Showing 8 positions
Manager- ER
HR Generalist Job Title: HR Generalist Summary: The role serves as a trusted HR and ER partner, providing strategic guidance on employee relations, workforce change, policy governance, regulatory compliance and employment-related risk considerations. The role partners closely with business leaders and key stakeholders to support organizational effectiveness while ensuring an appropriate balance of business, people and compliance outcomes. Responsible for compliance with country/jurisdiction law and regulations for business as usual and when supporting the integration and harmonisation for any M&A activity Partner with, Centres of Expertise and Global HR Operations to support the execution of enterprise and business programs in the region/country, as defined in the HR Service catalogue Responsibilities: HR support Overall accountability for the management of country related HR matters and support to Country Business leaders and managers in line with local legislation, regulatory requirements and global HR priorities. Partner directly with senior business leaders to provide strategic HR and ER guidance, balancing business objectives, colleague experience and compliance considerations. Educate Country Business leaders and managers to undertake their responsibilities as defined in the HR Service Catalogue and Ways of Working Work Environment, Employee Relations, Change Management, and Compliance: Independently lead and manage complex ER matters including disciplinary issues, performance management, grievances, investigations, redundancies, workforce transitions, long-term illness cases and negotiated exits. Provide guidance to colleagues and managers to achieve balanced and sustainable outcomes. Work with managers to provide effective coaching on managing performance and disciplinary issues, ensuring actions meet company and legislative requirements to maintain a positive and professional work environment for all colleagues Lead and negotiate exit agreements and separation arrangements, partnering with Legal where specialist advice or heightened risk considerations apply. Lead or support organizational change initiatives, including restructuring, workforce transitions, M&A integration and policy harmonisation activities requiring country-specific implementation, consultation and risk assessment. Maintain a strong understanding of employment laws, labour regulations and HR compliance requirements to identify risks, provide practical guidance and partner effectively with Legal on complex matters. Ensure adherence to unique jurisdictional requirements and monitor issues for continuous improvement of employment practices and/or processes. Lead the ongoing review, development and harmonisation of local HR policies, procedures and governance frameworks in line with legislative, regulatory and business requirements. Ensure the consistent practice and implementation of ER activities through the application of uniform policies, standard Operating Procedures, procedure, governance frameworks and documented templates. Serve as a local resource on work/life balance issues; coordinate with managers on alternative work arrangements and lead best place to work initiatives. In collaboration with other teams, some participation in locally required or relevant culture, wellness, disaster response or diversity initiatives that are aligned with global HR priorities. Performance and Talent Development In line with the HR Service catalogue, partner with Talent Advisory to determine specific country support requirements for the execution of Talent programs, e.g. collective/individual consultation. Support the execution of CoE and Global HR Operations enterprise-wide programs where there are country specific implementation requirements, e.g. collective consultation, legal restrictions. Integrated HR Service Delivery Lead ER, compliance projects, managing multiple workstreams and coordinating with HR, Legal, Finance, Talent Acquisition, HRS, business leaders and global stakeholders to support successful delivery and effective risk management. Partner with CoEs to ensure global programs are executed in line with local legislation and consultation requirements Identify and implement opportunities for standardisation of work (e.g. HR process, service delivery) where appropriate. Utilize global HR technology, global processes and the tiered support model to support an integrated “One HR” organisation focused on the colleague and manager experience of HR services. Total Rewards Provide Country specific support to the annual review cycle, specifically data validation as it relates to local policy requirements, Manage and oversee the administration of local benefits, including relationships with vendors and renewals, in line with market and legal requirements and in alignment with the Global Benefits strategy (where applicable) Partner with the Global Compensation and Benefits teams to support and provide advice relating to competitiveness of reward offerings and legislative changes impacting local programs, e.g. pay transparency, pay equity. Provide county specific support, as defined in the HR Service Catalogue, for internal movement of colleagues, including international transfers and relocations. Requirements: Strong hands-on ER expertise with experience independently managing complex ER matters and investigations. Significant experience of partnering with senior business leaders on complex ER, workforce change and business-critical people matters. Experience supporting organizational restructuring, workforce transitions, M&A integration, policy harmonisation and other large-scale change initiatives. Good understanding of employment laws, labour regulations, statutory compliance requirements and HR governance practices, with the ability to identify risks and partner effectively with Legal and Compliance teams. Excellent stakeholder management skills and experience working across business leaders, HR, Legal, Finance, Talent Acquisition, HRS and global teams. Strong project management and organizational skills, with the ability to manage multiple priorities, stakeholders and competing deadlines simultaneously. Ability to work independently, exercise sound judgment and balance business, people and compliance considerations when making recommendations. Experience operating within a complex global matrix environment and influencing stakeholders across multiple functions and geographies. Excellent written and verbal communication skills, including a good command of English. Ability to interact with colleagues at all levels.
