IPE Global is seeking an experienced and hands-on HR leader to lead and integrate the Human Resources function across its India and international footprint. The role combines group-wide people integration with strong day-to-day ownership of HR operations, talent acquisition, talent and performance management, employee relations, HR systems, compliance, and people governance. The incumbent will work closely with senior business, entity, and functional leaders to build greater consistency across the Group while ensuring that HR processes remain practical, responsive, and appropriate to local employment and operating contexts. This role suits an HR leader who combines sound judgment and stakeholder management with a strong operational orientation and is comfortable remaining close to execution.

International Development Consulting, Management Consulting, Social Impact
Employee size 1000+ employees

Global Scope and Integration Mandate: The role will have a clear global integration mandate across IPE Global evolving organisational footprint. The current scope includes IPE Global in India, DLC, IPE Global (Africa) Limited in Kenya, IPE Global branch offices in Ethiopia and the Philippines, and the Cambodia office as it is established and scaled. The scope may extend to additional entities and offices as the Group footprint evolves. The Head – Human Resources will create an increasingly coherent people architecture across these entities, covering common principles, governance, systems, data standards, and core people processes where appropriate, while recognising local statutory requirements, market practices, and entity-specific business needs.

Key Responsibilities and Duties:

• Global HR Integration and Operating Model: Lead the integration of HR practices across entities and geographies within scope. Establish clear group-wide standards and ownership across core HR processes, define what should be common versus locally adapted, and build effective interfaces between the central HR team, entity leadership, and local stakeholders.

• HR Operations and Employee Lifecycle: Lead the effective delivery of HR operations across the organisation, covering onboarding, induction, confirmation, employee movements, promotions, transfers, performance cycles, exits, and alumni processes. Ensure consistent, timely, and employee-focused HR service delivery across locations.

• Talent Acquisition and Workforce Planning: Provide oversight and direction to the Talent Acquisition function and work closely with business and entity leaders on workforce requirements. Ensure recruitment processes are responsive, efficient, and supported by appropriate hiring governance, data, and processes, including for international and cross-border hiring where relevant.

• Talent and Performance Management: Drive the effective implementation of performance management, talent reviews, career and development processes, succession discussions, and other organisation-wide people initiatives. Create appropriate alignment across entities while ensuring that managers and HR team members translate these processes into meaningful actions.

• HR Governance, Compliance and Documentation: Ensure accuracy and consistency of employment documentation, HR policies, contracts, and employee records. Maintain strong HR governance and statutory compliance in India, and coordinate with local leadership, advisers, and service providers to ensure appropriate compliance across Kenya, Ethiopia, the Philippines, Cambodia, and other geographies within scope. Support organisational and client audits and due diligence requirements.

• Payroll, Benefits and International HR Administration: Oversee payroll inputs, employee benefits, insurance, and related HR administration, ensuring accuracy and timeliness. Establish appropriate oversight of international employment administration, mobility, benefits, documentation, and vendor or service-provider coordination across countries.

• Employee Relations: Provide guidance on employee relations matters, grievances, disciplinary issues, and workplace concerns. Support managers and local leaders in handling sensitive people matters consistently, fairly, and in accordance with organisational policy and applicable local requirements.

• HR Systems, Data and Analytics: Ensure accurate and effective use of HR systems, including Darwinbox, and maintain reliable employee data across the Group. Strengthen data governance, reporting, and dashboards so leadership has a consistent view of workforce information across entities and can use HR metrics to improve decision-making and service delivery.

• Policies, SOPs and Process Improvement: Review and strengthen HR policies, SOPs, and processes to improve clarity, efficiency, and consistency. Harmonise core frameworks where appropriate, identify necessary local variations, and drive simplification, automation, and stronger operational controls.

• HR Team Leadership: Lead and coordinate different HR verticals and team members, ensuring clear accountability, collaboration, and consistent service delivery across HR Operations, Talent Acquisition, Talent Management, and other people-related areas. Build capability within the HR team to support an increasingly multi-entity and international organisation.

• Business and Stakeholder Partnership: Work closely with senior leadership, business heads, country or entity leaders, and functional teams to understand people priorities and provide practical HR support. Balance business requirements with organisational policy, employee considerations, risk, and good HR practice, acting as a trusted people adviser through periods of growth and change.

Candidate Profile and Qualifications:

• Master degree in Human Resources, Management, Business Administration, or a related discipline.

• 10 to 15 years of progressive HR experience, with significant exposure to HR operations and employee lifecycle management.

• Experience leading an HR function or substantial HR portfolio in a multi-business, multi-entity, multi-location, or otherwise complex organisation.

• Strong operational HR experience covering employee lifecycle, HR systems, payroll coordination, benefits, compliance, policies, documentation, and employee relations.

• Demonstrated exposure to Talent Acquisition, Performance Management, and Talent Management, with the ability to connect these areas into an integrated people agenda.

• Experience working across multiple geographies or supporting cross-border HR operations is strongly preferred. Exposure to Africa or Southeast Asia is advantageous.

• Ability to create common HR frameworks across entities while working effectively with country-specific employment requirements and local advisers or service providers.

• Experience in professional services, consulting, international development, social impact, or other people-intensive organisations is advantageous.

