Founded in 2018 by Kunaal Dudeja, Nalin Saluja, and Archit Jayaswal, Virohan is an education-to-industry partner shaping the future of healthcare education. The organization collaborates with universities and colleges across India to deliver industry-aligned programmes in healthcare and management, having trained over 13,000 healthcare professionals across 22 campuses, backed by prominent global investors. Higher Education and EdTech. 501 to 1000 employees.

Role Overview: Virohan is looking for a dynamic HR Business Partner (HRBP) Lead who will play a critical role in aligning human resource strategies with organizational business objectives in an on-site setup based in Gurugram. This leadership position requires an in-depth understanding of business requirements, stakeholder management, and data-driven decision-making. The ideal candidate should be highly analytical, proactive, and demonstrate a strong grasp of HR first principles, workforce engagement, and organizational policy design.

Key Responsibilities:

Strategic HR Partnership:

• Act as a trusted advisor to business leaders, understanding their needs and aligning HR solutions accordingly.

• Design and implement HR policies and frameworks that directly impact business efficiency and workforce engagement.

Talent Management & Employee Lifecycle:

• Lead end-to-end talent management from hiring to succession planning, ensuring alignment with business goals.

• Identify key talent, develop effective retention strategies, and drive engagement initiatives to reduce attrition.

Incentive & Policy Design:

• Develop and refine incentive structures that drive high performance and measurable business outcomes.

• Use HR analytics to evaluate policy success and recommend optimizations.

Employee Relations & Grievance Management:

• Handle complex grievance cases, providing sound judgement and constructive conflict resolution strategies.

• Foster a positive, collaborative, and inclusive work culture through clear communication and proactive engagement initiatives.

Decision-Making & Business Acumen:

• Make informed HR decisions backed by business logic, data, and first principles thinking.

• Provide strategic inputs regarding organizational design, workforce planning, and leadership development.

Must Have Qualifications:

• 7+ years of relevant HRBP experience in fast-paced organizations, preferably within the startup ecosystem.

• Proficiency in advanced Excel or Google Sheets, including building dashboards, management reports, and multi-sheet models.

• Practical experience with HR analytics, metrics tracking, and data-driven people solutions.

• Strong stakeholder management, conflict resolution, and strategic problem-solving abilities.

BML Munjal University is a fully co-educational, residential private university in Haryana, founded by the promoters of the Hero Group. Named after the Chairman and founder of the Hero Group, Dr. Brijmohan Lall Munjal, the university offers undergraduate, postgraduate, and doctoral programmes across various disciplines. Higher Education. 501 to 1000 employees.

BML Munjal University is looking for an experienced and dynamic professional to join its Career Guidance and Development Centre (CGDC), with a dedicated focus on Law School placements and career development. The role involves managing corporate legal relations, securing high-quality internships and full-time placements for law students, guiding career roadmaps, and expanding the university's institutional network across top-tier law firms, corporates, chambers, and PSUs. The position is based on-site in Gurugram, Haryana.

Key Responsibilities:

• Lead and strengthen the Law School placement and career development function within the Career Guidance and Development Centre.

• Build, expand, and nurture relationships with law firms, corporate legal teams, litigation chambers, public sector undertakings (PSUs), and other legal employers.

• Design, implement, and monitor structured placement and internship strategies tailored for law students.

• Drive proactive employer engagement initiatives, campus recruitment drives, on-campus and virtual interviews, and pre-placement talks.

• Mentor and counsel students regarding career trajectories, employability skills, profile building, and opportunities across diverse legal practice areas.

• Secure strategic corporate partnerships and consistently broaden the university's institutional recruiter network.

• Maintain accurate records of placement outcomes, recruiter feedback, student joining data, and career progression trends.

• Collaborate closely with School of Law deans, faculty members, and central university leadership to continuously align curriculum insights with market expectations and improve student outcomes.

Ideal Candidate and Qualifications:

• 10 to 15 years of relevant professional experience in law school placements, university career services, corporate relations, or talent and employer engagement.

• Comprehensive understanding of the legal recruitment landscape, hiring cycles, law firm structures, in-house counsel needs, and chambers recruitment.

• Proven track record in corporate relationship management and driving successful placement conversion rates.

• Outstanding communication, public speaking, negotiation, and executive networking abilities.

• Nuanced understanding of law students' career choices, competitive exams, corporate legal tracks, and litigation pathways.

Assystem provides engineering, project management, and digital services to optimise the performance and safety of critical infrastructure throughout its lifecycle. The company first came to India having acquired Stup Consultants Pvt Ltd in 2021 and L&TIEL in 2024. The organization combines its globally recognised expertise in complex project management with deep-rooted local experience across the full spectrum of infrastructure, including energy, transportation, urban development, and water. Today, Assystem has a strong community of 1,500+ multidiscipline engineering experts connected across 8 offices in India. Globally, Assystem Group is one of the world’s leading independent nuclear engineering companies, ranked among the top three globally, with 60 years of experience in complex, highly regulated environments and 8,000 experts across 13 countries supporting low-carbon energy. Engineering Services and Infrastructure Consulting. 5001 to 10000 employees.

