The Region HR Business Partner fosters a positive work environment by building strong relationships within the region and the associated verticals, resolving workplace issues, supporting HR initiatives, and ensuring alignment with regional and global organizational policies to enhance engagement and culture.

Industry: Engineering Services and Product Development Employee Size: Large global enterprise organization

Key Responsibilities

• Employee Lifecycle Management: Manage various aspects of the employee lifecycle, from onboarding to exit, ensuring smooth transitions for employees at all stages.

• Employee Development: Support the identification of regional training needs, coordination of development programs, and tracking of employee progress to ensure alignment with business objectives.

• Performance Management: Facilitate goal setting, performance review, performance improvement plans, and the promotion process.

• Employee Engagement: Conduct various employee connect sessions, town halls, and recognition programs. Analyze feedback and report out meaningful insights. Design and implement programs that foster a fun and positive workplace culture, including team-building activities, sports, fun events, and welfare initiatives.

• HR Data and Reporting: Track and report critical HR metrics related to engagement, performance, retention, span, and human capital lifetime value. Identify trends and provide recommendations to improve HR processes.

• Employee Relations Support: Handle employee grievances, conduct preliminary investigations, and ensure appropriate corrective actions.

• Regional HR Policy and Compliance Support: Ensure adherence to HR policies, educate managers, vertical HR, and staff on compliance and regional legal requirements, and assist with audits and maintaining documentation.

• Budget Management: Support and track HR budgets for the region, ensuring cost-effectiveness and adherence to finance processes and timelines.

• Support in Organizational Changes: Help manage organizational changes and communicate these changes to employees to minimize disruption.

• Partner with HR Shared Services: Collaborate closely with HR Shared Services to streamline processes and ensure seamless delivery of HR services, enhancing overall efficiency and employee experience.

• Ad-Hoc HR Projects: Implement special projects and evaluate their effectiveness based on feedback.

Work Experience and Competencies

• 8 to 10 years of experience in HR.

• Business Acumen: Demonstrates good knowledge of the business landscape, industry trends, financial drivers, and organizational processes, using these insights to influence and drive people-related decisions.

• Data Judgment: Effectively analyzes and interprets data, showcasing sophisticated data storytelling to strategically navigate informed, evidence-based decisions that drive business outcomes.

• Strategic Consulting: Develops and executes solutions to business challenges, coaches leaders about talent implications, challenges business leaders' assumptions, and influences strategic business decisions.

• Talent Management: Owns the talent management strategy of the vertical business unit and provides strategic inputs to ensure equity and inclusion, address attrition in a competitive labor market, help managers evaluate performance without bias, and monitor employee sentiment and wellness.

• Relationship Management: Builds relationships and coordinates effectively among a wide range of stakeholders and collaborators throughout the organization, leading synergies in work and business goals.

At ABB, we help industries run leaner and cleaner, and every person here makes that happen. You will be empowered to lead, supported to grow, and proud of the impact we create together. Join us and help run what runs the world. We are looking for a dynamic and strategic HR Business Partner to support our Process Industries Division in India. In this business-critical role, you will be a key member of the management team, helping the organization navigate change, strengthen leadership effectiveness, and build a culture of accountability, trust, and high performance. You will bring an independent HR perspective, constructively challenge established ways of working, and translate business and people priorities into practical, sustainable actions that drive organizational effectiveness and business performance. This is a fixed-term position for a period of 12 months to cover maternity leave.

Industry: Industrial Automation, Electrical Systems, and Process Industries Employee Size: Large global multinational enterprise organization

More About Us: The Process Industries Division serves the mining, minerals processing, metals, cement, pulp and paper, battery manufacturing, and food and beverage, as well as their associated service industries. The Division brings deep industry domain expertise coupled with the ability to integrate both automation and electrical systems, increase productivity, and reduce overall capital and operating costs for customers. Digitalization solutions help improve plant and enterprise productivity and reduce maintenance and energy costs.

