Our leading client in the ISP & Broadband Services industry is looking for an experienced AGM – Compensation & Benefits to drive compensation strategy, rewards, benefits administration, and performance-linked compensation programs.

We are hiring an experienced Workday Solution Architect with expertise in implementation and configuration. The role involves designing HR technology solutions, leading Workday implementations, and providing strategic guidance for enterprise HR systems.

We are hiring functional candidates with implementation and configuration experience in Workday Learning & Development. The role requires expertise in learning systems, training management, and Workday configuration to support employee development initiatives.

We are hiring functional candidates with implementation and configuration experience in Workday Recruitment. The role includes configuring recruitment workflows, supporting hiring processes, and implementing Workday solutions for talent acquisition functions.

We are hiring functional candidates with implementation and configuration experience in Workday Talent & Performance. The role requires expertise in performance management, talent processes, and Workday configuration to support organizational talent strategies.

We are hiring functional candidates with strong implementation and configuration experience in Workday Total Rewards. The role involves configuring compensation and benefits modules, supporting HR processes, and delivering Workday implementations aligned with business requirements.

We are looking for an HR & Admin Executive to handle recruitment, HR operations, office administration, and basic finance coordination. This role requires a professional who can efficiently manage multiple responsibilities while ensuring smooth HR and administrative operations.

Responsibilities:
Manage recruitment and onboarding activities for new hires.
Handle HR operations and employee coordination activities.
Oversee office administration and vendor management.
Support invoicing and payment tracking processes.
Plan and execute employee engagement activities.
Maintain HR records and ensure smooth day-to-day operations.
Coordinate with internal teams and external stakeholders to support business functions.

Skills Required:
Good communication and coordination skills.
Experience in HR and Admin operations.
Knowledge of MS Excel and HRMS systems.
Strong multitasking and organizational abilities.
Ability to work independently in a hybrid work environment.

Our client, a prestigious global university, is hiring talent for its HR function in Mumbai and Chennai. This opportunity is ideal for payroll professionals with expertise in payroll administration, statutory compliance, and employee lifecycle support within the education sector.

We are looking for an experienced Lead Business Analyst with a strong background in HR technology solutions and HRMS platforms. The role requires expertise in business analysis, product management, HR system implementation, and stakeholder management to drive HR technology transformation initiatives.

Key Requirements:
Experience in Business Analysis or Product Management within software or consulting environments.
Strong understanding of HRMS modules including Payroll, Time Management, Benefits, ESS/MSS, and Organizational Management.
Experience in HR system implementations, transformations, or migrations.
Knowledge of Agile methodologies, user stories, backlog management, and release planning.
Excellent analytical and stakeholder management skills.
Ability to work closely with cross-functional teams and business stakeholders to deliver scalable HR technology solutions.
Drive process optimization and support digital transformation initiatives within HR functions.

Real Estate industry opportunity for experienced HR professionals to lead Talent Acquisition and Learning & Development functions. The role focuses on building high-performing teams, driving employee growth, and supporting business objectives in a dynamic and growth-oriented environment.

Talent Acquisition Responsibilities:
Develop and execute recruitment strategies to attract top talent.
Manage end-to-end hiring processes across functions and levels.
Build and maintain a strong talent pipeline.
Strengthen employer branding initiatives and candidate experience.
Partner with business leaders to understand workforce requirements.

Learning & Development Responsibilities:
Design and implement learning initiatives aligned with business objectives.
Identify training needs through competency assessments and performance reviews.
Drive leadership development, capability building, and employee engagement programs.
Measure training effectiveness and learning outcomes.
Foster a culture of continuous learning and professional growth.

Required Experience:
MBA/PGDM in Human Resources or equivalent qualification.
Strong experience in Talent Acquisition and Learning & Development.
Excellent stakeholder management and communication skills.
Experience in the Real Estate, Infrastructure, Construction, or allied sectors preferred.
Ability to work in a fast-paced and growth-oriented environment.

 

Real Estate industry opportunity for experienced HR professionals to lead Talent Acquisition and Learning & Development functions. The role focuses on building high-performing teams, driving employee growth, and supporting business objectives in a dynamic and growth-oriented environment.

Talent Acquisition Responsibilities:
Develop and execute recruitment strategies to attract top talent.
Manage end-to-end hiring processes across functions and levels.
Build and maintain a strong talent pipeline.
Strengthen employer branding initiatives and candidate experience.
Partner with business leaders to understand workforce requirements.

