Architecture and Planning, Design Services, and Interior Design
5001-10000 employees

Your Role
As an HRIS Analyst at Gensler Bangalore office location, you will be an integral part of the HRIS group of Analysts to work on design and maintenance of the company Human Resources Information System (Workday) and several technology platforms associated with Absence Management, Benefits, Payroll, On-boarding, Applicant Tracking, Talent Management, and other processes. You will liaison with the HRIS team in USA, Regional HR team, Payroll, Finance and other teams in the organization. In addition, candidates should be able to take ownership of tasks and exhibit a high level of initiative and follow-through in a dynamic environment in support of the HRIS team and business partners world-wide.

What You Will Do
Drive and manage the global Absence module and be the SME in defining business requirements, developing business processes and system configurations, and assisting in end user testing.
Liaison between the HRIS team and the HR business partners and stakeholders, responsible for overall delivery of projects.
Drive strategy on the implementation of Absence across regions and geographies.
Participate in end-to-end configuration, testing, and deployment of current and new business processes.
Configure and build Workday Reports, Dashboards, Calculated Fields, and create EIBs.
Proactively review and prototype functionality from bi-annual Workday releases to meet business needs and address areas for improvement.
Provide training, demonstrations, and documentation to business stakeholders.
Recommending the process and product improvements and innovative solutions for continual improvement.
Providing the functional and technical training to end users for system upgrades and enhancements.
Documents standard processes/procedures, creates user guides and checklists for functional practitioners.

Your Qualifications
Workday Absence Certification desirable.
6-8 years minimum total HRIS experience with increasing responsibility.
4-6 years minimum working experience within Workday.
Strong knowledge of HR Business Processes and Communication skills (verbal and written).
Innovative thinker but also able to follow detailed instructions when implementing new products and/or functionality.
Strong analytical skills, proven ability to be a problem solver and exceptional attention to details.

Life at Gensler
As a people-first organization, we are as committed to enjoying life as we are to delivering best-in-class design. From internal design competitions to research grants to Well-being Week, our offices reflect our people diverse interests.

We encourage every person at Gensler to lead a healthy and balanced life. Our comprehensive benefits include medical, dental, vision, disability and wellness programs. We also offer profit sharing and twice annual bonus opportunities.

As part of the firm commitment to licensure and professional development, Gensler offers reimbursement for certain professional licenses and associated renewals and exam fees. In addition, we reimburse tuition for certain eligible programs or classes. We view our professional development programs as strategic investments in our future.

Notice To Applicants
We are proud to be an Equal Employment Opportunity and Affirmative Action employer of choice. All aspects of employment decisions will be based on merit, performance, and business needs. We do not discriminate on the basis of any status protected under applicable regulatory laws.

Individuals with disabilities and protected veterans are encouraged to apply. We also consider qualified applicants with criminal histories consistent with applicable regulatory laws.

Gensler endeavors to make gensler.com/careers accessible to all applicants. If you need assistance or an accommodation due to a disability, you may contact us.

Spaulding Ridge is an advisory and IT implementation firm. We help global organizations get financial clarity into the complex, daily sales, and operational decisions that impact profitable revenue generations, efficient operational performance, and reliable financial management.

IT Services and IT Consulting, Business Consulting and Services
501-1000 employees

At Spaulding Ridge, we believe all business is personal. Core to our values is our relationships with our clients, our business partners, our team, and the global community. Our employees dedicate their time to helping our clients transform their business, from strategy through implementation and business transformation.

We are looking for an experienced Human Resources Business Partner in Bangalore. This is a true generalist role in a strategically significant geography as we continue to grow and scale.

The Human Resources Business Partner will work closely with band's other HR functions, while serving as a trusted advisor to our business leaders and bandmates.

The role
Provide advice and counsel on all human capital related matters, including workforce planning, employee relations, leadership and talent development, performance management cycles on/off-boarding, HR operations, employee communications, mobility, policy and process creation, compensation/total rewards and retention
Ensure compliance with applicable national and local labour laws
Oversee and support with maintenance of HR information systems (HRIS) to ensure accurate and timely recordkeeping and reporting
Partner with others across the HR function and other Corporate/Delivery Teams to execute firm-wide talent initiatives.
Plan, implement, communicate, and administer bandmate programs related to inclusion, Employee engagements and community service initiatives.
Build strong partnerships with leaders and stakeholders to deliver service excellence aligned with organizational goals.
Manager and resolve employee relation issues including complaints, investigations, allegations, and workplace concerns

You have
7–8 years of HR experience, preferably within a professional services environment
Strong employee relations expertise with hands-on experience managing complex cases.
Proactive, adaptable, and resilient, with the ability to thrive in a dynamic business environment.
Strong business acumen with proven capability to act as a trusted partner to leadership.
Experience working in hybrid or remote environments, with demonstrated ability to build effective relationships both virtually and in person.
Excellent analytical, prioritization, problem-solving, project management skills with the ability to manage competing priorities and deliver solutions effectively.

