Aramya is a fast-growing fashion and lifestyle company with a vision to build some of the world's most loved fashion and lifestyle brands and enable people to express themselves. The company has raised over $20M from marquee investors such as Accel, Z47, and industry veterans. Aramya is a 100 Cr+ NMV fashion and lifestyle company with brands including Aramya for daily wear, Tavira by Aramya for festive collections, and a new brand scheduled to launch in H2 2026.
Key Responsibilities

End-to-End Talent Acquisition
Strategize and lead high-volume recruitment for all store-level roles including Store Managers, Cluster Managers, Fashion Consultants, Sales Staff, Visual Merchandisers, Support Staff, and Interns.

High-Velocity Scalability
Build a predictable hiring engine utilizing walk-ins, localized sourcing, agency partnerships, and referrals to significantly reduce Time-to-Hire as the company scales to over 100 stores.

HR Operations & Onboarding
Oversee smooth onboarding processes, compliance management, biometric and attendance systems, and payroll inputs for all frontline retail staff.

Employee Relations & Compliance
Manage store-level employee relations, grievance redressal, and ensure strict adherence to local retail labor laws and shop establishment acts.

Retention & Performance Management
Design and implement localized engagement initiatives, incentive structures, and performance assessment cycles to reduce the high attrition common in retail operations.

Stakeholder Partnership
Act as the primary HR business partner to the Head of Retail Operations and Cluster Managers, aligning manpower planning with store launch timelines.

Candidate Requirements
Candidates should possess 10+ years of total HR experience, including at least 5+ years dedicated to Retail HR covering both hiring and store HR operations. Experience in Fashion or Apparel Retail or high-growth lifestyle D2C brands is highly preferred. The ideal candidate should have proven experience managing frontline, blue-collar, or grey-collar workforce at scale, strong ownership mindset, expertise in building processes from scratch, deep knowledge of retail dynamics, recruitment metrics, and labor compliance.


The company currently operates 14 retail stores in Bengaluru, with expansion plans across Hyderabad and Chennai, followed by Pune, Ahmedabad, and Mumbai. Aramya aims to scale to 100 stores within the next 12–18 months.

As the Retail HR Lead, you will own the entire lifecycle of the retail workforce. You will serve as the strategic and operational custodian of HR for stores by architecting a high-velocity hiring engine, establishing seamless onboarding processes, managing employee relations, and driving retention policies across multiple store formats. You will partner directly with Retail Leadership to ensure store teams consistently deliver the Aramya experience.

Aramya is a fast-growing fashion and lifestyle company with a vision to build some of the world's most loved fashion and lifestyle brands and enable people to express themselves. The company has raised over $20M from marquee investors such as Accel, Z47, and industry veterans. Aramya is a 100 Cr+ NMV fashion and lifestyle company with brands including Aramya for daily wear, Tavira by Aramya for festive collections, and a new brand scheduled to launch in H2 2026.
Key Responsibilities

End-to-End Talent Acquisition
Strategize and lead high-volume recruitment for all store-level roles including Store Managers, Cluster Managers, Fashion Consultants, Sales Staff, Visual Merchandisers, Support Staff, and Interns.

High-Velocity Scalability
Build a predictable hiring engine utilizing walk-ins, localized sourcing, agency partnerships, and referrals to significantly reduce Time-to-Hire as the company scales to over 100 stores.

HR Operations & Onboarding
Oversee smooth onboarding processes, compliance management, biometric and attendance systems, and payroll inputs for all frontline retail staff.

Employee Relations & Compliance
Manage store-level employee relations, grievance redressal, and ensure strict adherence to local retail labor laws and shop establishment acts.

Retention & Performance Management
Design and implement localized engagement initiatives, incentive structures, and performance assessment cycles to reduce the high attrition common in retail operations.

Stakeholder Partnership
Act as the primary HR business partner to the Head of Retail Operations and Cluster Managers, aligning manpower planning with store launch timelines.

Candidate Requirements
Candidates should possess 10+ years of total HR experience, including at least 5+ years dedicated to Retail HR covering both hiring and store HR operations. Experience in Fashion or Apparel Retail or high-growth lifestyle D2C brands is highly preferred. The ideal candidate should have proven experience managing frontline, blue-collar, or grey-collar workforce at scale, strong ownership mindset, expertise in building processes from scratch, deep knowledge of retail dynamics, recruitment metrics, and labor compliance.


The company currently operates 14 retail stores in Bengaluru, with expansion plans across Hyderabad and Chennai, followed by Pune, Ahmedabad, and Mumbai. Aramya aims to scale to 100 stores within the next 12–18 months.

