At Allstate, great things happen when our people work together to protect families and their belongings from life’s uncertainties. And for more than 90 years, our innovative drive has kept us a step ahead of our customers’ evolving needs. From advocating for seat belts, air bags and graduated driving laws, to being an industry leader in pricing sophistication, telematics, and, more recently, device and identity protection. Industry: Insurance and Financial Services. Employee Size: Large Global Enterprise. The Workforce Relations Lead Consultant provides expert guidance on complex workforce relations matters, ensuring compliance with employment laws and organizational policies to drive a positive, high-performing workplace culture. This role independently investigates complex allegations of discrimination and harassment while also advising and influencing leaders, agents, and employees to resolve complex workplace conflicts. This role serves as a trusted advisor within the organization, addressing critical workforce relations issues and initiatives. Additionally, this role partners with Organizational Talent Advisors (OTAs) and HR’s Centers of Excellence (COEs) as subject matter experts, representing the workforce relations function, for HR programs and products. This role may also serve as a primary point of contact for Workforce Transition processes from the initial coaching and counseling of potential business case submissions to executing written employee notifications. This role is responsible for training, leading critical programs, and designing and implementing special projects. Key Responsibilities: Analyze employee relations trends and provide recommendations on complex workforce relations matters to drive a high-performing workplace culture; Collaborate with legal, OTAs, and HR COEs to assess and mitigate risks associated with complex workforce relations matters; Support organizational change initiatives by owning the workforce transition process, providing insights and guidance on employee transitions and impacts; Utilize evidence-based communication and storytelling to advise resolution of complex workforce relation matters by presenting data-driven recommendations for all audiences; Independently manage a large volume of complex workforce relations cases including investigations of harassment, discrimination, inappropriate conduct, and performance management concerns, with adherence to documentation expectations and SLAs; Advise on and support disciplinary actions, terminations, and other employment decisions to ensure consistency and fairness in alignment with local, federal, and international laws and company policies and practices; Provide expert consultation to leaders, agents, and employees on a wide range of complex workforce relations issues, including performance management, conflict resolution, and workplace investigations.

Alyve Health is building India’s prevention-first health operating system, the infrastructure that enables enterprises, insurers and other institutions to deliver everyday healthcare through one connected experience. We exist because healthcare should not begin with a hospitalization or a health scare. It should help people take the right steps earlier whether that means speaking to a doctor, getting a diagnostic test, managing a condition or building healthier habits. Alyve makes everyday health and wellness more accessible, cashless, configurable and guided, while turning every interaction into a better next step. Today, Alyve Health powers healthcare journeys for 2.5 million+ lives across 750+ enterprise clients. Our ambition is simple and large: to help a billion Indians live fuller lives. Industry: Health Tech and Healthcare. Employee Size: Growing Enterprise. The Opportunity: You will take ownership of core HR operations, the end-to-end employee lifecycle and employee engagement initiatives while working closely with teams across the organization. You will use HR data and insights to improve processes, strengthen employee experience and support better people decisions. Your work will have a direct impact on how we hire, onboard, engage, develop and support our team-giving you the opportunity to build a strong foundation in modern, data-driven HR. What You Will Own: HR Operations and Compliance - Manage day-to-day HR operations, documentation, payroll coordination, leave management and policy implementation; Employee Lifecycle Management - Own the full employee journey from seamless onboarding to offboarding and exit analysis; Employee Engagement - Design and execute engaging cultural and team-building programs that enhance employee satisfaction and retention; HR Analytics and Insights - Utilize advanced data tools including Excel and HRIS analytics to track workforce metrics, uncover trends and produce actionable HR dashboards. What Will Make You Effective: Core HR Experience - 1–2 years of relevant HR experience, with strong aptitude, ownership and a proactive approach; Data and Analytics Acumen - Strong proficiency in advanced MS Excel VLOOKUP, Pivot Tables and formulas, with exposure to data-driven reporting; Business Acumen and Strategic Thinking - Ability to understand key business drivers, identify operational gaps and proactively propose data-backed HR solutions; Communication and Stakeholder Management - Exceptional interpersonal, communication and negotiation skills with ability to effectively collaborate with diverse stakeholders.

