Emversity is a funded startup in the education sector focused on bridging the supply and demand gap in the healthcare industry through skilling, certifying, training, and placing candidates. The company creates industry-aligned courses to ensure that curriculum and training methodologies meet current healthcare industry requirements.

Selected intern's day-to-day responsibilities include

Perform sourcing of candidate profiles across various channels to identify suitable talent.

Screen profiles based on role requirements and organizational needs.

Conduct and coordinate interviews with candidates and stakeholders to ensure a seamless hiring process.

Manage stakeholders effectively by maintaining communication and coordination throughout the recruitment cycle.

Build and maintain a strong talent pipeline to support current and future hiring needs.

This internship offers an opportunity to gain hands-on experience in talent acquisition, stakeholder management, candidate sourcing, and recruitment operations within a fast-growing education startup focused on healthcare workforce development.

Emversity is a funded startup in the education sector focused on bridging the supply and demand gap in the healthcare industry through skilling, certifying, training, and placing candidates. The company creates industry-aligned courses to ensure that curriculum and training methodologies meet current healthcare industry requirements.

Selected intern's day-to-day responsibilities include

Perform sourcing of candidate profiles across various channels to identify suitable talent.

Screen profiles based on role requirements and organizational needs.

Conduct and coordinate interviews with candidates and stakeholders to ensure a seamless hiring process.

Manage stakeholders effectively by maintaining communication and coordination throughout the recruitment cycle.

Build and maintain a strong talent pipeline to support current and future hiring needs.

This internship offers an opportunity to gain hands-on experience in talent acquisition, stakeholder management, candidate sourcing, and recruitment operations within a fast-growing education startup focused on healthcare workforce development.

Equinix is the world’s digital infrastructure company®, enabling innovations that enrich work, life, and the planet. The company provides global digital infrastructure and connectivity solutions, helping organizations accelerate innovation and scale globally. Equinix fosters an inclusive workplace where bold ideas, human connection, and professional growth are valued.

The People Risk Senior Manager is an individual contributor role responsible for designing, implementing, and governing the HR risk framework to proactively identify, assess, and mitigate internal and external risks affecting people, processes, technology, and compliance. The role provides data-driven visibility to the Chief People Officer and HR leadership through robust risk registers, dashboards, and audit checks while ensuring HR operates with resilience, equity, and compliance globally.
Risk Assessment
Maintain and update the HR Risk Framework including methodology, taxonomy, scoring, controls, and Key Risk Indicators (KRIs). Own and manage the People Risk Register ensuring alignment with enterprise standards and capturing risks, root causes, impacts, controls, and remediation status. Develop dashboards and heatmaps to monitor top risks, trends, and emerging issues while providing executive briefings with actionable insights. Establish governance cadence for risk reviews and escalation thresholds. Continuously scan internal and external environments for emerging risks such as process gaps, HRIS changes, regulatory shifts, labor trends, vendor risks, and cyber/privacy concerns.

Controls Framework Design
Define required controls to identify and track people-related risks. Execute mapping of risks to determine company obligations to mitigate or reduce them. Develop documentation for control standards. Conduct first-line control testing and targeted audit checks while partnering with process owners to remediate gaps. Ensure risk controls align with employee relations, disciplinary processes, reductions in force, involuntary separation, data privacy, records retention, and labor relations policies.

Risk Monitor & Mitigation
Develop mitigation plans, contingency strategies, and track remediation execution through closure. Monitor escalations and exception processes to identify trends and risks. Conduct post-incident reviews to ensure adequate containment and root cause resolution. Utilize Key Risk Indicators and dashboards to detect early warning signs and determine mitigation actions. Responsible for governance reporting of people risks.

Crisis Preparedness & Responses
Develop playbooks related to people responses during crises such as wars, natural disasters, pandemics, and civil unrest. Serve as the point of contact to the Crisis Management Team. Train HR teams on incident response coordination, employee safety protocols, and HR business continuity. Collaborate with HR, Security, Legal, Communications, and Business Continuity teams to define incident classifications, escalation paths, and decision-making protocols.

