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employee experience manager

Tata Electronics

<div>
 
 
 About the Role
 
 
 
 
 
 
 We are seeking a passionate Employee Experience Specialist to lead and shape the end-to-end employee journey, fostering a positive, engaging, and inclusive workplace culture. You will own initiatives that enhance employee engagement, wellbeing, and retention&mdash;from recruitment through onboarding, development, and beyond. This strategic, people-centric role is essential in creating a world-class employee experience that drives motivation, productivity, and loyalty.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 
 
 
 Employee Journey Strategy &amp; Design
 
 
 <ul>
 <li>
 Map and continuously improve the entire employee lifecycle, identifying key moments that matter (Candidate, Onboarding, Development, Retention, Exit).
 </li>
 <li>
 Design and implement programs, policies, and initiatives that provide a seamless, positive experience at each stage.
 </li>
 <li>
 Partner across HR, leadership, and internal teams to align initiatives with company goals and culture.
 </li>
 </ul>
 
 
 Culture &amp; Engagement
 
 
 <ul>
 <li>
 Act as a custodian of company culture, ensuring core values are embodied across the organization.
 </li>
 <li>
 Develop and manage employee engagement strategies, including pulse surveys, annual engagement surveys, and action planning.
 </li>
 <li>
 Foster community and belonging through recognition programs, internal communications, and cultural events.
 </li>
 </ul>
 
 
 Onboarding &amp; Integration
 
 
 <ul>
 <li>
 Own and evolve onboarding programs to ensure new hires receive a warm, effective introduction that sets them up for success.
 </li>
 <li>
 Collaborate with hiring managers to create personalized onboarding experiences and mentorship/buddy systems.
 </li>
 </ul>
 
 
 Feedback &amp; Voice of the Employee
 
 
 <ul>
 <li>
 Create and manage multiple channels for employee feedback, such as surveys, focus groups, stay interviews, and exit interviews.
 </li>
 <li>
 Analyze qualitative and quantitative data to identify trends, insights, and opportunities for improvement.
 </li>
 <li>
 Present actionable recommendations to leadership for continuous enhancement of the employee experience.
 </li>
 </ul>
 
 
 Workplace Experience &amp; Wellbeing
 
 
 <ul>
 <li>
 Curate in-office or remote/hybrid workplace experiences that promote productivity, collaboration, and employee wellbeing.
 </li>
 <li>
 Champion wellness initiatives addressing mental, physical, and financial health needs.
 </li>
 </ul>
 
 
 Recognition &amp; Retention
 
 
 <ul>
 <li>
 Design meaningful, inclusive employee recognition programs aligned with company values.
 </li>
 <li>
 Analyze retention data to inform strategies that improve employee retention and reduce turnover.
 </li>
 </ul>
 
 
 Internal Communications &amp; Employer Branding
 
 
 <ul>
 <li>
 Partner with Marketing and HR to ensure clear, engaging internal communications.
 </li>
 <li>
 Support employer branding efforts to attract and retain top talent.
 </li>
 </ul>
 
 
 Change Management &amp; Continuous Improvement
 
 
 <ul>
 <li>
 Lead change management initiatives to drive culture transformation and continuous workplace improvements.
 </li>
 <li>
 Collaborate with Learning &amp; Development to align training and development programs with evolving employee needs and company culture.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Experience
 
 
 
 
 Required:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Organizational Psychology, Business Administration, or a related field.
 </li>
 <li>
 15+ years of experience in HR, employee engagement, organizational development, or related roles.
 </li>
 <li>
 Proven ability to design and implement employee experience programs such as onboarding, engagement, and recognition.
 </li>
 <li>
 Strong understanding of the employee lifecycle and experience management best practices.
 </li>
 <li>
 Proficiency with HRIS systems, engagement survey platforms and data analysis tools.
 </li>
 <li>
 Excellent interpersonal, communication, and facilitation skills.
 </li>
 <li>
 Analytical mindset with ability to interpret data and present actionable insights.
 </li>
 <li>
 Ability to influence stakeholders and collaborate across teams effectively.
 </li>
 </ul>
 
 
 Preferred:
 
 
 <ul>
 <li>
 Experience with change management, culture transformation, and DEI initiatives.
 </li>
 <li>
 Background in employer branding and internal communications.
 </li>
 <li>
 Experience in high-growth tech or creative environments.
 </li>
 <li>
 Certifications in Change Management, Project Management (PMP/Agile), or Coaching.
 </li>
 <li>
 Experience managing or mentoring junior team members.
 </li>
 </ul>
 
 
</div>

Employee Experience Manager

Amazon

<div>
 
 Description
 
 
 
 This is a 12 month contractual role.
 
