Pan India HR Services is seeking experienced HR professionals for the position of HR Assistant Manager / HR Executive to support operations in the Real Estate sector. Based in Andheri East, Mumbai, the role encompasses core HR responsibilities, including talent acquisition, employee lifecycle administration, and operational human resource support tailored to real estate business functions. Key Responsibilities 1. Talent Acquisition & Recruitment Source, screen, and interview candidates for various positions within the real estate business framework (sales, site operations, marketing, administrative roles). Utilize job portals, professional networks, and local pipelines to manage open requisitions and lower turn-around time per hire. 2. HR Operations & Employee Lifecycle Manage end-to-end employee onboarding formalities, document verification, background checks, and orientation programs. Maintain complete employee personnel files, attendance records, leave tracking, and HRMS updates. Handle employee offboarding procedures, exit clearance, and paperwork for Full & Final settlements. 3. HR Administration & Employee Relations Draft official employment documentation, including Offer Letters, Appointment Letters, and Relieving Letters. Act as a point of contact for employee inquiries, daily HR operational queries, and workplace policy execution. Support performance evaluation processes, employee engagement programs, and inter-departmental HR coordination. Candidate Requirements Experience: Prior experience as an HR Executive or HR Assistant Manager (experience in Real Estate or related fast-paced sectors is advantageous). Location: Based in or comfortable commuting to Andheri East, Mumbai. Core Competencies: Strong candidate screening abilities, clear communication skills, record-keeping proficiency, and HR operational knowledge. Contact & Application Details Recruiter Contact: Versha S

Job Title: HR Business Partner Company: Kogta Financial (India) Ltd. Location: Hyderabad, Telangana Experience Required: 2 to 10 Years Industry Preference: NBFC / Banking / Financial Services Candidate Preference: Local Candidates Preferred Employment Type: Full-time Job Overview Kogta Financial (India) Ltd. is seeking a dynamic HR Business Partner to drive HR strategy and daily operations for its Hyderabad business functions. This role is responsible for end-to-end employee lifecycle management, business partnering, talent acquisition, performance management, and stakeholder alignment within the financial services/NBFC domain. Key Responsibilities 1. HR Business Partnering & Employee Lifecycle Management Act as a strategic HR partner to regional management and business heads, aligning HR initiatives with organizational goals. Manage the complete employee lifecycle from onboarding, deployment, and engagement to offboarding. Proactively address employee queries, resolve grievances, and foster employee relations across branches/units. 2. Talent Acquisition & Manpower Planning Collaborate with business leaders to assess manpower requirements and plan regional hiring strategies. Drive end-to-end recruitment to fill positions within designated timelines, focusing on sales, credit, operations, and technical roles. Manage local sourcing channels, candidate pipelines, preliminary screenings, and offer discussions. 3. HR Operations & Performance Management Support the execution of yearly performance appraisal cycles, goal-setting processes, and performance evaluations. Direct local HR operational processes, including attendance tracking, leave validation, employee documentation, and compliance support. Facilitate employee engagement programs, wellness initiatives, and internal cultural events to enhance workspace retention. Candidate Qualifications & Requirements Experience: 2 to 10 years of experience in HR Business Partnering, HR Operations, or Generalist roles. Industry Background: Direct experience within Non-Banking Financial Companies (NBFC), Banking, or Financial Services is highly preferred. Location: Local candidates based in or around Hyderabad with strong regional awareness. Core Skills: Strong stakeholder management, communication skills, talent acquisition background, and employee relations expertise.

LogicMo Systems Private Limited is seeking an experienced HR Manager to lead our human resources department in Maharashtra. The ideal candidate will have a strong background in HR management and talent acquisition, with a proven track record of developing and implementing HR strategies that align with business goals. As an HR Manager, you will be responsible for overseeing all aspects of human resources, including recruitment, employee relations, performance management, and compliance with labor laws.

Information Technology and Software Services

• Develop and implement HR strategies and initiatives aligned with the overall business strategy.

• Manage the recruitment and selection process to attract top talent across technical and corporate functions.

• Oversee employee onboarding, training, and development programs to drive early engagement and retention.

• Foster a positive workplace culture, team collaboration, and high employee engagement.

• Ensure strict compliance with applicable labor regulations, statutory norms, and company policies.

• Handle employee relations issues, conflict resolution, and provide structured guidance to management on HR matters.

• Analyze HR metrics, workforce data, and reporting dashboards to deliver actionable insights to improve HR processes.

Required Skills and Qualifications:

• Strong knowledge of core HR practices, talent development, and Indian employment laws.

