Experis IT is hiring a Sr Analyst - HR Operations for one of its reputed clients. The candidate will be responsible for managing employee data and leave management systems with SAP systems ensuring one hundred percent accuracy for records and compliance. Key responsibilities include handling HR vendor payments in SAP using MIGO, PR, and PO processes for up to ten vendors monthly and coordinating to ensure timely disbursements. The role requires strong HR compliance knowledge to manage requirements under the Shops and Establishment Act and liaise with external vendors for full statutory adherence. The professional will maintain the comprehensive employee database in alignment with Talent Acquisition, Recruitment, and Enterprise Services teams. Additional duties involve coordinating with auditors biannually or annually, supporting internal and external audits, handling invoice processing, and driving HR projects and employee engagement initiatives. Candidates should have the ability to support an organization of 1000+ employees, possess strong problem-solving and email articulation capabilities, demonstrate high energy, and work collaboratively in a fast-paced environment. The work mode is hybrid with office attendance required three times a week, working Monday to Friday from 9.30 AM to 6.30 PM. The interview process comprises a virtual or telephonic first round followed by a face-to-face second round. Immediate joiners are required.

Are you passionate about HR operations and looking for a stable, long-term career opportunity? Join our team and make an impact. We are looking for an HR Operations Specialist to manage core HR operational functions. The role involves managing the complete employee lifecycle, onboarding processes, offboarding formalities, and maintaining comprehensive HR documentation and records. The candidate will be responsible for practical handling of attendance management, leave tracking systems, formulation and implementation of HR policies, and ensuring adherence to statutory compliance standards. Strong communication and interpersonal skills are essential to collaborate effectively with employees across departments. We value career stability and professionals who demonstrate consistent growth and meaningful tenure in their previous organizations. Important note for applicants - Only Bangalore-based candidates will be considered, candidates from other locations may not be considered. Career stability is crucial for this role, candidates with frequent job changes or limited tenure in previous organizations may not align with our requirements as we are specifically looking for professionals with a stable career track record. Working days are Monday to Saturday, with 2nd and 4th Saturdays as week offs, and 1st, 3rd, and 5th Saturdays as working days.

Eros Hotel New Delhi Nehru Place is seeking a Human Resources Executive to join its HR operations team. Key responsibilities include supporting day to day HR administrative tasks, coordinating recruitment activities, managing employee onboarding and documentation, and assisting with employee engagement efforts. Interested candidates are encouraged to send their resumes directly to the designated email address. Hospitality

Eros Hotel New Delhi Nehru Place is looking to hire an Assistant Manager in Human Resources. Candidates will be responsible for handling core human resource functions, managing personnel operations, supporting employee relations, and assisting with talent management across the organization. This position offers an excellent career opportunity for HR professionals in the hospitality sector. Interested applicants can share their updated resumes via the provided email address. Hospitality

CEISPL is looking for an experienced Technical Recruiter with strong expertise in end-to-end recruitment across the Manufacturing, Oil & Gas, and Solar Manufacturing sectors. The ideal candidate should have hands-on experience hiring technical and operational manpower for industrial projects and organizations. Key Responsibilities Manage the end-to-end recruitment process from sourcing through selection and onboarding. Understand technical manpower requirements across Manufacturing, Oil & Gas, and Solar Manufacturing. Source and screen candidates for technical, operations, maintenance, safety, and commissioning positions. Coordinate with hiring managers and stakeholders to understand manpower requirements and candidate specifications. Build strong candidate pipelines for specialized technical positions. Conduct initial screening and evaluate candidates based on technical skills, industry experience, and job requirements. Coordinate interviews, follow-ups, selection, documentation, and joining formalities. Maintain regular communication with candidates throughout the recruitment lifecycle. Ensure timely closure of assigned technical recruitment requirements. Key Hiring Areas The recruiter should have exposure to recruitment for Operations & Maintenance positions, including: Maintenance Engineers Maintenance Technicians Plant / Equipment Operators Operations Professionals Safety Supervisors Safety Managers Commissioning Manpower Other technical and industrial manpower requirements Required Skills & Experience 3–5 years of experience in end-to-end recruitment. Strong experience in technical recruitment. Exposure to Oil & Gas and Manufacturing recruitment is required. Experience with Solar Manufacturing recruitment will be relevant to the role. Good understanding of technical and operational job profiles. Strong sourcing, screening, interviewing, and candidate coordination skills. Ability to understand technical job descriptions and identify suitable candidates. Good communication and stakeholder-management skills. Ability to handle multiple technical requirements simultaneously. Strong follow-up skills and focus on timely recruitment closures. Work Arrangement Work Mode: Work From Home (WFH) Location: Remote / WFH Experience: 3–5 Years