Risk Governance & Stakeholder Management
Build HR risk literacy through training, playbooks, and control ownership. Coach HR leaders and advisors on risk-informed decision-making and behavioral or cultural risk mitigation. Monitor global regulatory compliance including employment law, union obligations, and data protection. Oversee third-party and vendor risk including due diligence, SLAs, and HRIS security risks. Recommend interventions such as training, policy changes, and coaching to reduce behavioral and cultural risks.

Candidates should possess a Bachelor's degree in HR, Business, Risk, or related fields, with a Master's degree preferred. The ideal candidate will have over 10 years of experience in risk management, internal audit, and HR operations with global exposure. Experience designing risk frameworks, managing risk registers and dashboards, leading audits, and familiarity with data privacy, regulatory compliance, vendor risk, and incident response is required.

Equinix offers competitive compensation, bonus eligibility, equity opportunities, healthcare coverage, retirement plans including DCPP, RRSP, and TFSA, paid vacation and holidays, Employee Assistance Program, disability and life insurance, and inclusive employee benefits.

Aramya is a fast-growing fashion and lifestyle company with a vision to build some of the world's most loved fashion and lifestyle brands and enable people to express themselves. The company has raised over $20M from marquee investors such as Accel, Z47, and industry veterans. Aramya is a 100 Cr+ NMV fashion and lifestyle company with brands including Aramya for daily wear, Tavira by Aramya for festive collections, and a new brand scheduled to launch in H2 2026.
Key Responsibilities

End-to-End Talent Acquisition
Strategize and lead high-volume recruitment for all store-level roles including Store Managers, Cluster Managers, Fashion Consultants, Sales Staff, Visual Merchandisers, Support Staff, and Interns.

High-Velocity Scalability
Build a predictable hiring engine utilizing walk-ins, localized sourcing, agency partnerships, and referrals to significantly reduce Time-to-Hire as the company scales to over 100 stores.

HR Operations & Onboarding
Oversee smooth onboarding processes, compliance management, biometric and attendance systems, and payroll inputs for all frontline retail staff.

Employee Relations & Compliance
Manage store-level employee relations, grievance redressal, and ensure strict adherence to local retail labor laws and shop establishment acts.

Retention & Performance Management
Design and implement localized engagement initiatives, incentive structures, and performance assessment cycles to reduce the high attrition common in retail operations.

Stakeholder Partnership
Act as the primary HR business partner to the Head of Retail Operations and Cluster Managers, aligning manpower planning with store launch timelines.

Candidate Requirements
Candidates should possess 10+ years of total HR experience, including at least 5+ years dedicated to Retail HR covering both hiring and store HR operations. Experience in Fashion or Apparel Retail or high-growth lifestyle D2C brands is highly preferred. The ideal candidate should have proven experience managing frontline, blue-collar, or grey-collar workforce at scale, strong ownership mindset, expertise in building processes from scratch, deep knowledge of retail dynamics, recruitment metrics, and labor compliance.


The company currently operates 14 retail stores in Bengaluru, with expansion plans across Hyderabad and Chennai, followed by Pune, Ahmedabad, and Mumbai. Aramya aims to scale to 100 stores within the next 12–18 months.

As the Retail HR Lead, you will own the entire lifecycle of the retail workforce. You will serve as the strategic and operational custodian of HR for stores by architecting a high-velocity hiring engine, establishing seamless onboarding processes, managing employee relations, and driving retention policies across multiple store formats. You will partner directly with Retail Leadership to ensure store teams consistently deliver the Aramya experience.

Aramya is a fast-growing fashion and lifestyle company with a vision to build some of the world's most loved fashion and lifestyle brands and enable people to express themselves. The company has raised over $20M from marquee investors such as Accel, Z47, and industry veterans. Aramya is a 100 Cr+ NMV fashion and lifestyle company with brands including Aramya for daily wear, Tavira by Aramya for festive collections, and a new brand scheduled to launch in H2 2026.
Key Responsibilities

End-to-End Talent Acquisition
Strategize and lead high-volume recruitment for all store-level roles including Store Managers, Cluster Managers, Fashion Consultants, Sales Staff, Visual Merchandisers, Support Staff, and Interns.