• Experience working with senior business stakeholders, country or entity leadership, and managing HR teams.

• Strong execution and operational orientation, willing and able to stay close to detail when required.

• Ability to integrate and harmonise people practices across multiple entities without over-centralising local operations.

• Strong cross-cultural awareness and comfort working across geographies and time zones.

Integrated Personnel Services Limited is looking for a strategic and people-centric HR leader to head the corporate HR function for a client in the Renewable Energy sector. This role involves partnering directly with senior management on overarching people strategy, organizational development, and HR governance. The HR Head will oversee corporate and project site HR operations, steering workforce planning, performance systems, statutory compliance, and leadership development.

Renewable Energy, EPC, Infrastructure, Power, Construction

Key Responsibilities and Duties:

• Lead corporate HR strategy, organizational policy frameworks, corporate governance, and statutory compliance.

• Drive strategic workforce planning and oversee end-to-end talent acquisition across all business units.

• Lead specialized recruitment for mid-to-senior leadership positions and niche engineering, EPC, and renewable energy roles.

• Manage employee engagement programs, workplace culture initiatives, rewards and recognition (R&R), and internal communication.

• Design and execute performance management systems (PMS), define KRA and KPI frameworks, lead learning and development (L&D), and implement succession planning.

• Supervise, guide, and mentor HR teams across both corporate headquarters and regional project sites.

• Handle workforce analytics, monthly HR MIS reporting, attrition tracking, and employee metrics for executive leadership.

• Advise executive management on organizational restructuring, talent optimization, and forward-looking human capital strategy.

Candidate Profile and Qualifications:

• 10+ years of progressive professional experience across core HR functions.

• At least 4 to 5 years in a senior or corporate HR leadership capacity.

• Substantial domain experience in Renewable Energy, EPC, Infrastructure, Power, or Construction industries.

• Comprehensive knowledge of Indian labour laws, HR policies, factory regulations, and statutory compliance frameworks.

• Master degree, MBA, PGDM, or Postgraduate qualification in HR, PM&IR, or a relevant discipline.

• Strong leadership presence, interpersonal communication, and stakeholder management skills.

• Note: Kindly do not reach out via office phone numbers. Matching profiles will be contacted directly.

Mancer Consulting Services is hiring for the position of Talent Acquisition Manager based in Mumbai. The Talent Acquisition Manager will drive and scale the organizational end-to-end hiring strategy, building robust talent pipelines and managing complete recruitment workflows. The role will partner closely with business stakeholders, department heads, and leadership teams to ensure timely, high-quality talent acquisition across technical, functional, and corporate business units. The ideal candidate should be strategic, hands-on, and data-driven, with demonstrated success in hiring for fast-growing organizations.

Staffing and Recruiting, Human Resources Consulting

Key Responsibilities and Duties:

• Drive, manage, and scale the end-to-end recruitment lifecycle from talent sourcing to onboarding.

• Build, nurture, and maintain strong talent pipelines and active candidate networks for present and future organizational requirements.

• Partner with key business stakeholders and leadership teams to identify workforce needs, understand role dynamics, and establish structured hiring criteria.

• Ensure timely and high-quality hiring across all functions, keeping candidate turnaround times low and maintaining strict quality standards.

• Formulate innovative sourcing strategies across job boards, professional platforms, social media channels, and industry networks.

• Manage interview coordination, candidate evaluations, offer negotiations, and pre-onboarding engagement to maximize offer-to-joining ratios.

• Track, analyze, and present recruitment performance metrics including time-to-hire, cost-per-hire, source mix, and funnel conversion rates.

Candidate Profile and Qualifications:

• Full-time MBA or PGDM in Human Resources.

• 4 to 8 years of professional recruitment experience with proven track record in talent acquisition.

• Proven experience handling recruitment in fast-paced, high-growth, or consulting environments.

• Strong stakeholder management, negotiation, and cross-functional communication capabilities.

• Hands-on expertise using modern Applicant Tracking Systems (ATS), job portals, and talent intelligence platforms.

KnowDis AI is a research-driven startup building cutting-edge solutions in Natural Language Processing (NLP) and Generative AI. The AI tools are designed to automate and enhance business processes, including content generation, information retrieval, and document understanding. KnowDis works with clients across industries such as e-commerce, fashion, banking, and pharma, helping them unlock value through enterprise-ready AI solutions.

We are looking for a strategic, hands-on VP – HR to build and lead People and Talent functions during a high-growth phase. The role combines senior-level HR strategy (culture, org design, leadership advisory, total rewards) with operational ownership of hiring for technical (AI/ML/engineering) and commercial (sales, GTM) teams, ESOP design and implementation, and compensation structuring to attract and retain high-calibre talent. This is a founding-team HR leadership role with exposure to senior management stakeholders.

Artificial Intelligence, Natural Language Processing, Generative AI, Enterprise Software

Key Responsibilities and Duties:

• Talent Acquisition Leadership: Design and execute an aggressive hiring plan for AI/ML, data engineering, product, and sales functions. Stand up a scalable TA function covering sourcing, employer branding, structured interview frameworks, and campus/industry channels.