 
 At Amazon, HR Partners (HRP) provide high-judgment HR support to managers at scale, enabling them to become force multipliers for customer impact and positive employee experience. They demonstrate strong knowledge of HR policies, processes, and tools, acting as front-line consultants to managers. HRPs work backwards from the voice of the manager to deliver personalized experiences using technology and simplified processes that match the speed and agility of our business. They operate independently with strong working knowledge of local programs and policies, collaborating extensively with PXT teams including HR Business Partners, Employee Relations, IXT, Legal, and others to provide integrated people solutions.
 
 
 Key job responsibilities
 
 
 Managers collaborate with the HR Partners (HRP) to support sensitive and often complex employee issues including disciplinary, performance improvement and grievance processes. These channels can include 1:1s, multiple stakeholder meetings, as well as scalable learning formats to educate Managers on relevant people matters. The HRP acts as an influential partner in helping managers with talent and performance management processes, people development, HR policies and implementation of organizational changes. Thanks to their front-line visibility across businesses, HR Partners are in a position to spot trends, identify emerging needs and address them in collaboration with the appropriate business and HR stakeholders.
 
 
 <ul>
 <li>
 Performance Management: Support managers through performance management cases including performance improvement plans and assessments. Guide managers in implementing performance management processes and tools effectively. Partner with managers to ensure fair evaluation and coaching of their employees. Analyze performance data to identify trends and share insights to prevent the recurrence of known issues.
 </li>
 <li>
 Employee Relations: Handle employee relations cases and investigations following established processes and policies. Conduct thorough and impartial investigations, support grievance processes, and engage in informal discussions or mediation. Provide guidance to managers on ER matters including policy violations and workplace concerns. Work with Legal and Employee Relations teams when required for sensitive cases. Analyze investigation findings and prepare recommendations to close issues with relevant stakeholders.
 </li>
 <li>
 HR General: Act as stewards of the employee experience and Amazon&rsquo;s culture. Demonstrate proficiency in people tools, processes, programs, and projects. Deliver Manager Education initiatives to further drive collective education and manager effectiveness. Analyze data and observations across the organization, highlighting trends and recommending/driving solutions, as appropriate.
 </li>
 <li>
 Change Management: Support implementation of employee programs and contribute to improvements in manager experience. Provide feedback on change initiatives to HR Business Partners and central teams. Use data and insights to identify process improvement opportunities. Support communication and adoption of changes following established frameworks.
 
 
 </li>
 </ul>
 This role is performed through an innovative customer relationship Management tool, which enables this team to be uniquely positioned to identify trending issues and themes through data and inform consequent decisions and initiatives. The HRP team&rsquo;s role is also to identify process improvement opportunities and standardize best practices due to our extensive insights across business lines.
 
 
 
 Basic Qualifications
 
 
 
 Bachelor's degree in Human Resources or related field
 
 
 <ul>
 <li>
 1-3 years&rsquo; relevant experience in the areas of HR Partnering
 </li>
 <li>
 Strong HR acumen, including strong problem-solving skills, critical thinking and analysis
 </li>
 <li>
 Experience working in a highly matrixed organization.
 </li>
 <li>
 Ability to identify problems and drive appropriate solutions independently
 
 
 </li>
 </ul>
 
 Preferred Qualifications
 
 
 
 Master's degree in Human Resources or related field
 
 
 <ul>
 <li>
 Proven track record of accomplishments in a dynamic environment, which is fast paced and customer driven
 </li>
 <li>
 Proven ability to prioritize, meet deadlines and make the best use of available resources
 </li>
 <li>
 Project management and the ability to deliver, with a proven track record of influencing through data-driven recommendations
 </li>
 <li>
 Coaching and consulting skills; Ability to work with and influence multiple stakeholders.
 
