About The Role

The Benefits Operations Administrator (BOA) is responsible for processing all operational activities related to client benefit plans as configured in organizational platforms, while consistently meeting and exceeding client Service Level Agreements (SLAs). Based out of Noida, the incumbent will develop a deep understanding of client plan provisions, identify continuous learning opportunities, and execute transaction processing to high standards of quality and timeliness. The role prioritizes operational workflows, responds to participant inquiries through case management systems, keeps standard operating procedures (SOPs) current, and collaborates with Customer Service, Technology, and Shared Services teams to achieve resolution.

Key Responsibilities

Process all activities and transactions related to client benefit plans with high accuracy and timely delivery.
Consistently meet or exceed established client Service Level Agreements (SLAs) and internal performance metrics.
Develop and maintain a robust understanding of client plan rules, provisions, coverage guidelines, and policy documentation.
Conduct research, resolve participant escalations, and log timely responses to participant inquiries using the case management tool.
Prioritize daily workflow queues effectively to handle client and participant demands within strict turnarounds.
Ensure strict adherence to predefined operating procedures, process guidelines, regulatory compliance standards, and internal controls.
Collaborate actively with Customer Service, IT, and cross-functional Shared Services teams for root-cause analysis and issue resolution.
Maintain and update knowledge repositories, SOPs, job aids, and reference materials.
Participate actively in daily operational huddles, quality check reviews, and team status meetings.
Ensure secure handling, processing, and storage of sensitive participant data in accordance with information security protocols.

Required Skills and Qualifications

Education: Bachelor's degree in any non-technical discipline (B.A., B.Com., B.Sc., BBA). Note: Candidates with B.Ed., LLB, B.Tech, BE, B.Sc (IT), Full-time MBA, MCA, PDDCA, or any 2-year regular post-graduation professional degree are excluded. Experience: Prior exposure to back-office operations, HR shared services, or transaction-based processing roles preferred; fresh graduates with requisite academic backgrounds may also be considered. Typing speed of minimum 25 WPM with at least 90% accuracy. Good computer operating skills, including proficiency in MS Office (MS Excel, Word, Outlook). Strong written and verbal communication skills. Solid analytical capabilities, problem-solving skills, and meticulous attention to detail. High level of personal accountability, ownership, adaptability, and customer service mindset. Ability to thrive in a high-volume, deadline-driven back-office operational setup. Camera-on video interview participation and successful completion of background checks (education, employment, criminal, sanctions, and ID verification) are required.

About The Company

Human Resources Services and Cloud-Based Benefits Solutions 10,000+ employees

Alight is a leading cloud-based provider of integrated digital human capital and business solutions, empowering clients to build healthier and more financially secure workforces by unifying the benefits ecosystem across health, wealth, wellbeing, and absence management. A recognized Great Place to Work® for consecutive years and named among Fortune’s Best Companies to Work For, Alight is committed to inclusive practices, equal opportunity, and supporting colleagues with total rewards programs from day one.

About The Role

Syensqo is seeking an experienced, consultative, and hands-on Senior Talent Acquisition Partner to lead end-to-end recruitment for business units and functions across India and the wider APAC region. Based out of Mumbai in a hybrid model, this role carries direct accountability for sourcing, attracting, assessing, and closing high-quality talent across a diverse portfolio that spans commercial, corporate, industrial, Research & Innovation (R&I), digital, and IT positions.

The partner will collaborate closely with hiring managers, HR teams, and regional business leaders, combining deep direct-sourcing expertise, regional market intelligence, and recruitment analytics to deliver a seamless, high-touch hiring experience.

Key Responsibilities

End-to-End Recruitment
Manage the complete recruitment lifecycle from initial requisition intake and sourcing strategy through competency-based assessment, offer structuring, negotiation, and onboarding closure.
Conduct thorough screening calls and structured, competency-based interviews.
Manage concurrent hiring requisitions across varying seniority levels, functional domains, and regional countries while mitigating delivery bottlenecks.
Deliver a consistent, high-quality hiring experience for candidates and hiring managers alike.

Sourcing and Market Intelligence
Formulate tailored direct-sourcing strategies for specialist, niche, and executive positions across APAC jurisdictions.
Proactively identify and engage passive talent pools using LinkedIn Recruiter, Boolean search strings, talent mapping, employee referrals, and specialized regional sourcing channels.
Build and sustain talent maps and proactive pipelines to support immediate and future organizational workforce demands.
Deliver actionable market intelligence regarding talent availability, competitor mapping, compensation benchmarks, and regional hiring dynamics.
Continuously evaluate channel performance to optimize the sourcing mix across quality, speed, and cost.

Business and Stakeholder Partnership
Build trusted advisory partnerships with business leaders, functional managers, HRBPs, and regional executives across multiple APAC time zones.
Translate complex operational requirements into sharp role profiles, structured assessment criteria, and targeted search campaigns.
Act as a consultative Talent Acquisition advisor, setting realistic expectations regarding candidate availability, labor market realities, and hiring timelines.
Maintain a regular communication cadence with leadership to review pipeline health, active candidate progress, operational risks, and key decisions.

Systems, Data, and Performance Governance
Manage all requisitions, candidate flows, and recruitment actions with high data integrity in SAP SuccessFactors Recruiting.
Ensure adherence to recruitment governance, audit requirements, and data quality standards.
Leverage Power BI dashboards to track operational recruitment KPIs, turnaround time (TAT), pipeline health, and offer-to-acceptance ratios.
Analyze recruitment metrics to identify pipeline bottlenecks, elevate sourcing effectiveness, and provide data-backed insights to executive leadership.