Key Responsibilities:

• Drive the overall L&D calendar, learning initiatives, and annual learning plan across the organization.

• Conduct thorough Training Needs Analysis (TNA) and diagnose capability gaps across business units.

• Design, curate, and implement impactful in-house learning programmes and interactive workshops.

• Drive talent assessment, employee development, and strategic succession planning initiatives.

• Develop, refine, and maintain comprehensive skill matrices and functional competency frameworks.

• Manage and oversee Graduate and Early Career Development Programmes from onboarding through progression.

• Design tailored development programmes focused on leadership, managerial, behavioural, and functional capability.

• Develop high-quality learning content, presentations, and blended or digital learning solutions.

• Collaborate with business leaders and subject matter experts (SMEs) to develop specialized, role-specific learning curricula.

• Drive diversity, equity, and inclusion (DEI) learning modules and awareness initiatives.

• Coordinate and partner with external trainers and learning vendors whenever specialized external training is required.

• Measure learning effectiveness, participant feedback, and long-term programme business outcomes.

• Maintain accurate L&D dashboards, training records, compliance tracking, and management reports.

• Actively promote a continuous learning mindset and knowledge-sharing culture across all teams.

Candidate Profile and Qualifications:

• 8 to 14 years of relevant professional experience in L&D, Talent Development, or Organisational Development.

• Strong hands-on experience in in-house L&D programme design, curriculum development, and execution.

• In-depth understanding of adult learning methodologies, pedagogy, and strategic capability-building practices.

• Exceptional communication, workshop facilitation, and senior stakeholder management skills.

• Proven ability to independently manage multiple L&D projects, calendars, and deliverables simultaneously.

• MBA or PGDM in Human Resources, Learning & Development, or a related discipline is preferred.

AXA XL, the property, casualty, and specialty risk division of AXA, solves complex risks for mid-sized companies, multinationals, and individuals across global markets. The organization combines a comprehensive capital platform, data-driven insights, advanced technology, and high-performing talent to deliver specialized insurance and reinsurance solutions across property, casualty, professional, financial lines, and specialty segments. Insurance and Financial Services. More than 10,000 employees.

At AXA XL, Human Resources is transforming systems, processes, and policies to help business units attract, engage, develop, and retain premier talent globally. The organization is seeking an experienced, strategic Human Resources Business Partner to serve as a trusted advisor to India business leaders, managing and executing the human capital agenda aligned with core business priorities. Reporting to the AVP, Human Resources Business Partner for Global Functions operating in India, this role acts as the primary people partner for a client group of over 600 professionals.

Key Responsibilities:

• Serve as the primary HR strategic partner and point of contact for over 600 colleagues across business verticals.

• Provide strategic guidance and oversight into a comprehensive range of human capital challenges supporting enterprise people strategies.

• Partner and collaborate closely with senior business leaders and their teams while coaching, mentoring, and contributing to overall organizational development.

• Partner with compliance and business leaders to guarantee regulatory compliance while driving workplace diversity, equity, and inclusion initiatives.

• Advise line managers on complex employee relations matters including contractual updates, disciplinary actions, and extended leaves within legal parameters and internal policies.

• Support department heads in talent acquisition by managing headcount approvals, shaping resourcing strategies, and interviewing prospective hires.

• Drive key talent management interventions in partnership with HR centers of excellence to ensure long-term alignment with strategic business goals.

• Facilitate the annual performance management cycle and sustained performance reviews, leveraging insights to track high-potential talent pipelines.

• Manage and contribute to regional and global HR transformation projects and organizational development initiatives.

• Champion modern HR practices with a focus on change management, succession planning, compensation, employee retention, and organizational design.

Requirements and Qualifications:

• Proven, extensive track record of HR business partnering and functional leadership within complex, matrixed organizational setups.

• Professional experience within insurance, reinsurance, or broader financial services, with exposure supporting operations, technology, or sales environments.

• Demonstrated experience collaborating with global stakeholders and cross-border teams.

• Strong analytical capabilities with the ability to interpret people data and convert metrics into actionable leadership insights.

• Strategic mindset with the capacity to design and execute innovative human capital initiatives from the ground up.

• Exceptional interpersonal, presentation, negotiation, and written communication skills.

Zippee is building India’s number one Quick-Commerce Logistics platform for consumer brands, enabling online stores to connect in a few clicks and kickstart 30-minute, 120-minute, or same-day delivery through its dark store network across India. The team comprises professionals from Reliance Retail, Retention Science, Oracle, and Zomato, backed by prominent venture capitalists and unicorn founders. Logistics and Supply Chain. 51 to 200 employees.

