NetM Corporate Solutions is looking for an enthusiastic and target-oriented HR – IT Recruiter to join our growing team.

Key Responsibilities: • Handle end-to-end IT recruitment activities from sourcing to onboarding. • Source candidates through Naukri, LinkedIn, job portals, referrals, and other recruitment channels. • Understand job requirements and identify suitable candidates based on skills, experience, and role fit. • Screen resumes and conduct initial candidate screening calls. • Coordinate technical and HR interview processes with candidates and internal teams. • Maintain regular follow-ups with candidates throughout the recruitment process. • Manage candidate pipelines and ensure timely closure of open requirements. • Maintain accurate candidate and recruitment records in the ATS/CRM. • Support offer negotiations and guide candidates through the offer and joining process. • Work closely with hiring managers and business teams to understand recruitment requirements. • Achieve assigned daily, weekly, and monthly recruitment targets.

Ideal Candidate: • Minimum 1+ year of experience in IT Recruitment. • Hands-on experience in sourcing and screening IT candidates. • Good understanding of IT technologies, job roles, and technical skill requirements. • Experience using Naukri, LinkedIn, and other recruitment platforms. • Strong communication and interpersonal skills. • Good candidate engagement and follow-up skills. • Target-oriented and proactive approach. • Ability to handle multiple requirements simultaneously.

Industry: Financial Services / FinTech.

About Snapmint: India booming consumer market has over 300 million credit-eligible consumers, yet only 35 million actively use credit cards. At Snapmint, we are reimagining how credit works—with a product-first approach that puts the consumer experience at the center. Our EMI and Pay Later solutions are designed from the ground up to be intuitive, accessible, and frictionless—enabling millions of Indians to purchase what they need, when they need it, whether it is fashion, electronics, or daily essentials. From seamless onboarding to instant approvals and zero-cost EMIs, all our products are engineered to empower users while maintaining transparency and trust. We believe that enduring financial services are built not just on fair terms, but also on products that solve real problems with simplicity and scale. Founded in 2017, Snapmint is now India leading online zero-cost EMI provider. With over 10 million consumers served across 2,500 cities—and doubling year on year—our growth is a direct outcome of building a world-class online product that people love and rely on.

About the Role: We are seeking a strategic Senior HRBP to be a trusted business partner to our leadership team - shaping how we build, develop, and retain talent as we scale rapidly. You will move fluidly between strategic workforce planning and hands-on people problem-solving, influencing organization design, performance culture, and talent decisions that directly impact business outcomes. This is a high-visibility role in a fast-moving environment where impact compounds quickly. This role reports directly to the Head of HR and partners closely with executive leadership across Product, Tech, Sales and Operations. You will be the architect of our talent strategy and a trusted advisor on critical people decisions.

Key Responsibilities: • Partner with business leaders to translate strategy into workforce plans including driving organizational structure, headcount, and capability requirements aligned to our business goals. • Champion engagement initiatives, values alignment and a high-performance culture that scales with the organization. • Execute the full performance cycle including goal setting, consistent reviews, calibration sessions, and feedback. Own the rigor and consistency of evaluations across teams. • Lead engagement initiatives and act as a trusted advisor on employee relations, conflict resolution, and sensitive people issues. • Use people data and metrics to diagnose issues and translate data into actionable interventions. • Ensure adherence to local labor laws, company policies, and ethical standards, manage HR audits and regulatory reviews where needed. • Partner with cross functional teams to close capability and structural gaps.

Qualifications: • 7-10 years in HR, with 3+ years as an HRBP in a startup, fintech, or high-growth environment. • Strong business acumen and comfortable in ambiguity. • Hands-on experience with performance management, org design, and employee relations. • Data-driven approach to HR decision-making with comfort in HRMS, dashboards, and analytics. • Excellent stakeholder management. • MBA or PGDM in HR or equivalent.

Company Description:
Bhanzu is reimagining how children learn math by combining deep pedagogy with modern technology to help students think sharper and gain confidence. Founded by Neelakantha Bhanu, the World Fastest Human Calculator, Bhanzu currently serves 70,000+ students across 20+ countries, including the US, UK, Canada, Australia, New Zealand, and the Middle East, with a global classroom rating of 4.93/5. The team brings together educators, engineers, designers, and creators to reshape how the world learns and is actively hiring across product, growth, content, and engineering. Headquartered in Bengaluru, Bhanzu is on a mission to make world-class math education universally accessible and to positively impact 1 million learners globally.

Role Description: This is a full-time Talent Acquisition Executive role based in Bengaluru with a hybrid work model, combining in-office collaboration with some work-from-home flexibility. The Talent Acquisition Executive will manage end-to-end hiring processes, including sourcing, screening, and coordinating interviews for roles across product, growth, content, engineering, and other functions. The role involves partnering with hiring managers to understand workforce needs, designing effective recruitment strategies, and ensuring a smooth and inclusive candidate experience. Day-to-day responsibilities include maintaining applicant pipelines, using recruitment tools and platforms, contributing to employer branding initiatives, and tracking key recruitment metrics. The Talent Acquisition Executive will also support onboarding activities and collaborate with HR and leadership to continuously improve talent acquisition practices.

Qualifications: • Strong recruitment and hiring skills, including experience with Recruiting and Hiring processes across multiple roles and levels. • Excellent Communication abilities, with proven experience managing candidate interactions and collaborating effectively with internal stakeholders. • Knowledge of Employer Branding practices, with the ability to support campaigns that attract diverse, high-quality talent. • Experience with IT Recruitment or technology-focused hiring, preferably in fast-growing or startup environments. • Familiarity with applicant tracking systems, sourcing tools, and social media platforms for talent acquisition. • Ability to work in a hybrid setup from Bengaluru, manage multiple requisitions, and prioritize in a fast-paced environment. • Bachelor degree in Human Resources, Business, Psychology, or a related field, relevant certifications in recruitment or talent management are an advantage. • Commitment to inclusive, non-discriminatory hiring practices and an interest in the edtech or education sector.

Industry: Aerospace, Defence, Cybersecurity and Digital Identity Manufacturing. Employee Size: Over 2200 employees in India.