• Compensation and Rewards: Create market-competitive compensation bands for tech and sales roles, design variable pay and OTE for sales, align total compensation packages with early-stage equity realities, and introduce performance-linked incentives. Conduct regular benchmarking versus market standards.

• People Operations and HR Systems: Implement HRIS, payroll, onboarding, offboarding, compliance (Indian labour and statutory regulations), employee policies, and track HR metrics like time-to-hire, attrition, and engagement.

• Leadership Partnering and Culture: Act as a strategic advisor to the CEO and executive leadership team on organization design, leadership hiring, change management, and talent retention. Shape company culture and Employee Value Proposition (EVP) for a high-performance, research-driven AI organization.

• People Analytics and Governance: Establish core people KPIs, maintain regular HR dashboards for executive and board reviews, and ensure audit-ready HR governance.

Required Skills and Experience:

• 10+ years of progressive HR experience with at least 4 to 6 years in senior HR leadership roles (Head, VP, or Director), ideally with hands-on experience in fast-growing tech or AI product companies.

• Demonstrated success in hiring and scaling AI/ML, data engineering, product, and enterprise/B2B sales teams, with deep understanding of technical role requirements, hiring funnels, and evaluation frameworks.

• Strong expertise in compensation and total rewards design, including market benchmarking, salary banding, performance-linked incentives, and variable/OTE structures for sales organizations.

• Hands-on operator capable of balancing strategic planning with day-to-day execution across recruiting, policy formulation, and HRIS rollouts.

• Proven ability to operate effectively in a founder-led, fast-scaling startup environment, navigating ambiguity with agility.

• Excellent stakeholder management skills with experience collaborating with founders, investors, and technical leaders while upholding high integrity and confidentiality.

• Comprehensive knowledge of Indian labour law, statutory compliance, payroll operations, and contractor versus full-time employment structures. Experience with remote/hybrid policy design is an added plus.

Selection Process:

• Interested candidates are mandatorily required to apply through the application listing on Jigya.

• Shortlisted candidates may be required to appear in an initial screening interview administered by Jigya.

• Candidates selected after the Jigya screening rounds will be interviewed directly by KnowDis leadership.

A premium apparel manufacturing group catering to prominent international fashion brands globally is seeking a seasoned and strategic HR leader for the position of Sr. GM / AVP HR (Corporate). This role is directly responsible for calibrating and implementing cutting-edge HR policies and best practices across all organizational departments, driving enterprise transformation, strategic human capital initiatives, and comprehensive organizational development.

Apparel and Garments Manufacturing, International Fashion Export, Textile Manufacturing

Key Responsibilities and Duties:

• Calibrate and implement suitable, forward-looking HR policies and industry best practices across all organizational functions.

• Drive corporate HR transformation, strategic planning, policy frameworks, learning and development, team building, talent mapping, retention, talent acquisition, and complete talent management.

• Oversee, train, assess, monitor, and elevate social and labor performance across factory units and corporate departments.

• Lead, develop, and support the execution of HR strategies to ensure ethical, sustainable, and responsible workplace practices while proactively mitigating risks for workforce and staff.

• Apply deep knowledge of labor rules and statutory regulations to partner with industry stakeholders, including Trade Unions, trade bodies, Accord, business associations, and NGOs.

• Ensure integration of stakeholder perspectives into brand Responsible Sourcing and Human Rights Due Diligence frameworks for India operations.

• Handle critical factory labor rights cases, lead conciliation, and facilitate effective negotiations and dispute resolutions between management and worker representatives.

• Build close alignment and strong collaboration between internal leadership and external regulatory or compliance bodies.

• Represent the group with intellectual authority and confidence at international forums, conferences, and stakeholder audits.

• Report directly to the Chief Operating Officer (COO) and Board of Directors.

Candidate Profile and Qualifications:

• Formal master-level education in HR, MSW (Master of Social Work), or related fields from reputed academic institutions is mandatory.

• 21 to 27 years of extensive, progressive human resources leadership experience.

• Deep background in labor-intensive manufacturing environments is mandatory, with hands-on experience in the apparel or textile manufacturing industry at any point during the career being strictly required.

• Extensive expertise in statutory compliance, industrial relations, collective bargaining, and trade union negotiations.

• Exceptional written and verbal communication, public presentation, and cross-cultural leadership skills.

• Demonstrated executive presence, strategic acumen, and solid people management capabilities. 

Everest Technical Services is looking for a seasoned and strategic leader for the position of Head of Human Resources. The HR Head will lead the overall HR function across all office locations, driving both strategic and operational HR initiatives. This role will be responsible for cultivating a high-performance work culture, aligning enterprise people strategies with overarching business goals, and ensuring seamless HR operations. As a vital member of the executive leadership team, the HR Head will act as a strategic advisor to business leaders while ensuring complete legal compliance, robust employee engagement, and long-term organizational effectiveness.

Engineering and Software Outsourcing, Architecture Engineering and Construction (AEC), BIM Technologies
Employee size more than 400 employees

Key Responsibilities and Duties: HR Strategy and Leadership:

• Define and implement comprehensive HR strategies aligned directly with corporate business objectives.

• Act as a trusted strategic advisor to senior leadership on organizational design, structural evolution, and talent strategy.

• Lead business transformation initiatives and foster an enterprise-wide culture of innovation, high standards, and accountability.

