Assistant Manager Human Resource

Human Resource Head

Human Resource Business Partner

General Manager

Senior Associate - SAP SuccessFactors

Human Resource CDO Project Manager, Vice President

Senior Manager Talent Acquisition

VP HR Generalist Lead - Global Functions

Personal Assistant (Relocation)

Learning & Engagement Manager APAC & MEA

Responsibilities: Talent Acquisition: <ul><li>Create and build the talent acquisition strategy for the entire company, multi-level hiring and people management</li><li>Innovate hiring practices by using new methods or channels. </li><li>Keep a lookout for talent available in the market and plan accordingly</li><li>Attend events and represent the company at HR-related events. Networking is a key skill for this role.</li><li>Manage all job descriptions out in the market, ensuring they are high quality and accurate.</li><li>Keep track of metrics on a weekly/monthly basis for reporting to the CHRO</li><li>Ability to organize and run hiring drives at college campuses/corporate</li><li>Develop relationships with third-party recruitment agencies and staffing firms and manage the procurement and measurement process.</li><li>Ability to manage multiple and overlapping processes and projects to completion, prioritize effectively and meet deadlines</li><li>Create organizational charts and define each position’s responsibilities</li><li>Implement &amp; Monitor manpower budget YOY</li><li>Design employee promotion policies</li><li>Performance Management, IDP &amp; Succession Planning)</li><li>Responsible for rolling out Performance Management System.&nbsp;</li><li>Organize quarterly and annual performance review sessions</li><li>Develop, initiate, and maintain effective programs for workforce retention, promotion, and succession planning. Discuss career-pathing options with high-potential employees</li><li>Conduct presentations and training to implement PMS, IDP process</li><li>Ability to facilitate business leaders in developing KRAs &amp; KPI metrics for their teams. Support, business leaders in developing simple dashboards so that they can monitor their team performance monthly</li><li>Analyze the training requirement data, develop the training calendar &amp; implement the training program.</li></ul> Employee Engagement: <ul><li>Responsible for improving the Employee Engagement Index across the organization and business by conceptualizing and implementing various employee development and engagement initiatives.</li><li>Developing and delivering the organizations internal communication strategy, planning a calendar of activities, organizing events, and increasing the level of employee engagement.</li><li>Leading and supporting the development and delivery of internal communication plans and materials.</li><li>Lead on the development and implementation of a new engagement platform, which we see as integral to the future of our organizational communications.</li><li>Initiate and implement innovative Team building and collaborative initiatives that help improve the Organizational Development Index.</li><li>Responsible for Employee Engagement, Brand Management, and Event Management.</li><li>Coordinating and following up with multiple departments on various activities assigned until the closure.</li><li>Planning and organizing significant events and ability to handle bigger groups in-person/ virtual.</li></ul> Requirements: <ul><li>Bachelor’s/Master’s degree in human resources.</li><li>8+ years of broad HR experience including talent management and performance management.</li><li>Proficient with Microsoft Office Suite or related software.</li><li>Someone with previous experience in rolling out the PMS cycle is a must for this role.</li><li>Proven track record in Talent Acquisition/Recruitment who is comfortable in achieving the monthly recruitment target is a prerequisite.</li><li>Previous experience in managing employee engagement will be an added advantage.</li></ul>

