Job description To check the Manufacturing Packing activities in the Department as per the plan. Ensure the storage location of instruments and equipment in the Department. To prepare Production Plan as per Delivery schedule. To handle QMS documents like Change Control and Deviation of the Department. To investigate and found out root cause analysis of any identified problem. Report and initiate incident occur in Department to Quality Assurance, Human resource and Safety Department. To check for the availability of Raw Material and Packing material as per the Production Plan. To plan and allocate manpower to the particular section to meet the Production Plan. To implement QEHS policy and ensure participation and consultation of worker. To check the raw material and packing material availability in SAP to execute the Production Plan. Intimate material shortages to planning department. Reporting of Hazards, Incident, accidents and near miss of the Department. To prepare and Review OHS performance Document of the Department. To conduct training of employees and workmen related to Departmental SOP, OHS and cGMP. To ensure compliance of Safety Measures. Implementation and Documentation of ISO 9001:2015, ISO 14001:2015 and ISO 45000:2018. To ensure proper segregation of material, quality of products, cleanliness of machines, walls, flooring, ceiling, windows and scrap area. To improve product quality and productivity. To co-ordinate with QA, QC, Stores, HR, IT, EHS and Engg. Department for smooth running of Department. To follow and implement cGMP in the department. To maintain quality products and maintain quality norms. To ensure work permit system is followed during cleaning and maintenance activities. To ensure disposal of waste is done in proper way . To ensure avoidance of breach of data integrity at all levels. To prepare and review BMR, BPR and SOPs of the Department. To ensure the cleaning of pre- filters as per SOP. To determine internal and external QEHS issues as well as needs and expectations of relevant interested parties and monitor the same. To implement QEHS policy objectives. Ensure use of PPE. To ensure work permit system during maintenance activities. To ensure disposal of waste To observe and check proper utilization of man, machine and material including utilities and resources like Electricity, Water, steam and Compressed air to get higher productivity. To ensure that preventive maintenance of the machines is done by the maintenance department. To complete monthly production plan. To do monthly verification of weighing balances. To coordinate external parties to do quarterly and yearly calibration of instruments. To maintain record of cycle time of products To maintain changeover data of products. To verify logbooks from Head of department. Authorized to prevent improper workplace conditions. Authorized for reporting of Hazards, Incident, and accidents and near miss Reporting. Ensuring implementation of effective Sanitation Hygiene activities at all the levels. B. Pharmacy Role: Production & Manufacturing - Other Industry Type: Pharmaceutical & Life Sciences Department: Production, Manufacturing & Engineering Employment Type: Full Time, Permanent Role Category: Production & Manufacturing - Other Education UG: Any Graduate PG: Any Postgraduate Key Skills EHSSAPManager Quality AssuranceISO 14001PharmacyPackagingHRWindowsRaw materialPreventive maintenance

Job description Handle candidate's inquiries, data management, lead generation targets. Accurately recording call details, candidates feedback, and follow-up requirements in a CRM system, Identifying and qualifying leads through phone conversations.Lead Generation Perks and benefits Incentive uptoRs.50,000(FiftyThousand),Only Female Role: Recruitment & Talent Acquisition - Other Industry Type: Education / Training Department: Human Resources Employment Type: Full Time, Permanent Role Category: Recruitment & Talent Acquisition Education UG: Graduation Not Required Key Skills Skills highlighted with ‘‘ are preferred keyskills Lead GenerationAdmissionsCounselling Student CounselingConversionsEnrollmentCareer Counselling

