GMR Group operates within the infrastructure, airport operations, energy, and transportation industry with an employee workforce exceeding 10,000 professionals globally.

The Executive - Payroll is accountable for accurate monthly payroll processing on time by strictly adhering to statutory compliance, organizational policies, and defined operational processes. The role involves managing end to end payroll cycles, executing off cycle payroll operations, handling specialized accounting assignments, and providing training and coaching to junior team members to ensure operational excellence across shared services.

Key accountabilities include validating and processing all payroll inputs and outputs in complete alignment with company policy guidelines. Managing input consolidation, executing data entries in SAP ERP systems, conducting meticulous pre process checks, executing core payroll computations, and performing rigorous post process audits. Finalizing off cycle payrolls, preparing bank advice files in designated formats, and ensuring 100 percent accuracy with timely salary disbursements to employees within defined service level agreements.

The role is responsible for generating comprehensive payroll MIS reports, employee loan ledgers, superannuation statements, and provident fund documentation. Ensuring timely preparation and statutory filing of monthly, quarterly, half yearly, and yearly statutory returns along with seamless issuance of Form 16. Collaborating closely with internal and external auditors, providing audit data trails, resolving audit queries promptly, and maintaining rigorous HR compliance standards.

External interactions involve liaising with banking partners, external compliance vendors, and statutory audit teams. Internal interactions include partnering with employees, Business HR teams, Business Finance departments, and shared services centre stakeholders to resolve payroll queries, tax inquiries, and settlement requests within agreed turnaround times.

ResearchEdge Consulting operates within the academic and research consulting industry with a team size of 10 to 50 employees. ResearchEdge Consulting is a fast growing academic and research consulting organization specializing in research publications, journal management, grants, consulting, workshops, intellectual property support, and academic excellence. We work with researchers, universities, startups, and professionals across diverse disciplines to deliver high quality research and consulting solutions.

We are looking for a highly motivated HR and Operations Intern (Manager Trainee) who can help build, manage, and scale our growing team. This role provides an opportunity to lead people, build systems, and contribute directly to organizational growth while working closely with the Founder of the firm.

Key Responsibilities in Human Resource Management include sourcing, screening, interviewing, and onboarding interns across various domains. Hiring and managing Marketing and Business Development Interns. Developing structured onboarding and induction processes. Maintaining accurate employee and intern records, and handling complete HR documentation and communication.

Team Management duties involve assigning tasks and monitoring daily team activities. Tracking attendance, deliverables, and project deadlines. Conducting weekly performance reviews, ensuring accountability across teams, and motivating team members to achieve set targets.

Operations responsibilities comprise coordinating with different departments, ensuring the smooth execution of ongoing projects, developing standard operating procedures (SOPs), streamlining workflows, maintaining overall operational efficiency, and preparing structured weekly reports for the Founder.

Performance Management responsibilities involve monitoring the output of the Marketing and Business Development Team, ensuring targets are achieved, assisting in boosting team productivity, and proactively recommending process improvements.

This position offers hands on exposure to startup operations, talent acquisition, team leadership, performance management, and direct mentorship from company leadership.

ResearchEdge Consulting operates within the academic and research consulting industry with a team size of 10 to 50 employees. ResearchEdge Consulting is a fast growing academic and research consulting organization specializing in research publications, journal management, grants, consulting, workshops, intellectual property support, and academic excellence. We work with researchers, universities, startups, and professionals across diverse disciplines to deliver high quality research and consulting solutions.

We are looking for a highly motivated HR and Operations Intern (Manager Trainee) who can help build, manage, and scale our growing team. This role provides an opportunity to lead people, build systems, and contribute directly to organizational growth while working closely with the Founder of the firm.

Key Responsibilities in Human Resource Management include sourcing, screening, interviewing, and onboarding interns across various domains. Hiring and managing Marketing and Business Development Interns. Developing structured onboarding and induction processes. Maintaining accurate employee and intern records, and handling complete HR documentation and communication.

Team Management duties involve assigning tasks and monitoring daily team activities. Tracking attendance, deliverables, and project deadlines. Conducting weekly performance reviews, ensuring accountability across teams, and motivating team members to achieve set targets.

Operations responsibilities comprise coordinating with different departments, ensuring the smooth execution of ongoing projects, developing standard operating procedures (SOPs), streamlining workflows, maintaining overall operational efficiency, and preparing structured weekly reports for the Founder.