Location: Bangalore - Indraprastha, India

About Thales: Thales is a global technology leader trusted by governments, institutions, and enterprises to tackle their most demanding challenges. From quantum applications and artificial intelligence to cybersecurity and 6G innovation, our solutions empower critical decisions rooted in human intelligence. Operating at the forefront of aerospace and space, cybersecurity and digital identity, we are driven by a mission to build a future we can all trust. Present in India since 1953, Thales is headquartered in Noida and has other operational offices and sites spread across Delhi, Gurugram, Bengaluru and Mumbai, among others. Over 2200 employees are working with Thales and its joint ventures in India. Since the beginning, Thales has been playing an essential role in India growth story by sharing its technologies and expertise in Defence, Aerospace and Cyber and Digital sectors. Thales has two engineering competence centres in India - one in Noida focused on Cyber and Digital business, while the one in Bengaluru focuses on hardware, software and systems engineering capabilities for both the civil and defence sectors, serving global needs. The Group has also established an MRO (Maintenance, Repair and Overhaul) facility in Gurugram to provide comprehensive avionics maintenance and repair services to Indian airlines and support the growth of the local aviation industry.

Role Overview: The Plant HR Head is responsible for leading Human Resources, Industrial Relations, Labour Relations, statutory compliance, workforce planning, talent management, employee engagement, and HR operations for the manufacturing plant. The role partners with Plant Leadership to align people strategies with business objectives while ensuring industrial harmony, workforce productivity, legal compliance, operational excellence, and organizational effectiveness.

Missions and Responsibilities: Strategic HR Leadership: • Partner with Plant Leadership to develop and execute people strategies aligned with business and manufacturing objectives. • Drive workforce planning, organizational effectiveness, succession planning, capability development, employee engagement, and change management initiatives. • Lead HR transformation, automation, digitalization, and Industry 4.0 readiness initiatives. • Act as a trusted advisor on organization design, culture, workforce capability, and people strategy. • Manage HR budgets, workforce plans, and people metrics to support business decisions.

Industrial Relations and Labour Relations: • Develop and implement Industrial Relations strategies to maintain a stable, productive, and disruption-free manufacturing environment. • Build and sustain effective relationships with trade unions, employee representatives, and workmen. • Lead collective bargaining, wage negotiations, productivity-linked settlements, and long-term agreements. • Ensure compliance with Certified Standing Orders/Model Standing Orders, settlements, awards, and employment conditions. • Represent management before Labour Authorities, Conciliation Officers, Labour Courts, Industrial Tribunals, and statutory forums. • Manage grievances, disciplinary matters, misconduct investigations, domestic enquiries, and conflict resolution in accordance with principles of natural justice. • Coach managers on employee relations and disciplinary processes. • Monitor industrial relations climate and implement proactive interventions to prevent industrial unrest and ensure business continuity.

Labour Law, Statutory Compliance and Government Liaison: • Ensure compliance with all applicable labour legislation, including Code on Wages 2019, Industrial Relations Code 2020, Code on Social Security 2020, Occupational Safety Health and Working Conditions (OSH) Code 2020, POSH Act 2013, Apprentices Act 1961, Child and Adolescent Labour (Prohibition and Regulation) Act, Rights of Persons with Disabilities Act, and applicable Central and State Rules, notifications, amendments, and employment laws. • Ensure compliance relating to wages, overtime, working hours, leave, welfare provisions, statutory benefits, and employment conditions. • Maintain statutory registers, licences, records, notices, and returns. • Coordinate inspections, audits, and regulatory submissions with Labour Department, Directorate of Factories, EPFO, ESIC, and other authorities. • Monitor legislative developments, conduct compliance audits, and implement corrective actions and risk mitigation measures. • Maintain effective relationships with labour authorities, statutory bodies, and government agencies.

Factory HR Operations and Contract Labour Management: • Lead workforce planning and manpower deployment across shifts and operations. • Manage recruitment, onboarding, confirmations, transfers, promotions, and separations. • Oversee permanent, fixed-term, apprentice, trainee, and contract workforce administration. • Ensure effective management of payroll coordination, attendance, leave administration, HRIS, employee records, wages, overtime, incentives, shift allowances, statutory deductions, and employee benefits. • Fulfil Principal Employer obligations and ensure contractor compliance with labour laws. • Conduct contract labour audits covering wages, statutory contributions, bonus, leave, welfare provisions, licences, and statutory documentation. • Monitor contractor performance, workforce deployment, productivity, and labour costs.

Talent Management, Performance and Employee Engagement: • Lead talent acquisition, succession planning, leadership development, learning initiatives, and workforce capability building. • Build talent pipelines for critical manufacturing, engineering, technical, and leadership positions. • Drive performance management, goal setting, development planning, promotions, merit increases, incentive schemes, and bonus administration. • Monitor labour costs and compensation competitiveness. • Drive employee engagement, retention, recognition, welfare, diversity, and inclusion initiatives. • Lead shop-floor engagement programs including suggestion schemes, quality circles, communication forums, and cultural initiatives. • Foster an ethical, inclusive, and high-performance culture supported by grievance redressal and whistleblower mechanisms.

Health, Safety, Analytics and Team Leadership: • Partner with HSE teams to strengthen workplace safety culture and statutory compliance. • Support occupational health, employee wellbeing, welfare programs, safety committees, and incident investigations. • Ensure compliance relating to welfare facilities, occupational health requirements, medical examinations, and statutory safety provisions. • Develop HR dashboards and provide insights on attrition, absenteeism, labour productivity, overtime utilization, labour costs, recruitment effectiveness, training outcomes, employee engagement, diversity, contract labour utilization, compliance status, and workforce planning. • Lead, coach, and develop the Plant HR team while fostering a culture of accountability, collaboration, innovation, and continuous improvement.

Working At Thales: At Thales, we are committed to fostering a workplace where respect, trust, collaboration, and passion drive everything we do. Here, you will feel empowered to bring your best self, thrive in a supportive culture, and love the work you do. Join us, and be part of a team reimagining technology to create solutions that truly make a difference for a safer, greener, and more inclusive world.

Reference: 260006W9. Team: HRCO IN.

Role Description Summary: Analyst - RBO Process involves support provided to a spectrum of Human Resource (HR) functions which are largely transactional in nature. Engage in processing transaction as per the standard operating procedures and guidelines whilst maintaining good quality of work and timely delivery. Ability to update Process documentation (SOPs/Operating Instructions). Strong written and verbal communication is mandatory.