The Digital HR Analyst supports the design, configuration, testing, and optimization of HR technology systems whether through hands on implementation or strong business partnering with Technology resources. This role focuses on system functionality, access governance, elevated troubleshooting, and continuous enhancement. McCann Foods is a global family-owned company, striving to be the employer of choice in diverse communities around the world. Industry: Food Processing and Manufacturing. Employee Size: Global Enterprise. Key Responsibilities: Driving Technology Advancement - Appropriately solve HR problems with sustainable technical solutions in line with HR strategy, proactively managing impacts across systems, people and process; Configure and maintain HR systems according to requirements, updating settings, foundational data, workflows and security roles with precision; Serve as a key escalation point for complex system issues, partnering with IT and vendors to troubleshoot and resolve root causes; Own the full UAT lifecycle for enhancements including test script development, tester coordination, and validation; Identify opportunities for automation in HR processes and helps design and test workflow logic; Support system releases to ensure smooth deployment of mandatory and optional changes. Access Management - Configure role-based access structures approved via governance or partners with necessary resources, defining permission logic in line with the role; Partner with IT to align HR systems with enterprise security standards. User Enablement - Keep clear and consistent technical documentation, job aids and user guides updated; Contributing content to and answering questions from Digital Training initiatives. Cross Functional Collaboration - Provide expert input on system capabilities, constraints, and configuration options; Facilitate working sessions to gather requirements, validate designs, and resolve issues; Represent HR in digital or process improvement initiatives. Qualifications Required: 3-5 years of hands-on HR Technology or business analyst experience; Certification in key HR platforms such as UKG Workforce Pro, ServiceNow, Phenom, or SuccessFactors; Strong understanding of HR processes across employee lifecycle; Proven ability to identify and manage change impacts of technology redesign; Strong communication and analytical skills.

Stryker is a global leader in medical technologies and, together with its customers, is driven to make healthcare better. The company offers innovative products and services in MedSurg, Neurotechnology, Orthopaedics and Spine that help improve patient and healthcare outcomes. Alongside its customers around the world, Stryker impacts more than 150 million patients annually. Industry: Medical Technologies and Healthcare. Employee Size: Global Enterprise. What You Will Do: Act as a Talent Acquisition business partner to business leaders by understanding business priorities, workforce needs, capability gaps, and hiring objectives before shaping the recruitment approach; Influence and advise business stakeholders and leadership teams with a strategic talent perspective, using market insights, data, and candidate intelligence to support better hiring decisions; Bring a strategic mindset to talent acquisition by moving beyond transactional sourcing and partnering with the business from role scoping and talent planning through to successful delivery; Drive new ways of operating within the Talent Acquisition function, including proactive talent mapping, consultative stakeholder engagement, data-led decision making, and continuous improvement of hiring processes; Upkeep, Analysis and Presentation of relevant TA data for team, stakeholder management and business reviews; Own the recruiting lifecycle process beginning with understanding requirements through hiring intake meetings, develop and implement appropriate candidate sourcing strategies, sourcing candidates through self and other sources, conducting selection process, offer negotiations and candidate joining. What You Need: Postgraduate qualification in HR from a reputed management school, with 8+ years of talent acquisition experience in a process-driven MNC environment, with experience in product development, commercial, or healthcare sectors preferred; Proven experience partnering with business leaders and hiring managers across commercial including Marketing, Medical Education, Business Development and Strategy roles and support functions including Finance, HR, Legal and Compliance, with ownership of role intake, sourcing strategy, assessment, offer negotiation, and hiring delivery; Strong stakeholder management, communication, and influencing skills, with the ability to advise leaders using talent market insights and sound hiring judgment; Ability to use recruiting data, market intelligence, and process insights to identify gaps, present recommendations, and improve hiring outcomes.

