greytHR is a leading HR and payroll technology company that provides cloud-based HRMS and payroll solutions to businesses across India and international markets. Company size 1,000+ employees.

Role Overview

We are looking for a dynamic, results-driven Learning & Development Specialist/Partner to own and elevate our internal training ecosystem. In this role, you will be responsible for identifying team skill gaps, delivering high-impact soft skills training, and curating top-tier learning content for our LMS and microlearning paths. Additionally, you will act as the primary liaison for external training vendors, sourcing specialized technical and leadership programs that cannot be delivered in-house.

Role Type: Full-time/Contractual

Key Responsibilities

Training Needs Analysis (TNA)

Conduct regular Training Needs Analysis across departments to identify individual, team, and organizational skill gaps.

Translate business requirements into actionable learning paths and track training effectiveness.

Content Curation & Digital Learning (LMS / Microlearning)

Source, evaluate, and curate high-quality learning content including videos, articles, and off-the-shelf courses to populate the LMS.

Structure curated content into engaging microlearning paths consisting of bite-sized and easily digestible learning journeys for a modern workforce.

Organize and manage specialized learning programs tailored for delivery across remote and hybrid teams.

Internal Delivery (Soft Skills)

Act as the primary internal facilitator, delivering high-impact and engaging training sessions on soft skills, communication, collaboration, and professional development.

Facilitate workshops and follow-up sessions to ensure learning retention and application.

Vendor Management & External Training

Source, negotiate with, and manage relationships with external training vendors and subject matter experts.

Coordinate and oversee advanced training programs that cannot be delivered in-house, including technical upskilling and leadership development initiatives.

Manage the Learning & Development budget efficiently with respect to external vendor contracts and licensing.

Tracking, Analytics & Reporting

Track employee training completion, attendance rates, and assessment scores within the LMS.

Gather feedback after training through surveys and evaluations to measure effectiveness and satisfaction.

Generate regular Learning & Development reports and dashboards for leadership to showcase training ROI, compliance metrics, and overall skill development progress.

Required Skills & Qualifications

6-8 years of experience as an L&D Specialist, Corporate Trainer, or Training Coordinator.

Content Curation

Proven ability to source, evaluate, and organize educational content from open-source or commercial providers rather than building it from scratch.

Facilitation Skills

Exceptional communication and public speaking skills with a strong track record of delivering engaging soft skills training.

Vendor Management

Demonstrated experience onboarding, negotiating with, and managing external training providers.

Data & Reporting

Strong analytical skills with experience compiling training metrics, using Excel or BI tools, and generating clear Learning & Development reports.

Tech Savviness

Experience administering LMS platforms and utilizing virtual collaboration tools such as Microsoft Teams and Zoom.

SBI Card is one of India's leading credit card issuers, providing innovative financial solutions and services to millions of customers across the country. Company size 1,000+ employees.

Role Purpose

Responsible for designing and executing effective hiring strategies, building a strong employer brand and ensuring a seamless candidate experience.

Role Accountability

Develop and implement talent acquisition strategies aligned with business goals.

Manage the full hiring lifecycle for all roles from sourcing to onboarding.

Lead employer branding initiatives to attract high-quality candidates.

Collaborate with department heads to discuss hiring needs and conduct periodic hiring reviews.

Utilize data and recruitment metrics to optimize hiring processes and improve efficiency.

Oversee and mentor a team of recruiters and coordinators.

Ensure recruitment process compliance with internal policies and standards.

Organize and attend job fairs, campus hiring drives, and networking events.

Ensure closure of background verification for all new hires as per approved guidelines.

Identify system improvement opportunities in hiring modules and drive implementation of enhancements.

Develop and disseminate MIS reports and dashboards as per business requirements.

Manage recruitment vendors including empanelment, billing, renewals, and relationship management.

Measures of Success

Closure of positions within defined turnaround time.

Background verification closure within established timelines.

Achievement of diversity hiring and PWD hiring objectives.

Process adherence as per organizational guidelines and MOU requirements.

Technical Skills / Experience

In-depth experience in recruitment and talent acquisition.

Strong knowledge of digitized hiring modules and HRIS systems.

Competencies Critical to the Role

Negotiation skills.

Stakeholder management.

Strong verbal and written communication.

Process orientation and execution excellence.

Qualification

Master’s degree in Human Resources, Business Administration, or related field from Tier 1 or Tier 2 institutes.