Key Responsibilities: • Manage the Recruitment Backoffice Process and coordination with TA team and HR Ops. • Knowledge on TALEO or any other Recruitment tool is preferable. • Manage the activities pertaining to Onboarding, Background Verification, Vendor payouts and management and Offer Management. • Generating MIS reports, analyze the report trends. • Perform first level quality check for all the deliverables and update the necessary tracker to record the quality of client deliverables. • Perform Morse controls, including managing anomaly. • Adhere to information security guidelines of SGGSC. • Maintain utmost confidentiality of the information received. • Initiate and coordinate Background Screening and re-screening activities with vendor partners. Monitor status, ensure timely follow-up, and update onshore stakeholders. Validate reports and ensure adherence to BGS processes without deviations. • Maintain accurate documentation and ensure timely closure of all cases.

Educational Qualification: Any bachelor degree, preferably MBA in HR.

Skills: Client Focus, Team Spirit, Commitment, Responsibility, Innovation, Learning Agility, Proactiveness, Accountability, Interpersonal skills, Verbal Communication, Time Management, Problem solving, Decision Making. Tools: PeopleSoft, MS Office, Taleo.

Why Join Us: We are committed to creating a diverse environment and are proud to be an equal opportunity employer. All qualified applicants receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

Business Insight: At Societe Generale, we are convinced that people are drivers of change, and that the world of tomorrow will be shaped by all their initiatives, from the smallest to the most ambitious. Whether you are joining us for a period of months, years or your entire career, together we can have a positive impact on the future. Creating, daring, innovating and taking action are part of our DNA. Our employees can dedicate several days per year to solidarity actions during their working hours, including sponsoring people struggling with their orientation or professional integration, participating in the financial education of young apprentices, and sharing their skills with charities. We are committed to support accelerating our Group ESG strategy by implementing ESG principles in all our activities and policies.

Industry Higher education services, analytics, student mobility and institutional intelligence. The organization comprises an 800-strong global community of problem-solvers across 40 plus countries and 11 international offices.

Role Overview: Role: Regional Recruitment Officer (South Asia) Location: Bangalore, India Job type: Full Time, Permanent

Why QS: At QS, we believe that work should empower you. That is why we foster a flexible working environment that encourages every employee to own their career whilst flourishing personally and professionally. Our company values underpin everything we do - we collaborate, respect and support each other. It is our mission to empower motivated people around the world to fulfil their potential through higher education, ensuring that everyone has access to opportunities that change lives. QS was named as one of Newsweek Top 100 Most Loved Workplaces in the UK (October 2023) and is a gold-accredited Investors in People organization.

What You Will Be Doing: To support GCU in-market student recruitment across South Asia by contributing to lead generation, student engagement and conversion activities. Working closely with the Regional Recruitment Manager, the role will assist in executing recruitment plans, coordinating events, managing partner interactions and supporting digital and on-ground activities to drive application and enrolment outcomes. This position is based in India and involves regular travel across the country, with occasional regional travel and flexibility to support activities outside standard working hours when required.

About Glasgow Caledonian University (GCU): Glasgow Caledonian is the largest and leading modern university in Scotland, with campuses in Glasgow and London. It is Scotland leading provider of Graduate Apprenticeships and has transnational partnerships around the world, supporting more than 22,000 students from nearly 120 countries.

Main Responsibilities: Student Recruitment and Conversion: • Support execution of in-country recruitment activities such as fairs, school visits, webinars and agent events. • Proactively manage and follow up on student leads to drive application conversion. • Provide accurate programme, admissions and visa information to prospective students. • Contribute directly to achieving application and enrolment targets. • Generate regular reports on activity performance and conversion outcomes.

Digital and Social Media Execution: • Support the implementation of localized social media activities to raise awareness and generate student interest. • Assist in creating and adapting basic content in line with brand guidelines including posts, student testimonials and event promotions. • Monitor social media channels and respond to enquiries, escalating more complex queries when needed.

Agent and Partner Support: • Support day-to-day engagement with education agents to drive pipeline growth. • Assist in partner enablement including training, updates and marketing materials.

Information, Reporting and KPIs: • Consistent and timely follow-up on student enquiries, with clear tracking of outreach activities and engagement outcomes. • Contribution towards application and enrolment targets for assigned programmes. • Consistent execution of social media activities in line with brand guidelines and content standards. • Develop and maintain a key contacts list and share regular reports with the university. • Collect prospective leads from events and record all interactions in the CRM system.

Qualifications and Experience Required: Essential Requirements: • Educated to first degree level or equivalent, or relevant experience in the higher education industry. • Familiarity with social media platforms and digital engagement. • Strong communication skills in English (written and verbal). • Willingness to travel across India and internationally as required. • Proactive and self-motivated, with a positive and professional approach to work. • Attention to detail with the ability to maintain accurate records and reports. • Exposure to international student recruitment, admissions or conversion activities. • Experience contributing to achieving recruitment or enrolment targets.

Desirable Requirements: • Exposure to working with universities, schools, language centers or other preparatory institutions. • Experience working collaboratively across teams or with external stakeholders. • Familiarity with CRM systems, data management tools and virtual engagement platforms. • Awareness of data protection and confidentiality requirements. • Experience working with geographically and culturally diverse teams.

About QS: QS is the world leader in higher education services, analytics, insights and intelligence. Behind the world widely read university rankings, QS works with more than 2,000 higher education institutions, over 12,000 employers, and governments seeking socioeconomic development through higher education.

About the Role:
We are looking for a Talent Acquisition Intern who is passionate about recruitment, technology, and working with high-quality talent. This role is ideal for someone who understands the tech ecosystem, actively follows coding communities, competitive programming groups, developer communities, college networks, or technical forums, and wants to build a career in Talent Acquisition. You will work closely with the Talent Acquisition team on Technology and Academic hiring, helping us identify, engage, assess, and build strong talent pipelines across technical roles. High-performing interns will be considered for a Pre-Placement Offer (PPO) upon successful completion of the 6-month internship.

Key Responsibilities: • Support end-to-end recruitment for Technology and Academic roles. • Source candidates through LinkedIn, job portals, coding platforms, developer communities, college networks, and relevant online groups. • Identify and engage talent from coding, competitive programming, AI/ML, data science, software engineering, and other technical communities. • Build and maintain strong candidate pipelines for current and future hiring requirements. • Conduct initial candidate screening and understand candidate skills, experience, motivation, and career interests. • Coordinate interviews and ensure a smooth candidate experience throughout the hiring process. • Work closely with hiring managers and the academic/technology teams to understand role requirements. • Research talent pools, universities, coding communities, GitHub profiles, competitive programming platforms, and other relevant sources. • Maintain accurate recruitment trackers and ensure timely follow-ups with candidates. • Support employer branding and talent engagement initiatives. • Track recruitment metrics such as sourcing, screening, interview conversions, and closures.

