r3 Consultant is hiring an HR Manager for a manufacturing organization in Mumbai. This is a work-from-office opportunity for an experienced HR professional who can take ownership of people practices, HR operations, organizational culture, compliance, talent acquisition, and business partnering.

The HR Manager will play a critical role in strengthening people practices and organizational culture while supporting business growth through effective workforce planning, employee development, performance management, and HR best practices.

Job Details

Location: Mumbai. Work Model: Work from Office. Industry: Manufacturing. Experience: 8–15 years. Compensation: Up to ₹12 LPA.

Talent Acquisition

Drive end-to-end recruitment for both white-collar and blue-collar roles. Partner with department heads to understand manpower requirements and ensure recruitment plans are aligned with business needs. Improve hiring quality while reducing recruitment turnaround time and ensuring suitable talent is brought into the organization efficiently.

Performance Management

Implement and monitor KRAs, KPIs, and performance appraisal systems. Support managers during performance reviews and employee development initiatives. Help establish and foster a high-performance work culture focused on accountability, performance, and continuous improvement.

Employee Engagement & Culture

Design and implement initiatives to improve employee engagement and retention. Organize learning, development, recognition, and other employee-focused programs. Resolve employee grievances and strengthen workplace relationships to promote a positive and productive work environment.

HR Operations

Ensure smooth day-to-day HR operations, documentation, and policy implementation. Maintain accurate employee records and ensure HR compliance. Drive process improvements and implement HR best practices to improve the efficiency and effectiveness of HR operations.

Compliance & Statutory

Ensure compliance with applicable labour laws and statutory regulations. Coordinate audits and maintain appropriate HR documentation. Support payroll inputs and attendance management while ensuring relevant employee and statutory records are maintained accurately.

Business Partnering

Work closely with business leaders on workforce planning and organizational requirements. Provide HR insights that support business growth and decision-making. Help build a positive and performance-driven culture by partnering closely with leadership and employees.

We’re Looking For Someone Who

Has 8–15 years of HR experience and has worked in Manufacturing, Engineering, Textile, Fabric, Industrial, or similar sectors.

Strong understanding of Labour Laws, Statutory Compliance, and HR Operations. Experience in Recruitment, Performance Management, and Employee Engagement is required.

The candidate should be confident in interacting with senior leadership and should have a proactive, hands-on, and solution-oriented approach.

Why Join Us

Opportunity to work directly with leadership. High ownership and decision-making role. Opportunity to be part of building and improving HR systems. Stable and growing manufacturing organization. A role where ideas and initiatives can make a visible impact on the organization.

Preferred Skills

HRMS Experience, Performance Management Systems, Labour Law Compliance, Employee Relations, Talent Acquisition, HR Analytics and Reporting, Policy Formulation, Leadership, and Stakeholder Management.

Industry: Manufacturing. Employee Size:

Magic Bus India Foundation, founded in 1999 by Matthew Spacie, works to help young people move out of poverty and lead fulfilling, rewarding lives while positively contributing to their communities. The organization focuses on enabling adolescents to complete secondary education and on skilling young people for meaningful employment.

Through its Childhood to Livelihood programme, Magic Bus engages with adolescents and youth aged 12 to 24 years across 24 states and 75 districts in India, impacting more than 1 million young people. The organization runs extensive on-ground initiatives through Community Learning Centres, Livelihood Centres, and Entrepreneurship Incubation Centres, offering life skills, education support, employability training, job placements, post-placement support, and entrepreneurship mentoring.

Applicants joining Magic Bus become part of a mission-driven team committed to expanding opportunities for underserved communities.

Role Description

Work with the Centre Manager and support them in enabling youth to achieve the skills training, mentoring, and employer activities outlined in their individual Personal Development Plans.

Work with the Centre Manager to engage and motivate youth positively at all times, ensuring youth are aware of their weekly timetables and attend the correct sessions.

Support Centre Managers in maintaining a sharp focus on achieving successful youth placements in employment, training, or further education and supporting youth to sustain these placements for 6 months.

Create partnerships with employers who can offer youth potential job placements, work experience, and workplace visit opportunities.

Build, sustain, and maintain strategic partnerships with new and existing recruiters across various industry verticals for final placements, internships, guest lectures, and other possible collaborations.

Maintain the recruiter database and ensure relevant employer information is properly recorded and updated.

Prepare and present periodic reports about placement progression to the Regional Director and the National Head.

Develop professional contacts through participation in HR conferences, NHRD meets, industrial exposure initiatives, and other relevant professional networking activities.