High-Velocity Scalability
Build a predictable hiring engine utilizing walk-ins, localized sourcing, agency partnerships, and referrals to significantly reduce Time-to-Hire as the company scales to over 100 stores.

HR Operations & Onboarding
Oversee smooth onboarding processes, compliance management, biometric and attendance systems, and payroll inputs for all frontline retail staff.

Employee Relations & Compliance
Manage store-level employee relations, grievance redressal, and ensure strict adherence to local retail labor laws and shop establishment acts.

Retention & Performance Management
Design and implement localized engagement initiatives, incentive structures, and performance assessment cycles to reduce the high attrition common in retail operations.

Stakeholder Partnership
Act as the primary HR business partner to the Head of Retail Operations and Cluster Managers, aligning manpower planning with store launch timelines.

Candidate Requirements
Candidates should possess 10+ years of total HR experience, including at least 5+ years dedicated to Retail HR covering both hiring and store HR operations. Experience in Fashion or Apparel Retail or high-growth lifestyle D2C brands is highly preferred. The ideal candidate should have proven experience managing frontline, blue-collar, or grey-collar workforce at scale, strong ownership mindset, expertise in building processes from scratch, deep knowledge of retail dynamics, recruitment metrics, and labor compliance.


The company currently operates 14 retail stores in Bengaluru, with expansion plans across Hyderabad and Chennai, followed by Pune, Ahmedabad, and Mumbai. Aramya aims to scale to 100 stores within the next 12–18 months.

As the Retail HR Lead, you will own the entire lifecycle of the retail workforce. You will serve as the strategic and operational custodian of HR for stores by architecting a high-velocity hiring engine, establishing seamless onboarding processes, managing employee relations, and driving retention policies across multiple store formats. You will partner directly with Retail Leadership to ensure store teams consistently deliver the Aramya experience.

Aramya is a fast-growing fashion and lifestyle company with a vision to build some of the world's most loved fashion and lifestyle brands and enable people to express themselves. The company has raised over $20M from marquee investors such as Accel, Z47, and industry veterans. Aramya is a 100 Cr+ NMV fashion and lifestyle company with brands including Aramya for daily wear, Tavira by Aramya for festive collections, and a new brand scheduled to launch in H2 2026.
Key Responsibilities

End-to-End Talent Acquisition
Strategize and lead high-volume recruitment for all store-level roles including Store Managers, Cluster Managers, Fashion Consultants, Sales Staff, Visual Merchandisers, Support Staff, and Interns.

High-Velocity Scalability
Build a predictable hiring engine utilizing walk-ins, localized sourcing, agency partnerships, and referrals to significantly reduce Time-to-Hire as the company scales to over 100 stores.

HR Operations & Onboarding
Oversee smooth onboarding processes, compliance management, biometric and attendance systems, and payroll inputs for all frontline retail staff.

Employee Relations & Compliance
Manage store-level employee relations, grievance redressal, and ensure strict adherence to local retail labor laws and shop establishment acts.

Retention & Performance Management
Design and implement localized engagement initiatives, incentive structures, and performance assessment cycles to reduce the high attrition common in retail operations.

Stakeholder Partnership
Act as the primary HR business partner to the Head of Retail Operations and Cluster Managers, aligning manpower planning with store launch timelines.

Candidate Requirements
Candidates should possess 10+ years of total HR experience, including at least 5+ years dedicated to Retail HR covering both hiring and store HR operations. Experience in Fashion or Apparel Retail or high-growth lifestyle D2C brands is highly preferred. The ideal candidate should have proven experience managing frontline, blue-collar, or grey-collar workforce at scale, strong ownership mindset, expertise in building processes from scratch, deep knowledge of retail dynamics, recruitment metrics, and labor compliance.


The company currently operates 14 retail stores in Bengaluru, with expansion plans across Hyderabad and Chennai, followed by Pune, Ahmedabad, and Mumbai. Aramya aims to scale to 100 stores within the next 12–18 months.

As the Retail HR Lead, you will own the entire lifecycle of the retail workforce. You will serve as the strategic and operational custodian of HR for stores by architecting a high-velocity hiring engine, establishing seamless onboarding processes, managing employee relations, and driving retention policies across multiple store formats. You will partner directly with Retail Leadership to ensure store teams consistently deliver the Aramya experience.