As the Retail HR Lead, you will own the entire lifecycle of the retail workforce. You will serve as the strategic and operational custodian of HR for stores by architecting a high-velocity hiring engine, establishing seamless onboarding processes, managing employee relations, and driving retention policies across multiple store formats. You will partner directly with Retail Leadership to ensure store teams consistently deliver the Aramya experience.

Aramya is a fast-growing fashion and lifestyle company with a vision to build some of the world's most loved fashion and lifestyle brands and enable people to express themselves. The company has raised over $20M from marquee investors such as Accel, Z47, and industry veterans. Aramya is a 100 Cr+ NMV fashion and lifestyle company with brands including Aramya for daily wear, Tavira by Aramya for festive collections, and a new brand scheduled to launch in H2 2026.
Key Responsibilities

End-to-End Talent Acquisition
Strategize and lead high-volume recruitment for all store-level roles including Store Managers, Cluster Managers, Fashion Consultants, Sales Staff, Visual Merchandisers, Support Staff, and Interns.

High-Velocity Scalability
Build a predictable hiring engine utilizing walk-ins, localized sourcing, agency partnerships, and referrals to significantly reduce Time-to-Hire as the company scales to over 100 stores.

HR Operations & Onboarding
Oversee smooth onboarding processes, compliance management, biometric and attendance systems, and payroll inputs for all frontline retail staff.

Employee Relations & Compliance
Manage store-level employee relations, grievance redressal, and ensure strict adherence to local retail labor laws and shop establishment acts.

Retention & Performance Management
Design and implement localized engagement initiatives, incentive structures, and performance assessment cycles to reduce the high attrition common in retail operations.

Stakeholder Partnership
Act as the primary HR business partner to the Head of Retail Operations and Cluster Managers, aligning manpower planning with store launch timelines.

Candidate Requirements
Candidates should possess 10+ years of total HR experience, including at least 5+ years dedicated to Retail HR covering both hiring and store HR operations. Experience in Fashion or Apparel Retail or high-growth lifestyle D2C brands is highly preferred. The ideal candidate should have proven experience managing frontline, blue-collar, or grey-collar workforce at scale, strong ownership mindset, expertise in building processes from scratch, deep knowledge of retail dynamics, recruitment metrics, and labor compliance.


The company currently operates 14 retail stores in Bengaluru, with expansion plans across Hyderabad and Chennai, followed by Pune, Ahmedabad, and Mumbai. Aramya aims to scale to 100 stores within the next 12–18 months.

As the Retail HR Lead, you will own the entire lifecycle of the retail workforce. You will serve as the strategic and operational custodian of HR for stores by architecting a high-velocity hiring engine, establishing seamless onboarding processes, managing employee relations, and driving retention policies across multiple store formats. You will partner directly with Retail Leadership to ensure store teams consistently deliver the Aramya experience.

Aramya is a fast-growing fashion and lifestyle company with a vision to build some of the world's most loved fashion and lifestyle brands and enable people to express themselves. The company has raised over $20M from marquee investors such as Accel, Z47, and industry veterans. Aramya is a 100 Cr+ NMV fashion and lifestyle company with brands including Aramya for daily wear, Tavira by Aramya for festive collections, and a new brand scheduled to launch in H2 2026.
Key Responsibilities

End-to-End Talent Acquisition
Strategize and lead high-volume recruitment for all store-level roles including Store Managers, Cluster Managers, Fashion Consultants, Sales Staff, Visual Merchandisers, Support Staff, and Interns.

High-Velocity Scalability
Build a predictable hiring engine utilizing walk-ins, localized sourcing, agency partnerships, and referrals to significantly reduce Time-to-Hire as the company scales to over 100 stores.

HR Operations & Onboarding
Oversee smooth onboarding processes, compliance management, biometric and attendance systems, and payroll inputs for all frontline retail staff.

Employee Relations & Compliance
Manage store-level employee relations, grievance redressal, and ensure strict adherence to local retail labor laws and shop establishment acts.

Retention & Performance Management
Design and implement localized engagement initiatives, incentive structures, and performance assessment cycles to reduce the high attrition common in retail operations.

Stakeholder Partnership
Act as the primary HR business partner to the Head of Retail Operations and Cluster Managers, aligning manpower planning with store launch timelines.

Candidate Requirements
Candidates should possess 10+ years of total HR experience, including at least 5+ years dedicated to Retail HR covering both hiring and store HR operations. Experience in Fashion or Apparel Retail or high-growth lifestyle D2C brands is highly preferred. The ideal candidate should have proven experience managing frontline, blue-collar, or grey-collar workforce at scale, strong ownership mindset, expertise in building processes from scratch, deep knowledge of retail dynamics, recruitment metrics, and labor compliance.