Associate Manager-ER
HR Generalist Job Title: HR Generalist Summary/Ad: The role serves as a trusted HR and ER subject matter expert to implement ER best practices, HR Compliance guidance and support, as described in the HR Service Catalogue, to ensure a positive colleague and manager experience. Responsible for compliance with country/jurisdiction law and regulations for business as usual and when supporting the integration and harmonisation for any M&A activity Partner with, Centres of Expertise and Global HR Operations to support the execution of enterprise and business programs in the region/country, as defined in the HR Service catalogue Responsibilities: HR support Overall accountability for the management of country related HR matters and support to Country Business leaders and managers in line with local legislation and global HR priorities. Educate Country Business leaders and managers to undertake their responsibilities as defined in the HR Service Catalogue and Ways of Working Work Environment, Employee Relations and Compliance: Ensure the consistent practice and implementation of ER activities through the application of uniform policies, standard Operating Procedures and documented templates. Work with managers to provide effective coaching on managing performance and disciplinary issues, ensuring actions meet company and legislative requirements to maintain a positive and professional work environment for all colleagues Serve as a local resource on work/life balance issues; coordinate with managers on alternative work arrangements and lead best place to work initiatives. Provide case management advice on key areas such as disciplinary, performance management, redundancy, long-term illness, and other ER issues. Provide guidance to colleagues and to people managers to ensure successful outcomes that balance risk and business cost. Negotiate exit agreements, taking legal advice on more complex cases. Ensure adherence to unique jurisdictional requirements and monitor issues for continuous improvement of employment practices and/or processes. Manage the on-going review and up-dating of local country HR policies and procedures in line with legislative changes. In collaboration with other teams, some participation in locally required or relevant culture, wellness, disaster response or diversity initiatives that are aligned with global HR priorities. Performance and Talent Development In line with the HR Service catalogue, partner with Talent Advisory to determine specific country support requirements for the execution of Talent programs, e.g. collective/individual consultation. Support the execution of CoE and Global HR Operations enterprise-wide programs where there are country specific implementation requirements, e.g. collective consultation, legal restrictions. Integrated HR Service Delivery Identify and implement opportunities for standardisation of work (e.g. HR process, service delivery) where appropriate. Partner with CoEs to ensure global programs are executed in line with local legislation and consultation requirements Utilize global HR technology, global processes and the tiered support model to support an integrated “One HR” organisation focused on the colleague and manager experience of HR services. Total Rewards Provide Country specific support to the annual review cycle, specifically data validation as it relates to local policy requirements, Manage and oversee the administration of local benefits, including relationships with vendors and renewals, in line with market and legal requirements and in alignment with the Global Benefits strategy (where applicable) Partner with the Global Compensation and Benefits teams to support and provide advice relating to competitiveness of reward offerings and legislative changes impacting local programs, e.g. pay transparency, pay equity. Provide county specific support, as defined in the HR Service Catalogue, for internal movement of colleagues, including international transfers and relocations. Requirements: A proven track record as an HR Generalist providing a commercially focused and pragmatic support to business leaders. Experience of working within a professional services environment would be an advantage. Strong evidence of supporting senior business leaders on employee relation issues and effective stakeholder management. Experience of managing restructuring programs and change management initiatives would be an advantage. Excellent written and verbal communication skills, including a good command of English. The ability to interact with colleagues at all levels. Strong organisational skills and ability to manage competing and rapidly changing priorities. Ability to work independently and operate well in a team. Understanding and experience of operating in a Global matrix environment.