Postman is the world’s leading API platform, used by more than 45 million developers and 500,000 organizations, including 98% of the Fortune 500. The company helps developers and professionals build the API-first world by simplifying each step of the API lifecycle and streamlining collaboration. Headquartered in San Francisco, Postman has offices in Boston, New York, Austin, Tokyo, London, and Bangalore where the company was founded. The company is privately held and backed by Battery Ventures, BOND, Coatue, CRV, Insight Partners, and Nexus Venture Partners.

The Recruiting Operations Coordinator serves as the operational backbone of Postman's recruiting function. This role ensures that every search runs smoothly from open to close by managing interviews, maintaining data accuracy, facilitating feedback collection, and delivering an excellent candidate experience.

Interview Coordination
Own end-to-end interview scheduling across all active roles by coordinating availability between candidates, interviewers, and hiring managers with a high degree of accuracy and responsiveness. Send timely confirmations, reminders, and logistical details to all interview participants. Manage reschedules and last-minute changes professionally with minimal disruption. Proactively identify and solve scheduling bottlenecks while continuously improving recruiting workflows.

Data Integrity & ATS Hygiene
Audit active job requisitions to ensure all required fields are complete and accurate in the ATS including job details, compensation bands, stage statuses, and interviewer assignments. Flag and resolve data gaps in collaboration with recruiters. Ensure every closed role has complete and accurate records before archiving.

Feedback & Interview Completion
Monitor interview completion rates and follow up with interviewers to ensure feedback is submitted within expected SLAs. Track interview recordings and flag any gaps to recruiters. Maintain a real-time view of outstanding feedback across all active searches.

Candidate Experience & Surveys
Deliver a high-touch candidate-first experience throughout the interview process. Coordinate candidate experience surveys at key touchpoints. Track response rates and flag low engagement. Compile survey results regularly and summarize key themes for review.

Employer Brand Monitoring
Monitor Glassdoor, LinkedIn, Blind, and other relevant platforms for candidate and employee reviews related to the recruiting experience. Surface notable feedback to the recruiting team and help maintain accurate employer profiles across platforms.

Metrics & Reporting
Collect and organize data on completed roles including time to fill, source, offer acceptance, and interview-to-offer ratios. Prepare metric summaries for the Head of Recruiting and support monthly and quarterly reporting cycles.

Candidates should possess a Bachelor's degree in any discipline. Coursework or internship experience in HR, business, communications, or operations is a plus but not required. The role values exceptional attention to detail, strong written communication skills, proficiency with Google Workspace, spreadsheets, calendar management, and familiarity with ATS tools such as Greenhouse, Lever, or Workday. Candidates should demonstrate collaboration, curiosity about recruiting, and the ability to thrive in a fast-paced environment.

Postman offers comprehensive benefits including full medical coverage, flexible PTO, wellness reimbursement, monthly lunch stipend, wellness programs, team-building events, and a donation-matching program. Bangalore employees currently work in the office three days a week and will transition to five days per week by the end of the year.

Tricolite Electrical Industries is looking for an experienced HR Business Partner (HRBP) to align business objectives with employees and management in the manufacturing unit. The role will be responsible for implementing HR strategies, corporate HR initiatives, HR policies, talent acquisition, and employee engagement programs to support business growth and organizational effectiveness.

HR Strategy & Business Partnering
Partner with business leaders to develop and implement HR strategies aligned with organizational goals. Act as a strategic advisor to leadership on workforce planning, talent management, and organizational development. Drive HR initiatives that support business performance and operational efficiency.

Corporate HR & Policy Implementation
Develop, review, and implement HR policies and ensure compliance with company standards and statutory requirements. Support corporate HR in implementing company-wide HR programs and initiatives. Ensure adherence to labor laws and HR compliance within the manufacturing setup.

Talent Acquisition
Lead end-to-end recruitment for mid to senior level positions. Work closely with hiring managers to understand manpower requirements and develop effective hiring strategies. Ensure timely closure of positions and maintain quality of hiring.