Qualifications and Requirements

Mandatory Requirements
At least 6 years of end-to-end Talent Acquisition experience, including significant tenure within an internal corporate or embedded consultative recruitment model.
Proven track record of managing recruitment delivery across India and multiple APAC markets.
Demonstrated experience managing hiring portfolios across varied business units and corporate functions.
Advanced direct-sourcing expertise, passive candidate headhunting, talent mapping, Boolean search, and LinkedIn Recruiter usage.
Strong hands-on experience with SAP SuccessFactors Recruiting (mandatory).
Practical experience using Power BI dashboards to track recruitment performance and extract leadership reporting.
Full professional proficiency in written and spoken English, with confidence engaging senior, regional, and global stakeholders.
Strong stakeholder management, consultative advisory, and compensation negotiation skills.
Demonstrated capability to manage multiple priorities independently across geographies, functions, and time zones.
Bachelor’s degree or equivalent professional experience.

Preferred Experience
Recruitment experience covering industrial, chemical, Research & Innovation (R&I), commercial, digital, or IT positions.
Prior experience working within a multinational or regional matrix organization.
Working knowledge of additional APAC regional languages.
Familiarity contributing to employer branding, talent intelligence, or process improvement programs.

Work Culture and Benefits

Visible regional portfolio with broad stakeholder exposure across India and APAC.
Collaborative, multinational working environment with access to a global Talent Acquisition community.
16 weeks of maternity, paternity, and co-parenting leave, in accordance with local regulations.
Access to continuous learning platforms, employee training, and language-learning resources.
Physical and psychological well-being support programs.
Competitive salary and corporate benefits package.

About The Company

Chemicals and Advanced Materials Manufacturing
10,000+ employees

Syensqo is a global science and advanced materials company inspired by the scientific councils initiated by Ernest Solvay in 1911. With a diverse workforce of more than 13,000 associates worldwide, Syensqo develops groundbreaking solutions that advance a circular economy and enhance everyday life across consumer goods, aerospace, automotive, batteries, smart devices, and healthcare applications. Syensqo is an equal opportunity employer committed to unity, inclusion, and diversity.

About The Role

The Human Resources Department at BNP Paribas India Solutions is seeking a seasoned and dynamic recruitment leader for the position of Assistant Vice President (AVP) – Talent Acquisition, Technology/IT Hiring. Based in Mumbai (with flexibility for Bengaluru), this role acts as a strategic talent advisor and delivery driver for the bank's technology organization. The successful candidate will spearhead full-lifecycle recruitment across diverse engineering verticals and organizational levels, partnering closely with senior leadership to design proactive hiring strategies, implement market mapping models, deliver exceptional candidate experiences, and ensure rigorous recruitment governance, compliance, and operational excellence within a fast-paced Global Capability Center (GCC) setting.

Direct Responsibilities

Manage the end-to-end recruitment lifecycle for technology hiring across varied skills, domains, and seniority levels.
Partner closely with hiring managers and senior technology stakeholders to assess organizational workforce needs and design effective hiring strategies.
Develop and execute innovative sourcing approaches utilizing market mapping, talent networking, employee referrals, digital platforms, and direct engagements.
Build and sustain robust, future-ready talent pipelines for niche and critical enterprise technology capabilities.
Deliver a seamless, high-touch, and professional candidate journey throughout the recruitment process.
Drive hiring efficiency and velocity by identifying opportunities for process optimization, automation, and continuous improvement within recruitment operations.
Collaborate effectively with HRBPs, onboarding teams, total rewards/compensation specialists, and business heads to ensure fluid recruitment execution.
Track, monitor, and deliver against hiring metrics, SLAs, turnaround times, and reporting requirements while maintaining high-quality benchmarks.
Ensure strict adherence to recruitment governance, process discipline, documentation standards, and internal/external audit compliance requirements.

Contributing Responsibilities

Mentor, guide, and support junior recruiters, contributing to broader talent acquisition initiatives, capability building, and special projects.
Deliver deep market intelligence, talent landscape analysis, and compensation benchmarking to inform hiring decisions and strategic workforce planning.
Integrate industry best practices and innovative recruitment technologies to continually enhance talent attraction strategies and employer brand strength.

Technical & Behavioral Competencies

10+ years of dedicated experience in end-to-end technology recruitment, preferably within Banking, Financial Services, FinTech, or Global Capability Centers (GCCs).
In-depth understanding of enterprise technology stacks, emerging engineering talent trends, and the evolving digital talent landscape.
Demonstrated success in managing complex, high-volume, and niche hiring mandates across diverse technology functions.
Strong senior stakeholder management, executive presence, and influencing capabilities.
Advanced capability in passive sourcing, competitive intelligence, talent mapping, and direct candidate engagement.
Strong process orientation with hands-on experience in driving recruitment governance, operational excellence, and audit readiness.
Proven ability to thrive within a high-performance, matrixed, multinational banking environment.
Strong analytical, collaborative, interpersonal, and communication skills.
Hands-on proficiency with modern Applicant Tracking Systems (ATS) and the Microsoft Office Suite (Excel, Word, PowerPoint).

Qualifications

Master's degree in HR or Management (preferably MBA), or in Finance, Science, Economics, or a related field.

About The Company

Banking and Financial Services / Global Delivery Center
10,000+ employees

BNP Paribas is the European Union’s leading bank and a key player in international banking, operating across 65 countries with nearly 185,000 employees worldwide. Established in 2005, BNP Paribas India Solutions is a wholly owned subsidiary and 24x7 global delivery center with hubs in Mumbai, Bengaluru, and Chennai, servicing Corporate and Institutional Banking, Investment Solutions, and Retail Banking. BNP Paribas is committed to fostering a diverse, equitable, and inclusive workplace culture while advancing sustainable finance and long-term value creation.

About The Role

Everpure (formerly Pure Storage) is fundamentally reshaping the enterprise data and storage ecosystem, partnering with hyperscalers, AI research labs, the AI hardware supply chain, and data platform leaders globally. The organization is seeking an experienced Technical Recruiter to join its growing Talent Acquisition team on-site in Bangalore. Acting as a strategic talent advisor to engineering and business leadership, the recruiter will build specialized talent pipelines, formulate innovative direct-sourcing models, guide hiring decisions, and own end-to-end recruitment across technical, business, and corporate functions in a high-impact, product-driven environment.