Employee Engagement and Retention:

• Develop impactful initiatives to improve employee engagement, workplace productivity, and talent retention.

• Establish active feedback mechanisms to capture employee sentiment and address organizational concerns proactively.

• Design tailored retention strategies focused on critical, niche, and high-performing talent.

• Champion clear internal communication and leadership-connect outreach programmes across functions.

Performance Management:

• Own and optimize the organization-wide performance management framework.

• Establish measurable KRAs and KPIs tailored for technical, project delivery, and corporate functions.

• Direct goal-setting cycles, performance reviews, normalization, calibration sessions, and performance improvement plans.

• Align performance evaluation closely with business outcomes, merit increments, and career progression pathways.

Employee Relations and Compliance:

• Ensure full statutory compliance with applicable labor and employment laws across operational locations.

• Formulate and maintain robust HR policies, employee handbooks, code of conduct frameworks, and disciplinary processes.

• Manage employee relations, resolve workplace conflicts, and oversee grievance redressal mechanisms.

• Coordinate closely with legal and compliance teams on employment agreements and workplace governance.

• Maintain meticulous HR documentation, records management, and audit-ready governance systems.

Learning and Development:

• Identify skill and capability gaps across BIM and engineering disciplines.

• Design and execute technical, managerial, and executive leadership development programs.

• Establish clear career development pathways, competency matrices, and skill development frameworks.

• Build leadership pipelines and formal succession plans for key leadership and technical positions.

• Support continuous upskilling in BIM technologies, digital engineering, and emerging AEC technologies.

Organization Development:

• Lead organizational restructuring, workforce optimization, and change-management programs.

• Drive key initiatives centered on company culture, leadership effectiveness, and core capability building.

• Support business expansion, setup of new offices, mergers, acquisitions, and post-merger integration where required.

HR Analytics and Technology:

• Develop and supervise executive HR dashboards and people analytics to support data-driven decision-making.

• Track critical workforce metrics including headcount, manpower utilization, attrition, retention, absenteeism, employee engagement, training effectiveness, compensation expenses, and internal mobility.

• Optimize the adoption and effective use of HRMS, performance management tools, and learning platforms.

Culture and Employer Branding:

• Strengthen the organizational employee value proposition and external employer brand.

• Foster a culture grounded in innovation, accountability, teamwork, collaboration, and continuous learning.

• Represent the company at relevant industry events, talent symposiums, and employer branding forums.

Candidate Profile and Qualifications:

• Bachelor or Master degree in Human Resources, Business Administration, or related discipline.

• 18 to 20 years of progressive professional experience across core human resource functions.

• Substantial background and domain experience in the engineering or software-outsourcing industry.

• Minimum of 2 years of proven leadership experience in an HR Head capacity within a multinational company (MNC) having more than 400 employees.

• Deep expertise in talent retention, statutory labor compliance, organization design, and executive leadership coaching.

• Strong strategic vision, cross-functional stakeholder management, and team leadership capabilities.

• Work Mode: Hybrid work model.

VAHDAM India is focused on bringing authentic Indian wellness solutions to a global audience, emphasizing products and practices that are sourced directly and responsibly. It is committed to preserving traditional wellness knowledge while presenting it in a modern, accessible way for customers worldwide. The organization values sustainability, transparency, and quality in its sourcing and production processes. Team members work in a dynamic environment that blends heritage with innovation, contributing to a mission-driven brand with international aspirations.

Consumer Goods, FMCG, Wellness, Retail

Key Responsibilities and Duties:

• Oversee end-to-end recruitment operations across corporate, commercial, and operational functions.

• Develop and implement forward-looking talent acquisition strategies aligned with rapid organizational scaling.

• Partner with department heads and business leaders to forecast workforce requirements and define role specifications.

• Lead employer branding initiatives across digital platforms, social media, and industry networks to position the organization as an employer of choice.

• Drive recruitment metrics and analytics, tracking turnaround time, source mix, cost per hire, and quality of hire.

• Supervise and mentor recruitment team members, providing guidance on modern sourcing methodologies and structured interviewing.

• Manage external recruitment partners, search agencies, job board subscriptions, and applicant tracking systems.

• Ensure fair, objective, and inclusive assessment practices while delivering an outstanding candidate experience throughout the recruitment process.

Candidate Profile and Qualifications:

• Bachelor or Master degree in Human Resources, Business Administration, Psychology, or a related discipline.

• Strong proven background in full-lifecycle recruitment, interviewing methodologies, and strategic talent acquisition leadership.

• Prior recruitment experience in fast-growing consumer goods, FMCG, wellness, D2C, or retail environments is preferred.

• Demonstrated hands-on expertise with modern ATS platforms, HRIS software, and recruitment analytics.

• Exceptional stakeholder management, communication, and negotiation capabilities.

• Experience managing or mentoring a recruitment team in a high-growth or scale-up operational setup.

Vantive is a vital organ therapy company on a mission to extend lives and expand possibilities for patients and care teams everywhere. For 70 years, the team has driven meaningful innovations in kidney care. As the organization builds on its legacy, it is deepening its commitment to elevating the dialysis experience through digital solutions and advanced services, while looking beyond kidney care and investing in transforming vital organ therapies.

