About Snapmint

Snapmint is a leading fintech company redefining access to consumer credit in India. With over 10 million customers across 2,200+ cities, its zero-cost EMI platform enables responsible purchases without the need for a credit card across categories such as fashion, electronics, and lifestyle. Snapmint focuses on financial inclusion and ethical lending by providing a trusted and transparent alternative to traditional credit cards.

Founded in 2017, Snapmint is a profitable, high-growth company doubling year-on-year. The founding team comprises alumni of IIT Bombay and ISB, with experience across Oyo, Ola, Maruti Suzuki, and ventures in ad-tech, patent analytics, and bank-tech.

The Learning & Development Manager will be responsible for designing, implementing, and evaluating AI-first training programs that enhance employee skills, performance, and career growth. The role will work closely with department heads and business leaders to identify capability gaps and build a culture of continuous learning across the organization.

Key Responsibilities:

• Design and execute an integrated learning strategy that embeds AI, operational intelligence, and capability-building across all core business functions.
• Work closely with teams to understand their real workflows, business challenges and capability requirements.
• Partner with stakeholders to identify skill gaps and prioritize high-impact training interventions aligned with business goals.
• Design structured onboarding, functional training, and AI-literacy training programs.
• Manage end-to-end training delivery, including scheduling, communications, logistics, coordination and day-of execution to ensure consistency and measurable outcomes.
• Incorporate and manage the Learning Management System (LMS).
• Demonstrate how training investments help close skill gaps and contribute to measurable business results.
• Build strong partnerships with department heads and business leaders to understand evolving capability requirements.
• Identify, negotiate with and manage external trainers and content providers to ensure quality, value and smooth delivery.
• Use data and relevant metrics to evaluate training effectiveness and demonstrate training ROI.
• Apply instructional design principles and modern learning approaches to create impactful learning experiences.

Skills and Qualifications:

• 6–8 years of experience in Learning & Development, Training, or HR.
• Experience in Fintech, NBFC, Payment Gateway or Lending industry.
• Master’s degree in HR, Business, or a related field.
• Strong knowledge of instructional design principles, including ADDIE and the Kirkpatrick model.
• Hands-on experience with LMS platforms and e-learning tools.
• Excellent facilitation, communication and stakeholder management skills.
• Strong data-driven approach to measuring training effectiveness and training ROI.
• Ability to work closely with business leaders and translate business requirements into practical learning interventions.
• Strong understanding of AI-first learning and capability-building approaches is relevant to the role.

Industry: Fintech, Consumer Finance and Lending

Location: Andheri, Mumbai

Working Days: 5 days working

Teleperformance is hiring a Training Assistant Manager for its Mumbai operations. The role is based in Malad, Mumbai, with compensation of up to ₹10 LPA.

The Training Assistant Manager will be responsible for managing Training Officers, Voice Coaches and Line Trainers for designated processes. The role involves administering and supervising training programs for new hires and existing employees in line with the standards agreed between clients and Operations.

The training programs and activities developed for the assigned processes should be aligned with business goals, operational requirements and client satisfaction. The role requires strong focus on training data, compliance adherence, content development and employee engagement initiatives that contribute to improved performance and retention.

Key responsibilities include identifying gaps between existing training programs and operational requirements, recommending appropriate solutions and implementing improvements. The role will also be responsible for managing key training and operational performance indicators such as TQ, yield and other relevant KPIs.

The Training Assistant Manager will maintain current knowledge of industry developments, processes and products and participate in network communication to ensure training practices remain relevant and effective. The role also requires maintaining accurate statistics, performance levels and other training-related reports.

The position requires flexibility to meet business requirements, including working across different shift timings and movement across locations when required.

Critical Competencies:

• Stakeholder Management
• Performance Management
• Measuring Training Effectiveness
• HR Policies and TP Culture
• Facilitating Effective Meetings
• Application of Lean Six Sigma principles
• Coaching of Others

Industry: Business Process Management, Customer Experience and Training Services

Fynd is a frontier technology company that started at the intersection of technology and retail, where technology was historically less available. Over the years, Fynd became one of India’s largest retail technology platforms. Retail was the entry point, not the boundary.

Today, Fynd builds intelligent software that runs business operations. Rather than simply providing tools that help people work faster, Fynd develops systems that can absorb entire business functions including manufacturing, marketing, logistics, commerce, and quality control. Fynd works closely within customers’ businesses to build deep domain context and develop AI systems capable of operating autonomously. The company is expanding beyond retail into manufacturing, generative media, physical AI, and healthcare.

About The Role

Fynd is looking for a proactive and detail-oriented Talent Acquisition Intern to join its HR team. This is a hands-on internship designed for someone looking to build a strong foundation in recruitment operations, from sourcing candidates to coordinating and managing the complete interview lifecycle.

The intern will work closely with recruiters and hiring managers and gain direct exposure to how a fast-paced technology and retail company identifies, evaluates, and hires talent.

Key Responsibilities

Candidate Sourcing & Screening

Source potential candidates through job portals such as Naukri, LinkedIn, and Indeed, along with internal databases and employee referrals.

Conduct initial resume screening against role requirements shared by hiring managers.

Perform basic telephonic screening to assess candidate fit, availability, and interest.

Maintain and regularly update candidate pipelines and recruitment trackers.

Interview Scheduling & Coordination

Coordinate with candidates and interviewers to schedule telephonic, virtual, and in-person interviews.

Send timely interview confirmations, reminders, and rescheduling communications.

Manage interviewer calendars and proactively resolve scheduling conflicts.

Ensure minimal candidate drop-off by maintaining consistent and timely follow-up throughout the recruitment process.

In-Person Interview Management

Welcome and coordinate with candidates visiting the office for interviews.

Ensure interview rooms, interview panels, and required documents are available and properly arranged.

Collect feedback from interviewers promptly after each interview round.

Communicate interview outcomes and next steps to candidates in a timely and professional manner.

