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

Strategic HRBP role partnering with leaders on org design, performance management, compensation, talent reviews, succession planning, employee relations, and workforce planning.

We are hiring an HR Business Partner to partner engineering, GTM, and corporate leaders across Digantara. You will report to the Head of People and own the partnering relationship for a defined set of business leaders -  their org design, performance, talent reviews, comp decisions, succession, and critical employee relations matters.

This is a strategic HRBP role, not an HR generalist role. You will spend most of your time in business reviews, 1:1s with leaders, talent calibration sessions, and executive coaching moments.

What You'll Own:

• Business partnering: Be the trusted HR counterpart to senior leaders. Join their leadership meetings. Coach them on team decisions, difficult conversations, and people strategy.

• Performance management: Run half-yearly and annual performance cycles. Facilitate calibration sessions. Coach managers on delivering feedback, performance plans, and hard calls.

• Talent reviews & succession: Run 9-box or equivalent talent reviews. Identify high-potentials, flight risks, and succession gaps. Build development plans with leaders for top 10%.

• Compensation partnering: Partner with the Head of People on annual comp cycles, promotions, off-cycle adjustments, and ESOP grants. Build business cases for exceptional awards. Ensure internal equity.

• Org design & workforce planning: Partner with leaders on org structure changes spans, layers, team splits, reorg decisions. Build 12-18 month workforce plans tied to product and launch roadmaps.

• Employee relations: Own complex ER cases conflict, grievances, investigations, POSH matters. Be the confidential sounding board for leaders on hard people decisions.

• Manager capability: Coach first-time managers (Digantara has many). Build lightweight manager toolkits for 1:1s, feedback, performance, and hiring.

• Engagement & retention: Own engagement data for your business units. Translate survey signals into leader actions. Track and reduce regrettable attrition.

• Policy & compliance: Partner on POSH compliance, labour law compliance, and policy evolution as we scale. Support cross-geo policy alignment as US and Europe operations grow.

What We're Looking For:

Must-haves

• 8-10 years in HR, with at least 4 years as a true HRBP at a product, engineering, or R&D-heavy company.

• Track record partnering with senior leaders.

• Fluency across the core four: performance management, compensation, org design, and employee relations.

• Comfort with difficult conversations with employees, with leaders, and with your own manager when you disagree.

• Data fluency: You use engagement, attrition, and performance data to make cases, not just to report.

• POSH IC experience and working knowledge of Indian labour law (Shops & Establishments, Payment of Wages, PF/ESI, leave policies).

Strong pluses

• Experience at a deep-tech, hardware, aerospace, robotics, or semiconductor company where engineering cycles are long, and talent is scarce.

• Experience through a funding round transition — Series A to B, or B to C — where the People function had to mature quickly.

• Comfort with ambiguity and building playbooks from scratch, not inheriting Fortune-500 processes.

Job Location - Hebbal, Bangalore

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 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.

Support global HR initiatives, organizational transformation, workforce planning, and employee lifecycle management.

Tieto Banktech is the leading financial services software and solutions partner in the Nordics. We deliver modular, pre‑integrated Banking‑as‑a‑Service solutions and market‑leading software across core banking, payments, credit, cards, financial fraud prevention, and wealth management. With our scale, deep expertise, and specialization, we enable financial institutions to increase agility, efficiency, and accelerate digital transformation. 

About the role 

As Tieto Banktech continues to grow, we are looking for an HR Partner to join our global HR team, based in Bangalore. You will primarily support our Banking as a Platform (BaaP) unit, which delivers mission‑critical core banking solutions to Norwegian banks and plays a vital role in ensuring stability, compliance, and continuous improvement within the financial sector. 

The BaaP organization consists of more than 700 employees and 60 leaders and operates in a complex, highly regulated environment. In this role, you will work closely with the business both locally and globally to support growth, lead transformation initiatives, and contribute to global HR projects. We are looking for a self‑driven HR professional who can operate independently while actively contributing to processes, projects, and continuous improvement across HR. 

You will report to the HR Business Partner for BaaP, who reports to the Global People & Culture Lead, Banktech. 

 

With us, you will: 

• Act as a trusted HR partner and advisor to leaders in a global, matrixed organization 
• Drive people‑related change and support organizational transformation initiatives 
• Coach and support leaders on people leadership, performance, and decision‑making 
• Deliver hands‑on HR support across the employee lifecycle, including performance, rewards, and workforce planning 
• Use people data and insights to support talent development, succession planning, and risk awareness 
• Ensure compliant and consistent HR practices while contributing to continuous improvement of HR ways of working 

 

Who we are looking for: 

• Degree in Human Resources, Business Administration, or equivalent experience 
• Proven experience in an HR Partner / HRBP role within an international or technology‑driven environment 
• Solid understanding of Indian labour legislation; exposure to Nordic or European labour frameworks is an advantage 
• Experience supporting leaders through change, transformation, and HR‑related projects 
• Proactive, structured, and comfortable taking ownership in a global, matrixed setting 
• Strong communication skills in fluent English, with the ability to build trust and influence across cultures 

 

We offer: 

• An exciting HR Partner role with global exposure and impact 
• A supportive and collaborative HR team with strong professional expertise 
• Continuous learning and development opportunities in a growing international organization 
• A culture built on transparency, trust, and active knowledge sharing 

Occasional travel is expected in this role. 

