Assistant Manager

Ready to shape the future of work?

At Genpact, we don’t just adapt to change—we drive it. AI and digital innovation are redefining industries, and we’re leading the charge. Genpact’s AI Gigafactory, our industry-first accelerator, is an example of how we’re scaling advanced technology solutions to help global enterprises work smarter, grow faster, and transform at scale. From large-scale models to agentic AI, our breakthrough solutions tackle companies’ most complex challenges. 

If you thrive in a fast-moving, tech-driven environment, love solving real-world problems, and want to be part of a team that’s shaping the future, this is your moment. 

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Assistant Manager – Human Resource Operation:

This role is responsible for managing end-to-end recruitment operations, onboarding, and compliance processes to ensure a seamless candidate and employee experience. This role oversees the administration of job requisitions, sourcing, interview coordination, offer management, and new hire data processing in alignment with organizational policies and service-level standards. The incumbent ensures data accuracy, compliance, and timely updates across HR systems such as Workday, SAP, or SuccessFactors. Additionally, the role is accountable for maintaining recruitment metrics, supporting audit and reporting requirements, and ensuring background verification and onboarding documentation are completed accurately. Partnering closely with recruiters, hiring managers, and HR partners, the Assistant Manager drives operational efficiency, process governance, and continuous improvement across the hiring and onboarding lifecycle.

1. Job Requisition & Description Management

• Post jobs on internal and external job boards (career site, referral portal, job boards).
• Validate and update job descriptions, ensuring accuracy in location, recruiter details, and other key fields.
• Maintain job description version control and ensure timely updates upon approval.
• Provide recruitment metrics aligned with organizational and business KPIs.
• Coordinate requisition approvals and status updates with hiring managers and HR partners.

2. Sourcing & Screening

• Initiate sourcing per recruitment plan via job boards, internal portals, and employee referrals.
• Source and screen resumes based on mandatory and preferred qualifications.
• Maintain a robust candidate pipeline in the system.
• Share shortlisted profiles with hiring managers and coordinate assessments or interviews.

3. Interview Coordination & Feedback Management

• Schedule interviews and assessments (technical, skill, and culture fit) by coordinating availability of candidates and interviewers.
• Ensure all interview participants receive job descriptions, candidate resumes, and interview materials in advance.
• Collect, record, and update interview feedback in the designated HR system.
• Track and manage candidate progress through the selection process.

4. Offer & Pre-Onboarding Administration

• Review and confirm rehire eligibility and finalize offer details.
• Prepare and send offer packages to recruiters and candidates for review and acceptance.
• Track offer acceptance and maintain candidate status updates in HR systems.
• Initiate and coordinate background verification through the approved vendor portal.
• Follow up with candidates and vendors for pending BGC details or documentation.

5. New Hire Data Processing & System Management

• Create and update new hire records including profile, location, pay details, and start date.
• Move candidates to appropriate hiring statuses in the HR system (Workday / SAP / SuccessFactors).
• Ensure all pre-hire compliance steps and documentation are completed accurately and on time.

6. Reporting & Compliance

• Develop, create, and distribute regular recruitment performance and service-level reports.
• Provide recruitment and compliance reports to meet internal and regulatory requirements.
• Generate ad-hoc reports and metrics based on leadership or audit requests.
• Maintain accuracy, confidentiality, and data integrity in all systems and reports ty, and data integrity in all systems and reports

 7.Onboarding & forms compliance

• Share documentation requirements with the candidates and collate documents
• Verify and report out documentation completion status
• Validate I-9 document submissions by the candidate
• Verify background check completion status from Customer’s designated third party vendor and report out status for onboarding readiness
• Confirm with Customer that candidate is ready for his or her first day with HR
• Coordinate with the hired candidate throughout the hiring journey until his or her first day in the role and answer the candidate’s basic queries

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

•            Prior experience within the recruitment, staffing, or talent solutions industry is strongly preferred.

•            Direct experience supporting United States recruitment and onboarding processes.

•            Demonstrated ability to identify, support, and deliver process improvement initiatives, including workflow optimization and standardization.

•            Proficiency in case management tools (e.g., ServiceNow) and Microsoft Excel.

•            Experience working with applicant tracking, HRIS, onboarding, and background check systems (e.g., Workday, Salesforce, Click Boarding, SuccessFactors, ScoutLogic, etc.).

•            Experience collaborating with third-party background check vendors and understanding related compliance requirements.

•            Experience working in an HR Shared Services or multi-client operations environment preferred.

•            Excellent spoken and written English (C1 level), with strong interpersonal and stakeholder management skills.

•            Strong analytical, reporting, and problem-solving abilities.

•            Highly detail-oriented, with strong organizational, prioritization, and time management capabilities.

•            Strong Quantitative and problem-solving ability: Ability to conceptualize HRO related technical problems and develop an Analytical Road map for them.

•            Ability to challenge status quo & out of the box thinking

•            People Leadership: Ability to coach & mentor people. Ability to effectively influence & motivate others.

•            Creates a team environment of accountability and commitment.

•            Ability to work in diverse teams and with multiple stakeholders

Why join Genpact?

• Be a transformation leader

  – Work at the cutting edge of AI, automation, and digital innovation 

• Make an impact

  – Drive change for global enterprises and solve business challenges that matter 

• Accelerate your career

  – Get hands-on experience, mentorship, and continuous learning opportunities 

• Work with the best

  – Join 140,000+ bold thinkers and problem-solvers who push boundaries every day 

• Thrive in a values-driven culture

  – Our courage, curiosity, and incisiveness - built on a foundation of integrity and inclusion - allow your ideas to fuel progress 

Come join the tech shapers and growth makers at Genpact and take your career in the only direction that matters: Up. 

Let’s build tomorrow together. 

Genpact is an Equal Opportunity Employer and considers applicants for all positions without regard to race, color, religion or belief, sex, age, national origin, citizenship status, marital status, military/veteran status, genetic information, sexual orientation, gender identity, physical or mental disability or any other characteristic protected by applicable laws. Genpact is committed to creating a dynamic work environment that values respect and integrity, customer focus, and innovation.  
Furthermore, please do note that Genpact does not charge fees to process job applications and applicants are not required to pay to participate in our hiring process in any other way. Examples of such scams include purchasing a 'starter kit,' paying to apply, or purchasing equipment or training.