The company currently operates 14 retail stores in Bengaluru, with expansion plans across Hyderabad and Chennai, followed by Pune, Ahmedabad, and Mumbai. Aramya aims to scale to 100 stores within the next 12–18 months.

As the Retail HR Lead, you will own the entire lifecycle of the retail workforce. You will serve as the strategic and operational custodian of HR for stores by architecting a high-velocity hiring engine, establishing seamless onboarding processes, managing employee relations, and driving retention policies across multiple store formats. You will partner directly with Retail Leadership to ensure store teams consistently deliver the Aramya experience.

Postman is the world’s leading API platform, used by more than 45 million developers and 500,000 organizations, including 98% of the Fortune 500. The company helps developers and professionals build the API-first world by simplifying each step of the API lifecycle and streamlining collaboration. Headquartered in San Francisco, Postman has offices in Boston, New York, Austin, Tokyo, London, and Bangalore where the company was founded. The company is privately held and backed by Battery Ventures, BOND, Coatue, CRV, Insight Partners, and Nexus Venture Partners.

The Recruiting Operations Coordinator serves as the operational backbone of Postman's recruiting function. This role ensures that every search runs smoothly from open to close by managing interviews, maintaining data accuracy, facilitating feedback collection, and delivering an excellent candidate experience.

Interview Coordination
Own end-to-end interview scheduling across all active roles by coordinating availability between candidates, interviewers, and hiring managers with a high degree of accuracy and responsiveness. Send timely confirmations, reminders, and logistical details to all interview participants. Manage reschedules and last-minute changes professionally with minimal disruption. Proactively identify and solve scheduling bottlenecks while continuously improving recruiting workflows.

Data Integrity & ATS Hygiene
Audit active job requisitions to ensure all required fields are complete and accurate in the ATS including job details, compensation bands, stage statuses, and interviewer assignments. Flag and resolve data gaps in collaboration with recruiters. Ensure every closed role has complete and accurate records before archiving.

Feedback & Interview Completion
Monitor interview completion rates and follow up with interviewers to ensure feedback is submitted within expected SLAs. Track interview recordings and flag any gaps to recruiters. Maintain a real-time view of outstanding feedback across all active searches.

Candidate Experience & Surveys
Deliver a high-touch candidate-first experience throughout the interview process. Coordinate candidate experience surveys at key touchpoints. Track response rates and flag low engagement. Compile survey results regularly and summarize key themes for review.

Employer Brand Monitoring
Monitor Glassdoor, LinkedIn, Blind, and other relevant platforms for candidate and employee reviews related to the recruiting experience. Surface notable feedback to the recruiting team and help maintain accurate employer profiles across platforms.

Metrics & Reporting
Collect and organize data on completed roles including time to fill, source, offer acceptance, and interview-to-offer ratios. Prepare metric summaries for the Head of Recruiting and support monthly and quarterly reporting cycles.

Candidates should possess a Bachelor's degree in any discipline. Coursework or internship experience in HR, business, communications, or operations is a plus but not required. The role values exceptional attention to detail, strong written communication skills, proficiency with Google Workspace, spreadsheets, calendar management, and familiarity with ATS tools such as Greenhouse, Lever, or Workday. Candidates should demonstrate collaboration, curiosity about recruiting, and the ability to thrive in a fast-paced environment.

Postman offers comprehensive benefits including full medical coverage, flexible PTO, wellness reimbursement, monthly lunch stipend, wellness programs, team-building events, and a donation-matching program. Bangalore employees currently work in the office three days a week and will transition to five days per week by the end of the year.

Tricolite Electrical Industries is looking for an experienced HR Business Partner (HRBP) to align business objectives with employees and management in the manufacturing unit. The role will be responsible for implementing HR strategies, corporate HR initiatives, HR policies, talent acquisition, and employee engagement programs to support business growth and organizational effectiveness.

HR Strategy & Business Partnering
Partner with business leaders to develop and implement HR strategies aligned with organizational goals. Act as a strategic advisor to leadership on workforce planning, talent management, and organizational development. Drive HR initiatives that support business performance and operational efficiency.

Corporate HR & Policy Implementation
Develop, review, and implement HR policies and ensure compliance with company standards and statutory requirements. Support corporate HR in implementing company-wide HR programs and initiatives. Ensure adherence to labor laws and HR compliance within the manufacturing setup.

Talent Acquisition
Lead end-to-end recruitment for mid to senior level positions. Work closely with hiring managers to understand manpower requirements and develop effective hiring strategies. Ensure timely closure of positions and maintain quality of hiring.

