business partner

Woodward, Inc.

<div>Woodward is committed to creating a great workplace for all team members. Our company and its members are committed to acting with integrity, being respectful and accountable to one another, and staying humble and driven, while maintaining the highest professional and ethical standards.
We are steadfastly committed to attracting the best talent across our communities creating a rewarding workplace. Together we are fulfilling our purpose to design and deliver energy control solutions our partners count on to power a clean future.
Woodward supports our members&rsquo; wellbeing and regularly benchmarks with other companies in our industry to offer an extensive Total Reward package for this position. Salary will be determined by the applicant's education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data.
HR Business Partner I Base Salary Range: Min: 61,500 Mid: 76,900 Max: $92,280
Senior HR Business Partner Base Salary Range: Min: 77,200 Mid: 96,500 Max: $115,200<ul><li>
All members included in annual cash bonus opportunity.<ul><li>
401(k) match (4.5%)</li><li>
Annual Woodward stock contribution (5%)</li><li>
Tuition reimbursement and Training/Professional Development opportunities for all members</li></ul></li><li>
12 paid holidays, including floating holidays.</li><li>
Industry leading medical, dental, and vision Insurance upon date of hire</li></ul><ul><li>
Vacation / Sick Time / Vacation Buy-up / Short Term Disability / Bereavement leave.</li><li>
Paid parental leave.</li><li>
Adoption Assistance</li><li>
Employee Assistance Program, including mental health benefits.</li><li>
Member Life &amp; AD&amp;D / Long Term Disability / Member Optional Life</li><li>
Member referral bonus</li></ul><ul><li>
Spouse / Child Optional Life / Optional AD&amp;D / Healthcare and Dependent Care Flexible Spending</li><li>
Voluntary benefits, including:</li></ul><ul><li>
Home / Auto Insurance discounts</li><li>
Whole Life Insurance / Critical Illness Insurance / Legal Assistance / Military Leave</li></ul>
An HR Business Partner (HRBP) is a strategic role within the human resources function that works closely with business leaders to align HR initiatives with organizational goals. Their responsibilities typically include:
Strategic Alignment: Partnering with senior leaders to understand business goals and develop HR strategies that support organizational objectives. Leadership Coaching: Acting as a trusted advisor to leaders, providing guidance on people management and leadership development. Workforce Planning: Collaborating with management to ensure the right talent is in place to meet future business needs, including succession planning and talent management. Data-Driven Decision-Making: Analyzing HR metrics and workforce data to provide insights and recommendations to business leaders. Change Management: Assisting in managing organizational changes, such as restructures or mergers, and ensuring employees adapt smoothly. Talent Development: Identifying training needs, designing development programs, and fostering career growth opportunities for employees. Performance Management: Supporting the design and implementation of performance appraisal systems, providing coaching to managers, and ensuring continuous employee development. Employee Relations: Acting as a consultant for managers and employees on HR policies, resolving workplace issues, and promoting a positive work environment. Compliance: Ensuring adherence to labor laws and HR policies while mitigating risks for the organization.
The HRBP role requires strong interpersonal, analytical, and consulting skills to drive organizational success.
How We Distinguish Between HR Business Partner 1 and Senior HR Business Partner
Strategic Focus:<ul><li>
HR Business Partner I focuses on supporting and updating strategic workforce plans, working with Talent Acquisition, and assisting in operational HR tasks.</li><li>
Sr HR Business Partner (HR Business Partner II) is responsible for developing and implementing HR strategies that align with organizational goals, with a greater emphasis on strategic planning and decision-making.</li></ul>
Talent Management:<ul><li>
HR Business Partner I supports Talent Acquisition by assisting with job descriptions, recruitment, and onboarding.</li><li>
Sr HR Business Partner leads talent management efforts, including identifying talent gaps, creating recruitment strategies, managing employee retention, and overseeing the performance management process.</li></ul>
Employee Relations:<ul><li>
Both roles address employee relations issues such as conflict resolution and disciplinary actions. However, HR Business Partner II is involved in more complex cases, including escalation procedures and ensuring a positive workplace environment.</li></ul>
HR Analytics:<ul><li>
HR Business Partner I supports administrative HR reporting and provides basic data analysis for decision-making.</li><li>
Sr HR Business Partner takes on a more advanced role in HR analytics, analyzing metrics, identifying trends, and providing actionable insights to senior management through dashboards and reports.</li></ul>
Leadership and Influence:<ul><li>
HR Business Partner I focuses on supporting HR initiatives and providing coaching to employees.</li><li>
Sr HR Business Partner demonstrates leadership by mentoring HR staff, influencing stakeholders, and negotiating with senior leaders to drive organizational change.</li></ul>
Compliance and Legal Oversight:<ul><li>
Both roles ensure compliance with labor laws, employment standards, and health and safety regulations. However, Sr HR Business Partner works closely with legal counsel to ensure policies are aligned with all applicable laws, indicating a deeper involvement in legal matters.</li></ul>
Skill Set and Experience:<ul><li>
HR Business Partner I requires foundational skills in HR operations, communication, and problem-solving, with an operational focus.</li><li>
Sr HR Business Partner requires advanced skills in strategic thinking, change management, data analysis, and leadership, reflecting a senior-level role with broader responsibilities.</li></ul>
Application window is anticipated to close 30 days from original posting date.
This information is provided in compliance with the Colorado Equal Pay for Equal Work Act and is the company&rsquo;s good faith and reasonable estimate of the compensation range and benefits offered for this position. The compensation offered to the successful applicant may vary based on factors including experience, skills, education, location, and other job-related reasons.
This position requires use of information which is subject to the International Traffic in Arms Regulations (ITAR) and/or the Export Administration Regulations (EAR). All applicants must be U.S. Persons within the meaning of the ITAR and EAR, or eligible to obtain all required authorizations from the U.S. Department of State and/or the U.S. Department of Commerce. The ITAR defines a U.S. Person as a U.S. citizen or national, lawful permanent resident (i.e., 'Green Card holder'), or a protected person (e.g., asylee, or refugee).
Woodward is an equal opportunity employer and does not discriminate in hiring or employment on the basis of race, color, religion, sex (including sexual orientation and gender identity), national origin, age, disability, protected veteran status, or any other category protected under federal, state, or local laws.</div>