Who We Are Looking For: • Students or recent graduates interested in building a career in Talent Acquisition / Recruitment. • Strong interest in technology and the tech hiring ecosystem. • Candidates who have participated in or actively engaged with coding communities, competitive programming groups, developer communities, college technical clubs, hackathons, GitHub / programming communities, AI/ML or Data Science communities, and campus hiring networks. • Good understanding of basic technology concepts and common technical roles. • Strong communication and interpersonal skills. • Good research and sourcing abilities. • Comfortable speaking with candidates and building professional relationships. • Highly proactive, curious, and willing to learn. • Ability to work in a fast-paced, target-oriented environment.

Good to Have: • Previous internship or project experience in Recruitment, Talent Acquisition, HR, or Campus Hiring. • Experience connecting with candidates through LinkedIn or other professional communities. • Familiarity with technical hiring for roles such as Software Engineering, Full Stack, AI/ML, Data Science, DSA, and Core CS. • Experience organizing or participating in college technical communities, hackathons, coding clubs, or placement activities.

What You Will Learn: • End-to-end Tech and Academic Talent Acquisition • Technical candidate sourcing and screening • LinkedIn and community-based sourcing • Campus and university hiring • Candidate engagement and stakeholder management • Recruitment analytics and funnel management • Employer branding and talent intelligence

PPO Opportunity: This is not just a short-term internship. Interns who demonstrate strong performance, ownership, sourcing ability, communication skills, and consistent hiring outcomes will have the opportunity to receive a PPO after completing 6 months of internship and continue their career with the Talent Acquisition team.

About the Role:
We are looking for a Talent Acquisition Intern who is passionate about recruitment, technology, and working with high-quality talent. This role is ideal for someone who understands the tech ecosystem, actively follows coding communities, competitive programming groups, developer communities, college networks, or technical forums, and wants to build a career in Talent Acquisition. You will work closely with the Talent Acquisition team on Technology and Academic hiring, helping us identify, engage, assess, and build strong talent pipelines across technical roles. High-performing interns will be considered for a Pre-Placement Offer (PPO) upon successful completion of the 6-month internship.

Key Responsibilities: • Support end-to-end recruitment for Technology and Academic roles. • Source candidates through LinkedIn, job portals, coding platforms, developer communities, college networks, and relevant online groups. • Identify and engage talent from coding, competitive programming, AI/ML, data science, software engineering, and other technical communities. • Build and maintain strong candidate pipelines for current and future hiring requirements. • Conduct initial candidate screening and understand candidate skills, experience, motivation, and career interests. • Coordinate interviews and ensure a smooth candidate experience throughout the hiring process. • Work closely with hiring managers and the academic/technology teams to understand role requirements. • Research talent pools, universities, coding communities, GitHub profiles, competitive programming platforms, and other relevant sources. • Maintain accurate recruitment trackers and ensure timely follow-ups with candidates. • Support employer branding and talent engagement initiatives. • Track recruitment metrics such as sourcing, screening, interview conversions, and closures.

Who We Are Looking For: • Students or recent graduates interested in building a career in Talent Acquisition / Recruitment. • Strong interest in technology and the tech hiring ecosystem. • Candidates who have participated in or actively engaged with coding communities, competitive programming groups, developer communities, college technical clubs, hackathons, GitHub / programming communities, AI/ML or Data Science communities, and campus hiring networks. • Good understanding of basic technology concepts and common technical roles. • Strong communication and interpersonal skills. • Good research and sourcing abilities. • Comfortable speaking with candidates and building professional relationships. • Highly proactive, curious, and willing to learn. • Ability to work in a fast-paced, target-oriented environment.

Good to Have: • Previous internship or project experience in Recruitment, Talent Acquisition, HR, or Campus Hiring. • Experience connecting with candidates through LinkedIn or other professional communities. • Familiarity with technical hiring for roles such as Software Engineering, Full Stack, AI/ML, Data Science, DSA, and Core CS. • Experience organizing or participating in college technical communities, hackathons, coding clubs, or placement activities.

What You Will Learn: • End-to-end Tech and Academic Talent Acquisition • Technical candidate sourcing and screening • LinkedIn and community-based sourcing • Campus and university hiring • Candidate engagement and stakeholder management • Recruitment analytics and funnel management • Employer branding and talent intelligence

PPO Opportunity: This is not just a short-term internship. Interns who demonstrate strong performance, ownership, sourcing ability, communication skills, and consistent hiring outcomes will have the opportunity to receive a PPO after completing 6 months of internship and continue their career with the Talent Acquisition team.

Industry: Real Estate Services / Corporate Shared Services. Employee Size: Approximately 3,500 employees across six countries.

About BXRE and The Catalyst Program: Revantage Corporate Services is a Blackstone Real Estate portfolio company providing shared services across Finance, Technology, Legal, HR, and more to Blackstone global real estate portfolio. Headquartered in Chicago with a growing India GCC in Bengaluru, BXRE operates across six countries and approximately 3,500 employees. The Catalyst Program is BXRE inaugural university hiring initiative, targeting fresh graduate and early-career professionals across multiple tracks to form the Class of 2027. This is a flagship people investment, designed to build BXRE long-term India talent pipeline from the ground up. This role is a critical internal hire. The Campus Recruiter will be the single owner of the university hiring program from the moment an offer is made through to the end of the two-year cohort journey partnering with our campus execution vendor and BXRE leadership to deliver a best-in-class early careers experience.

Role Purpose: The Campus Recruiter is the internal nerve centre of the Catalyst Program. This person will own the end-to-end university hiring lifecycle from college relationship management and campus drive co-execution, through to post-offer engagement, induction design, and cohort milestone tracking. This is not a sourcing-only role, it is a program management and early careers specialist position with a direct line to senior leadership.