Manage APAC hiring, sourcing strategies, stakeholder management, employer branding, and recruitment operations.

This role is based out of our Hyderabad, India office. We operate in a hybrid work environment, requiring a minimum of three (3) days per week onsite at our Hyderabad office, with the option to work remotely for up to two (2) days per week.
 

What You’ll Do

• Full-Cycle Recruitment: Manage end-to-end recruitment for technical, GTM, and G&A roles across engineering, product development, IT, and other global functions. Serve as a key point of contact for the Hyderabad site while partnering broadly across APAC hiring needs and priorities, while aligning with global standards.
• Strategic Sourcing: Identify and engage top talent through innovative sourcing strategies, leveraging job boards, social media, networking, and direct outreach.
• Stakeholder Partnership: Collaborate with hiring managers to understand role requirements, define candidate profiles, and provide APAC-specific market insights.
• Candidate Experience: Deliver a seamless and positive candidate experience across time zones and geographies, ensuring timely communication and strong stakeholder alignment.
• Pipeline Development: Build and maintain APAC talent pipelines for critical roles to support current and future hiring demand.
• Compliance & Reporting: Ensure adherence to global hiring policies and maintain accurate data in our applicant tracking system and reporting tools.
• Employer Branding: Represent ORBCOMM as a brand ambassador in all candidate interactions and recruitment marketing efforts.
• Process Improvements: Identify opportunities to streamline recruitment processes and implement best practices, driving efficiency and strengthening talent acquisition outcomes across APAC.

 
Who You Are

You’re a proactive recruiter with a passion for global talent acquisition and strategic hiring. If you have:

• 7+ years of experience in full‑cycle recruiting across multiple countries within the APAC region, operating in a global or multi‑regional environment.
• Expertise in sourcing techniques and recruitment tools with the ability to manage multiple requisitions and priorities in a fast-paced setting.
• Excellent communication and relationship-building skills.
• Familiarity with applicant tracking systems and recruitment analytics. 
• Strong problem-solving, critical thinking, and communication skills to influence strategic decisions and engage diverse stakeholders.
• Experience recruiting for roles in IoT, telecommunications, technology, or related industries is a plus.
• Ability to leverage AI-enabled tools and automation to support daily tasks and productivity. 
• Commitment to continuous learning in digital and AI literacy.
• Comfortable working in a hybrid model and supporting different time zones.

Then we want to meet you!  
 

Lead HR strategy, performance management, employee engagement, and people development initiatives.

We are looking for a passionate and dedicated People Manager (HR Manager) with interest in Digital Areas to support the GSS organisation. The People Manager will report to the People Director and will be part of a central People team in GSS. In this role you will be a key contact and provide advice to the GSS IT Stream Director and the GSS IT Leadership Team.

The role is instrumental in developing and making sure that all people related plans support the creation of an engaged workforce with high performance and a continuous learning culture. You will work closely with leaders to provide the people agenda in accordance with their priorities and business goals.

Tasks may include:

• Provide advice and services to GSS leaders on HR functional areas related to compensation, succession, employee engagement, performance management and people development
• Support and drive the core HR processes, such as performance management, workforce compensation, succession management, etc.
• Provide coaching to leaders on topics related to leadership, team effectiveness and organisational culture
• Challenge and support line managers on managing people performance, including development and turnover of individuals
• Facilitate on-demand workshops with teams on selected people topics
• Identify priority areas to address people related issues with a view to design, plan and implement solutions that support the overall people strategy of GSS and DNV
• Lead people related projects and initiatives (main focus on People and Competence Development, especially the Domain with Digital Competencies)
• Stay updated on trends within the People topics
• Work closely with the People team in GSS
• Previous experience in similar roles, preferably within Shared Services/Global Business Services
• Excellent people and interpersonal skills
• Able to challenge the status quo and promote innovative ideas
• Passionate, positive attitude, strong work ethics and high work capacity
• Proven experience in working closely with senior stakeholders to gain buy-in for driving people initiatives
• Proven record of facilitation of team meetings and processes
• Demonstrated change management experience
• Strong project management skills with the ability to effectively manage multiple priorities concurrently
• Strong written and verbal English communication skills
• Flexibility to travel internationally

Lead recruitment strategy, stakeholder management, talent pipeline development, and employer branding