Your Role And Responsibilities

• Understand business drivers and current and long-term strategies, identifying opportunities for HR to add value and improve organizational performance.

• Define and implement HR priorities aligned with Group, Division, and people strategies, adapting solutions to meet business needs.

• Act as a trusted and independent advisor to the management team, building strong relationships while constructively challenging decisions, behaviors, and established ways of working when needed.

• Coach senior leaders and facilitate open discussions on leadership effectiveness, accountability, team dynamics, and complex people and organizational matters.

• Lead and support organizational and cultural change, helping leaders create clarity, alignment, and commitment while ensuring agreed actions are implemented and sustained.

• Use business, people, and employee insights to identify organizational and leadership barriers affecting performance, collaboration, and employee experience, and work with leaders to address root causes.

• Support the development of high-performing teams through organizational design, restructuring, effective resource utilization, redeployment, and workforce planning.

• Oversee HR Business Partner support across India, ensuring consistent HR delivery while responding effectively to local business needs.

• Ensure compliance with global and local HR standards, policies, processes, and applicable Indian labor laws.

Qualifications For The Role

• 8+ years of experience as an HR Business Partner or HR Manager.

• Proven experience partnering with senior leaders in a global environment to drive people, leadership, and culture development.

• Demonstrated ability to influence and constructively challenge senior leaders while maintaining trust, objectivity, and strong working relationships.

• Experience coaching leaders and facilitating challenging conversations related to leadership behaviors, accountability, team effectiveness, and organizational performance.

• Excellent written and verbal communication skills, with the ability to influence and collaborate effectively with diverse stakeholders.

• Fluency in English is essential, and knowledge of additional languages is an advantage.

• Sound knowledge of Indian labor laws and HR compliance requirements.

• Strong stakeholder management, communication, collaboration, and leadership skills, with the ability to build trusted relationships and motivate others.

Skillz is the first publicly-traded mobile eSports platform that hosts billions of casual mobile gaming tournaments for millions of players worldwide, revolutionizing the gaming industry. By fostering social competition within games, the Skillz platform helps developers build multi-million dollar franchises by enabling real-money activity in their games and providing operational support while connecting players through fair, enjoyable, and meaningful competition. We understand the thrill of achievement and the satisfaction of overcoming challenges. Join a united team of builders, creators, innovators, and entrepreneurs driven by the desire to win.

Industry: Mobile Gaming and eSports Technology Employee Size: Mid-size global gaming technology organization

Responsibilities

• Run end-to-end executive searches from calibration to market map, slate, and close with high stakeholder complexity.

• Build proactive, evergreen pipelines that reduce future time-to-fill.

• Improve slate quality through stronger targeting and qualification.

• Increase offer acceptance through early alignment on compensation, motivations, and decision velocity.

• Reduce reliance on external search partners by creating internal search muscle.

Key Competencies

• Technical Acumen: Strong understanding of executive roles, technologies, and skills required to effectively assess candidates' qualifications.

• Strategic Thinking: Capacity to develop and execute data-driven and strategic recruiting plans aligned with the company's growth objectives and hiring needs.

• Problem-Solving: Aptitude for identifying challenges in the recruiting process and implementing creative solutions to ensure a smooth and efficient hiring process.

• Adaptability: Ability to quickly adapt to changing priorities, market conditions, and business needs while maintaining a high level of performance and professionalism.

• Negotiation Skills: Proficiency in negotiating job offers, compensation packages, and other employment terms to secure top talent while adhering to budgetary constraints.

• Relationship Building: Skill in building and nurturing relationships with candidates, hiring managers, and cross-functional partners to facilitate successful hiring outcomes.

Experience

• At least 5 to 7 years of technical recruiting experience with demonstrated expertise in sourcing, assessing, and hiring engineering talent.

• Experience in full-cycle recruiting, managing the full recruitment lifecycle from sourcing and screening to closing deals and onboarding.

• Genuine enthusiasm for gaming and the gaming industry, with a deep understanding of gaming culture, trends, and technologies.

