Role & responsibilities Nature of projects done in Audit & Assurance Department are of Process audits, Internal Audits, ERP audit, HR audit (Payroll function), Bank Audits, CAG Audits, & CFO Outsourcing Audits will consist of analysis of provisions of GST, Income Tax, EPF, ESI, FEMA, RBI, IFRS, US GAAP, Ind AS, other statutes, verifying the compliance with them, reporting deviations, explanation to the management & providing solutions to rectify non-compliance & avoid non-compliance in future. The Senior Manager will lead client team(s) for the above types of projects. The role would include: - Acquiring New Clients for Audit Services, - Ensuring the Audit Clients are satisfied with the service offered - Meet with business owners to understand and assess their needs as well as technical requirements. - Identifying Manpower Requirements - Driving performance from recruited employees & retaining them - Lead 4-5 teams of 6 members each in performing the above projects for clients - Supervision of work being done by the audit team & ensuring superior quality - Prepare for & lead reviews with client CEOs & other senior management - Train in-house talent on audit skillsets and statutory amendments - Stay abreast of industry trends, best practices, etc. - Ability to handle multiple clients in various industries. - Implement innovative ideas & solutions within the department - Execution of client requirements (like Research on technical topics, GST Refunds, GST & Income Tax Litigation & Notices Handling, ERP related works like migration of data from one accounting package to another, coming up with tools within audit dept to simplify the work) The designations of Audit Senior Manager and Manager are based on performance and experience. Preferred candidate profile CA / Semi-qualified CA with 5-6 years of working experience in the Internal Audit department of reputed audit firms such as the Big 4 or mid-sized CA firms (or) B.Com or M.Com with 5-10 years of experience in a CA firm Has led multiple teams in Internal Audit department & driven to work independently Should have experience in handling multiple clients No Frequent Jumps in Overall Career in terms of shift of companies/ Should have stayed at least 4 or more years in a CA firm. Understanding of statutory provisions (GST, TDS, Income Tax, FEMA, ESI, EPF), internal controls & knowledge of generally followed business processes Great problem-solving skills & communication (fluent error-free English compulsory; basic Tamil preferable) Willing to travel to client locations frequently (mostly within TN) Extensive experience of Tally; working knowledge of SAP B1 Finance Module & Zoho Books

send cvs to shilpa.srivastava@orcapod.work with subject Bulk Hiring Specialist Must have experience into bulk hirings, technical hirings excellent communication skills Role & responsibilities Qualifications Required • 3 to 7 years of sourcing resumes using job sites, professional networking sites • Any undergraduate degree • Excellent communication and problem-solving skills • Should have attention to detail and understanding of the business • Hands-on experience of working on job sites, professional networking sites • Experience of working on Applicant Tracking Systems (Taleo, SAP, etc.)