 
 </li>
 </ul>
 Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you&rsquo;re applying in isn&rsquo;t listed, please contact your Recruiting Partner.
 
 
 
 
 Company
 
 - ADCI - Karnataka - A66
 
 
 Job ID: A3127181
</div>

HR Partner, HR Partner

Microsoft

<div>
 
 Overview
 
 
 
 Empower every person and organization on the planet to achieve more. That&rsquo;s what inspires us, drives our work, and pushes us to challenge the status quo every day. At Microsoft, we also work to empower our employees so they can achieve more. We believe we should each find deep meaning in our m work and we ensure employees have the freedom and the reach to help make a difference in the world.
 
 
 We are looking for an insatiably curious HR professional to partner with our people manager community. This role will coach managers in key people processes. Additionally, the role will have program leadership responsibilities in specific areas of the employee life cycle &ndash; influencing processes to ensure they align to culture and strategic business priorities. For that reason , this role would best suit a data centric HR professional who has had prior experience leading programs and collaborating with Multiple stakeholder.
 
 
 As part of this team, you will not only collaborate closely with the Microsoft India manager community but will also have the unique opportunity to engage with colleagues across Asia on a diverse range of projects. These projects are designed to enhance and evolve our current HR processes, ultimately ensuring their successful implementation. This collaborative environment provides an exciting platform for you to contribute your expertise, foster cross-cultural relationships.
 
 
 
 Location
 
 
 
 <ul>
 <li>
 Hyderabad / Bangalore/ Delhi NCR / Mumbai
 
 
 </li>
 </ul>
 
 Responsibilities
 
 
 
 Employee Relations
 
 
 <ul>
 <li>
 Leads the diagnostics and resolution of issues with increasing complexity and risk related to policy or culture concerns/violations and incident or threat response independently or by collaborating with managers/peers in Human Resources and Legal professions as appropriate; recommends solutions to address issues based on established principles and culture, while prioritizing employee experiences to maintain a safe and professional work environment.
 </li>
 <li>
 Assists/Partners with Employee Relations Investigations Team (ERIT) or Office of Legal Compliance (OLC) in investigations of serious cases and implements appropriate remediation in conjunction with a business, region, or geography. May lead the investigations for a business, region, or geography where resources are limited. Ensures appropriate documentation of issues is in place.
 </li>
 <li>
 Identifies, raises, or escalates issues for trends in employee relations; works with their team to implement solutions to reduce employee relations issues for a business, region, or geography by collaborating with Human Resources and business partners (i.e., managers and employees).&emsp;
 
 
 </li>
 </ul>
 
 
 HR Solutions Consulting
 
 
 <ul>
 <li>
 Provides expert consulting services to managers and employees in one or more focus areas related to HR programs, processes, and initiatives; engages and collaborates with HR partners to influence the decision-making related to managed programs, processes, and initiatives; analyzes the situations for a business, region, or geography and offers perspectives as a subject matter expert.
 </li>
 <li>
 Conducts, informs, and/or participates in cross-functional data analysis related to processes managed, with data supported by Human Resources Business Intelligence (HRBI)/Human Resources (HR) Report; partners with Human Resources Business Partners (HRBP) on organizational health diagnostics to identify and present trends/insights in a structured way; escalates risks and concerns related to organizational health. Interprets reports based on the business/local context; makes ad-hoc, data-driven recommendations by doing research and communicating with business leaders.&emsp;
 
 
 </li>
 </ul>
 
 
 Capability Building
 
 
 <ul>
 <li>
 Conducts one-on-one consulting/coaching with managers on performance management and development-related processes based on established training agenda and communication plans; conducts or designs training sessions/events for employees and managers.
 </li>
 <li>
 In partnership with peer Human Resource (HR) disciplines and professions (e.g., Talent Management, Learning and Development), manages/implements scalable capability building projects, programs, and/or other initiatives (e.g., manager excellence community, manager capability, onboarding, team-building, rewards communication) by leveraging existing resources/solutions to mitigate duplicated efforts for a business, region, or geography.
 </li>
 <li>
 Uses data to participate in identifying and anticipating training needs within a business, region, or geography; recommends customized solutions (e.g., training, communication) to address capability gaps, and coordinates and/or delivers training.
 