Zippee is expanding its HR team by hiring a Talent Acquisition Specialist or Senior HR Executive - Talent Acquisition to implement aggressive recruitment, hiring, and onboarding strategies. This is a high-pressure, fast-paced, unstructured environment with high ownership, operating in a hybrid setup (Monday to Friday from office, Saturday remote) at the Gurgaon headquarters. Candidates must have their own laptop.

Responsibilities:

• Own end-to-end recruitment across Corporate and Operations roles, with a dedicated focus on Supply Chain, Warehousing, Last Mile, and City Operations hiring.

• Build and maintain high-quality candidate pipelines across quick commerce, e-commerce, logistics, and third-party logistics (3PL) sectors utilizing Naukri, LinkedIn, employee referrals, and professional networks.

• Screen and assess applicants thoroughly for functional competencies, high ownership, agility, and organizational culture fit.

• Partner proactively with functional hiring managers to achieve quick position closures against tight turnaround times (TATs) while delivering an exceptional candidate experience.

• Manage offer rollouts, salary negotiations, onboarding coordination, and recruitment MIS tracking.

• Measure, monitor, and optimize key recruitment metrics including time-to-hire, offer-to-joining ratios, channel effectiveness, and quality of hire.

Qualifications:

• 4 to 7 years of talent acquisition experience, with meaningful exposure to Supply Chain and Operations hiring.

• Prior recruitment experience in quick commerce, e-commerce, logistics, 3PL, warehousing, or last-mile delivery businesses is strongly preferred.

• Proven track record of closing both high-volume frontline operations roles and mid-level corporate positions.

• Strong comprehension of the talent ecosystem within supply chain and logistics operations.

• Excellent stakeholder management, persuasive communication, and analytical skills.

• Master’s degree or MBA in Human Resources is highly preferred.

Anagram is an award-winning creative marketing and branding agency working across strategy, storytelling, branding, and marketing for ambitious DTC and B2B brands. The agency works with notable clients including Jyothy Labs, The Moms Co., Elivaas, Centre For Sight, Happy Cultures, Wheels Eye, Nuuk, VRB Foods, and AstroTalk. The organization fosters a collaborative work environment where curiosity precedes hierarchy and individual contribution is valued. Advertising Services. 11 to 50 employees.

This is the company's first dedicated Human Resources role, giving the professional full ownership to set up and run the entire HR function from scratch while reporting directly to the Founder. The position is a full-time, on-site role operating Monday through Friday from 10:00 AM to 7:00 PM at Sector 54, Gurugram. The ideal candidate will take primary ownership of talent acquisition, people operations, employee documentation, statutory compliance, and organizational culture.

Key Responsibilities:

Hiring and Talent Acquisition:

• Maintain a proactive talent pipeline for core agency roles across design, copywriting, client servicing, video production, and performance marketing to ensure rapid shortlisting.

• Manage the end-to-end recruitment cycle including drafting job descriptions, multi-channel sourcing, candidate screening, interview scheduling, and offer rollouts.

• Build and maintain an active network of freelance professionals and interns to support peak workloads and specialized project demands.

Compliance and Documentation:

• Ensure up-to-date statutory HR compliance and design comprehensive workplace policies.

• Prepare and manage official HR documentation including offer letters, employment contracts, non-disclosure agreements, and the company employee handbook.

• Administer daily attendance tracking, leave management, and company holiday calendars.

People Operations:

• Build and execute structured onboarding processes to ensure new team members become productive within their first week.

• Manage smooth exit workflows, including notice period tracking, operational handovers, exit interviews, and full and final settlement coordination.

• Serve as the primary point of contact for team inquiries and employee concerns, escalating issues to the Founder when necessary.

Culture and Engagement:

• Schedule and facilitate regular performance review cycles and one-on-one check-ins.

• Organize team rituals, celebrations, offsites, and internal engagement initiatives.

Requirements and Qualifications:

• 2 to 3 years of overall HR experience, including at least 1 year of hands-on recruitment experience.

• Prior experience working within an advertising agency, startup, or creative industry environment is preferred.

• Ability to build HR processes independently from scratch without supervision.

• Practical working knowledge of Indian labour compliances and statutory norms.

• Highly organized, detail-oriented, and discreet with strong written and verbal communication skills.

• Proficiency in sourcing talent via LinkedIn, Naukri, and creative hiring platforms such as Behance and Instagram.

• Immediate joiners are preferred.

TrueBlue is a leading provider of specialized workforce solutions that help clients fill growth needs and improve productivity through contingent staffing and talent management services. Staffing and Recruiting. 5001 to 10000 employees.

TrueBlue India is looking for a proactive and detail-oriented Senior Recruiting Coordinator with hands-on experience in US recruitment coordination or recruitment operations. The position is based on-site in Sector 48, Gurugram, operating on a 5-day work week. In this role, the coordinator will manage the end-to-end recruitment coordination lifecycle, support onboarding workflows, liaise with cross-functional stakeholders, and maintain data hygiene across recruitment platforms while adhering strictly to operational SLAs.