Job Role: <ul><li>Implementing the HR policies, systems &amp; procedures for the HR operations and development. HRIS, Leave Management, Confirmations, Transfers, Designing Policies.</li><li>Maintaining the Entire Employee Life cycle - Hiring to Exit</li></ul> Responsibilities: <ul><li>Managing Induction/ Orientation Program&amp; On-Boarding for new Joiners.</li><li>Handling Grievances and Issues, Warnings, Disciplinary and Termination Letters.</li><li>Compensation Benefits and Payroll:</li><li>Responsible for resolving employee concerns on PF, Group Medical Insurance, Medical Reimbursement, LTA, ESI,</li><li>Gratuity and other benefit administration.</li><li>Ensuring adherence to the payroll calendar timelines for payroll output.</li><li>Looking after comp. revisions/promotions and issuing salary change/promotion/transfer letters and pay information</li><li>as per the company policies.</li><li>Leave Encashment, Variable Pay and LTA/Medical Settlements.</li></ul>&nbsp;Performance Management: <ul><li>Managing performance appraisals against personal objectives, corporate values, technical and leadership</li><li>competencies and individual development plans.</li><li>Ensuring that the KRA setting, and appraisal processes are completed by assisting &amp; coordinating with the stakeholders within stipulated time frames.</li><li>Managing appraisal process across the levels and establishing framework for substantiating performance appraisal</li><li>system linked to reward management.</li><li>Responsible for the Performance Appraisal Process for PAN India employees</li></ul>&nbsp;Employee Relations &amp;Engagement: <ul><li>Work with line managers and employees to address all types of employee grievances &amp; ensuring a balance in&nbsp;representing all employees’ interests.</li><li>Coordinated with business groups, create and implement innovative solutions for a variety of employee engagement</li><li>initiatives to increase employee passion and customer devotion.</li><li>Partner with managers to retain, develop and motivate people to achieve their potential.</li><li>Conducting employee satisfaction surveys &amp; designing reward and recognition programs.</li><li>HR Analytics:</li><li>Responsible for preparing various reports, dashboards like Active-Resigned status, KRA status, appraisal data etc.&nbsp;</li><li>as &amp; when required</li><li>Maintain all HR files and employee information in various forms like employee central database, preparing all HR</li><li>Letters and certificates etc.</li></ul>&nbsp;Exit Process: <ul><li>Preparing Full and Final Settlement</li><li>Conduct, documents, analysis of exit interviews. Coordinating &amp; managing employee final settlement</li><li>Handle Exit interviews, disciplinary &amp; performance issues/counselling, and proceedings.PIP/ Issuance of Warning</li><li>letters&amp; Termination letters. Prepare and summarize the BU attrition analysis on monthly/quarterly basis.</li></ul> Requirements: <ul><li>Hard worker with good market knowledge</li><li>Self starter with Initiative and Result Oriented Leader</li><li>Positive Attitude</li><li>Good Communication &amp;Good Documentation skills</li><li>Good Analytical &amp; Interpersonal Skills</li><li class="ql-align-justify">Committed &amp; Ambitious Person who would be ready to take challenging responsibilities</li></ul>

Responsibilities: <ul><li>Provide HR functional leadership in people and organizational areas; adding value in taking a strategic and operational business decision.</li><li>Support delivery of the people strategy within the business area through the identification and development of targeted HR interventions to deliver commercial performance.</li><li>Actively participate in business planning and strategy development for the business area and provide people strategy plans to support business goals.</li><li>&nbsp;Ensure understanding, communication and implementation of the HR Principles and process across teams while ensuring smooth HR operational delivery.</li><li>Equip the organization with right capabilities and drive talent and succession planning processes relevant to the business strategy and context.</li><li>Act as a change agent and coach leaders on how to handle change, engage employees and build capabilities effectively.</li><li>Collaborate with global, regional, and local HR teams to evolve the functions in terms of quality of talent and effective organization design.</li><li>Lead HR projects/initiatives to add value to BA APAC&amp;MEA HR functional delivery.</li></ul>&nbsp;Requirements: <ul><li>8-10 years’ experience as a HR Business Partner in a multinational environment</li><li>Degree shouk be&nbsp;BA Marketing &amp; Commercial&nbsp;</li><li>Strategic Insights &amp; Solutions&nbsp;</li><li>Strong Business Acumen</li><li>Organization Design, Change &amp; Development</li><li>Talent Development&nbsp;</li><li>Performance &amp; Reward</li><li>Employee Engagement</li><li>Fluency in English</li></ul>