Key Responsibilities: • Campus Strategy and College Relationship Management: Own and manage relationships with Training and Placement Officers (TPOs) at target Bengaluru-region and pan-India institutions year-round, not just during drive season. Co-develop and maintain the annual institution strategy and campus calendar in partnership with leadership. Represent BXRE at campus events, career fairs, guest lectures, and pre-placement talks, coordinate leadership participation. Identify and onboard new campus partnerships, continuously refresh the institution list based on yield data and track fit. • Campus Drive Co-Execution: Plan and run all on-campus and virtual assessment and interview drives across four tracks. Coordinate logistics for all campus events scheduling, candidate communications, interview panel briefings, and debrief management. Manage the assessment process: coordinate proctored online assessments, shortlisting, and structured interview rubrics. Ensure offers are rolled within 5 business days of each drive, manage offer documentation and approval workflows in Workday Recruiting. • Post-Offer Engagement and Candidate Management: Serve as the primary point of contact for all offered candidates from offer acceptance through Day 1 joining. Run fortnightly post-offer follow-up (POFU) track joining intent, flag at-risk candidates, manage withdrawals. Build and manage the cohort community: WhatsApp group, monthly newsletter, insider content, and pre-joining engagement events. Own document collection, background verification (BGV) coordination, and pre-onboarding logistics for the full cohort. • Induction Programme Design and Delivery: Design and run the 4 to 8 week structured induction program for the Catalyst Class of 2027, covering rotational exposure across Finance, Technology, Legal, and HR functions in close partnership with L&D. Coordinate with business unit heads to assign live project work and structured learning modules during the induction period. Facilitate weekly cohort check-ins, buddy program pairing, and senior leadership fireside sessions. Track induction completion and probation readiness, produce handover reports for HRBPs at the end of the induction period. • Cohort Lifecycle Management (Months 3 - 24): Track and manage cohort milestones at 3, 6, 12, and 24 months in partnership with HRBPs and People Analytics. Support formal probation reviews at 3 months, flag performance risks and attrition signals to the People Technology Lead. Coordinate cohort reunion events, mentorship program assignment, and 6-month pulse surveys (Peakon / Workday). Produce quarterly cohort health reports: retention, performance distribution, function placement, and satisfaction metrics. Manage the campus ambassador program engage alumni at the 2-year mark to return to campuses as BXRE representatives with a 2-year attrition target under 20% across the cohort. • Stakeholder Management and Reporting: Act as internal bridge between BXRE leadership, HRBPs, and the candidate cohort. Prepare weekly and monthly program status reports for leadership. Maintain all program data in Workday Recruiting candidate pipeline, offer status, joining confirmation, and cohort tracking. Present cohort updates to senior stakeholders and PortCo leadership as required.

Qualifications and Experience: • 5+ years of experience in campus / university hiring or early careers recruitment, with at least one full campus cycle owned end-to-end. • Prior experience at a GCC, shared services company, Big 4 firm, consulting firm, or BFSI organisation preferred. • Demonstrated ability to manage high volumes of candidates across multiple tracks simultaneously. • Excellent stakeholder management comfortable engaging with senior leadership as well as fresh graduate candidates. • Hands-on experience with an ATS or HRIS platform, Workday Recruiting exposure strongly preferred. • Strong written and verbal communication skills in English. • Willingness to travel to campuses across Bengaluru and pan-India during drive season (typically Oct-Feb). • Preferred: Experience designing and running structured induction or onboarding programmes. • Preferred: Familiarity with proctored assessment platforms (HirePro / Careernet ecosystem is a strong plus). • Preferred: Experience with employer branding initiatives: pre-placement talks, guest lectures, hackathons, or campus competitions. • Preferred: Exposure to People Analytics tools and cohort tracking / reporting. • Preferred: MBA or postgraduate qualification in HR, Organisational Behaviour, or a related field.

Working At BXRE: This is a high-visibility role in a lean, fast-moving People team. You will work directly with the Global leadership team and have regular touchpoints with the HR Leadership and business unit heads. There is no bureaucracy between you and the decisions that matter. Bengaluru is BXRE GCC hub. The office is growing quickly across Finance, Technology, Legal, and HR functions. The Catalyst Program is a strategic priority for the organization this is not a backfill hire, it is a founding role in a brand-new function.

This role is with one of our portfolio companies (Series A funded startup).

Role Overview: As a Talent Acquisition Specialist, you will be responsible for continuously seeking out top talent and developing a compelling employment brand. You will lead hiring initiatives across departments, establish talent pipelines, and manage the full recruitment lifecycle to support aggressive business scaling.

Responsibilities: • Responsible for continuously seeking out top talent and developing a compelling employment brand. • Determining current staffing needs and producing headcount forecasts. • Developing talent acquisition strategies and comprehensive hiring plans. • Perform sourcing to fill open positions and anticipate future talent needs. • Plan and conduct recruitment and selection processes including interviews, screening calls, and assessment coordination. • Own individual hiring targets as well as oversee delivery targets for the recruitment team.

Requirements: • Graduate or MBA with 5 to 8 years of relevant experience in talent acquisition. • Proven experience as a talent acquisition manager or team lead managing a small team of recruiters. • Hands-on experience in full-cycle recruiting, sourcing, and employment branding. • Proficiency in candidate sourcing using various channels, including social media, job boards, and professional networking. • Working knowledge of Applicant Tracking Systems (ATS) and candidate databases. • Excellent communication and interpersonal skills to effectively interact with hiring managers, candidates, and key stakeholders. • Early phase startup experience navigating 0 to 1 and 1 to 10 scaling journeys.

Industry: Non-Banking Financial Company (NBFC) / Financial Services. Employee Size: About 1,400 employees.

About Credit Saison India: Established in 2019, Credit Saison India (CS India) is one of the country fastest growing Non-Bank Financial Company (NBFC) lenders, with verticals in wholesale, direct lending and tech-enabled partnerships with Non-Bank Financial Companies (NBFCs) and fintechs. Its tech-enabled model coupled with underwriting capability facilitates lending at scale, meeting India huge gap for credit, especially with underserved and under penetrated segments of the population. Credit Saison India is committed to growing as a lender and evolving its offerings in India for the long-term for MSMEs, households, individuals and more. Credit Saison India is registered with the Reserve Bank of India (RBI) and has an AAA rating from CRISIL (a subsidiary of S&P Global) and CARE Ratings. Currently, Credit Saison India has a branch network of 80+ physical offices, 2.06 million active loans, an AUM of over US$2B and an employee base of about 1,400 employees. Credit Saison India is part of Saison International, a global financial company with a mission to bring people, partners and technology together, creating resilient and innovative financial solutions for positive impact. Across its business arms of lending and corporate venture capital, Saison International is committed to being a transformative partner in creating opportunities and enabling the dreams of people. Saison International is the international headquarters (IHQ) of Credit Saison Company Limited, founded in 1951 and one of Japan largest lending conglomerates with over 70 years of history and listed on the Tokyo Stock Exchange. The Company has evolved from a credit-card issuer to a diversified financial services provider across payments, leasing, finance, real estate and entertainment. Based in Singapore, Saison International global operations span over Singapore, India, Indonesia, Thailand, Vietnam, Mexico, Brazil, with active investments in debt, equity, corporate venture capital, and technology.

