We are hiring a Talent Acquisition Specialist responsible for managing end-to-end recruitment including sourcing, screening, interviewing, and onboarding for technical and non-technical roles in the renewable energy sector. The role also involves employer branding, building candidate pipelines, stakeholder management, and supporting hiring across solar, wind, and energy storage projects in a fast-growing sustainability-focused organization.

Under the direction of the EMEIA Payroll Manager, the Payroll Coordinator is responsible for end-to-end payroll processing for assigned countries through outsourced payroll systems. The role includes maintaining payroll data accuracy, coordinating with internal and external stakeholders, managing vendor relationships, ensuring compliance with country-specific payroll laws, and supporting monthly payroll execution across shared service centers. The position also involves payroll reporting, GL coordination, documentation maintenance, and providing backup support for other payroll coordinators.

The Area HR Partner – Retail West supports retail operations by managing end-to-end HR activities across store locations. This includes recruitment, onboarding, employee engagement, training coordination, payroll input management, compliance, and exit processes. The role partners closely with store managers and retail leadership to address manpower needs, improve employee experience, reduce attrition, and ensure consistent implementation of HR policies across stores. It also involves regular store visits to gather feedback, resolve employee concerns, and support capability building and engagement initiatives for retail staff.

The Associate Talent Acquisition Partner supports volume hiring initiatives across multiple business functions including engineering, product, support, services, interns, freshers, and apprentice roles. The role involves assisting senior TA team members in end-to-end recruitment activities such as sourcing, screening, scheduling interviews, coordinating with stakeholders, and ensuring smooth candidate communication. The position also includes maintaining candidate data in ATS (Greenhouse), supporting internship and apprenticeship programs, building talent pipelines, and ensuring a positive candidate experience in a fast-paced global hiring environment.

The Human Resources Business Partner is responsible for providing end-to-end HR support including recruitment, onboarding, payroll coordination, employee relations, and talent management. The role partners with leadership to design and implement people strategies aligned with business goals, supports performance management cycles, drives employee engagement and retention initiatives, and ensures compliance with labor laws and HR policies. It also involves handling employee relations issues, conducting investigations when required, analyzing workforce trends, and supporting organizational development in a fast-paced, global startup environment.

Partner with hiring managers to develop recruitment strategies, source candidates through multiple channels, manage walk-in drives and campus hiring, conduct interviews, manage ATS, and ensure positive candidate experience.

As a Talent Acquisition Partner, you will play a crucial role in our organization's growth and success by identifying, attracting, and hiring top talent. You will collaborate closely with hiring managers and department heads to understand their staffing needs and develop effective recruitment strategies. Your responsibilities will include sourcing candidates through various channels, conducting interviews, and managing the hiring process from start to finish. 

 

As a Talent Acquisition Partner, you will

• Partner with hiring managers to understand their staffing needs and develop tailored recruitment strategies
• Source candidates through various channels, including job boards, social media, networking events, and employee referrals
• Have experience in conducting and managing walk-in drives and campus initiatives
• Screen resumes and conduct initial interviews to assess candidate qualifications and fit
• Coordinate and conduct in-depth interviews, both in-person and virtually
• Should possess strong negotiation skills around salary discussions with candidates
• Manage the candidate experience throughout the hiring process, ensuring timely communication and a positive experience
• Maintain and update the applicant tracking system (ATS) with candidate information and recruitment activities

 

About you

• Bachelor's degree in Human Resources, Business Administration, or a related qualification in the Talent Acquisition space (or equivalent experience)
• Proven experience as a Talent Acquisition Partner with and familiarity with other HR areas
• Extensive knowledge of recruitment techniques and tools
• Excellent communication and interpersonal skills in English
• Ability to build and maintain good relationships with candidates and departmental hiring managers
• Strong strategic task-management, time-management, and relationship-building skills
• Experience with in-house Applicant Tracking Systems (ATS) and HR systems
• Working exposure on SAP SuccessFactors recruitment module will be preferred

HRBP for Sales supporting workforce planning, performance management, learning initiatives, talent reviews, and diversity programs.

Key Responsibilities:

 

HRBP Sales

·      Act as a trusted advisor to Sales leaders, providing strategic HR support and guidance.