Responsibilities: <ul><li>Leads and manages exempt staff of all Departments in the Airline Catering unit. This includes but not limited to: Food production, Transportation, Equipment Processing, Storeroom Department, Dish-room/Porters, Quality Assurance, and related departments to ensure production standards and customer service requirements are met.</li><li>Ensures Customer requirements/specifications and service requirements are complied with on all airline accounts. </li><li>This includes production processing, on-time performance, equipment inventory, and quality assurance controls.</li><li>Drives to meet business objectives and goals set by superior related to food costs, labor costs, sanitation, quality assurance, market track goals, airline goals and objectives, and all other specific goals set thereof.</li><li>Ensures that all HACCP, FDA, Local Airport, Quality Assurance, and Airline Specifications are maintained at the highest level.</li><li>Monitors all menu cycles to ensure customer service and satisfaction is not interrupted. Ensures that proper equipment is maintained and controlled in the Unit for operation excellence.</li><li>Manages operation staff on a day-to-day operation aspect to drive for exceeding set targets.</li><li>Supports and assist Lean initiatives, and Quality initiatives to achieve OPEX targets.</li><li>Monitors all training programs that are required to be conducted to ensure all Corporate Polices and Procedures are followed and maintained.</li><li>Monitors employee relations in each Department, and ensures compliance with the National Master and Local Addendum labor agreements are maintained in the Departments.</li><li>Supports customer audits, government audits to meet compliance</li><li>Responsible for annual performance evaluations of direct reports in compliance with corporate initiatives.</li><li>Maintains customer communication with all local and corporate airline representatives to ensure all request, investigations, and/or related are concluded to the satisfaction of the customer and company.</li><li>Assists the Regional GM on projects, investigations, training, corporate goals and objectives, and airline requests.</li><li>Completes all administrative reports in an accurate and timely manner.</li><li>Ensures the security of the facility by monitoring and maintaining existing programs including all TSA, local airport and corporate requirements.</li><li>Drives prevention vs. detection of defects.</li><li>Coordinates actions to prevent the occurrences of nonconformities.</li><li>Maintains customer compliance resolution.</li><li>Responsible for the maintenance of key performance metrics for the Operation organization.</li><li>Verifies and insures company policies and procedures are followed.</li><li>Insures quality specifications and requirements are followed and met.</li><li>Develops Standard Operating Procedures.</li><li>Responsible for safety, quality and compliance to customer specification.</li><li>Completes Hazard Analysis and Risk Based Preventative Controls (HARPC) Preventative Controls for Human Food training and certification course to be a PCQI (Preventive Controls Qualified Individual) according to company policy.</li><li>Completes all other company required training including but not limited to ServSafe Sanitation Manager Certification.</li><li>Completes Hazard Analysis and Risk Based Preventative Controls (HARPC) Preventative Controls for Human Food training and certification course to be a PCQI (Preventive Controls Qualified Individual) according to company policy.</li><li>Completes all company required training including but not limited to ServSafe Sanitation Manager Certification.</li></ul> Requirements: Education: <ul><li>Bachelor’s Degree in business administration or a related field if preferred&nbsp;</li></ul> Work Experience: <ul><li>Successful track record as a Manager or Assistant Manager in airline catering required.</li><li>10+ years of experience in in-flight catering or food manufacturing environment required.</li><li>Demonstrated experience with managing financials with budget responsibility required.</li><li>Demonstrated knowledge of Lean manufacturing principles and/or six sigma and continuous improvement methodologies preferred.</li><li>Proven experience successfully managing a team of supervisors and managers required.</li><li>Previous customer service and/or account management experience required.</li><li>Strong track record of innovation and making changes to the operation to further improve the work environment and unit performance</li><li>Labor relations experience is required.</li></ul> Technical Skills: (Certification, Licenses and Registration): <ul><li>Candidate should be comfortable with all levels of employees and have the ability to drive positive program change.</li><li>Must be a Team builder with the ability to lead and motivate a diverse management and hourly staff.</li><li>Must have strong and effective leadership skills</li><li>Excellent problem solving skills, planning and scheduling capabilities managing multiple account requirements</li><li>Ability to effectively manage the operation while maintaining compliance in a heavy regulated environment e.g. FDA, HACCP and security.</li><li>Advanced Microsoft office tool skills (excel, word).</li><li>Knowledge of quality auditing, inspection methods.</li><li>Detail oriented and excellent project management skills.</li><li>Strong organizational skills, able to prioritize responsibilities and multi-task.</li><li>Change Agent.</li><li>Able to obtain an AOA badge and customs seal&nbsp;</li></ul> Language / Communication Skills: <ul><li>Strong interpersonal skills and the ability to interact effectively with multiple departments and customers</li><li>Excellent written and oral communication skills.</li></ul>