What You Will Do

Act as a trusted Talent Acquisition partner to hiring managers and business leaders, designing and executing talent acquisition strategies aligned with organizational priorities.
Own full-lifecycle recruitment, covering intake alignment, market mapping, sourcing strategy, screening, interview process management, hiring team debriefs, offer structuring, and onboarding coordination.
Cultivate robust partnerships with internal stakeholders, advising leadership on market intelligence, competitor talent availability, and strategic hiring trade-offs.
Deliver an outstanding, inclusive candidate experience from initial outreach through final offer acceptance.
Develop and execute proactive sourcing strategies to attract specialized, competitive, and niche technology talent.
Directly source, engage, and maintain high-quality and diverse passive candidate pipelines.
Leverage recruiting metrics and operational insights to drive continuous improvements in hiring velocity, quality-of-hire, and overall process efficiency.
Partner seamlessly with HR Business Partners, Total Rewards, Finance, and Interview Coordination teams to ensure cohesive, timely hiring decisions.
Craft compelling, brand-aligned job descriptions that communicate the company story and value proposition effectively.

What You Bring

6 to 10 years of proven full-cycle recruiting experience, preferably within a product-oriented or high-growth technology company.
Demonstrated recruiting track record emphasizing hiring quality, turnaround velocity, and strong consultative business partnerships.
Proven ability to influence, coach, and guide engineering and business leaders throughout the recruitment lifecycle.
Demonstrated success in identifying, engaging, and closing high-caliber passive talent in tight, highly competitive technical talent markets.
Comprehensive hiring experience spanning software engineering, infrastructure, business, and corporate functions.
Advanced direct-sourcing capabilities and structured, competency-based interviewing expertise.
Strong organizational and prioritization skills with comfort navigating high-volume, dynamic environments.
Willingness to work from the Bangalore office in line with corporate in-office working guidelines.

Work Culture and Benefits

Certified Great Place to Work® and recognized among Fortune's Best Workplaces in Technology™.
Flexible time off policies, wellness resources, and employee assistance initiatives.
Company-sponsored team events, cultural celebrations, and Employee Resource Groups (ERGs).

Comprehensive benefits portfolio available at http://benefits.everpuredata.com/.

About The Company

Data Platform and Enterprise Cloud Data Storage 5,001 to 10,000 employees

Everpure (NYSE: P, formerly Pure Storage) delivers advanced enterprise data storage platforms and infrastructure powering hyperscalers, AI ecosystems, and global technology innovators. Everpure is an equal opportunity employer committed to cultivating a diverse, equitable, and inclusive global workforce where uniqueness is embraced and celebrated.

About The Role

The Recruiting Specialist Lead serves as a senior member of the global Recruiting Specialist organization at Palo Alto Networks, acting as a strategic operational partner to recruiters, recruiting managers, and Talent Acquisition leadership. Based on-site at the Bangalore Bagmane Tech Park facility, this role works alongside vendor partner Adecco to guide Recruiting Specialists, drive consistency and service quality across recruiter partnerships, enhance operational efficiency and candidate experience, and serve as the primary escalation point for delivery challenges.

Combining recruiting delivery expertise, vendor delivery management, stakeholder coaching, and hands-on recruiting support, the role helps scale a high-performing global Recruiting Specialist model. The designated shift timings for this position are 3:00 PM to 12:00 AM IST.

Key Responsibilities

Stakeholder Partnership Act as the primary operational liaison between internal recruiters, recruiting managers, Adecco leads, and Recruiting Specialist points of contact. Drive alignment on partnership expectations, ownership boundaries, and recruitment service level standards. Resolve partnership challenges and ensure collaborative, friction-free workflows across teams. Gather continuous stakeholder feedback and translate operational insights into coaching sessions, workflow updates, and process improvements. Develop and cascade recruitment best practices, operating tools, and process training programs. Drive broad adoption of the Recruiting Specialist engagement model across global recruitment functions.

Operational Excellence Monitor service delivery performance, output quality, productivity metrics, and partnership effectiveness by functional area. Identify operational trends impacting recruiter bandwidth gains, process throughput, and overall program performance. Drive consistency across candidate interview scheduling, candidate pipeline management, screening, documentation, and reporting. Establish and maintain standardized operational guidelines and recruitment enablement best practices.

Program Growth and Optimization Partner closely with Talent Acquisition leadership to evolve and optimize the global Recruiting Specialist operating model. Support the pilot and rollout of new recruiting technologies, AI-powered tools, and workflow systems. Identify opportunities to increase recruiter leverage and efficiency, translating strategic goals into actionable deliverables for vendor delivery teams. Track core program success metrics, SLA compliance, and recommend systematic enhancements.

Hands-On Support ("Player" Component) Maintain select recruiter partnerships and support high-priority requisitions directly as a player-coach when required. Serve as a subject matter expert for complex or urgent recruiting initiatives. Provide surge support during peak hiring periods, new team onboarding, or coverage gaps. (Note: This role focuses on capability, quality, enablement, stakeholder satisfaction, and operational excellence; it does not manage general HR administration, attendance tracking, or vendor commercial compliance.)

Qualifications and Requirements

Required Qualifications 7+ years of progressive experience in Recruiting, Recruiting Operations, Recruiting Coordination, or Talent Acquisition. Full availability and willingness to work non-traditional hours (3:00 PM to 12:00 AM IST) supporting cross-geography teams and candidates. Exceptional verbal, written, and interpersonal communication skills with the ability to convey complex narratives and build trust across global matrix teams.

Preferred Qualifications Hands-on experience conducting candidate phone screenings and overseeing full recruiting workflows. Demonstrated coaching, mentorship, or team leadership background. Strong stakeholder management and cross-functional influencing capabilities. Prior experience supporting large-scale global recruiting organizations. Data-driven mindset with analytical capabilities to assess metrics and drive continuous operational improvements. Role is not eligible for immigration or visa sponsorship.

About The Company

Computer and Network Security / Cybersecurity 10,000+ employees

Palo Alto Networks is the global cybersecurity leader, committed to protecting the digital way of life by addressing critical security challenges with continuous innovation across cloud security, network security, and AI-driven operations. Palo Alto Networks is an equal opportunity employer committed to cultivating a collaborative, diverse, and inclusive workplace. 

