IT Technical Recruiter

SBS-Bangalore Recruitment

Talent Acquisition Manager

SG Grads- Recruitment

Global Digital RM- Recruitment

Assistant Manager Human Resource

Banking Capital Markets & Advisory - Analyst & Associate Program Manager

Sap Hr Payroll

HR Executive/Sr. Executive HR

Vice President - Diversity, Equity and Inclusion

<div>Responsibilities:</div><div> </div><div><ul><li>The Data Analytics Intmd Analyst is a developing professional role.</li><li>Deals with most problems independently and has some latitude to solve complex problems.</li><li>Integrates in-depth specialty area knowledge with a solid understanding of industry standards and practices.</li><li>Good understanding of how the team and area integrate with others in accomplishing the objectives of the subfunction/ job family.&#160;</li><li>Applies analytical thinking and knowledge of data analysis tools and methodologies.</li><li>Requires attention to detail when making judgments and recommendations based on the analysis of factual information. Typically deals with variable issues with potentially broader business impact.&#160;</li><li>Applies professional judgment when interpreting data and results.&#160;</li><li>Breaks down information in a systematic and communicable manner.&#160;</li><li>Developed communication and diplomacy skills are required in order to exchange potentially complex/sensitive information.&#160;</li><li>Moderate but direct impact through close contact with the businesses' core activities.&#160;</li><li>Quality and timeliness of service provided will affect the effectiveness of own team and other closely related teams.</li></ul></div><div> </div><div>Requirements:</div><div> </div><div><ul><li>Hands-on experience in SAS and SQL</li><li>Experience working with large and multiple datasets, data warehouses, and ability to pull data using relevant programs and coding.</li><li>Background in Statistical Analysis&#9;</li><li>Experience in Python or R programing</li><li>Experience on working in P&amp;L Forecasting, Product Pricing, Acquisition Strategy projects&#160;&#160;</li><li>Experience in the financial industry</li><li>Strong problem-solving skills&#160;</li></ul></div><div> </div>

Responsibilities: <ul><li>Develop, lead and execute recruitment plans to attract the best and brightest talents for business units/corporate functions.</li><li>Drive strategy for direct sourcing, employee referrals and internal mobility.</li><li>Understand business complexities and implement sourcing strategies for niche roles including ascertaining the need for partnering executive search firms.</li><li>Establish yourself as the expert and trusted talent acquisition partner with hiring managers and HR Business Partners.</li><li>Analyze and prepare global hiring data and reports and share insights with senior management and HR leadership team.</li><li>Support the manager in developing, implementing and monitoring the progress of global TA strategies such as employer branding, recruitment excellence and onboarding best practices, and systems improvement.</li><li>This includes working in close collaboration local TA teams and the greater HR community.</li><li>Develop a culture of learning and sharing across the Group’s TA teams through regular virtual sessions, and in person travel as and when required.</li><li>Stay current with TA market trends and best practices, and contribute ideas to drive efficiency and improvement.</li><li>Maintain an up to date master list of external recruitment agencies/consultants, comprehensive in supporting various business units and functions.</li></ul> Requirements: <ul><li>Degree in Human Resources, Business or a related discipline.</li><li>Minimum five years in a similar role handling senior recruitment.</li><li>Experience working in large scale and complex multinational environment is ideal.</li><li>Experience in sourcing and selection in an in-house capacity, ideally have covered hiring of regional/global and senior mandates (e.g. Directors, General Manager, Vice Presidents).</li><li>Savvy in using sourcing tools, social media recruitment, competency-based behavioral interviews, offer management, onboarding and candidate care.</li><li>Experience in handling complex compensation negotiations.</li><li>Experience working with international search partners in different time zones and culture.</li><li>Experience recruiting for Pharmaceutical and Fast Moving Consumer Goods is preferred though not a must.</li></ul>