Job Summary: The Executive - Human Resources (Talent Management) shall be responsible for Recruitment, Onboarding, Exit Management, and Overall Employee Life Cycle Management as their primary responsibilities and has additional responsibilities related to Employee Engagement and Welfare. The Executive will play a crucial role in attracting, developing, and retaining top talent while ensuring a positive employee experience throughout the employment lifecycle. Key Responsibilities: Recruitment and Talent Acquisition: Develop effective recruitment strategies to attract qualified candidates for various positions within the organization. Collaborate with hiring managers to understand their staffing needs and requirements. Source candidates through job boards, social media platforms, networking events, and other relevant channels. Conduct interviews, evaluate candidates, and make hiring recommendations to hiring managers. Coordinate and conduct pre-employment checks, reference checks, and background screenings. Negotiate employment offers and finalize hiring processes. Onboarding: Design and implement an effective onboarding program to ensure a smooth transition for new employees. Develop and maintain onboarding materials, including orientation manuals, training modules, and welcome kits. Coordinate and conduct orientation sessions to familiarize new employees with company policies, procedures, and culture. Facilitate the completion of necessary paperwork, such as employment contracts, benefits enrollment forms, and confidentiality agreements. Provide support and guidance to new employees during their initial integration into the organization. Exit Management: Manage the exit process for departing employees, ensuring a professional and smooth transition. Conduct exit interviews to gather feedback and insights to improve employee retention and satisfaction. Coordinate the return of company property, such as ID badges, laptops, and access cards. Process necessary paperwork related to terminations, resignations, and retirements. Conduct exit analysis to identify trends and areas for improvement in employee turnover. Participate in industry events, career fairs, and networking opportunities to establish relationships with potential candidates. Job Analysis and Job Descriptions: Conduct job analysis and work closely with hiring managers to create accurate and compelling job descriptions. Identify key skills, qualifications, and experience required for each position. Ensure that job descriptions are up to date, align with organizational needs, and comply with legal and regulatory requirements. Candidate Screening and Assessment: Review resumes and applications and conduct initial screenings to assess candidate qualifications. Conduct competency-based interviews and behavioral assessments to evaluate candidates' fit for the role and the company culture. Collaborate with hiring managers to develop effective interview questions and evaluation criteria. Administer and interpret assessment tools, such as psychometric tests or skills assessments, as needed. Talent Pipeline and Networking: Build and maintain a strong talent pipeline by proactively sourcing and engaging with potential candidates. Develop and nurture relationships with educational institutions, industry associations, and professional networks. Attend relevant events and conferences to network with potential candidates and industry professionals. Utilize applicant tracking systems (ATS) and talent management platforms to maintain a database of qualified candidates for future opportunities. Diversity and Inclusion: Implement strategies to attract a diverse pool of candidates and foster an inclusive hiring process. Collaborate with diversity and inclusion initiatives to promote equal opportunities and eliminate bias in the recruitment process. Partner with hiring managers to ensure diverse candidate slates and inclusive interview practices. Recruitment Analytics and Reporting: Track and analyze recruitment metrics, such as time-to-fill, cost-per-hire, and source of hire. Generate regular reports on recruitment activities, including candidate pipelines, hiring trends, and recruitment effectiveness. Identify areas for improvement and provide recommendations to enhance recruitment strategies and processes. Employee Engagement and Welfare: Develop and implement employee engagement initiatives to foster a positive work environment and enhance employee satisfaction. Plan and organize employee recognition programs, team-building activities, and employee welfare programs. Conduct employee surveys to assess engagement levels and identify areas for improvement. Provide guidance and support to managers on employee engagement strategies. Act as a liaison between employees and management to address concerns and facilitate effective communication. Manage employee welfare programs such as health and wellness initiatives, employee assistance programs, and employee benefits. Coordinate with insurance providers and vendors to administer employee benefits packages. Manage internal communications between the organization and employees to ensure effective engagement and understanding. Additional Responsibilities: Stay updated on labor laws, regulations, and industry best practices related to employee welfare. Support employees in understanding their benefits and resolving any related issues. Collaborate with relevant stakeholders to ensure compliance with safety and health regulations. Prepare annual manpower / resource plan, identify staffing and recruiting needs for the organization and ensure timely execution to onboard resources as per plan Prepare and/or amend job descriptions for all unique positions as per changing needs of the organization Ensure compliance for all talent management processes including but not limited to resource planning, employee referral program, internal transfers, onboarding and separations, salary parity and attrition rate management etc. Conduct flight risk assessment and execute succession plans for all critical positions as identified from annual manpower planning process. Employer Branding: Develop and enhance the company's employer brand to attract top talent. Collaborate with marketing and communication teams to promote the company's values, culture, and career opportunities. Create and maintain an attractive online presence through social media platforms, job boards, and the company website. The Key Performance Indicators (KPIs) for this role shall be: For the Executive - Human Resources (Talent Management)can vary based on the specific goals and objectives of the organization. Here are some commonly used KPIs for measuring the performance of a Recruitment Executive Time-to-Fill: Measures the average time it takes to fill a vacant position from the initial job posting to the candidate's acceptance of the offer. This KPI reflects the efficiency of the recruitment process and the ability to meet hiring needs promptly. Cost-per-Hire: Calculates the total cost incurred to fill a position, including advertising expenses, recruitment agency fees, interview costs, background checks, and onboarding expenses. This KPI helps evaluate the effectiveness of recruitment strategies and identify cost-saving opportunities. Quality of Hire: Assesses the performance and suitability of candidates hired by evaluating their job performance, retention rate, and overall contribution to the organization. This KPI measures the effectiveness of the recruitment process in identifying top talent and ensuring long-term success. Candidate Satisfaction: Collects feedback from candidates to measure their overall satisfaction with the recruitment process. This KPI provides insights into the candidate experience, including communication, transparency, and professionalism, and helps identify areas for improvement. Source of Hire: Tracks the sources from which successful hires originate, such as job boards, social media, employee referrals, and career fairs. This KPI helps evaluate the effectiveness of different recruitment channels and focus efforts on the most successful sources. Diversity and Inclusion: Measures the diversity and inclusion of the candidate pool and the hires made. This KPI assesses the success of efforts to attract candidates from diverse backgrounds and promotes equal opportunities within the recruitment process. Offer Acceptance Rate: Calculates the percentage of candidates who accept job offers extended to them. This KPI reflects the attractiveness of the organization as an employer and the effectiveness of the recruitment team in presenting compelling offers. Recruitment Cost Ratio: Compares the total recruitment costs to the employee's first-year salary. This KPI helps determine the return on investment (ROI) for recruitment efforts and ensures cost-effectiveness in acquiring talent. Hiring Manager Satisfaction: Measures the satisfaction of hiring managers with the quality and timeliness of candidate submissions, communication, and the overall recruitment process. This KPI assesses the Recruitment Executive's ability to meet the needs and expectations of internal stakeholders. Employee Retention: Evaluates the retention rate of new hires after a specified period, such as six months or one year. This KPI indicates the effectiveness of the recruitment process in selecting candidates who align with the organization's values and have a higher likelihood of long-term commitment. Desired Candidate Profile Education and Certifications: Bachelors degree in human resources, Masters in Human Resources shall be preferred Experience: Minimum 3 to 8 years of proven work experience as a Recruiting Executive, Recruitment Consultant or Talent Acquisition Executive Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, job postings, as well as conducting open houses and virtual job fairs. Technical / Functional Expertise & other competencies: Understanding of the industry (domain), recruitment processes and related policies Excellent communication and negotiation skills Excellent marketing and networking skills Ability to adapt to the needs of the organization and employees Diligent and firm with high ethical standards Coaching and mentoring the reporting team; assigns work according to availability, skills, and developmental needs Assessing performance and provide feedback to direct reports