Responsibilities: <ul><li>Lead, coordinate and drive project delivery for SAP SuccessFactors Business Transformation projects across all modules including integration to other systems (such as payroll)</li><li>Conduct business needs analysis and identify key business challenges.</li><li>Identify improvement opportunities to achieve clients’ desired business outcomes and manage risk, quality, timeline, and budget of the SuccessFactors implementation.</li><li>Define to-be stage of processes, procedures, organizations, capabilities, solution application requirement and performance measurements.</li><li>Develop deployment/enablement strategy, roadmap and plan to achieve ‘to-be’ stage effectively.</li><li>Manage/conduct deployment activities and measure achievement of desired outcomes.</li><li>Support team with gaining access to tenders, build proposals, win work and deliver projects.</li><li>Build and maintain relationships with key executives, business personnel, SME and a network of professional organizations or affiliations.</li><li>Utilise and apply best practices on projects based on experience and in consultation with experts; appropriately tailored for the client and their culture.</li><li>Manage team onboarding, logistics issues, coordinate with stakeholders and act as a conduit between project team members, vendors and stakeholders.</li><li>Liaise with application management and legacy IT support teams.</li></ul> Requirements: <ul><li>A recognized degree qualification&nbsp;</li><li>Undergraduate degree with an information technology and/or Human Resource focus (preferred)</li><li>Minimum 4 -5 years of SAP experience as an SAP implementation project manager in the SAP HCM and SAP SuccessFactors with at least 2 SAP SuccessFactors project experience</li><li>Understanding of how SAP SuccessFactors work.</li><li>Familiarity with Human Capital business processes and leading industry practices in payroll.</li><li>Prior experience of working in a professional services firm is preferred</li><li>Strong understanding of how business processes work and integrate in an ERP/SAP environment.</li><li>Ability to design and drive changes for business process reengineering and organizational change</li><li>Good understanding of SAP ERP functionalities.</li><li>Strong written and verbal skills&nbsp;</li><li>Strong analytical and problem-solving skills&nbsp;</li><li>Strong client service mind-set with good project management skills&nbsp;</li><li>Flexibility to travel in the region when required</li></ul>

Overview: <ul><li>The Human Resources organization at is building a new Data group.</li><li>This is an exciting opportunity for an experienced Project Manager, to enter at the “ground floor” and shape the future organization.&nbsp;</li><li>Reporting to the Program Manager and Chief Administrative Officer (CAO) in the HR Chief Data Office (CDO), you will navigate global and cross functional needs, collaborate with Enterprise Chief Data Office (ECDO) and drive towards an ideal state of a mature data governance program.&nbsp;</li><li>The HR CDO Project Manager will assist with the overall running of the HR CDO Program Management Office (PMO) and data work done by HR to ensure implementation of the enterprise data strategy.</li></ul> Responsibilities: <ul><li>Manage Data &amp; Analytics projects that cross data pillars (Governance, Management. infrastructure, etc.) and extended beyond the HR</li><li>In partnership with enterprise program management, ensure sound program management for HR data related work (e.g., deliverables on time, risk identification, process for milestone reporting and approving changes to milestones)&nbsp;</li><li>Assist in developing the HR Data Transformation Strategy and roadmap&nbsp;</li><li>Assist in developing the HR Data related training offerings Develop and implement the HR CDO people and communications strategy, including the development and execution of training programs&nbsp;</li><li>Support the Enterprise CDO in conducting key activities and preparing materials for regulatory touchpoints and milestones&nbsp;</li><li>Monitor and act on key HR-specific operational metrics; assist ECDO to establish additional key metrics and develop a simple repeatable process to produce them on a regular cadence</li><li>&nbsp;Provide content to ECDO for presentations to key stakeholders Responsible for the overall direction, coordination, implementation, execution, control and completion of specified projects ensuring consistency with project management governance.</li><li>Measures project management performance against standards. </li><li>Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firms reputation and safeguarding, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency, as well as effectively supervise the activity of others and create accountability with those who fail to maintain these standards.&nbsp;</li></ul> Requirements: <ul><li>6 - 10 years of relevant experience with a particular focus in the data, technology, Human Resources and/or operations space and overall business management experience in a complex, financial organization, with particular focus in the data space highly preferred</li><li>Proven ability to execute large complex change programs</li><li>Exceptionally strong interpersonal and communication skills Strong core technical skills and solid understanding of data processes, infrastructure, and systems</li><li>Proven ability to act independently, work quickly and with careful attention to detail, juggle multiple priorities and thrive in a varied, fast-paced environment</li><li>Proven ability to lead/manage projects in a large, global financial firm&nbsp;</li><li>Proven ability to work well under pressure and within tight deadlines Proven ability to communicate effectively, drive consensus, and influence relationships at all levels</li><li>Strong analytical/problem solving skills; sound judgment and demonstrated leadership skills</li></ul>