Prepare calendars for job drives and employer connect activities based on the program planning sheet.

Coordinate with Program Managers and organize job drives to generate employment opportunities for youth.

Conduct employer due diligence before onboarding employers to ensure suitable and safe employment opportunities.

Generate leads and support the program team to ensure timely placement of youth.

Broker partnerships with external training organizations and colleges that can enable youth to achieve their desired job or education outcomes.

Create and follow clear referral processes with training partners and employers.

Generate leads for potential employers and support the organization in expanding its employer network.

Support youth after their placements to ensure that they retain their engagement and sustain themselves in work or education placements for up to 6 months.

Work with colleagues at district and regional levels to continuously improve the quality of Magic Bus Livelihoods, including employment and training initiatives, and ensure that the work environment remains safe and enjoyable.

Act as a role model by consistently demonstrating behaviours and characteristics that youth should develop to become successful in their chosen fields.

Generate a high volume of live employment opportunities for youth.

Support the Head Placement in generating leads and building relationships with the top 20 employers for Magic Bus.

Domnic Lewis is building a high-performance organization that is ambitious, entrepreneurial, and constantly evolving. The company is looking for a Manager – Talent Acquisition who will take complete ownership of the internal hiring function and help build the team that will shape the next phase of Domnic Lewis.

This is not a traditional recruitment role. The selected candidate will have the opportunity to build and own the internal Talent Acquisition function from the ground up, defining how the organization identifies talent, where it finds talent, how candidates are assessed, how the best candidates are closed, and how the future leadership pipeline is developed.

The role will work directly with the Founders and Head – HR, with significant independence and the mandate to make hiring better, faster, and more strategic across the organization.

Location: Andheri East, Mumbai. Working Model: Work from office or Hybrid with 3 days in office and 2 days work from home. Working Days: 5 days per week. Function: People & Operations. Reporting to: Head - HR / Founders.

The Opportunity

As the owner of Internal Talent Acquisition, the candidate will be responsible for hiring talent across Domnic Lewis, from mid-level professionals through leadership positions.

The role involves understanding the business, anticipating talent requirements, building hiring strategies, developing talent pipelines, and partnering with leadership to ensure the organization has the right people in the right roles at the right time.

The successful candidate will develop a deep understanding of who the organization needs, why the talent is required, where to find suitable candidates, how to assess them, how to close them, and who could potentially lead the organization in the future.

Key Responsibilities

1. Own Internal Hiring End-to-End - 80%

Take complete ownership of internal recruitment across Domnic Lewis.

Partner with Founders, business leaders, and functional heads to understand current and future talent requirements. Own hiring across functions and levels, from mid-level positions to senior and leadership roles.

Develop role-specific sourcing and hiring strategies rather than relying on a one-size-fits-all recruitment approach. Build and maintain strong talent pipelines for critical and recurring positions.

Identify and engage high-quality passive candidates through LinkedIn, networking, referrals, market mapping, and other relevant channels.

Manage the complete recruitment lifecycle including requirement understanding, sourcing, screening, assessment coordination, stakeholder management, offer management, and closure.

Partner with hiring managers to define clear role expectations, competencies, and selection criteria. Ensure a strong candidate experience throughout the hiring process.

Develop creative approaches to attract high-quality talent in a competitive market. Maintain strong relationships with prospective candidates even when there is no immediate opening.

Build talent pools for future requirements rather than starting every search from scratch. Track hiring metrics, identify bottlenecks, and continuously improve the hiring process.

Ensure hiring decisions are aligned with Domnic Lewis's culture, values, and long-term requirements.

2. Build the Internal Talent Acquisition Function

This role provides the freedom to build the function rather than simply execute an existing process.

Establish and continuously improve the internal hiring process. Define sourcing strategies, assessment frameworks, and hiring workflows.

Build dashboards and metrics to measure hiring effectiveness. Identify and implement better recruitment tools, channels, and practices.

Strengthen employee referral and talent networking initiatives. Build a strong employer value proposition in partnership with HR and leadership.

Create a structured approach to identifying and engaging high-potential talent. Develop a scalable recruitment engine as Domnic Lewis grows.

The expectation is to not just manage the existing process but to build a better and more effective one.

3. Succession Planning & Leadership Pipeline

A key part of this role will be helping Domnic Lewis build its future leadership bench.

Work closely with the Founders and Head - HR to identify critical roles across the organization. Map potential successors for key positions and develop succession pipelines for critical and leadership roles.