Performance Management responsibilities involve monitoring the output of the Marketing and Business Development Team, ensuring targets are achieved, assisting in boosting team productivity, and proactively recommending process improvements.

This position offers hands on exposure to startup operations, talent acquisition, team leadership, performance management, and direct mentorship from company leadership.

Sansaone operates within the human resources and talent solutions industry with a team size of approximately 10 to 50 employees. We are looking for enthusiastic Freshers to join our HR team as HR Executives. This role offers an exceptional entry level opportunity to gain hands on experience in end to end recruitment, candidate coordination, HR operations, employee engagement, and day to day people management activities. The appointed executive will be actively involved in facilitating smooth HR workflows, supporting core talent acquisition processes, and driving operational efficiency across the organization.

Key Responsibilities include supporting overall recruitment and candidate coordination activities from initial screening to final placement. Assisting with interview scheduling, panel coordination, candidate communication, and seamless onboarding processes for new joiners. Maintaining organized employee records, database management, and essential HR documentation. Coordinating actively between candidates, hiring managers, and internal cross functional teams to resolve queries and ensure workflow continuity. Supporting day to day HR operations, attendance tracking, documentation verification, and employee engagement initiatives. Ensuring timely communication, proactive follow ups with prospective candidates, and assisting the HR management team with periodic reporting and operational tasks.

The ideal candidate must possess excellent verbal and written communication skills alongside strong interpersonal and relationship building abilities. Must exhibit strong organizational and time management capabilities to handle multiple ongoing priorities. Basic proficiency in MS Office tools including MS Excel, Google Sheets, email communication systems, and modern workplace online tools is necessary. The candidate should demonstrate high attention to detail, accuracy in record keeping, strong problem solving skills, adaptability, and a positive mindset with a deep willingness to learn and advance in the HR domain.

Deloitte operates within the professional services and management consulting industry with a global workforce exceeding 400,000 employees. Deloitte leads with purpose, solving complex issues for our clients and communities. Across disciplines and across borders, Deloitte Global supports our network of member firms by developing and driving global strategy, programs, and platforms, and creating new solutions and transformational experiences. Our people share a passion for igniting change and a strong service orientation that shapes our organization and those it supports.

Deloitte Global People HRIS and Data Governance team is looking for an energetic, technical, client-service focused, analytical, innovative, experienced and ambitious individual to join its growing HRIS team.

This team mission is centered around successfully executing on the people data and technology strategy. They manage employee data for 13,000 plus global professionals from multiple data sources across 40 plus countries in the Global HRIS database. People data is foundational for all HR reporting and analytics needs, to provide business leaders with actionable insights in making informed decisions on people-related matters, make HR processes and operations more efficient and effective, and improve the overall wellbeing and effectiveness of the company talent pool.

This team will work closely with our Global People COEs in Advisory, Workforce Solutions, Inclusion and leadership development, Engagement, Performance Experience, Analytics, Finance, and Technology on a regular basis with a particular focus on continuously enhancing data integrity across all HR systems. Having full knowledge and expertise about the full life cycle of HR is critical in this role. The team provides a complete suite of services in the HR technology area, from collaborating with member firms HR and privacy teams for employee data sharing approvals, processing employee transactions in the HRIS systems, ensuring data integrity, to partnering with technology teams in enhancing and upgrading system functionalities and capabilities, supporting adhoc reporting requests and creating new tools and templates to execute the data management strategy.

Role Specific Responsibilities include accurately inputting and updating employee information in the system, ensuring data integrity and consistency. Coordinating with the stakeholders for daily workflow and providing the necessary updates. Serving as a mentor to junior resources on the team and acting as a backup to the Assistant Manager. Performing ongoing validation, reconciliation and audit of employee data and data management processes, while implementing the data governance framework. Maintaining a high level of accuracy on all transactions, reporting, and analysis. Partnering closely with various teams and other internal clients in handling employee related issues. Creating and appending process SOPs, suggesting process improvement areas based on strong subject knowledge, and working as a SME to train other team members on the process.

Our purpose at Deloitte is to make an impact that matters for our people, clients, and communities. Our inclusive culture empowers our people to be who they are, contribute their unique perspectives, and make a difference individually and collectively. Professionals have the opportunity to work with some of the best talent and discover what works best for them, with diverse learning and leadership growth opportunities accelerated through DU The Leadership Center in India.