What else to expect
As an employee of Spaulding Ridge, you will gain exposure to an early-stage growth company providing innovative opportunities to impact our clients in a meaningful way. We believe giving back is core to our values and as part of this effort, you will be given the opportunity to participate in SR’s day of service, giving back to our global community.

Spaulding Ridge’s Commitment to an Inclusive Workplace
When we engage the expertise, insights, and creativity of people from all walks of life, we become a better organization, we deliver superior services to clients, and we transform our communities and world for the better.

At Spaulding Ridge, we believe our team should reflect the rich diversity of society and we take seriously the responsibility to cultivate a workplace where every bandmate feels accepted, respected, and valued for who they are. We do this by creating a culture of trust and belonging, through practices and policies that support inclusion, and through our employee led Employee Resource Groups (ERGs): CRE (Cultural Race and Ethnicity), Women Elevate, PROUD and Mental Wellness Alliance.

The company is committed to offering Equal Employment Opportunity and to providing reasonable accommodation to applicants with physical and/or mental disabilities.

Qualified applicants will receive consideration for employment without regard to their age, race, religion, national origin, gender, sexual orientation, gender identity, protected veteran status or disability.

International Non-profit Organization, International Trade and Development, and Philanthropic Fundraising Services
501-1000 employees

Responsibilities And Deliverables: (including approximate percentage effort)

Human Resources Operations & Compliance (35%) Manage end-to-end employee lifecycle processes including onboarding, confirmation, transfers, promotions, and separations. Ensure HR policies, procedures, and practices are implemented consistently across the organization. Maintain employee records and personnel files in compliance with organizational standards and statutory requirements. Ensure timely completion of HR documentation, contracts, employment letters, amendments, and employee communications. Monitor compliance with statutory requirements, audits, and internal controls. Coordinate with external vendors, consultants, and service providers for HR-related services. Support internal and external audits by providing accurate HR documentation and reports. Maintain confidentiality and security of employee information and HR records.

Talent Acquisition & Workforce Planning (20%) Coordinate and manage end-to-end recruitment processes for assigned positions. Partner with hiring managers to understand workforce needs and support manpower planning. Manage candidate sourcing, screening, interview coordination, offer management, and onboarding activities. Track recruitment metrics including time-to-fill, hiring costs, candidate pipeline, and onboarding effectiveness. Build and maintain talent pools for future organizational requirements.

HR Systems, Payroll & Benefits Administration (15%) Serve as the focal point for HRIS data management and employee records administration. Coordinate monthly payroll inputs and validate employee data for payroll processing. Administer employee benefits programs including insurance, wellness initiatives, leave management, and statutory benefits. Ensure timely updates of employee data in local and global HR systems. Generate HR dashboards and reports related to headcount, attrition, recruitment, leave utilization, and workforce demographics.

Employee Relations & Engagement (15%) Act as a trusted point of contact for employee inquiries regarding policies, benefits, and HR processes. Plan and execute employee engagement initiatives, wellness programs, recognition activities, and organizational events. Promote a positive workplace culture aligned with organizational values.

Performance Management & Learning (10%) Support implementation of performance management processes including goal setting, reviews, and development planning. Coordinate training programs, learning initiatives, and capacity-building activities. Track learning participation and maintain training records. Support succession planning and employee development initiatives.

May perform other job-related duties as assigned (5%)

Qualifications And Skills Bachelor degree in human resources, Business Administration, or related field. Postgraduate qualification or certification in Human Resources Management preferred. 4-6 years of progressive HR experience with significant exposure to HR operations, employee lifecycle management, recruitment, compliance, and employee relations. Knowledge of the NGO business sector. Knowledge of institutional funders for international development, a plus. Basic understanding of HR best practices, employment law, and regulatory requirements. Proficient in Microsoft Office (Word, Excel, PowerPoint) and experience with HRIS or payroll systems is a plus. Practical knowledge of the local country generally accepted accounting principles and fiscal statutes. Experience with accounting systems.

