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human resources business partner

Curefit

<div>
 
 
 Team Description
 
 
 
 The HRBP team acts as an influential partner in helping the organization with talent
 
 
 management, people development, and implementation of organizational changes. We help the business with performance management process, succession planning and employee development.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 &bull; Manage end-to-end lifecycle of the employees including on-boarding, training,
 
 
 employee engagement, compensation, exit formalities.
 
 
 &bull; Assist with evaluating, analysing, and implementing all Human Resources activities
 
 
 which include, but are not limited to employee engagement and relations, compensation
 
 
 and benefits, talent, and performance management.
 
 
 &bull; Understand goals and recommend new approaches, policies and procedures.
 
 
 &bull; Monitor the "pulse" of employees to ensure a high level of engagement.
 
 
 &bull; Implement/administer/interpret corporate policies/programs/procedures and in some
 
 
 cases also act as a SPOC for certain critical HR processes.
 
 
 &bull; Review and analyse data to identify trends and recommend solutions to improve Performance, retention, and employee experience.
 
 
 &bull; Work with line managers and employees to address all types of employee relations
 
 
 issues ensuring a balance in representing all parties- interests.
 
 
 &bull; Work with business groups to assess, create and implement innovative solutions for
 
 
 a variety of employee engagement initiatives.
 
 
 &bull; Provide compensation support including salary planning, promotions and job re
 
 
 levelling
 
 
 
 
 
 
 
 
 
 Desired Background:
 
 
 
 &bull; Graduate/Post Graduate from any B-School with Human Resources as
 
 
 specialization and should be from MNC.
 
 
 &bull; 1-3 years of HR Generalist/HRBP experience
 
 
 &bull; BPO or Experience with Sales/Customer relationship team
 
 
 &bull; Flexible, open thinker and an execution champion
 
 
 
 
 
 
 How does your work impact the team&rsquo;s success?
 
 
 
 Partner with managers to retain, develop and motivate people to achieve their fullest potential.
 
 
 
 
 
 
 What is in it for you?
 
 
 
 You will get to work with the leaders in creating and implementing policies and structure.
 
 
 
 
 
 
 Critical metrics for the role:
 
 
 
 Stakeholder management, Implementation of policies and procedures.
 
 
 
</div>

HRBP

Amazon

<div>
 
 Description
 
 
 
 At Amazon, HR Partners (HRP) provide high-judgment HR support to managers across levels at scale, enabling them to become force multipliers for customer impact and positive employee experience. They demonstrate advanced knowledge of HR policies, processes, and tools, acting as trusted consultants to managers and senior managers. HRPs work backwards from the voice of the manager to deliver personalized experiences and drive large-scale initiatives using technology and simplified processes that match the speed and agility of our business. They operate independently as subject matter experts with deep knowledge of regional programs and policies, collaborating extensively with PXT teams including HR Business Partners, Employee Relations, IXT, Legal, and others to provide integrated people solutions. As established practitioners, they mentor junior team members and shape best practices across the region.
 
 
 Key job responsibilities
 
 
 Managers and senior 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 at the country or regional level. 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. As a subject matter expert, the HR Partner mentors and guides junior team members.
 
 
 <ul>
 <li>
 Performance Management: Support managers through complex and nuanced performance management cases including performance improvement plans and assessments. Guide managers in implementing performance management processes and tools effectively. Partner with managers to ensure bias-free evaluations and effective coaching approaches across teams. Analyze performance data to identify trends, share insights, and develop solutions for systemic issues.
 </li>
 <li>
 Employee Relations: Handle complex and nuanced employee relations cases and investigations following established processes and policies. Conduct thorough and impartial investigations, support grievance processes, and lead informal discussions or mediation. Provide guidance to managers on sophisticated ER matters including policy violations and workplace concerns across countries. Partner with Legal and Employee Relations teams to resolve sensitive cases while ensuring compliance and risk mitigation. Analyze investigation findings, prepare recommendations, and identify trends to prevent future risks.
 </li>
 <li>
 HR General: Act as stewards of the employee experience and Amazon&rsquo;s culture. Act as subject matter expert for people tools, processes, programs or projects. Design and 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: Drive implementation of employee programs and lead improvements in manager experience. Partner with HR Business Partners and central teams on complex change initiatives across countries. Use data and insights to advocate for and influence process improvements. Design and execute change management strategies to ensure effective adoption across diverse employee groups.
 