Johnson & Johnson is a global healthcare leader committed to advancing health through innovation in Innovative Medicine and MedTech. The company empowers healthcare transformation through cutting-edge solutions and a diverse, inclusive work environment. Company size 10,000+ employees.

DePuy Synthes is recruiting for a Payroll DS Senior Analyst, located in Pune, Maharashtra, India.

Position Summary

The Payroll Senior Analyst is responsible for delivering timely, accurate, and compliant payroll by being a subject matter expert to assigned complex payroll processes for designated countries and regions, ensuring adherence to global standards, statutory requirements, internal controls, and service-level commitments. The Senior Analyst will drive continuous improvement, mentor analysts, support audit and system enhancements, and partner with cross-functional teams to improve accuracy, efficiency, and payroll experience. The Senior Analyst will work closely with the Payroll Senior Team Lead in planning and managing operational and project deliverables.

Key Responsibilities

Payroll Operations & Administration

Process and validate complex payroll transactions, reports, and requests for assigned countries and regions in alignment with global standards and country-specific requirements.

Prepare, reconcile, and review payroll reports. Validate statutory payments and third-party disbursements as applicable.

Investigate, resolve, and document complex payroll issues and employee inquiries. Support escalations and engage with agencies or vendors as needed.

Monitor payroll mailboxes and manage cases and inquiries through service management tools.

Build strong relationships with internal stakeholders and external vendors.

Compliance, Controls & Documentation

Execute tasks in compliance with SOX requirements, internal controls, audit procedures, and country legislation.

Lead and support audits by supplying requested records and evidence in a timely manner.

Ensure regular review and update of payroll documentation including SOPs, process guides, and work instructions.

Uphold confidentiality and ensure adherence to data privacy regulations.

Continuous Improvement, System Testing & Projects

Identify and lead continuous improvement opportunities for process optimization, automation, and standardization.

Analyze the impact of process and system changes.

Lead and support User Acceptance Testing and verification of system changes, releases, and vendor or system upgrades.

Collaborate with HR, Finance, IT teams, and third-party payroll providers on operational and project-related activities.

Leadership & Team Support

Mentor and coach Payroll Analysts and junior team members.

Assist Senior Team Lead in task and resource planning, project execution, and daily operations.

Support resource onboarding and knowledge transfer activities.

Required Qualifications

Bachelor’s degree in Business, HR, Finance, Accounting, or related field.

Minimum 3-5 years of relevant experience in HR or Finance Payroll operations, preferably in a shared services or multinational environment.

1-2 years of leadership, mentoring, or coaching experience.

Strong knowledge of payroll processing concepts and statutory payroll requirements.

Proficiency with payroll and HR systems including SAP and/or Workday. Experience with ADP and other payroll systems is advantageous.

Advanced Microsoft Excel skills including pivot tables, lookups, and basic macros.

Experience with case management or ticketing tools.

Excellent English verbal and written communication skills.

Strong attention to detail, analytical thinking, and problem-solving skills.

Ability to prioritize, meet deadlines, and work independently.

High degree of confidentiality and adherence to data privacy and internal controls.

Strong stakeholder management and customer-focused approach.

Collaborative team player with strong relationship-building abilities.

Preferred Qualifications

Experience supporting regional payroll processes.

Experience with timekeeping systems or case management tools.

Payroll certifications.

Experience working with external payroll providers such as ADP, EY, or Deloitte.

Familiarity with SOX and business control frameworks.

Experience in continuous improvement initiatives, automation tools such as Alteryx, and payroll reporting tools.

Johnson & Johnson announced plans to separate its Orthopaedics business to establish a standalone orthopaedics company operating as DePuy Synthes. Following completion of the planned separation, employees in this role are expected to transition to DePuy Synthes under its employment processes, programs, policies, and benefit plans, subject to regulatory and legal approvals.

Clearwater Analytics is a global industry-leading SaaS platform that automates the entire investment lifecycle. Clearwater provides investment portfolio planning, performance reporting, data aggregation, reconciliation, accounting, compliance, risk, and order management solutions for insurers, asset managers, corporations, and governments worldwide. Company size 1,001-5,000 employees.

The HR Business Partner – R&D APAC will serve as the primary strategic HR partner for Clearwater Analytics’ Research & Development organisation across the Asia-Pacific region, covering India (Mumbai, Bangalore, Noida), Singapore, Australia, Hong Kong, and Japan. Based in Mumbai and reporting to the HR Head of India, this is a senior individual contributor role that partners closely with R&D leadership to shape and execute a comprehensive people agenda that drives organisational effectiveness, talent excellence, and a high-performance culture across five dynamic markets.