US IT Recruiter Job Location: Hyderabad Overview: The ideal candidate must have At least 5+ years of experience as a Technical Recruiter in US IT staffing , should have good experience working with Direct clients most of the time, need target- oriented candidates with a history of achieving targets and should be involved in every step of marketing the bench consultants, including finding, qualifying, scheduling interviews, negotiating rates, and closing. Roles and Responsibilities: Responsible for handling IT requirements of US based clients with accountability Responsible for full-Life cycle recruitment: interview, offer, negotiation and closed candidates for assigned requisitions. Sourcing and screening potential consultants from effective usage of Internal Database, Job Portals, Postings and Networking Responsible for Coordinating fulfilment of other formalities such as background check, documentation etc. leading to joining post placement. Responsible for Strategy Development process which includes understanding client requirements & mapping the relevant targets. Searching for requirements for the assigned bench through portals, groups, and contacts. Providing the consultants with the requirements according to their comfort level while submitting their resumes to the recruiter. Involved in sales, i.e., serving as a bench consultant to vendors and clients for their requirements. Engaging with Tier 1 Vendors and bringing in new suppliers for the business. Participating in the marketing of bench consultants to the selected vendors. Obtaining bench consultant requirements from a variety of sources, including prime vendors, job portals and other networking sites. Recording the start and end dates of the bench consultants. Maintaining daily and weekly activity status lists using Microsoft Excel. Updated about technologies of the Client requirements and knowledge of current IT trends. Possess excellent Screening Skills. Responsible for detail evaluation of candidates against specific IT requirements Required Skills: Minimum 5+ years of strong experience in end-to-end US IT recruitment. Must have experience on full Life Cycle of Recruiting (screening resumes, interviewing, technical queries & interviews, closing of candidates and responsibilities till joining of candidates.) Excellent knowledge of Internet based recruiting tools (DICE, LinkedIn, Monster Worldwide etc.) Well versed about US Terms like W2, C2C, 1099, US Visas, etc. Good understanding and experience of end-to-end US IT recruitment. Must be willing to work night shifts. Highly motivated, dedicated and results-driven to attain growth goals. Excellent verbal / written communication & interpersonal skills. Proficient in MS Office products (Excel, Word, MS Outlook, MS PowerPoint) Solid knowledge of sourcing techniques Understand IT job requirements and skills

IT recruiter responsibilities include sourcing, screening & providing a shortlist of qualified candidates for various technical roles. Must be available to work in a team Strong zeal to make a career in the international staffing industry.Utilize various online platforms, job boards, social media, and networking to identify and source potential candidates. Build and maintain a strong candidate pipeline. Proactively reach out to passive candidates. Review resumes and applications to assess candidate qualifications. Conduct initial phone screenings to evaluate candidate skills, experience, and cultural fit. Schedule and coordinate interviews with hiring managers. Maintain accurate and up-to-date candidate records in the applicant tracking system (ATS). Provide timely and professional communication to candidates throughout the recruitment process. Build and maintain strong relationships with candidates. Note: Excellent English written and verbal communication skills are Mandatory Timing: 6:30pm-3:30am [Night Shift] Interview Mode: Face-To-Face Completely Work from Office.

Job Summary: We are seeking a highly skilled Manager - HR Digital & Analytics to drive HR technology initiatives, optimize HR systems, and leverage data analytics for strategic decision-making. The role will focus on digital transformation, HRIS management, workforce analytics, and automation to enhance efficiency and employee experience. Key Responsibilities: 1. HR Digital Transformation & HRIS Management Implement and manage HR technology solutions (HRMS, HCM, ATS, LMS, etc.). Drive HR automation and digitalization to improve processes. Partner with IT & HR teams to ensure seamless system integration and upgrades. Manage employee self-service portals and optimize user experience. 2. HR Data Analytics & Reporting Design and implement HR dashboards, reports, and analytics for decision-making. Analyze key HR metrics such as attrition, retention, performance, and engagement trends. Support workforce planning with predictive analytics and data-driven insights. Ensure accuracy and compliance of HR data across systems. 3. Process Improvement & Automation Identify and implement AI, automation, and chatbot solutions for HR services. Optimize employee lifecycle processes (onboarding, performance management, payroll, etc.). Lead HR digital upskilling and training initiatives for teams. 4. Compliance & Data Security Ensure HR systems comply with GDPR, labor laws, and data privacy policies. Work closely with IT and Compliance teams to maintain data integrity and security. 5. Stakeholder Management Collaborate with HR, IT, Finance, and leadership teams for digital projects. Work with external vendors to evaluate and implement HR tech solutions. Key Skills & Requirements: 5+ years of experience in HR Digital Transformation, HR Analytics, or HRIS. Strong understanding of HRMS (SAP SuccessFactors, Workday, Oracle, PeopleStrong, Darwinbox, etc.). Hands-on experience in HR data visualization (Power BI, Tableau, or Excel Advanced Analytics). Knowledge of automation tools (RPA, AI-based HR solutions, or chatbots). Strong analytical mindset with expertise in HR reporting and predictive analytics. Excellent communication and stakeholder management skills. Qualifications: MBA / PG in HR, Analytics, or IT. Certifications in HR Analytics, HR Technology, or Data Science are a plus.