Employee Engagement & Culture
Design and implement employee engagement initiatives to enhance workplace culture and employee satisfaction. Conduct employee surveys, analyze feedback, and implement improvement plans. Drive employee retention initiatives and foster a high-performance culture.

Performance Management
Implement performance management systems including goal setting, performance reviews, and development planning. Guide managers on performance discussions and talent development.

Employee Relations
Address employee concerns and grievances effectively. Foster a positive employee relations environment within the organization. Support disciplinary processes and conflict resolution.

HR Analytics & Reporting
Track HR metrics such as attrition, recruitment, engagement, and productivity. Provide HR insights to leadership for informed decision-making.

Key Requirements
MBA/PGDM in Human Resources or equivalent. 10-15 years of HR experience, preferably in a manufacturing environment. Strong experience in Corporate HR, HR Policies, HR Strategy, Talent Acquisition, and Employee Engagement. Good understanding of labor laws and HR compliance. Excellent stakeholder management and communication skills.

This is an urgent opening for HRBP in Noida. Women candidates are preferred. Tricolite is a leading manufacturer of custom-built switchboards and power distribution solutions with manufacturing facilities across India.

Pizza 4P’s was born in Vietnam with the mission “Delivering Wow, Sharing Happiness” and has grown into one of Asia’s most loved restaurant brands, renowned for house-made cheese, artisanal pizza, and heartfelt Omotenashi hospitality. Pizza 4P’s India is embarking on its most exciting chapter with plans to scale from 2 stores to 50 stores across India within the next 5 years.

Joining Pizza 4P’s India means building something from the ground up, shaping culture, growing teams, and creating dining experiences that redefine hospitality in India. Every hire, every store opening, and every customer experience will contribute to the brand’s journey.

Rubrik is seeking a Payroll Intern to join its Finance department and support payroll activities across APAC and EMEA regions. This role provides hands-on experience in payroll accounting, statutory compliance, audit requirements, and payroll operations while learning under the guidance of experienced payroll professionals.

The role is designed to provide a solid foundation for a successful career in Payroll Accounting through structured learning, mentorship, and exposure to global payroll processes.

Key Learnings and Responsibilities:

Basic Activities of Payroll:

Understand payroll activities from the basics to statutory compliance.

Support payroll activities for APAC and EMEA regions.

Data Collection and Verification:

Collect new hire data, payroll forms, and other relevant information from employees.

Verify that all new hire information and payroll-related data are correctly completed.

Validate offer letters and payroll documentation.

Payroll Processing Support:

Assist Payroll Specialists and Payroll Managers with payroll-related tasks.

Provide basic validation for payroll activities including CTC structure validation and payroll calculation validation.

Record Keeping and Audit Requirements:

Retrieve and manage payroll information as needed.

Maintain accurate and up-to-date payroll records aligned with audit requirements.

Support the team in collating audit-related information.

Prepare consolidated payroll reports for year-end activities and audit support.

Other Duties:

Assist employees with payroll-related inquiries.

Prepare payroll reports and statements.

Support statutory compliance activities based on country-specific regulations.

Support the General Ledger team on payroll reconciliations and flux analysis.

Participate in payroll development projects aimed at improving team processes and efficiency.

Skills and Qualifications:

Education:

CA Intern eligible for industrial training.

Graduate or postgraduate degree in Finance including B.Com, M.Com, MBA, or related field.

Skills:

Strong communication skills, both verbal and written.

Proficiency in Microsoft Office Suite, particularly Excel, Word, and Outlook.

Ability to work effectively in a team environment and collaborate with colleagues.

Strong attention to detail and accuracy.

Excellent organizational skills and ability to prioritize tasks.

Eagerness to learn and develop new skills in payroll and accounting.

Prior internship or work experience in payroll accounting or finance is an advantage.

Proficiency in data entry and computer systems.

Experience:

Some experience in payroll processing or accounting is preferred.

What Rubrik Offers:

Hands-on experience and mentorship from seasoned professionals.

Exposure to diverse accounting tasks and projects.

Opportunity to develop skills and knowledge in accounting and finance.

Competitive compensation package.

Exposure to APAC and EMEA payroll processes.

Friendly and supportive work environment.