Identify internal high-potential talent and career progression opportunities. Identify external talent that could become future leadership hires.

Support leadership in assessing organizational talent gaps. Maintain succession plans and talent maps for critical positions.

Proactively identify future capability requirements based on the organization's growth plans. The goal is to move from reactive hiring to proactive talent planning.

4. HR Operations Support - 20%

While Talent Acquisition will be the primary focus of the role, the selected candidate will also work closely with the HR team on selected people and HR initiatives.

Responsibilities may include supporting organizational manpower planning, assisting with workforce and organizational structure planning, supporting performance and talent management initiatives, participating in employee engagement and people initiatives, supporting HR projects and process improvements, providing hiring and talent insights to support broader HR decisions, and supporting other strategic HR initiatives as required.

What Success Looks Like

Success in this role is not simply measured by the number of positions closed.

The candidate will be successful when critical positions are consistently filled with high-quality talent, hiring managers trust the candidate as a strategic talent partner, and Domnic Lewis has strong talent pipelines for critical roles.

Leadership hiring should become more structured and predictable. Hiring turnaround time should improve without compromising quality.

The organization should have a clear succession plan for critical positions and develop a strong internal and external leadership pipeline.

The internal recruitment function should operate with clear processes, data, and accountability. The successful candidate will become the go-to person for Talent Acquisition and talent intelligence across Domnic Lewis.

What We Are Looking For

6–10 years of experience in recruitment or Talent Acquisition, with consulting or executive search background. Strong experience handling mid-to-senior level hiring.

Experience independently managing multiple functions or business verticals. Strong sourcing and candidate assessment capabilities. Experience with leadership or critical-position hiring will be an advantage.

Strong stakeholder management and influencing skills. Excellent communication and interpersonal skills. Ability to understand business requirements rather than simply working against a job description.

Strong understanding of the talent market and sourcing channels. Experience with succession planning, talent mapping, or workforce planning will be an advantage.

Strong analytical and organizational skills.

The ideal candidate should take ownership without needing to be constantly directed. They should enjoy building processes rather than simply following them and be comfortable working directly with founders and senior leadership.

The candidate should be able to challenge hiring managers when necessary, think beyond closing positions and focus on quality of talent, and remain curious about the business and what makes people successful within an organization.

The candidate should be able to balance speed with judgment, have the confidence to operate independently, and want the opportunity to build something of their own.

Why This Role?

This is an opportunity to take full ownership of Internal Talent Acquisition within a growing organization.

The role provides direct access to Founders and senior leadership and the opportunity to work closely with the people shaping the organization and its growth.

The position offers high ownership and independence. The selected candidate will not operate as a recruitment coordinator waiting for instructions. They will own the function and be expected to shape it.

The candidate will have the opportunity to build processes, pipelines, talent maps, and hiring strategies that will become the foundation of the internal hiring function.

The role also provides exposure to leadership hiring and opportunities to work on positions that directly influence the future of the organization.

The candidate will have strategic influence, with work extending beyond recruitment into succession planning, workforce planning, and organizational capability.

For someone who enjoys building, solving problems, and creating systems from scratch, this role provides the space to create significant impact.

The role in one line: Own the talent that builds Domnic Lewis today and help identify the leaders who will build it tomorrow.

Industry: Recruitment, Executive Search and Professional Services. Employee Size:

Earthful is a VC-funded FMCG brand building India’s trusted clean-label wellness products. The company was recently featured on Shark Tank India and has raised a Pre-Series A round led by V3 Ventures and Fireside Ventures.

The founders, Sudha Gogineni and Veda Gogineni, are graduates from IIT Kharagpur and ISB and bring experience across multinational companies and startups including Uber, Meesho, Deutsche Bank, and ITC.

This is a full-time, on-site opportunity based in Lower Parel, Mumbai. The role involves owning end-to-end hiring across non-IT, creative, and agency-style roles and working directly with the founders to build the team scaling India's next big wellness brand.

Who This Role Is Perfect For

This role is suitable for candidates who have experience hiring designers, copywriters, performance marketers, social media managers, video editors, and brand strategists. Candidates who have worked in creative or digital-first environments such as agencies similar to Schbang, Dentsu, The Glitch, and similar organisations will be preferred.

The ideal candidate should understand portfolios better than resumes, be able to quickly identify a strong Instagram aesthetic or brand voice, and enjoy building teams from scratch in high-growth environments.