ABOUT THE ROLE: We are looking for a motivated and proactive Talent Acquisition Intern to support our HR team in recruitment efforts. This role offers hands-on experience in both traditional and strategic sourcing, coordinating interviews, and handling the hiring process. It is an excellent opportunity to develop key HR skills, collaborate with hiring managers, and gain practical insights into recruitment strategies. WHAT YOUR DAY WILL LOOK LIKE: Source and engage potential candidates through job portals, social media, and professional networks. Screen candidate profiles to assess suitability for the role and conduct initial interviews to evaluate experience and fit. Coordinate interview schedules between candidates and interview panel members. Take ownership of closing open positions within defined timelines. Maintain accurate candidate records in the Applicant Tracking System (ATS). Assist in executing recruitment strategies and employer branding initiatives. Ensure timely follow-ups to provide a smooth and engaging candidate experience. Contribute to brainstorming sessions for continuous improvement in hiring processes. WHAT YOU WILL NEED: Currently pursuing or recently completed a degree in HR, Business Administration, or a related field. Strong verbal and written communication skills. Enthusiastic and energetic in approach to work. Proactive mindset with the ability to take initiative. Detail-oriented and organized, with a problem-solving attitude. Ability to thrive in a fast-paced environment. Eager to learn and grow in the field of Talent Acquisition. This internship is ideal for individuals looking to build a career in Talent Acquisition and gain valuable hands-on experience in recruitment. If you are passionate about hiring and eager to develop your skills, we encourage you to apply!

A Senior Manager of Data Analytics for Talent Acquisition plays a crucial role in leveraging data to optimize recruitment strategies and drive informed decision-making. This role requires a combination of strong analytical skills, deep understanding of the recruitment lifecycle, and the ability to lead a team in transforming raw data into actionable insights. Below is a detailed job description and the key responsibilities for this position: Job Description: The Senior Manager, Data Analytics for Talent Acquisition is responsible for leading the data analytics efforts related to recruitment processes, with the goal of improving talent acquisition strategies, forecasting staffing needs, and optimizing recruitment KPIs. This individual manages a team of analysts and collaborates closely with HR leaders, recruiters, and external partners to create data-driven solutions that enhance hiring efficiency, cost-effectiveness, and quality of hire. Key Responsibilities: 1. Data Strategy and Analytics Leadership: Develop and implement a data strategy to support talent acquisition goals. Lead the collection, analysis, and reporting of talent acquisition data, including candidate sourcing, pipeline metrics, interview-to-hire ratios, time-to-fill, and quality of hire. Collaborate with HR leadership to align data analytics with recruitment objectives and broader organizational goals. Oversee the implementation of data-driven tools and techniques (e.g., predictive analytics, machine learning) to improve recruitment processes. 2. Recruitment Data Analysis and Reporting: Analyze recruitment metrics to identify trends, inefficiencies, and opportunities for improvement. Create dashboards, reports, and visualizations that provide real-time insights to recruitment teams and leadership. Monitor and report on key performance indicators (KPIs) such as cost-per-hire, candidate experience, diversity metrics, and hiring manager satisfaction. Provide insights into candidate pipeline health, identifying potential bottlenecks and advising on proactive measures. 3. Forecasting and Workforce Planning: Use historical data and trends to develop forecasts and predictive models for talent needs, helping HR teams anticipate future hiring demands. Collaborate with HR and business leaders to support strategic workforce planning, ensuring that recruitment efforts align with short- and long-term business goals. Use data to inform budgeting decisions for talent acquisition, ensuring optimal resource allocation. 4. Process Optimization and Automation: Identify opportunities to automate reporting and data collection processes within the recruitment function. Work with IT or external vendors to integrate advanced data analytics tools with existing talent acquisition systems (e.g., Applicant Tracking Systems, HRIS). Optimize the candidate sourcing strategy by analyzing the effectiveness of various sourcing channels (e.g., job boards, social media, referrals). 5. Candidate Experience and Quality of Hire: Analyze data on candidate experience (e.g., from surveys, NPS scores) to identify pain points and improve the overall hiring journey. Track and report on quality of hire metrics, using data from performance reviews, retention rates, and new hire productivity. Collaborate with recruiters and hiring managers to adjust recruitment strategies based on quality feedback and post-hire outcomes. 6. Diversity, Equity, and Inclusion (DEI) Analytics: Lead the development of DEI analytics to track progress on diversity hiring goals. Analyze and report on diversity metrics across the talent acquisition funnel (e.g., applicant diversity, diverse interview panels, equitable offer rates). Provide data-driven recommendations to enhance recruitment efforts around diversity and inclusion, ensuring compliance with DEI objectives. 7. Team Leadership and Development: Lead and mentor a team of data analysts, ensuring their professional growth and alignment with talent acquisition goals. Foster a culture of data literacy within the HR team, ensuring recruiters and HR leaders are equipped to use data insights in their decision-making. Ensure that the team is up-to-date on the latest data analysis techniques and tools, encouraging continuous learning and improvement. 8. Collaboration with Stakeholders: Partner with HR leaders, recruitment teams, hiring managers, and senior leadership to understand their talent acquisition needs and provide actionable insights. Work closely with IT and data governance teams to ensure that data integrity, privacy, and security standards are maintained. Collaborate with external partners or vendors to incorporate new technologies and data sources into the recruitment analytics process. 9. Continuous Improvement and Innovation: Stay up-to-date with the latest trends in HR analytics, AI, and machine learning to continuously improve talent acquisition analytics. Lead efforts to experiment with new recruitment technologies and data tools that can enhance sourcing, screening, and selection processes. Regularly assess the effectiveness of recruitment strategies and adjust based on data-driven insights to ensure continual improvement. Required Skills and Qualifications: Bachelor's or Master's degree in data analytics, statistics, HR management, or related fields. 7+ years of experience in data analytics, preferably within talent acquisition or HR functions. Strong experience with HR analytics platforms, Applicant Tracking Systems (ATS), and HR Information Systems (HRIS). Proficiency in data visualization tools (e.g., Tableau, Power BI) and statistical analysis tools (e.g., R, Python, SQL). Demonstrated experience in predictive modeling, workforce planning, and recruitment forecasting. Strong understanding of recruitment metrics, with the ability to interpret data to drive business outcomes. Excellent communication skills, with the ability to present complex data insights to non-technical stakeholders. Knowledge of data privacy laws and practices, especially in the context of HR data. Strong leadership, team management, and project management skills. Experience working in an Agile or fast-paced environment, with a focus on innovation and continuous improvement. This role combines expertise in data analytics with a deep understanding of talent acquisition processes, making it pivotal to driving recruitment success through data-driven decision-making.