The HR Lead – Commercial & Shared Services (India) is a hands-on HR professional responsible for delivering HR Business Partnering and HR operational support across Commercial and Shared Services functions in India. The role partners with managers and employees on all aspects of the employee lifecycle from hire to exit, while supporting key people priorities and initiatives. It contributes to building a forward-looking people agenda, enabling team and individual effectiveness, and delivering a strong employee experience.

Medical Devices, Healthcare, Biotechnology, Shared Services

Key Responsibilities and Duties:

• Serve as the primary HR contact for Commercial and Shared Services in India, acting as a trusted partner to business leaders to drive people priorities, including performance, talent, and workforce planning.

• Manage employee relations matters and support investigations, while driving engagement initiatives to build a positive and high-performing work environment.

• Ensure seamless delivery of end-to-end HR operations, including employee lifecycle management, payroll coordination, and benefits administration, with strong adherence to local compliance requirements.

• Drive and ensure effective execution of performance management, compensation cycles, and manpower planning aligned with business needs.

• Partner with cluster, regional, and global HR teams to implement HR programs and deliver consistent, high-quality HR solutions to the business.

• Identify capability gaps across teams and partner with business stakeholders and Centers of Excellence (CoEs) to design and implement impactful talent development solutions.

• Lead HR transformation initiatives, operational process improvements, and organizational change programs to enhance business effectiveness and employee experience.

• Handle ad-hoc tasks, projects, and special assignments as directed by the line manager.

Equal Opportunity and Accommodations: Vantive is committed to providing reasonable accommodations to individuals with disabilities globally and maintains an inclusive and non-discriminatory workplace environment.

HR Reinvention is a specialized team of HR professionals within Accenture who focus on select areas of HR to help global clients target and deliver measurable value for their HR and talent investments using a distributed delivery model deployed globally onsite, nearshore, and offshore. In this role as Manager - Process Excellence, you will lead the end-to-end delivery of AI-led HR transformation initiatives, driving enterprise workflow redesign and architecting modern HR operating models.

Management Consulting, Information Technology Services, Human Resources Transformation

Key Responsibilities and Duties:

• Lead end-to-end delivery of AI-led HR transformation projects including solution design, execution oversight, and ensuring alignment with client business objectives through active engagement with senior client stakeholders and C-suite executives.

• Own complete engagement management including planning, budgeting, tracking deliverables, managing operational risks, and ensuring high-quality and timely delivery across various workstreams.

• Build and strengthen client relationships to support account expansion and drive repeat business opportunities.

• Lead and mentor project teams by providing coaching, performance management, and continuous capability development to team members.

• Drive practice growth initiatives focused on improving productivity, utilization, geographic penetration, and supporting headcount growth while managing attrition and team engagement.

• Contribute to domain capability development including the creation of reusable assets, methodologies, points of view, research and white papers, as well as supporting marketing, public speaking, and industry publications.

• Develop and leverage AI-enabled tools and solutions to enhance delivery quality, operational productivity, and innovation across consulting engagements.

• Work closely as part of a joint global sales team to identify, shape, and win potential business opportunities.

Candidate Profile and Qualifications:

• Must have strong expertise in AI-led HR Reinvention, Agentic Architecture for HR, AI-enabled HR Operating Models, and AI Fluency covering fundamentals of AI, Generative AI, and Agentic workflows.

• Proven experience in AI Agent Design and Orchestration applied directly to HR business functions.

• In-depth background in Enterprise HR Process Transformation, HR Workflow Design, HR Process Discovery, and Process Re-Design across the entire hire-to-retire value chain.

• Demonstrated capabilities in Process Mining applied to HR operations, value identification, business case development, and strategic HR domain consulting.

• Good to have familiarity with RPA and Intelligent Automation tools like UiPath or Automation Anywhere, low-code or no-code platforms, and AI prototyping.

• Experience with core HR enterprise platforms such as SAP SuccessFactors, Oracle HCM, Workday, and ServiceNow is highly valued.

• Strong stakeholder management, project delivery oversight, and executive presentation capabilities.

NatWest Group is looking for a strategic leader to join as Benefits & Wellbeing Manager at the Vice President level. In this role, you will drive change for colleagues by leading the evolution of the India Benefits & Wellbeing proposition within the framework of the enterprise Benefit and Wellbeing strategy. You will use data, market insight, and stakeholder engagement to shape benefits programmes, policies, and wellbeing initiatives that strengthen competitiveness, sustainability, and employer differentiation while supporting colleague needs and business priorities.

Banking and Financial Services

Key Responsibilities and Duties:

• Lead the review and evolution of the India benefits and wellbeing policy, proposition design, standards, and roadmap, identifying opportunities to enhance colleague value and support talent attraction and retention.

• Use colleague insight, data, market practice, supplier input, and external trends to identify emerging needs, risks, and opportunities, assessing current effectiveness and shaping strategic priorities for India.

• Lead the development of comprehensive analysis, proposals, business cases, and recommendations to inform executive decisions on benefits and wellbeing priorities, policy development, and future investment.

• Own the India benefits and wellbeing agenda, including priorities, policies, proposition design, standards, and roadmap delivery, within the framework set by the Benefits & Wellbeing Strategy Lead.