Employee Engagement & Culture
Design and implement employee engagement initiatives to enhance workplace culture and employee satisfaction. Conduct employee surveys, analyze feedback, and implement improvement plans. Drive employee retention initiatives and foster a high-performance culture.

Performance Management
Implement performance management systems including goal setting, performance reviews, and development planning. Guide managers on performance discussions and talent development.

Employee Relations
Address employee concerns and grievances effectively. Foster a positive employee relations environment within the organization. Support disciplinary processes and conflict resolution.

HR Analytics & Reporting
Track HR metrics such as attrition, recruitment, engagement, and productivity. Provide HR insights to leadership for informed decision-making.

Key Requirements
MBA/PGDM in Human Resources or equivalent. 10-15 years of HR experience, preferably in a manufacturing environment. Strong experience in Corporate HR, HR Policies, HR Strategy, Talent Acquisition, and Employee Engagement. Good understanding of labor laws and HR compliance. Excellent stakeholder management and communication skills.

This is an urgent opening for HRBP in Noida. Women candidates are preferred. Tricolite is a leading manufacturer of custom-built switchboards and power distribution solutions with manufacturing facilities across India.

Rubrik is seeking a Payroll Intern to join its Finance department and support payroll activities across APAC and EMEA regions. This role provides hands-on experience in payroll accounting, statutory compliance, audit requirements, and payroll operations while learning under the guidance of experienced payroll professionals.

The role is designed to provide a solid foundation for a successful career in Payroll Accounting through structured learning, mentorship, and exposure to global payroll processes.

Key Learnings and Responsibilities:

Basic Activities of Payroll:

Understand payroll activities from the basics to statutory compliance.

Support payroll activities for APAC and EMEA regions.

Data Collection and Verification:

Collect new hire data, payroll forms, and other relevant information from employees.

Verify that all new hire information and payroll-related data are correctly completed.

Validate offer letters and payroll documentation.

Payroll Processing Support:

Assist Payroll Specialists and Payroll Managers with payroll-related tasks.

Provide basic validation for payroll activities including CTC structure validation and payroll calculation validation.

Record Keeping and Audit Requirements:

Retrieve and manage payroll information as needed.

Maintain accurate and up-to-date payroll records aligned with audit requirements.

Support the team in collating audit-related information.

Prepare consolidated payroll reports for year-end activities and audit support.

Other Duties:

Assist employees with payroll-related inquiries.

Prepare payroll reports and statements.

Support statutory compliance activities based on country-specific regulations.

Support the General Ledger team on payroll reconciliations and flux analysis.

Participate in payroll development projects aimed at improving team processes and efficiency.

Skills and Qualifications:

Education:

CA Intern eligible for industrial training.

Graduate or postgraduate degree in Finance including B.Com, M.Com, MBA, or related field.

Skills:

Strong communication skills, both verbal and written.

Proficiency in Microsoft Office Suite, particularly Excel, Word, and Outlook.

Ability to work effectively in a team environment and collaborate with colleagues.

Strong attention to detail and accuracy.

Excellent organizational skills and ability to prioritize tasks.

Eagerness to learn and develop new skills in payroll and accounting.

Prior internship or work experience in payroll accounting or finance is an advantage.

Proficiency in data entry and computer systems.

Experience:

Some experience in payroll processing or accounting is preferred.

What Rubrik Offers:

Hands-on experience and mentorship from seasoned professionals.

Exposure to diverse accounting tasks and projects.

Opportunity to develop skills and knowledge in accounting and finance.

Competitive compensation package.

Exposure to APAC and EMEA payroll processes.

Friendly and supportive work environment.

About Rubrik:

Rubrik is the Security and AI Operations Company that operates at the intersection of data protection, cyber resilience, and enterprise AI acceleration. Rubrik Security Cloud secures, monitors, and recovers data, identities, and workloads across cloud environments. Rubrik Agent Cloud accelerates trusted AI agent deployments at scale through monitoring, auditing, and real-time guardrails.

Rubrik is committed to fostering an inclusive workplace where people from all backgrounds are valued and empowered to succeed.

RemoteEngine is seeking an experienced Senior Manager – Human Resources to lead the People function across VisioGen. The role will be responsible for driving HR strategy, talent management, workforce planning, organizational development, employee engagement, and HR governance across all business divisions.

The ideal candidate should possess strong HR leadership experience, business partnering capabilities, and the ability to build scalable people practices within a fast-growing, innovation-driven environment. The individual will operate as a strategic advisor to leadership while ensuring excellence in HR operations and employee experience.

Key Responsibilities:

Partner with business leaders across Clinical Operations, Technology, Product, Marketing, Operations, and Corporate Functions.