HackerRank helps companies like NVIDIA, Amazon, and Microsoft hire and upskill the next generation of developers based on skills, not pedigree. Our platform is trusted by over 2,500 of the world’s most innovative companies to build strong engineering teams ready for what’s next.

Software Development, Information Technology and Services, and AI Hiring Platforms
501-1000 employees

Software has entered an era where humans and AI build side by side. As this shift accelerates, the definition of strong technical talent is changing. We give companies better ways to identify and invest in next-generation skills.

People at HackerRank care deeply about the impact of their work and sweat the small details so our customers can be wildly successful with products they genuinely love to use. We move with urgency and believe great outcomes come from high standards.

We are hiring a Global Talent Acquisition Partner who operates less like a traditional recruiter and more like a builder. This role owns Product, Engineering, and Design hiring in India with exposure to US and EMEA reqs and some GTM hiring.

A lot of what we hire sits at the intersection of AI, product, and platform. Terms like RLHF, SFT, and foundation model work should already mean something to you before the intake call. On the GTM side, you should know whether a role calls for a PLG-motion seller, an enterprise AE, or a RevOps operator and understand how ARR stage and ICP shape that answer. You follow what AI-first startups are building for and bring those signals into how you run searches here.

What You Will Do
Own full-cycle hiring across Product, Engineering, Design, and GTM, including select US and EMEA reqs
Build sourcing workflows using AI tools and agents, not inbound pipelines or third-party agencies

Advise hiring managers and leadership directly: bring market data, calibrate scope, and push back when the brief does not hold Take on ambiguous and net-new roles with no existing playbook and build one as you go Present pipeline health, market insight, and hiring recommendations to senior leadership

Who You Are 4 to 8 years of full-cycle recruiting, technical or GTM background preferred High-agency by default: you propose the plan, execute it, and do not wait for a perfect brief to start You build relationships with candidates ahead of open reqs, not just to fill them Actively using AI tools in your sourcing and screening workflow today, not planning to Can hold a room with a function head or founder and present pipeline or market data without over-preparing Bangalore-based, with flexibility for US time zone overlap

This role is not for you if You need a defined playbook before you can start You rely on inbound or agencies to build pipeline You are not already using AI in your day-to-day recruiting workflow

HackerRank is a proud equal employment opportunity and affirmative action employer. We provide equal opportunity to everyone for employment based on individual performance and qualification. We never discriminate based on race, religion, national origin, gender identity or expression, sexual orientation, age, marital, veteran, or disability status. All your information will be kept confidential according to EEO guidelines.

Notice To Prospective HackerRank Job Applicants Our Recruiters use @hackerrank.com email addresses. We never ask for payment or credit check information to apply, interview, or work here.

Renewable Energy Semiconductor Manufacturing, Industrial Machinery Manufacturing, and Power Generation
10000+ employees

A Snapshot of Your Day
As an HR partner to the local leadership team, this role contributes HR knowledge, fresh perspectives, and insights to business discussions. The role supports leaders in addressing emerging people-related topics and helps translate business requirements into practical HR actions. The position leverages HR tools and processes to deliver relevant solutions that meet evolving business needs. It plays a supportive role in facilitating changes to organizational culture, design, and structure, while working closely with senior HR colleagues and other HR team members to ensure alignment and consistency.

How You Will Make An Impact
You will understand business and its strategy, be an active part of the HR team across all facets of the organizational unit (including support functions).
Understand the external world and its implications on the business and people strategy (industries, markets, customers, HR, people practice etc.) - bring the outside in view.
Provide local perspective of business needs and requirements to HR at all levels.
Support implementation of Global / Hub HR programs and initiatives for assigned locations / units.
Collaborate with other HR stakeholders to ensure alignment between different HR verticals / business / local people strategy and related HR initiatives.
Support leaders on Talent management topics.
Partner with leadership teams at relevant levels to drive performance and build organizational capabilities.
Identify needs for change management and champion related activities.
Support business on workforce and organization design topics.
Partner with local business leaders to actively analyze and drive cultural change in line with business strategy.
Work closely with business and TA to develop a diverse, robust talent pipeline.
Responsible for or contributing to HR activities in country during HR transformation projects and partner with required parties.
Analyze HR data and metrics to identify trends, inform decision making and report on HR costs and other key performance indicators relevant to HR function.
Good understanding of local labor laws (Factories Act and Shops & Establishment Act) and able to coordinate with the statutory bodies as and when required. Ensure compliance across businesses / locations.