Reporting & Documentation

Maintain accurate recruitment trackers covering candidate status, interview feedback, and turnaround time.

Assist in generating basic hiring reports and dashboards for the Talent Acquisition team.

Support offer rollout coordination and recruitment documentation as required.

Specific Requirements

Pursuing or recently completed a graduate or postgraduate degree, with HR specialization preferred.

Excellent verbal and written communication skills.

Strong interpersonal skills with a candidate-first and professional approach.

Highly organized with the ability to manage multiple schedules and priorities simultaneously.

Proficiency in MS Excel and Google Sheets. Familiarity with ATS platforms or job portals will be an advantage.

Ability to work on-site full-time for the complete internship duration.

What You'll Gain

End-to-end exposure to the recruitment lifecycle at a fast-growing company.

Direct mentorship from experienced Talent Acquisition professionals.

Internship certificate and potential for full-time conversion based on performance.

Real ownership of recruitment tasks from day one rather than only observation.

Work Environment

Fynd promotes collaboration and creativity. Teams work from the office five days a week to encourage open communication, teamwork, and innovation. The internship provides an opportunity to work in a dynamic environment where ideas and contributions can make an impact.

Fynd is a frontier technology company that started at the intersection of technology and retail, where technology was historically less available. Over the years, Fynd became one of India’s largest retail technology platforms. Retail was the entry point, not the boundary.

Today, Fynd builds intelligent software that runs business operations. Rather than simply providing tools that help people work faster, Fynd develops systems that can absorb entire business functions including manufacturing, marketing, logistics, commerce, and quality control. Fynd works closely within customers’ businesses to build deep domain context and develop AI systems capable of operating autonomously. The company is expanding beyond retail into manufacturing, generative media, physical AI, and healthcare.

About The Role

Fynd is looking for a proactive and detail-oriented Talent Acquisition Intern to join its HR team. This is a hands-on internship designed for someone looking to build a strong foundation in recruitment operations, from sourcing candidates to coordinating and managing the complete interview lifecycle.

The intern will work closely with recruiters and hiring managers and gain direct exposure to how a fast-paced technology and retail company identifies, evaluates, and hires talent.

Key Responsibilities

Candidate Sourcing & Screening

Source potential candidates through job portals such as Naukri, LinkedIn, and Indeed, along with internal databases and employee referrals.

Conduct initial resume screening against role requirements shared by hiring managers.

Perform basic telephonic screening to assess candidate fit, availability, and interest.

Maintain and regularly update candidate pipelines and recruitment trackers.

Interview Scheduling & Coordination

Coordinate with candidates and interviewers to schedule telephonic, virtual, and in-person interviews.

Send timely interview confirmations, reminders, and rescheduling communications.

Manage interviewer calendars and proactively resolve scheduling conflicts.

Ensure minimal candidate drop-off by maintaining consistent and timely follow-up throughout the recruitment process.

In-Person Interview Management

Welcome and coordinate with candidates visiting the office for interviews.

Ensure interview rooms, interview panels, and required documents are available and properly arranged.

Collect feedback from interviewers promptly after each interview round.

Communicate interview outcomes and next steps to candidates in a timely and professional manner.

Reporting & Documentation

Maintain accurate recruitment trackers covering candidate status, interview feedback, and turnaround time.

Assist in generating basic hiring reports and dashboards for the Talent Acquisition team.

Support offer rollout coordination and recruitment documentation as required.

Specific Requirements

Pursuing or recently completed a graduate or postgraduate degree, with HR specialization preferred.

Excellent verbal and written communication skills.

Strong interpersonal skills with a candidate-first and professional approach.

Highly organized with the ability to manage multiple schedules and priorities simultaneously.

Proficiency in MS Excel and Google Sheets. Familiarity with ATS platforms or job portals will be an advantage.

Ability to work on-site full-time for the complete internship duration.

What You'll Gain

End-to-end exposure to the recruitment lifecycle at a fast-growing company.

Direct mentorship from experienced Talent Acquisition professionals.

Internship certificate and potential for full-time conversion based on performance.

Real ownership of recruitment tasks from day one rather than only observation.

Work Environment

Fynd promotes collaboration and creativity. Teams work from the office five days a week to encourage open communication, teamwork, and innovation. The internship provides an opportunity to work in a dynamic environment where ideas and contributions can make an impact.

Grexa AI is a venture-backed startup focused on building the world’s first Marketing AI Platform for small businesses. The platform is designed as a fully autonomous system that drives real revenue by automating and optimizing digital marketing.

Grexa AI was founded by four seasoned IIT alumni and former Testbook founders and CXOs who scaled Testbook to a $30Mn ARR business with 1,000+ employees before its successful acquisition by a leading edtech company. The team brings deep product expertise, execution speed, and experience building businesses at scale. Grexa AI is funded, building rapidly, and assembling a high-performing team to disrupt the global digital marketing space from India.

About The Role

Grexa AI is looking for a Talent Acquisition Associate to support end-to-end hiring across non-sales functions, including Engineering, Product, Design, Marketing, Operations, and G&A.

The candidate will work closely with the Talent Acquisition Specialist and take ownership of sourcing and screening while learning to manage full-cycle recruitment. This is a high-ownership entry point into talent acquisition at a fast-scaling AI startup and is suitable for someone early in their recruitment career who wants exposure across multiple functions and opportunities to grow quickly.

Key Responsibilities

Talent Sourcing & Pipeline

Proactively source candidates for non-sales roles through LinkedIn, job portals such as Naukri and Instahyre, employee referrals, and professional communities.

Build and maintain healthy candidate pipelines for open Engineering, Product, Design, Marketing, and Operations positions.

Keep candidate databases and hiring trackers accurate and up to date.

Screening & Coordination

Conduct initial screening calls to assess communication, motivation, role fit, and basic qualifications against the hiring brief.