Industry: Enterprise Software, HR Tech, Workforce Management SaaS.

About Rippling: Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system. Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365—all within 90 seconds. Based in San Francisco, CA, Rippling has raised $1.2B from the world’s top investors—including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock—and was named one of America's best startup employers by Forbes.

About The Role: Rippling is looking for an experienced Technical Recruiter to join our fast-paced, agile recruiting team. In this role, you will own the recruiting process end to end for Senior Eng Managers, Staff, and Senior SWE IC roles in our engineering teams.

What You'll Do: • Manage full-cycle recruiting process ensuring a positive and seamless candidate experience. • Be responsible for sourcing and developing a candidate pipeline through creative and efficient sourcing strategies. • Brainstorm with hiring managers to assemble powerful sourcing strategies for each search. • Calibrate candidates, update them throughout the process (deliver exceptional candidate experience), and put serious rigor to pre-close + negotiate compensation. • Set hiring managers' expectations on the interview process we have in place and ensure that alignment is there as it impacts conversion efficiency. • Partner with engineering and recruiting leadership to remove closing barriers by deeply understanding what is in the way of being successful/getting the OAs. • Go deep into data - conversion metrics, OAR, decline reasons, scorecards.

Qualifications: • At least 8 years of SWE hiring experience. • At least 2 years hiring Staff+ and Director of Eng profiles. • At least 3 years experience with global candidate markets and working with stakeholders in global geos. • At least 5 years of sourcing and building your own pipeline. • Ability to thrive in ambiguity. • Experience in a fast-paced, hyper-growth environment. • Strong attention to detail. • Experience with ATS systems.

We are looking for energetic, self-driven Recruiters who can source, evaluate, engage and close quality candidates across IT, Digital Marketing, Advertising, Media, Sales and Manufacturing domains. The ideal candidate should have strong communication skills, excellent sourcing abilities and the drive to achieve hiring targets.

Key Responsibilities: Recruitment: • Understand client requirements thoroughly • Prepare search strategy • Source candidates through LinkedIn, Naukri, Indeed, referrals and social media • Conduct telephonic screening • Evaluate technical and behavioural fit • Coordinate interviews • Negotiate salary • Follow up until joining • Maintain ATS and database • Generate market intelligence

Client Coordination: • Clarify JD • Share shortlisted profiles • Provide interview feedback • Update hiring progress

Candidate Management: • Build long-term relationships • Maintain candidate database • Candidate counselling • Offer management 

Industry: Financial Services and Investment Management.

The Purpose of Your Role: The Director - Talent Development primary responsibility is to partner with business unit senior leaders and the regional senior leaders to recommend and provide thought leadership and capability solutions that help their teams meet contemporary and foundational capability needs. These entities are characterized by having a significant amount of complexity and change and increasingly need to respond and prepare for them. This role is responsible for managing the overall leadership development, professional capabilities and managerial effectiveness requirements for the region through strategic consultation with relevant stakeholders. The role is accountable for overall design, delivery and value offered for the portfolio of work.

The Value You Deliver: • Own and manage the portfolio of leadership, professional and managerial capability development for the region, including strengthening existing strategies and solutions along with preparing for evolving future needs. • Bring your thought leadership to design and program manage the portfolio personally or through the team. Interface with leaders for business inputs and co-creation of program design. • Scan learning industry and academia trends and respond to possible impact on internal strategies. • Collaborate across the firm enterprise learning teams, to contribute to, or lead programs and global projects. • Collaborate with the learning advisor team for multiple businesses. The LA team serves as the conduit for large scale and high visibility business, technology or leadership skilling programs that impact a significant portion of the organization, and it is very important to work in an integrated manner with them. • Delegates and manages the team workloads and adjusts to new or changing assignments, processes, people, and priorities as business need dictates. • Coaches, develops and manages performance and output of direct or indirect reports as per the manager expectations of the firm.