What You Bring
Overall experience of 12-15 years out of which minimum 4-5 years as HRBP in a manufacturing organization.
You must be people person and maintain right balance between Management and employees.
Change Agent, Result Oriented, Mastery of Tools.
You have great communication skills, honesty and hardworking. Independent, self-motivated, interpersonal and influencing/stakeholder management skills.

Who is Siemens Gamesa?
Siemens Gamesa is part of Siemens Energy, a global leader in energy technology with a rich legacy of innovation spanning over 150 years. Together, we are committed to making sustainable, reliable, and affordable energy a reality by pushing the boundaries of what is possible. As a leading player in the wind industry and manufacturer of wind turbines, we are passionate about driving the energy transition and providing innovative solutions that meet the growing energy demand of the global community. At Siemens Gamesa, we are always looking for dedicated individuals to join our team and support our focus on energy transformation.

Our global team is on the front line of tackling the climate crisis, reducing carbon emissions - the greatest challenge we face.

Our Commitment to Diversity
Lucky for us, we are not all the same. Through diversity, we generate power. We run on inclusion and our combined creative energy is fueled by over 130 nationalities. Siemens Energy celebrates character - no matter what ethnic background, gender, age, religion, identity, or disability. We energize society, all of society, and we do not discriminate based on our differences.

Food and Beverage Manufacturing, Agriculture, and Supply Chain
10000+ employees

Job Purpose and Impact
The Professional, Recruiting job utilizes a consultative and strategic approach to support full cycle recruiting, sourcing, assessment and selection processes in order to recruit top talent in a cost effective manner and add value to the organization. Under limited supervision, this job performs moderately complex recruiting activities, ensuring compliance and efficiency while providing an excellent candidate experience and driving the organization brand as an employer of choice.

Competencies
Act as an Owner
Bias for Action
Do the Right Thing
Put People First
Reach Higher
Win as One Cargill

Key Accountabilities

Strategy Development and Execution: Develops and executes recruiting strategies by researching and applying understanding of recruiting industry trends and best practices, labor market research and competitive intelligence, and recruiting tools and technology systems. Recruiting Services: Provides moderately complex full cycle recruiting services including candidate sourcing, interviewing, selection processes, offer management, process documentation, compliance management and status communication with candidates and hiring managers. Business Partnership: Partners with the business on recruiting and sourcing strategies, candidate assessment, metrics and analytics, position responsibilities and forecasting. Relationship Management: Develops and maintains internal and external relationships related to the recruitment process, including hiring managers, human resource professionals, industry contacts and candidates. Legal Requirements: Ensures recruiting policies and processes comply with legal requirements and organizational standards.

Qualifications Minimum Qualifications: Minimum requirement of 3-5 years of relevant work experience in recruitment domain.

Preferred Qualifications: This role also requires travel to the stakeholder office location. Good experience in stakeholder management will be preferred.

Who Are We?
RZR is an AI-native advertising platform built for the next era of performance marketing. We operate at the intersection of machine learning, programmatic media, and full-funnel mobile growth, powering campaigns for some of the world's most ambitious advertisers. Our platform is purpose-built to deliver outcomes at scale, not just impressions.

We are a team of builders, operators, and technologists who believe the advertising industry is overdue for a fundamental rethink. We move fast, operate with a high degree of ownership, and hold ourselves to an exceptionally high standard of craft.

RZR is scaling aggressively with an active M&A pipeline and a platform vision that puts us on a path to becoming an industry leader. This is a rare opportunity to join a company at an inflection point and help shape what it becomes.

Role Overview
As Sr. HR Business Partner (People Business Partner) at RZR, you will serve as the primary strategic People partner for our teams in India, working directly with regional leadership to align people strategy with business goals. This role is critical to enabling planned growth by building strong people practices, driving performance, ensuring compliance, and improving day-to-day organizational effectiveness in-region.

This is a highly embedded, hands-on role. You will work alongside GMs and functional leaders to manage employee relations, run performance cycles, build retention programs, and shape how the organization scales — with a clear mandate to make people decisions that move the business forward.

The ideal candidate brings deep HRBP experience, strong commercial instincts, and the confidence to influence and challenge senior leaders. This role offers high visibility and direct impact on how a key international market grows and performs.