About Rubrik:

Rubrik is the Security and AI Operations Company that operates at the intersection of data protection, cyber resilience, and enterprise AI acceleration. Rubrik Security Cloud secures, monitors, and recovers data, identities, and workloads across cloud environments. Rubrik Agent Cloud accelerates trusted AI agent deployments at scale through monitoring, auditing, and real-time guardrails.

Rubrik is committed to fostering an inclusive workplace where people from all backgrounds are valued and empowered to succeed.

RemoteEngine is seeking an experienced Senior Manager – Human Resources to lead the People function across VisioGen. The role will be responsible for driving HR strategy, talent management, workforce planning, organizational development, employee engagement, and HR governance across all business divisions.

The ideal candidate should possess strong HR leadership experience, business partnering capabilities, and the ability to build scalable people practices within a fast-growing, innovation-driven environment. The individual will operate as a strategic advisor to leadership while ensuring excellence in HR operations and employee experience.

Key Responsibilities:

Partner with business leaders across Clinical Operations, Technology, Product, Marketing, Operations, and Corporate Functions.

Develop and execute HR strategies aligned with business objectives and growth plans.

Provide guidance on organizational design, workforce planning, and talent optimization.

Act as a trusted advisor to leaders on people-related decisions and organizational effectiveness.

Drive workforce planning and hiring strategies across all functions.

Partner with hiring managers to ensure timely and quality hiring outcomes.

Monitor recruitment metrics, hiring effectiveness, and talent pipeline readiness.

Support employer branding and talent attraction initiatives.

Lead performance management, talent review, and promotion frameworks.

Drive goal-setting, performance calibration, and employee development processes.

Identify high-potential employees and establish succession planning initiatives.

Design and implement leadership development and capability-building programs.

Develop and execute employee engagement and retention initiatives.

Drive employee feedback mechanisms and action planning.

Promote a culture of accountability, collaboration, innovation, and continuous improvement.

Support leadership in managing employee relations and workplace concerns.

Ensure compliance with employment laws, company policies, and ZEISS standards.

Oversee employee lifecycle processes, audits, documentation, and governance practices.

Review and strengthen HR policies, SOPs, and operational frameworks.

Manage employee relations matters, investigations, and escalations as required.

Oversee onboarding, offboarding, HR systems, payroll coordination, and employee records management.

Drive process standardization, automation, and HR technology adoption.

Monitor HR service delivery standards and stakeholder satisfaction.

Establish HR dashboards and reporting mechanisms for leadership review.

Lead change management initiatives and organizational transformation programs.

Develop competency frameworks, career progression pathways, and succession plans.

Support business leaders in building scalable organizational structures.

Drive initiatives focused on leadership effectiveness and team capability enhancement.

Required Skills & Experience:

10+ years of progressive Human Resources experience.

MBA or PGDM in Human Resources or equivalent.

Strong experience in HR Business Partnering, Talent Management, Organization Development, and HR Operations.

Experience supporting high-growth organizations, healthcare, technology, or startup environments is preferred.

Strong understanding of employment laws, HR compliance, and governance frameworks.

Demonstrated experience working with senior leadership teams.

Excellent stakeholder management, communication, and influencing skills.

Strong analytical and problem-solving capabilities.

This role offers an opportunity to shape people strategy in a fast-growing and innovation-driven environment while partnering closely with leadership to build scalable organizational capabilities.

Brio Elevators is seeking a motivated, organized, and creative Human Resources Executive to support business growth and talent acquisition efforts. The ideal candidate should be capable of acquiring and developing new business opportunities while maintaining strong relationships with key stakeholders and customers.

Brio Elevators is an Indo-Italian elevator company specializing in premium home elevators and mobility solutions, combining Italian design with Indian innovation to deliver safe and elegant elevator experiences. The company operates across multiple locations in India and focuses on customer-centric solutions and technological excellence.

Responsibilities:

Cultivate strong business relationships with key decision makers.

Proactively identify new opportunities and deliver innovative solutions to customers.

Develop market strategies by researching lists of high-potential prospects.

Support business development initiatives and customer engagement activities.

Maintain extensive knowledge of current market conditions and industry trends.