The Compliance Executive will be responsible for monitoring and managing labour law compliance across IFM operations. The role involves ensuring statutory compliance by vendors and manpower agencies, maintaining compliance documentation, coordinating audits, and supporting adherence to applicable labour regulations and company policies across sites. Industry: Real Estate and Integrated Facilities Management (IFM). Employee Size: Large Global Enterprise. Key Responsibilities: Monitor and ensure compliance with applicable labour laws and statutory regulations across IFM sites; Verify and maintain statutory documents related to contractors, vendors, and manpower agencies; Track compliance related to wages, PF, ESI, bonus, gratuity, insurance, and labour licenses; Coordinate with vendors to ensure timely submission of statutory records and compliance documents; Maintain compliance trackers, MIS reports, and audit documentation; Conduct periodic compliance reviews and identify gaps or non-compliance issues; Support internal and external audits by preparing required documentation and reports; Ensure contractor onboarding documentation is complete and compliant with company requirements; Coordinate with HR, operations, procurement, and legal teams on compliance-related matters; Monitor validity and renewal of statutory registrations, licenses, and certifications; Escalate compliance risks and support corrective action implementation; Maintain records in accordance with company policies and regulatory requirements. Required Qualifications: Bachelor degree in Human Resources, Law, Commerce, Business Administration, or related field; 2–5 years of experience in labour compliance, statutory compliance, or contractor compliance management; Working knowledge of labour laws and statutory compliance requirements applicable to contract workforce management; Experience in IFM, facility management, real estate, manufacturing, or related industries preferred.

MyYogaTeacher is a fast-growing health tech startup connecting qualified yoga and fitness teachers from India with customers globally for personalized 1-on-1 live video sessions. With 240,000+ customers across the US, Canada, Europe, Australia, Singapore, UAE, and more, 360,000+ five-star reviews, 95% session satisfaction rate, and 250+ highly qualified teachers on the platform, we are headquartered in California with operations based in Bangalore. Industry: Health Tech and Wellness. Employee Size: Growing Startup. The Role: As a member of Teacher Onboarding team, you will own the end-to-end journey of bringing great teachers onto the MyYogaTeacher platform. From sourcing and screening to coordinating interviews, completing onboarding formalities, and handholding teachers until their first session booking, you will be the person who makes it happen. This is a people-facing, process-heavy role that sits at the core of how we grow our teacher supply and maintain the quality our customers expect. What This Role Is Really About: We are building an ops team that owns outcomes, not just tasks. As an Operations Associate on our Teacher Onboarding team, you will be responsible for bringing great teachers onto the MyYogaTeacher platform and getting them to their first session booking. Every teacher who does not make it through is a loss you will feel personally. What You Will Own: Source and identify qualified teachers across specializations including prenatal yoga, therapeutic yoga, Iyengar, Ashtanga, dietetics, and more; Screen candidates and assess their fit for the platform; Coordinate demo sessions and specialist interviews end-to-end; Own the full onboarding journey including agreement signing, profile creation, and intro video coordination; Be the single point of contact for teachers from first outreach through to first session booking; Spot drop-offs and blockers in the onboarding funnel and fix them before they become patterns. Who You Are: You take ownership naturally and do not wait for things to be assigned back to you when stuck; You communicate clearly and warmly on calls, over WhatsApp, or in emails; You care about whether the teacher actually got their first booking, not just whether you completed your steps; You are comfortable figuring things out without a perfect playbook.