• Bring an India perspective to the development of the bankwide benefits and wellbeing strategy, leveraging local insight, colleague feedback, market practice, and business context.

• Oversee governance, risk, and control activities relating to India benefits and wellbeing policy and proposition changes, ensuring all proposals operate within enterprise frameworks.

• Partner and collaborate closely with Colleague Experience Delivery (CED), Talent Acquisition, Risk and Control, Finance, Reward teams, HR Business Partners, and external partners to translate strategy into meaningful outcomes.

Candidate Profile and Qualifications:

• Deep subject matter expertise in benefits and wellbeing policy, proposition design, market practice, supplier and product landscapes, and relevant Indian regulatory considerations.

• Strong knowledge of colleague benefits and all pillars of wellbeing (physical, mental, financial, and social) in India.

• Clear understanding of how benefits and wellbeing initiatives support colleague experience and overall organisational performance.

• Demonstrated ability to leverage data, colleague analytics, market benchmarks, and external trends to exercise sound judgement and shape strategic recommendations.

• Proven experience leading or owning policy, proposition development, complex projects, or strategic activity in a reward, benefits, wellbeing, or related HR environment.

• Strong experience developing executive papers, business cases, and proposals to support decisions on strategic priorities, policy revisions, and long-term investment.

• Solid understanding of governance, operational risk, and control requirements relevant to corporate benefits and wellbeing activities.

We are looking for a strategic and result-oriented Talent Acquisition Lead to lead and strengthen the TA function. This role will partner closely with business leaders to drive quality hiring, workforce planning, talent strategy, salary benchmarking, market mapping, and leadership hiring across the organization.

Telecom, Internet Service Provider (ISP), Technology, B2B Services

Key Responsibilities and Duties:

• Own and drive the end-to-end Talent Acquisition strategy across levels, from bulk and frontline hiring to leadership hiring.

• Lead salary benchmarking and compensation discussions to ensure market-competitive offers.

• Drive market mapping and talent intelligence for critical, niche, and leadership positions.

• Partner with leadership on workforce planning, manpower strategy, and business growth plans.

• Develop talent strategies including build-vs-buy decisions, succession pipelines, and diversity hiring.

• Lead, mentor, and scale the TA team across multiple locations.

• Define and track TA KPIs including quality of hire, turnaround time (TAT), cost per hire, source effectiveness, and funnel conversion.

• Strengthen employer branding and build a strong talent network.

• Manage recruitment agencies, external search vendors, and RPO partnerships.

• Ensure an exceptional candidate experience throughout the recruitment and onboarding journey.

Candidate Profile and Qualifications:

• 8+ years of progressive professional experience in Talent Acquisition.

• Strong expertise in quality hiring, salary benchmarking, and comprehensive market mapping.

• Strategic mindset paired with solid business acumen.

• Demonstrated experience building robust talent acquisition strategies in a fast-growing organizational environment.

• Excellent stakeholder management, communication, and negotiation capabilities.

• Proven experience managing and mentoring recruiter teams across multiple geographic locations.

• Prior experience in Telecom, ISP, Technology, or B2B Services sectors is preferred.

• MBA or PGDM in Human Resources from a premier institute is preferred.

• Immediate joiners are strictly required.

• Work Mode: 6 Days Work from Office (Onsite).

People Pro Consulting is looking for an experienced and strategic HR professional to drive HR process transformation, digitalization, and technology-led employee experiences. This role focuses on modernizing human resource ecosystems by streamlining workflows, implementing digital HR tools, enhancing employee touchpoints, and driving organization-wide tech adoption.

Staffing and Recruiting, Human Resources Consulting

Key Responsibilities and Duties:

• Design and improve core HR processes and employee or user journeys across the employee lifecycle.

• Drive process re-engineering, digitization, and automation initiatives across human resource operations.

• Collaborate closely with HR Business Partners, Centers of Excellence (COEs), IT teams, Engineering groups, and external technology vendors.

• Manage transformation projects end to end, covering initial design, system configuration, user acceptance testing (UAT), deployment, and organizational roll-out.

• Define detailed business requirement documents, process workflows, product specifications, and key success metrics.

• Lead change management initiatives, user adoption campaigns, and ongoing process compliance monitoring.

• Track platform adoption rates, productivity improvements, efficiency gains, and user feedback to continuously optimize HR processes.

• Develop structured training and enablement programs for stakeholders and end-users to ensure smooth implementation.

Candidate Profile and Qualifications:

• Full-time MBA in Human Resources or related discipline.

• 4 to 9 years of relevant experience in HR transformation, HR tech implementations, or HR process consulting.

• Hands-on expertise in process mapping, automation tools, and modern HR tech platforms.

• Solid understanding of design thinking frameworks and agile project management methodologies.

• Excellent stakeholder management, cross-functional communication, and change management capabilities.

At AXA XL, we are transforming Human Resources. To keep AXA XL moving fast forward, HR is changing our systems, processes, and policies to help our clients attract, engage, develop and retain the best talent globally. We are looking to bring on board a passionate Human Resources professional to help us in our journey. The HRBP will be a trusted advisor to the AXA XL India Business leaders. The successful candidate will partner with business leaders to manage the human capital agenda and its execution supporting the business strategies. We need a high-energy collaborator to partner with our site leader for Gurgaon to support and enable our overall talent mission to build and engage a community of smart, innovative, motivated colleagues who have what it takes to achieve the goals.