 
 </li>
 </ul>
 
 
 HR Project and Programs
 
 
 <ul>
 <li>
 Drives the execution, implementation, and/or operation of scalable Human Resources programs (e.g., Rhythm of Business (ROB)/performance and development cycle, management excellence communities, employee movement, ad-hoc projects); acts as a liaison to collaborate with Center of Excellence (CoE) and a business, region, or geography.
 </li>
 <li>
 Leads the design and implementation of local HR projects or programs (e.g., critical positions retention, mid-year performance checkpoint) based on the unique needs of a business, region, or geography.
 </li>
 <li>
 Leverages, aligns, and integrates communication strategies and messages from the Center of Excellence (CoE) and customizes the messages (e.g., resource documents, training documents, presentations, web-based information) for a business, region, or geography.
 
 
 </li>
 </ul>
 
 
 Operational Compliance
 
 
 <ul>
 <li>
 Understands and applies Microsoft values and current HR policies regarding managed projects and programs (e.g., leave and retirement, immigration, performance improvement program); advises employees and managers on compliance to policies and procedures.
 </li>
 <li>
 Facilitates the localization/update of policies and procedures related to managed projects and programs by analyzing trends and making recommendations to Human Resource (HR) partners (e.g., HRBP); may manage and initiate the updates to policies (e.g., benefits-related) in collaboration with peer HR disciplines (e.g., HR Shared Services Support).
 
 
 </li>
 </ul>
 
 
 Queue Management
 
 
 <ul>
 <li>
 In partnership with peer disciplines (e.g., Human Resources Shared Services Support/Operations Management), manages queries coming through the Customer Relationship Management (CRM)/queue management system; ensures appropriate documentation by adhering to Microsoft and HR policies; shares feedback/suggestions with shared services regarding the use and continued improvement of the tools.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 Required/Minimum Qualifications
 
 
 <ul>
 <li>
 7+ years experience with Human Resources or Business programs/processes
 </li>
 <li>
 OR Bachelor&rsquo;s Degree AND 5+ years experience with Human Resources/ Human resource consulting or Business programs/processes.
 
 
 </li>
 </ul>
 
 
 
 Additional Or Preferred Qualifications
 
 
 
 <ul>
 <li>
 Senior Professional in Human Resources (SPHR)/Society for Human Resources Management-Certified Professional (SHRM-CP).
 </li>
 <li>
 1+ year of employee relations experience
 
 
 </li>
 </ul>
 This position will be open for a minimum of 5 days, with applications accepted on an ongoing basis until the position is filled.
 
 
 Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance with religious accommodations and/or a reasonable accommodation due to a disability during the application process, read more about
 
 requesting accommodations.
 
</div>

HR Consulting

Adarsh Group

<div>
 
 We are looking for a young and energetic HR Recruiter for our real estate/construction company!
 
 
 
 
 
 Position: Executive /Senior Executive &ndash; HR (Recruitment)
 
 
 Industry: Real Estate / Construction
 
 
 Experience: 1 - 4 years in end to end recruitment
 
 
 
 
 
 Role &amp; Responsibilities:
 
 
 &bull; End-to-End Recruitment
 
 
 &bull; Sourcing Profiles
 
 
 &bull; Screening &amp; Scheduling
 
 
 &bull; Employee Payroll Support
 
 
 &bull; On boarding Support
 
 
 &bull; Asset Allocation Coordination
 
 
 &bull; Any additional tasks as assigned by the Reporting Manager / HOD
 
 
 
 
 
 Desired Skills &amp; Qualifications:
 
 
 
 
 
 &bull; Proven experience in end-to-end recruitment, particularly for mid to senior-level roles.
 
 
 &bull; Strong communication skills, both verbal and written.
 
 
 &bull; Knowledge of recruitment platforms, job boards, and social media sourcing.
 
 
 &bull; Ability to manage multiple tasks and meet deadlines in a fast-paced environment.
 
