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If relevant, I am in the Northeast near the NYC metropolitan area.
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Anyone looking for reference in Cognizant.
Please share your resumes with role, location and experience to Arjun.email@example.com
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Larsen & Toubro Infotech Hi guys,
This question is to those who resigned recently.
Is it mandatory to submit investment proof( Form C) while leaving LTI?
I have one more month to exit and I see they have enabled window for Clearance and Form C.
Please let me know if anyone have idea. Larsen & Toubro Infotech
Hello there job seekers! DM me your Accenture website job post you want to apply to and I will refer you.
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They are attractive when I first see them.
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Others have been mishandled in the mail.
Once in a while, there is a “Special Delivery.”
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Others very tightly.
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It is easy to make that mistake…
It is amusing when babies do it.
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Sometimes I need others to help.
Is it because they are afra
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How many days does it take to release the offer ?
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Look up “I’m the new head of HR, Now What? The First 90 Days” by Dave Ulrich and Norm Smallwood. It’s written at a senior level but you can very easily translate it to something aligned to the scope of the role you’re interviewing for.
The first 90 days is to first understand your teams processes how everything work, to train and grow within your role in the first 30 days. In 60 days you want to be comfortable to working steady on your own because you have a rhythm for what is required with less supervision, however, you will have questions from time to time. In the 90 days mark you are still growing within your role and working with other peers on your team and getting more involved in meetings to give your perspectives on certain topics because you are growing within your role and you would like to continue growing and learning beyond 90 days.
It's a silly question that's not on you. Establishing an HR presence in a new office requires a lot. What you'd like to achieve would be contingent on what's organization's priorities and immediate needs. Are they looking to create policy base in this new locations laws and regulations? Do they need you to build relationships with leadership (you can never go wrong building relationships as an answer). Do you need to kick start recruitment efforts to build out the new locations? So many options.
Well a priority is to meet with tye peer HR mgrs in other locations, learn the challenges they faced and how those challenges were overcome. Learn the workflow created by peers who also opened in a similarly new country, environment et al. Identify must have, need to have and nice to have lists of operational planning and implementation. Many questions including 'are you required to hire the HR support team, staff, which Sr. Executives will be stationed there and will they have their own staff, and most importantly 'what are THEIR goals and expectations over a specific timeline. What metrics will be used to measure your success, and what support will be readily available including technology (this is especially important if the new office is located in a different time zone. That presens a whole new set of challenges).
1- learn about the company culture (as much as anyone can in 90 days) by listening, learning and building my network
2- meet with senior HR leaders to understand more about their goals and expectations about HR and about my role
Thank you so all who posted your responses that really helped me shape my answers ❤️. Its now fingers crossed.
for the first 90 days, you need to be familiar with the company policy, rules and regulations. Understand how your team works as well as your primary functions.