Overseeing Office Administration for India office. · Working with the Leadership team and managing the stakeholders. · Maintaining employee handbook and ensuring timely company-wide communication. · Implemented HRMS for smooth HR operations activities like offboarding, performance management, and leave & attendance tracking.
Corporate HR, Team handling, PMS, HR Operations., Talent Acquisition, Company Policies, Compensation & Benefits, L&D
Human Resources (HR)
Experience Not Provided
Responsible for the managing HR Processes and systems for Bangladesh (approx.. 700 people across Sales, Manufacturing and other Functions) and support Country Head in the following areas: a. Employee relations: Guide Country HR team on managing employees’ concerns, grievances and disciplinary issues. b. Performance Management: Driving performance management in the country through effective implementation of online PMS and field force appraisal criteria. Ensuring quality of goals set by driving audit of goals. c. Compensation Management: Ensuring timely closure of final ratings and partnering with business for salary revision. d. Data analytics: Monitoring key metrics for review with business heads. e. Learning & Development: Structured training needs assessment and driving behavioral training initiatives; Supporting leaders in assessing the development needs of their team members and finalizing their development action plans and in organizing relevant training programs. f. Talent Management
Performance Management, HR Processes, Employee Relations, Compensation Management, Data Analytics, Effective Implementation, Training Needs Assessment, Talent Management, Action Plans, Ensuring Quality
Human Resources (HR)
Experience Not Provided
Ummeed Housing Finance Private Limited - Head HR JD. Job Responsibilities: · Leading the people function managing talent acquisition, learning & development, employee engagement, compensation & benefits, talent management, HR information systems and financial planning. · Develop human resource strategies in support of organizational goals. · Contribute to the business strategy by helping business leaders to identify, prioritize, and build organizational capabilities, behaviours, structures, and processes. · Talent Acquisition - both at strategic and operational level. · Learning & Development - Facilitate a strong training and coaching culture. · Employee Engagement – Planning & organizing various employee engagement programs like R&R, Town Halls, Branch Visits, etc. · Talent Management & Performance Management - Strategize programs and policies to enhance employee growth and satisfaction. · Oversee all HR & Admin activities initiatives and systems. · Ensure compliance with policies and all the legal aspects applicable. · Grievance redressal. · Retention initiatives to reduce employee turnover. · Employee life cycle management - payroll and legal/statutory compliance · Utilize technology to enhance and measure results. · Accountable for performance of HR & Admin function; providing strategic counsel on all people matters. Competencies Required: · Good communication and leadership skills. · Demonstrated ability to establish key relationships with business leaders. · Ability to meet deadlines. · Strong business insight · At least 15 years’ experience . · Self-motivated, strong interpersonal and negotiation skills with good analytical and problem-solving abilities. · Current or past experience in Financial Services/NBFC is preferable.
Employee Engagement, Talent Management, Talent Acquisition, HR Information Systems, Organizational Capabilities, Compensation & Benefits, Employee Life Cycle Management, Financial Planning, Performance Management, Human Resource, Business Strategy, Statutory Compliance, Training and Coaching, Business Insight, Financial Services
Human Resources (HR)
Experience Not Provided
Gurugram, Haryana, India
Position HR Business Partner - Emerging Markets Function Human Resources Sub-function EM HR Manager’s Job Title EM HR Lead Skip Level Manager’s Title - Function Head Title EM Regional Heads Location Mumbai Job Summary Responsible for managing HR Processes and systems for emerging markets along with driving centralized projects and initiatives. Areas of Responsibility Responsible for the managing HR Processes and systems for emerging markets and support Regional Heads and Country Managers in the following areas: a. Employee relations: guide locational HR team on managing employees’ concerns, grievances and disciplinary issues b. Performance Management: Driving performance management with the help of locational HR team through effective implementation of PMS system and field force appraisal criteria. Ensuring quality of goals set by driving audit of goals. c. Policies: Designing and streamlining new policies related to various regions. d. Compensation Management: Ensuring timely closure of final ratings and partnering with business & locational HR for salary revision with optimum budget utilization and bonus pay-out as per guidelines. Finalizing and exception management of salary proposals for promotions and new joining cases. e. Data analytics: Monitoring key metrics for review with business heads. f. Learning & Development: Structured training needs assessment and driving behavioral training initiatives; Supporting leaders in assessing the development needs of their team members and finalizing their development action plans and in organizing relevant training programs. g. Talent Management: Creating succession planning for critical positions, undertake performance and potential mapping. h. Budgeting: Driving cost related projects i. Statutory compliance: conduct audits to assess compliance levels in the regions. j. GPTW: Driving GPTW Survey and linked action planning k. Workforce Planning: Supporting business ramp up in select geographies and bringing in efficiency and cost optimization in the recruitment process. l. Drive other country specific projects. Job Scope Internal Interactions (within the organization) BU Heads, COEs, HRLTs External Interactions (outside the organization) Vendors and consultants Geographical Scope EM regions Financial Accountability EM HR budget Job Requirements Educational Qualification Post graduate degree in Human Resources Experience · 3+ years of experience. · Experience of working as HRBP similar sized organization especially Pharma organization will be preferred. · Exposure to working in Emerging markets will be preferred. Disclaimer: The preceding job description has been designed to indicate the general nature and level of work performed by employee within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees as assigned to this job. Nothing herein shall preclude the employer from changing these duties from time to time and assigning comparable duties or other duties commensurate with the experience and background of incumbent(s).
Emerging Markets, Employee Relations, Stakeholder Management, Training Programs, Workforce Planning, Compensation Management, Recruitment Process, Exception Management
Human Resources (HR)
Intermediate (6-10 years)
Collaborating with Senior Management, BU leadership in developing business and people strategy and executing the programs which will enable the Leadership Team and employees to excel in achieving the company's business objectives. • Responsible for setting the Human Resources agenda and strategy for the BU. This includes manpower planning, ensuring effective talent acquisition and development, and developing all policies, programs, and practices related to people, culture and organizational issues with the help of the Corporate HR Lead. • Responsible to build, develop, mentor, and lead a Human Resource Team to deliver "Human Resources best practices" in employee/ management development, compensation & benefit surveys, benefits, organization design/ development, and employee relations, retention. • Oversees the daily workflow of the department. • Provides constructive and timely performance evaluations. • Handle discipline and termination of employees in accordance with company policy. • Collaborate with executive leadership to define the organization’s long-term mission and goals; identifies ways to support this mission through talent management. • Identify key performance indicators for the organization’s human resource and talent management functions and assesses the organization’s success and market competitiveness based on these metrics. • Research, develop, and implement competitive compensation, benefits, performance appraisal, and employee incentive programs. • Assist the team with respect to queries pertaining to any HR related matters. • To ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. • Implement best practices across the organization for the smooth functioning of the organization. • Participation in professional development and networking conferences and events. • Facilitate and monitor the implementation of standardized human resource processes. • Work with technical team to design, integrate and implement human resource software systems for better efficiency. • Recommend new and improved measures for performance evaluations.
Business HR Partnering, Corporate HR, Employee Engagement, HR Policy Formulation,
Human Resources (HR)
Experience Not Provided
Hyderabad, Telangana, India,Nagpur, Maharashtra, India
Leadership Hiring: • Develop strategies to recruit leadership and niche roles • Drive requirements collected from stakeholders/ senior management • Conduct market mapping for critical positions, key talent intelligence for maintaining candidate pool • Screen and provide detailed summaries for shortlisted candidates to stakeholders • Act as advisor to leadership/ stakeholders regarding compensation/ benefits, talent pool availability, alternatives for role fulfilment • Envision strategy to achieve high-cost avoidance buy use of direct sourcing and proactive talent mapping for key roles. • Manage and deliver executive hiring in the countries. • Manage the implementation of the Talent Acquisition plan, programs and projects. Prepare the project plan, identify key stakeholders, monitor the progress and measure the results. • Report recruiting KPIs and monitor key metrics to assess Talent Acquisition execution.