About The Role

Insomniacs is looking for an agile, detail-oriented, and high-ownership Talent Acquisition Executive to manage end-to-end recruitment operations on-site in Mumbai. The role is responsible for driving the full recruitment lifecycle—from sourcing and screening through interview coordination, offer negotiation, closure, and new-hire induction—specifically across specialized creative, servicing, and commercial agency functions including Video Editors, Graphic Designers, Business Development, and Client Servicing professionals.

Key Responsibilities

Manage the complete recruitment cycle, including talent sourcing, resume screening, interview coordination, salary negotiation, and final offer closure.
Drive targeted hiring for digital agency roles, specializing in creative profiles (Video Editors, Graphic Designers) and business-facing teams (Business Development Executives, Client Servicing professionals).
Source prospective candidates utilizing diverse recruitment channels such as job portals, LinkedIn, social media advertisements, professional networks, and employee referrals.
Conduct structured initial screening discussions to assess candidates on communication capabilities, functional experience, tenure stability, compensation expectations, and cultural fit.
Coordinate interview schedules with departmental heads and maintain timely, transparent communication with candidates and internal evaluation panels.
Maintain an accurate and up-to-date recruitment tracker capturing candidate pipeline status, interview feedback, current/expected compensation, notice period details, and actionable follow-ups.
Build and maintain a continuous talent pipeline for priority and recurring agency mandates.
Draft, polish, and publish compelling, professional job advertisements across active platforms.
Manage compensation discussions, offer documentation, and post-offer candidate engagement to minimize pre-joining dropouts.
Conduct structured employee induction sessions, ensuring new hires receive requisite documentation, equipment guidance, and comprehensive organizational onboarding.
Serve as a professional brand ambassador for Insomniacs in interactions with prospective candidates and internal stakeholders.
Provide regular hiring dashboards and progress updates, proactively escalating bottlenecks, candidate drop-offs, or timeline delays.

Required Experience and Skills

Prior proven talent acquisition or recruitment experience within a digital marketing agency, advertising firm, or similarly fast-paced creative setup.
Demonstrated hands-on experience recruiting creative talent (Video Editors, Graphic Designers) and agency account roles (Business Development, Client Servicing).

Sound understanding of full-cycle hiring methodologies: active sourcing, structured screening, competency-based interviewing, compensation negotiation, and candidate closure. Excellent verbal and written English communication skills. Professional presentation, interpersonal diplomacy, and candidate relationship management abilities. Demonstrated capacity to manage multiple open requisitions concurrently with precision, speed, and follow-through. Experience conducting formal employee inductions and facilitating onboarding workflows. Strong working knowledge of recruitment portals, LinkedIn Recruiter, social sourcing, and recruitment tracking sheets. High degree of personal ownership, responsiveness, organizational discipline, and attention to detail.

About The Company

Digital Marketing and Advertising Agency 51 to 200 employees

About The Role

Take-Two Interactive Software is seeking a detail-oriented and analytical Compensation Analyst based in Bengaluru. Operating in a hybrid model requiring 4 days per week in the office, this role is dedicated to supporting the day-to-day analytical and administrative needs of the global Compensation function. The analyst will drive salary benchmarking, submit market survey submissions, support the annual global compensation review cycle, maintain compensation data integrity across HR technology platforms, and deliver actionable data-driven insights to HR Business Partners and business leadership.

What You Will Take On

Prepare, analyze, and submit corporate compensation data to external market survey providers, ensuring data consistency and strict alignment with submission methodologies.
Conduct job matching, market benchmarking, and compensation data analyses to formulate competitive, data-backed salary recommendations for review and sign-off.
Provide analytical and administrative backing for corporate salary structures, job pricing, annual compensation planning cycles, and incentive programs.
Support the global Compensation team in executing the annual global merit and compensation review cycle, including baseline data preparation, modeling, and administrative coordination.
Maintain accurate compensation records within HR technology platforms, ensuring data integrity, compliance, and streamlined compensation reporting.
Prepare quarterly compensation reports, dashboards, and ad hoc analytical models to address business requests and provide meaningful operational insights.
Manage the central Compensation team ticketing inbox, addressing queries and providing guidance to HR Business Partners across global teams.
Assist in drafting and rolling out compensation communications, stakeholder enablement sessions, and manager education decks.
Track compensation trends, regulatory updates, and market practices through industry networks and research.
Support cross-functional compensation initiatives, tool migrations, and ongoing process optimization projects.

What You Bring

2 to 4 years of proven compensation, HR operations, or analytical experience, preferably supporting global compensation programs in a multinational setup or total rewards consulting firm.
Bachelor degree in Human Resources, Business Administration, or Finance; Master degree in HR is preferred.
Working knowledge of core compensation principles, salary band structures, market pricing techniques, job matching methodologies, and annual review cycles.
Hands-on experience working with HRIS platforms such as Workday and specialized compensation systems.
Advanced proficiency in Microsoft Excel alongside strong skills in PowerPoint and Word; experience with Power BI or reporting visualization tools is preferred.
Exceptional analytical, numerical, and problem-solving skills with the ability to interpret and present complex workforce data clearly.
Strong written and verbal communication skills with the capability to interface with HR Business Partners and international stakeholders.
High attention to detail, precision, and adherence to data confidentiality.
Comfort managing multiple tight deadlines independently within a dynamic, fast-paced environment.
Ability to work 4 days a week from the Bengaluru office with potential travel between local office sites.

What We Offer You

Collaborative, creative company culture that values innovation, efficiency, diversity, and philanthropy.
Dynamic learning and career progression within a global interactive entertainment enterprise.
Engaging team socials, game release events, office gaming lounges, and team challenges.
Discretionary performance bonus, Provident Fund contributions, 20 days annual leave plus statutory holidays, and comprehensive insurance benefits (1+5 medical coverage with top-up options, Practo consultations, 3X CTC Life Assurance, and 3X CTC Personal Accident Insurance).
Perks including gym reimbursement up to INR 1,150 per month, employee assistance programs, wellness incentives, employee discount programs, free games, and events.