Schedule interviews across different interview panels, manage feedback loops, and keep candidates and interviewers informed at every stage of the recruitment process.

Support the Talent Acquisition Specialist and hiring managers in defining role requirements and shortlisting suitable candidates.

Candidate Experience

Deliver a smooth and professional candidate experience from the first contact through onboarding.

Represent Grexa AI’s brand and culture effectively across all recruitment touchpoints.

Support offer rollouts and pre-joining engagement activities for selected candidates.

Recruitment Operations & Reporting

Maintain recruitment dashboards, trackers, and documentation.

Share pipeline status and recruitment funnel updates with the Talent Acquisition Specialist and leadership.

Coordinate with HR Operations to ensure smooth onboarding and effective handover of selected candidates.

Requirements

0–2 years of experience in recruitment or talent acquisition. Strong internship experience will also be considered.

Exposure to non-sales hiring across technology, product, design, marketing, or operations will be a strong advantage.

Solid sourcing instincts across LinkedIn and job portals with the ability to manage high volumes of candidate outreach.

Strong communication and interpersonal skills to effectively engage candidates and internal stakeholders.

Comfortable working with Excel and Google Sheets and willing to learn ATS and recruitment tools.

High-ownership mindset with strong organizational skills and the ability to thrive in a fast-paced startup environment.

The candidate must be based in Mumbai or Navi Mumbai and be able to work full-time from the Vashi office.

Why Join Us

High-growth environment with the opportunity to get in early and contribute to hiring for a fast-scaling AI startup.

Founders’ access and the opportunity to work closely with IIT alumni and serial entrepreneurs who built and scaled Testbook.

Strong learning curve with exposure across Engineering, Product, and go-to-market hiring, along with a clear path to grow into a full-cycle recruiter.

Collaborative culture with a high-performance, zero-politics environment that values results and people equally.

Scymes Services Private Limited is looking for an experienced Recruitment Manager to lead its recruitment team and manage end-to-end hiring and recruitment operations for its ITES organization.

The role requires strong recruitment experience in Banking, Financial Services, BFSI, or Corporate Banking processes, along with proven expertise in volume hiring, bulk hiring, campus hiring, recruitment team management, sourcing, screening, stakeholder management, and hiring closures.

Key Responsibilities

Lead and manage the recruitment team while overseeing end-to-end recruitment operations.

Manage volume hiring, bulk hiring, and campus hiring requirements across the organization.

Drive sourcing, candidate screening, interview coordination, selection, and hiring closure activities.

Manage recruitment targets and ensure timely closures within defined turnaround times.

Coordinate closely with HR, Operations, and clients to understand manpower requirements and execute hiring plans.

Handle client coordination and participate in client visits for recruitment discussions, manpower requirements, hiring plans, and closure of open positions.

Manage multiple hiring requirements simultaneously while maintaining recruitment quality and ensuring TAT-driven closures.

Build and maintain strong candidate pipelines to support ongoing and high-volume recruitment requirements.

Ensure effective coordination between the recruitment team, internal stakeholders, clients, and operational teams throughout the hiring process.

The ideal candidate should have strong experience in BFSI or ITES recruitment, team management, volume hiring, bulk hiring, campus hiring, and end-to-end recruitment operations.

Ativir Financial Consultants Private Limited is a leading Investment Banking and Corporate Financial Advisory Firm specializing in Merchant Banking, Debt Syndication, Structured Finance, Project Finance, Credit Appraisal, Financial Due Diligence, Business Valuation, Equity Research, and Corporate Advisory Services.

The company works with corporates, financial institutions, NBFCs, SMEs, and emerging businesses, delivering strategic financial solutions with integrity, innovation, and excellence. As the organization continues to expand, it is looking for passionate professionals to join its growing team.

Position: HR Manager, Talent Acquisition & HR Operations

Department: Human Resources

Reporting To: Director / CEO

Job Summary

The HR Manager will lead end-to-end recruitment with a strong focus on headhunting niche and leadership profiles while overseeing day-to-day HR operations. The ideal candidate should have expertise in sourcing hard-to-find talent, stakeholder management, employee lifecycle management, payroll coordination, compliance, and HR process implementation.

Key Responsibilities

Talent Acquisition

Lead end-to-end recruitment for junior, mid-level, senior, and leadership positions.

Headhunt niche profiles across Investment Banking, Merchant Banking, Private Equity, NBFC, AIF, Trustee Services, Legal, Compliance, Finance, Risk, and Technology.

Build talent pipelines through LinkedIn Recruiter, job portals, networking, referrals, and direct sourcing.

Coordinate with hiring managers to understand manpower requirements and develop appropriate hiring strategies.

Conduct candidate screening, interviews, salary negotiations, and offer management.

Ensure timely closure of critical positions within agreed turnaround times.

Develop employer branding initiatives to attract high-quality talent.

Maintain recruitment MIS, dashboards, and hiring analytics.

HR Operations

Manage the complete employee lifecycle from onboarding to exit.

Coordinate payroll inputs, attendance, leave management, reimbursements, and full and final settlements.

Draft HR letters including appointment letters, increment letters, confirmation letters, promotion letters, warning letters, and experience letters.

Ensure compliance with labour laws and applicable statutory requirements.

Maintain employee records, HR policies, and documentation.

Handle employee grievance resolution and disciplinary matters.

Drive employee engagement and performance management initiatives.

Coordinate with internal departments for HR process improvements.

HR Strategy & Compliance

Develop and implement HR policies and SOPs.

Monitor recruitment metrics, attrition, and workforce planning.

Support organizational restructuring and manpower planning.

Ensure HR compliance with applicable labour regulations.

Maintain confidentiality of employee and organizational information.

Required Skills

Strong expertise in headhunting and niche profile hiring.

Excellent LinkedIn sourcing and Boolean search skills.

Experience in stakeholder and candidate management.

Strong negotiation and communication skills.

Knowledge of payroll, labour laws, and HR compliance.