Key Responsibilities

People Partnership: Serve as the primary People Partner for the India region, partnering closely with regional leadership to align people strategy with business goals and planned growth Drive retention and reduce attrition by proactively identifying talent risks and implementing data-informed interventions Own and execute the end-to-end performance management lifecycle, including goal setting, 90-day reviews, performance cycles, and talent planning Establish and reinforce a high-performance culture with clear expectations, accountability, and differentiation across teams Act as a trusted advisor and coach to managers and senior leaders, providing candid guidance on performance, organizational design, and employee engagement Lead and manage complex employee relations matters, ensuring timely resolution, risk mitigation, and compliance with local labor laws and regulations Operate as a hands-on partner across the full employee lifecycle, including onboarding, offboarding, and day-to-day employee support Maintain HRIS data integrity, ensuring accuracy, completeness, and timely updates to support reporting, compliance, and decision-making Identify opportunities to improve and scale People Operations processes, driving efficiency, consistency, and impact Leverage HR systems and data to generate insights, inform decision-making, and enhance overall people practices Partner cross-functionally to ensure alignment and execution of people initiatives across regions

Required Skills And Experience

Must-Have: 7+ years of experience in a People Partner or Senior People Partner role, preferably in fast-paced, high-growth environments (ad tech, gaming, tech, or similar) Strong experience supporting international teams, with direct experience in India strongly preferred Proven track record managing core HRBP responsibilities including performance management, talent planning, and complex employee relations within local regulatory frameworks Demonstrated ability to operate as a hands-on individual contributor, balancing strategic partnership with day-to-day execution Experience coaching and influencing senior leaders, with the ability to provide direct, candid feedback and drive decision-making Strong knowledge of local labor laws and employment practices, with the ability to navigate compliance and mitigate risk effectively Experience driving process improvements and scaling people programs in growing organizations Proficiency with HR systems and tools such as BambooHR, Lattice, or CultureAmp, and comfort using data to inform people decisions Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience

Nice-to-Have: Experience in ad tech, programmatic advertising, gaming, or platform technology environments Exposure to scaling a People function from early-stage to structured operations Experience supporting teams across multiple Indian cities or geographies

Why Join RZR? High-impact, embedded ownership — not a shared services role — you will be the sole Sr. HR Business Partner for the India region, with a direct line to regional leadership and a real mandate to shape how the business runs from a people perspective. Own the full HRBP scope — performance management, employee relations, retention, organizational design, talent planning, and manager capability are all yours to own and build, not manage from a distance. Autonomy to build from scratch — you will have the freedom to design programs, improve processes, and create structure where none exists today, with the visibility to influence decisions at leadership level. True strategic partnership in a performance-driven environment — without the politics of a large HR function. Your work has direct bearing on how the India region grows and performs. A function that keeps growing — as the region scales, this role becomes the foundation for a broader People team, with a clear path toward leading it.

RZR Behaviors: RZR operates by eight core behaviors: Extreme Ownership, Move Fast, Drive for Excellence, Proactive Communication, Courage, Curiosity, Deliver Results, Manage Ambiguity

Job Summary
Leads the recruitment efforts for a specific area or team, specializing in external talent sourcing and candidate assessment and selection. This role combines expertise in recruiting methodologies with strong management to ensure the attraction of top talent and the efficient operation of recruitment activities in line with organizational goals.

Key Responsibilities

Subject Matter Expert: Leverages expertise to advise HR and the business, offering insights, trends and recommendations. Oversee the candidate selection process, ensuring that assessments are thorough, equitable, and aligned with organizational standards and job requirements. Ensure a positive candidate experience throughout the recruitment cycle, from initial contact through to onboarding.

Collaborator: Partners internally and externally to build and accelerate capabilities in areas most aligned with our strategy, as part of ONE HR team. Manage and mentor a team of recruiters, fostering a collaborative, inclusive, and high-performing environment. Collaborate with hiring managers and HR partners to understand hiring needs, optimize recruitment strategies accordingly, and manage escalation.

Standard Setter: Sets standards and infrastructure for the enterprise (policies, processes, systems, tools) and evaluates effectiveness. Stay informed about industry trends and labor market conditions that impact talent sourcing and recruitment strategies. Highly motivated and results oriented, inspires peers and direct reports to consistently achieve the recruiting metrics. Maintain compliance with relevant employment laws and internal policies, promoting best practices in recruitment.

Innovator: Generates ideas and turns them into new, creative solutions that provide unique value for our customers. Develop and implement innovative sourcing strategies to attract high-quality candidates from external markets, focusing on both active and passive talent pools.

Builder: Researches, designs and develops leading practice HR programs and solutions that enhance our culture. Streamline recruitment processes to enhance efficiency and effectiveness, utilizing the latest tools and technologies. Champion diversity and inclusion in recruitment practices, aiming to build a diverse and talented workforce.