Responsibilities

Own end-to-end hiring across creative, growth, brand, and startup roles. Partner directly with founders to define ideal candidate personas and understand the hiring requirements for different positions.

Source candidates creatively through LinkedIn, Behance, Instagram, Dribbble, referrals, communities, and other relevant talent networks.

Evaluate portfolios, storytelling ability, and cultural alignment to identify candidates who are both capable of delivering high-quality creative work and aligned with the company culture.

Build a strong employer brand for Earthful and create a candidate experience that reflects the company’s brand and values.

This is not a traditional post-job-and-wait recruiter role. The selected candidate will play an important role in building the team that builds Earthful and will have high ownership over the recruitment function.

Skill Set

1+ year of experience in full-cycle recruitment, with agency or startup experience preferred. Experience hiring for creative or marketing roles is required.

Strong sourcing capability across platforms such as LinkedIn, Naukri, Behance, and other relevant talent networks. Ability to assess creative quality and cultural fit.

High ownership mindset and comfort working directly with founders. Ability to thrive in fast-paced startup environments and manage hiring requirements in a high-growth organisation.

Be a part of Earthful’s Family

Earthful is a fast-growing startup offering high ownership and the opportunity to work closely with the founders. The company is looking for a candidate who is passionate about scaling a startup and wants to contribute directly to building its team and growth journey.

VedricX Global LLP is hiring an HR Intern for a 3-month work-from-home internship. This is a part-time and unpaid opportunity suitable for candidates looking to gain practical exposure to HR, recruitment, candidate sourcing, and startup operations.

Responsibilities

Recruitment and candidate sourcing. Screen resumes and coordinate interviews. Support LinkedIn hiring and candidate outreach. Maintain HR records and recruitment trackers. Assist with onboarding and documentation. Support lead generation and team coordination.

Requirements

Good communication skills. Basic knowledge of HR and recruitment. Active presence on LinkedIn and social platforms. Target-oriented and disciplined mindset.

We are hiring an HR Generalist at Manager level for one of our clients, a growing professional services organisation. This is a 100% work-from-home role, working from 11:00 AM to 8:00 PM IST.

Role Objective

Own the end-to-end recruitment lifecycle in partnership with management and external recruitment partners, manage new-joiner documentation and compliance, maintain and develop employee-facing HR policies, run HR operations through Zoho, and support performance appraisal and exit management across the organisation.

Key Responsibilities

Draft job descriptions and finalise them with management across roles.

Collaborate with existing recruitment partners and identify, onboard, and manage new partners for specialised domains including accounting, digital marketing, technical support, HR operations, US payroll, compliance, and remote admin support.

Screen and shortlist resumes, schedule and conduct the first round of HR interviews, and drive the recruitment process through to offer letter issuance.

Draft offer letters and appointment letters and ensure NDAs, code of conduct, employee manual, and other mandated documents are signed by new joiners.

Review existing employee policies and procedures and draft new employee-facing policies as required.

Learn and use Zoho HR to execute employee transactions and processes.

Coordinate and execute the quarterly performance appraisal process, including 360 evaluations, in Zoho.

Draft, review, and execute the exit process and related formalities.

Must-Have Skills

Proven ability to manage full-cycle recruitment in partnership with management and multiple external recruitment partners.

Hands-on experience drafting offer letters, appointment letters, employee manuals, policy manuals, NDAs, and code-of-conduct documents, with strong attention to compliance.

Qualifications

Graduate degree in Human Resource Administration, or an MBA in HR preferred.

8–10 years of experience in a similar HR Generalist function is mandatory.

Compensation is aligned to the Manager band and will be discussed with shortlisted candidates.

By applying to this role, candidates consent to becoming a member of the Aspire For Her Community.

AlphaSense is a market intelligence and search company that uses proven AI to help the world’s most sophisticated companies remove uncertainty from decision-making. AlphaSense delivers insights from trusted public and private content including equity research, company filings, event transcripts, expert calls, news, trade journals, and clients’ own research content.

The acquisition of Tegus by AlphaSense in 2024 advances their shared mission to empower professionals to make smarter decisions through AI-driven market intelligence. Together, AlphaSense and Tegus are accelerating growth, innovation, and content expansion through complementary product and content capabilities that enable users to discover more comprehensive insights from thousands of content sets.

AlphaSense’s platform is trusted by over 6,000 enterprise customers, including a majority of the S&P 500. Founded in 2011, AlphaSense is headquartered in New York City and has more than 2,000 employees across the globe with offices in the U.S., U.K., Finland, India, Singapore, Canada, and Ireland.

