Adyen provides payments, data, and financial products in a single solution for customers like Meta, Uber, H&M, and Microsoft, making it a leading financial technology platform. The company is seeking a highly experienced and strategic Senior HR Business Partner to contribute to the growth and scale of its Tech & Operations teams across Asia Pacific. This role is based in the Bengaluru Tech & Operations Hub and will serve as a trusted advisor to functional leaders, helping them develop leadership capabilities and achieve ambitious growth plans.

Key responsibilities include guiding the growth of the Bengaluru Tech Hub, fostering a high-performance culture, partnering with leaders and cross-functional HR teams on talent development initiatives, serving as a strategic advisor on organizational design, employee engagement, leadership development, and people-related matters. The role involves coaching senior leaders, facilitating talent planning initiatives, translating business strategy into talent acquisition and development plans, resolving complex employee relations matters, and collaborating with global HR Centers of Expertise to launch impactful HR initiatives.

The successful candidate will leverage advanced data analytics to identify trends, address organizational challenges, and drive data-informed people strategies. The role also includes championing employee development, supporting continuous learning, guiding leaders in applying the Adyen formula, promoting diversity, equity and inclusion, and partnering with HR Innovations teams to improve processes and employee experience.

Candidates should possess at least 12+ years of progressive experience in senior HR business partnering roles across the APAC region. Experience supporting Engineering, Product, and Operations teams is essential. The ideal candidate will have strong stakeholder management skills, organizational effectiveness expertise, leadership coaching capabilities, change management experience, emotional intelligence, and the ability to influence senior leaders in fast-paced, high-growth environments. Adyen values diversity and encourages applicants from all backgrounds to apply.

DoubleTick is a mobile-first conversational CRM built on the official WhatsApp Business API, designed to unlock WhatsApp-led sales, marketing, and customer engagement at scale. It enables businesses to manage conversations through a centralized team inbox, automate workflows with chatbots and bot studio, and drive growth through bulk broadcasting and analytics. Features include WhatsApp Calling, commerce and cataloging, and role-based access to help teams streamline operations and improve conversion efficiency.

Backed by Info Edge Ventures and BeeNext, the platform serves 10,000+ businesses across India and UAE in more than 100 industries. Leading brands including MakeMyTrip, Royal Enfield, CoinDCX, Tarun Tahiliani, Times Media, GRT Jewellers, Malabar Gold and Diamonds, Jaro Education, Sabyasachi, and DarGlobal trust DoubleTick to power their customer conversations. Company size 201-500 employees.

About the Role

We are seeking a highly driven and hands-on Head of Talent Acquisition to lead our recruitment function. The ideal candidate should possess exceptional sourcing, stakeholder management, and closing skills with a proven track record of hiring top talent across functions and levels within aggressive timelines. This role requires an individual who can personally drive critical hiring mandates and consistently close positions within 7–15 days.

Responsibilities

Talent Acquisition Strategy & Execution

Lead end-to-end recruitment across all business functions.

Develop and execute hiring strategies aligned with business growth objectives.

Build and maintain a strong talent pipeline for current and future hiring needs.

Drive high-volume and niche hiring mandates simultaneously.

Hands-On Recruitment

Personally source, screen, interview, and close critical positions.

Utilize multiple sourcing channels including LinkedIn, job portals, referrals, social media, and networking.

Ensure quick turnaround times and maintain a strong candidate experience.

Take ownership of challenging and hard-to-fill positions until closure.

Stakeholder Management

Partner closely with business leaders and hiring managers to understand hiring requirements.

Provide market intelligence, talent availability insights, and compensation benchmarks.

Conduct regular hiring reviews and update stakeholders on recruitment progress.

Recruitment Operations

Monitor recruitment metrics including Time-to-Fill, Offer Acceptance Ratio, and Source Effectiveness.

Establish recruitment SLAs and ensure adherence.

Drive process improvements to increase hiring efficiency.

Employer Branding

Strengthen the company's employer brand through various talent attraction initiatives.

Build relationships with industry professionals, institutes, and recruitment partners.

Team Leadership

Lead, mentor, and develop the Talent Acquisition team.