Curator: Curates HR solutions driving and supporting implementations and improvements. Utilize recruitment metrics and data analytics to guide decisions and improve recruitment outcomes.

Lead end-to-end recruitment delivery for Cummins while managing key stakeholder relationships across business units. Drive exceptional candidate experience and build high-performing recruitment teams to achieve hiring targets. Leverage market intelligence and AI-powered recruiting technologies to optimize talent sourcing, screening, and selection processes. Ensure consistent, data-driven hiring outcomes that align with workforce planning and business growth objectives.

ReqID: 2435055 Organization: Cummins Inc. Role Category: On-site with Flexibility Job Type: Exempt - Experienced

Key Responsibilities

HR Operations: Support end-to-end employee lifecycle activities, including onboarding, documentation, employee record maintenance, transfers, confirmations, exits, and employee data updates. Coordinate onboarding formalities, induction sessions, ID card/access creation, and post-joining documentation. Maintain accurate employee records, trackers, HRMS updates, attendance records, resignation trackers, and other HR-related reports. Support offboarding formalities, exit documentation, resignation acceptance, full and final settlement coordination, and issuance of relieving/service letters. Assist employees with HR-related queries and ensure timely resolution. Coordinate with internal teams such as Admin, IT, Payroll, Finance, and Operations for employee-related requirements. Support documentation for warnings, incident reports, policy violations, and employee communication, as required. Ensure compliance with company policies, HR processes, and documentation standards.

Employee Engagement & Event Management: Support the planning and execution of employee engagement initiatives, celebrations, R&R programs, town halls, festive events, and other internal activities. Coordinate with vendors, internal stakeholders, and employees for event arrangements and logistics. Assist in preparing event communications, posters, invites, and employee announcements. Track event budgets, raise purchase/payment requests, and coordinate expense submissions where applicable. Support monthly surveys, engagement feedback collection, and follow-up actions. Coordinate employee welfare initiatives such as birthday communications, new born gifts, condolence support, and other employee care activities.

Required Skills & Competencies: Good understanding of HR operations and employee lifecycle processes. Strong communication and interpersonal skills. Ability to maintain confidentiality and handle employee information with sensitivity. Good organizational and coordination skills. Attention to detail and ability to manage multiple tasks. Proficiency in MS Office, especially Excel, Word, and PowerPoint. Ability to work collaboratively with cross-functional teams. Creative mindset and willingness to support employee engagement activities and events.

Preferred Attributes: Proactive and approachable. Strong ownership and follow-up skills. Ability to work in a fast-paced environment. Employee-focused mindset with a positive attitude.

Job Overview
We are looking for a Talent Acquisition Specialist who can power hiring for our revenue, operations, and central teams. You will be a key builder in our People team, working on roles that directly influence revenue, delivery, and customer experience, while keeping candidate experience at a very high bar.

What You’ll Do
• End to end hiring for tech and non tech roles across sales, product, finance, data science and engineering
• Work with hiring managers to understand context, success metrics, and trade offs instead of just taking a JD
• Build sourcing plans using job boards, social media, communities, databases, and referrals to create strong pipelines for recurring roles
• Run structured screening calls that assess communication, problem solving, ownership, and culture fit
• Coordinate interviews and assessments with recruitment coordinators so that candidates and interviewers always know what happens next
• Run offer discussions and negotiations with clarity, setting the right expectations for both candidates and managers
• Keep your ATS pipeline updated so that status, next steps, and feedback are always visible
• Share crisp weekly updates on your roles open positions, funnel health, potential joins, and risks
• Support referral drives, micro employer branding initiatives, and hiring experiments for critical roles

What We’re Looking For: • You have around 2 to 4 years of experience hiring for tech and non tech roles in hypergrowth organizations. • You understand full cycle recruitment and can confidently own multiple roles with clear prioritization. • You are comfortable speaking with a wide range of talent: frontline agents, team leads, managers, and central function leaders • You are highly organized, follow through on every commitment, and keep candidates informed • You are comfortable with ATS platforms, job boards, LinkedIn, and Google Workspace • You enjoy working in a fast moving environment and see ambiguity as a chance to create structure

What you can expect: • Opportunity to own hiring for roles that sit at the heart of our revenue and operations engine • Close collaboration with the Leads/Business Heads on process improvement and hiring experiments • A culture that values ownership, problem solving, and honest conversations • Clear growth paths within the People and TA org as we scale