Talent Acquisition, Talent Mapping, Direct Sourcing, Scheduling,
Human Resources (HR)
Experience Not Provided
Mumbai, Maharashtra, India
Credit role for real estate financing. Key role areas are as follows: - Detailed transaction due diligence including preparation of credit notes, excel models, presentation to committee, site visits etc - Researching and studying about Project Location, Real Estate Demand-Supply, Promoters Background & past experience - Analysis of financial statements and Project cash flow statements, CIBIL reports, Sales MIS, Cross checking information on public portals like RERA, MCA etc. - Close coordination with internal stakeholders (Relationship managers, Compliance, Technical & Legal Teams) - New initiatives & Process improvement - Keeping close eye on all existing exposures and tracking key covenants We are looking for candidates with 4-8 years’ experience. Based on the candidate’s current compensation & years of experience, we will decide which band to place them in. Bangalore – Would prefer M5 fitment candidate and Mumbai to be M4. M5 - Bangalore
Real Estate, Real Estate Financing, Due Diligence, Excel, Analysis Of Financial Statements, Cash Flow Statements, Site Visits, MIS, Close Coordination, Process Improvement
Real Estate Appraisal
Expert (10+ Years)
Remote Opportunities - All US locations FlexC is seeking talented SAP Contractors to align to our clients forecasted project demands. This position represents one of our commonly recurring roles. Please apply to this Role and we will be in touch with more specific information. Take control of your consulting career and crush it with confidence! Your Opportunity The SuccessFactors Employee Central Functional Lead plays a crucial role in delivering HR technology and process solutions, specifically focusing on SuccessFactors Employee Central. The primary responsibility is to oversee the implementation, upgrade, and/or extension of SuccessFactors applications. To accomplish this, the role requires a combination of consultative skills, business acumen, and technical expertise to effectively integrate the packaged technology into clients' business environments and achieve desired business outcomes. Furthermore, the SuccessFactors Employee Central Functional Lead is responsible for comprehending and developing business process requirements for clients that utilize SuccessFactors HR modules to support their business needs. They will also be involved in improving operational metrics, developing business cases, and measuring performance. In addition to providing functional knowledge, the SuccessFactors Employee Central Functional Lead will also be responsible for managing client relationships within the context of their individual role. Required Technical and Professional Expertise The SuccessFactors Employee Central Lead must have a minimum of eight years of experience in implementing Employee Central and at least two full lifecycle SuccessFactors implementations for complex, global organizations. They must also possess at least four years of experience in HR business process design and development. The ideal person for this position must possess prior consulting experience and be capable of configuring modules. They will also provide clients with assistance in selecting, implementing planning, fit analysis, testing, rollout, and post-implementation support of SuccessFactors HR application solutions. In addition, the SuccessFactors Employee Central Lead must possess experience in one or more of the following areas: Performance and Goals, Recruiting, Compensation, Learning, Succession, Workforce Planning, and Analytics. This experience should include implementation, upgrade, and/or extension of SuccessFactors applications. Preferred Technical and Professional Expertise Certification in SuccessFactors Employee Central Professional Certification in SuccessFactors Recruiting or Onboarding Proven work experience in Professional Services or SAP Partner Firms would be an added advantage. FlexC’s statement regarding Compensation Range Transparency: FlexC discloses the range of hourly rates for advertised positions. The specified range for this particular role is $75 to $150 USD per hour. The final amount offered to the selected consultant will fall within this range, and will depend on various factors such as education, skills, experience, job responsibilities, and location. These determinations will be made during the candidate selection process. EEOC Statement FlexC is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, pregnancy, disability, age, veteran status, or other characteristics. © 2023 FlexC US. An Equal Opportunity Employer. M/F/Disability/Veterans. FlexC will consider qualified applicants with criminal histories in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance. All applicants applying for U.S. job openings must be authorized to work in the United States. COVID-19 If the position requires you to be onsite, you are required to be fully COVID-19 vaccinated prior to your start date and proof of vaccination status will be required before your start date. During the Onboarding process you will be asked to confirm your vaccination status, in case you are unable to get vaccinated for any reason, you can let us know at that stage. Please let us know if you are unable to be vaccinated due to medical or religious reasons. FlexC will consider such requests on a case by case basis subject to submission of required proof by the candidate before a stipulated date. Don't miss out on your next opportunity. Apply directly to this role or create your profile to join the FlexC community and receive instant notifications for AI-matched jobs, and more. https://www.flexc.work/aboutus FlexC - Powering the Global Workforce with Transparency and Integrity