Job description Key Responsibilities: Collaborate with hiring managers to understand staffing needs and develop job descriptions Source candidates through various channels (e.g., job boards, LinkedIn, employee referrals, career fairs) Screen resumes and applications; conduct initial phone screens and interviews Coordinate interviews with hiring teams and manage candidate communications Maintain and update applicant tracking system (ATS) with accurate candidate records Develop talent pipelines for future hiring needs Participate in employer branding activities and recruiting events Ensure compliance with employment laws and internal policies Prepare and extend job offers; assist in negotiation processes as needed Provide data and reports on hiring metrics (e.g., time-to-fill, source of hire) Requirements Qualifications: Bachelors degree in Human Resources, Business Administration, or related field 1 - 2 years of experience in recruiting or talent acquisition preferably into Tech recruitment Familiarity with ATS (e.g., Zoho) and sourcing tools Excellent communication and interpersonal skills Strong organizational and time-management abilities Ability to manage multiple openings simultaneously Understanding of full-cycle recruiting and modern sourcing techniques Certification in Talent Acquisition or HR (e.g., SHRM-CP, PHR) is a plus "," Role: Human Resources - Other Industry Type: Retail Department: Human Resources Employment Type: Full Time, Permanent Role Category: Human Resources - Other Education UG: Any Graduate PG: Any Postgraduate Key Skills StaffingTalent acquisitionManagement systemsE-commerceLogistics managementData analyticsWarehouse managementTechnology solutionsRecruitmentStore management

Job description 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 t

Job description THE ROLE Span of Control: Drive Talent & Performance Management projects, across levels, functions, practices and locations. Qualification: MBA / Graduate from a Tier 1 institute Post Qualification Experience: 2 -4 years in Talent and Performance Management funtion Designation: Senior Executive Reporting to: Senior Manager - Talent & performance Management CoE JOB RESPONSIBILITIES The incumbent will primarily be in charge of: Talent Management Assist in the design and implementation of talent frameworks, assessment centres, and career development initiatives. Collaborate with HRBP and leadership teams to design and support developmental interventions. Performance Management Support in driving the performance management cycle for legal and allied members. Partner with stakeholders to ensure adoption of a continuous performance feedback culture and alignment with Firm goals. HR Analytics Generate and analyze people data to identify trends, risks, and opportunities. Provide actionable insights, and support data-driven decision-making for talent strategy. Engagement & Surveys Manage the end-to-end process for employee engagement surveys, including survey design, execution, analysis, and action planning. Track progress on engagement initiatives and ensure regular communication with relevant stakeholders. Strategic Firm initiatives Contribute to the development and rollout of Firm-wide initiatives such as culture-building programs, digitisation, and engagement programs. Support the evaluation and impact measurement of such initiatives. Stakeholder Management Collaborate with HRBPs, business leaders, and external members to ensure seamless execution of COE programs and alignment with Firm priorities. Continuous Improvement Stay updated on industry best practices and support ongoing improvements in COE processes, tools, and methodologies. CANDIDATE PROFILE EDUCATION AND PRIOR EXPERIENCE 24 years of experience in HR roles with exposure to conceptualising and designing programs. Strong analytical mindset with proficiency in Excel and/or HR analytics tools. Excellent communication, project management, and stakeholder engagement skills. Role: HR Business Advisory - Other Industry Type: Management Consulting Department: Human Resources Employment Type: Full Time, Permanent Role Category: HR Business Advisory Education UG: Any Graduate PG: Any Postgraduate Doctorate: Doctorate Not Required Key Skills Skills highlighted with ‘‘ are preferred keyskills Talent Management Talent PlanningPMSPerformance ManagementHR AnalyticsStakeholder Management