Proficiency in MS Excel and HRMS platforms such as Keka, Zoho, Darwinbox, or similar systems.

Strong analytical and problem-solving abilities.

Ability to work under pressure and manage multiple hiring mandates simultaneously.

Preferred Industry Experience

Investment Banking, Merchant Banking, Financial Services, NBFC, AIF / PMS, Trustee Services, Consulting, CA Firms, and FinTech.

Qualification

MBA/PGDM in Human Resources or equivalent.

Bachelor's degree in any discipline.

Experience

3 to 7 years of experience in Talent Acquisition and HR Operations.

Proven experience in hiring niche and leadership profiles through direct sourcing and headhunting.

Experience in the financial services or consulting industry will be preferred.

Key Performance Indicators

Position closure within defined TAT.

Quality of hires and offer-to-joining ratio.

Recruitment cost optimization.

Employee onboarding experience.

Payroll and HR operations accuracy.

HR compliance adherence.

Employee retention and engagement initiatives.

HR process improvement and automation.

Industry: Investment Banking, Financial Services and Corporate Financial Advisory. Employee Size:

The Hershey Company is an industry-leading snacks company known for making more moments of goodness through its iconic brands. With a strong portfolio across chocolate, confectionery, and salty snacks, Hershey delights consumers every day. Its beloved brands include Hershey’s, Reese’s, KitKat®, Dots Pretzels, Lesser Evil, Jolly Rancher, Twizzlers, Ice Breakers, and more.

At Hershey, the company is committed to making a meaningful difference in the communities where it operates. Guided by its employee value proposition, Lead Today. Create Tomorrow, Hershey empowers its people to drive impact today while shaping what comes next. Its One Hershey mindset brings teams together across functions, geographies, and businesses, enabling speed, collaboration, and shared purpose.

As a Senior HRIS Specialist, the candidate will help shape and support HR technology solutions that enable Hershey’s talent, people, and business processes. The role supports the management, optimization, and continuous improvement of HR platforms, with a focus on scalable, secure, and well-governed solutions across talent systems, HRIS administration, integrations, and annual HR processes.

The candidate will partner closely with HR, HR Service Delivery, Information Services, and external vendors to deliver technology solutions that improve processes, strengthen system governance, and enhance the employee experience across Hershey.

Key Responsibilities

Configure and support SAP SuccessFactors Talent and Analytics modules supporting talent planning, goal management, succession planning, performance management, and career development.

Support HR technology projects and enhancements, including gathering requirements, managing project documentation, recommending solutions, and enabling process improvement and automation.

Serve as a liaison between business stakeholders and technical teams, translating business needs into scalable HR technology solutions.

Troubleshoot system, process, and integration issues while supporting end-to-end solution delivery, testing, deployment, and post-go-live support.

Support HR system integrations, vendor interfaces, data feeds, platform administration, user access, role-based permissions, system updates, and ongoing maintenance.

Identify opportunities to streamline processes, reduce manual work, improve system functionality, and enhance the employee experience.

Support additional HRIS initiatives, including annual and year-end HR processes, as needed.

Minimum Education & Requirements

Education: Bachelor’s degree in Human Resources, Information Systems, Business, or a related field.

Experience: 1+ years of relevant HRIS, HR technology, HR systems, or related experience is required. 3+ years of HRIS experience is preferred.

Additional Qualifications

Hands-on experience configuring or supporting HRIS platforms, such as SAP SuccessFactors.

Experience supporting HR system integrations, file feeds, vendor interfaces, and HR technology administration.

Strong analytical skills, including validating data, reconciling information, and identifying sustainable solutions.

Strong attention to detail, data accuracy, communication, collaboration, stakeholder management, and problem-solving skills.

Experience leveraging AI tools to improve efficiency and decision-making is a plus.

Benefits and Perks

The Hershey Company offers competitive pay and a comprehensive total rewards package designed to support employee wellbeing, financial security, and life outside of work.

Health & Wellbeing: Medical benefits and wellness programs that support physical and mental health.

Financial Security: Competitive pay and annual incentive opportunities.

Time Off & Flexibility: Paid time off, company holidays, and flexible ways of working where applicable.

Growth & Development: Career development programs, learning opportunities, and internal mobility.

Benefits may vary based on role, location, and eligibility.

Industry: Food and Beverage, Confectionery and Consumer Packaged Goods. Employee Size:

Cognizant Corporate is a global community united by a shared purpose to make a meaningful impact. The organization is committed to excellence and driven by outcomes that matter. Collaboration is at the heart of how Cognizant works, while a forward-thinking mindset supports continuous learning, innovation, and growth.

At Cognizant, careers transcend titles. The organization empowers people to think strategically, inspire others, and lead with purpose while being guided by its core values. Employees have opportunities to contribute to the future of business through meaningful work, learning, and collaboration.

About The Role

As a Sr. Executive, the candidate will drive impactful contributions and focus on outcomes as a key member of the HR Operations team. The role involves collaboration with Location Leaders, different functions, and other stakeholders.

The Location HR professional will be responsible for managing end-to-end HR operations, employee engagement, compliance tracking, emergency response coordination, and onsite support activities. The role plays a critical part in ensuring smooth functioning of location-level HR processes, associate experience, and business continuity readiness.

The role requires a self-starter who can work with impact while contributing to a vibrant people and culture environment and making use of learning and development opportunities.

Key Contributions

Emergency Preparedness & BCM Readiness

Support emergency preparedness and business continuity management readiness at the location and help ensure that relevant HR processes and response mechanisms are in place.

HR Case Governance & Compliance

Manage HR case governance and compliance activities while supporting effective tracking, resolution, and adherence to applicable HR processes and requirements.

Stakeholder Coordination & Location Governance

Coordinate with Location Leaders, different functions, HR teams, and other stakeholders to ensure effective location-level HR governance and smooth execution of HR activities.