Manager-L53
HR Generalist Job Title: HR Generalist Summary: The role serves as a trusted HR and ER partner, providing strategic guidance on employee relations, workforce change, policy governance, regulatory compliance and employment-related risk considerations. The role partners closely with business leaders and key stakeholders to support organizational effectiveness while ensuring an appropriate balance of business, people and compliance outcomes. Responsible for compliance with country/jurisdiction law and regulations for business as usual and when supporting the integration and harmonisation for any M&A activity Partner with, Centres of Expertise and Global HR Operations to support the execution of enterprise and business programs in the region/country, as defined in the HR Service catalogue Responsibilities: HR support Overall accountability for the management of country related HR matters and support to Country Business leaders and managers in line with local legislation, regulatory requirements and global HR priorities. Partner directly with senior business leaders to provide strategic HR and ER guidance, balancing business objectives, colleague experience and compliance considerations. Educate Country Business leaders and managers to undertake their responsibilities as defined in the HR Service Catalogue and Ways of Working Work Environment, Employee Relations, Change Management, and Compliance: Independently lead and manage complex ER matters including disciplinary issues, performance management, grievances, investigations, redundancies, workforce transitions, long-term illness cases and negotiated exits. Provide guidance to colleagues and managers to achieve balanced and sustainable outcomes. Work with managers to provide effective coaching on managing performance and disciplinary issues, ensuring actions meet company and legislative requirements to maintain a positive and professional work environment for all colleagues Lead and negotiate exit agreements and separation arrangements, partnering with Legal where specialist advice or heightened risk considerations apply. Lead or support organizational change initiatives, including restructuring, workforce transitions, M&A integration and policy harmonisation activities requiring country-specific implementation, consultation and risk assessment. Maintain a strong understanding of employment laws, labour regulations and HR compliance requirements to identify risks, provide practical guidance and partner effectively with Legal on complex matters. Ensure adherence to unique jurisdictional requirements and monitor issues for continuous improvement of employment practices and/or processes. Lead the ongoing review, development and harmonisation of local HR policies, procedures and governance frameworks in line with legislative, regulatory and business requirements. Ensure the consistent practice and implementation of ER activities through the application of uniform policies, standard Operating Procedures, procedure, governance frameworks and documented templates. Serve as a local resource on work/life balance issues; coordinate with managers on alternative work arrangements and lead best place to work initiatives. In collaboration with other teams, some participation in locally required or relevant culture, wellness, disaster response or diversity initiatives that are aligned with global HR priorities. Performance and Talent Development In line with the HR Service catalogue, partner with Talent Advisory to determine specific country support requirements for the execution of Talent programs, e.g. collective/individual consultation. Support the execution of CoE and Global HR Operations enterprise-wide programs where there are country specific implementation requirements, e.g. collective consultation, legal restrictions. Integrated HR Service Delivery Lead ER, compliance projects, managing multiple workstreams and coordinating with HR, Legal, Finance, Talent Acquisition, HRS, business leaders and global stakeholders to support successful delivery and effective risk management. Partner with CoEs to ensure global programs are executed in line with local legislation and consultation requirements Identify and implement opportunities for standardisation of work (e.g. HR process, service delivery) where appropriate. Utilize global HR technology, global processes and the tiered support model to support an integrated “One HR” organisation focused on the colleague and manager experience of HR services. Total Rewards Provide Country specific support to the annual review cycle, specifically data validation as it relates to local policy requirements, Manage and oversee the administration of local benefits, including relationships with vendors and renewals, in line with market and legal requirements and in alignment with the Global Benefits strategy (where applicable) Partner with the Global Compensation and Benefits teams to support and provide advice relating to competitiveness of reward offerings and legislative changes impacting local programs, e.g. pay transparency, pay equity. Provide county specific support, as defined in the HR Service Catalogue, for internal movement of colleagues, including international transfers and relocations. Requirements: Strong hands-on ER expertise with experience independently managing complex ER matters and investigations. Significant experience of partnering with senior business leaders on complex ER, workforce change and business-critical people matters. Experience supporting organizational restructuring, workforce transitions, M&A integration, policy harmonisation and other large-scale change initiatives. Good understanding of employment laws, labour regulations, statutory compliance requirements and HR governance practices, with the ability to identify risks and partner effectively with Legal and Compliance teams. Excellent stakeholder management skills and experience working across business leaders, HR, Legal, Finance, Talent Acquisition, HRS and global teams. Strong project management and organizational skills, with the ability to manage multiple priorities, stakeholders and competing deadlines simultaneously. Ability to work independently, exercise sound judgment and balance business, people and compliance considerations when making recommendations. Experience operating within a complex global matrix environment and influencing stakeholders across multiple functions and geographies. Excellent written and verbal communication skills, including a good command of English. Ability to interact with colleagues at all levels.