Why should you consider us seriously? We believe that long-term, people over product and profits, prioritize culture over everything else. We are a well-balanced team of experienced entrepreneurs and are backed by top investors across India and Silicon Valley (Chiratae Ventures, Blume Ventures, Abstract Ventures, Emergent Ventures, Senior execs at Google, Square, Genpact & Flipkart, Co-founders of Infosys, Snapdeal, Slideshare, Zomato, etc.) Freedom and Responsibility Entrepreneurial Team Exponential Growth Healthcare (Physical & Mental Wellness)

Position: Receptionist cum Admin & HR Coordinator

Department: Administration & HR

Location: Mumbai / Maharashtra

Experience: 1-3 Years

Job Summary We are looking for a smart, presentable, proactive, and well-organized Receptionist cum Admin & HR Coordinator to be the first point of contact for visitors, clients, and employees while supporting day-to-day administrative and HR activities.

The ideal candidate should have excellent communication skills, professional etiquette, a positive attitude, and strong coordination abilities to work effectively with multiple departments.

Key Responsibilities Welcome and assist visitors, clients, and guests professionally while managing front-desk operations. Handle incoming calls, emails, inquiries, and meeting-room bookings. Manage day-to-day office administration, including stationery, courier services, records, contracts, and asset documentation. Coordinate interview schedules, onboarding formalities, attendance records, and employee documentation. Draft and circulate internal communications, maintain calendars, and coordinate meetings. Support travel arrangements, office events, and employee engagement activities. Coordinate with various departments to ensure smooth communication and efficient operations. Maintain confidentiality of company and employee information. Ensure adherence to company policies, procedures, and administrative guidelines.

Required Skills Graduate in HR, Business Administration, Commerce, or a related field. Professional appearance with excellent interpersonal and communication skills. Experience in corporate reception, hospitality, guest relations, hotel front office, or travel desk operations will be an advantage. Proficiency in MS Office - Word, Excel, Outlook, and PowerPoint. Strong organizational, multitasking, time-management, and coordination skills. Positive attitude with a customer-service-oriented approach. Strong attention to detail and ability to handle multiple responsibilities efficiently.

Senior IT / ERP Technical Recruiter
High-Performance Enterprise Recruiting Environment | Remote India | US Business Hours

STEPS Talent is a founder-led precision hiring firm specializing in difficult-to-fill enterprise technology roles across: ERP Cloud & DevOps Data & AI Cybersecurity Product & Engineering Large-scale transformation initiatives

We partner with enterprise organizations, consulting firms, and technology leaders where hiring decisions carry real operational and financial consequences.

We are not a volume staffing firm.

We are built around: Recruiting judgment Technical depth Disciplined execution Long-term client trust High-quality hiring outcomes

STEPS operates through Sai, our patent-pending AI Hiring System built from 20 years of high-stakes enterprise recruiting experience across complex enterprise technology environments.

Sai supports recruiters across: Requirement intake Sourcing strategy Technical qualification Candidate evaluation Submission quality Recruiting decision discipline

Sai does not replace recruiter judgment. It enhances it.

The goal is simple: Higher-quality submissions Stronger alignment Better hiring outcomes More consistent recruiting execution

You will not be operating alone. You will be operating inside a structured system designed for high-performance recruiting.

This Environment Is Not for Everyone This environment is built for recruiters who: Think in systems Value precision Enjoy accountability Want measurable performance standards Use AI as leverage, not a crutch Care about candidate quality more than resume volume Can operate with ownership, urgency, and follow-through

If you need constant direction, motivational management, or a loose recruiting environment, this will not be the right fit.

If you value structure, ownership, performance-based growth, and the opportunity to master enterprise technical recruiting at a deeper level, you can thrive here.

The Role We are hiring a Senior IT / ERP Technical Recruiter who can consistently deliver inside complex enterprise hiring environments.

You will: Own full-cycle recruiting across enterprise technology roles Source with precision across ERP, Cloud, Data, AI, Cybersecurity, Product, and Engineering roles Conduct structured technical qualification conversations Align compensation, availability, work authorization, location, and delivery constraints early Separate resume language from actual technical depth Deliver high-quality, submission-ready candidates Drive process momentum from intake through offer/start Protect client trust through precision, communication, and follow-through Operate inside STEPS structured recruiting workflow and performance standards

This role is not about activity for activity sake.

It is about: Judgment Quality Conversion Execution Client trust

Compensation Base salary is commensurate with experience and demonstrated production history.