HR Business Partner/Senior HR Business Partner

Ounass

At Ounass, people are at the heart of everything we do. As our People Business Partner, you ll play a key role in shaping how our teams grow, perform, and thrive bringing together data, empathy, and strategy to create a world-class employee experience.
You ll act as the bridge between business strategy and people operations, partnering with leaders to drive performance, engagement, and organizational excellence while supporting our evolving culture of collaboration and innovation.
What You ll Be Doing
<ul>
<li>Ensure timely completion of all employee lifecycle activities, from onboarding to exit, maintaining accurate HR data across systems</li>
<li>Serve as a trusted advisor to employees and managers, fostering engagement, communication, and a high-performance culture</li>
<li>Supporting in developing workforce plans that address future talent needs, skill gaps, and succession planning</li>
<li>Partner with People &amp; Culture director and leadership to implement the People strategy within your function, ensuring alignment with the company s wider goals</li>
<li>Drive organizational development and change management initiatives in collaboration with the People &amp; Culture Director</li>
<li>Oversee day-to-day HR operations, ensuring smooth delivery of performance management, reward, and employee relations practices</li>
<li>Collaborate with the Talent Acquisition team to align sourcing and selection approaches with business needs</li>
<li>Analyze HR metrics and dashboards to identify trends, measure impact, and propose continuous improvement opportunities</li>
<li>Support the implementation of fixed and variable pay programs, salary reviews, and bonus cycles in line with Group guideline</li>
<li>Identify high-potential employees and implementing leadership development programs to groom future leaders and ensure a strong leadership pipeline</li>
<li>Assessing the training needs of employees and design tailored development programs to enhance their skills and knowledge</li>
<li>Contribute to budget planning and cost control within the People function</li>
</ul>
What You ll Bring
<ul>
<li>Minimum 5 years experience in an HRBP or People Partner role, ideally within a fast-paced, growth-oriented organization</li>
<li>Strong understanding of HR frameworks including performance management, compensation, and employee engagement</li>
<li>Excellent stakeholder management and influencing skills you connect naturally with leaders and teams alike</li>
<li>Analytical mindset with the ability to translate data into actionable insights</li>
<li>A proactive, solutions-oriented approach with a passion for developing people and culture</li>
<li>Ability to navigate ambiguity and adapt to changing circumstances in the fast-paced e-commerce environment</li>
</ul>