The company is seeking a Senior Manager, Talent Acquisition to lead hiring in India. This role is responsible for recruiting across functions in India, directly managing a team supporting technology and non-technology hiring, and overseeing a Recruiting Manager responsible for operations and volume hiring.

This is a dedicated people leadership role with significant executive exposure. The successful candidate will serve as the primary Talent Acquisition partner to VP and SVP level leaders in the region while ensuring global alignment through management of regional leadership. The role will also involve hands-on recruiting for senior Director-level and above positions when required.

What You’ll Do

Lead and shape the India hiring strategy in close partnership with senior leadership and cross-functional partners. Lead and develop the India recruiting team, including 2–5 recruiters comprising full-time employees and contractors, along with a Recruiting Manager overseeing operations hiring. Drive performance, accountability, and consistency across functions.

Serve as a strategic advisor to senior leadership by providing market insights and hiring counsel. Establish structured, data-informed interview processes and decision frameworks to support consistent and effective hiring decisions.

Partner cross-functionally with Finance and HR to forecast headcount and hiring timelines. Personally execute high-impact Director-level searches and sensitive leadership hires when needed.

Own the industry and university recruitment strategy for India, building talent pipelines and relationships that support both experienced professional hiring and early-career recruitment.

Who You Are

The ideal candidate is a business-minded talent leader who understands how hiring strategy drives growth and organizational design. The candidate should be a connector who can align workforce planning, market insight, and recruiting execution into a cohesive global strategy.

The role requires someone who is energized by fast-scaling environments and motivated to bring structure, accountability, and disciplined execution. The successful candidate should be a proven people leader with experience managing managers and building high-performing recruiting teams, including setting measurable performance standards, driving accountability, and leading through organizational change.

The candidate should also be a systems-oriented leader who can evaluate tradeoffs, risks, and cost implications to build thoughtful and scalable hiring strategies.

What Defines Success

Success in this role will be demonstrated when India hiring is predictable, disciplined, and aligned to long-term revenue strategy. India leadership should view Talent Acquisition as a trusted strategic partner rather than a service function.

Recruiting teams should operate with clear standards, accountability, and measurable performance outcomes. Interview processes should be consistent and data-informed across regions. Senior-level hires should be high quality and close efficiently in competitive markets.

AlphaSense is an equal-opportunity employer committed to maintaining a work environment that supports, inspires, and respects all individuals. All employees share responsibility for fulfilling AlphaSense’s commitment to equal employment opportunity. AlphaSense does not discriminate against employees or applicants on the basis of race, color, sex including pregnancy, national origin, age, religion, marital status, sexual orientation, gender identity, gender expression, military or veteran status, disability, or any other non-merit factor. This policy applies to every aspect of employment including recruitment, hiring, training, advancement, and termination.

AlphaSense also provides reasonable accommodation to qualified employees with protected disabilities to the extent required by applicable laws, regulations, and ordinances where a particular employee works.

Recruiting Scams and Fraud

AlphaSense has been made aware of fraudulent job postings and individuals impersonating AlphaSense recruiters. These scams may involve fake job offers, requests for sensitive personal information, or demands for payment.

AlphaSense never asks candidates to pay for job applications, equipment, or training. All official communications will come from an @alpha-sense.com email address. Candidates who are unsure about a job posting or recruiter should verify the opportunity through the official AlphaSense Careers page.

If a candidate believes they have been targeted by a scam or has doubts regarding the authenticity of any job listing purportedly from or on behalf of AlphaSense, they should contact AlphaSense through official channels.

Accrete AI is a dynamic and innovative company focused on transforming the future of artificial intelligence. The company specializes in creating advanced AI solutions that turn complex data into actionable insights, driving real-world impact for businesses and government organizations. The team works collaboratively to push the boundaries of AI technology.

At the core of Accrete AI's offerings are AI agents, autonomous systems that analyze multimodal data, generate insights, and make intelligent recommendations. These agents help businesses streamline operations, improve decision-making, and empower government entities to enhance security, intelligence, and operational efficiency.

The company is looking for a Talent Acquisition Partner & Employee Engagement Specialist who can independently drive hiring initiatives while also contributing to building a strong employee experience. This role requires a high level of ownership. The ideal candidate should be comfortable independently driving hiring strategies, recruitment analytics, identifying hiring challenges, proposing solutions without heavy supervision, and planning and executing employee engagement initiatives.