Learning & Development Responsibilities:
Design and implement learning initiatives aligned with business objectives.
Identify training needs through competency assessments and performance reviews.
Drive leadership development, capability building, and employee engagement programs.
Measure training effectiveness and learning outcomes.
Foster a culture of continuous learning and professional growth.

Required Experience:
MBA/PGDM in Human Resources or equivalent qualification.
Strong experience in Talent Acquisition and Learning & Development.
Excellent stakeholder management and communication skills.
Experience in the Real Estate, Infrastructure, Construction, or allied sectors preferred.
Ability to work in a fast-paced and growth-oriented environment.

 

Looking for an experienced HR Business Partner who can drive talent strategy, workforce planning, performance management, employee engagement, and business partnering initiatives for high-growth teams.

Key Highlights:
Strategic HRBP role.
Partner with business leaders to align people strategy with business goals.
Drive talent acquisition and workforce planning initiatives.
Lead performance management and retention strategies.
Enhance employee engagement and people analytics capabilities.
Support business and revenue teams through effective HR business partnering.
This is a growth-oriented opportunity for HR professionals with strong HRBP experience supporting dynamic and high-growth business environments.

 

This position is for Seamedu, a division of Seamless Education and Services Pvt. Ltd. (SEAS), which has two divisions.

Seamedu is a Media, Technology and Management school producing world class talent for the industry. Seamedu is an institution that nurtures the creativity of students. Seamedu has been awarded by the Government of Maharashtra in IT & IT related fields including Multimedia, Entertainment and Gaming. Seamedu has campuses in Pune, Gurgaon and Kolkata.

Industry Connect:
Liaison with industry to build partnerships and knowledge building.
Connecting with working professionals for knowledge sharing workshops and guest lectures.
Facilitating internships and placement opportunities.
Searching for opportunities for industry partnerships to help certification efforts.

Placements:
Ensuring a database of updated vacancies in related industries.
Researching opportunities using various portals and online search.
Assessing job opportunities and finding matching skill sets from the eligible student pool.
Sharing CVs with respective SPOCs and following up until closure.
Conducting placement process orientation for students.
Managing the Placement Process and Placement Calendar for students of the academy.
Establishing tie-ups with potential companies for final placement and internship opportunities for students in the Media & Entertainment Industry.
Meeting organizations in Mumbai, Bangalore, and Pune to take partnerships forward.
Coordinating daily with Vertical Heads, Head of Business Development, and Vertical Coordinators for placement related activities.
Helping students prepare and update resumes.

Additional Responsibilities:
Coordinate and interact with the academic team including Academic Heads and faculty to discuss fitment and eligibility.
Mentor students through one-on-one sessions to provide insights and guidance for interview and placement success.
Conduct interview preparation and soft skill enhancement sessions by interacting with trainers to provide the right training to placement-ready students.

Requirements:
Enjoys working with people of all ages, from youth to parents and college staff.
Efficiently organized with the ability to maintain detailed records.
Ability to execute events in a well-coordinated and planned manner.
Encouraging and compassionate personality.
Strong time management and follow-up skills.

 

PACCAR is a global technology leader in the design, manufacture and customer support of premium light, medium, and heavy-duty trucks under the Kenworth, Peterbilt and DAF nameplates. PACCAR also designs and manufactures advanced diesel powertrains, provides financial services, information technology, and distributes truck parts related to its principal business.

This role will be responsible for managing the HR Policies & Compliance and Total Rewards & Benefits function, including market survey participation, job evaluation, salary structure development, incentive plan design, and compensation recommendations. This role will lead the development, implementation, and administration of compensation & benefit programs, HR policies, and people practices for PACCAR India.

This is an opportunity to be a part of the team that plays a crucial role in enabling talent attraction, engagement, and retention for PACCAR India, and generate stakeholder value by enabling enhanced benefits management.

This role along with the team, work to make sure the organization not only does what’s required by law, but continues to raise the bar and do what’s right. From ensuring smart and effective policies to ensuring employees are paid right, PACCAR aspires to do the right thing in every part of the world to be fair and inclusive, disciplined but not rigid, and consistent but not bureaucratic.

Job Functions / Responsibilities:

Manage compensation related projects and partner closely with Corporate Total Rewards team to ensure consistency with Global PACCAR Reward policies.

Work closely with PACCAR India senior leadership, HR, and Corporate Benefits teams to build consensus and support for India benefits and wellbeing strategy.