Insurance and Reinsurance, Financial Services, Global Enterprise Shared Services

Key Responsibilities and Duties:

• Serving as the primary HR point of contact for 300+ colleagues across designated business units.

• Provide strategic oversight into a wide range of human capital issues that support our Global Enterprise Shared Services strategy.

• Partnering and collaborating with business leaders and their respective teams while coaching, mentoring, and contributing to the development of the team's agenda and human capital strategy.

• Partnering with compliance and business leaders to ensure regulatory compliance while promoting and supporting the execution of workplace diversity initiatives in all people processes and activities.

• With guidance and oversight, advising local managers on all employee issues including contractual changes, disciplinary matters, and long-term leave, to ensure a fair and consistent approach within the parameters of legal obligations and corporate or local policies.

• Supporting managers in the sourcing, selection, and hiring of world-class talent by managing the headcount approval process, advising on resourcing strategies, and interviewing candidates.

• Contributing to talent management activities in conjunction with management and HR functional experts to ensure alignment with strategic priorities.

• Supporting managers and employees in the annual performance management process and on sustaining performance management activities throughout the year while using these activities to build and maintain knowledge of key talent.

• Managing and contributing to local and global projects and strategic initiatives in support of the HRM network, as required.

• Bringing innovative and strategic human resources practices and programs to the company with an emphasis on change management, compensation, succession planning, performance management, recruitment and retention, talent management, organizational design, benefits, and employee relations.

• Reporting directly to Senior HRBP – Operations.

Candidate Profile and Qualifications:

• Relevant years of professional HR experience with a proven track record of collaboration and leadership.

• Demonstrated experience working in a highly matrixed organizational structure.

• Industry Experience: Understanding of the insurance and reinsurance global markets and financial services is a plus. Demonstrated experience working in operations, sales, or technology environments.

• Broad Geography Experience: Demonstrated experience working with stakeholders and colleagues from across the globe.

• Strategic Thinking: Ability to visualize what does not exist and know how to get there, with capability to invent, design, and build solutions.

• Mental Agility: Innovative thinker capable of handling complex business situations.

• Effective Communication: Excellent verbal and written communication, collaboration, and presentation skills.

About AXA XL: AXA XL, the P&C and specialty risk division of AXA, is known for solving complex risks. For mid-sized companies, multinationals, and individuals, we reinvent insurance by combining a comprehensive capital platform, data-driven insights, leading technology, and top talent across property, casualty, professional, financial lines, and specialty.

Diversity, Total Rewards and Sustainability:

• Dedicated to equal employment opportunity and an inclusive work culture.

• Five Business Resource Groups covering gender, LGBTQ+, ethnicity and origins, disability, and inclusion with 20 Chapters globally.

• Support for flexible working arrangements and enhanced family-friendly leave benefits.

• Comprehensive Total Rewards program covering health, wellbeing, lifestyle, and financial security.

• Active sustainability commitments focusing on valuing nature, addressing climate change, integrating ESG, and volunteering through AXA Hearts in Action.

BayOne is building a dedicated Employee Engagement function to serve our billable, client-facing workforce across India to begin with and convert it to a global function in the future. This is a newly established, high-visibility role responsible for designing, scaling, and running the Employee Engagement operating model including the SPOC network, engagement programs, and the metrics that connect engagement to retention and business outcomes. The Head of Employee Engagement will own the function end-to-end, from team design and SPOC deployment to program delivery, to reporting the ROI of engagement investment to leadership.

IT Services and IT Consulting, Staffing and Recruiting

Key Responsibilities and Duties:

• Own and scale the pan-India Employee Engagement operating model, including the hybrid SPOC structure administratively under HR and functionally aligned to Delivery and Client Partner groups.

• Recruit with the help of GTO, deploy, and manage Engagement SPOCs mapped by client, location, or headcount ratio, establishing clear coverage ratios and rotation cadence.

• Design and execute the engagement calendar encompassing pulse surveys, eNPS, well-being programs, recognition, and community-building initiatives tailored to a billable, client-embedded workforce.

• Build and maintain the Employee Engagement ROI model, tracking voluntary attrition in the billable pool against engagement investment and reporting business cases in financial terms like cost avoidance, bandwidth recovered from Delivery Managers, and backfill ramp savings.

• Partner with Delivery Managers and Client Partners to identify at-risk accounts and teams early, triggering proactive interventions rather than reactive resignation-stage responses.

• Define and own the engagement KPI matrix including eNPS, attrition rate, absenteeism, well-being participation, and SPOC coverage, presenting results to the CHRO and Delivery leadership regularly.

• Act as the escalation point for engagement-related risks, including attrition spikes across any business unit or account, coordinating responses with HRBP and account leadership.

• Continuously refine the engagement framework based on program effectiveness, survey data, and evolving client delivery needs.

• Manage the Employee Engagement budget and demonstrate return on investment to senior leadership annually.