The Skills That Are Key To This Role: • The role involves leading a leadership and capability development team with elements of conceptualization, solution design, program management, stakeholder management, and running initiatives. • Hands on expertise, thought leadership, capabilities in leadership development, skilling concepts and learning practices. • Strong facilitation skills for large and complex groups of leaders. • Experience in learning design and working with learning technology tools, learning analytics and related budgeting. • Leadership ability to move and inspire team in a unified direction towards a common vision with manager effectiveness and coaching skills. • Demonstrate a positive, can-do demeanor with willingness to roll up sleeves and get things done. • Someone who will scan, try and scale new techniques to constantly improve learning experience and design. • Impactful communicator, able to articulate and bring conviction with data to conversations. • Passionate about enabling associate development and organizational excellence.

How Your Work Impacts The Organization: Talent Development is a function in Human Resources that supports Fidelity India, in meeting its business objectives by developing solutions that maximize the capability of its workforce and enhances associate experience. In partnership with key business stakeholders and HR business partners, the team builds holistic solutions that optimize associate and organizational performance. The team is invested in associates development and career vitality by enabling development of skills to meet current and future needs.

The Expertise We Are Looking For: • MBA with specialization in HR. • 15+ years of experience in leading the design of, developing and implementing a variety of learning solutions in the learning and development space. • Experience in managing learning for technology or financial services industries is essential. • Management of distributed learning teams is desirable.

Industry Engineering and Technical Staffing and Workforce Solutions. Employee Size Over 2000 professionals across 58 global offices.

About The Role: To ensure the region and client specific timesheet saving processing happens accurately by adhering to defined service level agreements.

Roles and Responsibilities: • Timesheet Management and Validation: Review, track, and validate contractor and employee timesheets to ensure accuracy, completeness, and compliance with applicable state laws and company policies. • Payroll Processing: Support the accurate and timely processing of payroll by validating payroll inputs, reviewing salary calculations, and ensuring adherence to defined payroll timelines. • Compliance and Documentation: Maintain payroll records, salary registers, and supporting documentation while ensuring confidentiality of payroll and contractor information and compliance with audit requirements. • Reporting and Analysis: Prepare payroll reports, salary registers, and other payroll-related reports to support business operations, management reviews, and compliance needs. • Query Resolution and Stakeholder Support: Address regional and contractor queries related to salary payments, payroll processing, timesheets, and other payroll-related concerns in a timely and professional manner. • Cross-Functional Collaboration: Partner with the Invoice team and other internal stakeholders to investigate and resolve discrepancies, payroll input issues, and process-related queries. • Audit Support: Assist internal and external audits by providing accurate payroll documentation, reports, and supporting records as required. • Confidentiality and Data Integrity: Ensure the highest level of confidentiality, accuracy, and integrity of payroll, contractor, and employee data while following organizational policies and standards.

What We Are Looking For: • Experience: 1 to 3 years of experience in payroll processing or corporate operations. • Analytical Skills: Strong analytical and problem-solving skills. • Attention to Detail: Excellent attention to detail and accuracy. • Communication Skills: Good communication and interpersonal skills. • Tech Savvy: Proficiency in Excel and familiarity with payroll software. • Team Player: Ability to work collaboratively within a team. • Confidentiality: Ability to handle sensitive information with discretion.

About NES Fircroft: NES Fircroft is a dynamic global leader connecting top talent with major projects in the engineering and technical sectors. We foster growth through innovation and value a work culture that is both enriching and challenging. Since 1978, NES Fircroft has been a leading staffing specialist, providing top-tier technical and engineering talent across various sectors like Oil and Gas, Power, Construction, Life Sciences, Manufacturing, Chemical, Mining, Automotive, IT, and more.

Hyrn.ai is looking to hire Talent Acquisition Specialists through the eazyway Platform. They are seeking motivated and target-oriented recruitment professionals with strong sourcing, candidate screening, communication, and stakeholder management skills. The ideal candidate will be responsible for managing multiple open positions, identifying suitable candidates, and supporting the end-to-end recruitment process.

Key Responsibilities:

1. Talent Sourcing and Recruitment: • Source candidates through job portals, LinkedIn, Indeed, Naukri, and other recruitment channels. • Develop and implement effective candidate sourcing strategies. • Build and maintain a strong talent pipeline for current and future requirements. • Manage multiple open positions simultaneously and ensure timely hiring.

2. Candidate Screening and Assessment: • Review and screen candidate profiles based on job requirements. • Conduct initial candidate assessments and shortlist suitable profiles. • Coordinate with hiring teams to understand requirements and candidate expectations. • Maintain accurate candidate records and recruitment trackers.