Job Role: <ul><li>Singapore Technology team builds, owns and supports many front-end, middle-tier and back-end applications that are used on trading floors around the world.</li><li>Numerous applications handle millions of transactions per day and have billions of dollars in trade-flow. Many teams operate on a "follow-the-sun" model and are required to have their applications running 24/7.</li></ul> Responsibilities: <ul><li>Working on latest design and software architecture patterns and frameworks - Microservices, APIs, Spring Core/MVC/Boot/Cloud, REST and so on.</li><li>Working on various SQL and NoSQL databases - Oracle, MongoDB, Neo4J, Redis, HDFS, Cassandra etc.&nbsp;</li><li>handling various data uses cases.</li><li>Experience in developing low latency/real-time Equity trading platforms, inclusive of algorithmic and systematic complex event processing.</li><li>Working with event streaming/messaging systems such as KAFKA, Solace, TIBCO EMS or other similar middleware</li><li>Working on various BPM and Rule Engine tools - JBPM, Drools etc.</li><li>Working on latest UI technology like React JS, Angular etc.</li></ul>&nbsp;Requirements: <ul><li>Passionate about technology, with knowledge of any of the following being a plus</li><li>Ability to multi-task with sharp problem solving skills</li><li>Strong communicator, able to build relationships and rapport easily</li><li>Adaptable and enjoy working in a fast-paced environment</li><li>Positive attitude and keen to learn.</li><li>Ability to work under time constraints</li><li>Unquestioned commitment to integrity ethical decision-making</li></ul>

Role Description: <ul><li>This job post is for ASEAN Commercial Cards Sales Manager based in Singapore.</li><li>The individual will focus on driving Commercial Cards Sales for the ASEAN market and will be part of the APAC Commercial Cards Sales team.</li><li>The key objective is to focus on Commercial Banking (SME Market) client segment within the existing and prospect client base.</li><li>The job reports to APAC Head of Card Sales Asia Pacific and matrix to the ASEAN CCB Cash Sales Head.</li></ul> Responsibilities: <ul><li>Responsible for the growth and origination of new Commercial Cards business for the ASEAN market. Identify new sales opportunities and grow pipeline for key initiatives, including wins in a new product, geography or client buying segment, with a specific focus on Commercial Banking (SME Market) client segment</li><li>Proactively drive initiatives to capture new flows within the e-commerce segment.</li><li>Work closely with TTS Sales and Banking partners to drive deal origination and sales support.</li><li>Actively manage Won Deals to provide a positive client experience throughout implementation and ensure Revenues are ramped up, as well as and leverage on seniors when there are ramp up issues</li><li>Be aware of and support all Card Sales Must Win Battles and Initiatives.</li><li>Evaluate and review analytics of client spend and make recommendations for growth and development accordingly.</li><li>Meet annual win and revenue targets of new to firm wallets.</li></ul> Requirements:&nbsp; <ul><li>Communication and presentation skills – we are looking for an individual who is confident in presentation – including senior management within the client’s organization.</li><li>Must have strong consultative sales &amp; negotiation skills.</li><li>Ability to think creatively to drive innovative solutions for clients.</li><li>Strong ability to build relationships with internal partners across various functions / regions.</li><li>Strategic Project Management – we require an individual who has an eye for detail and who can co-ordinate multiple teams to meet the project objectives .</li></ul>

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>

Responsibilities: The Program Manager is responsible for the full end-to-end management of Analyst and Associate experiences including overseeing the following processes for Banking, Capital Markets &amp; Advisory:Performance Management and Compensation, Career Development, Engagement, Promotions, Manager Capability and Employees Relations. Performance Management &amp; Compensation: <ul><li>Drive Analyst, Associate, and VP year-end processes for your franchises, including ratings and compensation</li><li>Manage compensation data and reporting</li><li>Execute on Analyst-VP promotion process</li></ul> Career Development &amp; Mobility Opportunities: <ul><li>Manage mobility with Analysts and Associates within the NAM region; partner with Recruiting, compensation and business stakeholders</li><li>Provide career coaching and support for those looking for internal opportunities</li><li>Manage any career development domestic or global rotations</li></ul> Engagement, Immersion &amp; Offboarding: <ul><li>Partner with managers/staffers on the immersion of new talent into the organization hired at the lateral level</li><li>Maintain a pulse on the population around morale, trends and overall experience through quick chats, Roadshows and other ad hoc feedback mechanisms</li><li>Conduct Exit Interviews with all resigning employees and help manage attrition data</li></ul> Manager Capabilities: <ul><li>Actively engage with managers and staffers throughout the talent cycle to impart best practices for managing and developing junior talent</li></ul> Employee Relations: <ul><li>Partner with the HR Advisor, Employee Relations, and Legal teams to evaluate and resolve all employee relations issues</li></ul> Learning: <ul><li>Partner closely with Early Career Learning teams to execute and implement the new hire induction training program at both Analyst and Associate levels.</li></ul> Immigration: <ul><li>Partner closely with immigration team to ensure all junior bankers requiring sponsorship are properly put through the visa process</li></ul> Requirements: <ul><li>The ideal candidate will be a college graduate, preferably with 2-3 years of campus recruiting, program management, or other relevant experience</li><li>Desire to be in a service-oriented environment with enthusiasm and high level of interest in Human Resources and program design and management</li><li>Strong technical skills, including significant experience using Excel and PowerPoint</li><li>Ability to manipulate and manage large data sets</li><li>Strong communication, writing and oral presentation skills, with the ability to liaise with stakeholders at various levels of management, including very senior interactions and expectations</li><li>Ability to prioritize as needed while handling multiple time-sensitive projects and maintaining high level of attention to detail in a very fast-paced environment</li><li>Flexibility to work some early morning and evening hours.</li></ul>