Collaborate with internal teams to achieve business objectives and enhance customer satisfaction.

Qualifications:

Bachelor's degree or equivalent experience in Business.

3+ years of sales or account management experience.

Excellent written and verbal communication skills.

Strong relationship-building and stakeholder management abilities.

Ability to work effectively in a fast-paced environment and manage multiple priorities.

Resolve Tech Solutions is seeking an experienced and results-driven Senior Technical Recruiter to lead end-to-end recruitment efforts for technical and engineering positions across the organization. The ideal candidate will have a strong understanding of technology roles, excellent stakeholder management skills, and a proven track record of attracting and hiring top talent in competitive markets.

As a strategic talent partner, you will work closely with hiring managers and leadership teams to develop hiring strategies, build robust talent pipelines, and ensure an exceptional candidate experience throughout the recruitment lifecycle.

Key Responsibilities:

Talent Acquisition & Recruitment:

Manage full-cycle recruitment for technical positions including Software Engineers, Data Engineers, Machine Learning Engineers, DevOps Engineers, QA Engineers, Product Managers, Architects, and Engineering Leaders.

Partner with hiring managers to understand hiring needs, role requirements, and team objectives.

Develop sourcing strategies to identify and attract high-quality candidates through LinkedIn, job boards, referrals, networking, and direct sourcing.

Conduct candidate screening, technical assessment coordination, and behavioral interviews.

Drive the interview process from initial contact through offer negotiation and onboarding.

Stakeholder Management:

Act as a trusted advisor to hiring managers and leadership teams on market trends, talent availability, compensation benchmarks, and hiring strategies.

Conduct regular hiring reviews and provide recruitment status updates.

Ensure alignment between business requirements and recruitment efforts.

Candidate Experience:

Deliver a positive and engaging candidate experience throughout the hiring process.

Maintain timely communication with candidates and stakeholders.

Manage offer discussions, negotiations, and candidate closing activities.

Talent Pipeline Development:

Build and maintain strong talent pipelines for current and future hiring needs.

Create and execute proactive sourcing campaigns for niche and hard-to-fill technical roles.

Develop talent communities and maintain candidate relationships for future opportunities.

Recruitment Operations:

Maintain accurate candidate records in the Applicant Tracking System (ATS).

Track recruitment metrics including time-to-fill, source effectiveness, pipeline conversion, and hiring quality.

Ensure compliance with recruitment policies and employment regulations.

Support employer branding and recruitment marketing initiatives.

Market Intelligence:

Stay informed about technology trends, talent market conditions, competitor hiring activities, and compensation benchmarks.

Provide data-driven recommendations to improve recruitment effectiveness.

Required Qualifications:

Bachelor's degree in Human Resources, Business Administration, Information Technology, or related field.

5+ years of experience in technical recruitment with at least 2 years in a senior recruiter capacity.

Proven experience hiring for software engineering, cloud, data, AI/ML, cybersecurity, ERP, and enterprise technology roles.

Strong expertise in sourcing through LinkedIn Recruiter, job portals, social media, and networking channels.

Experience managing multiple requisitions simultaneously in a fast-paced environment.

Excellent communication, negotiation, and stakeholder management skills.

Experience working with ATS platforms and recruitment reporting tools.

Resolve Tech Solutions provides technology consulting and digital transformation services to enterprises across industries. The organization specializes in delivering innovative solutions and building high-performing technology teams.

Advanced Structures India (ASI) is a Cost Engineering and Technology company that builds specialized cost engineering software for manufacturing companies. The organization has a highly technical team of approximately 50 mechanical, electrical, electronics, and software engineers. The HR & Talent Lead will report directly to the CEO and act as the bridge between the engineering team and business goals.

This role is designed for an autonomous builder who wants to focus on identifying and onboarding technical professionals who can improve the team's overall execution and talent quality.

The Mission:

Your primary mandate is to raise the talent baseline of the organization by taking complete ownership of the employee lifecycle while aligning talent strategy with business objectives.

Core Responsibilities:

Targeted Sourcing & Hiring:

Direct Sourcing: Move beyond generic job postings by mapping, reaching out to, and engaging passive technical professionals including domain engineers, software developers, and data engineers who bring deep capability to the team.