People Business Partner

MAERSK

<div>APM Terminals
<h2 class="jobSectionHeader">People Business Partner &ndash; APM Terminals Bahrain
</h2><h3 class="jobSectionHeader">About APM Terminals
</h3>APM Terminals operates one of the world&rsquo;s most comprehensive port networks, enabling global commerce and economic growth through efficient and sustainable terminal operations. As part of A.P. Moller &ndash; Maersk, we are committed to being a world leader in port operations and inland services, delivering safe, reliable, and customer-focused logistics solutions that connect and simplify our customers&rsquo; supply chains.
With a presence in over 60 countries and a diverse workforce of more than 20,000 employees, APM Terminals continues to drive innovation, operational excellence, and sustainable growth in the global ports and logistics industry.
<h3 class="jobSectionHeader">About APM Terminals Bahrain
</h3>APM Terminals Bahrain operates Khalifa Bin Salman Port (KBSP) &ndash; the Kingdom&rsquo;s key maritime gateway. Strategically located to serve as a regional hub, the terminal connects Bahrain to major global trade routes and supports the country&rsquo;s vision for logistics-led economic growth.
 
With a strong focus on safety, performance, and people development, APM Terminals Bahrain takes pride in fostering a culture of collaboration, continuous improvement, and customer-centricity.
<h3 class="jobSectionHeader">The Role: People Business Partner
</h3>The People Business Partner acts as a trusted advisor to the business leadership team, providing strategic and operational HR partnership that supports APM Terminals Bahrain&rsquo;s people agenda and overall business performance.
 
This role plays a pivotal part in building organizational capability, driving talent development, and ensuring a high-performing, engaged, and inclusive workforce.
<h3 class="jobSectionHeader">Key Responsibilities
</h3>Strategic Partnering
<ul><li>Partner with business leaders to translate organizational goals into actionable people strategies.
</li><li>Provide insights and advice on workforce planning, talent development, succession planning, and organizational design.
</li><li>Actively contribute to leadership discussions to influence decision-making through a people-first lens.
</li></ul>Talent &amp; Performance
<ul><li>Lead performance management cycles and drive a culture of continuous feedback and accountability.
</li><li>Partner with the Talent Acquisition team to attract, develop, and retain high-quality talent aligned with APMT values.
</li><li>Support leadership in identifying critical roles and building robust succession pipelines.
</li></ul>Employee Engagement &amp; Culture
<ul><li>Drive employee engagement initiatives and support leadership communication and change management.
</li><li>Act as a custodian of APMT&rsquo;s values and leadership behaviors, fostering a safe, inclusive, and high-performance culture.
</li><li>Collaborate closely with global and regional HR teams to roll out people programs and engagement surveys.
</li></ul>Operational Excellence
<ul><li>Ensure compliance with local labor laws, internal HR policies, and Maersk Group standards.
</li><li>Lead or support HR process improvements and digital HR initiatives.
</li><li>Provide coaching and guidance to line managers on complex employee relations matters.
</li></ul><h3 class="jobSectionHeader">Who We Are Looking For
</h3><ul><li>Experience: 7&ndash;10 years of progressive HR experience, ideally in a business partnering or generalist role within a multinational or industrial setup.
</li><li>Expertise: Strong understanding of talent management, organizational development, and employee engagement.
</li><li>Partnership Mindset: Proven ability to build credibility and trusted relationships with business leaders.
</li><li>Capabilities: Strong analytical, problem-solving, and influencing skills.
</li><li>Education: Bachelor&rsquo;s degree in HR, Business Administration, or related field; Master&rsquo;s degree or HR certification is an advantage.
</li><li>Culture Fit: A team player who thrives in a fast-paced, dynamic environment and aligns with APMT&rsquo;s values of Constant Care, Humbleness, Uprightness, Our Employees, and Our Name .
</li></ul><h3 class="jobSectionHeader">What We Offer
</h3><ul><li>An opportunity to be part of a global leader in port operations and logistics.
</li><li>A collaborative and inclusive work culture that values growth, innovation, and sustainability.
</li><li>Exposure to regional and global HR initiatives, with strong learning and development opportunities.
</li></ul>Maersk is committed to a diverse and inclusive workplace, and we embrace different styles of thinking. Maersk is an equal opportunities employer and welcomes applicants without regard to race, colour, gender, sex, age, religion, creed, national origin, ancestry, citizenship, marital status, sexual orientation, physical or mental disability, medical condition, pregnancy or parental leave, veteran status, gender identity, genetic information, or any other characteristic protected by applicable law. We will consider qualified applicants with criminal histories in a manner consistent with all legal requirements. 
We are happy to support your need for any adjustments during the application and hiring process. If you need special assistance or an accommodation to use our website, apply for a position, or to perform a job, please contact us by emailing accommodationrequests@maersk.com .</div>