• Startup or turnaround experience with a proactive mindset, strong initiative, and a track record of driving results.

• Demonstrated stability and commitment in previous roles with healthy tenure.

• Located in Bangalore or willing to relocate to join the team at Table Space Towers in Krishnarajapuram.

One of the world's largest employers with locations in more than 100 countries, McDonald's Corporation has corporate opportunities in Hyderabad. Our global offices serve as dynamic innovation and operations hubs, designed to expand McDonald's global talent base and in-house expertise. Our new office in Hyderabad will bring together knowledge across business, technology, analytics, and AI, accelerating our ability to deliver impactful solutions for the business and our customers across the globe. McDonald's is the world's leading global foodservice retailer with over 40,000 locations in over 100 countries. Approximately 95 percent of McDonald's restaurants worldwide are owned and operated by independent local business owners. At McDonald's, we lead through our values centered on inclusivity, service, integrity, community, and family.

Industry: Foodservice Retail and Corporate Operations Employee Size: Large global multinational enterprise organization

Department Overview McDonald's has an exciting opportunity for a Supervisor, Compensation Delivery or Compensation Specialist role based in our India Global Office. You will support Compensation Delivery initiatives, Benchmarking, and Job Evaluation, focusing on the administration of compensation programs including base pay, incentives, and other compensation-related processes. You will ensure compliance with organizational policies, market competitiveness, and operational excellence in delivering compensation services. The candidate is expected to reside within India.

Duties

Compensation Program Support:

• Assist in the year-end merit, bonus, and equity process in Success Factors, including testing, configuration, communication, launch, and administration.

• Support job pricing activities, including compensation survey submissions, job matching, market data cleansing, and job pricing in the compensation tool Pay Factors or a similar tool.

• Help ensure job evaluation processes and pay structures are updated to reflect market competitiveness and internal equity.

• Support the execution of annual salary reviews and adjustments, ensuring consistency, fairness, and alignment with company performance and market trends.

Operational and Process Improvement:

• Assist in implementing process enhancements and best practices to ensure compensation operations achieve operational excellence and employee satisfaction.

• Handle query management related to compensation, year-end, market pricing, job evaluation, and compensation analytics.

• Regularly evaluate compensation workflows and systems to identify inefficiencies and recommend solutions to enhance performance.

• Assist in managing third-party vendors to ensure efficient delivery, cost management, and employee satisfaction.

• Administer and support recognition and awards programs, including vendor coordination and fulfilment.

• Conduct market and compensation benchmarking to support salary structure design and pay competitiveness.

• Participate in and manage job evaluation processes using methodologies like Hay Point Factor, Mercer IPE, and others.

• Support annual and off-cycle compensation cycles, including data preparation, tool updates, and reporting.

• Collaborate with HR, Payroll, and external vendors to ensure smooth execution of Total Rewards programs.

• Maintain accurate documentation and ensure compliance with internal policies and external regulations.

Escalation and Issue Resolution:

• Serve as a point of contact for compensation program issues, ensuring timely and effective resolution or further escalation as needed.

• Collaborate with internal teams, including HR, Legal, and external vendors, to address and resolve compensation challenges.

Compliance and Data Management:

• Maintain accurate records of compensation-related activities, including vendor contracts, agreements, and system updates.

• Ensure data integrity and confidentiality while adhering to compliance with federal, state, and international regulations governing compensation administration.

Qualifications

Required:

• Degree in Human Resources, Business Administration, Total Rewards, or a related field.

• Experience in roles responsible for talent rewards or compensation delivery.

• Experience operating in large, multinational corporations in a highly matrixed, complex structure.

• Experience working across many countries and cultures.

• Understanding of the needs and challenges of global leaders.

• Experience collaborating with global teams across various regions.

Preferred:

• Technical knowledge in areas of total rewards, compensation delivery, and HR processes.

• Knowledge on various survey vendors salary survey submission and salary survey results.

• Excellent analytical, problem-solving, and data-analysis skills.