• Proven experience in talent acquisition, sourcing channels, and full-lifecycle recruitment strategies.

• Excellent communication, presentation, and interpersonal skills.

• Ability to work collaboratively and build rapport with cross-functional stakeholders and department heads.

• Strong analytical, organizational, and problem-solving skills.

• Dedicated commitment to fostering a positive, inclusive, and high-performing work environment.

GreedyGame is a fast-growing AdTech company operating across mobile monetization, programmatic advertising, user acquisition, Offerwall, SDK solutions, gaming, and app-led businesses. As the organization continues to scale its Technology and Business teams across India and international markets, it is looking for an experienced HR Head who can work closely with leadership while owning critical people priorities end-to-end. This is not a traditional HR role focused only on running established processes. GreedyGame seeks someone comfortable building structure in ambiguity, challenging existing ways of working, solving people problems hands-on, and creating scalable HR practices as the business expands. The role will collaborate directly with Founders, business leaders, and managers, carrying significant ownership over hiring, performance, organizational capability, employee experience, and people operations.

AdTech, MarTech, Programmatic Advertising, Mobile Gaming, SDK Solutions

Key Responsibilities and Duties:

• Partner with Founders and functional leaders across Engineering, Product, Data, Business, Customer Success, and Operations to translate business priorities into people strategies.

• Own the complete employee lifecycle from workforce planning, talent acquisition, and onboarding through performance, development, engagement, compensation, and offboarding.

• Drive hiring across Technology, Product, and Business functions, including niche and leadership roles, while improving sourcing strategy, interview quality, hiring turnaround time (TAT), and candidate experience.

• Build and strengthen the performance management framework, including goal setting, OKRs, review cycles, calibration sessions, performance improvement plans (PIPs), and career development conversations.

• Partner with managers on workforce planning, team structuring, capability gap analysis, succession planning, and high-performer development programs.

• Build scalable onboarding and 30-60-90 day frameworks to improve new-hire productivity and early-stage retention.

• Design and drive employee engagement, manager effectiveness, learning and development (L&D), and talent retention initiatives tailored to organizational requirements rather than generic HR programs.

• Own and continuously improve HR policies, standard operating procedures (SOPs), and people processes as the organization scales.

• Leverage people data including attrition rates, hiring funnel conversion, time-to-hire, performance trends, engagement and eNPS scores, headcount, and retention to identify issues and recommend targeted interventions.

• Support India and APAC talent requirements, including international hiring and coordination with distributed teams where required.

• Evaluate and improve the HR technology ecosystem, encompassing HRIS, ATS, performance management, payroll, and people analytics platforms.

• Handle sensitive employee relations and performance concerns with maturity, confidentiality, and proper documentation.

• Foster strong manager accountability while balancing employee experience with sustainable business outcomes.

Candidate Profile and Qualifications:

• 8 years of overall HR experience, preferably within a startup, product technology, or high-growth environment.

• At least 6+ years of hands-on experience as an HRBP or People Partner supporting Technology, Product, or Business teams.

• Demonstrated experience owning multiple HR functions rather than working within a narrowly specialized role.

• Prior experience collaborating directly with Founders, C-suite executives, or senior business heads.

• Strong understanding of Technology and Product hiring markets and competitive talent dynamics.

• Hands-on expertise with performance management systems, OKR frameworks, calibration, and PIPs.

• Proven capabilities in HR analytics and data-driven people decision-making.

• Solid understanding of compensation benchmarking and offer structuring.

• Sound working knowledge of Indian employment practices and statutory HR compliance.

• Experience with modern HRIS, ATS, and performance management platforms.

• Excellent written and verbal communication skills.

• Ability to independently identify problems, architect solutions, and drive execution to closure in a fast-moving startup environment.

• Work Mode: Hybrid work setup.

Puretech is a well-established integrated marketing communications group with 360 degree offerings spanning marketing analytics, brand strategy, social and digital media, influencer marketing, content, events and activation, media planning, and online response management. The Group is moving from a collection of three entrepreneurial businesses toward a more integrated, professionally managed entity with a common vision and values. The transformation includes organisation redesign, leadership strengthening, integration of the three distinct entities with stronger performance management, and the development of common systems, culture, and governance across the Group.

Integrated Marketing Communications, Digital Media, Brand Strategy, Marketing Analytics
Employee size over 800 employees

The Group CHRO will be a central architect of the transformation, helping the organisation attract and retain the requisite talent for the group's ambitious plans over the next 3 to 5 years. This is a newly created Group CHRO mandate with responsibility for building the people, organisation, and leadership architecture required as the Group scales through acquisitions, restructuring, and international expansion. The role reports directly to one of the Group Founders and will partner closely with group leadership, while having significant visibility to the Board and senior stakeholders.