Interactive Entertainment and Video Games
10,000+ employees

Headquartered in New York City, Take-Two Interactive Software, Inc. is a leading developer, publisher, and marketer of interactive entertainment across the globe, delivering titles through powerhouse publishing labels including Rockstar Games, 2K, and Zynga. Publicly traded on NASDAQ under the symbol TTWO, the company creates premier gaming experiences across all major gaming platforms. Take-Two Interactive is an equal opportunity employer.

About The Role

Cloud Peritus is seeking an agile and target-oriented Technical Recruiter with 2 to 4 years of experience to join the team on-site in Hyderabad. Operating on a full-time, 5 days a week work from office model, this position is open strictly for immediate joiners. The incumbent will take charge of end-to-end technical recruitment operations, driving IT headhunting initiatives, running full-cycle candidate pipelines, coordinating technical evaluation panels, and executing onboarding workflows while partnering closely with business stakeholders.

Key Responsibilities

Support and drive end-to-end recruitment activities for assigned technical positions.
Source, identify, and screen prospective candidate profiles utilizing leading job portals, LinkedIn Recruiter, employee referrals, and internal talent databases.
Implement strategic IT headhunting methodologies aligned with the latest technology trends and talent landscape shifts.
Conduct initial exploratory HR screening calls to evaluate candidate interest, cultural fit, domain capability, and compensation alignment.
Coordinate and schedule multi-stage technical interviews between candidates and technical evaluation panels.
Maintain accurate, audit-ready recruitment trackers, operational reports, and hiring MIS dashboards.
Ensure clear, transparent, and timely communication with candidates regarding application status, interview schedules, and panel feedback.
Assist in compensation discussions, offer rollouts, pre-joining documentation, and end-to-end onboarding coordination.
Adhere strictly to assigned recruitment turnaround times (TAT) and organizational quality benchmarks.
Champion candidate-centric practices to deliver an exceptional candidate experience throughout the hiring journey.

Eligibility Criteria and Qualifications

Minimum 2 years of proven hands-on experience in technical recruitment and IT talent acquisition.
Total working experience between 2 to 4 years in a fast-paced, target-driven corporate or agency environment.
Strong verbal and written communication, interpersonal, and stakeholder management skills.
Solid understanding of the end-to-end recruitment lifecycle and standard HR workflows.
Specialized experience hiring Salesforce professionals (Administrators, Developers, Architects, Consultants) is strongly preferred.
Proficiency in Microsoft Office Suite, especially MS Excel for candidate tracking, reporting, and data management.
Excellent organizational, multi-tasking, and pipeline management abilities.
Immediate availability to join the organization on-site in Hyderabad.

IT Services and IT Consulting
51 to 200 employees

About The Role

Atomik Growth builds high-impact media for tech and venture capital companies across launch videos, content clipping, and podcasting. With every division actively expanding, the company needs a dynamic recruiter who treats talent acquisition like high-velocity outbound sales. In this role, the incumbent will build the talent pipeline, work every candidate lead, and close offers end to end from initial outreach to signed offer across all active job mandates. This on-site position is based in Bangalore and operates during Pacific Daylight Time (PDT) hours.

Roles You Will Hire For

Video Editors specializing in motion design, 3D animation, and advanced visual storytelling.
Project Managers for Launch Videos and commercial media campaigns.
Project Managers for Podcasting and content distribution pipelines.
Head of Revenue for the Podcasting division.
Emerging leadership and specialist roles as new media verticals scale.

Key Responsibilities

Source top-tier talent across unconventional channels where other recruiters do not look, including X, Behance, LinkedIn People tabs of competitor agencies, ArtStation, YouTube credits, film and video end credits, Instagram UGC campaigns, Discord servers, Reddit communities, and specialized motion graphics forums.
Execute targeted cold outreach campaigns to passive industry leaders and creators, engaging and recruiting candidates who are not actively seeking employment.
Rigorously review creative portfolios, demo reels, and commercial track records before candidates are introduced to executive stakeholders.
Conduct comprehensive first-round evaluation interviews directly to assess functional competency and cultural alignment.
Design tailored role-specific screening tests in partnership with division leads, overseeing test distribution and candidate assessment reviews.
Drive aggressive follow-ups across active candidate pipelines to ensure zero operational lag.
Lead compensation benchmarking, strategic offer negotiations, and final offer closures.
Maintain impeccable ATS records and publish weekly hiring dashboards detailing outreach volume, response rates, interviews held, tests submitted, offers extended, and confirmed hires.

Candidate Requirements and Qualifications

1 or more years of proven experience in talent acquisition, recruitment, or high-volume outbound sales with documented track record and performance metrics.
Demonstrated success in sourcing, poaching, and closing high-caliber passive talent.
Strong eye for creative portfolios, with the ability to distinguish exceptional motion design and 3D visual reels from average submissions.
Exceptional written outreach capabilities with proven ability to craft personalized cold messaging that converts to replies.
Comfort operating within a target-driven recruitment environment with high follow-up volumes.
Prior experience hiring for creative, multimedia, marketing, or technology roles is strongly preferred.
Willingness to work 100 percent on-site from the Bangalore office aligned with PDT business working hours.

Work Culture and Benefits

Competitive base salary accompanied by a performance placement bonus for every successful hire.
Complete ownership of full-lifecycle talent acquisition, collaborating directly with company founders and practice leads.
Direct organizational impact where every recruit shapes creative media seen by millions across the tech and VC sectors.
Opportunity to establish a high-value personal network across elite creative and operational talent in digital media.

Media Production and Digital Content Services
11 to 50 employees

About The Role

Join Lonza Digital HR team as a Digital HR Operational Support specialist, supporting the Service Operations pillar within the Hyderabad delivery capability. This mid-level service delivery role focuses on service management, operational excellence, and process discipline, rather than deep ServiceNow platform configuration. The specialist will help ensure seamless day-to-day service delivery by managing ticket operations, maintaining strict SLA performance, overseeing case management workflows, and executing operational ServiceNow HRSD administration.