3. Interview and Hiring Coordination: • Coordinate interviews between candidates and hiring managers. • Follow up with candidates throughout the recruitment process. • Manage candidate communication and ensure a positive recruitment experience. • Support offer discussions and joining formalities.

4. Stakeholder Management: • Build strong relationships with candidates, hiring managers, and internal stakeholders. • Understand hiring requirements and provide suitable candidate profiles. • Handle candidate negotiations and support offer closure. • Ensure smooth communication throughout the hiring process.

Experience and Qualifications: • Experience: 1–6 years in Talent Acquisition, Recruitment, or HR. • Education: Bachelor degree in Human Resources, Business Administration, or a related field. • Experience in IT and/or Non-IT recruitment is preferred. • Strong understanding of recruitment processes and sourcing strategies. • Excellent communication and interpersonal skills. • Good negotiation and stakeholder management skills. • Ability to work in a fast-paced, target-oriented hiring environment. • Strong organizational and coordination skills.

Industry: Safety Science, Testing, Inspection and Certification.

Job Description: • Assist to formulate and implement yearly learning and development plan based on the business and organizational needs. • Fully understand features and designs of complex learning and development programs and effectively deploy to achieve desired business outcomes. Facilitate post training application with program stakeholders. • Continuously evaluate training effectiveness and adjust programs based on the objectives and the evaluation. • Share best practices with other team members. • Provide advice and apply diverse approach to help participants learn effectively. • Analyze post training reports and develop actions based on the analysis. • Provide the Learning Management System (LMS) team with constructive suggestions to ensure the effectiveness of the LMS. • Evaluate instructor performance. • Provide feedback and coaching to external consultants and in-house trainers. • Implement a solid in-house trainer/consultant management process. • Build up professional relationship with external training vendors, universities and other relevant institutions. • Lead regional project and/or local learning and development projects. • Communicate timely to project stakeholders to ensure efficient approaches. • Engage and influence team members to keep up momentum of the project. • Facilitate supervisory and general staff training and workshops. • Assist in design and deliver complex Organizational Design project and change management strategies, processes and interventions that support the clients needs. • Assist in creating desired OD outcome/impact. • Read and follow the Underwriters Laboratories Code of Conduct and follow all physical and digital security practices. • Provides other duties as directed.

Key Responsibilities: • Conduct training needs analysis and translate requirements into effective learning solutions. • Implement and manage learning programs to achieve desired business outcomes. • Facilitate training sessions and workshops for employees and supervisory-level audiences. • Evaluate training effectiveness and drive continuous improvement through data and insights.

Qualifications: • University degree (Equivalent to a Bachelors degree) in Human Resources Administration, Training, Education, Organizational Development, Instructional Design, or a related field plus generally 6 years professional level experience. • Experience working in a multi-national company preferred. • Detailed knowledge of training, organization development and learning practices. • Demonstrated ability to assess organizational needs, administer programs, and manage projects. • Strong proficiency in MS Word, Excel, Outlook and PowerPoint. • Learning Management Systems and digital tools preferred. • Demonstrated interpersonal skills and ability to work independently. • Excellent organizational skills and attention to detail. • Demonstrated continuous improvement mindset and skills to enhance work quality. • Excellent facilitation skills for general staff and supervisory programs. • Good at leading project team. • Experience in support Organizational Design intervention design and delivery preferred. • Proficient in both spoken and written English.

Reporting to: Sr Manager – HR Operations.

Location Details: Jakkur (Yelahanka) Bangalore (5 days work from office).

Role Purpose: The Manager – Employee Relations (ER) will manage employee grievances, critical incidents, disciplinary matters, suspension, termination, and involuntary separation cases. The role will ensure sensitive employee matters are handled in a structured, fair, timely, confidential, and well-documented manner, with ownership of ER records and statutory/HR letters and close coordination with HRBPs, Business, Legal, and other stakeholders.

Key Responsibilities: Employee Grievances and ER Case Management: • Manage employee grievances and ER cases, including fact-finding, case tracking, stakeholder coordination, and closure. • Maintain confidential case records covering case status, ownership, ageing, actions, escalation, and closure. • Identify recurring grievance themes and provide insights to HR leadership for preventive interventions.