Key Responsibilities: High-Volume TA Delivery and Delivery Metrics: Own the end-to-end recruitment lifecycle for the branch business, consistently hitting aggressive, large-scale hiring targets. Drive key operational metrics, including Time-to-Hire, Cost-per-Hire, Source Mix, and Quality of Hire. Team Leadership and Management: Lead, mentor, and manage a team of recruiters and sourcers. Set clear daily, weekly, and monthly performance targets, ensuring the team is operationally aligned to meet business demands. Strategic Stakeholder Management: Partner closely with Regional Managers, Branch Heads, and Business Leaders to understand headcount forecasts, define scaling strategies, and provide regular, data-driven updates on hiring progress. Sourcing and Sourcing Strategy: Implement robust, scalable sourcing channels—including employee referrals, job portals, local networks, and vendors—to ensure a continuous and healthy pipeline of candidates for branch locations. Process Excellence: Continuously optimize recruitment processes to improve efficiency, reduce turnaround times, and ensure a seamless candidate experience across all branch locations.

Required Qualifications: 5-8 years of experience in Talent Acquisition, with a proven track record of handling high-volume, bulk hiring mandates (experience in banking, NBFC, retail, or distributed branch networks is highly preferred). Demonstrated experience managing and building high-performing recruitment teams in a fast-paced environment. Strong analytical skills with the ability to translate recruitment data into actionable strategies and reports for senior stakeholders. Excellent communication, negotiation, and relationship-management skills.

Join Clario, a part of Thermo Fisher Scientific and help develop the skills, capabilities, and leadership potential that drive our global success. As a Talent Development Trainer, you will play a critical role in delivering engaging learning experiences that support employee growth, leadership development, and organizational effectiveness. Working closely with business leaders, HR partners, and the broader Talent Development team, you will design and facilitate impactful training programs that help employees build the skills needed to thrive in a dynamic, global environment.

What You Will Be Doing: Lead the delivery of engaging instructor-led, virtual, blended, and in-person learning programs for employees and leaders across global locations. Facilitate training sessions focused on leadership development, communication, customer service, new hire onboarding, professional development, and other business-critical competencies. Design, develop, and maintain high-quality learning materials including facilitator guides, participant workbooks, job aids, reference materials, and e-learning content. Collaborate with stakeholders to identify learning needs and develop practical, learner-centered solutions aligned with business objectives. Manage multiple training programs and learning initiatives simultaneously while ensuring high-quality execution and delivery. Adapt facilitation approaches to different audiences, learning styles, and cultural environments. Partner closely with HR, business leaders, and subject matter experts to create impactful learning experiences that drive performance and engagement. Lead instructional design initiatives that translate organizational needs into effective training and development programs. Research and apply innovative learning methodologies, technologies, and best practices to enhance the learner experience. Conduct needs assessments, surveys, and stakeholder consultations to identify skill gaps and development opportunities. Evaluate program effectiveness through feedback, learning metrics, and business outcomes, and implement continuous improvements. Support the administration, implementation, and tracking of learning programs through Learning Management Systems (LMS) and talent management platforms. Contribute to talent development strategies that promote employee growth, engagement, and organizational capability building.

What We Look For: Bachelor degree in Human Resources, Organizational Development, Business, Education, Learning and Development, or a related field, Master degree preferred. 3 to 5 years of relevant experience in Learning and Development, Talent Development, Organizational Development, Human Resources, or a related field. Proven experience facilitating workshops, training programs, and learning experiences for employees and leaders. Strong expertise in adult learning principles, instructional design methodologies, and facilitation techniques across classroom, virtual, and blended learning environments. Demonstrated ability to create engaging, interactive, learner-centered training experiences. Experience partnering with business stakeholders to assess learning needs and recommend effective development solutions. Strong presentation, facilitation, and communication skills with the confidence to engage audiences at all organizational levels. Experience managing multiple learning programs, priorities, and deadlines in a fast-paced environment. Knowledge of organizational development, change management, leadership development, and talent management concepts. Proficiency with Microsoft Office applications, including PowerPoint, Excel, and Word, as well as learning technologies and survey tools. Strong project management, organizational, and attention-to-detail skills. Analytical mindset with the ability to evaluate learning effectiveness and use data to drive continuous improvement. Results-oriented approach with a demonstrated ability to deliver learning solutions aligned with business strategy. Willingness to work aligned with European business hours (1:00 PM to 10:00 PM IST) to support global stakeholders and learning initiatives. Flexibility to work the required shift schedule, shift allowance will be provided in accordance with company policy.

About Clario: At Clario, a part of Thermo Fisher Scientific, our purpose is to transform lives by unlocking better evidence. It is a cause that unites and inspires us. It is why we come to work and how we empower our people to make a positive impact every day. Whether you are advancing clinical science, building innovative technology, or supporting our global teams, your work helps bring life-changing therapies to patients faster.

About Pirgal Consulting:
Pirgal Consulting Private Limited is a multidisciplinary consulting company based in Bangalore. We provide allied and support services across accounting and finance, direct and indirect taxation, GST and tax litigation support, legal and regulatory compliance, construction and real estate. We work alongside Chartered Accountants, Advocates and other practising professionals, supporting them and their clients on live matters - which means our teams build technical depth across several disciplines rather than within a single vertical.

About the Role: We are looking for one person to own HR and administration end to end for the Company and its group entities - hiring, onboarding, records, payroll inputs, policy, statutory compliance and office administration. You will not be inheriting a large team or a mature system, you will be building and running it, with direct access to the management. This suits an HR generalist who is tired of owning one slice of the function and wants the whole of it.