This job covers all the activities related to operation of a Production Unit/area of operation in which he is assigned. To control and monitor all parameters of CCR in assigned plant. To enter all daily production reports into system/manually in log sheet To maintain a clean operating area and observe GHK. To carry out all other jobs related to the production function and act on work related instructions of seniors. To maintain the required safety standards To check system as per method mentioned in plant ISO manual To maintain and monitor safety/emergency system for assigned plant To maintain tools and equipment in a proper state To take regular plant rounds for checking any anomaly/abnormality and report it. Preferred Skills : ITI / ATS AOCP with exposure in production function Ability to read and write English Operating SAP PP module Ability to plan and visualise task ahead of its actual performance ( Planning and Decision ) and to master the complexity of details involved Requires co-ordination of multiple jobs at a time. Qualifications and Education Requirements: ITI / ATS AOCP with 0 to 3 years of experience in production function

We're hiring a seasoned Employee Success Specialist to join our Global HR team! Responsibilities - Facilitate administrative aspects of employee onboarding - Manage new hire paperwork completion - Work with global HR systems (Workday, ADP) Requirements -- 3-4 years of experience in HR operations - Experience with HRIS/HMS tools (PeopleSoft, Workday, ServiceNow) - End-to-end hire-to-retire experience - Address leave queries, policy queries - Manage Manager Shared Services (MSS) & Employee Shared Services (ESS) - Handle promotions, transfers, employee code changes Details - Location: Hyderabad (Work-from-office) - Contract position

ComTec is Hiring: US IT Recruiters (W2 Recruiters) We seek experienced US IT Recruiters for our team at ComTec IT Services . Key Requirements: Strong verbal and written communication skills. Ability to work with Direct Client requirements . Mandatory experience as W2 Recruiters in the IT domain. Work Location: Hitech City office (Hyderabad). No Remote Work , No Work from Home , and No Cab Facility . Experience: 4 to 12 years . Availability to join within 12 weeks .

As an MSP Specialist, you will act as a liaison between client hiring managers and suppliers, relevant Opco teams, client hiring managers, and candidates (as required). In addition, you will act as the first level of support for inquiries on matters such as requisitions, candidate matching, supplier queries, and vendor management system (VMS) queries. Key Responsibilities Entering requisitions into the VMS on behalf of the factory worker hiring managers (hiring managers requesting professional workers, will enter their own requisitions into the VMS Liaising with suppliers when new requisitions are received and ensuring candidates are attached to the new requisitions Processing extension requests, system onboarding, updating requisitions with any new information, system off boarding Responsible for cleaning VMS data, i.e. the supplier/candidate files in the VMS with the correct assignment information Mailbox management, liaising with suppliers who are in communication with the hiring managers Create new supplier registration process in VMS Manage and maintain basic reporting of on boarded and off boarded candidates Key Expertise: Strong hands on working exp on the vendor management system tool (VMS- Fieldglass/Beeline) & applicant tracking system(ATS) Strong interpersonal and communication skills Proven ability to work within a team environment Extremely detailed oriented and ability to handle multiple priorities simultaneously Ability to prioritize tasks in multiple systems Proficient in Excel - able to maintain large spreadsheets Great follow up skills If youre ready to leverage your expertise and grow in a collaborative setting, share your Resume at nishthanandini.saxena@randstadsourceright.com (keeping the subject heading as "MSP Specialist_Candidate Name")

Role & responsibilities Job Responsibilities- Competent professional with over 5-8yrs of rich & extensive experience in Recruiting, Team handling, client coordination. Strong expertise in Head Hunting, Candidate Management and client management. Sharing requirements with the team on daily basis. Proven expertise in building and managing large scale Recruiting & Staffing Operations. Ability to meet targets consistently . Strong experience in building and leading a large team. Thorough understanding of the entire lifecycle of the Recruitment process, with proven working knowledge in client correspondence, acquisition and management please fill out below details Total Exp: Rel Exp: CTC: ECTC: Location : Experience in Domestic Staffing and IT Requirements: WFO 5 Days a Week If Interested do share your profile to mamatha@shellinfotech.com Preferred candidate profile Perks and benefits

Role & responsibilities Partner with hiring managers to define job requirements and develop recruitment strategies. Source, screen, and interview candidates using a variety of sourcing techniques, including job boards, social media, networking events, and referrals. Experience working with various visa types (e.g., H-1B, CPT, OPT, GC etc.) Working knowledge and experience with all tax terms commonly used in IT recruitment, (W-2, 1099, Corp-to-Corp (C2C)) etc Evaluate candidate qualifications, skills, and experience to ensure alignment with position requirements. Coordinate and schedule interviews with hiring managers and candidates. Manage the full recruitment lifecycle from initial contact to offer acceptance. Build and maintain a pipeline of qualified candidates for current and future staffing needs. Stay current on industry trends, market conditions, and best practices in IT recruitment. Strong knowledge of IT terminology, concepts, and trends. Proficiency in applicant tracking systems and other recruitment tools. Preferred candidate profile Bachelor's degree in Human Resources, Business Administration, or a related field. Minimum of 3-4 years of experience in IT recruitment, preferably in a fast-paced corporate environment. Proven track record of successfully sourcing and placing IT professionals across a variety of roles and technologies. Excellent communication and interpersonal skills, with the ability to build rapport with candidates and hiring managers. Ability to work independently and prioritize multiple tasks in a deadline-driven environment.