Key Responsibilities:

• Coordinate the end-to-end recruitment workflow and support candidates across every stage of the hiring lifecycle.

• Facilitate seamless candidate communication, interview scheduling, offer preparation, and pre-onboarding documentation.

• Maintain accurate, up-to-date candidate records, status tracking, and compliance documentation within the ATS.

• Partner and coordinate closely with internal hiring teams, recruiters, and external stakeholders while meeting defined turnaround times and SLAs.

• Address candidate queries professionally to ensure a positive and consistent candidate experience throughout the hiring process.

Requirements and Qualifications:

• 1 to 3 years of hands-on experience in US recruitment coordination, staffing support, or recruitment operations.

• Strong written and verbal communication alongside effective coordination abilities.

• Proven stakeholder management skills with the capacity to manage multiple hiring priorities simultaneously in a fast-paced environment.

• High attention to detail with familiarity in using modern Applicant Tracking Systems (ATS).

SBI Card is a leading pure-play credit card issuer in India, offering a wide range of credit cards to cater to diverse customer needs. The organization is constantly innovating to meet the evolving financial needs of customers, empowering them with digital currency for a seamless payment experience and rewarding benefits under the motto Make Life Simple. Financial Services and Banking. More than 10,000 employees.

Role Purpose: Provide day-to-day Human Resources business partnering and employee relations for assigned business verticals within SBI Cards.

Role Accountability:

• Provide direction and expertise across the full scope of HR services including talent selection, employee relations, employee compensation, employee engagement, and organizational design for functions in scope.

• Drive timely rollout and closure of core HR processes within the business such as Performance Management, Salary Planning, Reward Management, and Talent Management, while enabling cross-functional communication and best-practice sharing.

• Drive regular employee connect sessions and engagement initiatives, delivering actionable feedback to employees and senior management while resolving grievances and concerns.

• Coach and counsel employees regarding HR policies and procedures with respect to transfers, promotions, compensation, benefits, and conditions of employment.

• Drive internal job postings (IJP) for the vertical as per established processes and ensure timely closures.

• Identify, select, and retain strong talent to maintain a healthy and dynamic talent pipeline.

• Act as an employee advocate, balancing fair labor standards, company policies, and business priorities.

• Partner with business leadership and regional HR counterparts to plan and execute strategic workforce engagement plans.

• Ensure strict adherence to information security and data privacy guidelines while handling sensitive organizational and employee data.

• Foster a culture of teamwork, partnership, and transparency through cross-functional collaboration.

Technical Skills, Competencies and Experience:

• Strong working knowledge of end-to-end HR policies, operational processes, and people practices.

• Proven experience handling sensitive, confidential data and complex employee relations matters.

• Ability to objectively analyze operational practices, identify process improvement opportunities, build consensus, and drive implementation.

• Strong business acumen with the ability to align HR strategies with organizational goals.

• Exceptional stakeholder management, influencing capability, problem-solving, and assertiveness.

Founded in Denmark, Ramboll is a foundation-owned people company with more than 18,000 experts working across global operations in 35 countries. The organization delivers innovative engineering, architecture, and consultancy solutions across diverse markets including Buildings, Transport, Planning and Urban Design, Water, Environment and Health, Energy, and Management Consulting. In India, Ramboll has more than 1,800 experts working across five offices. Civil Engineering and Consulting. More than 10,000 employees.

About the team: You will be part of Ramboll's Global HR Operations team, which provides HR operations services to various countries across Ramboll using global HR applications such as Workday. As the Global Leave & Absence Specialist, you will be the specialist resource for leave and absence management within Global HR Operations. You will own the accuracy, consistency, and continuous improvement of leave and absence processes across serviced countries, acting as the point of expertise for complex cases, process design, and Workday absence configuration while contributing to wider HR Operations service delivery linked to the employee lifecycle.

Main Role Responsibilities:

• Leave & Absence Process Expertise: Act as the subject matter expert for leave and absence processes globally, including maternity and parental leave, sick leave, statutory and company-specific leave types, disability or medical leave, and other absence categories across multiple countries.

• Complex Case Resolution: Own and resolve complex or non-standard leave cases such as extended medical leave, intermittent leave, leave-pay interactions, and return-to-work scenarios, acting as the escalation point for the wider HR Operations team.

• Process Design & Standardization: Design, document, and continuously improve global leave and absence processes, identifying opportunities for standardization and automation across countries.

• Workday Absence Configuration: Partner with the HRIS and Workday team on absence plan configuration, testing, and troubleshooting, identify and raise system gaps or defects affecting leave processing, and support enhancement projects.

• Statutory & Policy Currency: Maintain up-to-date knowledge of statutory leave entitlements and regulatory changes across countries serviced, translating these into updated processes, guides, and system configurations.