Foster a performance-driven recruitment culture focused on speed and quality.

Key Performance Indicators (KPIs)

Closure of positions within 7–15 days.

Time-to-Hire.

Offer-to-Join Ratio.

Cost per Hire.

Candidate Experience Scores.

Hiring Manager Satisfaction.

Recruitment Funnel Conversion Rates.

Required Skills & Competencies

Strong expertise in end-to-end recruitment.

Proven ability to close positions aggressively within tight timelines.

Excellent sourcing and headhunting capabilities.

Strong negotiation and offer management skills.

Ability to recruit across Technology, Sales, Product, Delivery, Leadership, and Corporate Functions.

Data-driven decision-making and recruitment analytics.

Excellent communication and stakeholder management skills.

High ownership, urgency, and execution focus.

Experience & Qualifications

10+ years of Talent Acquisition experience.

At least 3–5 years in a Talent Acquisition leadership role.

Demonstrated success in scaling teams and closing critical positions quickly.

Experience in IT Services, Product, SaaS, or Technology organizations preferred.

A recruitment leader who is not afraid to roll up their sleeves and personally drive hiring preferably in fast-growing SaaS or technology companies.

Strong professional network and sourcing capability.

Ability to handle multiple high-priority mandates simultaneously.

Thrives in fast-paced, high-growth environments.

Proven record of consistently closing positions within 7–15 days while maintaining quality of hire.

LinkCxO is a leadership hiring and executive talent marketplace connecting organizations with senior leadership professionals across industries. The company focuses on strategic talent solutions and executive hiring. Company size 51-200 employees.

Location: Noida

Industry Financial Services / Stock Broking / FinTech

Employment Type: Full-Time, Permanent

Work Mode: In-Office

Function: Human Resources

About the Role

We are seeking an experienced and business-oriented HR leader to head the Human Resources function for a fast-growing Stock Broking and Financial Services organization. The role will be responsible for driving people strategy, talent acquisition, employee engagement, organizational development, performance management, and culture-building initiatives that support business growth and operational excellence.

The ideal candidate will have prior experience in Stock Broking, Capital Markets, Wealth Management, FinTech, or Financial Services organizations and possess the ability to build scalable HR frameworks in a high-growth environment.

Key Responsibilities

HR Strategy & Business Partnership

Develop and execute HR strategies aligned with the organization's business objectives and growth plans.

Partner with senior leadership to drive workforce planning, organizational effectiveness, and talent strategies.

Act as a strategic advisor to business leaders on people-related decisions and organizational development initiatives.

Build scalable HR frameworks, policies, and governance mechanisms to support business expansion.

Talent Acquisition & Workforce Planning

Lead end-to-end recruitment strategies to attract, assess, and retain top talent across business functions.

Develop workforce planning and succession planning frameworks aligned with future business needs.

Strengthen employer branding initiatives to position the organization as an employer of choice within the financial services industry.

Partner with hiring managers to ensure efficient and high-quality talent acquisition processes.

Performance Management & Capability Development

Design and implement performance management frameworks that drive accountability and business outcomes.

Lead employee development, learning, and leadership capability-building initiatives.

Establish career progression and succession planning programs for key talent.

Drive a high-performance culture through effective goal-setting, feedback, and recognition mechanisms.

Employee Engagement & Culture

Foster a positive and inclusive workplace culture that promotes employee engagement, collaboration, and retention.

Design and execute employee engagement initiatives that enhance employee experience and organizational commitment.

Strengthen internal communication and employee well-being programs.

Act as a culture champion, ensuring organizational values are embedded across teams and functions.

HR Operations & Compliance

Oversee HR operations including onboarding, employee lifecycle management, policy administration, and employee relations.

Ensure compliance with labor laws, regulatory requirements, and company policies.

Maintain robust HR governance frameworks and risk management practices.

Drive process improvements and HR digitization initiatives to enhance efficiency and employee experience.

HR Analytics & Organizational Effectiveness

Monitor and analyze HR metrics related to hiring, attrition, engagement, productivity, and performance.