Job description The key outcomes expected from one in this role would be: 1. Strategic HR Leadership: Develop and implement HR strategies that align with the companys business goals and objectives. Serve as a strategic partner to senior management, providing insights and recommendations on HR matters. 2. Talent Acquisition and Management: Oversee the recruitment process to attract, select, and retain top talent. Implement effective onboarding programs to ensure new hires are integrated smoothly into the organization. Develop and manage career development and succession planning programs. 3. Employee Relations and Engagement: Foster a positive and inclusive work environment that promotes employee engagement and satisfaction. Address employee concerns and grievances in a timely and professional manner. Conduct regular employee satisfaction surveys and develop action plans based on feedback. 4. Performance Management: Implement and manage performance appraisal systems to ensure fair and consistent evaluations. Work with managers to identify performance improvement plans and training needs. Facilitate training and development programs to enhance employee skills and performance. 5. Compensation and Benefits: Oversee the development and implementation of competitive compensation and benefits programs. Ensure compliance with industry standards and regulatory requirements. Conduct regular market analysis to ensure compensation structures are competitive. 6. Compliance and Policy Management: Ensure compliance with all local, state, and federal employment laws and regulations. Develop, update, and enforce HR policies and procedures. Conduct regular audits to ensure HR practices are compliant and up-to-date. 7. HR Analytics and Reporting Utilize HR metrics and analytics to inform decision-making and improve HR processes. Prepare regular reports on HR activities, including staffing, turnover, and employee engagement metrics. What you will bring to the table: Bachelor's degree in Human Resources, Business Administration, or a related field. A Masters degree or HR certification (e.g., SHRM-CP, PHR) is preferred. 8-10 years of progressive HR experience in the manufacturing industry, with at least 5 years in a leadership role. Strong leadership and team management skills. Excellent communication and interpersonal abilities. In-depth knowledge of labor laws and HR best practices. Proficiency in HR software and systems. Strong analytical and problem-solving skills. Keywords HR Head,Assistant Manager HR,Sourcing,Induction,Training & Development,Performance Management,Talent Acquisition,Employee Relations,Human resource*,Human resource Management* Role: Head - HRBP Industry Type: Import & Export Department: Human Resources Employment Type: Full Time, Permanent Role Category: HR Operations Education UG: Any Graduate PG: Any Postgraduate Doctorate: Doctorate Not Required Key Skills Skills highlighted with ‘‘ are preferred keyskills Human resource Management SourcingEmployee RelationsPerformance ManagementTraining & DevelopmentTalent Acquisition

Job description Job Purpose Implementing HR Strategy action plan, developmental measures timely implementation of all People Processes both taken from the Unit HR and RHR. Executing HR ERP system required under Poornata in the role of WFA. Job Context & Major Challenges Birla Carbon, Gummidipoondi unit is in the process of becoming a world class company with development of it s human resources to world class level. In this direction, Skill and Competency Matrix of all employees are prepared, skill gaps are identified and employees are getting trained to develop their Competency level. Also, all possible opportunities are extended to employees to enhance their knowledge and skill base. Further, HR Strategy has been developed aligned with Business Strategy for HR to support in Organizations Business growth. In order to improve competency level of employees and to bring about all round growth in them we are in the process of implementing Talent Management, Job Description and evaluation and competency management systems. Major Challenges: Achieving e-learning penetration rate of 80%, Preparing and providing manpower data required for Poornata, Implementing various beneficial schemes in the township towards people engagement, Accurately and timely execution of Annual Compensation review. Key Result Areas KRA (Accountabilities) (Max 1325 Characters) Supporting Actions (Max 1325 Characters) KRA1 TRAINING Organise Orientation, Induction training for new & transferred employees for them to acquaint with companies system & procedures to make them feel at home. Conducting need based training programmes to enhance employees competency level Organising welcome session Induction and orientation programmes. Arranging Trg. evaluation. Conducting behavioural training programmes for Junior Management and Staff Cadre empl oyees. Extending necessary inputs and facilities for Summer Trainees. KRA2 PEOPLE PROCESSES Conducting Bi-annual Survey for enhancing Internal Customer Satisfaction level. Preparation for survey. Conducting survey and providing customer feedback to suppliers. Supporting suppliers to prepare their action plan. KRA3 Implementing Performance Appraisal system for assessing performance of employees during the year Preparation of appraiser, reviewer, appraisee statement. Timely preparation and distribution of PA forms. Preparation of department wise assessment statement. Preparation of CIR and Goal setting formats individual wise and distribution to Appra iser, Departmental Heads. KRA4 Assisting in preparation of CTC statement for GMs and above for HTC,India and Variable Pay for Gmpd, preparation of documents for JD and JE Preparation of CTC statement for GMs and above for HTC India. Preparation of compensation statement and individual CTC statements and Variable Pay for HTC Gmpd. KRA5 Preparing JD and JE documents for different jobs in respect of management cadre employees Review of existing JDs in discussion with department heads. Preparation of JDs for new Joinees in line with existing Jobs. Maintaining all soft JDs in order. KRA6 GROUP LEVEL AND BUSINESS LEVEL HR INITIATIVES Providing relevant information as per the system requirement for Poornata in the capa city of workforce Administrator. Coordinating for HR MIS for Poornata project as Work Force Coordinator. Upkeep of employee datas as per the system compliance. Coordinating with Poornata Corporate Coordinators for system implementation KRA7 Achieving 80% penetration rate in e-learning in the capacity of e-facilitator. Conducting Awareness programme for new employees Motivating the existing employees to complete one course per month per employee. Monitor and follow up with the unit e-resource facilitators. Coordinating with Gyanodaya Virtual Campus for effective implementation of e-learning system at Unit. Coordinating with branch offices for building e-learning culture to meet their target . KRA8 Assisting Functional Head in meeting Group and Business level HR requirements. Maintaining and updating required HR MIS. Collection of data and preparation of statements, do