Description At CDW, we make it happen, together. Trust, connection, and commitment are at the heart of how we work together to deliver for our customers. It's why we're coworkers, not just employees. Coworkers who genuinely believe in supporting our customers and one another. We collectively forge our path forward with a level of commitment that speaks to who we are and where we're headed. We're proud to share our story and Make Amazing Happen at CDW. Job Summary The Sr CWS (HR) Business Partner is an integral part of the Coworker Success (HR) organization as well as an indispensable strategic partner to the business unit it supports. As a Sr Business Partner, you are seen as a trusted advisor and an extension of the leadership team within your business client group. Business Leaders call on you to help think through their most difficult and strategic talent challenges. Simply put, Business Partners are the bridge between talent and strategy. In this role, you will have the chance to leverage your HR expertise across our organization, translating global programs into impactful local and business oriented solutions. Senior leaders seek out your guidance on how to assess, motivate and reward their teams, as well as come to you as a trusted advisor and partner to link talent strategy to our business outcomes. You will also act as a peer leader and a CWS subject matter expert. This role's success depends on the ability to build trusting and collaborative relationships with all areas of CWS and the business units you support. The capability to influence leaders and navigate complexity is critical in this role, along with balancing day-to-day tasks while executing a long-term talent roadmap. In this role, you will serve as a talent advocate, cultural ambassador innovator and leadership consultant. What you will do<ul><li>Proactively engage and consult with business leaders to provide relevant, credible guidance to build talent solutions to drive business outcomes. </li><li>Proactively provide support and resources to current and new senior leaders. Connect regularly with new leaders to provide key perspective, guidance, and connections to enable their success. </li><li>Recommend solutions, participate and support organization change initiatives. Provide strategy recommendations, help execute and drive change adoption. </li><li>Anticipate coworker risk assessments, recommend collateral and comms plan creation, own delivery & execution, & maintenance/continuation. </li><li>Collaborate with leaders to assess talent and org synergies. Execute on integration steps. </li><li>Participate in and act as stakeholder in organizational design conversations with the business, provide recommendations and help execute from a people standpoint. </li><li>Evaluate needs with functional leaders, provide input and perspective based on expertise to navigate and guide job creation. </li><li>Knows when and how to pull in the appropriate resources/stakeholders. </li><li>Identify, create, and facilitate talent management strategies at the function level. </li><li>Collaborate and advise on succession/workforce planning conversations and tactical execution. </li><li>Build and care for successful working relationships with Centers of Excellence (COE). Provide base level guidance and introductions to COE stakeholders as relevant to director+. Act as partner and support successful execution of COE requests. Identify strategic support needed for key initiatives within the business (i.e. training on PIPs, compensation modeling, etc.). Support and facilitate packaging of feedback and resolution between the business and COEs. </li><li>Partner with COEs to enable leaders & coworkers with proper resources & contacts to complete successful programs, such as Performance and Talent Reviews, Engagement Surveys, and other HR-led initiatives/programs. Serve as point of contact/lead liaison for assigned key cyclical initiatives by leadership. Drive engagement where appropriate of key strategic programs as assigned or outlined by leadership.</li></ul> What we expect of you<ul><li>Bachelor's degree and 5 years' experience in HR with increasing levels of scope and complexity OR</li><li>Master's degree and 3 years' experience in HR with increasing levels of scope and complexity OR</li><li>9 years' experience in HR with increasing levels of scope and complexity without a degree </li><li>Experience working closely alongside, influencing, and supporting senior leaders in an organization</li><li>Demonstrated ability to effectively coach and guide senior leaders on complex talent strategies and needs</li><li>Excellent verbal and written communication skills with the ability to communicate effectively and in a constructive, professional manner with stakeholders at all levels</li><li>Proven track record of strong interpersonal skills and good judgment to manage sensitive and confidential matters</li><li>Exceptional navigation through conflict resolution and problem-solving skills</li><li>Demonstrated business acumen, including thorough understanding of business dependencies and cross functional collaboration</li><li>Project management skills</li><li>Demonstrated ability to balance competing priorities/projects with the ability to adapt to the changing needs of the business while meeting deadlines and providing high quality work and service level</li><li>Strong leadership skills with the ability to lead/influence a successful team or project</li><li>Research and analyze information to make advanced employee relations decisions and recommendations</li><li>Proficient in Microsoft Office applications</li><li>Travel to CDW locations as needed</li></ul>Pay range: $ 88,000 - $ 122,400 depending on experience and skill set Annual bonus target of 5% subject to terms and conditions of plan Benefits overview: Salary ranges may be subject to geographic differentialsWe make technology work so people can do great things. CDW is a leading multi-brand provider of information technology solutions to business, government, education and healthcare customers in the United States, the United Kingdom and Canada. A Fortune 500 company and member of the S&P 500 Index, CDW helps its customers to navigate an increasingly complex IT market and maximize return on their technology investments. Together, we unite. Together, we win. Together, we thrive.CDW is an equal opportunity employer. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status or any other basis prohibited by state and local law. <img src="https://www.jobg8.com/Tracking.aspx?00kgJ%2bE2%2byq8WX1LInmJVMC%2b4jReqMbNd" width="0" height="0" />