·      Understand business challenges and deliver HR solutions that drive business outcomes.

·      Support workforce planning, employee engagement, and performance management efforts.

·      Implement people strategies that support business growth, culture, and talent development.

·      Coordinate with GAVL CoE team to execute Sales CoE initiatives across BU in coordination with Regional HRs

·      Lead the design, development, and execution of Sales learning & capability initiatives aligned with business needs.

·      Collaborate with stakeholders to identify skill gaps and development opportunities across the business.

·      Drive the implementation of leadership development programs, employee upskilling, and cross-functional learning initiatives for sales team.

·      Monitor the effectiveness of learning programs and continuously improve offerings to meet evolving business

needs.

·      Support Sales leaders in identifying high-potential employees and creating development plans for talent

retention and advancement.

·      Drive diversity and inclusion initiatives that contribute to a strong and inclusive workplace culture.

·      Facilitate talent review processes for sales employees and provide insights on organizational capability.

Education :

·      MBA – Human Resources from the Tier 1 institute

Skills :

·      Proven ability to partner with senior leaders and drive strategic HR initiatives.

·      Experience in managing HR projects and leading learning and talent agenda.

·      Strong knowledge of HR processes, talent management frameworks, and learning methodologies.

·      Excellent communication, stakeholder management, and problem-solving skills.

·      Demonstrated ability to work in a fast-paced, dynamic environment with competing priorities.

·      Proven experience years as HRBP. Experience in FMCG and related industries preferred.

Partner with leaders on talent management, organizational design, performance management, employee engagement, and compensation programs

Partner with business leaders on HR strategy, workforce planning, talent development, employee engagement, and transformation initiatives.

A strategic Human Resources Business Partner to support Schneider Digital in India. The HRBP is responsible for partnering with Business leaders and client groups to provide a spectrum of HR services encompassing organizational and leadership development, workforce analysis/planning, Rewards management, change management, Talent development and employee engagement to ensure alignment to the business strategy.  

 

Key Responsibilities
Purpose    
•    Drive people priorities aligned with the business agenda. 
•    Provide operational HR support to the Business. 
•    Working together with Center of Excellence (COE) SPOCs to deliver key people priorities. 
•    Contribute to the success of the organization by fully leveraging the HR Business Partnering model

Areas of Responsibility
•    Implement HR Plans for the assigned perimeter. Develop and sustain effective relationships through close business partners. Effectively communicate and support the deployment of key people priorities.
•    Execute people solutions to support R&D/ Digital and operational business priorities. Contribute to the execution of key people priorities such as talent, leadership development, learning, Diversity, Equity & Inclusion, employee engagement, high performance and well-being.
•    Build management capability through effective partnering focused on coaching and supporting managers in their personal and professional development. Support business and HR leaders in organizational development and planning
•    Drive and support key strategic projects for the business/function including Workforce Planning and Business transformation/change initiatives based on the business needs.
•    Coach the business/function leaders and managers and equip them with the correct processes/tools to effectively apply these to drive the key HR processes through the annual HR cycle. 
•    Actively contribute and support transversal transformational projects/ initiatives on a need basis
•    Ensure smooth management of employee lifecycle.
•    Contribute to HR Excellence and build one HR Community in India

Lead HR for manufacturing plant including IR/ER, compliance, workforce planning, talent management, and union handling.

Lead HR lifecycle, talent strategy, employee engagement, compliance, and leadership development initiatives.

Align HR strategies with business, manage employee relations, workforce planning, performance management, and HR analytics.

The Sr HR Business Partner is responsible for aligning business objectives with employees and management in designated business units. Serves as a consultant to senior leadership on HR-related needs and assesses and integrates HR solutions that enable the business to meet its objectives. Develops integrated solutions in partnership with HR Centers of Excellence (COE) and shared services by communicating needs proactively. Formulates partnerships across the HR function to deliver value-added services to management and employees that reflects the business objectives of the organization, and maintains an effective level of business literacy about the business unit's strategy, goals, culture, and competition. Partners with Supply Chain and GCC leaders to deliver HR programs that support performance, engagement, and employee growth.