• Ability to write well and communicate effectively across all layers of the organization.

• Knowledge of HR compliance and data privacy regulations.

• Ability to work in a highly dynamic environment.

• Strong business acumen.

• Open to learning new systems and processes.

• Exceptional communication and interpersonal skills.

• Positive attitude and a willingness to learn, self-starter.

• Strong ability to influence others, able to build and drive a strong business case for people as a growth driver.

• Continuous improvement and growth mindset.

At Evotix, we are transforming the way businesses approach health, safety, and wellbeing. Our team thrives on bold ideas, celebrates diversity, and embraces the power of collaboration. We are looking for an experienced and commercially minded People Business Partner to support our teams across Bangalore and Hyderabad. Based primarily in our Bangalore office, you will partner with managers located in India as well as managers in other countries who lead employees and teams based in India. You will help managers make effective people decisions, build strong and accountable teams, and address employee matters fairly, consistently, and promptly.

Industry: Technology Software and Health Safety Wellbeing Solutions Employee Size: Mid-size international software organization

Why Join Evotix? Competitive Compensation: Enjoy a competitive base salary and company-based performance bonus. Support for You: Access to our Employee Assistance Program, including mental health, legal, and financial guidance. Growth Opportunities: Educational benefits to help you keep learning and growing. Team Culture: Regular team events, an inclusive environment, and a shared commitment to making an impact.

The Role This is a hands-on role requiring someone who can move confidently between strategic business partnering and practical delivery. You will provide clear advice, use people data to identify priorities, and ensure that our People practices support business performance and an engaging employee experience.

What You'll Do

Business and Manager Partnership

• Build trusted relationships with managers, acting as the primary People partner for India-based employees and teams, including managers based outside India.

• Develop a strong understanding of business priorities, team structures, and capability needs, providing pragmatic and commercially balanced People advice.

• Support managers to make timely, fair, and evidence-based decisions, constructively challenging where necessary.

• Coach managers to strengthen their confidence and capability in managing people effectively.

Performance and Capability

• Support managers across goal setting, performance conversations, development planning, and year-end reviews.

• Help managers address underperformance early and guide them through performance improvement and capability processes.

• Support talent reviews, succession planning, and employee development, identifying broader capability gaps requiring action.

• Embed ELITE: Excellence, Leadership, Impact, Trust, and Empowerment into performance, recognition, and everyday management practices.

Employee Relations

• Manage employee relations matters including performance, conduct, attendance, grievances, and workplace concerns.

• Guide managers through appropriate processes, documentation, investigations, and risk considerations, ensuring fair and consistent treatment.

• Maintain accurate and confidential case documentation and engage external advisers where specialist Indian employment law guidance is required.

• Identify recurring themes and recommend preventative actions to reduce future employee relations issues.

Organisational Effectiveness and Change

• Partner with managers on organisational change, restructuring, role design, and workforce planning.

• Provide People input into business growth, team design, and future capability requirements.

• Support consultation, communication, and implementation during change, helping leaders understand the practical people impact of decisions.

• Support wider integration and transformation initiatives affecting India-based teams.

Employee Experience And Engagement

• Build a visible and trusted People presence across Bangalore and Hyderabad, including quarterly visits to Hyderabad.

• Use employee feedback and engagement data to identify priorities and work with leaders to turn these into measurable actions.

• Support initiatives that strengthen communication, collaboration, inclusion, and connection across locations.

• Promote an employee experience consistent with the organisation’s culture and values.

People Operations and Governance

• Partner with People Operations to deliver a smooth employee lifecycle, covering onboarding, probation, internal moves, promotions, and exits.

• Ensure People policies, processes, documentation, and systems are applied and maintained accurately and consistently in India.

• Support payroll, benefits, and compliance activities through accurate and timely People information.

• Identify opportunities to simplify processes and improve the manager and employee experience.

People Data and Insights

• Use people data to identify trends, risks, and priorities across retention, absence, performance, engagement, and workforce capability.