Experience: Minimum 10 Years in Digital HR, HR Technology, HR Analytics, or HR Digital Transformation Job Description: HR Remedy India is looking for an experienced Digital HR Trainer to train MBA HR fresher students on HR technology, HRIS, ATS, HR Analytics, Payroll Automation, and AI-driven HR practices. The trainer will deliver structured sessions with practical case studies, hands-on exercises, and capstone projects to prepare students for careers in Digital HR. Key Responsibilities: Conduct training sessions on Digital HR evolution, AI & Automation, and the HR Technology Ecosystem. Teach the fundamentals of HRIS, ATS (Applicant Tracking Systems), and LMS (Learning Management Systems). Provide hands-on training in HRIS modules, including recruitment, payroll, and training management. Explain AI-based resume screening, social media recruiting, and ATS job posting techniques. Train students on HR Analytics, HR metrics (attrition, engagement, cost per hire), and workforce planning. Conduct practical HR analytics dashboard exercises using industry-standard tools. Guide students on Performance Management Systems (PMS), OKRs, 360-degree feedback, and real-time performance monitoring. Deliver sessions on payroll automation, taxation, compliance, digital payslips, and attendance management. Explain AI-powered Learning & Development (L&D) strategies, upskilling, and microlearning approaches. Teach HR Chatbots, employee engagement strategies, gamification, and AI-powered feedback mechanisms. Mentor students through a Capstone Project, guiding them in implementing a Digital HR strategy. Provide career guidance and insights into HR technology roles in modern organizations. Requirements: Minimum 10 years of experience in Digital HR, HRIS, HR Analytics, HR Technology, or HR Digital Transformation. Strong expertise in HR systems (HRIS, ATS, LMS, Payroll Automation, Employee Engagement Tools). Hands-on experience with HR Analytics, Data-Driven Decision Making, and Digital HR Implementation. Knowledge of HR compliance, payroll processing, and AI-driven HR solutions. Prior experience in corporate training, HR consulting, or HR technology adoption is preferred. Excellent presentation and communication skills with the ability to train freshers effectively.

About the Role: We are looking for a dynamic HR Executive to join our team at Oblytech . If you have a strong background in recruitment , HRIS, and excellent English proficiency (both spoken and written), then this is the perfect opportunity for you to showcase your skills and grow within our organization. Role & responsibilities Managing end-to-end recruitment process , from sourcing candidates to conducting interviews and making job offers. Implementing and maintaining HRIS systems to streamline HR processes and enhance employee experience . Providing support and guidance to employees on HR policies , procedures , and benefits . Assisting in performance management processes and employee relations issues. Generating reports and analyzing HR data to make informed decisions and drive improvements. Collaborating with cross-functional teams to ensure alignment on HR initiatives and goals. Staying up-to-date on HR trends and best practices to continuously improve HR processes and strategies. Why Join Oblytech? Remote Work Possibility: Flexible remote work arrangements for candidates in India and Australia to support global clients seamlessly. Be part of a globally distributed support team working with high-impact enterprise customers. Exposure to cutting-edge ServiceNow modules, integrations, and application development. Competitive compensation and growth opportunities in a fast-paced IT consulting firm.

Positions Available:- Recruitment Manager-Engineering(Aerospace & Defense/Automotive) Prior US Staffing/US Recruitment experience in Engineering domain only be considered Role & responsibilities Assign requirements as soon as they come in from the VMS. Work with RM and Recruiter to get the requirements assigned as they come out of the system. Read the job description before assigning. Highlight the required skills for the job before sending it to the recruiter. If not enough info on the requirement or the rates are not appropriate, or any details are missing then work with the Account Manager to get additional info for the recruiting team. Analyze the availability of recruiters, check to confirm availability with the Recruiting Manager and assign the requirements to the available recruiters. Ensures requirements are assigned ASAP without any delay. Make sure submissions are made within 24 hours of the requirements being assigned or in lesser time for HOT reqs. Follows up with recruiters on submissions/updates. Quality checks of the resumes before submissions Accepts and rejects requirements in the system (VMS) Communicate all heads-up requirements from the Account Managers to the recruiting team. Liaison between Account Manager and Recruiting team members. Daily report generation on performance. Make recommendations and come up with strategies on how to improve delivery as well as our numbers on those clients. Make sure all the submittals follow and maintains client policies, procedures and guidelines. Auditing submissions as well as all activities around the assigned clients Monitor and follow up on all emails and other documents as well as communication on the clients assigned. Keeps track of interview notification emails and ensure AM's are sending interview requests on all candidates. Ensures offers are closed and sent out accurately and within time. Preferred candidate profile Prior recent US Staffing experience is mandatory at least 7-9 Years Perks and benefits Competitive Base Salary Lucrative Incentive Structure Rewards & Recognition KINDLY SHARE YOUR UPDATED CV TO anu@iconma.com; Call me on 7985915705 FOR MORE DETAILS.