Develop and execute HR strategies aligned with business objectives and growth plans.

Provide guidance on organizational design, workforce planning, and talent optimization.

Act as a trusted advisor to leaders on people-related decisions and organizational effectiveness.

Drive workforce planning and hiring strategies across all functions.

Partner with hiring managers to ensure timely and quality hiring outcomes.

Monitor recruitment metrics, hiring effectiveness, and talent pipeline readiness.

Support employer branding and talent attraction initiatives.

Lead performance management, talent review, and promotion frameworks.

Drive goal-setting, performance calibration, and employee development processes.

Identify high-potential employees and establish succession planning initiatives.

Design and implement leadership development and capability-building programs.

Develop and execute employee engagement and retention initiatives.

Drive employee feedback mechanisms and action planning.

Promote a culture of accountability, collaboration, innovation, and continuous improvement.

Support leadership in managing employee relations and workplace concerns.

Ensure compliance with employment laws, company policies, and ZEISS standards.

Oversee employee lifecycle processes, audits, documentation, and governance practices.

Review and strengthen HR policies, SOPs, and operational frameworks.

Manage employee relations matters, investigations, and escalations as required.

Oversee onboarding, offboarding, HR systems, payroll coordination, and employee records management.

Drive process standardization, automation, and HR technology adoption.

Monitor HR service delivery standards and stakeholder satisfaction.

Establish HR dashboards and reporting mechanisms for leadership review.

Lead change management initiatives and organizational transformation programs.

Develop competency frameworks, career progression pathways, and succession plans.

Support business leaders in building scalable organizational structures.

Drive initiatives focused on leadership effectiveness and team capability enhancement.

Required Skills & Experience:

10+ years of progressive Human Resources experience.

MBA or PGDM in Human Resources or equivalent.

Strong experience in HR Business Partnering, Talent Management, Organization Development, and HR Operations.

Experience supporting high-growth organizations, healthcare, technology, or startup environments is preferred.

Strong understanding of employment laws, HR compliance, and governance frameworks.

Demonstrated experience working with senior leadership teams.

Excellent stakeholder management, communication, and influencing skills.

Strong analytical and problem-solving capabilities.

This role offers an opportunity to shape people strategy in a fast-growing and innovation-driven environment while partnering closely with leadership to build scalable organizational capabilities.

Brio Elevators is seeking a motivated, organized, and creative Human Resources Executive to support business growth and talent acquisition efforts. The ideal candidate should be capable of acquiring and developing new business opportunities while maintaining strong relationships with key stakeholders and customers.

Brio Elevators is an Indo-Italian elevator company specializing in premium home elevators and mobility solutions, combining Italian design with Indian innovation to deliver safe and elegant elevator experiences. The company operates across multiple locations in India and focuses on customer-centric solutions and technological excellence.

Responsibilities:

Cultivate strong business relationships with key decision makers.

Proactively identify new opportunities and deliver innovative solutions to customers.

Develop market strategies by researching lists of high-potential prospects.

Support business development initiatives and customer engagement activities.

Maintain extensive knowledge of current market conditions and industry trends.

Collaborate with internal teams to achieve business objectives and enhance customer satisfaction.

Qualifications:

Bachelor's degree or equivalent experience in Business.

3+ years of sales or account management experience.

Excellent written and verbal communication skills.

Strong relationship-building and stakeholder management abilities.

Ability to work effectively in a fast-paced environment and manage multiple priorities.

Resolve Tech Solutions is seeking an experienced and results-driven Senior Technical Recruiter to lead end-to-end recruitment efforts for technical and engineering positions across the organization. The ideal candidate will have a strong understanding of technology roles, excellent stakeholder management skills, and a proven track record of attracting and hiring top talent in competitive markets.

As a strategic talent partner, you will work closely with hiring managers and leadership teams to develop hiring strategies, build robust talent pipelines, and ensure an exceptional candidate experience throughout the recruitment lifecycle.

Key Responsibilities:

Talent Acquisition & Recruitment:

Manage full-cycle recruitment for technical positions including Software Engineers, Data Engineers, Machine Learning Engineers, DevOps Engineers, QA Engineers, Product Managers, Architects, and Engineering Leaders.

Partner with hiring managers to understand hiring needs, role requirements, and team objectives.

Develop sourcing strategies to identify and attract high-quality candidates through LinkedIn, job boards, referrals, networking, and direct sourcing.

Conduct candidate screening, technical assessment coordination, and behavioral interviews.

Drive the interview process from initial contact through offer negotiation and onboarding.