Candidate Profile and Qualifications:

• Bachelor degree or Master degree in Human Resources, Business Administration, or related disciplines.

• 10 to 14 years of progressive HR experience, with at least the recent 4 to 5 years focused on employee engagement, HR business partnering, or people operations in an IT services, IT staffing, or GCC environment.

• Proven experience building or scaling a team or function from the ground up, ideally including manager-of-managers or SPOC-network management experience.

• Strong quantitative fluency with hands-on expertise building and defending ROI models connecting HR interventions to measurable financial outcomes.

• Deep experience working with a billable, client-facing workforce with solid understanding of balancing delivery pressure and employee experience.

• Excellent stakeholder management skills with strong credibility across HR leadership and business delivery teams.

• Comfortable managing pan-India operations with a distributed workforce and readiness to scale operations into a global function across multi-geo locations.

Success Metrics:

• A fully deployed, right-sized SPOC network with clear ownership across client accounts and locations.

• Measurable improvement in billable-pool voluntary attrition and eNPS scores against established baselines.

• Reduced time spent by Delivery Managers on informal people-management issues through effective SPOC routing.

• Credible and leadership-trusted reporting cadence tying engagement programs directly to retention and cost outcomes.

Atain is seeking an experienced and strategic leader for the position of General Manager – Employee Relations. The General Manager Employee Relations will lead and drive Atain's Employee Relations strategy, ensuring a positive work environment, compliance with company policies and labor regulations, effective conflict resolution, employee engagement, and retention initiatives. This role serves as a strategic HR partner to business leaders and is responsible for fostering a culture of accountability, fairness, and employee well-being across the organization.

Information Technology and Services, BPO, Shared Services

Key Responsibilities and Duties: Employee Relations Leadership:

• Develop and execute Atain's Employee Relations strategy aligned with business objectives and organizational values.

• Serve as the primary point of contact for complex employee relations matters, investigations, grievances, and workplace concerns.

• Provide expert guidance to business leaders and HR teams on employee relations issues, policy interpretation, and risk mitigation.

• Ensure consistent application of Atain's policies, Code of Conduct, and disciplinary procedures across all functions and locations.

Discipline and Case Management:

• Oversee disciplinary processes, ensuring timely investigation, documentation, and closure of cases.

• Lead resolution of employee disputes, misconduct cases, performance concerns, and workplace conflicts.

• Ensure adherence to labor laws, company policies, and internal governance standards.

• Monitor trends in employee relations cases and implement preventive measures.

Employee Engagement and Retention:

• Design and implement employee engagement programs that support a positive employee experience.

• Lead engagement surveys, focus group discussions, and action planning initiatives.

• Develop and execute retention strategies to improve employee satisfaction and reduce attrition.

• Partner with business leaders to identify and address employee concerns proactively.

HR Business Partnership:

• Collaborate with Operations, Talent Acquisition, Learning & Development, and HR teams to support organizational goals.

• Provide strategic recommendations to leadership on workforce challenges, employee morale, and culture-building initiatives.

• Drive change management and organizational effectiveness programs related to employee relations.

Performance Management:

• Lead and oversee performance management processes, including performance improvement plans and coaching interventions.

• Partner with managers to address employee performance concerns while ensuring fairness and consistency.

• Support leadership capability building in managing employee performance and workplace issues.

Employee Exit and Workforce Analytics:

• Oversee employee exit processes, including exit interviews and trend analysis.

• Analyze employee relations metrics, attrition data, engagement scores, and disciplinary trends.

• Present insights and recommendations to senior leadership to drive continuous improvement.

Coaching and Leadership Development:

• Conduct one-on-one coaching sessions with managers and employees as needed.

• Mentor HR team members on employee relations best practices and case management.

• Facilitate conflict resolution workshops and leadership training programs.

Compliance and Risk Management:

• Ensure compliance with applicable labor laws, employment regulations, and company policies.

• Maintain high standards of confidentiality, integrity, and ethical conduct.

• Lead audits and reviews related to employee relations processes and documentation.

Candidate Requirements and Qualifications:

• Bachelor's degree in Human Resources, Psychology, Industrial Relations, Business Administration, or a related discipline.

• Master's degree or professional HR certification is preferred.

• Minimum 15 years of progressive HR experience, with significant expertise in Employee Relations, Labor Relations, and Employee Engagement.

• At least 5 years of leadership experience managing Employee Relations functions at a senior executive level.

• Experience supporting large-scale operations, shared services, BPO, technology, insurance, or multinational environments is preferred.

• Strong knowledge of Indian labor laws, employee relations practices, statutory compliances, and workplace investigations.

• Exceptional conflict resolution, mediation, and stakeholder management skills.

• Strong analytical and problem-solving capabilities.

• Proven track record of influencing senior leadership and steering organizational change.

• Outstanding communication, presentation, and interpersonal abilities.

• High level of integrity, accountability, and professional judgment in handling sensitive matters.

Why Join Atain:

• Opportunity to shape and lead the entire Employee Relations function for an expanding organization.

• Strategic leadership role with direct impact on employee experience, organizational culture, and business outcomes.

• Highly collaborative environment focused on innovation, engagement, and talent development.

• Equal opportunity employer dedicated to non-discriminatory hiring and inclusive work culture.