<table class="x_MsoNormalTable" border="0" cellspacing="0" cellpadding="0" width="731"><tbody><tr><td width="64" valign="bottom"><div><div>Skill</div></div></td><td width="667" valign="bottom">SAP&#160;HR&#160;Payroll&#160;(Indian&#160;Payroll)</td></tr><tr><td valign="bottom">Count</td><td valign="bottom">1</td></tr><tr><td valign="bottom">Level</td><td valign="bottom">Manager</td></tr><tr><td rowspan="4" valign="bottom">Criteria</td><td valign="bottom">7-10yrs exp</td></tr><tr><td valign="bottom">Implementation exp is must</td></tr><tr><td valign="bottom">Government client experience in Power sector preferred</td></tr><tr><td valign="bottom">SAP&#160;HR,&#160;Payroll&#160;India and&#160;SAP&#160;Travel Management,&#160;SAP&#160;Performance Management (PMS),&#160;SAP&#160;Recruitment experience</td></tr></tbody></table>

Responsibilities: <ul><li class="ql-align-justify">Organization Structures &amp; Culture: The incumbent will implement the right organization structure in line with business priorities and goals to ensure optimum manpower productivity. This will be further supported by the implementation of processes like performance management and talent development strategies to ensure a high-performance organization.</li><li class="ql-align-justify">Talent Acquisition &amp; Onboarding:&nbsp;Implement appropriate strategies for recruitment of quality hires across functions &amp; regions further supported by the right induction and onboarding processes. Manpower planning &amp; forecasting basis business needs, involvement in talent acquisition across levels within defined TAT through conducting interviews, liasioning with talent acquisition team and functional stakeholders.</li><li class="ql-align-justify">Talent Management:&nbsp;The incumbent will be required to drive the key strategic agenda for the Sales function such as building functional capability and strengthening the leadership pipeline and ensure development of high potential employees.</li><li class="ql-align-justify">Employee Engagement:&nbsp;The role entails driving the employee engagement surveys to understand the voice of the employees and roll out corrective/developmental actions that have a positive impact of employee engagement and thereby productivity &amp; retention.</li><li class="ql-align-justify">Employee Retention:&nbsp;Conducting exit interviews, attrition analytics, uncovering themes, insights and implementing function-wide and employee-level measures to retain good talent</li><li class="ql-align-justify">Learning &amp; Development:&nbsp;The incumbent will be responsible to design, develop and implement a capability-based training framework for various roles in the organization.</li><li class="ql-align-justify">Sales Incentive Design, Rewards and Recognition:&nbsp;Creating and implementing the monetary (Sales Incentive Program) and non-monetary rewards and recognition for the Sales function; creating frameworks to drive performance, motivate and engage employees</li><li>Managing 3rd Party Workforce:&nbsp;Liaising with 3rd Party Service Provider and functional stakeholders in Sales &amp; COE teams to manage the fleet of 3P workforce for Sales- manning, attrition, incentive earnings, rewards and recognition</li></ul> Requirements: <ul><li>MBA in HR</li><li>4&nbsp;to 6 years of Experience, out of which 1-2 years of experience as HR Business Partner, additional experience in a COE function in HR is preferred</li><li>﻿Proven track record of successful implementation of people strategy, programs, and initiatives</li><li>Deep functional expertise in any of the COE areas (Recruitment, Learning &amp; Development, Talent management, Compensation, and Benefit) will be preferred</li><li>Knowledge of labour law principles and practices</li></ul>