Zeta is a next-generation banking technology company providing cloud-native, fully stackable processing and core banking platforms for issuers. With a focus on scalability, compliance, and innovation, Zeta empowers financial institutions to modernize their technology infrastructure and deliver secure, seamless digital banking experiences. Our Impact and Growth: Our impact runs at real-world scale. Today, over 25 million cards are live on Zeta-powered platforms across 7 countries, supported by a passionate team of 1,700+ Zetanauts across India, the US, EMEA, and Asia. Backed by SoftBank Vision Fund, Mastercard, and other reputed strategic investors, we reached a valuation of $2 billion in Jan 1, 2025. Our Product Lines: Our Focus Is On Establishing Product Lines That Focus On Key Outcomes By Addressing Real Customer Pain Points, Modernizing Legacy Systems, And Strengthening Core Fundamentals. As a Result, Our Systems And Platforms Support a Wide Range Of Banking And Payments Capabilities, Including Tachyon, our cloud-native banking stack built for population-scale systems, Cipher, our unified authentication platform for secure, high-volume banking environments, Digital Credit as a Service, enabling banks to launch credit lines on UPI, Elena, our intelligent and conversational AI platform for banking, Pixel, India’s first digital-native credit card, launched in partnership with HDFC Bank, for whom we also revamped their PayZapp mobile app: Winner of the Celent Model Bank Award for Payments Innovation 2024, and Sparrow, the leading card experience for non-prime cardholders in the US, and more across cards, payments, lending, and core banking. Our Culture and Values: We are an engineering-first organization that values ownership, bias for action, and long-term thinking. Together, we solve some of the hardest problems in banking tech. Our culture is built around trust, collaboration, and creating the conditions for you to drive impact proportionate to your potential. Reinforcing our commitment to creating an inclusive and supportive workplace, we have been consistently recognized as a Great Place to Work. If you want to build cutting-edge banking tech that enables banks to serve millions reliably, securely, and at a population scale, Zeta is your playground. About The Role: The incumbent will be part of Zeta’s talent management CoE. The individual will be expected to contribute towards building the overall talent strategy at Zeta and ensuring its translation into meaningful programs and initiatives that shape the employee experience. A key focus of the role is to work on initiatives across talent planning, career development, performance management, competency creation and engagement with the People Success team to create a culture focused on unparalleled learning and career growth. Responsibilities: Career architecture and competencies - Design job families, levels, career ladders and levelling criteria; Build functional and leadership competency frameworks with behavioural indicators for each level; Redesign the architecture when roles or structures change. Performance management - Design and run the full performance cycle: goals (OKRs or KPIs), check-ins, reviews and calibration; Link performance outcomes to promotions, rewards and development. Talent reviews and succession - Design and run regular talent reviews that assess employees on both performance and potential; Identify high-potential employees, critical talent and retention risks across the organisation; Identify critical roles and build succession plans for them, with successors mapped by how ready they are; Design development plans for successors and high-potential employees; Track pipeline health through bench strength, successor readiness and internal fill rates. Organisational change and design - Assess the impact of restructures on roles, levels and career paths; Design and run the people side of each transition. Talent strategy and analytics - Build the talent strategy and the annual talent calendar; Track talent metrics: performance distribution, internal mobility, bench strength and regretted attrition. Industry: Financial Technology and Banking Software. Employee Size: 1,700+ Employees.