Stakeholder Management:

Act as a trusted advisor to hiring managers and leadership teams on market trends, talent availability, compensation benchmarks, and hiring strategies.

Conduct regular hiring reviews and provide recruitment status updates.

Ensure alignment between business requirements and recruitment efforts.

Candidate Experience:

Deliver a positive and engaging candidate experience throughout the hiring process.

Maintain timely communication with candidates and stakeholders.

Manage offer discussions, negotiations, and candidate closing activities.

Talent Pipeline Development:

Build and maintain strong talent pipelines for current and future hiring needs.

Create and execute proactive sourcing campaigns for niche and hard-to-fill technical roles.

Develop talent communities and maintain candidate relationships for future opportunities.

Recruitment Operations:

Maintain accurate candidate records in the Applicant Tracking System (ATS).

Track recruitment metrics including time-to-fill, source effectiveness, pipeline conversion, and hiring quality.

Ensure compliance with recruitment policies and employment regulations.

Support employer branding and recruitment marketing initiatives.

Market Intelligence:

Stay informed about technology trends, talent market conditions, competitor hiring activities, and compensation benchmarks.

Provide data-driven recommendations to improve recruitment effectiveness.

Required Qualifications:

Bachelor's degree in Human Resources, Business Administration, Information Technology, or related field.

5+ years of experience in technical recruitment with at least 2 years in a senior recruiter capacity.

Proven experience hiring for software engineering, cloud, data, AI/ML, cybersecurity, ERP, and enterprise technology roles.

Strong expertise in sourcing through LinkedIn Recruiter, job portals, social media, and networking channels.

Experience managing multiple requisitions simultaneously in a fast-paced environment.

Excellent communication, negotiation, and stakeholder management skills.

Experience working with ATS platforms and recruitment reporting tools.

Resolve Tech Solutions provides technology consulting and digital transformation services to enterprises across industries. The organization specializes in delivering innovative solutions and building high-performing technology teams.

Advanced Structures India (ASI) is a Cost Engineering and Technology company that builds specialized cost engineering software for manufacturing companies. The organization has a highly technical team of approximately 50 mechanical, electrical, electronics, and software engineers. The HR & Talent Lead will report directly to the CEO and act as the bridge between the engineering team and business goals.

This role is designed for an autonomous builder who wants to focus on identifying and onboarding technical professionals who can improve the team's overall execution and talent quality.

The Mission:

Your primary mandate is to raise the talent baseline of the organization by taking complete ownership of the employee lifecycle while aligning talent strategy with business objectives.

Core Responsibilities:

Targeted Sourcing & Hiring:

Direct Sourcing: Move beyond generic job postings by mapping, reaching out to, and engaging passive technical professionals including domain engineers, software developers, and data engineers who bring deep capability to the team.

Vetting Structure: Manage the end-to-end evaluation process, ensuring a professional candidate experience and a rigorous hiring process that filters for real problem-solving depth.

Lifecycle & Performance Management:

Technical Onboarding: Run a structured integration process that enables new hires to quickly adapt to internal workflows and proprietary platforms.

Performance Tracking: Partner with the CEO and engineering leads to manage performance reviews, enforce baseline standards, and handle probation evaluations.

Internal Operations: Independently manage employee milestones including alignment, progression tracking, and structured exit processes.

Administrative Ownership & Compliance:

ERP Administration: Handle day-to-day HR administration, monthly payroll inputs, and leave tracking using the internal ERP framework.

Compliance: Maintain compliance with local labor laws and statutory requirements while ensuring hybrid workplace policies remain updated and effective.

The Profile We Are Looking For:

3 to 8 years of core HR and recruiting experience with demonstrated success in sourcing passive technical talent for engineering or technology product teams.

Comfortable working as an individual contributor while independently managing talent strategy and HR operations.

Strong understanding of engineering or software product lifecycles to effectively assess candidate depth beyond keyword matching.

Ability to manage both strategic and operational HR responsibilities in a fast-paced technical environment.

This position offers the opportunity to work closely with leadership and directly influence the growth and quality of a highly specialized engineering organization.

 

A career in IBM Consulting is rooted in long-term relationships and close collaboration with clients across the globe. IBM Consulting offers strategy, experience, technology, and operations services to many of the world's most innovative companies. The organization leverages technology responsibly to help people, partners, and the planet while fostering a culture of curiosity, continuous learning, and innovation.

About Business Unit:

IBM BPO is a critical part of IBM Consulting and focuses on Business Process Operations across domains such as finance and accounts, procurement, supply chain, talent transformation, risk and compliance, insurance, and digital marketing services. BPO India is committed to accelerating digital transformation through agile methodologies, process mining, hybrid cloud, and artificial intelligence.