Key Responsibilities

Manage day-to-day ServiceNow ticket operations, including ticket triage, case prioritization, queue routing, and progression through resolution.
Manage HR cases to resolution or timely escalation within defined SLAs, ensuring transparent requester communication and detailed audit-ready documentation.
Monitor operational SLA performance, identify SLA breach risks, and support measurable improvements in resolution speed and reopen rates.
Maintain and update HR knowledge articles, standard operating responses, and service catalogue items to optimize employee self-service.
Support ServiceNow HRSD operational administration across request catalogues, basic workflows, knowledge management modules, and reporting dashboards.
Produce periodic service delivery reports, highlighting recurring inquiry themes, operational trends, and continuous improvement opportunities.
Coordinate ticket resolution, case escalation, and multi-region handovers across global Digital HR teams and differing time zones.
Ensure thoroughly triaged and accurately documented requests reach the appropriate Tier 2 or subject matter specialists efficiently.

What We Are Looking For

Demonstrated experience in service desk, service delivery, or service operations within an ITSM or HR shared service environment.
Hands-on operational experience with ServiceNow, preferably ServiceNow HRSD or ITSM modules.
Solid understanding of SLAs, incident and request management, case lifecycle tracking, ticket prioritization, and escalation pathways.
Practical exposure to ServiceNow service catalogues, standard workflows, knowledge management repositories, and operational reporting.
Strong process-oriented and quality-focused mindset dedicated to driving continuous process improvement.
Excellent written communication, documentation, and stakeholder coordination capabilities.
Proven ability to perform effectively under defined service level targets within a global capability center or offshore delivery environment.

Preferred Qualifications

Formal ServiceNow HRSD, ServiceNow ITSM, or ITIL certification.
Functional exposure to Workday core HR processes and data models.
Exposure to Now Assist, GenAI capabilities, or routine service automation tools.
Prior work experience within a Global Capability Centre (GCC) or multinational delivery setup.

About The Company

Biotechnology and Pharmaceutical Manufacturing
10,000+ employees

Lonza is a global leader in life sciences, partnering with pharmaceutical and biotech companies to develop and bring life-changing therapies to patients across the globe. Working across global sites and multidisciplinary functions, Lonza offers an inclusive and collaborative environment that empowers talent to grow, innovate, and make meaningful healthcare contributions.

About The Role

Kimberly-Clark is seeking an HR Operations Coordinator (HR Associate) based out of the Pune Kharadi Hub on a fixed-term contract lasting 18 to 24 months, operating in an afternoon shift from 1:00 PM to 10:00 PM IST. In this professional role, the coordinator supports people managers and employees by executing HR requests and administrative transactions across the full employee lifecycle. The incumbent ensures that all requests are authorized, accurately documented, fully compliant, and progressed through the correct workflows while partnering closely with specialized HR Centers of Excellence and cross-functional teams to resolve cases from initiation through final closure.

Key Responsibilities

Execute HR and administrative system transactions on behalf of people managers, ensuring mandatory approvals, sign-offs, and compliance documents are in place. Interpret complex manager and employee inquiries, identify appropriate HR workflows, and route cases accurately through internal channels. Coordinate with specialist teams including Compensation, Benefits, Talent Acquisition, Mobility, Finance Operations, and IT to deliver end-to-end case resolutions. Review incoming requests for completeness, data consistency, and clarity, proactively following up with stakeholders to retrieve missing information before processing. Manage a high volume of HR support tickets and follow up diligently with internal stakeholders until case closure. Maintain complete, accurate, and audit-ready records for all transactions completed under delegated authority. Safeguard sensitive and confidential personnel information, adhering strictly to global data privacy standards and statutory compliance regulations. Identify non-standard, sensitive, or complex cases and escalate them promptly to designated process owners. Pinpoint recurring process bottlenecks, operational risks, and system limitations, sharing actionable insights with process owners. Support process optimization projects and cross-functional initiatives aimed at elevating manager and employee experience. Provide timely, professional customer support to employees, managers, and partner teams. Assist with HR integration programs and People Solutions enablement activities as required.

Qualifications and Requirements

Bachelor degree in Human Resources, Business Administration, or a related discipline. 3 to 5 years of experience in HR Operations, HR Shared Services, or a similarly structured process-driven administrative function. Fundamental understanding of human resources practices and end-to-end employee lifecycle operations. Working knowledge of HRIS platforms such as Workday and case management systems such as ServiceNow. Strong judgment, analytical problem-solving skills, and high attention to detail. Demonstrated ability to manage multiple concurrent cross-functional requests with consistency, precision, and confidentiality. Clear written and verbal communication skills with comfort coordinating across global matrix teams and seniority levels. Thorough understanding of employee data confidentiality, privacy protocols, regulatory compliance, and audit requirements. Willingness to work an 18 to 24 month fixed-term contract with working hours from 1:00 PM to 10:00 PM IST. Preferred exposure to Global Business Services (GBS), HR Shared Services environments, or cross-border HR transformation initiatives.

About The Company

Consumer Goods Manufacturing and Personal Care 10,000+ employees

Kimberly-Clark is a global personal care corporation producing iconic brands including Huggies, Kleenex, Cottonelle, Scott, Kotex, Poise, Depend, and Kimberly-Clark Professional. Operating with a focus on sustainable growth and innovation, the company delivers essential care products to billions of people worldwide. Kimberly-Clark is an equal opportunity employer committed to fostering an inclusive, diverse workplace culture.

About The Role

DDE Bioengineering is looking for an experienced Talent Acquisition professional with 6 to 8 years of dedicated recruitment experience to join the team on-site in Pune. This role is strictly focused on full-cycle Talent Acquisition and technical recruitment across engineering, manufacturing, pharmaceutical, biotechnology, and related industrial domains. The Assistant Manager will partner closely with business heads and leadership teams to formulate sourcing strategies, assess top-tier talent, manage compensation negotiations, and close niche technical and leadership mandates in a timely manner.