Positions Available:- Delivery Manager-Healthcare Prior US Staffing/US Recruitment experience in Healthcare domain only be considered Role & responsibilities Assign requirements as soon as they come in from the VMS. Work with RM and Recruiter to get the requirements assigned as they come out of the system. Read the job description before assigning. Highlight the required skills for the job before sending it to the recruiter. If not enough info on the requirement or the rates are not appropriate, or any details are missing then work with the Account Manager to get additional info for the recruiting team. Analyze the availability of recruiters, check to confirm availability with the Recruiting Manager and assign the requirements to the available recruiters. Ensures requirements are assigned ASAP without any delay. Make sure submissions are made within 24 hours of the requirements being assigned or in lesser time for HOT reqs. Follows up with recruiters on submissions/updates. Quality checks of the resumes before submissions Accepts and rejects requirements in the system (VMS) Communicate all heads-up requirements from the Account Managers to the recruiting team. Liaison between Account Manager and Recruiting team members. Daily report generation on performance. Make recommendations and come up with strategies on how to improve delivery as well as our numbers on those clients. Make sure all the submittals follow and maintains client policies, procedures and guidelines. Auditing submissions as well as all activities around the assigned clients Monitor and follow up on all emails and other documents as well as communication on the clients assigned. Keeps track of interview notification emails and ensure AM's are sending interview requests on all candidates. Ensures offers are closed and sent out accurately and within time. Preferred candidate profile Prior recent US Staffing experience is mandatory at least 7-9 Years Perks and benefits Competitive Base Salary Lucrative Incentive Structure Rewards & Recognition KINDLY SHARE YOUR UPDATED CV TO anu@iconma.com; Call me on 7985915705 FOR MORE DETAILS.

Positions Available:- Delivery Manager-IT Prior US Staffing/US Recruitment experience in IT domain only be considered Role & responsibilities Assign requirements as soon as they come in from the VMS. Work with RM and Recruiter to get the requirements assigned as they come out of the system. Read the job description before assigning. Highlight the required skills for the job before sending it to the recruiter. If not enough info on the requirement or the rates are not appropriate, or any details are missing then work with the Account Manager to get additional info for the recruiting team. Analyze the availability of recruiters, check to confirm availability with the Recruiting Manager and assign the requirements to the available recruiters. Ensures requirements are assigned ASAP without any delay. Make sure submissions are made within 24 hours of the requirements being assigned or in lesser time for HOT reqs. Follows up with recruiters on submissions/updates. Quality checks of the resumes before submissions Accepts and rejects requirements in the system (VMS) Communicate all heads-up requirements from the Account Managers to the recruiting team. Liaison between Account Manager and Recruiting team members. Daily report generation on performance. Make recommendations and come up with strategies on how to improve delivery as well as our numbers on those clients. Make sure all the submittals follow and maintains client policies, procedures and guidelines. Auditing submissions as well as all activities around the assigned clients Monitor and follow up on all emails and other documents as well as communication on the clients assigned. Keeps track of interview notification emails and ensure AM's are sending interview requests on all candidates. Ensures offers are closed and sent out accurately and within time. Preferred candidate profile Prior recent US Staffing experience is mandatory at least 7-9 Years Perks and benefits Competitive Base Salary Lucrative Incentive Structure Rewards & Recognition KINDLY SHARE YOUR UPDATED CV TO anu@iconma.com; Call me on 7985915705 FOR MORE DETAILS.

Positions Available:- Delivery Manager-Engineering(Aerospace & Defense/Automotive) Prior US Staffing/US Recruitment experience in Engineering domain only be considered Role & responsibilities Assign requirements as soon as they come in from the VMS. Work with RM and Recruiter to get the requirements assigned as they come out of the system. Read the job description before assigning. Highlight the required skills for the job before sending it to the recruiter. If not enough info on the requirement or the rates are not appropriate, or any details are missing then work with the Account Manager to get additional info for the recruiting team. Analyze the availability of recruiters, check to confirm availability with the Recruiting Manager and assign the requirements to the available recruiters. Ensures requirements are assigned ASAP without any delay. Make sure submissions are made within 24 hours of the requirements being assigned or in lesser time for HOT reqs. Follows up with recruiters on submissions/updates. Quality checks of the resumes before submissions Accepts and rejects requirements in the system (VMS) Communicate all heads-up requirements from the Account Managers to the recruiting team. Liaison between Account Manager and Recruiting team members. Daily report generation on performance. Make recommendations and come up with strategies on how to improve delivery as well as our numbers on those clients. Make sure all the submittals follow and maintains client policies, procedures and guidelines. Auditing submissions as well as all activities around the assigned clients Monitor and follow up on all emails and other documents as well as communication on the clients assigned. Keeps track of interview notification emails and ensure AM's are sending interview requests on all candidates. Ensures offers are closed and sent out accurately and within time. Preferred candidate profile Prior recent US Staffing experience is mandatory at least 7-9 Years Perks and benefits Competitive Base Salary Lucrative Incentive Structure Rewards & Recognition KINDLY SHARE YOUR UPDATED CV TO anu@iconma.com; Call me on 7985915705 FOR MORE DETAILS.