Event Execution & Engagement Delivery

Support and execute employee engagement initiatives, events, and on-ground activities that contribute to a positive associate experience and inclusive workplace culture.

Reporting, Tracking & Insights

Manage reporting, tracking, and HR operational insights to support effective decision-making and provide visibility into location-level activities, cases, compliance, and engagement.

Operational Support & Logistics Management

Provide onsite operational support and coordinate logistics required for smooth HR operations and business continuity at the location.

The role requires ownership, relationship building, meaningful outcomes, and a focus on personal growth to support business strategy and foster an inclusive culture.

What You Must Have To Be Considered

Experience in HR Operations and Case Management.

Knowledge of Compliance, Business Continuity Management, and Emergency Response.

Strong Stakeholder Management and Coordination skills.

Event Management and On-ground Execution experience.

Strong Communication and Interpersonal skills.

Reporting and Analytical skills.

A strong sense of ownership, a desire to create meaningful outcomes, and passion for work that serves a greater good for customers, communities, or global challenges.

The candidate should demonstrate Cognizant’s values of Work as One, Dare to Innovate, Raise the Bar, Do The Right Thing, and Own It.

These Will Help You Succeed

Working knowledge of AI Tools and Automation.

Data Visualization and Dashboarding skills.

Work Model

Based on the role’s business requirements, this is an onsite position requiring 5 days a week in a client or Cognizant office in Mumbai, Maharashtra.

Cognizant strives to provide flexibility wherever possible and supports a healthy work-life balance through various wellbeing programs. Working arrangements may change based on the project the employee is engaged in as well as business and client requirements. Role expectations will be communicated clearly based on applicable requirements.

Cognizant welcomes candidates who share its mission and can make an impact in a variety of ways. Candidates are encouraged to apply even if they only meet the minimum requirements, with consideration given to transferable experiences and unique skills that can bring new and valuable contributions to the role.

The HR Operations Specialist III role offers an exciting opportunity to be part of a global HR team in a highly dynamic environment. Working closely with the global HR team, this role will manage the administrative component of Astreya Human Resources and perform other HR-related duties as assigned.

Scope

The role involves resolving a wide range of issues through creative approaches and applying seasoned professional knowledge with a full understanding of the HR operations speciality. The position works on problems of diverse scope and generally receives limited instruction on day-to-day work, with general guidance provided for new assignments.

Roles and Responsibilities

Handle global field employee onboarding, off-boarding, and employee change procedures.

Maintain documents and files required for HR compliance and ensure HR records are properly organized and maintained.

Engage in HRIS administration and client-specific provisioning activities.

Act collaboratively to solve problems and resolve spontaneous and unique situations with professionalism and a strong service orientation.

Seek to continuously improve HR processes, systems, and overall client satisfaction.

Maintain and contribute to a professional work environment at all times.

Perform other HR-related duties as required. The responsibilities listed are not intended to represent a comprehensive inventory of all responsibilities assigned to the position.

Required Qualifications and Skills

Bachelor’s degree, B.S or B.A, from a four-year college or university with 5 to 8 years of related experience and/or training, or an equivalent combination of education and experience.

Ability to network with senior internal and external personnel within the area of expertise.

Demonstrates good judgment when selecting methods and techniques for obtaining solutions.

General knowledge of employment laws, HR practices, and government compliance regulations.

Effective oral and written communication skills with sensitivity to a diverse employee population.

Strong problem-solving and analytical skills.

Resourceful approach with the ability to operate effectively with limited information.

Detail-oriented with strong organizational skills.

Ability to prioritize and manage multiple tasks and requests from multiple sources.

Experience working with large, enterprise-level HRIS platforms.

Understanding of APAC, EMEA, and the US for backup support is required.

Physical Demand & Work Environment

The position requires the ability to perform office-related tasks which may include prolonged sitting or standing.

The employee must be able to move from place to place within an office environment, use a computer, and communicate effectively.

Some positions may require occasional repetitive motion or movements of the wrists, hands, and/or fingers.

MongoDB is seeking a highly motivated Corporate Recruiter to join its Talent Acquisition team. This individual will bring deep sourcing capability, strong market insights, and proven recruiting experience to identify and engage top talent across roles, with a focus on People and Finance functions.

The ideal candidate will have experience building talent pipelines through proactive outreach, targeted market research, and thoughtful partnership with hiring managers. The role requires a strong focus on delivering a high-touch candidate and stakeholder experience throughout the recruiting process.

This role will be based remotely in India.

Key Responsibilities

Manage the full recruitment lifecycle across multiple roles and business units, partnering closely with hiring managers to drive search strategy, candidate engagement, interview process management, and offer execution.

Proactively identify and engage top talent through advanced sourcing techniques, including Boolean search, LinkedIn Recruiter, Gem, Greenhouse, referrals, and professional networking.

Deliver a high-touch and highly responsive candidate experience from initial outreach through the offer stage, ensuring clear communication and strong follow-through throughout the recruitment process.

Develop a clear view of talent markets, industry trends, and hiring dynamics to shape search strategy and inform hiring decisions.

Partner closely with hiring managers and business leaders to align on role requirements, candidate profiles, search strategy, and relevant market trends.

Maintain strong data accuracy and process discipline across recruiting systems and workflows.

Qualifications & Skills

3+ years of recruiting experience, preferably within a high-growth technology company, Executive Search firm, or recruitment consultancy.

Demonstrated success in sourcing and engaging talent through LinkedIn Recruiter, Boolean search, CRM and ATS tools, and market research.

Exceptional verbal and written English communication skills, with the ability to engage candidates and stakeholders professionally and effectively.

Strong understanding of the technology landscape, with the ability to understand talent competitors and translate market insights into effective recruiting strategies.

Experience partnering with hiring managers and senior stakeholders across multiple searches, balancing competing priorities while maintaining a high standard of execution.