 
 &bull; Proficiency in Kannada is mandatory
 
</div>

Human Resources Executive

Mercom India

<div>
 
 Mercom is seeking an experienced Human Resources Manager with a proven ability to lead HR operations, recruitment, employee engagement, and organizational development. The ideal candidate will be proactive, strategic, and able to support a fast-paced media, research, and events environment.
 
 
 
 
 
 
 1. HR Operations and Compliance
 
 
 <ul>
 <li>
 Maintain accurate HR documentation, employee records, statutory compliance, and audit readiness.
 </li>
 <li>
 Ensure company policies are consistently applied across all teams.
 </li>
 <li>
 Maintain up to date knowledge of Indian labor laws, wage standards, and regulatory changes.
 </li>
 </ul>
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Oversee payroll coordination, leave management, and attendance systems with high accuracy.
 
 
 
 2. Talent Acquisition and Recruitment Excellence
 
 
 <ul>
 <li>
 Manage complete lifecycle recruitment for open positions.
 </li>
 <li>
 Drive talent sourcing through job portals, ATS, LinkedIn, internal databases, employee referrals, and strategic networking.
 </li>
 <li>
 Conduct structured screening, competency-based interviewing, and salary negotiations.
 </li>
 <li>
 Build an annual hiring roadmap aligned with business growth.
 </li>
 <li>
 Create standardized interview frameworks and evaluation templates to ensure fair and consistent hiring.
 </li>
 </ul>
 
 
 3. Employee Onboarding and Orientation
 
 
 <ul>
 <li>
 Develop a structured onboarding program with clear role expectations, culture orientation, and 30-60-90-365 day plans.
 </li>
 <li>
 Ensure new hires have seamless integration into teams and company processes.
 </li>
 </ul>
 
 
 4. Performance Management and Goal Setting
 
 
 <ul>
 <li>
 Implement quarterly and yearly performance review cycles.
 </li>
 <li>
 Partner with department heads to define KPIs, OKRs, and measurable performance goals.
 </li>
 <li>
 Conduct coaching sessions with managers to improve evaluation quality.
 </li>
 <li>
 Support the development of high-performance talent pipelines.
 </li>
 </ul>
 
 
 5. Learning and Development
 
 
 <ul>
 <li>
 Conduct training needs analysis and implement learning programs that support skill development across editorial, research, events, and business teams.
 </li>
 <li>
 Organize internal workshops, leadership training, communication skills programs, and technical upskilling.
 </li>
 <li>
 Track training effectiveness and recommend continuous improvements.
 </li>
 </ul>
 
 
 6. Culture Building and Employee Engagement
 
 
 <ul>
 <li>
 Build a culture of trust, accountability, and openness.
 </li>
 <li>
 Plan structured engagement activities that support collaboration, wellness, and morale.
 </li>
 <li>
 Develop employee feedback systems and action plans based on insights.
 </li>
 <li>
 Establish mechanisms to identify early indicators of conflict, burnout, or policy deviations.
 </li>
 </ul>
 
 
 7. HR Policy Development and Governance
 
 
 <ul>
 <li>
 Create and update HR policies, organizational handbooks, disciplinary guidelines, and workplace behavior frameworks.
 </li>
 <li>
 Ensure zero tolerance for any form of misconduct and maintain a safe, respectful working environment.
 </li>
 <li>
 Support leadership in the communication of policies and organizational expectations.
 </li>
 </ul>
 
 
 8. Disciplinary Action and Workplace Management
 
 
 <ul>
 <li>
 Handle employee relations issues, grievances, and investigations with discretion and professionalism.
 </li>
 <li>
 Conduct fact-based disciplinary meetings aligned with company guidelines.
 </li>
 <li>
 Ensure timely resolution through structured processes and documented follow-ups.
 </li>
 </ul>
 
 
 9. Strategic HR and Leadership Support
 
 
 <ul>
 <li>
 Work closely with senior leadership to align HR priorities with business objectives.
 </li>
 <li>
 Provide data-driven insights, HR metrics, and reports on hiring, retention, attrition, and performance.
 </li>
 <li>
 Contribute to organizational design, workforce planning, and future capability building.
 </li>
 </ul>
 