• Payroll Interface: Ensure leave data flows accurately into payroll, working closely with Global Payroll and in-country teams to coordinate statutory pay, unpaid-leave deductions, and return-to-work pay changes, validate absence data ahead of payroll cut-off dates, and investigate and resolve leave-related payroll discrepancies.

• General HR Operations & Workday Support: Provide broader HR Operations process and Workday system support including service requests, data updates, and change requests as part of the team's day-to-day delivery.

• Query & Ticket Resolution: Handle and resolve leave and absence-related tickets and queries from employees, managers, and in-country HR teams, ensuring adherence to defined SLAs and turnaround times.

• Documentation & Training: Own the creation and maintenance of leave and absence SOPs, quick guides, step-by-step guides, and training materials for the wider HR Operations team to reference.

• Knowledge Sharing & Coaching: Act as the go-to resource for leave and absence questions across the HR Operations team, coaching colleagues on process nuances and edge cases.

• Stakeholder Engagement: Participate in weekly and monthly update calls with countries and the Global HR Operations team, representing leave and absence topics and providing status updates on ongoing initiatives.

• Benefits Coordination: Liaise with global and local benefits teams, insurers, and providers to ensure correct handling of benefits such as income protection, disability, and statutory entitlements during leave, keeping employees informed of the benefit implications of their leave.

• Global Policy & Data Compliance: Support the harmonization of global and local leave and absence policies with People Advisory, legal, and payroll teams, and ensure all leave-related activities comply with data privacy and confidentiality requirements including GDPR and local equivalents, supporting internal and external audits as needed.

• Vendor & Provider Liaison: Act as the primary point of contact for external vendors involved in leave administration, including payroll providers, benefit providers, insurers, and occupational health providers, coordinating on claims, certificates, and return-to-work arrangements.

• Reporting & Analytics: Prepare regular and ad hoc reporting on leave trends, absence utilization, and payroll-impacting leave, analyzing data to flag risks and provide insights that support workforce planning, policy review, and wellbeing initiatives.

Qualifications:

• HR Operations experience gained in an international, multi-cultural organization.

• 5 to 7+ years of experience in Global HR Operations, with demonstrated depth in leave and absence management across multiple countries.

• Hands-on experience administering or configuring leave and absence processes in an HRIS tool (Workday strongly preferred, PeopleSoft, Oracle, SAP, or similar also considered).

• Working knowledge of how statutory leave entitlements and practices vary across jurisdictions, with exposure to multiple countries and regions preferred.

• Service-minded approach with a strong understanding of customer service in a shared-services or global environment.

• Experience working in a complex, matrixed organization.

• Systematic and structured working style with strong attention to detail, given the compliance sensitivity of leave data.

• Strong self-starter, comfortable operating as an individual contributor and subject matter resource without formal line management responsibility.

• Excellent communication and coordination skills, fluent in English, both verbal and written.

• Innovative and problem-solving approach, particularly for ambiguous or non-standard cases.

• Comfortable working in a fast-paced environment with a sense of urgency.

• Preferred Education & Certification: Bachelor’s degree in Human Resources, Business Administration, Employment Law, or a related field, with a professional HR, payroll, or benefits certification considered an advantage.

• Regional Breadth: Experience supporting countries across Europe, the Americas, the Middle East, and Asia-Pacific is highly advantageous.

Cactus Communications is a leading technology company that specializes in expert services and AI-driven products which improve how research gets funded, published, communicated, and discovered. Its flagship brand Editage offers a comprehensive suite of researcher solutions, including expert services and cutting-edge AI products like Mind the Graph, Paperpal, and R Discovery. With offices in Princeton, London, Singapore, Beijing, Shanghai, Seoul, Tokyo, and Mumbai, CACTUS operates with a global workforce of over 3,000 experts and is recognized for workplace best practices. Technology, Information and Internet. 1001 to 5000 employees.

CACTUS is looking for a passionate HR professional with advanced Excel skills, excellent comprehension, and strong analytical depth to join as Manager, Compensation and Benefits. This is an individual contributor and hands-on role acting as the custodian of HR data. The position involves gathering, cleaning, collating, and converting data into accurate reports and dashboards, going beyond basic reporting to independently analyze data and deliver actionable insights for leadership. While the candidate can choose to work from home in Mumbai, the role requires frequent visits to the Andheri East office for meetings and business requirements, reporting directly to the AVP, HR Operations and Administration.

Key Responsibilities:

• Partner closely with organizational stakeholders to understand problem statements and independently formulate the right analytical approach.

• Gather relevant data from various databases, internal systems, and sources, combining them into a cohesive dataset using MS Excel.

• Bring a strong compensation and benefits perspective to HR analytics, supporting people cost models, salary benchmarking, and annual compensation revision cycles with market and structural context.

• Utilize advanced Excel techniques including pivot tables, validation automation, advanced formulas, and macros to analyze and interpret complex datasets.