As Manager-Payroll, you will support end-to-end payroll activities for clients while ensuring adherence to policies and processes. This role requires working from the office and supporting US shifts.

Key Responsibilities:

Process payroll data in accordance with legal requirements, IBM standards, and customer requirements related to personal data protection.

Ensure timely payroll processing including sending inputs to payroll service providers and approving payrolls.

Ensure timely payroll payment processing including requesting uploads and payment releases, uploading payroll payments into banking systems, and monitoring rejected payments.

Carry out validation of payroll inputs and reconciliation of output files while handling any discrepancies identified.

Monitor execution of compliance activities when required.

Perform activities related to electronic payslip handling.

Communicate risks to payroll processes or deadlines through appropriate escalation paths.

Interact with employees, clients, payroll stakeholders, and third-party providers to ensure correct and timely payroll processing.

Report payroll cycle status accurately and in a timely manner.

Support year-end processes and country-specific payroll activities beyond monthly payroll cycles.

Initiate and actively support continuous improvement activities and process enhancements using change management channels.

Required Technical and Professional Expertise:

8–10 years of experience in US payroll operations within an international IT or ITES company.

Knowledge of payroll systems including Workday, ADP, and NGA.

Strong communication skills in English, both written and verbal.

Advanced knowledge of MS Excel and MS Word.

Ability to anticipate issues and reprioritize work to meet changing customer needs.

Strong analytical and problem-solving skills with the ability to develop robust solutions.

Ability to work effectively with internal customers and external suppliers.

Excellent customer service skills with the ability to communicate across all organizational levels.

Proven people management experience, including managing teams of 10–12 members.

Ability to resolve difficult customer service issues.

High degree of numeracy skills with meticulous attention to detail.

Strong teamwork and collaboration skills.

Preferred Technical and Professional Experience:

Ability to work independently toward agreed targets and goals.

Experience working under tight timelines and participating in change management initiatives.

Strong interpersonal skills and ability to contribute effectively to team outcomes.

Commitment to continuous learning through workshops, publications, and skill enhancement activities.

IBM offers an environment focused on career growth, mentorship, innovation, and learning opportunities while enabling employees to work on impactful projects across industries.

Altera is seeking a dynamic and results-driven Full Life Cycle Recruiter with strong FPGA industry expertise to join its growing team. In this role, you will be responsible for attracting, engaging, and hiring top-tier talent to support the company’s expanding FPGA business. You will partner closely with hiring managers and stakeholders to develop strategic hiring plans while delivering an exceptional candidate experience.

Adobe is seeking a strategic Compensation & Benefits partner to support its growth in India by shaping competitive and equitable reward strategies that attract, retain, and motivate top talent. This role blends deep analytics, business partnership, and program design to influence talent decisions and support Adobe’s people strategy.

Key Responsibilities:

Compensation (Cash):
Design compensation frameworks balancing external competitiveness with internal equity.
Benchmark pay ranges and drive pay equity analysis and remediation strategies.

Performance Differentiation:
Develop reward guidelines, model merit redistribution, and ensure recognition of top talent.

Market Insights:
Provide consultative input on compensation trends and external benchmarks to guide business decisions.

Annual Rewards Cycle:
Drive mid-year and annual planning.
Advise leaders on retention strategies and job architecture.

Stakeholder Engagement:
Collaborate with HRBPs, Talent Partners, COEs, Regional Compensation teams, and Analytics teams.
Serve as the single point of contact for managers and HRBPs for the region, providing consultation and guidance on rewards, equity, and performance-related matters.

Data & Insights:
Analyze budgets, rewards data, performance outcomes, and equity allocations.
Segment data to identify trends and improvement areas.
Translate complex data into executive-ready insights and narratives.

Governance & Compliance:
Ensure adherence to global compensation policies, legal requirements, and anti-trust guidelines.
Align India practices with global compensation philosophy.

Communications:
Develop and deliver communication strategies for employees and managers, ensuring self-service on compensation and benefits programs.

Early Talent Compensation:
Develop unique compensation strategies for university hires.
Act as Total Rewards design and program manager for key projects.

Benefits Communication and Activations:
Design and implement engaging communication strategies for benefits and wellbeing programs.
Lead onsite benefits and wellbeing events and activations.

External Competitiveness:
Monitor internal, external, and peer group compensation and benefits trends to ensure competitiveness and effectiveness of programs.

Solution Focus:
Drive solutions that support self-service, simplicity, scalability, and operational efficiency.

Requirements:

10+ years of relevant experience in Total Rewards.

Master’s degree in Human Resources is preferred.