Black Turtle is hiring Recruiters to join its recruitment team. The ideal candidate should have hands-on experience in core Non-IT recruitment, particularly for Investment Banking requirements. Candidates should be comfortable managing recruitment activities and working with candidates across the hiring lifecycle. Key Responsibilities Manage end-to-end Non-IT recruitment for Investment Banking requirements. Source relevant candidates through available recruitment channels and databases. Understand hiring requirements and identify candidates matching the required skills and experience. Screen candidates based on job requirements and relevant experience. Conduct initial candidate discussions and assess suitability. Coordinate interviews between candidates and clients/hiring teams. Follow up with candidates throughout the recruitment process. Maintain candidate pipelines for current and upcoming requirements. Ensure timely submission of suitable profiles. Track candidate progress and maintain accurate recruitment information. Support successful interview conversions and closures. Handle candidate communication and resolve recruitment-related queries. Work toward recruitment targets and delivery requirements. Required Experience 6 months to 4 years of total recruitment experience. Must have relevant experience in Non-IT recruitment. Strong preference for candidates with Investment Banking recruitment experience. Candidates should have experience specifically in core Non-IT recruitment. Experience should be from a Recruitment Firm / Staffing / Recruitment Consultancy. Candidates currently working in Corporate HR / Corporate recruitment are not being considered for this requirement. Candidate Profile The ideal candidate should have: Strong understanding of Non-IT recruitment processes. Experience handling Investment Banking requirements. Good candidate sourcing and screening skills. Strong communication and interpersonal skills. Ability to understand client requirements and identify suitable profiles. Good follow-up and candidate-management skills. Ability to work in a target-driven recruitment environment. Strong ownership of assigned requirements and recruitment closures. Ability to work independently in a Work From Home setup. Eligibility Criteria Total Experience: 6 Months–4 Years Relevant Experience: Core Non-IT Recruitment Industry Exposure: Investment Banking Previous Employer Type: Recruitment Firms only Corporate Candidates: Not considered Notice Period: Maximum 30 Days Work Mode: Work From Home Candidate Details Required While Applying Interested candidates should share their updated resume along with: Total Experience Relevant Experience in Non-IT Recruitment Current Fixed Package Expected Fixed Package Notice Period Current Location Application Interested candidates can share their updated resume and the requested details at: Email: lavina.chandwaney@black-turtle.in Website: Black Turtle

Position: HR Manager / Deputy Manager Location: Dwarka, New Delhi Centre For Sight is a leading eye care network in India, providing comprehensive and advanced eye care services through specialised medical expertise, modern technology and patient-centric care. The organisation has a nationwide presence with 95+ eye care centres across 17 states and 350+ eye specialists. Centre For Sight is looking for an HR professional who is data-driven, analytically strong and business-focused, with the ability to convert HR data into meaningful insights and support better people-related decisions. Key focus areas include HR MIS, Advanced Excel, dashboards and HR analytics, workforce analytics, attrition and productivity insights, Performance Management System (PMS), manpower planning and budgeting. The role will involve working with HR data and analytics, preparing and managing HR MIS and dashboards, analysing workforce-related data, monitoring attrition and productivity trends, supporting performance management processes, and contributing to manpower planning and budgeting activities. Candidates with healthcare industry experience are preferred. Industry: Healthcare and Eye Care Key Skills: HR MIS, Advanced Excel, HR Analytics, Dashboards, Workforce Analytics, Attrition Analysis, Productivity Analysis, PMS, Manpower Planning and Budgeting Centre For Sight also focuses on employee development through professional training, conferences, mentoring and feedback programmes.