Key Responsibilities: • Own the full recruitment cycle - requisition, job descriptions, sourcing, screening, interview coordination, offer roll-out and joining - across professional, support and intern roles. • Manage and grow our sourcing channels - LinkedIn, WorkIndia, Indeed, Internshala, consultants, referrals, and campus relationships with law, engineering, commerce and management institutions in Bangalore. • Run campus outreach and internship drives - placement-cell relationships, drive scheduling, intern selection and conversion to full-time roles. • Handle onboarding and induction end to end - documentation, background verification, offer and appointment letters, asset handover, and orientation on company policy. • Maintain employee records and the HR MIS, and keep the salary register and attendance and leave data accurate and current. • Administer GreytHR - attendance, leave, employee master, payroll inputs - and drive its adoption across the group. • Prepare monthly payroll inputs, coordinate with the accounts team on salary processing, and support statutory compliance (PF, ESI, PT and related filings) with our consultants. • Draft, implement and maintain HR policy and SOPs - code of conduct, leave policy, POSH, appraisal framework, offboarding - and enforce them consistently. • Run the performance and appraisal cycle, coordinate training programmes, and handle employee relations, grievances and disciplinary matters with discretion. • Manage offboarding - resignation processing, exit interviews, full and final settlement coordination, relieving and experience letters. • Own office administration - vendors, AMCs, assets, facilities, travel, housekeeping and general upkeep of the premises. • Report to the Directors on headcount, hiring pipeline, attrition, payroll cost and HR MIS every month.

Candidate Requirements: • Proven experience running HR end to end single-handedly - hiring, records, payroll inputs, compliance and admin. • Practical knowledge of Indian labour and statutory requirements - PF, ESI, PT, gratuity, POSH. • Hands-on recruitment ability. You will be sourcing and screening yourself, not delegating it. • Strong MS Excel and reporting skills, experience with GreytHR or a comparable HRMS is a strong advantage. • Excellent communication and the maturity to hold confidential information and to have difficult conversations. • Fluency in Kannada and English required, Hindi is an advantage. • Prior experience in a consulting or professional services environment is preferred. • Comfortable being the sole HR presence for a growing multi-entity group.

Role Details and Working Conditions: Location Address: #14/5, 4th Floor, Sankeshwara Towers, 1st Cross, RV Road, Near Minerva Circle, Bangalore - 560004 Working days and hours: Monday to Saturday, 10:00 AM to 7:00 PM

Our vision for the future is based on the idea that transforming financial lives starts by giving our people the freedom to transform their own. We have a flexible work environment, and fluid career paths. We not only encourage but celebrate internal mobility. We also recognize the importance of purpose, well-being, and work-life balance. Within Empower and our communities, we work hard to create a welcoming and inclusive environment, and our associates dedicate thousands of hours to volunteering for causes that matter most to them.

Chart your own path and grow your career while helping more customers achieve financial freedom. Empower Yourself.

What You Will Do: Partner with HR Business Partners and hiring managers as a trusted advisor to understand current and anticipated talent needs and develop effective recruitment strategies for IT and non-IT positions. Manage full-cycle recruitment for professional and management-level positions, from intake and strategic sourcing through candidate assessment, selection, and offer support. Establish and maintain effective communication with hiring managers and key stakeholders, align on service expectations, and deliver recruiting support that meets business needs. Develop and maintain talent pipelines through strategic sourcing, effective job postings, employee referrals, social media, job boards, proactive outreach, and other recruitment channels in accordance with organizational guidelines and recruiting best practices. Provide hiring managers with talent-market insights and sourcing recommendations to support effective recruitment and selection decisions. Coach and advise hiring leaders on recruitment and selection practices that promote a positive candidate experience and support objective decision-making. Use Workday Recruiting to manage requisitions, candidate activity, recruiting workflows, and talent pipelines throughout the recruitment lifecycle. Support employer-branding initiatives through professional engagement with employment-focused social media platforms, job boards, and other recruiting channels. Build and maintain relationships with prospective candidates and effectively communicate the organization employment value proposition and career opportunities. Share Talent Acquisition best practices, emerging recruiting approaches, market trends, and industry insights with colleagues and stakeholders. Support continuous improvement initiatives designed to increase the effectiveness and efficiency of Talent Acquisition and Human Resources processes. Perform other related duties as assigned.

What You Will Bring: Bachelor degree in a relevant field or equivalent experience. 8 to 10 years of related Talent Acquisition/recruiting experience, including experience partnering with hiring managers and HR stakeholders to develop and execute recruitment strategies. Demonstrated experience managing full-cycle recruitment across both IT and non-IT roles, including professional and management-level positions, from intake and strategic sourcing through candidate assessment, selection, and offer support. Experience developing and executing strategic sourcing strategies and building talent pipelines for IT and non-IT professional and management-level positions using multiple sourcing channels. Demonstrated experience serving as a trusted advisor to hiring managers and HR Business Partners throughout the recruitment and selection process, including providing talent-market insights, sourcing strategies, candidate assessment guidance, and hiring recommendations. Experience using Workday Recruiting or a comparable applicant tracking system (ATS) to manage requisitions, candidates, recruiting workflows, and talent pipelines. Experience using candidate sourcing platforms, job boards, social recruiting tools, and other recruiting technologies. Demonstrated ability to anticipate and resolve recruiting challenges at both strategic and operational levels. Excellent verbal, written, and interpersonal communication skills with a demonstrated ability to build effective relationships with hiring managers, HR partners, candidates, peers, and other stakeholders. Strong customer and stakeholder focus with the ability to provide consultative Talent Acquisition support. Ability to manage multiple priorities and recruitment activities effectively in a dynamic environment.

What Will Set You Apart: Experience providing Talent Acquisition consultation and recruiting expertise across a broad range of IT and non-IT functions. Experience recruiting for complex, specialized, or hard-to-fill professional and management-level positions. Advanced experience with Workday Recruiting and the effective use of recruiting technology to manage candidate pipelines and recruitment workflows. Experience using talent-market intelligence, sourcing insights, and recruiting data to inform recruitment strategies. Demonstrated ability to share Talent Acquisition best practices, guide colleagues, and serve as a subject-matter expert. Experience supporting employer branding, recruitment marketing, campus recruiting, job fairs, or other talent-engagement initiatives.