Experience Not Provided
Remote Opportunities - All US locations FlexC is seeking talented SAP Contractors to align to our clients forecasted project demands. This position represents one of our commonly recurring roles. Please apply to this Role and we will be in touch with more specific information. Take control of your consulting career and crush it with confidence! Your Opportunity You will have the opportunity to work closely with HR and IT experts with a focus on the implementation and support of SAP SuccessFactors Payroll projects to drive the HR IT transformation at our client. Key Responsibilities As a Functional Lead, facilitate technical and functional discussions regarding SAP Employee Central Payroll. Optimize HR and IT operational processes for SuccessFactors Employee Central and Employee Central Payroll by gaining a deep understanding of workflows. Establish trust with clients and team members by gaining buy-in for proposed solutions. Align HR and IT stakeholders to ensure operational stability for SuccessFactors Employee Central Payroll. Review, estimate, and implement enhancements to SAP Employee Central Payroll. Educate clients on various options for system configuration and design. Ensure timely delivery of high-quality deliverables that meet client expectations. Ensure operational stability for SAP SuccessFactors Employee Central Payroll. Maintain hands-on involvement to meet deadlines and ensure accuracy of key deliverables. Contribute to project success by managing work streams. Drive development of functional and systems specifications. Required Technical and Professional Expertise A minimum of four years of experience in configuring and implementing SAP SuccessFactors, with a successful track record of managing at least two full life cycle implementations of SuccessFactors Employee Central Payroll. Other essential skills include a strong aptitude for gathering and evaluating requirements from functional business owners, proficiency in configuring and testing the SuccessFactors Cloud Application suite, and a thorough understanding of integration technologies across SAP platforms and ecosystems. The ideal candidate should have experience in driving the development of both functional and systems specifications. Excellent communication skills (both written and spoken) in English are essential, with the ability to interact effectively across various seniority levels. Preferred Technical and Professional Expertise SAP Certification in SuccessFactors Payroll or Employee Central Proven work experience in a Professional Services environment or for an SAP Partner Experience with any one of the following SuccessFactor Products (in addition to Payroll): Performance & Goals, Recruiting, Compensation, Onboarding Experienced working within a multi-cultural and cross-functional organization in major global companies. FlexC’s statement regarding Compensation Range Transparency: FlexC discloses the range of hourly rates for advertised positions. The specified range for this particular role is $75 to $150 USD per hour. The final amount offered to the selected consultant will fall within this range, and will depend on various factors such as education, skills, experience, job responsibilities, and location. These determinations will be made during the candidate selection process. EEOC Statement FlexC is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, pregnancy, disability, age, veteran status, or other characteristics. © 2023 FlexC US. An Equal Opportunity Employer. M/F/Disability/Veterans. FlexC will consider qualified applicants with criminal histories in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance. All applicants applying for U.S. job openings must be authorized to work in the United States. COVID-19 If the position requires you to be onsite, you are required to be fully COVID-19 vaccinated prior to your start date and proof of vaccination status will be required before your start date. During the Onboarding process you will be asked to confirm your vaccination status, in case you are unable to get vaccinated for any reason, you can let us know at that stage. Please let us know if you are unable to be vaccinated due to medical or religious reasons. FlexC will consider such requests on a case by case basis subject to submission of required proof by the candidate before a stipulated date. Don't miss out on your next opportunity. Apply directly to this role or create your profile to join the FlexC Talent Community and receive instant notifications for AI-matched jobs, and more. https://www.flexc.work/aboutus FlexC - Powering the Global Workforce with Transparency and Integrity