Utilize data-driven insights to improve workforce effectiveness and HR decision-making.

Develop dashboards and reporting mechanisms to provide actionable insights to leadership teams.

Identify organizational improvement opportunities and implement appropriate interventions.

Leadership & Team Management

Build, mentor, and lead a high-performing HR team.

Drive collaboration across business functions and establish HR as a trusted business partner.

Foster a culture of continuous learning, accountability, and operational excellence within the HR function.

Required Qualifications & Experience

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

MBA/PGDM in HR preferred.

6+ years of progressive HR experience with exposure to Stock Broking, Capital Markets, FinTech, Wealth Management, or Financial Services organizations.

Strong understanding of HR best practices, labor laws, and employee relations.

Proven experience in developing and implementing HR strategies that support business growth.

Experience managing recruitment, performance management, employee engagement, and HR operations.

Strong stakeholder management and business partnering capabilities.

Excellent communication, leadership, and interpersonal skills.

Preferred Skills

Prior experience in a Stock Broking or FinTech environment.

Expertise in organizational culture transformation and employee engagement.

Strong analytical skills with experience using HR metrics and reporting tools.

Experience working in high-growth, entrepreneurial, and fast-paced organizations.

Ability to balance strategic thinking with hands-on execution.

SBI Card is one of India's leading credit card issuers, providing innovative financial solutions and services to millions of customers across the country. Company size 1,000+ employees.

Role Purpose

Responsible for designing and executing effective hiring strategies, building a strong employer brand and ensuring a seamless candidate experience.

Role Accountability

Develop and implement talent acquisition strategies aligned with business goals.

Manage the full hiring lifecycle for all roles from sourcing to onboarding.

Lead employer branding initiatives to attract high-quality candidates.

Collaborate with department heads to discuss hiring needs and conduct periodic hiring reviews.

Utilize data and recruitment metrics to optimize hiring processes and improve efficiency.

Oversee and mentor a team of recruiters and coordinators.

Ensure recruitment process compliance with internal policies and standards.

Organize and attend job fairs, campus hiring drives, and networking events.

Ensure closure of background verification for all new hires as per approved guidelines.

Identify system improvement opportunities in hiring modules and drive implementation of enhancements.

Develop and disseminate MIS reports and dashboards as per business requirements.

Manage recruitment vendors including empanelment, billing, renewals, and relationship management.

Measures of Success

Closure of positions within defined turnaround time.

Background verification closure within established timelines.

Achievement of diversity hiring and PWD hiring objectives.

Process adherence as per organizational guidelines and MOU requirements.

Technical Skills / Experience

In-depth experience in recruitment and talent acquisition.

Strong knowledge of digitized hiring modules and HRIS systems.

Competencies Critical to the Role

Negotiation skills.

Stakeholder management.

Strong verbal and written communication.

Process orientation and execution excellence.

Qualification

Master’s degree in Human Resources, Business Administration, or related field from Tier 1 or Tier 2 institutes.

Johnson & Johnson is a global healthcare leader committed to advancing health through innovation in Innovative Medicine and MedTech. The company empowers healthcare transformation through cutting-edge solutions and a diverse, inclusive work environment. Company size 10,000+ employees.

DePuy Synthes is recruiting for a Payroll DS Senior Analyst, located in Pune, Maharashtra, India.

Position Summary

The Payroll Senior Analyst is responsible for delivering timely, accurate, and compliant payroll by being a subject matter expert to assigned complex payroll processes for designated countries and regions, ensuring adherence to global standards, statutory requirements, internal controls, and service-level commitments. The Senior Analyst will drive continuous improvement, mentor analysts, support audit and system enhancements, and partner with cross-functional teams to improve accuracy, efficiency, and payroll experience. The Senior Analyst will work closely with the Payroll Senior Team Lead in planning and managing operational and project deliverables.

Key Responsibilities

Payroll Operations & Administration

Process and validate complex payroll transactions, reports, and requests for assigned countries and regions in alignment with global standards and country-specific requirements.

Prepare, reconcile, and review payroll reports. Validate statutory payments and third-party disbursements as applicable.