About MongoDB

MongoDB is built for change, empowering customers and employees to innovate at the speed of the market. The company has redefined the data platform for the AI era, enabling builders to create, transform, and disrupt industries with software.

MongoDB’s unified data platform is a widely available, globally distributed data platform that helps organizations modernize legacy workloads, embrace innovation, and unleash AI. MongoDB Atlas is a cloud-native, globally distributed, multi-cloud data platform available across AWS, Google Cloud, and Microsoft Azure.

With offices worldwide and over 67,000 customers, including 75% of the Fortune 100 and AI-native startups, relying on MongoDB for their most important applications, the company is powering the next era of software.

MongoDB’s Leadership Commitment guides how and why the company makes decisions, works together, and achieves success. MongoDB is committed to supporting the personal growth and business impact of its employees through a supportive and enriching culture.

The company supports employees through initiatives including employee affinity groups, fertility assistance, and a generous parental leave policy. MongoDB values employee wellbeing and aims to support employees throughout their professional and personal journeys.

MongoDB is committed to providing necessary accommodations for individuals with disabilities within its application and interview process. MongoDB is an equal opportunities employer.

The Seksaria Group is a diversified Indian enterprise with interests spanning sugar manufacturing, distillery and cogeneration, finance, and real estate. With operating units in Uttar Pradesh and a corporate presence in Mumbai, the Group combines the heritage of a long-established business house with the ambition of a modern, professionally run organization. The Mumbai office serves as the strategic and corporate nerve centre of the Group.

The Seksaria Group is looking for a Human Resources Manager to lead the HR function for the Group from its Mumbai office. This is a generalist role with end-to-end ownership covering talent acquisition, employee lifecycle management, HR operations, policy, statutory compliance, employee engagement, learning and development, and culture-building. The role reports to Group leadership and will partner closely with business heads across divisions.

The ideal candidate should be equally comfortable drafting an offer letter, negotiating with a search firm, running a payroll review, and working with leadership on organizational design. This is a hands-on role within a lean corporate team and requires strong ownership, sound judgment, discretion, and the ability to operate independently without multiple layers of support.

Key Responsibilities

Talent Acquisition

Own the complete recruitment lifecycle for corporate and leadership roles, including sourcing, screening, interviewing, offer negotiation, and onboarding.

Build and maintain a pipeline of talent across finance, operations, commercial, technology, and administration functions.

Manage relationships with executive search firms, recruitment consultants, and job portals such as Naukri, LinkedIn Recruiter, and IIMJobs.

Draft and publish job descriptions, job advertisements, and employer branding content.

Coordinate with unit HR teams at operating locations for plant-level and field hiring requirements as needed.

Employee Lifecycle & Operations

Administer the complete employee lifecycle, including onboarding, confirmation, transfers, promotions, exits, and full and final settlements.

Maintain accurate employee records, personnel files, and HRIS data.

Manage attendance, leave, and time-office systems for the corporate office.

Oversee payroll inputs in coordination with Finance, ensuring accuracy of salary, reimbursements, variable pay, and statutory deductions.

Handle employee queries related to compensation, benefits, and HR policies.

Compensation, Benefits & Policy

Benchmark compensation against the market and recommend salary structures and revisions.

Administer employee benefits including group medical insurance, group personal accident insurance, gratuity, and other applicable schemes.

Draft, update, and roll out HR policies covering leave, travel, reimbursement, POSH, code of conduct, and employee handbook requirements.

Manage the annual appraisal and increment cycle, including calibration, letters, and employee communication.

Statutory Compliance

Ensure full compliance with applicable labour laws including PF, ESIC, Professional Tax, Gratuity, Bonus, Shops & Establishments, Maternity Benefit, and POSH requirements.

Liaise with statutory authorities, consultants, and auditors for filings, inspections, and returns.

Maintain registers and records required under the Maharashtra Shops and Establishments Act and applicable central labour laws.

Constitute and support the Internal Committee under POSH and drive annual training and awareness initiatives.

Employee Engagement & Culture

Design and execute employee engagement initiatives including town halls, offsites, festivals, birthdays, and recognition programs.

Act as a trusted point of contact for employee concerns, grievances, and conflict resolution.

Build a culture of professionalism, accountability, and respect across a multi-generational and multi-division workforce.

Partner with leadership on internal communications.

Learning & Development

Identify training needs across functions and coordinate technical, behavioural, and compliance training programs.

Manage external training vendors, executive coaching, and certifications.

Support leadership development initiatives for high-potential talent.

HR Strategy & Group Initiatives

Partner with Group leadership on organizational design, role clarity, and succession planning.

Support M&A, new ventures, and special projects through HR due diligence and integration planning.

Work with unit HR teams at operating locations to align HR policies and practices across the Group.

Build the HR foundation, including systems, processes, and reporting, to support the Group as it scales into its next phase.

Experience

The candidate should have progressive HR generalist experience with at least 2–3 years in a managerial capacity.

Prior exposure to a multi-entity group, family-owned business, or diversified corporate setup is preferred.

Experience operating as a sole or senior HR contributor in a lean corporate team is a strong advantage.

The candidate should be comfortable working across both corporate office and operating unit contexts.

Skills & Competencies

Strong working knowledge of Indian labour law and statutory compliance.

Solid command of HR operations including payroll inputs, benefits administration, HRIS, and MIS.

Strong recruitment instincts, particularly for mid-to-senior level hiring.

Excellent drafting skills for offer letters, HR policies, and internal communications.

Mature judgment and the ability to handle sensitive matters with discretion.

High degree of ownership and comfort operating without heavy process scaffolding.

Qualifications

MBA or PGDM in Human Resources, or an equivalent postgraduate qualification.

Proficiency in MS Office and comfort with HRIS platforms such as Keka, GreytHR, Zoho People, or similar systems.

Fluency in English and Hindi is required. Marathi language skills are an additional advantage.

What We Offer

A central and high-visibility role at the corporate heart of a diversified Group.