Associate Manager- L58
HR Generalist Job Title: HR Generalist Summary/Ad: The role serves as a trusted HR and ER subject matter expert to implement ER best practices, HR Compliance guidance and support, as described in the HR Service Catalogue, to ensure a positive colleague and manager experience. Responsible for compliance with country/jurisdiction law and regulations for business as usual and when supporting the integration and harmonisation for any M&A activity Partner with, Centres of Expertise and Global HR Operations to support the execution of enterprise and business programs in the region/country, as defined in the HR Service catalogue Responsibilities: HR support Overall accountability for the management of country related HR matters and support to Country Business leaders and managers in line with local legislation and global HR priorities. Educate Country Business leaders and managers to undertake their responsibilities as defined in the HR Service Catalogue and Ways of Working Work Environment, Employee Relations and Compliance: Ensure the consistent practice and implementation of ER activities through the application of uniform policies, standard Operating Procedures and documented templates. Work with managers to provide effective coaching on managing performance and disciplinary issues, ensuring actions meet company and legislative requirements to maintain a positive and professional work environment for all colleagues Serve as a local resource on work/life balance issues; coordinate with managers on alternative work arrangements and lead best place to work initiatives. Provide case management advice on key areas such as disciplinary, performance management, redundancy, long-term illness, and other ER issues. Provide guidance to colleagues and to people managers to ensure successful outcomes that balance risk and business cost. Negotiate exit agreements, taking legal advice on more complex cases. Ensure adherence to unique jurisdictional requirements and monitor issues for continuous improvement of employment practices and/or processes. Manage the on-going review and up-dating of local country HR policies and procedures in line with legislative changes. In collaboration with other teams, some participation in locally required or relevant culture, wellness, disaster response or diversity initiatives that are aligned with global HR priorities. Performance and Talent Development In line with the HR Service catalogue, partner with Talent Advisory to determine specific country support requirements for the execution of Talent programs, e.g. collective/individual consultation. Support the execution of CoE and Global HR Operations enterprise-wide programs where there are country specific implementation requirements, e.g. collective consultation, legal restrictions. Integrated HR Service Delivery Identify and implement opportunities for standardisation of work (e.g. HR process, service delivery) where appropriate. Partner with CoEs to ensure global programs are executed in line with local legislation and consultation requirements Utilize global HR technology, global processes and the tiered support model to support an integrated “One HR” organisation focused on the colleague and manager experience of HR services. Total Rewards Provide Country specific support to the annual review cycle, specifically data validation as it relates to local policy requirements, Manage and oversee the administration of local benefits, including relationships with vendors and renewals, in line with market and legal requirements and in alignment with the Global Benefits strategy (where applicable) Partner with the Global Compensation and Benefits teams to support and provide advice relating to competitiveness of reward offerings and legislative changes impacting local programs, e.g. pay transparency, pay equity. Provide county specific support, as defined in the HR Service Catalogue, for internal movement of colleagues, including international transfers and relocations. Requirements: A proven track record as an HR Generalist providing a commercially focused and pragmatic support to business leaders. Experience of working within a professional services environment would be an advantage. Strong evidence of supporting senior business leaders on employee relation issues and effective stakeholder management. Experience of managing restructuring programs and change management initiatives would be an advantage. Excellent written and verbal communication skills, including a good command of English. The ability to interact with colleagues at all levels. Strong organisational skills and ability to manage competing and rapidly changing priorities. Ability to work independently and operate well in a team. Understanding and experience of operating in a Global matrix environment.