 
 </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
 
 
 
 <ul>
 <li>
 Bachelor's degree in Human Resources or related field
 </li>
 <li>
 3-5 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>
 <li>
 Proven track record of successfully partnering with senior-level stakeholders
 
 
 </li>
 </ul>
 
 Preferred Qualifications
 
 
 
 <ul>
 <li>
 Master's degree in Human Resources or related field
 </li>
 <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>
 <li>
 Experience developing and implementing country level or regional HR programs or initiatives
 
 
 </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
 
 
 Job ID: A3127179
</div>

HR Partner

Ralph Lauren

<div>
 Ralph Lauren Corporation (NYSE:RL) is a global leader in the design, marketing and distribution of premium lifestyle products in five categories: apparel, accessories, home, fragrances, and hospitality. For more than 50 years, Ralph Lauren's reputation and distinctive image have been consistently developed across an expanding number of products, brands and international markets. The Company's brand names, which include Ralph Lauren, Ralph Lauren Collection, Ralph Lauren Purple Label, Polo Ralph Lauren, Double RL, Lauren Ralph Lauren, Polo Ralph Lauren Children, Chaps, among others, constitute one of the world's most widely recognized families of consumer brands.
 
 
 At Ralph Lauren, we unite and inspire the communities within our company as well as those in which we serve by amplifying voices and perspectives to create a culture of belonging, ensuring inclusion, and fairness for all. We foster a culture of inclusion through: Talent, Education &amp; Communication, Employee Groups and Celebration.
 
 
 ,
 
 
 The Manager-People Partner will act as a strategic advisor and trusted partner to business leaders, driving talent strategies that enable organizational success. This role will focus on aligning people initiatives with business objectives, ensuring a high-performance culture, and delivering an exceptional employee experience
 
 
 ,
 
 
 <ul>
 <li>
 Collaborate with business leaders to understand priorities and develop people strategies that support growth and performance.
 </li>
 <li>
 Provide insights and recommendations on workforce planning, organizational design, and talent development.
 </li>
 <li>
 Act as a trusted advisor to management on employee relations issues, providing guidance on performance management, disciplinary actions, and conflict resolution
 </li>
 <li>
 Develop and execute talent retention, attraction, and development strategies
 </li>
 <li>
 Support leaders in forecasting and planning future talent pipeline requirements to ensure that the organization has the right people in the right roles
 </li>
 <li>
 Identify skill gaps and partner with Learning &amp; Development to implement solutions
 </li>
 <li>
 Lead initiatives related to Inclusion, well being, culture transformation, and employee engagement to foster a positive
 </li>
 <li>
 workplace environment.
 </li>
 <li>
 Support organizational change initiatives, ensuring smooth transitions and effective communication.
 
 
 </li>
 </ul>
 ,
 
 
 <ul>
 <li>
 MBA in Human Resources from premium institute
 </li>
 <li>
 8-12 years of HR experience with exposure of working in GCCs with matrix structures
 </li>
 <li>
 Proven ability to influence and build relationships at all levels of the organization
 </li>
 <li>
 Excellent communication, problem-solving, and analytical skills
 </li>
 <li>
 Experience in retail, fashion, or consumer goods industry is a plus
 </li>
 </ul>
</div>

Manager, People Business Partner

Hyatt Centric

<div>
 
 Organization- Hyatt Centric Hebbal Bangalore
 
 
 
 
 Summary
 
 
 
 You will be responsible for the efficient running of the department in line with Hyatt International's Corporate Strategies and brand standards, whilst meeting employee, guest and owner expectations. The Human Resources Manager is responsible to ensure the smooth and efficient running of the Human Resources Department in the Human Resources Division, assisting the General Manager with the implementation of Hyatt's People Philosophy throughout the hotel.
 