The incumbent will play a role of business HR for the Agency Sales channel for the assigned zone to ensure Employee relations, Employee Engagement, HR operations and Recruitment in their respective regions in order to ensure the HR deliverables of the regions are met. Industry: Health Insurance. Employee Size: Large Enterprise. Job Context: Market Opportunities – With the advent of medical advancements, lifestyle changes, change in Indian socio-economic scenario and Indian healthcare space, and the insurers are facing challenges to cater to the needs of this diverse clientele. Increasingly Indian customers have started considering health insurance partners as ententions of health advisers. In this scenario it becomes extremely important to understand their psyche and then provide tailored solutions with wellness benefits which would help them meet their end objectives and bring in profitable revenue source for the company. About The Aditya Birla Health Insurance – Aditya Birla Health Insurance Co. Limited (ABHICL) was incorporated in 2015 as a 51:49 joint venture between Aditya Birla Capital Limited (ABCL) and MMI Strategic Investments (Pty) Ltd. ABHICL commenced its operations in October 2016. ABHICL has entered the competitive health insurance market with an aim to expand the category to wider customer segments, beyond the ones that health insurance companies traditionally have marketed to. As the 6th entrant in a category with well-established players, ABHICL is creating differentiation and equity for itself though the unique business proposition of Health Insurance for All, a one of a kind proposition in India at the moment. This is a philosophy that is being built through every single consumer touch point and into every single backend process of the company to ensure a customer’s experience of our proposition is continuous and seamless. ABHI’s unique offering to market includes proposition includes - A Comprehensive Incentivized Wellness Program that will attract the young and health conscious and will motivate, guide and reward them to stay healthy. A Chronic Care Management Program to cater to the unmet needs of a growing Indian population of those suffering from chronic lifestyle conditions like Diabetes, Asthma, High Cholesterol and Hypertension from Day 1. ABHICL serves as an enabler and influencer of health and healthcare choices that customers make, in addition to being a payer of healthcare expenses. Thus, ABHICL would act like a much needed catalyst to grow the prevalent health insurance landscape in India through product innovations and a wider choice of consumer relevant products. ABHICL’s vision has always been digital. The company has been successful in adopting paper-less approach right from identifying to on-boarding to delivering seamless experience of its customers & employees. Key Challenges for the role – Recruitment of quality manpower within stringent TAT, given the high attrition (especially in the FLS level) and the non-availability of right/trained resources. Uniform & effective implementation of policies/practices/engagement initiatives in all branches spread across a wide geography. Creating an effective engagement framework to retain quality talent in wake of stiff competition & ever changing external environment. Key Result Areas: KRA1 Create an effective sourcing model & drive effective hiring across the regions/zones to ensure availability of quality manpower within TAT Maintain manning at budgeted level for all positions. Create a robust sourcing model for FLS hiring to ensure manning of the branches are up to the desired manning levels at all times. Ensure that the sourcing mix is properly managed to reduce dependency on consultants & improve cost efficiencies. Source/Headhunt suitable profiles for all sales /non sales positions at the regions/zones within TAT. KRA2 To drive defined processes to increase employee retention and productivity at Regions / Zones To create an effective engagement framework to increase employee retention at regions/zones. Ensure execution of the productivity touchpoint architecture – interventions are planned at month zero, month four and month seven etc. To ensure structured exit interview with analysis and action planning with ZH. To ensure common employee experience through standardized HR services, interactions across the zone and regular employee connect sessions. Perform HR analytics on all KPIS. Define a framework for regular branch visits & drive the same as per the set calendar to identify gaps in various areas from time to time & take prompt corrective actions on the same. KRA3 Driving Engagement & other initiatives from time to time Drive the all activities related to pre OHS & post OHS survey at the regions & Zones. Understand the local challenges and prepare a regional calendar and implement engagement initiatives at the respective regions. Meaningfully engage with regional managers to close performance management milestones in an effective manner within TAT. Effectively engage with the training team in driving the early career stage initiatives for the FLS in the regions/Zones. KRA4 Create a framework to monitor all statuary compliances related to labour laws & maintain harmonious employee relations at regions/zones. Audit the branches from time to time on displays/maintenance of registers related to labour laws. Create a framework to investigate & resolve employee grievances within shortest time frame. Engage with the Sales leadership in ensuring a mature & uniform handling of all ERs cases in the regions/ zones. KRA5 Ensure induction and on boarding of new employees in the Zone. To conduct induction sessions for BMs and other Managers of the Zone / Region. To implement structured induction for all employees joining in the regions within defined timelines from DOJ. To collate/consolidate feedback for the zone and decide on actionables & implement action plan with the ZH. To ensure standard on boarding process is implemented in the zone/regions to given common joining experience to employees. KRA6 Ensure prompt resolution of all ER issues which may come up from time to time and ensure compliance of labour laws. Conduct detailed investigation. Make comprehensive reports based on facts and recommend further course. Implement action recommended keeping in mind sensitivities involved. Ensure labour law compliance in Branches and Zonal Office.