Direct access to leadership and a broad canvas to shape the HR function.

Competitive compensation and benefits.

A professional, respectful, and ambitious work environment in Mumbai.

Lincoln International, Inc. (NYSE: LCLN) is a trusted investment banking advisor to business owners and senior executives of leading private equity firms and their portfolio companies, as well as public and privately held companies. Its services include mergers and acquisitions advisory, private funds and capital markets advisory, and valuations and fairness opinions.

The global enterprise is comprised of a tightly integrated team of more than 1,400 professionals in more than 30 offices across 14 countries, offering an unobstructed perspective on the global private capital markets, backed by strong execution and a deep commitment to client success. With extensive industry knowledge and relationships, timely market intelligence, and strategic insights, Lincoln International builds deep and productive client relationships.

At Lincoln International, the success of the global organization is viewed as a direct outcome of the strength of its people. The company encourages diversity of thought and creates talent density by attracting, retaining, and engaging high performers from diverse demographics, backgrounds, and perspectives. Diversity, equity, and inclusion are valued as catalysts for innovation, creative problem-solving, access to the best candidates, and adaptation to a dynamic and competitive environment.

Lincoln International follows a hybrid work structure with an emphasis on in-office collaboration. Employees work in offices Monday through Thursday each week, with the option to work remotely or from the office on Fridays.

Lincoln International is seeking an HR Business Partner to support its Valuations & Opinions business based in Mumbai. This role serves as the primary liaison between the Talent team and the Valuations & Opinions leadership team, providing strategic and operational HR support across the employee lifecycle.

The HR Business Partner will partner closely with business leaders to drive talent strategies, workforce planning, employee development, performance management, employee engagement, and organizational effectiveness initiatives. The role requires a strong understanding of the business, the ability to leverage data to drive decision-making, and a proactive approach to identifying and addressing talent-related opportunities and challenges.

Duties & Responsibilities

Strategic Business Partnership

Serve as the primary HR partner to the Valuations & Opinions leadership team in Mumbai.

Build trusted relationships with leaders and employees to understand business objectives, workforce needs, and organizational challenges.

Provide proactive HR guidance and recommendations related to talent management, organizational effectiveness, employee relations, and workforce planning.

Partner with business leaders to align talent strategies with business goals and anticipated growth plans.

Act as a sounding board and advisor to managers on employee-related matters, team dynamics, performance concerns, and development opportunities.

Workforce Planning & Talent Management

Support staffing and workforce planning efforts, including monitoring headcount, hiring needs, promotion readiness, succession planning, and organizational structure.

Analyze staffing ratios, utilization data, project allocation trends, and capacity metrics to identify risks and opportunities.

Partner with Talent Acquisition and business leaders to identify current and future hiring needs.

Assist leaders in evaluating team composition, talent gaps, and development opportunities.

Support annual promotion and compensation planning processes.

Performance Management & Employee Development

Lead execution of formal and informal performance management processes within the business unit.

Facilitate review cycles, talent discussions, calibration meetings, and promotion assessments.

Coach managers on delivering feedback, managing performance, employee development, and career progression conversations.

Identify training and development opportunities for individuals and teams.

Partner with employees to support career development and internal mobility opportunities.

Support employee lifecycle events including promotions, transfers, leaves of absence, and exits.

Employee Relations & Employee Experience

Serve as a resource for employees and managers regarding workplace concerns, policy interpretation, and employee relations matters.

Conduct employee investigations and support resolution of workplace issues as appropriate.

Identify trends impacting employee engagement, retention, and team effectiveness.

Provide an outlet for employees to share feedback, concerns, and ideas for improvement.

Partner with leaders to foster a positive, inclusive, and high-performing culture.

Engagement & Culture Initiatives

Lead employee engagement efforts within the Valuations & Opinions team in Mumbai.

Analyze engagement survey results and partner with leadership to develop and execute action plans.

Support team-building activities, employee recognition programs, and office culture initiatives.

Coordinate and enhance the intern experience, including onboarding, networking opportunities, and development programming.

Support diversity, inclusion, and belonging initiatives across the business unit.

Onboarding & Talent Integration

Ensure successful onboarding and integration of new hires.

Partner with managers to create effective onboarding plans and role-specific training schedules.

Conduct regular check-ins with new employees to monitor integration and development.

Collaborate with Talent, Learning & Development, and business leaders to ensure onboarding objectives are achieved.

HR Analytics & Reporting

Leverage workforce data and analytics to identify trends and provide actionable recommendations to business leaders.

Monitor metrics related to turnover, promotions, hiring, engagement, utilization, and employee development.

Prepare reports and presentations for business leadership and Talent leadership.

Utilize data to support workforce planning and organizational decision-making.

Change Management & Special Projects

Support implementation of Talent initiatives, policies, programs, and organizational changes.

Partner with leadership teams on change management efforts related to business growth, organizational changes, and talent initiatives.

Participate in firm-wide Talent projects and cross-functional initiatives.

Drive employee communication and change adoption efforts as needed.

Other Responsibilities

Maintain compliance with applicable employment laws and Firm policies.

Partner closely with global Talent team members to ensure consistency in employee experience and HR practices.

Perform other duties and special projects as assigned.

Qualifications

Professional & Cultural Characteristics

Authentic individual with high integrity whose values align with Lincoln's Culture Statement of Excellence, Entrepreneurship, Integration, Collaboration, and Integrity.

Strong business acumen with the ability to balance employee needs and business objectives.

Excellent relationship-building and stakeholder management skills.

Confident communicator capable of influencing and advising leaders at multiple levels.

Strong analytical and problem-solving skills with a data-driven mindset.

Highly organized and capable of managing multiple priorities in a fast-paced environment.

Demonstrated ability to handle sensitive and confidential information with discretion.

Collaborative team player who enjoys partnering across functions and geographies.