Critical Incidents and Disciplinary Matters: • Manage critical employee incidents involving conduct, behavioural, workplace, and other sensitive matters. • Coordinate investigations, statements, evidence, and disciplinary actions arising from misconduct, policy violations, and Code of Conduct breaches. • Ensure cases are handled consistently in line with approved policies and established processes, in consultation with HR leadership and Legal where required.

Suspension, Termination and Involuntary Separation: • Manage end-to-end HR Operations processes for suspension, termination, and involuntary separation cases. • Coordinate required approvals, employee communications, separation documentation, and stakeholder actions with HRBP, Business, Legal, Payroll, IT, and other teams. • Track cases through final resolution and ensure appropriate records are maintained.

ER Letters, Records and Documentation: • Own ER documentation and the central repository for sensitive employee case records. • Draft, coordinate, and maintain ER/statutory letters including show-cause notices, warning/disciplinary letters, suspension letters, termination letters, and involuntary separation documentation. • Ensure approved templates, version control, confidentiality, data accuracy, and audit readiness of ER records.

Policy, Compliance and Stakeholder Management: • Partner with HR leadership and Legal to ensure ER processes align with applicable employment laws, statutory requirements, and internal policies. • Support review of the Code of Conduct and disciplinary/ER processes and recommend improvements based on case trends. • Collaborate with HR Operations, HRBPs, Business, Legal, Payroll/Finance, IT/Admin/Security, and other stakeholders to ensure timely resolution of cases.

Reporting and Process Improvement: • Prepare ER MIS covering grievances, critical incidents, disciplinary cases, suspension, termination/involuntary separation, ageing, and pending actions. • Highlight high-risk, overdue, or recurring cases and provide actionable insights to HR leadership. • Strengthen ER case management through standard workflows, checklists, templates, documentation protocols, and HRMS/HR Tech enablement.

Required Skills and Competencies: • Strong hands-on experience in Employee Relations and HR Operations. • Experience in grievance handling, disciplinary processes, misconduct cases, and sensitive employee matters. • Hands-on experience in suspension, termination, and involuntary separation processes. • Strong experience in drafting and managing HR/ER letters and case documentation. • Working knowledge of applicable employment/labour laws and internal HR policy frameworks. • Strong stakeholder management, communication, judgement, confidentiality, and conflict-handling skills. • High attention to detail with strong documentation and case follow-through discipline. • Good analytical and reporting skills with working knowledge of Excel/MIS, HRMS/HR Tech experience is an advantage. • Open to travel to manage ER cases if needed for investigation purposes.

Preferred Qualifications: • Graduate or Postgraduate in Human Resources, Business Administration, Labour Relations, or a related field. • 7–10 years of relevant HR experience with significant hands-on Employee Relations exposure (6+ years of highly relevant, hands-on ER experience may also be considered). • Candidates from retail, technology, consumer, or other high-volume/multi-location workforce environments will be preferred.

Industry Infrastructure Consulting, Engineering and Construction Management. Employee Size Over 50000 employees globally.

Work with Us. Change the World.
At AECOM, we are delivering a better world. Whether improving your commute, keeping the lights on, providing access to clean water, or transforming skylines, our work helps people and communities thrive. We are the world trusted infrastructure consulting firm, partnering with clients to solve the world most complex challenges and build legacies for future generations.
There has never been a better time to be at AECOM. With accelerating infrastructure investment worldwide, our services are in great demand. We invite you to bring your bold ideas and big dreams and become part of a global team of over 50,000 planners, designers, engineers, scientists, digital innovators, program and construction managers and other professionals delivering projects that create a positive and tangible impact around the world.

Job Description: This is not your average recruitment management role. You will be leading a large, talented team of recruitment specialists, owning the delivery of high-volume hiring across some of the most ambitious construction supervision projects in the Middle East. You will be the driving force behind a function that is critical to project success and you will have the autonomy, support, and resources to do it your way.

What You Will Be Doing: Leading Your Team: • Manage, coach, and inspire a large team of senior recruitment specialists. • Drive individual and team performance through clear KPIs, regular reviews, and a culture of accountability. • Develop your team capabilities, creating clear pathways for growth and progression. • Oversee workload distribution to ensure consistent, high-quality delivery across all requisitions.

Owning Recruitment Delivery: • Take full ownership of end-to-end high-volume recruitment for construction supervision and technical engineering roles. • Develop and execute innovative sourcing strategies across job boards, social media, ATS platforms, and professional networks. • Lead proactive talent mapping and pipeline building to stay ahead of business demand. • Ensure the team consistently hits deadlines without compromising on quality.