 
 10. Exit Management
 
 
 <ul>
 <li>
 Conduct exit interviews, analyze patterns, and recommend corrective actions.
 </li>
 <li>
 Ensure smooth offboarding, full and final settlement coordination, and knowledge transfer.
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 
 
 B Com, MBA in HR or equivalent
 
</div>

Human Resource Manager

Walmart Global Tech India

<div>
 
 
 Location:
 
 Walmart IDC
 
 
 
 Function:
 
 People Team
 
 
 
 About the Role
 
 
 
 We are seeking a dynamic and experienced
 
 Senior Manager &ndash; Program Management
 
 to join our People Team at Walmart IDC. This role will play a critical part in
 
 driving enterprise-level people strategy
 
 , building a strong culture of
 
 belonging
 
 , and ensuring seamless alignment between Walmart IDC and our global teams. The ideal candidate will be a strategic thinker with strong program management capabilities, communication expertise, and a passion for creating impactful organizational change.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 1. Belonging &amp; Culture Charter Ownership
 
 
 <ul>
 <li>
 Lead and own the
 
 Belonging Charter
 
 for Walmart IDC, ensuring that inclusion and equity are embedded into organizational culture and practices.
 </li>
 <li>
 Liaison with Belonging Council within IDC and program manage the charter for the council.
 </li>
 <li>
 Partner with leaders and associates to design and execute initiatives that strengthen employee belonging and engagement.
 </li>
 <li>
 Measure impact through data, insights, and feedback, and continuously evolve the charter to meet business and people needs.
 </li>
 </ul>
 
 
 2. Strategic People Initiatives
 
 
 <ul>
 <li>
 Drive
 
 organization-wide strategic people initiatives
 
 aligned to Walmart&rsquo;s vision and business priorities.
 </li>
 <li>
 Collaborate with cross-functional stakeholders to identify, prioritize, and deliver high-impact programs that enhance employee experience and organizational effectiveness.
 </li>
 <li>
 Serve as the
 
 program manager
 
 for complex, multi-stakeholder people projects, ensuring timely execution and measurable outcomes.
 </li>
 </ul>
 
 
 3. Enterprise Strategy Liaison
 
 
 <ul>
 <li>
 Act as a
 
 strategic liaison with US People teams
 
 to align on enterprise-wide people strategy and cascade it effectively within IDC.
 </li>
 <li>
 Translate global strategy into locally relevant initiatives, ensuring consistency while adapting to local context.
 </li>
 <li>
 Build strong partnerships across geographies to drive adoption and alignment on key programs.
 </li>
 </ul>
 
 
 4. Communications &amp; Change Management
 
 
 <ul>
 <li>
 Own the
 
 communications strategy for People Team initiatives
 
 at IDC, ensuring clarity, alignment, and engagement.
 </li>
 <li>
 Craft and deliver compelling narratives that articulate the value and impact of people programs to associates and leadership.
 </li>
 <li>
 Partner with leadership and communications teams to manage change communications and stakeholder engagement for key interventions.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Experience
 
 
 <ul>
 <li>
 
 10&ndash;12 years of professional experience
 
 , with significant exposure to
 
 program management, HR strategy, or large-scale organizational change initiatives
 
 .
 </li>
 <li>
 Proven track record of
 
 leading cross-functional programs
 
 , preferably in large, global organizations.
 </li>
 <li>
 Strong understanding of
 
 HR practices, organizational culture, DEI (Diversity, Equity &amp; Inclusion), and change management
 
 .
 </li>
 <li>
 Excellent
 
 communication, storytelling, and stakeholder management
 
 skills with skills around email writing.
 </li>
 <li>
 Ability to work effectively across global teams and drive alignment in complex organizational environments.
 </li>
 <li>
 Strong analytical mindset with the ability to use data and insights to influence decision-making.
 </li>
 </ul>
 
 
 
 
 
 What You&rsquo;ll Bring
 
 
 <ul>
 <li>
 A passion for
 
 building inclusive workplaces
 
 where every associate feels a sense of belonging.
 </li>
 <li>
 Ability to thrive in a
 
 fast-paced, matrixed environment
 
 .
 </li>
 <li>
 Strong problem-solving and execution skills, with a balance of strategic thinking and operational rigor.
 </li>
 <li>
 Collaborative leadership style that fosters trust, influence, and alignment across teams.
 </li>
 </ul>
 