Investigate, resolve, and document complex payroll issues and employee inquiries. Support escalations and engage with agencies or vendors as needed.

Monitor payroll mailboxes and manage cases and inquiries through service management tools.

Build strong relationships with internal stakeholders and external vendors.

Compliance, Controls & Documentation

Execute tasks in compliance with SOX requirements, internal controls, audit procedures, and country legislation.

Lead and support audits by supplying requested records and evidence in a timely manner.

Ensure regular review and update of payroll documentation including SOPs, process guides, and work instructions.

Uphold confidentiality and ensure adherence to data privacy regulations.

Continuous Improvement, System Testing & Projects

Identify and lead continuous improvement opportunities for process optimization, automation, and standardization.

Analyze the impact of process and system changes.

Lead and support User Acceptance Testing and verification of system changes, releases, and vendor or system upgrades.

Collaborate with HR, Finance, IT teams, and third-party payroll providers on operational and project-related activities.

Leadership & Team Support

Mentor and coach Payroll Analysts and junior team members.

Assist Senior Team Lead in task and resource planning, project execution, and daily operations.

Support resource onboarding and knowledge transfer activities.

Required Qualifications

Bachelor’s degree in Business, HR, Finance, Accounting, or related field.

Minimum 3-5 years of relevant experience in HR or Finance Payroll operations, preferably in a shared services or multinational environment.

1-2 years of leadership, mentoring, or coaching experience.

Strong knowledge of payroll processing concepts and statutory payroll requirements.

Proficiency with payroll and HR systems including SAP and/or Workday. Experience with ADP and other payroll systems is advantageous.

Advanced Microsoft Excel skills including pivot tables, lookups, and basic macros.

Experience with case management or ticketing tools.

Excellent English verbal and written communication skills.

Strong attention to detail, analytical thinking, and problem-solving skills.

Ability to prioritize, meet deadlines, and work independently.

High degree of confidentiality and adherence to data privacy and internal controls.

Strong stakeholder management and customer-focused approach.

Collaborative team player with strong relationship-building abilities.

Preferred Qualifications

Experience supporting regional payroll processes.

Experience with timekeeping systems or case management tools.

Payroll certifications.

Experience working with external payroll providers such as ADP, EY, or Deloitte.

Familiarity with SOX and business control frameworks.

Experience in continuous improvement initiatives, automation tools such as Alteryx, and payroll reporting tools.

Johnson & Johnson announced plans to separate its Orthopaedics business to establish a standalone orthopaedics company operating as DePuy Synthes. Following completion of the planned separation, employees in this role are expected to transition to DePuy Synthes under its employment processes, programs, policies, and benefit plans, subject to regulatory and legal approvals.

Clearwater Analytics is a global industry-leading SaaS platform that automates the entire investment lifecycle. Clearwater provides investment portfolio planning, performance reporting, data aggregation, reconciliation, accounting, compliance, risk, and order management solutions for insurers, asset managers, corporations, and governments worldwide. Company size 1,001-5,000 employees.

The HR Business Partner – R&D APAC will serve as the primary strategic HR partner for Clearwater Analytics’ Research & Development organisation across the Asia-Pacific region, covering India (Mumbai, Bangalore, Noida), Singapore, Australia, Hong Kong, and Japan. Based in Mumbai and reporting to the HR Head of India, this is a senior individual contributor role that partners closely with R&D leadership to shape and execute a comprehensive people agenda that drives organisational effectiveness, talent excellence, and a high-performance culture across five dynamic markets.

Responsibilities

Strategic HR Partnership

Serves as the primary strategic HR advisor to R&D senior leadership across India, Singapore, Australia, Hong Kong, and Japan translating business priorities into a cohesive people agenda that supports Clearwater’s engineering and technology growth objectives across the region.

Engages as a thought leader on APAC people strategy, proactively surfacing regional market intelligence, talent trends, and competitive insights to inform R&D leadership decisions.

Talent Management & Workforce Planning

Leads talent management processes for the R&D APAC population including annual talent reviews, succession planning, career development frameworks, and high-potential identification across all five markets.