• Lead the Way: Spearhead recruiting activities from start to finish, focusing on direct candidate identification and sourcing of top talent.
• Collaborate and Engage: Work closely with Hiring Managers to craft impactful advertising, drive engagement across social media, and proactively solicit referrals.
• Recruitment Marketing Expert: Apply recruitment marketing and branding materials to engage and communicate with internal and external talent, establishing a strong employer brand.
• Market Intelligence and Insights: Provide actionable market intelligence and recruiting insights to Hiring Managers and HR, solidifying your position as a trusted advisor.
• Candidate Experience Champion: Deliver an exceptional candidate experience by understanding talent motivators and managing various situations with a tailored approach.
• Recruiting Expertise: Apply your expertise to engage and influence collaborators, ensuring high-quality screening, slate presentation, interviewing, and hiring decisions.
• Total Compensation Specialist: Accurately represent Baxter's total compensation philosophy during offer negotiations.
• Mentor and Coach: Mentor candidates on selection stage preparation and provide timely feedback in accordance with local legislation and standard methodologies.
• Requisition Management: Manage and update requisitions through to completion, ensuring real-time system updates.
• Risk and Compliance: Identify and advance risk or compliance issues as necessary.
• Talent Pipelining Strategist: Collaborate with the business to understand critical and repeatable roles to inform talent pipelining strategy.
• Community Networking: Attend marketing or industry events and engage in community networking as required.
• Continuous Improvement: Continuously improve your knowledge of Baxter to maintain your evolving business understanding and knowledge.
• Recruitment Analysis: Assess and analyze recruitment activity to support meaningful conversations around volumes, performance, and forecasting.
• Process Improvement: Participate in continuous improvement projects to improve the recruitment process.
• Excellent communication and interpersonal skills with demonstrable experience in business partnering, ideally within an in-house environment.
• Functional knowledge of Microsoft Office.
• Proficiency in Japanese and English.
• Proven capability using recruiting technologies (ATS and CRMs) and direct sourcing tools and techniques.
• Experience working in a progressive environment, effectively managing multiple and potentially conflicting priorities and ambiguity.
• Bachelor's degree or equivalent experience
• Minimum 10 years of experience in talent acquisition, preferably in a global healthcare organization
• Successfully managed various hiring priorities while collaborating with collaborators
• Excellent communication and interpersonal skills, with the ability to build solid relationships with hiring managers, candidates, and other collaborators
• Solid knowledge of recruitment marketing and branding, with the ability to create and implement effective recruitment strategies
• Proficiency in using recruiting technologies, including ATS and CRMs
• Experience working in a fast-paced, vibrant environment with multiple priorities and deadlines

Focus on sales hiring, lateral hiring, talent acquisition for BFSI sector.

HR rotational program covering HRBP and specialist roles, talent strategy, and organizational development.

Lead HR strategy, policies, recruitment, employee engagement, and compliance.

Manage onboarding processes, employee lifecycle, HRIS, compliance, and engagement activities.

The Onboarding Specialist is a key member of the HR Operations team, responsible for delivering a seamless and engaging onboarding experience for new hires. This role ensures that employees feel welcomed, informed, and supported as they begin their journey with our organization.

Your role and responsibilities

As a Europe onboarding Specialist, you will be responsible for ensuring a seamless, engaging, and efficient transition of new hires into the organization. This role bridges HR, IT, hiring managers, and new employees to deliver a smooth onboarding experience — from offer acceptance to full integration into the company culture. 

Key Responsibilities:

1. Pre-Onboarding Coordination

Send welcome emails and onboarding communication to new hires.

Ensure completion of pre-joining formalities (documentation, etc.).

Coordinate with recruitment, IT, and facilities for workstation, system, and access setup.

Schedule onboarding sessions and share joining details with new hires.

Track and maintain status of all pre-boarding activities in HR systems.

Communicate with payroll teams for timely completion of formalities. 

 

2. Onboarding Execution 

Conduct and facilitate virtual onboarding/orientation sessions.

Ensure all necessary forms and documentation are collected and processed accurately.

Provide guidance to new hires regarding benefits, payroll, and organizational processes.

 

3. Data & Compliance 

Maintain accurate onboarding records in HRIS or onboarding systems.

Ensure compliance with company policies, laws, and data protection norms.

Track onboarding metrics such as no-shows, completion rates, and feedback. 

Prepare regular reports and dashboards for HR leadership.

 

4. Employee Experience & Engagement 

Create a positive first impression and build a welcoming experience for new hires.

Organize engagement activities during onboarding (icebreakers, buddy programs, etc.).

Support smooth transition from onboarding to manager or team integration. 

Please note that this opportunity will require working in the Europe shift and will involve rotational schedules

Required education

Bachelor's Degree

Preferred education

Master's Degree

Required technical and professional expertise

Strong verbal and written communication skills

4+ years of hands-on experience in HR operational services.

Familiarity with onboarding processes, employee lifecycle management, and HRIS tools like SuccessFactors.

Years of Experience:4 - 10