• Translate data and business context into meaningful insights and practical recommendations for managers.

• Track agreed People actions and hold managers accountable for delivery, while maintaining appropriate confidentiality and data protection standards.

What You Bring Required:

• Strong experience in a People Business Partner, HR Business Partner, or senior HR generalist role in India.

• Practical knowledge of Indian employment practices and experience managing employee relations matters.

• Experience partnering with managers across different locations, functions, and countries.

• Confidence advising international managers who may be unfamiliar with Indian employment practices or local workplace expectations.

• A track record of coaching managers and improving management capability.

• Experience supporting performance management, organisational change, and employee engagement.

• Strong judgement, with the ability to balance employee experience, legal risk, and commercial priorities.

• A practical, calm, and solutions-focused approach.

• Strong written and verbal communication skills.

• Confidence working with people data and translating it into clear actions.

• High levels of discretion, integrity, and attention to detail.

• Experience using People systems and maintaining accurate employee information.

Desirable:

• Experience working in a fast-paced, international technology or software business.

• Experience supporting teams across Bangalore and Hyderabad.

• Experience working within a growing or changing organisation.

• Exposure to global People programmes and cross-border stakeholder management.

• A relevant postgraduate HR qualification or professional HR accreditation.

HSE INTEGRO is a specialized provider of integrated Health, Safety, and Environmental (HSE) services designed to protect workers, assets, and communities in a structured and cost-effective way. Positioned as a one-stop shop, the company supports organizations across industries in meeting their HSE requirements under a single umbrella. Its consultants bring deep domain expertise in health, safety, and environmental issues, helping clients adopt best practices and elevate their operational standards. HSE INTEGRO also focuses on reviewing and improving existing standard operating procedures to enhance compliance, risk management, and overall workplace safety.

Industry: Health Safety and Environmental Consulting Employee Size: Mid-size consulting organization

Key Responsibilities

1. Strategic HR Partnering a. Act as a trusted advisor to leadership on all people-related matters for designated business units including EHS Consulting, Risk Services, and Safety Sales. b. Translate business plans regarding revenue, margin, utilization, and growth by sector into comprehensive workforce plans covering headcount, skills, locations, and the mix of permanent versus contractual staff. c. Participate in annual and quarterly business reviews, providing HR insights on productivity, attrition, engagement, and succession. d. Support organizational design and restructuring initiatives such as creating verticals, central PMO, and field pools to improve efficiency and accountability.

2. Talent Acquisition & Workforce Planning a. Assess the current status of ongoing projects, identify manpower requirements, and allocate resources to the relevant teams. b. Travel with directors to various sites, meet clients to understand project needs, and coordinate manpower deployment accordingly. c. Coordinate daily with recruiters to monitor the status of manpower requirements and ensure smooth delivery to clients. d. Own end-to-end recruitment for billable and strategic roles including EHS consultants, Process Safety engineers, Site HSE resources, Sales, and key corporate roles. e. Build and maintain a talent pipeline using job portals, LinkedIn, campus tie-ups, and industry networks such as EHS forums, safety institutes, ADIS or PDIS, and NEBOSH or NICMAR alumni. f. Partner with hiring managers to define competency-based job descriptions, scorecards, and interview frameworks including case studies for consultants and growth roles. g. Drive time-to-fill and quality-of-hire improvements, with clear metrics and reporting.

3. Performance Management & Capability Building a. Implement and continuously refine a performance management system that fits consulting and project-based work incorporating a mix of utilization, quality, client feedback, and behavioral competencies. b. Facilitate goal-setting, KRAs, and quarterly reviews for all teams, ensuring alignment to company and business unit targets. c. Coach managers on managing underperformance, documentation, and Performance Improvement Plans in a fair and legally compliant manner. d. Identify skill gaps in technical EHS, digital tools, consulting skills, and sales capability, and coordinate learning and development plans including internal trainings, external certifications such as NEBOSH, ISO auditor, and process safety, as well as leadership development.