Partners with Talent Acquisition APAC to define workforce plans, role architecture, and hiring strategies that meet R&D scaling goals across India, Singapore, Australia, Hong Kong, and Japan.

Advises on grade-level structures, technical career ladders, and compensation benchmarking frameworks specific to R&D roles across diverse APAC talent markets.

Employee Experience & Engagement

Designs and drives employee engagement strategies tailored to the R&D engineering population across APAC identifying root causes of attrition and disengagement through structured listening, pulse surveys, and manager feedback channels.

Champions a culture of inclusion, recognition, and psychological safety within APAC R&D teams, partnering with managers on effective onboarding, integration, and long-term retention of critical engineering talent.

Performance Management & Employee Relations

Guides R&D managers through performance calibration, feedback frameworks, and improvement planning, while navigating complex employee relations matters with cultural sensitivity and alignment to local employment laws including India’s Labour Codes and POSH Act, Singapore’s Employment Act, Australia’s Fair Work Act, Hong Kong’s Employment Ordinance, and Japan’s Labour Standards Act.

Coaches and upskills APAC R&D managers on people management fundamentals, navigating difficult conversations, and building high-performing engineering teams.

Organisational Design & Change Management

Leads and supports organisational design, workforce restructuring, and change management initiatives within R&D APAC ensuring business-driven decisions are executed with care for employee impact and in compliance with local regulations.

Collaborates with Compensation, Learning & Development, Talent Acquisition, and HR Operations teams to localise and deploy people programmes that address the specific needs of a fast-growing engineering-first APAC population.

HR Programme Leadership

Designs and delivers one or more high-impact people initiatives annually such as an APAC R&D retention framework, technical career ladder, or manager capability programme and represents R&D APAC in global HR projects and working groups.

Builds and tracks people strategy metrics for R&D APAC including headcount trends, attrition, capability gaps, and engagement scores reporting regularly to the HR Head of India and R&D leadership with data-driven insights and recommended actions.

Required Skills:

Strategic business acumen with the ability to connect people decisions to R&D engineering outcomes and regional business growth.

Strong consultancy and influencing skills able to challenge and advise senior technical leaders with confidence across diverse cultural contexts.

Hands-on experience navigating employment legislation in two or more APAC markets.

Proficiency in HRIS platforms particularly Workday.

Strong analytical capabilities with comfort working with HR data, dashboards, and people metrics.

Skilled in change management, facilitation, and executive communication across time zones and cultures.

Strong organisational and interpersonal skills with proven relationship-building ability across geographies and seniority levels.

Strong computer skills including Microsoft Office.

Excellent attention to detail and documentation skills.

Outstanding verbal and written communication skills in English.

Exceptional problem-solving abilities and project management proficiency.

Education & Experience:

Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.

MBA or Master’s in HRM strongly preferred.

SHRM-SCP, PHR, or equivalent HR certification is an advantage.

12+ years of progressive HR experience with at least 6–7 years in a dedicated HRBP role supporting Engineering, Product, or Technology functions in a global organisation.

Proven experience partnering with senior R&D or technology leadership in a high-growth multi-geography SaaS or technology company.

Demonstrated experience managing employee relations, organisational design, and talent management across multiple APAC jurisdictions.

Employee Benefits:

Employee Health Insurance and Wellness program.

Maternity and paternity leave.

Competitive salary, benefits, and special allowances.

Continual learning and development opportunities for career growth

Clearwater Analytics is a global industry-leading SaaS platform that automates the entire investment lifecycle. Clearwater provides investment portfolio planning, performance reporting, data aggregation, reconciliation, accounting, compliance, risk, and order management solutions for insurers, asset managers, corporations, and governments worldwide. Company size 1,001-5,000 employees.

The HR Business Partner – R&D APAC will serve as the primary strategic HR partner for Clearwater Analytics’ Research & Development organisation across the Asia-Pacific region, covering India (Mumbai, Bangalore, Noida), Singapore, Australia, Hong Kong, and Japan. Based in Mumbai and reporting to the HR Head of India, this is a senior individual contributor role that partners closely with R&D leadership to shape and execute a comprehensive people agenda that drives organisational effectiveness, talent excellence, and a high-performance culture across five dynamic markets.