Overview: <ul><li>The Senior Manager Talent Acquisition will be responsible for all aspects of recruitment within the country.&nbsp;</li><li>They will design and develop talent acquisition and talent development program to maintain high level of workforce and talent across the company&nbsp;</li><li>The person will lead a talent acquisition (TA) team of 12-15 members and work closely with the Country HR Director, Country Managing Director, HR Shared Service and business stakeholders on workforce planning and management.&nbsp;</li><li>He/She will report directly to the Regional Head of Talent Acquisition and is part of the Regional Talent Acquisition team</li></ul> Responsibilities: <ul><li>Lead the TA team and ensure the team is successful in recruiting the right talents / volume workforce in a timely and cost-effective manner. </li><li>Be prepared to step-in and communicate with stakeholders when requisition becomes challenging for the team.&nbsp;&nbsp;</li><li>Be cognizant of internal talents’ strength and be pro-actively in having meaningful discussion with business leaders / hiring managers regarding internal transfers / promotions.&nbsp;</li><li>Collaborate with the Regional TA Team on Employer Branding and Employee Value Proposition program.&nbsp;</li><li>Be the design lead of these initiatives in the country to ensure the company name is the top of mind for industry&nbsp;</li><li>Work closely with the Country HR Director and business leaders on resource planning to ensure accurate projection of resource required for the upcoming projects, etc.</li><li>Translate global diversity and inclusion goal to local objectives and initiatives. </li><li>Drive program and activities to strengthen a diverse and inclusive workplace&nbsp;</li></ul> Requirements: <ul><li>At least 15 to 20 years of progressive career in Talent Acquisition in the MNC environment&nbsp;</li><li>At least 7 to 15 years of people manager experience and is comfortable leading a team size of 12-15 members.&nbsp;</li><li>Has the experience to work in a matrix business environment</li><li>Ability to manage stakeholders, excellent influencing and communication skills</li><li>Passionate about coaching and developing talents and teams</li><li>Positive and forward-thinking mindset that embraces change&nbsp;</li><li>Bachelor / Master degree.&nbsp;</li><li>Ability to communicate with employees of all levels including blue collars</li></ul>

RESPONSIBILITIES <ul><li>Deliver HR services and build capabilities to drive organizational performance through individuals and managers as well as identify issues and recommend solutions</li><li>Responsible for HR delivery and implementation across the employee lifecycle</li><li>Partner with business managers to resolve Employee Relations (ER) issues, ensuring appropriate actions are taken and risks are assessed</li><li>Partner with Human Resource Advisors (HRAs) and Centers of Excellence (COEs) on HR priorities in respective client populations to ensure delivery and implementation of HR solutions</li><li>Coordinate and ensure seamless end-to-end delivery of global priorities and life cycle processes</li><li>Work with HRA global partners and regional HR Generalists to ensure consistent communication and delivery of HR solutions and processes</li><li>Coordinate and consult with country HR partners to deliver regional activities</li><li>Lead and/or initiate cross our client projects as well as train new team members</li><li>Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firms reputation and safeguarding our client, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency.</li></ul> REQUIREMENTS <ul><li>6-10 years of relevant experience</li><li>Consistently demonstrates clear and concise written and verbal communication</li><li>Working knowledge of HR functions</li><li>Working knowledge of applicable US laws</li><li>Proficient in Microsoft Office</li></ul>