Experience & Qualifications

Bachelor's degree required. An advanced degree or HR certification is preferred.

5–8 years of progressive HR experience, including experience supporting business leaders and employees through the full employee lifecycle.

Experience in an HR Business Partner, Talent Partner, or similar role.

Strong employee relations, performance management, and coaching experience.

Experience leveraging workforce data and analytics to support business decisions.

Strong proficiency in Microsoft Excel, PowerPoint, and HR systems.

Experience within financial services, consulting, investment banking, professional services, or other fast-paced and performance-driven environments is strongly preferred.

Experience supporting global teams and working across cultures is a plus.

Additional Information

Lincoln International is not currently hiring individuals for this position who now or in the future require sponsorship for employment visa status.

MUFG Pension & Market Services is a global, digitally enabled business that empowers a brighter future by connecting millions of people with their assets safely, securely, and responsibly. Through its two businesses, MUFG Retirement Solutions and MUFG Corporate Markets, the organization partners with a diversified portfolio of global clients to provide robust, efficient, and scalable services, purpose-built solutions, and modern technology platforms that deliver world-class outcomes and experiences.

As a member of MUFG, a global financial group, the organization helps manage regulatory complexity, improve data management, and connect people with their assets through exceptional user experience that combines the expertise of its people with scalable technology, digital connectivity, and data insights.

The Learning & Development Advisor is a critical role for building Business Technology and Operational capability by identifying, designing, and delivering learning solutions. The role will lead and support knowledge transfer for all incoming transitions in the assigned business units of the India Hub.

The position will also support India business units in driving their Learning Strategy, development framework, and learning content in partnership with the Head of Learning & Development.

Key Accountabilities and Main Responsibilities

Strategic Focus

Support Business Unit Heads and their teams with their learning needs and act as a business partner and first point of contact for L&D enquiries from the business.

Leverage data for impact by monitoring the success of learning interventions using data-driven metrics and providing actionable insights to continuously improve learning initiatives.

Manage partnerships with third-party providers supporting organizational development initiatives.

Operational Management

Business Capability Building

Lead Learning Need Identification with business unit heads and design and implement appropriate learning solutions.

Design, develop, or source technical learning programs aligned with identified business needs and priorities.

Oversee collaboration with senior leaders to identify and address capability gaps.

Partner with key stakeholders to develop, embed, and maintain leadership competency models.

Manage the design, delivery, and feedback of technical and functional learning programs and ensure training records are accurately maintained in the Learning Management System.

Oversee the Business Unit compliance learning program and online learning offerings.

Manage training requirements from the business, including design of techno-functional training programs, commercials, training requisitions, and delivery.

Support the planning and facilitation of comprehensive learning needs analysis, including planning, data collection and analysis, and reporting.

Collaborate with the business to identify areas for improvement in technical skills and implement appropriate training interventions to close capability gaps.

Maintain in-depth knowledge of developments in relevant areas, including new technology, products, and processes, for assigned programs.

Coordinate L&D requests and direct them to the appropriate provider or relevant L&D service area.

Act as an L&D Ambassador by supporting the promotion and engagement of L&D activities and initiatives.

Maintain learner engagement through social media, emails, and other relevant communication channels.

Curate technology learning content.

New-Hire Training Program

Lead efforts to build Business Unit training modules through e-learning and classroom training.

Own the effectiveness of business training modules and design assessment tools to evaluate knowledge transfer and training effectiveness.

Governance & Risk

Ensure key performance indicators are measured, analyzed, and accurately reported to stakeholders for incidents of all priorities.

Support MPMS compliance training and maintain adherence to e-learning requirements.

Manage, track, and evaluate learning metrics and curate e-learning pathways for platforms such as LinkedIn Learning, MS ESI, and other learning resources.

The above list of key accountabilities is not exhaustive and may change from time to time based on business needs.

Experience & Personal Attributes

A bachelor’s or master’s degree in Human Resources, Business, Organizational Psychology, or a related field is preferred.

Extensive experience in Learning and Development, including the design and delivery of functional learning programs and leveraging Learning Management Systems to enhance learning outcomes.

Exceptional organizational skills with experience managing multiple projects, coordinating stakeholders, and delivering results in dynamic environments.

Awareness of managing knowledge transfer in transition projects and familiarity with the Technology domain.

High levels of self-awareness and adaptability, enabling strong relationships and effective collaboration in diverse, matrixed, and global environments and structures while maintaining consistency and alignment across regions.

Inaara NeoFoods is building India’s first farm-to-formulation platform for plant-derived functional nutrients for everyday food by partnering with F&B companies, both domestic and export, to develop scalable, clean-label, and commercially viable food solutions. Inaara operates at the intersection of agriculture, advanced processing, applied food science, and computational nutrition.

The founding team has deep expertise across agriculture, food systems, supply chains, technology, and consumer businesses. Having built and scaled successful ventures in the agri-food ecosystem, the founders bring a unique combination of entrepreneurial vision, operational excellence, and industry relationships. This positions Inaara to build a globally relevant nutrition platform from India.

The Manager- HR will be responsible for supporting the organization's people strategy across talent acquisition, team building, people development, HR policies, statutory compliance, administration, and essential HR operations.

Qualifications

PGDM or Masters in HR. 5–7 years of experience across HR, Talent Acquisition, policies, and statutory compliance. Excellent communication skills.

Key Responsibilities

Hiring & Team Building

Hire the right talent across R&D, technical, operations, commercial, and corporate functions. Support the organization in building capable teams aligned with business requirements and growth plans.

People Development

Drive onboarding, performance management, learning, and development initiatives to support employee integration, performance, capability building, and professional growth.

Policies & Processes

Develop effective HR policies, processes, and systems to establish structured and efficient people practices across the organization.

Compliance & Administration

Ensure statutory HR compliance, maintain appropriate documentation, coordinate payroll activities, and manage other essential HR operations and administrative responsibilities.

Location: Mumbai, India.