• Go beyond raw numbers to explain the underlying business drivers and trends behind the metrics.

• Own the end-to-end design, creation, and continuous improvement of core HR dashboards including headcount, attrition, people cost, hiring metrics, and ad-hoc analytics.

• Independently draw meaningful conclusions, summarize key insights and strategic recommendations, and partner with leadership to present them effectively to executive stakeholders.

Qualifications and Prerequisites:

• Bachelor’s degree in any discipline, with a preferred background in Engineering, Mathematics, or Statistics.

• Demonstrated hands-on expertise in advanced Excel techniques and data modeling.

• 5 to 7 years of relevant experience creating dashboards from scratch and analyzing HR data, with a strong preference for backgrounds in Compensation and Benefits or COE analytics roles.

• Passion for numbers, quantitative metrics, and data integrity with exceptional attention to detail.

• Strong comprehension skills with a proven track record of converting complex data points into actionable leadership recommendations.

• Excellent verbal and written communication skills with experience presenting findings to senior leadership.

Cactus Communications is a leading technology company that specializes in expert services and AI-driven products which improve how research gets funded, published, communicated, and discovered. Its flagship brand Editage offers a comprehensive suite of researcher solutions, including expert services and AI products such as Mind the Graph, Paperpal, and R Discovery. With offices in Princeton, London, Singapore, Beijing, Shanghai, Seoul, Tokyo, and Mumbai, CACTUS operates with a global workforce of over 3,000 experts and is recognized for workplace best practices. Technology, Information and Internet. 1001 to 5000 employees.

CACTUS is a remote-first organization embracing an accelerate from anywhere culture. The company is seeking a detail-oriented and experienced Senior Associate, Payroll and HR Operations to front-end manage payroll coordination and support lifecycle HR operations for the India entity, while providing oversight of payroll delivery across global offices. This is a vendor-managed oversight role where the associate owns the accuracy, timeliness, and compliance of payroll outcomes by collating inputs, validating vendor outputs, and coordinating closely with in-country points of contact.

Key Responsibilities:

• Manage end-to-end India payroll coordination with external vendors, including monthly payroll inputs, validation, payroll calendars, salary disbursement, and resolution of discrepancies.

• Coordinate statutory payroll compliance across applicable states, including PF, ESI, Professional Tax, LWF, and TDS, while tracking filing timelines and supporting Form 16 issuance and TDS reconciliations.

• Manage employee exit-related payroll activities, including full and final settlements, gratuity calculations, leave encashment, and coordination with payroll vendors.

• Oversee global payroll coordination across multiple locations by working with regional POCs and in-country vendors to ensure accurate and timely payroll processing and compliance.

• Maintain accurate HRIS and employee master data and ensure timely processing and communication of employee lifecycle changes, including new hires, exits, transfers, promotions, and compensation changes.

• Act as the primary point of contact for payroll-related employee queries and support internal and external payroll audits, compliance checks, and vendor SLA reviews.

• Drive payroll process improvements through accurate trackers and dashboards, SOP documentation, vendor management, and initiatives to improve payroll accuracy, timeliness, and operational efficiency.

Qualifications and Prerequisites:

• Bachelor’s degree in Human Resources, Business Administration, Commerce, or a related field, or equivalent experience.

• 3 to 5+ years of experience in payroll operations, payroll coordination, and generalist HR operations, preferably with exposure to vendor-managed or outsourced payroll models.

• Strong working knowledge of Indian statutory compliance, including PF, ESI, PT, LWF, and TDS, with the ability to review and validate vendor payroll outputs and filings.

• Proven experience managing external vendors, tracking SLAs and deadlines, and coordinating with stakeholders across different time zones and geographies.

• Strong proficiency in Microsoft Excel, including VLOOKUP, pivot tables, and other data management and analysis functions.

• High level of accuracy, confidentiality, discretion, and organizational skills, with the ability to manage sensitive employee data and multiple priorities simultaneously.

• Prior experience with multi-country payroll, HRIS platforms, vendor management or procurement, and familiarity with Indian Labour Codes is an advantage.

Mitsubishi UFJ Financial Group (MUFG) is one of the world’s leading financial groups, striving to make a difference for every client, organization, and community served across the globe. The organization stands for core values, building long-term relationships, serving society, and fostering shared and sustainable growth for a better world. With a vision to be the world’s most trusted financial group, the culture puts people first, listens to new and diverse ideas, and collaborates toward greater innovation, speed, and agility, investing in talent, technologies, and tools that empower employees to own their careers. Financial Services and Banking. More than 10,000 employees.

This role requires a dynamic professional to collaborate with performance and rewards leaders on the design and delivery of compensation and performance management programs. The position involves executing annual compensation review processes, governing incentive frameworks, partnering closely with business and risk functions, and providing deep market intelligence and analytics across global lines of business.