Role Description: <ul><li>We are searching for an ambitious and adventurous PA/EA who are open to relocation to Dhahran in the Kingdom. Our Client, the largest company in the world, is seeking an experienced professional Personal Assistant / Secretary.</li><li>Whilst we are unable to offer relocation assistance for spouses, partners or other family members, we welcome applications from all suitably qualified candidates.</li><li>Confidentiality, tact and diplomacy are essential.</li></ul> Key Responsibilities <ul><li>Duties may include, but are not limited to, the following:</li><li>Complex diary/calendar management.</li><li>Organizing travel itineraries, visa applications and handling expenses.</li><li>Meeting facilitation including minute taking and composing agendas.</li><li>Performing highly confidential administrative duties.</li><li>Composition, editing and review of confidential correspondence.</li><li>Compilation of statistical information, reports and presentations.</li><li>Office manager and other secretarial duties as required.</li></ul> Requirements: <ul><li>You will require a minimum of five (5) years solid and continuous experience as a professional Personal Assistant or Secretary, providing outstanding high level support.</li><li>You will be highly adaptable and possess excellent typing skills (at a minimum of 50 wpm).</li><li>Shorthand desirable but not essential.</li><li>You will combine excellent written and oral English with attention to detail, initiative and the ability to thrive under pressure.</li><li>In addition you will be fully conversant with Microsoft Office applications (such as Word™, Excel™ and PowerPoint™).</li><li>In return our client can offer you a highly competitive salary, Heavily subsidised accomodation</li></ul>

Responsibilities: <ul><li>Conduct learning needs analysis and facilitate skills gaps analysis</li><li>Develop and implement learning strategies and programs that are aligned with the growth strategy and missions</li><li>Embrace and implement various types of training, including eLearning, on-demand/in-time, live-online, and the traditional in-classroom delivery amongst others</li><li>Design and produce training materials, including elearning courses</li><li>Work with the Talent Director in planning both learning strategy, learning programs and budgets</li><li>Track regional learning budget, working with procurement team in negotiating learning contracts, and build relationships and manage 3rd party learning partners/vendors</li><li>Assess and measure the success of training programs and development plans to continuously improve and adapt to evolving talent requirements</li><li>Design and launch/execute staple curriculums for all employees (i.e. core behaviors, growth mindset)</li><li>Deliver staple learning curriculums</li><li>Manage the learning journey for newly hired and newly promoted people leaders</li><li>Strengthen learning and development function expertise and continuous process improvement; manage and develop learning team members</li><li>Stay abreast of the latest developments in learning trends, changes in learning theory, and developments in learning technologies</li><li>Analyze and prepare report and recommendation on the results of engagement surveys conducted within the region</li><li>Enable people leaders and HRBPs to co-create with their teams on action plans abased on engagement survey results; follow through with these teams on execution status of their action plans</li></ul> Requirements: <ul><li>A Leader - You have a vision and a purpose, and you can inspire and influence others to not only share it, but apply their abilities to achieving it.</li><li>Agile – You can quickly understand and assess a situation and react confidently, making decisions even where there is ambiguity; You work with urgency, analyzing and adapting to different situations, quickly understanding changes and reacting confidently and decisively</li><li>Design Thinker – You put the customer at the center of your role execution.&nbsp;</li><li>You develop programs and solve problems by involving key stakeholders in the co-creation process and continuously evaluate solutions as well as continuously implement improvements that address current needs of the stakeholders and the business</li><li>Articulate – You should have great communications skills to effectively facilitate learning co-creation as well as delivery and facilitation of learning programs.&nbsp;</li><li>Business Savvy – You understand how the business you support achieves their business goals and objectives.&nbsp;</li><li>You have a deep understanding of the team dynamics and talent situation of the team or business you support</li><li>Collaborative - You build trust, good working relationships and communicate effectively with your stakeholders, colleagues and across functions.</li><li>A Self Starter - You can work autonomously and manage your time efficiently, but will never be on your own, working proactively to identify the opportunities and implement the plan.</li><li>Analytical - With an eye for detail and the ability to interpret complex data, you can also translate this into meaningful, useful information that informs service delivery</li></ul> Education: <ul><li>You have a undergraduate degree in Human Resources Management, Business Administration, MBA / Master’s Degree preferred but not required</li><li>Certificate in Learning and Development Management / Project Management, preferred</li></ul> Experience: <ul><li>At least 5 years as Learning and Development Manager (total of at least 10 years experience in Human Resource Management: HRBP and Talent Management background preferred)</li><li>Experience in designing and producing relevant training materials including eLearning courses</li><li>Knowledge of eLearning platforms such as Cornerstone OnDemand, Articulate, and LinkedIn Learning</li><li>Experience in facilitating and delivering learning programs</li><li>Experience in conducting training needs analysis and skills gap analysis</li></ul>

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