Conduct regular workshops and coaching sessions to enhance communication skills related to performance discussions and feedback delivery.

Analyse performance review data to identify trends and areas for improvement, preparing reports for senior leadership to inform talent development initiatives.

Lead the performance management cycle, ensuring alignment with organizational goals and providing guidance to managers on best practices for performance evaluations.

Design and facilitate training programs for managers and employees on effective performance management techniques, fostering a culture of continuous feedback.

Manage the full scope of country benefits including health, retirement, life, accident, disability, wellness, and ancillary programs.

Own and deliver outcomes of multiple compliance related projects and program areas.

Design and deliver strategies for HR systems, policies and frameworks to ensure alignment with applicable labor and employment commitments, standards, laws, regulations, and company objectives.

Understand current and emerging market trends, identify opportunities and gaps, leverage external best practices, and design benefit initiatives aligned to leadership principles and corporate values while providing local customization.

Review current HR practices and policies to identify potential compliance risks, provide recommendations, and enhance HR practices.

Conduct regular audits of HR practices and records to identify potential areas of non-compliance. Investigate and resolve any compliance issues in a thorough and timely manner.

Prepare and maintain accurate compliance reports, documentation, and records as required for internal and external review.

Analyze compensation data to provide recommendations to Talent partners and business leaders regarding suitable compensation for new hires, promotional increases, and other related matters.

Conduct job evaluations to determine the appropriate job grade, title, and compensation elements, ensuring consistency across the organization.

Lead the annual merit cycle and maintain merit budget data for reporting.

Drive company-wide special projects aligned to team and organizational needs.

Education Requirements:
Master’s degree in Human Resources, Business Administration or equivalent is required.

Technical / Professional Experience Requirements:
Minimum of 7+ years of experience in Compensation is required.

Total Years of Experience Required:
14-18 years of experience in General HR, Talent Management, HR Benefits, Compensation, and Compliance.
4+ years of experience in Compensation & Benefits.

Knowledge & Skills Desired:
Experience working on cross-functional project teams and managing multiple projects simultaneously with a focus on execution.
Demonstrated diverse cultural understanding and comfort working with global teams.
Excellent investigative, auditing, and problem-solving skills with the ability to lead through ambiguity.
Excellent analytical, communication, and presentation skills.
Deep expertise in budgeting, vendor assessment, data gathering, project management, process design, and governance.
Awareness of market landscape and practices specifically in health and mental wellbeing.
Maintain in-depth knowledge of current federal, state, and local employment laws and regulations.

The GCC HR Lead - Digital & IT and Engineering will lead the end-to-end People function for the ENGIE India Global Capability Centre (GCC), driving the establishment, scale-up, and long-term maturity of the HR organization.

This role will be responsible for designing and operationalizing a scalable HR operating model that supports business growth, workforce expansion, governance excellence, and employee experience. The incumbent will partner closely with GCC leadership, India HR, and Global HR teams to build a high-performing, compliant, and globally aligned organization while embedding ENGIE’s culture, values, and ways of working across the GCC.

The role requires a strategic HR leader with deep experience in GCC / Global In-house Centre environments, capable of balancing transformation, operational rigor, talent scale-up, and stakeholder management in a matrixed global environment.

Key Responsibilities

Strategic HR Leadership & GCC Setup
Define and execute the People Strategy for the India GCC aligned with ENGIE’s global HR principles, governance standards, and business priorities.
Lead the establishment and evolution of the GCC HR function from setup phase to a mature, scalable operating model.
Partner with GCC leadership and GCC PMO to support organizational design, workforce expansion, and long-term capability planning.
Position HR as a strategic enabler of GCC growth, transformation, and operational excellence.
Drive cultural integration and embed ENGIE values across the GCC organization.

HR Operating Model, Governance & Service Delivery
Design and implement a fit-for-purpose HR operating model including organization structure, service delivery framework, governance cadence, and operating processes.
Define roles, responsibilities, RACI structures, escalation mechanisms, and decision-right frameworks across HR and business stakeholders.
Establish HR governance standards, KPIs, SLAs, and reporting mechanisms to ensure operational effectiveness and accountability.
Ensure alignment and seamless collaboration between GCC HR, India HR, and Global HR teams.
Drive continuous improvement and process standardization across HR operations.