The role requires someone who can think strategically, adapt hiring approaches based on market dynamics, manage hiring pressure, and execute engagement initiatives with structure and consistency. This position is ideal for someone who enjoys solving complex hiring challenges, building strong talent pipelines, and driving meaningful employee engagement initiatives in a fast-paced startup environment. Candidates with experience using data-driven recruitment strategies and hiring for technology roles will be preferred.

Talent Acquisition

Recruitment Strategy & Execution

Manage the end-to-end recruitment lifecycle including sourcing, screening, interview coordination, candidate evaluation, and offer management. Drive hiring for technical roles comprising approximately 80% of hiring and non-technical roles comprising approximately 20%, while partnering closely with hiring managers and leadership.

Develop and execute effective hiring strategies aligned with business and manpower plans. Ensure efficient hiring timelines, strong candidate quality, and a seamless candidate experience throughout the recruitment process.

Talent Sourcing & Pipeline Development

Build and maintain a strong candidate pipeline through LinkedIn, job portals, referrals, and talent networks. Execute direct sourcing strategies to reduce dependency on external recruitment agencies.

Use advanced sourcing techniques including LinkedIn search strategies, Boolean search methods, GitHub sourcing for technical roles, internal database mining, and referral networks. Conduct passive talent mapping and pipeline building for niche or critical roles.

Recruitment Analytics & Process Optimization

Track and analyze recruitment metrics including Time to Fill, Source Effectiveness, Offer Acceptance Rate, Source-to-Hire Ratios, and Cost per Hire.

Develop recruitment dashboards and hiring reports to provide leadership visibility into hiring progress and pipeline health. Translate hiring data into actionable insights and present recruitment dashboards to leadership to support hiring decisions.

Identify hiring bottlenecks and proactively recommend solutions to improve hiring efficiency. Adapt hiring strategies quickly based on market dynamics, candidate availability, and business urgency. Manage candidate pipelines through ATS platforms, preferably Breezy.

Campus & Early Talent Hiring

Support campus hiring initiatives including college outreach, interview coordination, and candidate conversion tracking. Represent the organization across professional platforms and talent networks to strengthen employer branding.

Employee Engagement

Design and implement structured employee engagement initiatives that strengthen workplace culture and employee experience. Develop and maintain a quarterly or annual engagement calendar to ensure consistent engagement initiatives.

Introduce creative and cost-effective engagement activities that promote collaboration, recognition, and team spirit. Lead and manage Rewards & Recognition initiatives to acknowledge employee contributions.

Organize company-wide engagement programs, celebrations, and internal initiatives. Prepare engagement proposals, budgets, and program plans, and present them to leadership for approval.

Continuously evaluate engagement initiatives and introduce new ideas to improve participation and employee morale. Partner with leadership and teams to build a positive, collaborative, and inclusive workplace environment.

Qualifications & Experience

4–7 years of experience in Talent Acquisition or HR roles with strong recruitment exposure. Proven experience managing end-to-end hiring processes and candidate pipeline management.

Experience working with ATS platforms, with Breezy preferred. Strong ability to create recruitment dashboards, hiring reports, and analytics-driven insights. Experience supporting hiring for technology or technical roles is preferred.

Demonstrated ability to handle hiring pressure and deliver results within tight timelines. Strong analytical thinking and problem-solving skills. Excellent stakeholder management and communication skills.

Experience planning and executing employee engagement initiatives and Rewards & Recognition programs. Experience preparing engagement plans, budgets, and proposals for leadership review. The candidate should have a highly proactive, organized, and ownership-driven mindset.

What We Are Looking For

The ideal candidate should be strategic and proactive rather than only execution-focused. The candidate should be comfortable making independent decisions to improve hiring outcomes and demonstrate the ability to adapt hiring strategies based on talent availability and hiring urgency.

The company is looking for someone who enjoys solving hiring challenges, experimenting with sourcing strategies, and improving recruitment processes through data and insights.

Prior experience hiring for engineering or technology roles such as Backend, Data Engineering, AI/ML, or Platform roles will be a strong advantage. The candidate should bring creative and structured ideas for employee engagement, maintain planned and consistent engagement initiatives rather than ad-hoc activities, and thrive in a fast-paced and evolving startup environment.

Why Join Us

Opportunity to work with a fast-growing AI and technology company. Exposure to strategic hiring and leadership decision-making. Ability to contribute to both talent strategy and employee experience initiatives. A collaborative culture that encourages ownership, innovation, and professional growth. Competitive compensation and benefits package including medical insurance. Flexible and dynamic work environment.