Key Responsibilities:

• Collaborate with performance and rewards leaders on the design and delivery of compensation programs, including the execution of the annual compensation review process for assigned business lines.

• Own and execute the bank’s incentive governance framework for all business incentive and compensation plans across assigned client groups.

• Provide comprehensive support for the incentive design process for business lines’ incentive compensation plans, partnering closely with business leaders, finance, compliance, risk, and HR business partners.

• Deliver data-driven analysis and insights covering base salary, variable bonus, and equity programs.

• Provide rigorous analysis to ensure strict compliance with all relevant labor and financial services regulations within assigned business lines.

• Execute the annual market survey process for assigned business lines.

• Develop solutions to effectively deliver market data, competitive intelligence, and appropriate analytics to business leaders.

• Perform ad hoc compensation and performance analytics to support emerging business needs.

• Provide end-to-end project management and execute strategic projects within the compensation and performance landscape.

Required Skills and Qualifications:

• Demonstrated experience executing compensation programs within a large, complex organization.

• Deep knowledge of base pay structures, total compensation, organizational job review and structuring, external market data analysis, and compensation regulations.

• Strong understanding of the financial services regulatory environment along with knowledge of FLSA and related regulations.

• Ability to interpret and analyze compensation and labor market data to assess comparable worth, benchmarking, internal alignment, and external competitiveness.

• In-depth understanding of compensation philosophies, compensation structures (salary, cost-of-living adjustments, merit increases, bonus plans, global mobility, and executive compensation), and deferred compensation programs.

• Solid grasp of key pay practices, pay compression, pay equity, pay transparency, banding, and relevant compensation metrics like compa-ratio.

• Foundational accounting and financial knowledge, with high proficiency in MS Office, advanced Excel, and PowerPoint.

• Prior working experience with Workday is preferred.

• Excellent stakeholder management, analytical thinking, structured decision-making, and professional communication skills.

• Degree or equivalent professional work experience.

Koffeetech Communications is a 360-degree digital marketing and advertising agency offering digital solutions, branding, social media marketing, public relations, and web design. Advertising and Digital Marketing. 51 to 200 employees.

The organization is looking for a proactive and people-oriented Human Resources Executive to manage end-to-end HR operations in an on-site setup based in Mumbai. The role involves managing the full recruitment cycle, end-to-end employee lifecycle management, attendance and payroll coordination, employee engagement initiatives, grievance redressal, and fostering a positive, productive work culture. The ideal candidate should be structured, detail-oriented, and capable of addressing workplace concerns with professional maturity.

Key Responsibilities:

Recruitment and Onboarding:

• Understand specific hiring requirements from department heads across the agency.

• Draft and post comprehensive job descriptions across relevant job boards and digital channels.

• Screen incoming resumes and shortlist potential candidates for open positions.

• Schedule, coordinate, and track interviews across multiple hiring stages.

• Conduct initial HR screening calls and behavioral interviews.

• Manage salary discussions and offer negotiations in alignment with management approvals.

• Issue formal offer letters, appointment letters, and employment contracts.

• Oversee the complete onboarding workflow, background verification, and employee documentation.

HR Operations and Employee Lifecycle:

• Maintain accurate employee records, physical files, and internal HR database systems.

• Manage employee confirmations, increment cycles, and internal promotions.

• Draft formal HR communications including confirmation letters, increment letters, and warning notices.

• Handle employee separation procedures, resignation workflows, and exit interview formalities.

• Prepare and issue standard relieving and experience letters.

• Coordinate with the accounts department for timely completion of full and final settlements.

Attendance and Payroll Coordination:

• Manage daily attendance and leave records accurately through the HRMS platform.

• Identify and resolve attendance discrepancies in coordination with team managers.

• Compile and prepare monthly payroll inputs including attendance data and deductions.

• Coordinate with the finance and accounts team for monthly salary disbursements.

• Address employee queries regarding salaries, payslips, leaves, and operational deductions.

Employee Relations and Grievance Handling:

• Serve as the primary point of contact for employee grievances and queries.

• Conduct one-on-one feedback sessions and check-in discussions when necessary.

• Resolve workplace conflicts and interpersonal issues professionally.

• Maintain high levels of confidentiality regarding personal employee data and sensitive matters.

Performance Management Support:

• Assist leadership with periodic performance review cycles and tracking.

• Coordinate performance appraisal documentation, rating sheets, and feedback collection.

• Monitor probation periods and track timely probation confirmation workflows.

Employee Engagement and Culture:

• Conceptualize, plan, and execute regular employee engagement initiatives.

• Organize festival celebrations, annual events, birthdays, and collaborative team-building activities.

• Drive initiatives that foster an inclusive, motivating, and positive workplace culture.

Required Skills and Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related discipline.

• 1 to 4 years of proven hands-on experience in HR operations or as an HR Generalist.

• Practical knowledge and working experience with HRMS and HRIS software.

• Strong verbal and written communication alongside polished interpersonal skills.