Workforce Planning & GCC Talent Ramp-up
Lead strategic workforce planning and headcount governance aligned with GCC growth objectives and business demand forecasts.
Translate business priorities into structured hiring roadmaps, workforce plans, and phased ramp-up strategies.
Define and optimize workforce mix across permanent employees, contractors, fixed-term resources, and early talent pipelines.
Partner with business leaders to ensure workforce readiness, capability availability, and organization scalability.
Monitor workforce metrics and proactively address hiring, capacity, and retention risks.

Talent Acquisition & Employer Branding
Build and lead a scalable talent acquisition and retention function capable of supporting high-volume and niche hiring across technology, digital, engineering, and corporate functions.
Drive recruitment governance including hiring SLAs, vendor management, pipeline visibility, and candidate experience.
Develop strong external talent pipelines through market mapping, campus partnerships, referral programs, and strategic sourcing initiatives.
Strengthen ENGIE’s employer brand and market positioning within the India GCC ecosystem.
Ensure high-quality onboarding and seamless Day-1 readiness for all new hires.

Rewards, Job Architecture & Career Frameworks
Define and govern job architecture, grading frameworks, and role evaluation methodologies aligned with global standards and India market benchmarks.
Design and manage compensation, benefits, and incentive structures to attract, retain, and motivate key talent.
Partner with leadership on organization design, succession planning, and internal mobility frameworks.
Drive career pathing and capability progression frameworks to support employee growth and retention.
Ensure rewards practices remain competitive, equitable, and aligned with business objectives.

Employee Experience, Culture & Engagement
Build a strong employee experience framework covering onboarding, engagement, communication, recognition, and retention initiatives.
Foster a high-performance, inclusive, and globally connected GCC culture aligned with ENGIE values and leadership principles.
Lead employee engagement initiatives tailored to the GCC environment and workforce demographics.
Partner with leaders to strengthen employee communication, team effectiveness, and organizational cohesion.
Drive retention strategies for critical talent segments and emerging capability areas.

Performance Management & Capability Development
Implement performance management frameworks aligned with ENGIE standards and GCC business priorities.
Drive leadership development, learning strategy, and capability-building initiatives across the GCC.
Build future-ready talent pipelines and critical capability clusters to support evolving business requirements.
Partner with business leaders to identify skill gaps and enable targeted development interventions.
Promote a culture of continuous learning, accountability, and performance excellence.

HR Operations, Compliance & Risk Management
Ensure full compliance with India labor laws, statutory obligations, payroll governance, POSH requirements, and internal policy frameworks.
Oversee HR operations including employee lifecycle management, grievance handling, disciplinary processes, and exit management.
Maintain audit readiness and ensure adherence to global governance standards and local regulatory requirements.
Mitigate people-related operational and compliance risks through robust controls and governance mechanisms.
Drive policy standardization while balancing global alignment with local market requirements.

HR Technology, Analytics & Reporting
Drive adoption and optimization of HR technology platforms including HRMS, ATS, and workforce analytics tools.
Establish HR dashboards and governance reporting covering hiring, attrition, workforce productivity, engagement, and performance metrics.
Leverage people analytics to support strategic workforce decisions and leadership planning.
Ensure data accuracy, reporting discipline, and actionable insight generation for senior stakeholders.
Enable data-driven decision-making across HR and business leadership teams.

Stakeholder Management & Leadership Partnership
Act as a trusted advisor to GCC leadership, India leadership, and Global HR stakeholders on organizational and people matters.
Partner closely with Finance, Legal, Procurement, IT, GCC PMO office, Real Estate and other enabling functions to support integrated GCC operations.
Represent HR in governance forums, steering committees, and strategic business discussions.
Influence senior stakeholders and drive alignment across a complex global matrix environment.
Build strong collaborative relationships across regional and global HR teams.
Engage proactively with industry forums such as NASSCOM to benchmark and integrate best-in-class HR practices, frameworks, and GCC operating models.

Candidate Profile
15+ years of progressive HR leadership experience including significant exposure to GCC, Global In-house Centers, or Shared Services environments.
Demonstrated experience in setting up, scaling, or transforming a GCC or large operations center from early-stage growth to operational maturity.
Strong expertise across workforce planning, talent acquisition, HR operations, rewards, compliance, and organizational development.
Proven capability in operating within global matrix organizations and partnering with senior business and HR stakeholders.
Strong knowledge of India labor laws, statutory compliance, and HR governance frameworks.
Experience within technology, digital, engineering, or transformation-led organizations preferred.
Strong strategic thinking, execution orientation, and stakeholder management capability.
Excellent communication, influencing, and leadership skills.