Vetting Structure: Manage the end-to-end evaluation process, ensuring a professional candidate experience and a rigorous hiring process that filters for real problem-solving depth.

Lifecycle & Performance Management:

Technical Onboarding: Run a structured integration process that enables new hires to quickly adapt to internal workflows and proprietary platforms.

Performance Tracking: Partner with the CEO and engineering leads to manage performance reviews, enforce baseline standards, and handle probation evaluations.

Internal Operations: Independently manage employee milestones including alignment, progression tracking, and structured exit processes.

Administrative Ownership & Compliance:

ERP Administration: Handle day-to-day HR administration, monthly payroll inputs, and leave tracking using the internal ERP framework.

Compliance: Maintain compliance with local labor laws and statutory requirements while ensuring hybrid workplace policies remain updated and effective.

The Profile We Are Looking For:

3 to 8 years of core HR and recruiting experience with demonstrated success in sourcing passive technical talent for engineering or technology product teams.

Comfortable working as an individual contributor while independently managing talent strategy and HR operations.

Strong understanding of engineering or software product lifecycles to effectively assess candidate depth beyond keyword matching.

Ability to manage both strategic and operational HR responsibilities in a fast-paced technical environment.

This position offers the opportunity to work closely with leadership and directly influence the growth and quality of a highly specialized engineering organization.

 

A career in IBM Consulting is rooted in long-term relationships and close collaboration with clients across the globe. IBM Consulting offers strategy, experience, technology, and operations services to many of the world's most innovative companies. The organization leverages technology responsibly to help people, partners, and the planet while fostering a culture of curiosity, continuous learning, and innovation.

About Business Unit:

IBM BPO is a critical part of IBM Consulting and focuses on Business Process Operations across domains such as finance and accounts, procurement, supply chain, talent transformation, risk and compliance, insurance, and digital marketing services. BPO India is committed to accelerating digital transformation through agile methodologies, process mining, hybrid cloud, and artificial intelligence.

As Manager-Payroll, you will support end-to-end payroll activities for clients while ensuring adherence to policies and processes. This role requires working from the office and supporting US shifts.

Key Responsibilities:

Process payroll data in accordance with legal requirements, IBM standards, and customer requirements related to personal data protection.

Ensure timely payroll processing including sending inputs to payroll service providers and approving payrolls.

Ensure timely payroll payment processing including requesting uploads and payment releases, uploading payroll payments into banking systems, and monitoring rejected payments.

Carry out validation of payroll inputs and reconciliation of output files while handling any discrepancies identified.

Monitor execution of compliance activities when required.

Perform activities related to electronic payslip handling.

Communicate risks to payroll processes or deadlines through appropriate escalation paths.

Interact with employees, clients, payroll stakeholders, and third-party providers to ensure correct and timely payroll processing.

Report payroll cycle status accurately and in a timely manner.

Support year-end processes and country-specific payroll activities beyond monthly payroll cycles.

Initiate and actively support continuous improvement activities and process enhancements using change management channels.

Required Technical and Professional Expertise:

8–10 years of experience in US payroll operations within an international IT or ITES company.

Knowledge of payroll systems including Workday, ADP, and NGA.

Strong communication skills in English, both written and verbal.

Advanced knowledge of MS Excel and MS Word.

Ability to anticipate issues and reprioritize work to meet changing customer needs.

Strong analytical and problem-solving skills with the ability to develop robust solutions.

Ability to work effectively with internal customers and external suppliers.

Excellent customer service skills with the ability to communicate across all organizational levels.

Proven people management experience, including managing teams of 10–12 members.

Ability to resolve difficult customer service issues.

High degree of numeracy skills with meticulous attention to detail.

Strong teamwork and collaboration skills.

Preferred Technical and Professional Experience:

Ability to work independently toward agreed targets and goals.

Experience working under tight timelines and participating in change management initiatives.

Strong interpersonal skills and ability to contribute effectively to team outcomes.

Commitment to continuous learning through workshops, publications, and skill enhancement activities.

IBM offers an environment focused on career growth, mentorship, innovation, and learning opportunities while enabling employees to work on impactful projects across industries.