Responsibilities

Strategic HR Partnership

Serves as the primary strategic HR advisor to R&D senior leadership across India, Singapore, Australia, Hong Kong, and Japan translating business priorities into a cohesive people agenda that supports Clearwater’s engineering and technology growth objectives across the region.

Engages as a thought leader on APAC people strategy, proactively surfacing regional market intelligence, talent trends, and competitive insights to inform R&D leadership decisions.

Talent Management & Workforce Planning

Leads talent management processes for the R&D APAC population including annual talent reviews, succession planning, career development frameworks, and high-potential identification across all five markets.

Partners with Talent Acquisition APAC to define workforce plans, role architecture, and hiring strategies that meet R&D scaling goals across India, Singapore, Australia, Hong Kong, and Japan.

Advises on grade-level structures, technical career ladders, and compensation benchmarking frameworks specific to R&D roles across diverse APAC talent markets.

Employee Experience & Engagement

Designs and drives employee engagement strategies tailored to the R&D engineering population across APAC identifying root causes of attrition and disengagement through structured listening, pulse surveys, and manager feedback channels.

Champions a culture of inclusion, recognition, and psychological safety within APAC R&D teams, partnering with managers on effective onboarding, integration, and long-term retention of critical engineering talent.

Performance Management & Employee Relations

Guides R&D managers through performance calibration, feedback frameworks, and improvement planning, while navigating complex employee relations matters with cultural sensitivity and alignment to local employment laws including India’s Labour Codes and POSH Act, Singapore’s Employment Act, Australia’s Fair Work Act, Hong Kong’s Employment Ordinance, and Japan’s Labour Standards Act.

Coaches and upskills APAC R&D managers on people management fundamentals, navigating difficult conversations, and building high-performing engineering teams.

Organisational Design & Change Management

Leads and supports organisational design, workforce restructuring, and change management initiatives within R&D APAC ensuring business-driven decisions are executed with care for employee impact and in compliance with local regulations.

Collaborates with Compensation, Learning & Development, Talent Acquisition, and HR Operations teams to localise and deploy people programmes that address the specific needs of a fast-growing engineering-first APAC population.

HR Programme Leadership

Designs and delivers one or more high-impact people initiatives annually such as an APAC R&D retention framework, technical career ladder, or manager capability programme and represents R&D APAC in global HR projects and working groups.

Builds and tracks people strategy metrics for R&D APAC including headcount trends, attrition, capability gaps, and engagement scores reporting regularly to the HR Head of India and R&D leadership with data-driven insights and recommended actions.

Required Skills:

Strategic business acumen with the ability to connect people decisions to R&D engineering outcomes and regional business growth.

Strong consultancy and influencing skills able to challenge and advise senior technical leaders with confidence across diverse cultural contexts.

Hands-on experience navigating employment legislation in two or more APAC markets.

Proficiency in HRIS platforms particularly Workday.

Strong analytical capabilities with comfort working with HR data, dashboards, and people metrics.

Skilled in change management, facilitation, and executive communication across time zones and cultures.

Strong organisational and interpersonal skills with proven relationship-building ability across geographies and seniority levels.

Strong computer skills including Microsoft Office.

Excellent attention to detail and documentation skills.

Outstanding verbal and written communication skills in English.

Exceptional problem-solving abilities and project management proficiency.

Education & Experience:

Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.

MBA or Master’s in HRM strongly preferred.

SHRM-SCP, PHR, or equivalent HR certification is an advantage.

12+ years of progressive HR experience with at least 6–7 years in a dedicated HRBP role supporting Engineering, Product, or Technology functions in a global organisation.

Proven experience partnering with senior R&D or technology leadership in a high-growth multi-geography SaaS or technology company.

Demonstrated experience managing employee relations, organisational design, and talent management across multiple APAC jurisdictions.

Employee Benefits:

Employee Health Insurance and Wellness program.

Maternity and paternity leave.

Competitive salary, benefits, and special allowances.

Continual learning and development opportunities for career growth

Clearwater Analytics is a global industry-leading SaaS platform that automates the entire investment lifecycle. Clearwater provides investment portfolio planning, performance reporting, data aggregation, reconciliation, accounting, compliance, risk, and order management solutions for insurers, asset managers, corporations, and governments worldwide. Company size 1,001-5,000 employees.