EA to Director
Job Summary: The Executive Assistant (EA) provides high-level administrative support to the Director by handling various tasks to ensure smooth and efficient operations. The EA manages schedules, communication, meetings, and special projects, allowing the executive to focus on strategic priorities. This role requires exceptional organizational, communication, and multitasking skills, along with the ability to maintain confidentiality and professionalism. Key Responsibilities: (for reference only, not limited to) Manage the executive's calendar, including scheduling meetings, appointments, and travel arrangements. Coordinate and organize internal and external meetings, ensuring timely preparation of agendas, documents, and other materials. Act as a liaison between the executive and internal/external stakeholders. Manage emails, phone calls, and other correspondence, ensuring timely responses. Draft, review, and distribute correspondence, reports, presentations, and other documents on behalf of the executive. Arrange domestic and international travel, including flights, hotels, transportation, and itineraries. Assist in planning and executing special projects or initiatives, ensuring deadlines are met. Conduct research, compile data, and prepare reports to assist in decision-making. Monitor progress on key initiatives and provide status updates to the executive. Handle sensitive information and maintain strict confidentiality regarding business operations and executive matters. Safeguard confidential documents and communication. Maintain organized files and records, both physical and digital. Prepare materials and reports for meetings, presentations, and conferences. Assist in coordinating events, conferences, and business functions as needed. Build strong working relationships with internal teams and external partners. Represent the executive professionally in all interactions and communications. Prioritize daily tasks and manage multiple, often competing priorities. Proactively identify and address potential issues before they become critical. Should be proficient in using AI tools and productivity applications. Skills and Qualifications: Education – Bachelor’s in any related field Experience: Minimum of [1-3 years] of experience as an Executive Assistant or in a similar role Technical Skills Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) and other productivity tools. Experience with virtual meeting platforms (e.g., Zoom, MS Teams) and travel management software. Communication: Excellent verbal and written communication skills Compensation: Additional Considerations: Residing within a 30-45-minute commuting distance from our office. A focus on job stability; preference for candidates with a consistent employment history. Honesty and openness are crucial attributes Willingness to undertake personal tasks for the executive.
OPT Recruiter
Key Responsibilities Source and recruit OPT candidates through job portals and other recruitment channels. Guide OPT candidates throughout the recruitment and placement process. Build and maintain a strong pipeline of qualified candidates. Understand client requirements and identify suitable candidate matches. Coordinate interviews and follow up with candidates and clients. Maintain candidate databases and track submissions effectively. Ensure quick turnaround time for candidate submissions and placements. Requirements Excellent communication and interpersonal skills. Basic understanding of the US staffing/recruitment process. Ability to work in a fast-paced environment. Strong sourcing and relationship-building skills.
OPT Recruiter
Hiring: OPT Recruiter Company: Visys Cloud Technologies Working Time:- 6:30 pm to 3:30am(US Timing) Working Days:- Monday to Friday(5days a week) Work from office Location: Madhapur, Hyderabad Experience: 6 Months – 2 Years (Experienced candidates only) Salary: 30–40% hike on current CTC Job Responsibilities Source and recruit OPT candidates through job portals and other recruitment channels. Guide OPT candidates throughout the recruitment and placement process. Build and maintain a strong pipeline of qualified OPT candidates. Understand client requirements and identify suitable candidate matches. Coordinate interviews and follow up with both candidates and clients. Maintain candidate databases and track submissions efficiently. Ensure quick turnaround time for candidate submissions and successful placements. Required Skills Excellent communication and interpersonal skills. Basic understanding of the US Staffing/Recruitment process. Strong sourcing and relationship-building abilities. Ability to work in a fast-paced, target-driven environment. Experience in sourcing and handling OPT candidates is mandatory.
Recruitment Team Leader
We are looking for an experienced Recruitment Team Leader with a strong background in Healthcare RCM (Revenue Cycle Management) Hiring. ✅ Proven experience in hiring for RCM roles such as AR Caller, Medical Biller, Medical Coder, Denial Management, Payment Posting, Charge Entry, Team Leads, and Managers ✅ Experience in leading and mentoring recruitment teams ✅ Strong sourcing, screening, and stakeholder management skills ✅ Expertise in end-to-end recruitment and team performance management 📌 Preferred: Candidates with experience hiring for US Healthcare / RCM organizations.