 
</div>

Senior Manager Program Management

JW Marriott, Bengaluru

<div>
 
 Assist in monitoring/tracking employee relations issues including resolution and follow-up. Assist and support management and the leadership team with handling and resolving Human Resources issues. Monitor all hiring and recruitment processes for compliance with all local, state, and federal laws and company policies and standards. Inform Human Resources management of issues related to employee relations. Respond to questions, requests, and concerns from employees and management regarding company and Human Resources programs, policies and guidelines. Disseminate information to employees related to employer-employee relations, employee activities, and personnel policies and programs. Review and ensure accurate maintenance of all employee records and files (e.g., interview documents, I-9's). Assist in logistics, administration, and scheduling of annual employee surveys. Answer phone calls and record messages.
 
 
 
 
 Assist management in hiring, training, scheduling, evaluating, counseling, disciplining, and motivating and coaching employees. Follow all company and safety and security policies and procedures; report accidents, injuries, and unsafe work conditions to manager. Maintain confidentiality of proprietary information. Welcome and acknowledge all guests according to company standards. Speak with others using clear and professional language; answer telephones using appropriate etiquette. Develop and maintain positive working relationships with others; support team to reach common goals; listen and respond appropriately to the concerns of other employees. Enter and locate work-related information using computers and/or point of sale systems. Move, lift, carry, push, pull, and place objects weighing less than or equal to 10 pounds without assistance. Perform other reasonable job duties as requested by Supervisors.
 
 
 
 
 PREFERRED QUALIFICATIONS
 
 
 Education: High school diploma or G.E.D. equivalent.
 
 
 Related Work Experience: At least 1 year of related work experience.
 
 
 Supervisory Experience: At least 1 year of supervisory experience.
 
 
 License or Certification: None
 
 
 
 
 
 
 
 At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.
 
 
 
 
 
 
 
 
 
 Marriott Hotels strive to elevate the art of hospitality, innovating at every opportunity while keeping the comfort of the oh-so-familiar all around the globe. As a host with Marriott Hotels, you will help keep the promise of &ldquo;Wonderful Hospitality. Always.&rdquo; by delivering thoughtful, heartfelt, forward-thinking service that upholds and builds upon this living legacy. With the name that&rsquo;s synonymous with hospitality the world over, we are proud to welcome you to explore a career with Marriott Hotels. In joining Marriott Hotels, you join a portfolio of brands with Marriott International.
 
 Be
 
 where you can do your best work,
 
 begin
 
 your purpose,
 
 belong
 
 to an amazing global team, and
 
 become
 
 the best version of you.
 
 
 
 
 JW Marriott is part of Marriott International's luxury portfolio and consists of more than 100 beautiful properties in gateway cities and distinctive resort locations around the world. JW believes our associates come first. Because if you&rsquo;re happy, our guests will be happy. JW Marriott associates are confident, innovative, genuine, intuitive, and carry on the legacy of the brand&rsquo;s namesake and company founder, J.Willard Marriott. Our hotels offer a work experience unlike any other, where you&rsquo;ll be part of a community and enjoy true camaraderie with a diverse group of co-workers. JW creates opportunities for training, development, recognition and most importantly, a place where you can pursue your passions in a luxury environment with a focus on holistic well-being. Treating guests exceptionally starts with the way we take care of our associates. That&rsquo;s The JW Treatment&trade;. In joining JW Marriott, you join a portfolio of brands with Marriott International.
 
 Be
 
 where you can do your best work,
 
 begin
 
 your purpose,
 
 belong
 
 to an amazing global team, and
 
 become
 
 the best version of you.
 
</div>

Explore 510+ Employee experience manager in Test Jobs In Mangaluru this December. Find roles across top companies and apply now to boost your career.

510 employee experience manager jobs IN Test Jobs In Mangaluru

Employee Experience Manager

HR Partner, HR Partner

HR Consulting

Human Resources Executive

Human Resource Manager

Senior Manager Program Management

Human Resources Executive