• Exceptional organizational, multitasking, and priority-management abilities.

• Proven ability to manage confidential company information responsibly.

• Basic knowledge of statutory labor compliances and payroll mechanisms is preferred.

CIEL Skills and Careers is part of CIEL HR Group, delivering comprehensive talent acquisition, staffing solutions, upskilling, and human resources operational services across various industries in India. Staffing and Recruiting. 501 to 1000 employees.

Job Summary: The organization is seeking an experienced Team Lead – Payroll & HR Operations from the staffing industry who brings strong hands-on expertise in end-to-end payroll processing and HR operations, paired with proven team-handling capability. The professional will be responsible for overseeing high-volume payroll execution, ensuring compliance and process rigor, managing client escalations, and guiding operational teams to deliver seamless service.

Key Responsibilities:

• Manage payroll and HR operations for a high volume of deputed and internal employees within the staffing ecosystem.

• Lead, mentor, and manage a team of 4 to 5 Operations executives, fostering improved process knowledge and performance.

• Track and ensure strict, timely completion of the AICP process.

• Groom, guide, and support Operations team members to maintain high operational accuracy and efficiency.

• Build, nurture, and maintain strong professional relationships with corporate clients.

• Track, monitor, and follow up on client overdues to ensure timely reconciliation and closure.

• Streamline, standardize, and continuously improve day-to-day operations processes.

• Conduct, schedule, and lead periodic client and deputee alignment meetings.

• Ensure smooth, transparent coordination between external clients, deployed deputees, and the internal Operations department.

• Monitor day-to-day operational performance, auditing deliverables to ensure adherence to defined SLAs and timelines.

Required Skills and Experience:

• Mandatory experience working within the staffing and recruitment industry.

• Strong hands-on experience in payroll computation, statutory deductions, disbursements, and core HR operations.

• Direct background handling large-scale payroll for high employee headcounts.

• Proven team management, supervisory, and people leadership capabilities.

• Strong client relationship management, negotiation, and verbal and written communication skills.

• Deep comprehension of staffing operations, contract staffing dynamics, and end-to-end employee lifecycle workflows.

• Strong follow-up orientation, cross-functional coordination, and issue-resolution abilities.

House of Spices India (HOS Global Foods) is a leading distributor and manufacturer of authentic Indian and South Asian food products, spices, and ingredients with widespread international operations. Food and Beverage Distribution. 501 to 1000 employees.

This role ensures performance rigor, SOP discipline, people intelligence, and transformation initiatives are executed consistently across geographies to support business growth, service excellence, cost optimization, and leadership accountability. The candidate will work in an on-site setup operating on USA shifts at Vidyavihar, Mumbai.

Key Responsibilities:

People Analytics and Leadership Insights:

• Build and maintain leadership dashboards covering attrition hotspots across functions, locations, and roles.

• Monitor and analyze hiring versus productivity metrics and ramp-up effectiveness.

• Analyze workforce trends across diverse business verticals including warehouse, sales, and support functions.

• Deliver monthly and quarterly people insights to leadership during business review meetings.

• Translate people data into actionable strategies, risk assessments, and recommendations rather than standard reports.

HR Systems and Data Discipline:

• Ensure HR systems data accuracy, completeness, and cross-regional consistency.

• Standardize definitions, metrics, and reporting logic across all operating regions.

• Partner with HR systems operations teams to ensure robust data hygiene and comprehensive audit readiness.

• Enable reliable data foundations for performance reviews, talent discussions, governance forums, and upcoming AI automation initiatives.

AI Enablement and Process Optimization:

• Drive focused and business-relevant AI and automation initiatives within a controlled scope.

• Automate HR reporting systems, management dashboards, and overall people operations metrics.

• Achieve HR SLA and cycle-time reductions across hiring, onboarding, and operational processes.

• Implement workflow simplification and end-to-end process digitization.

• Measure and report business impact focusing on efficiency gains, data accuracy, time saved, and dependency reduction.

• Ensure all AI initiatives remain firmly anchored to people outcomes and strategic business priorities.

HR Transformation Projects:

• Actively own and execute key HR transformation initiatives across business functions.

• Support the transition from transactional HR operations into a structured People Operating Model.

• Embed strong governance, review cadence, and leadership accountability across all HR processes.

• Enable performance and talent governance alongside operational process maturity.

• Standardize, update, and maintain comprehensive HR SOPs and institutional process documentation.

Required Experience and Skills:

• Deep understanding of performance management frameworks and talent governance mechanisms.

• High degree of proficiency with data analysis, reporting dashboards, advanced MS Excel, and specialized business intelligence tools.

• Disciplined process mindset with strict adherence to governance and compliance standards.

• Demonstrated ability to constructively challenge business decisions using data and actionable insights.

• Executive presence, mature stakeholder communication, and high ownership of outcomes.

• Familiarity with fast-paced startup or agile operational setups.