Sr Business Partner

IKO Industries

<div><div>Fantastic Opportunity to Be Part of a Great Team!</div><div></div><div>
Blair Rubber Co. is the manufacturer of and worldwide supplier of roofing membranes and ancillary products, and rubber linings which protect vessels and equipment from corrosion and abrasion in the harshest chemical environments. We deliver the shortest lead times in the industry and utilize the highest equipment technology to support our process.</div><div></div><div>
Job Description</div><div></div><div>
Job Title: HR Business Partner - Plant</div><div>
Job Summary: The HR Business Partner Plant provides comprehensive day-to-day support to plant employees and leadership, fostering collaborative relationships to deliver HR expertise that aligns with organizational goals. Collaborates closely with HR Managers and business leaders to execute HR strategies and initiatives.</div><div>
Job Responsibilities:</div><ul><li>
HRBP I plant responsibilities</li><li>
Partner with business unit leaders to understand their objectives and provide strategic HR support and guidance.</li><li>
Contribute to employee relations efforts, including conducting investigation and facilitating conflict resolution meetings and training.</li><li>
Support talent management initiatives, coaching leaders to create effective performance improvement and development plans.</li><li>
Assist in the development and implementation of HR policies, procedures, and guidelines that support corporate objectives.</li><li>
Manage exit interview process and provide analysis and follow up to improve areas of concern.</li><li>
Ensure accessibility to employees, gather feedback, and contribute ideas to enhance employee satisfaction and improve organizational culture.</li></ul><div>
Skills and Experience:</div><ul><li>
Bachelor&rsquo;s degree in related area of study with focus on Human Resources Management</li><li>
5+ years of progressive HR experience</li><li>
Minimum 1 year of hands-on payroll support experience</li><li>
CHRP PHR/SPHR or SHRM-CP/SHRM-SCP or in progress in preferred</li><li>
Experience working in a manufacturing and/or union environment is preferred</li><li>
Thorough knowledge and understanding of local laws and regulations concerning employment standards, human rights, and health and safety.</li><li>
Proven experience in leading HR projects and initiatives.</li><li>
Proficiency in HRIS systems (preferably Workday) and Microsoft Office Suite</li></ul><div>
Job Skills:</div><ul><li>
Strong analytical and problem-solving skills.</li><li>
Excellent communication, coaching and influencing abilities.</li><li>
Customer-focused mindset with a proactive approach to problem-solving.</li><li>
Exceptional attention to detail combined with strong organizational skills.</li><li>
Strategic mindset with the ability to translate business needs into effective HR solutions.</li><li>
Strong leadership and interpersonal skills.</li><li>
Ability to thrive in a dynamic and evolving environment.</li></ul><div></div><div>
Benefits of Employment: Blair Rubber Company recognizes that its success is due to the strength of its employees. A primary goal of Blair Rubber Company is to promote individual employee's sense of accomplishment and contribution so that employees enjoy their association with Blair Rubber Company. The Company invests in its employees so that they are the most knowledgeable in the industry, and undertakes great efforts to nurture loyalty to, and teamwork at, Blair Rubber Company. We are pleased to offer competitive compensation, health care, a progressive and challenging workplace and a commitment to teamwork and integrity.</div><div></div><div>
Diversity and Equal Opportunity Employment: Blair Rubber Company is an equal opportunity employer. We are committed to diversity and inclusion and are pleased to consider all qualified applicants for employment without consideration to race, religion, creed, color, national origin, age, gender, sexual orientation, marital status, veteran status or disability. Blair Rubber Company encourages and welcome applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process.</div></div>