Responsibilities

Strategic HR Partnership

Serves as the primary strategic HR advisor to R&D senior leadership across India, Singapore, Australia, Hong Kong, and Japan translating business priorities into a cohesive people agenda that supports Clearwater’s engineering and technology growth objectives across the region.

Engages as a thought leader on APAC people strategy, proactively surfacing regional market intelligence, talent trends, and competitive insights to inform R&D leadership decisions.

Talent Management & Workforce Planning

Leads talent management processes for the R&D APAC population including annual talent reviews, succession planning, career development frameworks, and high-potential identification across all five markets.

Partners with Talent Acquisition APAC to define workforce plans, role architecture, and hiring strategies that meet R&D scaling goals across India, Singapore, Australia, Hong Kong, and Japan.

Advises on grade-level structures, technical career ladders, and compensation benchmarking frameworks specific to R&D roles across diverse APAC talent markets.

Employee Experience & Engagement

Designs and drives employee engagement strategies tailored to the R&D engineering population across APAC identifying root causes of attrition and disengagement through structured listening, pulse surveys, and manager feedback channels.

Champions a culture of inclusion, recognition, and psychological safety within APAC R&D teams, partnering with managers on effective onboarding, integration, and long-term retention of critical engineering talent.

Performance Management & Employee Relations

Guides R&D managers through performance calibration, feedback frameworks, and improvement planning, while navigating complex employee relations matters with cultural sensitivity and alignment to local employment laws including India’s Labour Codes and POSH Act, Singapore’s Employment Act, Australia’s Fair Work Act, Hong Kong’s Employment Ordinance, and Japan’s Labour Standards Act.

Coaches and upskills APAC R&D managers on people management fundamentals, navigating difficult conversations, and building high-performing engineering teams.

Organisational Design & Change Management

Leads and supports organisational design, workforce restructuring, and change management initiatives within R&D APAC ensuring business-driven decisions are executed with care for employee impact and in compliance with local regulations.

Collaborates with Compensation, Learning & Development, Talent Acquisition, and HR Operations teams to localise and deploy people programmes that address the specific needs of a fast-growing engineering-first APAC population.

HR Programme Leadership

Designs and delivers one or more high-impact people initiatives annually such as an APAC R&D retention framework, technical career ladder, or manager capability programme and represents R&D APAC in global HR projects and working groups.

Builds and tracks people strategy metrics for R&D APAC including headcount trends, attrition, capability gaps, and engagement scores reporting regularly to the HR Head of India and R&D leadership with data-driven insights and recommended actions.

Required Skills:

Strategic business acumen with the ability to connect people decisions to R&D engineering outcomes and regional business growth.

Strong consultancy and influencing skills able to challenge and advise senior technical leaders with confidence across diverse cultural contexts.

Hands-on experience navigating employment legislation in two or more APAC markets.

Proficiency in HRIS platforms particularly Workday.

Strong analytical capabilities with comfort working with HR data, dashboards, and people metrics.

Skilled in change management, facilitation, and executive communication across time zones and cultures.

Strong organisational and interpersonal skills with proven relationship-building ability across geographies and seniority levels.

Strong computer skills including Microsoft Office.

Excellent attention to detail and documentation skills.

Outstanding verbal and written communication skills in English.

Exceptional problem-solving abilities and project management proficiency.

Education & Experience:

Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.

MBA or Master’s in HRM strongly preferred.

SHRM-SCP, PHR, or equivalent HR certification is an advantage.

12+ years of progressive HR experience with at least 6–7 years in a dedicated HRBP role supporting Engineering, Product, or Technology functions in a global organisation.

Proven experience partnering with senior R&D or technology leadership in a high-growth multi-geography SaaS or technology company.

Demonstrated experience managing employee relations, organisational design, and talent management across multiple APAC jurisdictions.

Employee Benefits:

Employee Health Insurance and Wellness program.

Maternity and paternity leave.

Competitive salary, benefits, and special allowances.

Continual learning and development opportunities for career growth