 
 
 Qualifications
 
 
 
 Ideally with a university degree or diploma in HRM/HRD or Hospitality/Tourism management. Minimum 2 years work experience as Human Resources Manager or Assistant Manager Human Resources in larger operation. Good problem solving, administrative and interpersonal skills are a must.
</div>

Human Resources Manager

JRD Systems

<div>
 
 
 Job Description:
 
 
 
 
 
 The HR Manager will lead, drive, and elevate the complete HR function for the Bangalore office, taking full ownership of the Hire-to-Retire lifecycle. This role requires a strong leader who can drive HR operations, workforce strategy, payroll governance, compliance rigor, and employee experience initiatives with a high degree of independence.
 
 
 The ideal candidate will be decisive, strategic, process-driven, and capable of shaping organizational culture while building trusted partnerships across teams.
 
 
 
 
 
 Key Responsibilities
 
 
 
 1. HR Operations &amp; Workforce Management
 
 
 &bull; Drive end-to-end HR operations for the offshore teams.
 
 
 &bull; Lead workforce planning, attendance governance, leave management, and shift administration.
 
 
 &bull; Maintain accurate HRIS, employee records, and MIS dashboards.
 
 
 &bull; Drive timely payroll inputs, audits, and monthly reconciliation activities.
 
 
 &bull; Ensure adherence to HR compliance, policy governance, and statutory requirements.
 
 
 &bull; Handle escalations with operational finesse, addressing people, process, administrative, and operational escalations with maturity and resolution-focused leadership.
 
 
 
 
 2. Recruitment &amp; Talent Lifecycle Leadership
 
 
 &bull; Lead and partner with hiring teams to support recruitment efforts, ensuring high-quality talent acquisition.
 
 
 &bull; Drive onboarding, induction, confirmation, performance management, and exit processes.
 
 
 &bull; Ensure seamless integration of new employees and uphold the company&rsquo;s culture standards.
 
 
 
 
 3. Performance Management &amp; Employee Development
 
 
 &bull; Drive company-wide performance management cycles, including goal setting, mid-year reviews, and annual evaluations.
 
 
 &bull; Partner with leadership to identify skill gaps and contribute to development planning and progression frameworks.
 
 
 
 
 4. Employee Engagement &amp; Culture Building
 
 
 &bull; Lead employee engagement programs, celebrations, team-building activities, and culture-enhancement initiatives.
 
 
 &bull; Foster a positive, inclusive, and high-trust work environment.
 
 
 &bull; Act as a key point of contact for employee concerns and drive timely resolutions.
 
 
 
 
 5. Payroll, Benefits &amp; Compliance Leadership
 
 
 &bull; Partner with finance for accurate payroll execution and audit coordination.
 
 
 &bull; Ensure benefits administration, reimbursements, and statutory remittances are accurate and timely.
 
 
 &bull; Ensure compliance with PF, ESI, Gratuity, Shops &amp; Establishments, and other statutory frameworks.
 
 
 
 
 6. Strategic Decision-Making &amp; Administration Leadership
 
 
 &bull; Oversee office administration, vendor relationships, facilities, and operational processes.
 
 
 &bull; Provide data-driven insights and HR recommendations to leadership.
 
 
 &bull; Lead process improvements, productivity initiatives, and retention strategies.
 
 
 
 
 
 Qualifications &amp; Requirements
 
 
 
 &bull; Master&rsquo;s degree in human resources, Business Administration, or related fields.
 
 
 &bull; 8&ndash;10+ years of strong HR experience with leadership in HR operations.
 
 
 &bull; Strong understanding of HRIS platforms, payroll tools, and workforce systems.
 
 
 &bull; Proven ability to drive processes, lead teams, and manage complex HR functions independently.
 
 
 &bull; Exceptional communication, decision-making, and stakeholder management skills.
 
 
 
 
 
 Preferred Skills
 
 
 
 &bull; Strong operational finesse with structured problem-solving capabilities.
 
 
 &bull; Ability to build trust and influence across teams and levels.
 
 
 &bull; High ownership mindset with the ability to operate in a fast-paced, dynamic environment.
 
 
 
</div>

HR 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

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