Key Responsibilities

End-to-End Talent Acquisition
Manage the complete recruitment life cycle from initial requisition scoping to final candidate onboarding.
Collaborate with department heads and business leaders to define detailed job specifications and hiring timelines.
Formulate and execute tailored sourcing strategies for technical, engineering, commercial, and executive leadership profiles.
Drive swift turnaround times to close critical, hard-to-fill, and specialized technical positions within budget.

Talent Sourcing and Candidate Engagement
Source active and passive talent across LinkedIn Recruiter, specialized job portals, employee referrals, recruitment search partners, and industry networks.
Build and sustain a continuous talent pipeline to support ongoing and future operational headcount requirements.
Engage high-caliber passive prospects for strategic and specialized functional positions.
Deliver an outstanding, transparent candidate experience from initial outreach through onboarding.

Screening and Selection
Screen profiles thoroughly against requisite technical competencies, operational domain knowledge, and academic credentials.
Conduct structured HR interviews and competency-based assessments to evaluate cultural alignment and career stability.
Coordinate multi-tier technical interviews with departmental evaluation panels.
Assess candidate capabilities, leadership potential, and long-term organizational fitment.

Stakeholder Management and Reporting
Partner with business leaders on manpower planning forecasts, hiring priority alignment, and talent availability.
Furnish regular recruitment dashboards, pipeline trackers, and SLA status reports to executive management.
Provide hiring managers with valuable labor market intelligence, compensation benchmarks, and sourcing best practices.
Facilitate seamless communication loops between interview panels and prospective candidates.

Offer Management and Onboarding
Conduct structured compensation benchmarking and salary negotiations aligned with approved corporate budgets.
Roll out formal employment offers and follow through diligently to achieve prompt offer acceptances.
Coordinate pre-joining documentation, reference checks, and comprehensive onboarding formalities while maintaining high candidate engagement to mitigate post-offer dropouts.

Recruitment Process Optimization
Continuously analyze hiring metrics, turnaround times, and channel effectiveness to optimize overall recruitment efficiency.
Maintain audit-ready recruitment MIS trackers and analytical hiring dashboards.
Cultivate strong strategic partnerships with specialized staffing agencies, educational bodies, and technical forums.
Ensure all talent acquisition practices strictly adhere to corporate recruitment governance and employment standards.

Candidate Profile and Mandatory Skills

6 to 8 years of dedicated, full-lifecycle recruitment and talent acquisition experience.
Any Graduate with an MBA in Human Resources Management.
Proven recruitment background within technical, engineering, manufacturing, biotechnology, pharmaceutical, or allied process industries.
Demonstrated competency in leadership hiring, executive talent mapping, and senior stakeholder management.
Hands-on mastery of sourcing via LinkedIn Recruiter, job portals, Boolean search techniques, and professional communities.
Strong salary negotiation, compensation structuring, and offer closure acumen.
High proficiency in recruitment analytics, ATS management, and MIS dashboard reporting.
Exposure to employer branding strategies and pipeline nurturing is an added advantage.

Biotechnology and Process Equipment Manufacturing
51 to 200 employees

About The Role

Mindset Consulting is looking for a detail-oriented, proactive, and analytical HR Analyst to join the HR team on-site in Bengaluru. Working closely with the Head of HR, the HR Analyst will support post-onboarding, end-to-end employee lifecycle activities covering HR operations, employee engagement, performance management, people analytics, resource management, succession planning, training administration, HRMS and HRIS implementation, and exit management. This position is ideal for an HR professional who enjoys working across diverse functional pillars, managing workforce dashboards, and executing multiple priorities independently in a fast-paced environment.

Key Responsibilities

Employee Lifecycle Management Post-Onboarding
Support employees throughout the post-onboarding lifecycle from initial joining formalities through offboarding.
Coordinate probation assessments, employee movements, internal transfers, promotions, and formal exit procedures.
Maintain comprehensive employee records and accurate documentation.
Serve as the primary point of contact for employees and people managers regarding HR policies, guidelines, and general queries.
Ensure a positive, consistent, and smooth employee experience across all operational touchpoints.

HR Operations and HRMS or HRIS
Manage day-to-day HR operations to ensure all workflows are completed accurately and within agreed timelines.
Maintain employee master data and records within the HRMS.
Support HRMS implementation, system configuration, testing, data migration, workflow mapping, and company-wide rollout.
Manage leave administration, attendance tracking, timesheet workflows, and data verification, resolving discrepancies directly with managers.
Prepare regular HR reports, operational trackers, and executive dashboards.
Identify ongoing opportunities to digitize, streamline, and automate manual HR processes.

Performance Management
Support the Head of HR with performance management cycles, including goal setting, appraisal reviews, feedback documentation, and performance improvement plans (PIPs).
Coordinate review timelines, follow up with stakeholders, and maintain appraisal records.
Help leaders maintain structured and consistent performance evaluation processes.

Training and Development
Coordinate internal and external training programs.
Maintain the training dashboard, tracking completions, certifications, allocated budgets, and participation logs.
Track and maintain SAP certification records and compliance status for employees.
Liaise with employees, managers, and external training vendors on learning mandates and evaluate training effectiveness.

Employee Engagement and Experience
Support employee engagement programs, Rewards and Recognition (R&R) initiatives, pulse surveys, HR celebrations, and internal communications.
Track feedback and participation trends to provide actionable engagement insights to the Head of HR.

Resource Management and Workforce Planning
Collaborate with business leaders to maintain visibility over team capacity, resource allocation, availability, and upcoming staffing needs.
Track internal movements, role changes, and billable resource utilization.

Succession Planning and Talent Management
Support talent management initiatives, maintain succession trackers, and assist in identifying critical roles, successors, and development plans for high-potential employees.

HR Analytics, Reporting, and Cross-Functional Alignment
Prepare comprehensive HR dashboards covering headcount movements, attrition, attendance, leave, timesheets, performance, certifications, engagement, and utilization.
Analyze workforce data to highlight trends, operational gaps, and strategic focus areas.
Coordinate with Finance on payroll inputs, attendance validations, and employee records.
Partner with IT and Operations on asset handovers, system access, internal transfers, and exit clearances.
Support statutory compliance, audits, policy documentation, and strategic HR initiatives.