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Artificial Intelligence / Natural Language Processing / Enterprise Software

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

Role Overview
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 direct exposure to senior management stakeholders.

Key Responsibilities

1. Talent Acquisition Leadership: Design and execute an aggressive hiring plan for AI/ML, data engineering, product, and sales functions. Stand up a scalable talent acquisition function encompassing sourcing, employer branding, interview frameworks, and campus or industry channels.

2. 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 against the market.

3. People Operations and HR Systems: Implement HRIS, payroll systems, onboarding and offboarding workflows, statutory compliance adhering to Indian labour laws, employee policies, and track core HR metrics including time-to-hire, attrition, and engagement.

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

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

Required Skills and Experience

1. 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.

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

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

4. Hands-on operator capable of balancing strategic planning with day-to-day execution across recruiting, policy implementation, and HRIS rollout.

5. Proven ability to operate effectively in a founder-led, fast-scaling environment while managing ambiguity and balancing strategic vision with operational execution.

6. Excellent stakeholder management skills with founders, investors, senior product, engineering, and sales leaders, upholding high integrity and confidentiality.

7. Strong familiarity with Indian labour law, statutory compliance, payroll processes, and managing contractors versus full-time hiring. Experience with remote or hybrid policies is an added plus.

Qualifications

1. Bachelor degree in Human Resources, Business, Psychology, or a related field.

2. MBA or Postgraduate degree in Human Resources or equivalent is preferred.

What Success Looks Like (First 6–12 Months)

1. Built a hire-ready talent acquisition process and successfully closed key roles across engineering and sales against defined ramp targets.

2. Implemented compensation bands and sales OTE frameworks backed by clear market benchmarking.

3. Fully operational HRIS and live core people processes covering onboarding, payroll, and statutory compliance.

Selection Process Interested candidates are mandatorily required to apply through the listing on Jigya. Only applications received through this posting will be evaluated further. Shortlisted candidates may be required to appear in a screening interview administered by Jigya. Candidates selected after the Jigya screening rounds will be interviewed directly by KnowDis.

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Engineering Consulting / Built Environment / Professional Services

About Buro Happold
Buro Happold Engineering is an independent, international engineering practice that over the last 50 years has become synonymous with the delivery of creative, value led building and city solutions for an ever-changing world. Having worked on every continent, our clients include more than 90% of the world’s leading architectural practices and we have collaborated with global organisations such as the United Nations, The World Bank, and UNESCO. Through our global community of driven, world-leading engineering professionals, we deliver elegant solutions for buildings and cities that seek to address the major problems facing societies today. As an organisation, we strive for progress and are committed to finding new and better ways to deliver elegant solutions. We offer learning and development opportunities at every level to help shape exciting, personally satisfying careers and ensure our engineers stay at the cutting edge of industry thought.

Role Overview
We are looking for an experienced and people-focused Associate HR Consultant to join our India HR team based in our Bengaluru office. This role will support the people agenda for Buro Happold India, with a strong focus on partnering with leaders, managers, and employees across our Bengaluru office and Global Collaboration Centre. You will play an important role in strengthening employee experience, performance, engagement, capability, and culture, while supporting consistent and practical HR delivery across the business.

Your Key Duties

1. HR Business Partnering: Act as the primary HR Business Partner supporting the wider India people agenda, combining trusted HR advisory with practical delivery across talent, learning, employee relations, culture, and change.

2. Leadership Coaching and Advisory: Build trusted relationships with leaders and managers, providing practical, business-aligned HR guidance and coaching on performance management, employee development, employee relations, and people leadership.

3. Performance Management: Coordinate the annual performance review process and help improve the quality and consistency of objectives and performance conversations across teams.

4. Capability and Development: Identify capability gaps and actively support learning, leadership development, and professional development initiatives.

5. Talent and Succession Planning: Coordinate talent reviews, succession planning, internal mobility pathways, and career development activities.

6. Change and Transformation: Support strategic workforce planning, organisational change initiatives, and business transformation programmes.

7. Employee Relations Governance: Provide fair, consistent, and commercially balanced guidance on employee relations matters, organizational policies, and standard procedures.