Key Responsibilities and Duties: Organisation Design, Group HR Processes, and Governance Systems:

• Design Group HR architecture with clear accountabilities across corporate, business, and shared-service structures.

• Build scalable people processes and governance models that ensure integration, swift decision-making, and organizational flexibility.

• Strengthen enterprise HR systems, people analytics dashboards, policies, and governance appropriate for a growing multi-business group.

Leadership, Succession, and Executive Hiring:

• Own senior leadership and executive hiring across CEO, CXO, business-head, and critical specialist positions.

• Build structured succession plans and establish a strong leadership pipeline beneath current business heads.

• Develop a rigorous assessment framework for senior talent, focusing on leadership capability, culture fit, and integration readiness.

Transformation and Change Leadership:

• Lead the overarching people agenda for the multi-business transformation programme.

• Design and execute change-management interventions across business units, functional departments, and regional locations.

• Foster a shared corporate culture that balances entrepreneurial agility with stronger governance, accountability, and operating discipline.

Performance, Rewards, and Talent:

• Strengthen, modernize, and integrate performance management systems across the distinct operating businesses.

• Design leadership development and high-potential talent acceleration programmes to boost retention and strengthen the leadership bench.

• Align compensation structures, executive rewards, and incentive schemes to overarching business performance.

Candidate Profile and Qualifications:

• MBA or postgraduate qualification in Human Resources from a recognized institution.

• 15+ years of progressive HR leadership experience, with substantial exposure to Group-level or multi-business corporate setups.

• Proven track record of leading organizational transformation, professionalisation, and change rather than operating primarily as a transactional HR leader.

• Strong background in executive recruitment, leadership capability assessments, and board-level succession planning.

• Deep experience working closely with founders, Chairmen, CEOs, and Boards during periods of rapid growth, restructuring, or post-acquisition integration.

• Professional exposure to media, advertising, consumer services, digital technology, or professional services is highly valued.

• Strategic mindset, strong commercial acumen, executive presence, and the highest standards of discretion and confidentiality.

• Work Location: Mumbai, with required business travel across India.

Adeptise is conducting a confidential executive search for a Senior Director – India Operations to lead a large, multi-functional India Global Capability Centre (GCC) supporting a global organization. This is a high-ownership executive leadership role suited for an experienced professional who has built, scaled, transformed, or managed a complex India GCC or shared services setup across people, operations, compliance, finance, facilities, and governance. The successful leader will hold end-to-end accountability for ensuring the India operation is scalable, compliant, cost-efficient, safe, and operationally resilient, while serving as a strategic partner to executive leadership across India and the United States.

Staffing, Recruitment, IT Services, Shared Services, GCC
Employee size 300+ employees

Key Responsibilities and Functional Ownership: The Senior Director will oversee multiple functional department leaders across:

• HR Operations and Compliance: Manage complete employee lifecycle, payroll inputs, statutory compliance, HRIS, organizational policies, exits, employee documentation, and statutory labor regulations.

• HR Business Partnering and Employee Experience: Steer business partnering, performance evaluation systems, employee relations, grievance redressal, engagement, talent retention, culture building, and succession planning.

• Internal Talent Acquisition: Direct India-wide internal hiring, lateral and campus talent acquisition, employer branding initiatives, and recruitment productivity, quality, and cost metrics.

• Facilities, Administration and Security: Oversee corporate workplace infrastructure, vendor partnerships, employee transport, physical security, business continuity planning (BCP), disaster recovery, and life-safety protocols.

• Compliance, Governance and Employee Safety: Maintain robust oversight of Indian labor laws, POSH frameworks, night-shift compliance, employee safety mechanisms, audit readiness, labor-code preparation, and candidate data privacy.

• Finance and Business Operations: Own India operational budgets, cost optimization, financial forecasting, variance analysis, finance operations, GST and TDS coordination, audit support, and potential new site expansions.

• Operational Rhythm: Establish clear operating cadence through SLAs, SOPs, performance dashboards, governance routines, workflow automation, and continuous process transformation.

Candidate Profile and Qualifications:

• 15+ years of progressive leadership experience, including proven tenure leading multi-functional operations within an India GCC or shared services environment.

• Prior experience managing an India GCC or shared-services facility of 300+ professionals.

• Industry background in staffing, recruitment, IT services, BPO, GBS, or related 24x7 service delivery organizations.