TA - Specialist - Focuses on non-tech hiring, including C-suite recruitment, sourcing candidates, conducting interviews, and managing ATS. Sr TA Specialist handles both tech & non-tech hiring, full-cycle recruitment, and staffing for domestic & U.S. Required Candidate profile - TA : 5+ yrs in non-tech & C-suite hiring, domestic & U.S. staffing, ATS (ZOHO, Taleo, Workday). - Sr. TA Specialist: 7+ yrs in tech & non-tech hiring, full-cycle recruitment. - B.Tech / MBA in HR

Role & responsibilities Job Description 3+ years of experience in US staffing and recruitment. Proven expertise in sourcing candidates across diverse verticals and competencies. Strong knowledge of US employment types (W2, C2C, 1099) and visa classifications. Experience using job portals like Dice, Monster, Tech Fetch, LinkedIn Sale Navigator etc Hands-on experience with applicant tracking systems and recruitment databases. Excellent communication, negotiation, and interpersonal skills. Ability to work in a fast-paced, target-driven environment. Strong organizational skills with a keen eye for detail and accuracy. Responsibilities End-to-End Recruitment Cycle: Manage the entire recruitment process from sourcing and screening to offer negotiation and onboarding. Collaborate with hiring managers to understand job requirements and tailor recruitment strategies accordingly. Candidate Sourcing & Pipeline Development: Source candidates using multiple channels, including job portals (Dice, Monster, Tech Fetch, LinkedIn Sales Navigator), professional networks, referrals, and databases. Leverage creative sourcing techniques to identify and engage passive candidates. Build and maintain a strong candidate pipeline across various verticals and competencies. US Staffing Expertise: Extensive experience working with W2, C2C, and 1099 employment types. Ensure all submissions comply with US staffing policies, procedures, and guidelines. Stay updated on US labor laws, immigration policies, and market trends. Background Verification & Compliance: Handle background verification processes, ensuring all pre employment checks are completed accurately. Candidate Screening & Assessment: Review and evaluate candidate resumes, ensuring alignment with client requirements. Conduct initial screenings, technical interviews, and behavioral

Responsible for end-to-end recruitment, sourcing top talent, building strong pipelines, managing hiring strategies, coordinating with departments, and ensuring timely closures of positions. Required Candidate profile MBA/Graduate with 2-10 yrs experience in talent acquisition.Strong sourcing, screening, and negotiation skills.Expertise in bulk & leadership hiring.Excellent communication,networking, team management

Role & responsibilities Basic understanding of technical roles and terminology in the IT industry, including cybersecurity related fields Ability to develop an appropriate sourcing solution, post positions internally and externally, do telephone screening, conduct behavioural interviews, help a manager negotiate an appropriate job offer and conduct the necessary due diligence checks upon extension of job offer. Knowledge of government legislation impacting the practice of human resources management. Knowledge of computer applications and the ability to accurately perform tasks in some or all of the following applications: Access, Excel, Word, PowerPoint and Applicant Tracking software. Sound knowledge of company HR policies and practices, particularly the Celestica global and regional staffing policies. Ability to consult with a wide variety of internal customers to provide an end-to-end resourcing service. Ability to manage sensitive employee information in a confidential manner. Ability to effectively communicate both verbally and in writing with a wide variety of internal customers. Strong analytical and problem solving skills. Excellent customer service skills.

About The Role. The People Technology team is responsible for managing the entire people tech landscape across Hinge Health which includes multiple Workday modules such as HCM, Payroll (U.S. and Canada), Absence, Time-Tracking, GreyT HR (India HRIS), iCIMS (ATS), Lattice, ADP, Sana and Culture Amp. This team builds and maintains business processes, integrations and is responsible for driving and executing the roadmap across our People tech landscape. This position is responsible for maintaining, improving and designing new and existing integrations across the People tech landscape, fintech systems such as Adaptive and Netsuite, security systems and integrations with various benefits vendors. What You'll Accomplish. Serve as the primary administrator for Inbound and Outbound integrations with Workday, responsible for development, maintenance, data loads, upgrades and optimization of systems with the People technology landscape. Monitor system performance, troubleshoot issues, and resolve problems related to Workday functionality, data integrity, and system integrations. Collaborate with team members across, People, Finance, IT and IAM to identify opportunities for process improvements and automation within Workday. Participate in system testing, including unit testing, integration testing, and user acceptance testing for Workday updates, enhancements, and integrations. Recommends, implements, and plans for improvements, enhancements, and new integrations to the system. Maintain documentation related to system integrations, processes, and user guides. Develop Workday custom reports, dashboards, and calculated fields. What We're Looking For. 5+ years of experience as a Workday Administrator designing and enhancing integrations. Expert with Studio integrations, Object Transporter (OX), developing Workday EIBs, Core Connectors, RaaS and Web Services. Active Workday certifications relevant to the role. Familiarity with other People/HR tech such as ATS, LMS, Performance, etc. Familiarity with HR processes, policies, and best practices. Strong analytical and problem-solving skills, with the ability to troubleshoot and resolve system-related issues. Excellent communication skills, with the ability to effectively interact with stakeholders at various levels of the organization. Detail-oriented and highly organized, with the ability to manage multiple tasks and priorities in a fast-paced environment. Ability to work independently as well as collaboratively in a team-oriented environment. Ability to prioritize (and reprioritize) as business needs change. Bonus Points. Proficient across multiple modules of Workday. Experience with Workday configuration and administration in a global or multi-entity organization. Knowledge of HRM and finance-related compliance requirements and regulations. (ref:hirist.tech). Show more Show less