8. Culture and Effectiveness Projects: Lead and contribute to HR, employee engagement, workplace culture, and organisational effectiveness projects across India.

9. People Analytics: Use people data and HR insights to inform strategic decisions, track operational outcomes, and continuously enhance the employee experience.

10. Global Matrix Collaboration: Collaborate closely with regional HR teams and Global Centres of Excellence to maintain process consistency while ensuring local operational relevance.

Required Skills and Experience

1. 12 to 15 years of strong HR Business Partnering experience, ideally gained within professional services, engineering, consulting, or a multinational organisation.

2. Proven ability to build credibility and trusted advisory relationships with senior leaders, managers, and employees.

3. Strong stakeholder management, influencing, coaching, facilitation, and communication skills.

4. Sound experience across performance management, employee relations, talent reviews, succession planning, and learning and capability development.

5. Confidence in managing complex employee relations matters independently with a pragmatic, commercially balanced approach.

6. Strong project management, organisational, analytical, and problem-solving skills.

7. Demonstrated ability to use people data and workforce insights to guide business decisions and improve HR delivery.

8. Proven experience working effectively within a global or complex matrix environment.

9. Exposure to a Global Collaboration Centre, shared services environment, organisational transformation, engineering consultancy, or the built environment is advantageous.

10. Master degree in Human Resources or a related field is preferred.

What We Offer You

1. Annual Discretionary Bonus, Comprehensive Health Insurance Scheme for employees and family, and Group Personal Accident Cover.

2. 5-day workweek policy supporting work-life balance.

3. Continuous learning and development programmes designed for every career stage.

4. Entitlements to 2 professional memberships or subscriptions to foster professional growth.

5. Employee Referral Bonus scheme and comprehensive Employee Assistance Programme (EAP).

6. Return to Work Program for Women to empower and support seamless re-entry into the workforce.

7. Vibrant community engagement via Young Employees Forum, Diversity and Inclusion Forum, and BH Women's Network.

8. Meaningful societal contributions through the Share Our Skills (SOS) program.

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Recruitment / Staffing

Talent Guru Placement is looking for a Talent Acquisition Specialist to join its recruitment team in Noida. The role focuses on end-to-end domestic non-IT recruitment and requires strong sourcing, screening, and hiring coordination skills.

Role Overview
The Talent Acquisition Specialist will be responsible for managing end-to-end domestic non-IT hiring requirements. This role involves sourcing relevant profiles, conducting initial evaluations, coordinating the entire interview cycle, and working closely with hiring managers to close open mandates within targeted timelines. Candidates with immediate availability or a short notice period are preferred.

Working Days and Notice Period

Working Days: 5.5 Days Notice Period: Immediate to Short Notice

Key Responsibilities

1. End-to-End Non-IT Recruitment: Manage complete lifecycle domestic non-IT recruitment across diverse operational and corporate profiles.

2. Candidate Sourcing: Source potential talent using job portals such as Naukri and Shine, along with LinkedIn and internal employee referrals.

3. Screening and Shortlisting: Review and screen applicant profiles against detailed job descriptions to ensure relevant fitment.

4. Interview Coordination: Schedule and facilitate interview rounds between short-listed candidates and hiring managers.

5. Stakeholder Collaboration: Partner directly with hiring managers to understand manpower requirements and define candidate criteria.

6. Pipeline and Process Management: Maintain active candidate pipelines, update daily recruitment trackers, and organize hiring documentation.

7. Candidate Engagement and Closure: Follow up with candidates and internal stakeholders across all evaluation stages to ensure timely position closures.

Key Requirements

1. 1 to 3 years of relevant professional recruitment experience.