Robert Walters is the world's most trusted talent solutions business. Across the globe, we deliver recruitment, recruitment process outsourcing and advisory services for businesses of all shapes and sizes, opening doors for people with diverse skills, ambitions, and backgrounds. We help organisations find the skills and solutions to reach their goals and assist talented professionals to power their unique potential. We offer our people incredible career opportunities as well as an inclusive culture and flexible working. Function: Our Coordinators help us to keep our administrative processes running like clockwork. They make sure everything we do is fully documented and they support our on-site teams by handling as much admin as possible together with making recommendations about how we could improve our systems and processes. It is a role that calls for great attention to detail and the ability to hit various different deadlines. If that sounds like you, this is a great opportunity to play a central role in our success, to build your skills and open up lots of ongoing development opportunities. Responsibilities: Assist with recruitment process and work closely with the Recruitment Partners in making sure all procedures are followed and co-ordination of recruitment is fully always covered and under control. Responsibilities will include the following: Working with the Recruitment Partner to ensure the job details in the client system are correct and completed. Look after the administration surrounding the recruitment of candidates before, during and after their employment, following all of our procedures. Ensuring all the necessary approvals for the roles have been gained. Releasing the roles through the system to the relevant channels and specialist sourcing teams as advised by the Recruitment Partner. Managing candidate dispositions in the Client recruitment system. Updating the system with candidate feedback as advised by the Recruitment Partner following review of the shortlist. Interview scheduling and room bookings within SLA timeframes. Ensuring the hiring manager has a copy of the CV, calendar invite, and room booked for any interviews. Interview scheduling and room bookings within SLA timeframes for the final HR interview between the Recruitment Partner and the candidate. Ensuring all interview notes from the HR interview are stored appropriately and recording all feedback in the Client recruitment system. Completing offer letter and any system approvals required in conjunction with the Recruitment Coordinator. Acting as a key point of contact to liaise with the key delivery teams and the Onboarding Team, ensuring seamless hand-offs and focusing on candidate experience. Ensuring all candidate contact reflects the Client brand and values. Ensuring the smooth running of the recruitment administration processes. To ensure all administration procedures and processes are fully documented for the on-site team. To relieve on-site Recruitment Partners and Relationship Managers as much administration as possible and initiate improvements in systems and processes. To work to set time frames for daily and weekly deadlines and have attention to detail. Maintain all central inboxes and helplines as required and that all queries are responded to within SLA. Ensure correct data is maintained in Recruitment Systems and paper files through regular auditing and archiving. Gain a strong understanding of the RWO Remit within the client and work as an active team player in the team in achieving objectives and exceeding expectations. Understanding of and work to all SLAs pertaining to the role. Ad hoc projects: Other duties which are reasonably within the capabilities of a staff member in this position may need to be performed from time to time, in addition to or instead of the above duties. The requirements of this role may change over time and staff are required to comply with all such reasonable changes. Local Requirements: Service and delivery focused with very professional attitude essential. Excellent and professional written and verbal communication skills essential. Prioritising effectively is an essential skill. Ability to work to tight deadlines is an essential skill. Experience of working in a client customer care environment highly desirable. Excellent team player. Must also be people orientated. Able to work autonomously. Organised and methodical with a strong attention to detail. Interest in business issues and motivated to add commercial value. Able to provide an effective, professional, and timely response to the client and candidates. Highly responsive with excellent ability to absorb information quickly. Confident with the ability to work well in a demanding environment. As a Disability Confident Employer, Robert Walters - Recruitment Outsourcing is committed to offering a fully inclusive and accessible recruitment process to all candidates. If you require any accommodations or adjustments as a result of a disability, impairment or health condition, please do not hesitate to let me know. Industry: Recruitment and Talent Solutions. Employee Size: Global Enterprise.