Responsibilities : <ul><li>The VP of Diversity, Equity, and Inclusion is responsible for leading a team that implements initiatives to ensure the optimal infusion of DE&amp;I principles and practices in all aspects of our organization, specifically in company culture and community impact.&nbsp;</li><li>The successful candidate will help Southern Glazer’s Wine &amp; Spirits (SGWS) set and deliver our mission, assisting in the evolution of an inclusive culture that drives business results by designing an overarching DE&amp;I strategy and aligning DE&amp;I initiatives in business units.&nbsp;</li><li>The VP of Diversity, Equity, and Inclusion will guide DE&amp;I’s for SGWS positioning across all externally facing business functions, create partnerships, and serve as a thought leader and internal consultant on diversity and inclusion topics.&nbsp;</li><li>They will also oversee Employee Resource Groups (ERG), training recommendations, workforce planning that focuses on diversity in talent sourcing and selection, diverse suppliers, and succession inclusion of diverse talent.&nbsp;</li><li>Create an overarching diversity, equity, and inclusion strategy in alignment to SGWSs business objectives, mission, and culture</li><li>Partner with the executive leadership team and HR leadership team to create strategic DE&amp;I goals and project plans around core business processes, marketing and social media engagement, with key accountability measures; create presentations for executive leadership team and HR leaders to share best practices, recommendations, benchmark initiatives and share data trends</li><li>Make recommendations to ensure business practices offer equitable opportunities for promotion, selection, and suppliers.</li><li>Facilitate open and practical dialogue throughout the company, resulting in a greater understanding of DE&amp;I and integration of DE&amp;I into the SGWS culture; help support grass-root business resource group efforts; create framework, integration into the business strategy, budgeting, executive sponsorship and leadership</li><li>Partner with HR and Centers of Excellence to create training and development programs and initiatives that nurture and retain talent across the company</li><li>Measure, track and analyze the effectiveness of SGWS DE&amp;I initiatives; report progress; identify opportunities for new areas of focus; benchmark and measure efforts and progress in DE&amp;I with best-in-class organization</li><li>Develop and execute the annual budget, strategies, work plan, and initiatives to drive DE&amp;I work at SGWS.</li><li>Serve as a partner and coach to senior leadership and all other stakeholders.</li><li>Identify and develop partnerships with external resources (training, talent sourcing, speakers, local leadership)</li><li>Advise communications team on internal and external communications with an eye toward DE&amp;I including social media and employee engagement surveys</li></ul> Requirements:&nbsp; <ul><li>BA/BS or equivalent years of comparable experience</li><li>10 years of progressively responsible experience required, including people and culture, change management, and DE&amp;I work with a focus on developing solutions and implementing strategies in organizations with diverse constituencies.</li><li>5 years of senior organizational leadership and direct people management experience</li><li>Experience managing diverse, remote, and high-performing teams and fostering their talent and growth</li><li>Ability to travel 1-2 times a month&nbsp;</li><li>Deep subject matter expertise on DE&amp;I and people and culture-related topics, including inclusive leadership, talent management best practices, anti-racism principles, and dismantling dominant-culture practices</li><li>Demonstrated ability to embed SGWS best practices into both organizational strategy and operations</li><li>Demonstrated ability to design and implement large-scale and tactical initiatives across an organization</li><li>Demonstrated commitment to continuous self-learning, reflection, and growth, especially related to the development of strong equity, diverse teams, and modeling this approach with others.</li><li>Demonstrated ability to serve as an internal consultant across an organization required, including the ability to build and maintain trusting and collaborative relationships with different stakeholder bodies with competing priorities.</li><li>Ability to successfully navigate through ambiguous and/or complex situations</li><li>Demonstrated ability to lead, develop, amend, adapt, cohere and communicate strategic initiatives to deliver impact in close collaboration with multiple teams.</li><li>Strong written and verbal skills in an increasingly virtual working world, and demonstrated success in communicating with advocacy targets, Executive Leadership Team, direct reports, and external partners in effective ways that adapt to this increasingly virtual work environment.</li></ul>

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17 sbsbangalore recruitment Jobs found