2. Hands-on experience dedicated to domestic non-IT recruitment.

3. Strong sourcing, resume screening, and candidate evaluation skills.

4. Excellent verbal communication, follow-up, and coordination capabilities.

5. Proven ability to meet defined recruitment turnaround times in collaboration with hiring managers.

Software Development / DevSecOps / Information Technology
More than 50 million registered users and more than 50% of the Fortune 100 trust GitLab

About GitLab

GitLab is the intelligent orchestration platform for DevSecOps. GitLab enables organizations to increase developer productivity, improve operational efficiency, reduce security and compliance risk, and accelerate digital transformation. More than 50 million registered users and more than 50% of the Fortune 100 trust GitLab to ship better, more secure software faster. The same principles built into our products are reflected in how our team works: we embrace AI as a core productivity multiplier, with all team members expected to incorporate AI into their daily workflows to drive efficiency, innovation, and impact. GitLab is where careers accelerate, innovation flourishes, and every voice is valued. Our high-performance culture is driven by our values and continuous knowledge exchange, enabling our team members to reach their full potential while collaborating with industry leaders to solve complex problems. Co-create the future with us as we build technology that transforms how the world develops software.

An Overview Of This Role As Director of Recruiting, Engineering and Information Technology, you will lead GitLab’s India-based recruiting efforts for Engineering and IT while helping shape technical hiring across the broader Asia-Pacific region. You will lead recruiting managers and their teams, set the regional talent strategy, and maintain direct ownership of senior and executive-level searches. Reporting to the Vice President of Talent Acquisition or an equivalent senior Talent Acquisition leader, you will help GitLab build exceptional technical teams in high-growth markets and create a scalable, well-documented recruiting model. You will serve as a trusted talent advisor to Engineering and IT leaders, using market intelligence and hiring data to guide workforce planning, organization design, and recruiting priorities. You will also strengthen recruiting leadership, candidate experience, and GitLab’s employer presence while supporting an all-remote, globally distributed team.

What You Will Do

1. Leadership and Team Management: Lead and develop a multi-layered recruiting organization, including recruiting managers and individual contributors, supporting 100 to 200 or more Engineering and IT requisitions across India and the broader Asia-Pacific region.

2. Managerial Capability Building: Build recruiting management capability through coaching, clear expectations, structured operating cadences, and development plans for managers and individual contributors.

3. Executive Technical Searches: Own GitLab’s most senior and executive-level technical searches in the region, including Vice President and C-suite-adjacent leadership roles.

4. Strategic Sourcing: Set sourcing, talent pipeline, and market strategies for hard-to-fill roles in artificial intelligence, machine learning, generative artificial intelligence, security, infrastructure, and emerging technologies.

5. Advisory and Workforce Planning: Advise senior Engineering and IT leaders on organization design, workforce planning, compensation considerations, talent availability, and hiring priorities.

6. Metrics and Governance: Define regional hiring metrics and reporting, surface risks and bottlenecks to senior leaders, and recommend practical solutions that support predictable, high-quality hiring.

7. Cross-Functional Collaboration: Partner with People Business Partners, Compensation, Finance, and other recruiting leaders on headcount strategy, process improvements, tooling decisions, and company-wide talent priorities.

8. Culture and Inclusion: Champion diversity, inclusion, and belonging, strengthen candidate and hiring team experiences, and build an effective operating model for all-remote collaboration across regions and time zones.

What You Bring

1. Experience leading recruiting in high-growth technology companies, including enterprise-scale or similarly complex hiring environments.

2. Experience managing recruiting managers or leading a multi-layered recruiting organization with accountability for team performance and development.

3. Deep experience recruiting Engineering and IT talent, from individual contributor roles through senior and executive leadership positions.

4. A record of sourcing, engaging, and closing passive candidates for senior technical and leadership roles in competitive markets.

5. Deep knowledge of India’s technology talent market and experience setting hiring strategy across India and the broader Asia-Pacific region.

6. Experience leading distributed teams and large, multi-portfolio hiring plans while advising senior leaders through growth and organizational change.

7. Clear written and verbal communication when advising senior leaders on recruiting strategy and priorities.

8. A data-informed approach to recruiting, including experience with hiring metrics, dashboards, market intelligence, applicant tracking systems, LinkedIn Recruiter, and sourcing tools. Experience with Greenhouse is helpful.

About The Team We help GitLab build the teams needed to co-create the future of software development. We work asynchronously across time zones and partner closely with Engineering, IT, People Business Partners, Compensation, and Finance to deliver high-quality hiring, strengthen leadership capability, and build transparent, scalable recruiting practices.