Accrete is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to gender, race, religion, national origin, disability, veteran status, or any other legally protected status.

One of our clients, a leading law firm, is looking for an experienced Talent Acquisition professional to manage end-to-end hiring across legal and business support functions. The ideal candidate will have prior recruitment experience within a law firm and possess a strong understanding of the legal talent landscape.

Key Responsibilities

Manage the end-to-end recruitment lifecycle for Associates, Senior Associates, Partners, and Business Services roles. Partner with Practice Heads and business leaders to understand hiring requirements and develop effective recruitment strategies.

Source, identify, and engage high-calibre legal professionals through multiple channels, including direct search, referrals, and professional networks. Conduct candidate screening, coordinate interviews, manage assessments, and drive the offer and onboarding process.

Build and maintain a robust pipeline of legal talent for current and future hiring needs. Provide market intelligence on talent availability, compensation benchmarks, and hiring trends within the legal industry.

Ensure an exceptional candidate experience throughout the recruitment process. Work closely with HR and hiring managers to ensure timely closures and seamless onboarding.

Maintain recruitment trackers, dashboards, and hiring metrics while ensuring data accuracy. Strengthen employer branding initiatives and represent the firm at networking and recruitment events where required.

Drive process improvements and ensure adherence to recruitment policies and best practices.

Desired Candidate Profile

Graduate or Postgraduate in Human Resources, Business Administration, or a related discipline. 5–8 years of Talent Acquisition experience, with prior experience in a law firm being mandatory.

Proven experience in hiring across legal practice areas and business support functions. Strong understanding of the legal recruitment market and law firm hiring dynamics.

Excellent stakeholder management, negotiation, and relationship-building skills. Ability to manage multiple mandates and deliver within tight timelines. Strong communication, interpersonal, and organizational skills.

Proficiency in ATS platforms, LinkedIn Recruiter, and Microsoft Office Suite.

Key Competencies

Legal Recruitment
Stakeholder Management
Talent Mapping & Market Research
Candidate Experience
Offer Negotiation
Employer Branding
Recruitment Analytics & MIS
Relationship Management

Location: Mumbai
Experience: 5–8 Years
Mandatory Requirement: Prior Talent Acquisition experience in a law firm.

Industry: Legal Services. Employee Size:

The role requires a detail-oriented and process-driven Senior Payroll Executive to manage end-to-end Indian payroll operations for the organization, ensuring accurate, timely, and compliant salary processing across employee groups.

The incumbent will be responsible for payroll execution, statutory compliance, reporting, reconciliations, audits, and employee query resolution while working extensively on Oracle or SAP HCM Payroll. Experience with SAP SuccessFactors Employee Central Payroll will be an advantage.

This role requires strong domain expertise in Indian payroll laws, high data accuracy, and the ability to collaborate closely with HR, Finance, and external statutory authorities.

Indian Payroll Processing & Operations

Execute end-to-end monthly or bi-weekly payroll processing with 100% accuracy and adherence to timelines. Validate payroll inputs including attendance, leave, overtime, incentives, reimbursements, arrears, and deductions. Process Full & Final settlements, bonuses, and off-cycle payments. Generate payslips, payroll registers, and variance reports.

SAP Payroll Administration

Manage payroll runs, validations, and reconciliations within SAP. Maintain employee master data and payroll-related infotypes. Support wage type configuration and payroll schema execution. Generate system reports and dashboards for management review. Coordinate payroll postings and integrations with Finance and General Ledger.

Statutory Compliance & Governance

Ensure timely compliance with PF, ESIC, PT, LWF, TDS, gratuity, and other applicable regulations. Prepare and file statutory returns, challans, and reports. Manage Form 16, Form 24Q, and tax declarations. Stay updated with regulatory changes and implement required updates.

Reporting, Controls & Audits

Perform payroll reconciliations and maintain audit-ready documentation. Prepare monthly MIS, headcount, and cost analytics. Support internal and external audits. Drive continuous improvement in payroll processes and controls to maintain accuracy, compliance, and operational efficiency.

Stakeholder Management

Partner with HR for new joiners, exits, increments, and employee lifecycle changes. Coordinate with Finance for payroll accounting and reconciliations. Address employee payroll queries and ensure timely resolution. Liaise with consultants and statutory authorities when required.

Knowledge & Experience

3–6 years of hands-on payroll experience. Strong knowledge of Indian payroll laws and statutory compliance is mandatory. Hands-on experience with SAP Payroll is mandatory. Advanced MS Excel skills including Pivot Tables, XLOOKUP/VLOOKUP, formulas, and reconciliation are required. The candidate should demonstrate high accuracy, an analytical mindset, strong attention to detail, and the ability to manage payroll processes effectively.