• Proven track record of transitioning complex business processes from US or global teams into India, including knowledge transfer and SOP formulation.

• Hands-on expertise managing night-shift operations, safety protocols, Indian labor laws, and statutory compliance.

• Strong financial acumen with direct experience managing operating budgets and partnering closely with executive CFO leadership.

• Demonstrated success driving high-volume internal talent acquisition and process excellence.

• Work Schedule: US business hours / India night shift.

• Reporting: Dual alignment to India and US Executive Leadership.

Confidentiality Requirement:

• This is a strictly confidential search assignment.

• An NDA (Non-Disclosure Agreement) is mandatory before detailed client specifics or business context are disclosed.

• Inquiries should be directed privately via email or direct message.

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

Renewable Energy, EPC, Infrastructure, Power, Construction

Key Responsibilities and Duties:

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

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

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

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

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

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

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

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

Candidate Profile and Qualifications:

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

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

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

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

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

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

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

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

Staffing and Recruiting, Human Resources Consulting

Key Responsibilities and Duties:

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

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

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

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

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

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

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

Candidate Profile and Qualifications:

• Full-time MBA or PGDM in Human Resources.

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

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

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

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

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

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

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

Key Responsibilities and Duties:

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

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

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

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

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

Required Skills and Experience:

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

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

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

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

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

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

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

Selection Process:

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

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

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

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

Apparel and Garments Manufacturing, International Fashion Export, Textile Manufacturing

Key Responsibilities and Duties:

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

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

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

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

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

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

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

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

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

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

Candidate Profile and Qualifications:

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

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

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

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

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

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

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

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

Key Responsibilities and Duties: HR Strategy and Leadership:

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

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

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

Employee Engagement and Retention:

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

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

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

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

Performance Management:

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

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

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

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

Employee Relations and Compliance:

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

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

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

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

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

Learning and Development:

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

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

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

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

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

Organization Development:

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

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

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

HR Analytics and Technology:

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

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

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

Culture and Employer Branding:

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

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

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

Candidate Profile and Qualifications:

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

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

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

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

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

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

• Work Mode: Hybrid work model.

Homeie is building the consumer company for where you live. The first product is the smartest way to rent a home in India. You tell Homeie what matters once, and our AI understands your taste, works a fragmented offline market on your behalf, helps you see only the homes actually worth considering, and gets the transaction done, including 0 security deposit upfront. What takes weeks today should eventually feel like one really good afternoon.

But renting is only where we enter the relationship. Where you live quietly shapes a huge part of your life: how you commute, where you spend, which neighbourhood you become part of, how much you pay every month, and eventually where you choose to buy a home. We think there is an entirely new consumer company to build around that relationship. We have raised 750K USD from a global fund whose backers include Abstract Ventures, Bain Capital, and Long Journey. We are still a very small team today, and that is about to change quickly.

Real Estate Technology, PropTech, Consumer Internet, Artificial Intelligence Team size 1 to 10 employees

What You Will Do:

• Build the core team from scratch. Over the next year, hire top engineers, generalists, operators, creatives, interns, guides, and novel roles.

• Figure out where exceptional people hide, engage them before they actively look for jobs, get them genuinely excited about Homeie, manage end-to-end recruitment pipelines, and close hires while keeping talent density extremely high.

• Conduct deep talent mapping across high-growth startups and source standout talent across unconventional platforms and networks.

• Help architect how new hires join, establish cultural working norms, define performance rewards, maintain execution intensity, and scale the entire People and Talent function from the ground up.

Who We Are Looking For:

• Proven ability to spot outlier talent and look past polished profiles to assess genuine capability and high-taste craft.

• Fast execution speed, excellent written communication, razor-sharp judgment, and an intolerance for sluggish hiring processes.

• An owner mindset suited for future founders, team builders, and operators who want to experience building a company from the inside.

• High taste in people across engineering, operations, and creative disciplines.

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

Consumer Goods, FMCG, Wellness, Retail

Key Responsibilities and Duties:

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

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

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

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

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

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

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

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

Candidate Profile and Qualifications:

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

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

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

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

• Exceptional stakeholder management, communication, and negotiation capabilities.

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

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

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

Medical Devices, Healthcare, Biotechnology, Shared Services

Key Responsibilities and Duties:

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

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

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

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

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

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

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

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

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

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

Management Consulting, Information Technology Services, Human Resources Transformation

Key Responsibilities and Duties:

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

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

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

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

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

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

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

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

Candidate Profile and Qualifications:

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

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

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

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

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

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

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