Job description handling recruitment, employee records, attendance, and day-to-day office operations. The role also involves managing petty cash, maintaining expense records, coordinating with vendors, and ensuring smooth functioning of the center. Required Candidate profile Strong communication, organizational, and MS Office skills are a must. Prior experience in a similar multi-functional role is preferred. Perks and benefits Attractive Incentives Role: HR Generalist Industry Type: Education / Training Department: Human Resources Employment Type: Full Time, Permanent Role Category: HR Operations Education UG: Any Graduate Key Skills Skills highlighted with ‘‘ are preferred keyskills Recruitment AdministrationAccount Management

Job description Actively hiring HR Manager having more than 10 years of professional working experience in entire HR activities in any manufacturing industries. Must have exposure in recruitment & Selection, Payroll, Compensation & Benefits, PMS, Employee engagement Role: HR Generalist Industry Type: Pharmaceutical & Life Sciences Department: Human Resources Employment Type: Full Time, Permanent Role Category: HR Operations Education UG: Any Graduate PG: MBA/PGDM in HR/Industrial Relations Key Skills Skills highlighted with ‘‘ are preferred keyskills Human Resource Management HR Generalist ActivitiesHRMPayroll ManagementPFESICHR OperationsStatutory ComplianceAttendance ManagementTime Office ManagementSalary ProcessingPayroll Processing

Job description Interested Candidates requested to Send Resumes to wsphr@meghaeng.com. A Site HR & Admin professional in the infrastructure industry plays a crucial role in managing workforce-related activities and ensuring smooth site operations. JOB LOCATION: PAN India HR and Admin Roles and Responsibilities: Coordinating with the corporate HR team to hire skilled and unskilled workers. Managing onboarding, document verification, and induction programs. Employee Relations & Industrial Relations: Handling grievances, conflicts, and disciplinary actions. Liaising with labour unions and ensuring industrial harmony. Payroll & Compliance: Ensuring attendance tracking and salary processing. Managing statutory compliance (PF, ESI, labour laws, etc.). Keeping records of contract labour and ensuring contractor compliance. Training & Development: Conducting skill enhancement programs and safety training. Ensuring compliance with site-specific training requirements. Workforce Management: Maintaining an updated database of manpower deployment. Managing shift rosters, leaves, and absenteeism. Site Office Management: Ensuring smooth operations of the site office. Managing office security, housekeeping, and logistics. Facilities & Welfare Management: Supervising worker accommodations, canteens, and sanitation facilities. Ensuring compliance with health and safety regulations. Liaison & Compliance: Coordinating with government authorities for labour licenses and site permissions. Ensuring adherence to environmental, safety, and legal norms. Vendor & Asset Management: Managing contracts with service providers (transport, catering, security). Maintaining records of company assets and site inventory. Key Requirements: Bachelors degree in HR, Business Administration, MHRM, MSW or a related field. 5-10 years of experience in Site HR and Admin activities preferably in infrastructure, construction, or engineering sectors. Strong knowledge of Statutory Compliances. Ability to handle multiple activities and work in a fast-paced environment. Role: HR Generalist Industry Type: Engineering & Construction Department: Human Resources Employment Type: Full Time, Permanent Role Category: HR Operations Education PG: MBA/PGDM in HR/Industrial Relations Key Skills Skills highlighted with ‘‘ are preferred keyskills HRStatutoryIndustrial Relations CanteenContract Labour ManagementHRMComplianceLabour LawsContract LabourHuman Resource ManagementTime OfficeIRRecruitmentPayrollWelfareTraining And DevelopmentEmployee RelationsEmployee WelfareLabour Welfare