Country Hiring Guidelines and Equal Opportunity GitLab hires new team members in countries around the world. All of our roles are remote, however some roles may carry specific location-based eligibility requirements. GitLab is proud to be an equal opportunity workplace and is an affirmative action employer. GitLab’s policies and practices relating to recruitment, employment, career development, advancement, promotion, and retirement are based solely on merit.

Information Technology / Software Services

About the Role
Proxsoft Developers is looking for a proactive and hands-on Talent Acquisition Manager to join our growing team. The ideal candidate will be responsible for managing the end-to-end recruitment process across technical and non-technical roles. This role requires someone who can understand hiring requirements, identify and engage relevant talent, manage candidates effectively, coordinate with hiring managers, and continuously improve the recruitment process. We are looking for someone who is people-oriented, organized, resourceful, and comfortable taking ownership of hiring from sourcing to closure. Immediate joiners or candidates with a short notice period will be preferred.

Key Responsibilities

1. End-to-End Recruitment Management: Manage the end-to-end recruitment lifecycle, from sourcing and screening to selection, offer, and joining.

2. Requirement Analysis: Understand job requirements and work closely with hiring managers to define accurate candidate profiles.

3. Multi-Channel Sourcing: Source candidates through LinkedIn, job portals, referrals, professional networks, and other relevant talent channels.

4. Screening and Assessment: Screen resumes and conduct initial candidate conversations to assess experience, skills, communication, availability, and overall fit with the role requirements.

5. Interview Coordination: Coordinate interview rounds between candidates and internal hiring teams, ensuring timely feedback loops.

6. Candidate Engagement: Maintain regular communication with candidates throughout the recruitment process to ensure a smooth and professional candidate experience.

7. Offer Management: Manage offer discussions, salary alignment, joining timelines, and pre-joining candidate follow-ups.

8. Pipeline and Outreach: Build and maintain a strong talent pipeline for current and future hiring requirements. Develop and maintain relationships with potential candidates, colleges, placement cells, and other talent sources.

9. Recruitment Analytics: Track recruitment metrics such as sourcing, screening, interview conversion, offers, and closures. Maintain accurate and updated candidate records and recruitment trackers.

10. Process Optimization: Assist in developing and improving recruitment processes, screening methods, and sourcing strategies.

11. Employer Branding: Support employer branding initiatives, job postings, and recruitment-related content on platforms such as LinkedIn.

What We Are Looking For

1. 2 to 3+ years of experience in Talent Acquisition, Recruitment, or HR Recruitment.

2. Hands-on experience managing end-to-end recruitment workflows.

3. Experience hiring for technical and IT roles will be preferred.

4. Strong sourcing skills, particularly through LinkedIn and leading job portals.

5. Good understanding of diverse recruitment channels and modern candidate sourcing techniques.

6. Strong communication and interpersonal skills.

7. Ability to understand complex job requirements and identify relevant candidates.

8. Strong follow-up, coordination, and organizational skills with the ability to manage multiple positions and priorities simultaneously.

9. Comfortable communicating with candidates, hiring managers, and senior stakeholders.

10. Strong ownership, attention to detail, and problem-solving ability in a fast-paced environment.

Good to Have

1. Experience with technical hiring across roles such as Software Development, Data, AI/ML, Power BI, Cloud, and other technology functions.

2. Experience with campus hiring, college tie-ups, and internship recruitment.

3. Familiarity with ATS platforms, recruitment tools, and hiring analytics.

4. Experience with employer branding and LinkedIn recruitment campaigns.

5. Ability to independently build sourcing strategies for difficult-to-fill positions.

What You Can Expect at Proxsoft

1. Ownership of meaningful recruitment responsibilities.

2. Exposure to diverse technical and business roles.

3. Opportunity to work closely with hiring managers and leadership.

4. A fast-paced environment with significant scope for learning and growth.

5. Opportunity to contribute to and improve the company's overall talent acquisition function.

How to Apply Interested candidates can share their updated CV with us at hr@proxsoft.co.in with the Subject line: Application – Talent Acquisition Manager.

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Financial Services / Capital Markets / Investment Management

Job Overview
Grade Capital is seeking a proactive, driven Talent Acquisition Specialist to manage end-to-end recruitment operations on-site in Gurugram. The ideal candidate will take complete ownership of hiring workflows, engage high-caliber passive talent, partner closely with company leadership, and utilize modern recruitment tools to scale business teams efficiently.