The HR Business Partner – R&D APAC will serve as the primary strategic HR partner for Clearwater Analytics’ Research & Development organisation across the Asia-Pacific region, covering India (Mumbai, Bangalore, Noida), Singapore, Australia, Hong Kong, and Japan. Based in Mumbai and reporting to the HR Head of India, this is a senior individual contributor role that partners closely with R&D leadership to shape and execute a comprehensive people agenda that drives organisational effectiveness, talent excellence, and a high-performance culture across five dynamic markets.

Responsibilities

Strategic HR Partnership

Serves as the primary strategic HR advisor to R&D senior leadership across India, Singapore, Australia, Hong Kong, and Japan translating business priorities into a cohesive people agenda that supports Clearwater’s engineering and technology growth objectives across the region.

Engages as a thought leader on APAC people strategy, proactively surfacing regional market intelligence, talent trends, and competitive insights to inform R&D leadership decisions.

Talent Management & Workforce Planning

Leads talent management processes for the R&D APAC population including annual talent reviews, succession planning, career development frameworks, and high-potential identification across all five markets.

Partners with Talent Acquisition APAC to define workforce plans, role architecture, and hiring strategies that meet R&D scaling goals across India, Singapore, Australia, Hong Kong, and Japan.

Advises on grade-level structures, technical career ladders, and compensation benchmarking frameworks specific to R&D roles across diverse APAC talent markets.

Employee Experience & Engagement

Designs and drives employee engagement strategies tailored to the R&D engineering population across APAC identifying root causes of attrition and disengagement through structured listening, pulse surveys, and manager feedback channels.

Champions a culture of inclusion, recognition, and psychological safety within APAC R&D teams, partnering with managers on effective onboarding, integration, and long-term retention of critical engineering talent.

Performance Management & Employee Relations

Guides R&D managers through performance calibration, feedback frameworks, and improvement planning, while navigating complex employee relations matters with cultural sensitivity and alignment to local employment laws including India’s Labour Codes and POSH Act, Singapore’s Employment Act, Australia’s Fair Work Act, Hong Kong’s Employment Ordinance, and Japan’s Labour Standards Act.

Coaches and upskills APAC R&D managers on people management fundamentals, navigating difficult conversations, and building high-performing engineering teams.

Organisational Design & Change Management

Leads and supports organisational design, workforce restructuring, and change management initiatives within R&D APAC ensuring business-driven decisions are executed with care for employee impact and in compliance with local regulations.

Collaborates with Compensation, Learning & Development, Talent Acquisition, and HR Operations teams to localise and deploy people programmes that address the specific needs of a fast-growing engineering-first APAC population.

HR Programme Leadership

Designs and delivers one or more high-impact people initiatives annually such as an APAC R&D retention framework, technical career ladder, or manager capability programme and represents R&D APAC in global HR projects and working groups.

Builds and tracks people strategy metrics for R&D APAC including headcount trends, attrition, capability gaps, and engagement scores reporting regularly to the HR Head of India and R&D leadership with data-driven insights and recommended actions.

Required Skills:

Strategic business acumen with the ability to connect people decisions to R&D engineering outcomes and regional business growth.

Strong consultancy and influencing skills able to challenge and advise senior technical leaders with confidence across diverse cultural contexts.

Hands-on experience navigating employment legislation in two or more APAC markets.

Proficiency in HRIS platforms particularly Workday.

Strong analytical capabilities with comfort working with HR data, dashboards, and people metrics.

Skilled in change management, facilitation, and executive communication across time zones and cultures.

Strong organisational and interpersonal skills with proven relationship-building ability across geographies and seniority levels.

Strong computer skills including Microsoft Office.

Excellent attention to detail and documentation skills.

Outstanding verbal and written communication skills in English.

Exceptional problem-solving abilities and project management proficiency.

Education & Experience:

Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.

MBA or Master’s in HRM strongly preferred.

SHRM-SCP, PHR, or equivalent HR certification is an advantage.

12+ years of progressive HR experience with at least 6–7 years in a dedicated HRBP role supporting Engineering, Product, or Technology functions in a global organisation.

Proven experience partnering with senior R&D or technology leadership in a high-growth multi-geography SaaS or technology company.

Demonstrated experience managing employee relations, organisational design, and talent management across multiple APAC jurisdictions.

Employee Benefits:

Employee Health Insurance and Wellness program.

Maternity and paternity leave.

Competitive salary, benefits, and special allowances.

Continual learning and development opportunities for career growth