We're Hiring | UK Recruiter Position: UK Recruiter Experience: 6+ Months Salary: Up to 3.5 LPA (Based on Interview) Work Mode: Remote Job Description: We are looking for UK Recruiters with 6+ months of experience in UK or US Staffing. This is a remote opportunity for candidates interested in building their career in UK Staffing. Key Responsibilities: Source and identify candidates for UK Staffing requirements. Manage end-to-end recruitment activities for assigned positions. Screen and evaluate candidates based on job requirements. Coordinate interviews and follow up with candidates. Maintain candidate pipelines and recruitment records. Communicate effectively with candidates and internal stakeholders. Support timely closure of recruitment requirements. Requirements: 6+ months of experience in UK or US Staffing. Prior experience in UK Recruitment preferred. Strong communication and interpersonal skills. Good candidate sourcing and screening skills. Ability to work independently in a remote environment. Work Mode: Remote

Techsist Solution Private Limited is hiring a Team Lead for Recruitment with 4+ years of relevant recruitment experience. The position is suitable for experienced recruitment professionals who can lead recruitment activities and manage hiring processes and teams. Candidates should have experience with Big 4 client hiring, which is mandatory for the role. The position requires strong recruitment knowledge and the ability to manage recruitment operations and team activities effectively. Freshers are not eligible for this position. Candidates with career gaps, US shift experience, in-house recruitment experience or freelance recruitment experience are also not eligible as per the hiring requirements. The position is offered on a Work From Home basis with 6 days of working per week. Interested candidates should share their CV and mention the position they are applying for along with their experience, current CTC, expected CTC and notice period. Location: Work From Home. Working Days: 6 Days. Big 4 Client Hiring Experience: Must. Industry: Staffing and Recruiting. Employee Size: 51-200

Techsist Solution Private Limited is hiring SAP Recruiters for client hiring requirements. Candidates should have 2+ years of relevant SAP recruitment experience. The role involves supporting SAP talent acquisition requirements, sourcing and identifying suitable SAP professionals and coordinating recruitment activities for client requirements. Candidates with experience working on Big 4 client hiring are required. Freshers are not eligible for this position. Candidates with career gaps, US shift experience, in-house recruitment experience or freelance recruitment experience are also not eligible as per the hiring requirements. The position is offered on a Work From Home basis with 6 days of working per week. Interested candidates should share their CV and mention the position they are applying for along with their experience, current CTC, expected CTC and notice period. Location: Work From Home. Working Days: 6 Days. Big 4 Client Hiring Experience: Must. Industry: Staffing and Recruiting. Employee Size: 51-200

Techsist Solution Private Limited is hiring IT Recruiters for domestic client hiring. Candidates should have 1-3 years of relevant IT recruitment experience. The role involves supporting domestic recruitment requirements, sourcing suitable IT candidates and coordinating the recruitment process with clients and candidates. Candidates with experience working on Big 4 client hiring are required. Freshers are not eligible for this position. Candidates with career gaps, US shift experience, in-house recruitment experience or freelance recruitment experience are also not eligible as per the hiring requirements. The position is offered on a Work From Home basis with 6 days of working per week. Interested candidates should share their CV and mention the position they are applying for along with their experience, current CTC, expected CTC and notice period. Location: Work From Home. Working Days: 6 Days. Big 4 Client Hiring Experience: Must. Industry: Staffing and Recruiting. Employee Size: 51-200

We're Hiring | Recruiter Position: Recruiter Experience: 1 to 2 Years Work Mode: Work From Home Working Days: Monday to Friday Saturday: Half Day Job Description: We are looking for a Recruiter to join our growing team. The ideal candidate should have 1 to 2 years of experience in recruitment and be comfortable working in a remote setup. Key Responsibilities: Manage recruitment activities and support the hiring process. Source and screen suitable candidates for open positions. Coordinate with candidates throughout the recruitment process. Schedule and coordinate interviews. Maintain candidate records and recruitment updates. Support the team in meeting hiring requirements. Ensure timely communication with candidates and stakeholders. Requirements: 1 to 2 years of experience in recruitment. Good communication and interpersonal skills. Ability to work independently in a Work From Home environment. Strong candidate sourcing and coordination skills. Work Schedule: Monday to Friday Saturday - Half Day Work Mode: Work From Home