Key Responsibilities

1. Lifecycle Recruitment Ownership: Own the end-to-end recruitment lifecycle from initial requirement gathering to offer acceptance, pre-joining engagement, and formal onboarding.

2. Multi-Channel Sourcing: Source potential candidates using LinkedIn Recruiter, Naukri, employee referrals, professional communities, online job boards, Boolean search, and emerging talent channels.

3. Passive Talent Engagement: Proactively identify, headhunt, and engage passive candidates, particularly for specialized and hard-to-fill positions.

4. Candidate Screening and Evaluation: Conduct preliminary resume screening, competency-based assessments, and qualification checks to assess candidate suitability.

5. Interview Management: Coordinate technical and functional interview rounds with department stakeholders, ensuring structured feedback loops and prompt hiring decisions.

6. Candidate Experience: Deliver an engaging, transparent, and world-class candidate experience across all evaluation and hiring stages.

7. Funnel Tracking and Dashboards: Track end-to-end recruitment pipelines, manage candidate trackers, and maintain accurate talent acquisition dashboards.

8. Hiring Metrics Optimization: Monitor and improve key recruitment metrics including Time-to-Hire, Time-to-Fill, Interview-to-Selection Ratio, Offer Acceptance Rate, and Source Effectiveness.

9. Strategic Talent Pooling: Build and nurture sustainable talent pools for future organizational capabilities rather than hiring solely against immediate vacancies.

10. Employer Branding and Initiatives: Support employer branding initiatives, manage internal employee referral programs, and execute targeted recruitment marketing campaigns.

11. Tech and AI Adoption: Utilize AI-driven recruiting technologies and modern talent platforms to optimize sourcing, candidate screening, and operational recruitment efficiency.

Candidate Profile and Requirements

Must Have

1. 2 to 4 years of proven hands-on experience in Talent Acquisition or Recruitment.

2. Demonstrated track record in managing end-to-end recruitment lifecycles.

3. Strong hands-on sourcing expertise across multiple digital platforms and talent networks.

4. Experience hiring for non-technical profiles is highly preferred.

5. Outstanding verbal and written communication skills paired with excellent stakeholder management capabilities.

6. Ability to independently manage and prioritize multiple active hiring mandates simultaneously.

7. Strong candidate negotiation, compensation alignment, and offer-closing skills.

8. Comfort and confidence in working directly with founders and senior executive leadership.

9. High level of ownership, sense of urgency, and resilience to excel in a dynamic startup environment.

Good to Have

1. Prior experience hiring for product, design, sales, and business functions.

2. Background in employer branding initiatives and social recruiting strategies.

3. Practical familiarity with AI recruiting and automated candidate sourcing tools.

4. Experience conducting compensation benchmarking and talent market landscape research.

Real Estate Services / Commercial Real Estate

Job Description Summary
US Payroll - Accurately process regular, off-cycle, and special payroll runs, ensuring compliance with federal, state, and local regulations.

About The Role
Ensure weekly, bi-weekly, and semi-monthly payroll is accurate and timely processed for US employees across all states in North America. The role requires handling high-volume operational cycles, complex statutory withholdings, and multi-state compliance.

Key Responsibilities

1. US Payroll Processing: Accurately process regular, off-cycle, and special payroll runs for North American employees on weekly, bi-weekly, and semi-monthly schedules, ensuring strict compliance with federal, state, and local payroll regulations.

2. System Expertise and Analysis: Provide highly complex analysis and apply a detailed understanding of the payroll framework, Workday, Oracle Human Capital Management systems, time tracking tools, and relevant government regulations impacting payroll calculation.

3. Payroll Flows: Apply a deep understanding of US payroll flows and end-to-end operational processes needed to execute both on-cycle and off-cycle payroll disbursements.

4. Time and Attendance Integration: Leverage a thorough understanding of Time and Attendance systems and evaluate their downstream impact on gross earnings and net payroll calculations.