This job description is not intended to be an exhaustive list of all duties, responsibilities and qualifications of the job. The employer has the right to revise this job description at any time. You will be evaluated in part based on your performance of the responsibilities and/or tasks listed in this job description. You may be required perform other duties that are not included on this job description. The job description is not a contract for employment, and either you or the employer may terminate employment at any time, for any reason, as per terms and conditions of your employment contract.

We are an equal opportunity employer with a commitment to diversity. All individuals, regardless of personal characteristics, are encouraged to apply. All qualified applicants will receive consideration for employment without regard to age, race, color, national origin, ancestry, sex, sexual orientation, gender, gender identity, gender expression, marital status, pregnancy, religion, physical or mental disability, military or veteran status, genetic information, or any other status protected by applicable state or local law.

Req ID: 62092. Division: People & Culture. Recruiter: Saloni Khandelwal. Career Grade: C. Posting Start Date: 25/08/2026. Posting End Date: 31/08/2026.

About The Role: The Total Reward CoE is an integral part of our collective drive to bring customers to the centre of everything we do at BT Group. As a CoE we design customer-centric total reward solutions that underpin outstanding business performance and differentiated individual total reward. As a senior specialist, you will play a pivotal role in shaping and leading our total reward priorities, and delivering total reward solutions which support both our colleagues and our strategic business aspirations. While operating at a developed level of conceptual thinking, you will help guide the business through change and risk management, ensuring that total reward practices are future proofed, customer-centric and underpin increased business performance.

What You Will Be Doing: As a primary CoE contact, leads total reward advice, guidance and insight across the business units and Country. Within Group frameworks and policies, accountable for leading the development of customer-centric, data-led total reward solutions which deliver differentiated outcomes for differentiated performance across specific business units and geographies. As a total reward expert, accountable with business unit/Corporate Unit (CU)/Country People and Culture teams for identifying opportunities and delivering solutions to enhance the effectiveness of total reward to drive improved business performance. Accountable for ensuring seamless Reward CoE activities and processes to deliver customer-centric solutions. Accountable for driving increased leadership and line manager understanding of the value and impact of total reward adoption and use. Works with People and Culture teams to leverage opportunities to enable managers to make balanced, consistent and unbiased total reward decisions. With CoE colleagues, identifies innovative ways to simplify total reward delivery and drive performance within and across business units through total reward insights. Implements and embeds total reward programmes (cyclical and change) across the business, as well as enhancing total reward value as part of the EVP. Lead for Reward Regulatory Governance compliance in India co-ordinating relevant parties and ensuring key stakeholders are informed. Co-lead the application of BT Strategic Workforce Planning methodology with the P&C Director, India, delivering the BT enterprise requirements and India market landscape, connected and collaborating with the Global BT SWP team. Enable the P&C BPs in India, with the knowledge of the Global BT SWP framework, principles and tooling and partner on the implementation of OD and Change Management initiatives in India, where applicable. Partner with the Global BT OD Partner and OE Team on designing and implementing large OD initiatives including benchmarking, TOM and complex OD. Support local OE work implementing job sizing, job architecture requirements, working closely with the Global BT OE COE ensuring utilization of global processes, principles and support India market nuances, wherever relevant. Brings external perspectives and ingrains best practice across the business to increase the impact of total reward on organizational performance. Working closely with the Business Unit/Country P&CLT to contribute to the wider people strategy.

Essential Skills and Experience: Total Reward expertise: Significant experience in Total Reward, including compensation, benefits, recognition and performance. Ideally 10+ years experience leading Total Reward change in complex or global organisations. Advanced Business Partnering: Proven ability to partner with and influence senior leaders, translating business goals into effective Total Reward programmes that drive business and individual performance. Analytical and Problem-Solving: Expert analytical capability, including identifying root causes, interpreting data, developing solutions and making data-driven Reward decisions. Change and Project Delivery: Expert change management and project delivery skills, with experience implementing Total Reward changes across a large organisation. Data Storytelling and Business Insights: Ability to build compelling business cases for Reward change using data, analytics and customer insights. Communication and Influence: Excellent communication skills, with the ability to communicate confidently and influence stakeholders at different levels, adapting style to the audience. Innovation and Continuous Improvement: Demonstrated ability to identify opportunities for improvement, bring new ideas and contribute to thought leadership in Total Reward. Collaboration: Strong internal and external relationship-building skills, with the ability to collaborate across operational, technical and specialist teams. Governance and Risk Management: Significant experience managing compensation, benefits and pension programmes, with accountability for governance, risk management, compliance and reporting.

Desirable Skills and Experience: Experience within a UK-headquartered or similarly complex global organisation, particularly in a disruptive or transformation environment. Strong understanding of people drivers of organisational performance and financial levers and KPIs, with the ability to connect Reward strategy to wider business outcomes. Experience using advanced analytics, insights or data visualisation to identify opportunities and optimise Reward effectiveness. Experience delivering large-scale, complex or transformational Reward programmes across multiple geographies and business units. Experience applying customer-centric design to Total Reward solutions and communicating complex insights in an engaging way. Experience influencing C-suite and executive-level stakeholders on complex or sensitive Reward matters. External benchmarking, professional networking and exposure to emerging Reward trends and practices, recognised as a subject-matter expert. Experience building and leading cross-functional or virtual teams and developing capability through coaching and knowledge sharing. Experience proactively identifying and mitigating people and reward risks and delivering operational improvements to strengthen governance and controls.

About BT Group: BT Group is the UK leading communications group and the holding company behind some of the country most recognised brands including BT, EE, Openreach and Plusnet. Our purpose is as simple as it is ambitious - we connect for good. Our customers include consumers, small, medium and large businesses, public sector organisations and other communications providers. BT Group role is about setting direction, unlocking value and creating the conditions for our brands and businesses to thrive. Having come through the most capital-intensive phase of our fibre investment, our focus now is on what comes next simplifying how we operate, using technology and AI to work smarter, and organising ourselves to serve customers better and grow sustainably. Group teams shape strategy, policy, brand, capital allocation and transformation, helping the whole organisation perform at its best. We have a singular culture that unites all our people - we are customer-first challengers, who are committed, clear and connected. These behaviours unite us as one team to deliver for our colleagues, our customers, our stakeholders and the country. Joining BT Group means working at the heart of a business that matters to the UK, with the opportunity to shape decisions, influence outcomes and help set the future course of one of the country most important companies.