Driving Performance and Metrics: • Define and monitor team-wide KPIs and recruitment metrics, maintaining full visibility of delivery performance. • Produce insightful reports for the Head of Talent Acquisition MEA on pipeline health, time-to-fill, offer acceptance rates, and more. • Identify performance gaps early and implement swift, effective solutions. • Champion data integrity across all ATS and recruitment reporting system.

Qualifications: Essential: • Proven experience leading and managing large recruitment teams within a consultancy or RPO environment. • Extensive background in high-volume recruitment, ideally within construction, engineering, or technical disciplines. • Demonstrable track record of managing KPIs, metrics, and performance reporting. • Strong familiarity with the Middle East recruitment market and regional hiring practices. • A client-centric mindset with experience managing senior stakeholder relationships. • Proven ability to deliver against tight deadlines in a fast-paced, high-pressure environment. • Proficiency with ATS platforms and data-driven recruitment tools. • Bachelor degree in Human Resources, Business Administration, or a related field.

Desirable: • CIPD qualification or equivalent HR/Recruitment certification. • Experience working on major infrastructure or construction programmes in the Middle East.

Additional Information: All newly hired employees are required to attend an in-person Day 1 onboarding at an AECOM office location as a condition of employment.

About AECOM: AECOM is the global infrastructure leader, committed to delivering a better world. As a trusted professional services firm powered by deep technical abilities, we solve our clients complex challenges in water, environment, energy, transportation and buildings. Our teams partner with public- and private-sector clients to create innovative, sustainable and resilient solutions throughout the project lifecycle – from advisory, planning, design and engineering to program and construction management. AECOM is a Fortune 500 firm that had revenue of $16.1 billion in fiscal year 2025.

Introduction:
The Manager – Hire to Retire (H2R) will lead end-to-end HR service delivery operations covering the full employee lifecycle — from onboarding to offboarding — within a shared services environment. This role will be responsible for ensuring seamless service delivery, process excellence, and continuous improvement across all H2R processes while managing a global stakeholder base and a team of HR operations professionals.

Your Role And Responsibilities: • Oversee and manage the entire employee lifecycle processes including onboarding, employee data management, payroll coordination, benefits administration, performance management support, transfers, and separations. • Lead a team of HR Shared Services associates to ensure timely, accurate, and high-quality service delivery in line with defined SLAs and KPIs. • Act as a single point of contact for global/regional HR, business leaders, and COEs for Hire-to-Retire related operations. • Drive process optimization, standardization, and automation initiatives across the H2R value chain. • Ensure compliance with organizational policies, audit standards, and data privacy norms. • Manage HR systems (e.g., Workday, SAP, Oracle HCM, SuccessFactors) and ensure data accuracy and reporting integrity. • Partner with Payroll, Finance, IT, and other support functions for smooth cross-functional operations. • Identify and resolve operational challenges, implementing root-cause analysis and corrective actions. • Prepare and publish metrics, dashboards, and governance reports for leadership review. • Coach, mentor, and develop team members to build a high-performing HR Operations function. • Support transition and stabilization of new processes into the shared services model. • Analyze employee interaction trends and operational data to identify opportunities for service enhancement and efficiency gains. • Drive process improvement, automation, digital transformation, and self-service adoption initiatives.

Required Technical And Professional Expertise: • 8–10 years of total experience with a minimum of 4–5 years in HR Shared Services / HR Operations managing the Hire-to-Retire lifecycle. • Proven experience in people management, service delivery, and stakeholder engagement at a global or regional level. • Strong understanding of HR processes, systems, and policies (Workday, SAP, Oracle HCM preferred). • Demonstrated ability to manage metrics, SLAs, and continuous improvement projects. • Strong analytical, problem-solving, and process-orientation skills. • Excellent communication and interpersonal skills to work with cross-functional and global teams. • Flexibility to work in night shifts (US time zone). • Selected candidates will be required to undergo a comprehensive background verification process taking up to 6 weeks to complete.

Preferred Technical And Professional Experience: • Exposure to global HR service delivery and process transition environments. • Experience in automation tools and HR analytics (Power BI, Tableau, etc.). • Certification in Lean, Six Sigma, or Project Management.