5. Taxation and Deductions: Master tax calculations related to gross-to-net pay, taxable wage bases, supplemental earnings, pre-tax deductions, and post-tax withholdings.

6. Problem Resolution and Controls: Troubleshoot payroll discrepancies when issues arise, establish rigorous internal controls, and actively identify opportunities for continuous process improvements related to reconciliation and auditing.

7. Multi-Payroll Reconciliation: Review and reconcile complex payroll registers accurately while managing multiple simultaneous payroll processing schedules.

About You

1. 3+ years of professional experience as a payroll analyst.

2. Hands-on experience across more than one payroll function and enterprise payroll software system.

3. Excellent verbal and written communication skills.

4. Strong business partnering capabilities and commercial acumen.

5. Sound decision support, analytical, and problem-solving skills.

Why Join Cushman & Wakefield As one of the leading global real estate services firms transforming the way people work, shop, and live, working at Cushman & Wakefield provides numerous organizational advantages. Employees benefit from being part of a growing global firm with a dedicated promote-from-within culture and an environment deeply committed to Diversity, Equity, and Inclusion. The firm provides a flexible, agile work environment focused on technology and autonomy, paired with continuous learning programs and comprehensive employee benefits.

Biotechnology / Life Sciences / Analytical Instruments

About the Company
As part of the Thermo Fisher Scientific team, you will discover meaningful work that makes a positive impact on a global scale. Join our colleagues in bringing our Mission to life every single day to enable our customers to make the world healthier, cleaner, and safer. We provide our global teams with the resources needed to achieve individual career goals while helping to take science a step beyond by developing solutions for some of the world’s toughest challenges, like protecting the environment, making sure our food is safe, or helping find cures for cancer.

Role Overview
Join our HR Shared Services team, where you will contribute to delivering HR support across the employee lifecycle. As an HR Analyst I, you will provide comprehensive administrative support while ensuring high-quality service and operational excellence. Working with HR technologies and systems, you will handle employee inquiries, maintain accurate records, and contribute to process improvements that enhance the colleague experience.

Work Schedule and Environmental Conditions

1. e and support multi-country benefits and payroll operations, ensuring strict compliance, high accuracy, and timely resolution of employee inquiries across global regions.

2. Global Policy Adherence: Align operations with global HR policies, country-specific labor regulations, and collaborate effectively with external vendor partners for benefits and payroll administration.

3. Process Automation and Improvement: Actively identify opportunities to streamline workflows, eliminate manual redundancies, and implement automation initiatives using Microsoft Power Automate.

4. Workforce Analytics and Reporting: Utilize Power BI and advanced reporting tools to design operational dashboards, perform workforce analytics, and generate insightful data visualizations for leadership.

5. Technology and Systems Management: Leverage HRIS platforms including Workday, ServiceNow, and internal case management systems to log, track, and resolve employee cases within agreed service level agreements (SLAs).

6. Data Integrity and Discretion: Uphold data accuracy standards across employee records while handling confidential, sensitive personnel information with the highest degree of discretion and professionalism.

Requirements and Qualifications

1. Bachelor's Degree in Human Resources, Business Administration, or a related field required.

2. 4 to 5 years of hands-on experience in HR Operations or HR Shared Services with comprehensive Hire-to-Retire (H2R) process exposure.

3. Relevant professional HR certifications are advantageous.

4. Proven background in managing multi-country benefits, payroll processes, global HR policies, and statutory regulations.

5. Strong hands-on experience in driving process improvements and automation initiatives using Microsoft Power Automate.

6. Proficiency in Power BI for dashboard development, workforce analytics, reporting, and data visualization.

7. Advanced Microsoft Excel skills, including macros-enabled workbooks, VBA automation, complex formulas, pivot tables, reporting automation, and data analysis.

8. Strong proficiency in Microsoft Office Suite (Word, Excel, Outlook, PowerPoint).

9. Solid hands-on experience with HRIS platforms such as Workday, ServiceNow, and ticketing or case management systems.

10. Strong customer service orientation with exceptional verbal and written communication skills in English; additional language capabilities are advantageous.

11. Proven ability to handle confidential employee data with discretion, strong analytical mindset, excellent time management, and ability to manage multiple priorities in a fast-paced global team environment.