Commission Structure

Contract Placements: 3% commission on gross profit generated from contract placements Paid monthly Uncapped Recurring for the life of the contractor assignment Applies while actively employed by STEPS

Permanent Placements: 3% commission on permanent placement fees Paid as a one-time commission Paid upon successful placement and fee collection

Additional Performance Incentives Additional incentives may be tied to: Consistency Production Quality of delivery Submission-to-interview conversion Placement outcomes Gross-profit contribution Overall business impact

Leadership and growth opportunities are available for top performers. Recruiters at STEPS operate against transparent performance metrics. Typical recruiter incentives in this role are driven by both placement activity and recurring gross-profit contribution.

Fractional CHRO (Closing this week)

Every critical decision routing through one founder is not a leadership strength. It is a governance gap waiting to become a crisis.

We are hiring a Fractional CHRO for a fast-scaling, multi-entity founder-led group (IT & Systems Integration, Device Refurbishment, Telecom Software, and an early-stage venture cluster) that has crossed ~INR 150 Cr in aggregate revenue — and is now building the people architecture to match, alongside a newly-deployed Fractional CFO and COO.

What you will own: Group-wide people strategy — designing the HR architecture across multiple legal entities and business models (enterprise IT, blue-collar manufacturing workforce, and software delivery teams) Executive onboarding and hand-holding — owning the 30/60/90-day integration of senior leadership hires (including the incoming Fractional CFO and COO) so they land, gain traction, and stay HR policy and culture repair — auditing and rebuilding HR policies where middle management has been undermined, insulating teams from CXO-level dysfunction, and restoring trust on the shop floor Second-line leadership and succession — building bench strength across all operating entities so critical roles are never a single point of failure Performance and SLA-linked people systems — instituting attendance discipline, plant-level accountability, and structured feedback loops in coordination with the COO mandate Compensation and org design — building scalable, fair compensation frameworks across blue-collar and white-collar workforces as the group scales past INR 100 Cr per entity

What success looks like: Executive hires (CXO and second-line) onboarded with structured 90-day integration plans, not ad-hoc handovers Founder escalation tickets tied to people issues down materially, in line with the group turnaround HR policy audit complete, middle management insulated and empowered across all sites Documented second-line leadership bench across the group operating entities

The engagement: Fractional (20-24 hours a week), remote/alternate-days, in step with the group existing Dual Fractional Executive Model (Fractional CFO + Fractional COO already engaged). Few days in office physically in a month at Mumbai. This is real operating ownership of the people function, without full-time C-suite overhead.

If you have built and run HR for a INR 100-500 Cr entrepreneurial, multi-entity group — someone who is hands-on enough to sit with a plant manager one day and design an executive onboarding architecture the next — this is worth a conversation.

Job Purpose:
The Senior Recruitment Adviser will be part of a team providing on-the-ground representation for the University of Waikato in India. The role will contribute to the development and implementation of Waikato’s recruitment strategy for India, through attendance at student recruitment events, training and supporting recruitment agents, supporting prospective / current applicants and developing relationships with education agents and other University partners. Please note the position-holder will be based in Delhi, India.
The Senior Recruitment Adviser must be fluent in English, a skilled communicator and will be expected to travel independently and extensively within the region, including at weekends and outside of normal office hours.

Aquis Search is assisting our client, a fast-scaling fintech company, in their search for a People Operations Lead based in Mumbai.

This role is ideal for a proactive, people-centric operator who enjoys building strong operational foundations and improving employee experience at scale. You will own key employee lifecycle programs, lead a team of People Operations Associates, and partner closely with business and People teams to strengthen processes as the company continues to grow globally.

Responsibilities: Lead and mentor a team of People Operations Associates across payroll, IT/admin, and HR operations, setting clear roles, SLAs, and performance expectations Own the complete employee lifecycle from pre-onboarding through exit, including background verification, documentation, asset recovery, and final settlements Manage end-to-end payroll processing and statutory compliance (PF, ESIC, PT, TDS, gratuity, LWF), including vendor coordination, audits, and employee queries Act as primary point of contact for labor authorities, consultants, and auditors, ensuring full statutory and audit readiness at all times Own HR systems, policies, and SOPs, driving automation and process improvements, while managing vendor relationships and reporting people metrics to leadership

Qualifications: Bachelor's degree required, MBA/PGDM in HR preferred 5-8 years of HR generalist experience, ideally in a startup or employee-centric organization Strong communication skills, a collaborative mindset, and a passion for process improvement