 

HOW YOU’LL MAKE A DIFFERENCE 

 

• 40% Executes on the HR aspects of short and long-term strategic initiatives of the function and business including organization design transformation, skills transformation, and workforce planning.
• 20% Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies specific to business unit needs.
• 20% Manages and resolves complex employee relations issues in partnership with employee relations function. 
• 10% Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed.
• 15% Participates with business in leadership meetings and off-site strategic sessions. Facilitates development and strategic discussion with leadership team.
• 30% Provides day-to-day performance management guidance to line management.
• Understands the need for appropriate data privacy protections when working with employee data. 
• 5% Performs other duties as assigned.

 

YOU ARE

• 8–10 years of HR Business Partner experience
• Experience in GCC or global operating environments

 

YOU HAVE

• Partner with leaders on workforce planning and talent initiatives
• Deliver performance management and engagement programs
• Manage employee relations and policy guidance
• Collaborate with Talent Acquisition and HR Centers of Excellence
• Use people insights and data to inform decisions
• Executes core HR partnering while aligning global frameworks with local business needs.

Manage HR strategy, workforce planning, employee relations, and operations across multiple geographies.

Role Purpose:

To partner with the Emerging Markets business in driving people strategy, managing employee lifecycle, and ensuring effective HR support across multiple geographies.

Key Responsibilities:

• Act as an HR partner to business teams handlingEmerging Markets (Africa, LATAM, SEA, CIS, Middle East)
• Support organization structuring and workforce planning
• Manage employee relations across diverse geographies
• Compliance & Policies
• Talent Management
• Support hiring, onboarding, and retention for Emerging Markets teams
• Ensure smooth HR operations across geographies

 

Key Requirements

• MBA/PGDM in HR or equivalent
• 8-15 years of HR experience (majority in HRBP role)
• Must have handled Emerging Markets' business teams
• Strong exposure tomulti-country HR environment
• Experience inpharmaceutical / healthcare industry preferred
• Strong stakeholder management and problem-solving skills

Handle recruitment, HR operations, onboarding, payroll inputs, compliance, and employee engagement.

Lead recruitment for senior roles, stakeholder management, market intelligence, and talent pipeline development.

The Principal Recruiter plays a critical role in enabling business growth by leading end-to-end recruitment for complex, senior, and niche roles in India.

In this role, you will lead the full-cycle recruitment process for these senior positions, partnering closely with hiring managers to identify talent needs and implement effective sourcing strategies. You will play a key role in enhancing our employer brand and ensuring a positive candidate and stakeholder experience.

Key Responsibilities

End‑to‑End Recruitment Delivery

• Manage the end-to-end recruitment process for senior and executive-level roles across multiple departments.

• Collaborate with hiring managers to understand role requirements, team dynamics, and organizational goals.

• Lead complex searches using proactive sourcing, market mapping and targeted talent engagement.

• Drive timely hiring while maintaining AECOM’s standards for quality, compliance, and candidate experience.

Strategic Stakeholder Partnership

• Serve as a trusted advisor to hiring managers and leadership teams

• Provide clear, data‑driven guidance on talent availability, market trends, compensation benchmarks, and hiring risks.

• Challenge and influence hiring decisions constructively to ensure sustainable and diverse hiring outcomes.

• Maintain proactive communication and expectation management throughout the hiring lifecycle

Talent Pipeline & Market Intelligence

• Build and maintain robust talent pipelines for current and future‑focused business needs

• Develop a strong understanding of the India talent market, competitors, and emerging capability trends.

• Leverage AECOM’s employer brand, EVP and sourcing channels to attract high‑calibre talent.

TA Capability & Continuous Improvement

• Partner with HR, Compensation, and Onboarding teams to deliver seamless hiring outcomes.

• Contribute to continuous improvement initiatives across tools, processes, and ways of working.

• Maintain accurate data within ATS and recruitment systems.

Required Skills & Experience

• 8–12+ years of end‑to‑end recruitment experience, preferably within engineering, consulting, technology, or professional services environments.

• Proven success hiring complex, niche, and senior roles in the India market.

• Strong stakeholder management skills with the ability to influence at senior levels.

• Advanced sourcing capability, including direct search and market engagement.

• Ability to operate strategically while remaining hands‑on and delivery‑focused.

Qualifications

• Bachelor’s degree required; HR, business, or related qualifications preferred.