Candidate Qualifications and Requirements

2 to 4 years of proven hands-on experience in an HR Analyst, HR Generalist, HR Operations, or HR Executive role.
Demonstrated experience managing post-onboarding employee lifecycle processes.
Prior experience working within a startup or fast-paced consulting setup.
Strong practical exposure to HR operations, engagement initiatives, performance reviews, and HR reporting.
Hands-on experience with HRMS or HRIS platforms such as GreytHR, SAP SuccessFactors, Darwinbox, Zoho People, or Workday, including involvement in system implementation, configuration, or migration.
Experience tracking resource management metrics, workforce planning, or succession planning frameworks.
Experience maintaining training records, particularly managing SAP certification tracking.
Advanced MS Excel or Google Sheets capabilities including Pivot Tables, lookups, and workforce data modeling.
Good understanding of Indian HR statutory frameworks, compliance practices, and labor guidelines.
Strong interpersonal, follow-up, and communication skills with the ability to handle confidential personnel data with strict discretion.

About The Company

IT Services and SAP Consulting
51 to 200 employees

Mindset Consulting, LLC is a specialized enterprise solutions and digital consulting firm delivering cutting-edge SAP transformations, cloud innovations, and design-led technology implementations. The organization combines deep technical architecture with user-centric digital experiences to accelerate business outcomes for global enterprises.

About The Role

The Analyst HR Services role is part of the HRCO team at Societe Generale Global Solution Centre based on-site in Bangalore. Supporting the APAC shift, the analyst is responsible for managing end-to-end multi-country payroll processing across Hong Kong, Singapore, South Korea, and Australia. The role requires thorough oversight of operational workflows, statutory compliance, vendor management, controls, and statutory reporting, alongside managing the complete separation and full and final settlement process for outgoing staff.

Key Responsibilities

Execute end-to-end monthly payroll processing for employees across Hong Kong, Singapore, Korea, and Australia.
Manage the full termination workflow, including full and final settlement calculations, separation payouts, and tax adjustments.
Oversee statutory compliance, external vendor coordination, internal control checks, and regular operational reporting.
Maintain an in-depth understanding of regional employment policies, tax laws, and statutory regulations, including mandatory pension funds and social security contributions.
Perform input collation across various internal departments and external teams, validating and updating vendor input templates and internal payroll platforms.
Maintain and update standard Process Operating Instructions to incorporate workflow modifications, submitting documentation for management review and country Process Owner sign-off.
Deliver all payroll cycles and reporting requirements strictly within agreed timelines and regional service level agreements.
Finalize payroll runs and authorize payment disbursements to active employees, ex-employees, and regulatory tax bodies.
Update and track internal and external metrics dashboards within established deadlines.
Investigate and resolve employee payroll discrepancies, tax queries, and deduction errors.
Manage year-end taxation activities, including preparation, reconciliation, and timely statutory filing of annual tax forms.
Ensure end-to-end workflow management so that all transactional tasks meet high accuracy and quality benchmarks.

Required Profile and Qualifications

Bachelor degree in any discipline.
Demonstrated experience in payroll processing, preferably with exposure to APAC regional payroll systems and statutory frameworks.
Proficiency with PeopleSoft and MS Office tools, with strong skills in MS Excel.
Solid understanding of pension systems, social security schemes, and international tax calculations.
Ability to interpret data, analyze compensation trends, and apply analytical insights to pre-empt and resolve operational issues.
Strong interpersonal, verbal, and written communication skills.
High attention to detail, proactive mindset, problem-solving capability, and accountability in a collaborative team setup.

About The Company

Banking, Financial Services, and Global In-House Centres
10,000+ employees

Societe Generale Global Solution Centre is a key strategic delivery hub of the Societe Generale Group, one of Europe leading financial services organizations. The center delivers technology, banking operations, and corporate enablement services, driving business transformation and operational excellence globally. Societe Generale is committed to equal opportunity employment, fostering an inclusive work culture and actively supporting ESG and community engagement initiatives worldwide.

About The Role

Voy is seeking an experienced and commercially driven Senior Human Resource Business Partner to lead people and talent strategy based on-site in Delhi. Operating at the intersection of consumer technology, science, and telehealth, this role acts as a trusted strategic consultant to executive leadership. The Senior HRBP will spearhead workforce planning, drive organizational design, champion high-performance frameworks, and translate people analytics into tangible business outcomes across rapid domestic and global expansion cycles.

Key Responsibilities

Partner closely with executive leadership and cross-functional business heads to formulate and execute forward-looking people, talent, and workforce strategies.
Drive end-to-end performance management systems, appraisal cycles, succession planning, and executive leadership development initiatives.
Leverage people data, attrition patterns, and engagement metrics to generate actionable insights and optimize talent operations.
Coach and advise people managers through hypergrowth scaling, change management, and nuanced employee relations scenarios.
Foster a high-ownership workplace culture where talent and commercial business operations thrive symbiotically.
Lead organizational development efforts to maintain agile, scalable operational teams across technical, medical, and commercial units.

What You Bring

8 or more years of progressive experience in Human Resources with substantial tenure in strategic HRBP roles.
Exceptional commercial thinking, strategic mindset, and proven business acumen.
Demonstrated expertise across talent acquisition alignment, performance enablement, employee engagement, and organizational design.
Strong stakeholder management and executive presence with the ability to influence leadership decisions.
Intellectual curiosity, analytical problem-solving skills, and the confidence to challenge the status quo and address complex organizational issues.

About The Company

Telehealth and Consumer Health Technology
201 to 500 employees

Voy is one of the world largest DTC online healthcare platforms, operating across the UK, Germany, Brazil, and India. Voy entered India via the full acquisition of EarlyFit, pioneering a tech-enabled, full-stack GLP-1 weight care model that integrates clinical expertise, endocrinologist-led treatments, diagnostic tracking, nutrition coaching, and behavioral support into a unified digital experience.