Sap Successfactors, SAP SuccessFactors Employee Central Payroll , SAP SuccessFactors Employee Central ,
Expert (10+ Years)
Greetings from Star Union Dai-ichi Life Insurance Company! As discussed, please refer appended details and suggest suitable date & time for virtual presentation with students regarding our organization and opportunities available with us. At Star Union Dai-ichi Life Insurance, we draw our parentage from Bank of India, Union Bank of India and Dai-ichi Life of Japan. Our growth over the years has come from the immense contributions of our cross cultural workforce who have helped shape our work ethics and service delivery in the Insurance business. And as with any forward looking organization, our culture of inclusion and rewarding high performance is aimed at attracting and engaging people who are ambitious and enjoy working in an environment that stimulates and encourages growth. We put our minds and hearts to whatever we do! Passion, Simplicity, Integrity, Ambition, Humility and Innovation are our 6 guiding principles. We would like to partner with your esteemed institute and hire students. We at Star Union Dai-ichi believe in on-boarding young talent and grooming them into future leaders of the industry. Here, they will work with and learn from people who constantly strive to take themselves along with this company to the next level. About us: Star Union Dai-ichi Life Insurance Co. Ltd. (SUD Life) is a joint venture (JV) of Bank of India, Union Bank of India and Dai-ichi Life, a leading life insurance company of Japan. Bank of India and Union Bank of India are leading Indian public sector banks and have a robust nationwide network. Dai-ichi Life is the second largest life insurance company of Japan and is one of the top ten life insurers in the world. Dai-ichi Life was established in 1902 and is a recognized brand name across the globe. Dai-ichi Life is renowned for sound product knowledge, superior asset management skills, and strong operational capabilities to manage life insurance businesses globally. SUD Life is committed to providing insurance products across various strata of society and geographies as per the needs of the customer. At SUD Life, the customer commands topmost priority. The promoters of SUD Life have a long-term commitment towards their customers and stake holders and have earned the trust of 64 million customers. These strengths and values have been inherited by SUD Life, as we make our way to become the next rising star in the Indian life insurance business, promising exceptional value to all our stakeholders Profile Description: As discussed we have vacancies in our Bancassurance Vertical at Multiple locations in Gujarat Region:- Position: 1. Insurance Officer/Relationship Officer (Depends on Qualification) 2. Sr. Insurance Officer / Sr. Relationship Officer (Depends on Qualification/Experience) Compensation: The compensation-Cost To Company for PG students starts at CTC of Rs. 2.75 Lacs - Rs 3.25 Lacs + Performance based Incentive + Other benefits (such as Group Term Life Insurance; Mediclaim facility (Including dependents / Group Term Life). Objective The primary position responsibility is to achieve the targeted revenue & profitability, by driving overall month on month sales v/s target in line with SUD Life’s overall vision and philosophy. Job Description / Job Profile / Key Responsibilities :- Business Generation & Result Orientation Identifies business opportunities and generate leads through Bank Branches by actively participating in Bank Branch operations etc. Sells product by establishing contacts with the leads and developing relationships with the prospect; recommending solutions Maintains relationship with clients by providing support, information, and guidance; researching and recommending new opportunities. Identifies product improvements by remaining current on industry trends, market activities, and competitors Makes presentation to prospective clients with high energy level Plans and meets sales goals month on month Prepares report by collecting, analysing and summarizing information Maintains quality service by establishing and enforcing organization standards Maintains professional and technical knowledge by attending workshops facilitated by SUD Life Persistency Ensure desired quality of business, need based selling & right product mix to achieve the required persistency standards Stakeholder Management Maintain utmost levels of responsiveness to requirements from the Branch Manager/Unit Manager Our people practices are competitive and aspire to reach the hearts and minds of our employees across career levels and geographies. We look forward to connect with you in person. For Details kindly check:- http://www.sudlife.in Looking forward to hear from you.
Life Insurance, Insurance Business, Forward Looking, Business Generation, Generate Leads, Branch Operations, Term Life Insurance, Business Opportunities, Product Mix, Cross Cultural
Starter (0-3 years)
Pune, Maharashtra, India