HR Business Partner

Al-Mansour Automotive

<div>
 
 
 The Opportunity:
 
 
 
 
 
 
 We are looking for an experienced and results-driven HR Business Partner to join our growing team. In this pivotal role, you will be a strategic partner to our business units, helping to drive our talent agenda and foster a high-performance culture. If you are passionate about HR and have a proven track record in talent management, talent acquisition, performance management, and account management, we encourage you to apply!
 
 
 
 
 
 
 What You'll Do:
 
 
 
 
 
 <ul>
 <li>
 Talent Management: Partner with leaders to develop and implement effective talent strategies, including succession planning, career development, and employee engagement initiatives.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Talent Acquisition: Lead and support recruitment efforts, from sourcing and interviewing to onboarding, ensuring we attract and retain top talent for our automotive operations.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Performance Management: Drive the performance management cycle, providing guidance and support to managers on goal setting, feedback, performance reviews, and development plans.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Account Management: Serve as a trusted HR advisor and primary point of contact for assigned business units, understanding their unique needs and providing tailored HR solutions.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Coach and advise leaders on a variety of HR topics, including employee relations, organizational design, and change management.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Analyze HR metrics and data to identify trends and recommend solutions that improve business outcomes.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 What You'll Bring:
 
 
 
 
 
 <ul>
 <li>
 Bachelor's degree in human resources, Business Administration, or a related field.
 </li>
 <li>
 3-5 years of progressive HR experience, preferably within the automotive industry or a fast-paced environment.
 </li>
 <li>
 Demonstrated expertise in Talent Management, including employee development, engagement, and retention strategies.
 </li>
 <li>
 Proven success in Talent Acquisition, with experience recruiting for diverse roles.
 </li>
 <li>
 Strong background in Performance Management, including designing and implementing performance review processes.
 </li>
 <li>
 Excellent Account Management skills, with the ability to build strong relationships and influence stakeholders at all levels.
 </li>
 <li>
 Exceptional communication (verbal and written), interpersonal, and presentation skills.
 </li>
 <li>
 Strong analytical and problem-solving abilities.
 </li>
 <li>
 Ability to work independently and collaboratively in a dynamic environment
 </li>
 </ul>
 
 
</div>

Gigaforge

Role OverviewThe HR Business Partner will work closely with plant leadership to align business and people strategies, optimize workforce performance, and ensure compliance with statutory and operational requirements. The role focuses on driving employee engagement, talent development, and productivity improvement across manufacturing operations.Key Responsibilities<ul><li>Partner with production and departmental heads to align HR initiatives with plant performance goals and manpower planning.&#8203;</li><li>Manage employee relations, grievance handling, and ensure compliance with labor regulations and factory laws.&#8203;</li><li>Lead recruitment, onboarding, and training for both permanent and contract workforce to meet production needs.&#8203;</li><li>Drive performance management and employee engagement programs to enhance productivity and retention.&#8203;</li><li>Support organizational change initiatives, safety culture, and continuous improvement in workplace practices.&#8203;</li><li>Use HR analytics and reports to guide leadership decisions on workforce trends and improvement areas.</li></ul>Job Types: Full-time, PermanentPay: &#8377;25,000.00 - &#8377;35,000.00 per monthWork Location: In person

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