Strong experience in compensation and benefits design and implementation.

Established network with rewards professionals in the industry is desirable.

Experience in compensation insights and analytics.

Ability to work autonomously and navigate ambiguous business environments.

Strong operational expertise to manage on-ground processes effectively.

About Adobe:

Adobe empowers everyone to create through innovative platforms and tools that unleash creativity, productivity, and personalized customer experiences. Its industry-leading offerings include Adobe Acrobat, Adobe Express, Adobe Firefly, Creative Cloud, Adobe Experience Platform, Adobe Experience Manager, and GenStudio.

With over 30,000 employees globally, Adobe is building the future through AI-powered solutions and human ingenuity. The company promotes an inclusive culture where employees are empowered to innovate and make meaningful impact.

Adobe is an Equal Employment Opportunity employer committed to diversity, inclusion, and accessibility in the workplace.

 

PhonePe is one of India’s leading digital payments and financial services companies. Launched in August 2016, PhonePe has over 60 Crore registered users and a digital payments acceptance network spread across more than 4 Crore merchants. The company processes over 33 Crore transactions daily with an annualized Total Payment Value of over INR 150 lakh crore.

PhonePe’s portfolio includes financial products such as Insurance, Lending, and Wealth, along with consumer technology businesses including Pincode and Indus AppStore. The company’s vision is to provide every Indian equal opportunity to accelerate their progress by unlocking the flow of money and access to services.

At PhonePe, employees are empowered to take ownership from day one and solve complex problems at scale while working in a culture of innovation, speed, and collaboration.

Key Responsibilities:

Exit Management:

Own end-to-end exit administration for high-volume exits ranging from 800–1000 per week, including resignation processing, separation documentation, and system updates while ensuring payroll accuracy and compliance.

Ensure timely and compliant closure of exits in line with statutory, payroll, and internal policy timelines.

Coordinate with payroll, HRBPs, finance, and business teams for seamless exit execution.

Post-Exit Formalities & Documentation:

Ensure accurate and timely issuance of relieving letters and experience letters.

Manage Full & Final settlement inputs.

Handle statutory exit documentation including PF, ESIC, and gratuity where applicable.

Issue show cause and termination letters for absconding and involuntary exits.

Maintain audit-ready documentation and records for all exits.

Recovery Management:

Manage employee recoveries, dues reconciliation, and write-offs as per policy and delegated authority.

Liaise with the legal function for issuance of legal notices and follow-up in critical or high-value cases.

Ensure strong controls and documentation for all recovery and write-off decisions.

Insurance Administration:

Oversee employee insurance administration across the employee lifecycle including benefits enrolments, claims support, insurer coordination, and employee query resolution.

Ensure benefits continuity, accuracy, and compliance.

Act as an escalation point for complex or sensitive benefits cases.

Time-Off / Leave Management:

Own end-to-end time-off administration for the sales workforce.

Ensure leave data integrity for payroll processing, benefits eligibility, exit settlement, and actuarial valuations.

Manage exceptions including backdated leave, incorrect balances, and leave adjustments during exit or absconding stages.

Process Excellence, Automation & Systems:

Identify opportunities to simplify, automate, and standardize exit and benefits processes.

Partner with HRIS, payroll systems, and internal technology teams to reduce manual interventions and improve data accuracy.

Build scalable workflows to support sustained high-volume operations.

Compliance, Controls & Governance:

Ensure all exit and benefits processes comply with labour laws, statutory requirements, internal policies, audit standards, and data privacy regulations.

Support internal and external audits related to exits, benefits, and employee settlements.

Proactively identify and mitigate compliance, cost, or employee experience risks.

Stakeholder & Team Management:

Act as a key SPOC for HRBPs, payroll, finance, legal, and business teams.

Publish regular MIS covering exit volumes, closure timelines, absconding status, recoveries, benefits enrolments, and claims trends.

Lead and guide a team of Exit and Benefits specialists by allocating work, managing capacity, coaching team members, and ensuring operational excellence.

Drive standardization of SOPs, trackers, checklists, and escalation mechanisms.

Key Qualifications & Experience:

Graduate or Postgraduate in HR or related field with 4–5 years of experience in HR Operations, Benefits Administration, Insurance, or Payroll.

Prior experience leading teams and driving process improvements and automation in large, fast-growing organizations is essential.

Strong ownership mindset, attention to detail, and compliance orientation.

Ability to work under pressure and manage tight timelines.

Strong stakeholder management and analytical skills.

Proficiency in MS Excel and Google Sheets.

PhonePe offers a culture that promotes innovation, creativity, and equal opportunity while supporting employees through comprehensive benefits and professional growth opportunities.