385 Hrbp Jobs - Page 3

Position Title: Lead HR Business Partner (Designation to be defined basis the assessment) Experience: 15+ years Qualification: MBA / PG in HR Department: Corporate Human Resources Location: Mumbai Shifts (if any): 11:00 am onwards (candidate should be flexible to work as per the business requirement) About Aeries: Aeries Technology is a Nasdaq listed (AERT) global professional services and consulting partner, with offices in the USA, India, Mexico, Singapore, and UAE. We provide Private Equities, its Portfolio Companies and mid-market companies with the right mix of deep vertical specialty, functional expertise, and the right systems & solutions to scale, optimize and transform their business operations with unique customized engagement models. Aeries is Great Place to Work certified by GPTW Institute, reflecting our commitment to fostering a positive and inclusive workplace culture for our employees. Read about us at https://aeriestechnology.com/careers/ Key Responsibilities: Strategic HR Business Partnering: Collaborate with BU and client leadership to co-create and implement HR strategies aligned with business objectives. Lead the execution of people priorities through structured interventions, data insights, and continuous feedback loops. Manage HRBP support across a matrixed environment covering 500+ employees. Employee Experience & Engagement: Deliver a high-touch onboarding experience with structured induction, buddy programs, and periodic 30-60-90-day connects to build early engagement. Conduct regular pulse checks, townhalls, and engagement surveys (ESAT/NPS) to track and elevate employee sentiment. Resolve grievances proactively by maintaining an open-door culture and implementing robust issue escalation mechanisms. Manage attrition risks by identifying patterns, recommending retention strategies, and partnering with managers for interventions. Team Management & Mentorship: Lead, coach, and mentor a team of 45 HR professionals; drive capability building, performance accountability, and professional growth. Foster a collaborative, outcome-driven team culture with strong internal service delivery and stakeholder orientation. Review team outputs and ensure alignment with business timelines, compliance, and quality standards. Stakeholder Management: Build trusted relationships with key internal and external stakeholders including BU heads, delivery leads, clients, and corporate teams. Influence leadership on people-related decisions through data-backed insights, market benchmarks, and employee voice. Represent HR in business reviews and cross-functional forums to ensure alignment of people priorities with organizational goals. Transitions, Change Management & M&A: Play a pivotal role in managing transitions, including workforce integration, policy harmonization, and communication planning during mergers and acquisitions. Support change management by coaching leaders, maintaining cultural sensitivity, and ensuring employee continuity. Partner with legal and compliance teams during structural changes to align employment practices and policies. Policy & Process Excellence: Collaborate with CoEs to implement performance management, rewards, and talent development frameworks. Lead HR projects, process improvements, and digitization initiatives to enhance the employee experience and operational efficiency. Drive internal branding efforts in partnership with Marketing to showcase culture and attract top talent. Working Knowledge Payroll & Compliance: Should possess strong working knowledge of payroll processes, statutory compliance, and labor law requirements (PF, ESI, PT, Gratuity, etc.). Ensure timely employee communication on any payroll-related matters or policy changes. Qualifications & Experience: Full-time MBA/PG in Human Resources or equivalent. 15+ years of progressive HRBP experience, preferably in technology/product/global services environments. Prior experience managing teams and driving transformation at scale. Strong understanding of Indian labor laws, HR compliance, and global HR practices. M&A or transition management experience is highly preferable. Must-Have Skills: Strategic HR partnering with exposure to leadership teams. Experience managing large teams and mentoring mid-level HR professionals. Employee engagement, grievance redressal, and culture-building. Strong stakeholder management, data analytics, and decision-making. Change management and M&A integration support. Proficiency with HRIS systems and Microsoft Office Suite. The Job responsibilities of the candidate shall include but not limited to the Job Description & to perform any other tasks/functions as required by the Company.

Job Description: Talent Management encompasses, Succession Planning : Develop and administer a process which focuses on building bench strength to meet current and future business needs. Serve as a resource to recruiting and business partners in the identification of candidates for critical roles. Conduct individual leadership, career and talent assessments as appropriate using a variety of tools. Performance Management : Oversee the continued roll out of a consistent performance management process that focuses employee's efforts on the achievement of business goals and attainment of requisite skills/competencies to sustain profitable growth. Organizational Development and Design : Identify and analyze organization effectiveness opportunities and recommend initiatives that address global and regional opportunities based on business strategy. Organizational Leadership : Form collaborative relationships with Human Resources leaders and Business Partners in order to execute talent strategies and efforts to support the growth/strategic objectives of the company. Talent Development : Leadership Development - Ensure an ongoing process to continuously enhance the knowledge and capability of key talent in order to enable these managers to effectively lead the organization toward achievement of strategic initiatives. Conduct individual leadership, career and talent assessments as appropriate using a variety of tools. Talent Engagement : HR Policies & Systems: Develop and implement innovative HR policies and systems suited for a growth oriented organization

Job Description: Global Vice President Human Resources Location: Bangalore, India Reports to: Founder & CEO Balaji Sreenivasan Function: Executive Leadership Team Role Summary The Global VP Human Resources will serve as a strategic partner to the CEO and executive team, leading the people strategy across Aurigos global operations. This role is responsible for defining and executing a comprehensive people agenda that supports business growth, cultural alignment, leadership hiring, and operational scalability across diverse geographies. This leader will be the culture custodian, driving engagement, leadership development, and performance across India, the US, Canada, South Africa, and upcoming markets like the Middle East and ANZ. Key Responsibilities Strategic HR Leadership Serve as a trusted advisor to the CEO and executive leadership, contributing to the companys strategic roadmap. Architect the global HR strategy that supports Aurigos scaling goals, product innovation, and international growth. Partner closely with functional leaders to align people initiatives with business priorities and performance metrics. Global Talent Acquisition & Employer Branding Drive executive and technology hiring across regions with a sharp focus on engineering, product, and GTM roles. Develop and execute a leadership hiring strategy that balances quality, speed, and cultural alignment. Build Aurigos employer brand in India and abroad to attract high-pedigree, diverse talent from top organizations. Compensation, Benefits & Total Rewards Lead the global compensation and benefits framework, ensuring internal equity, external competitiveness, and alignment with strategic goals. Partner with Finance on budgeting, salary benchmarking, variable pay design, and stock option strategies. Align performance rewards with company milestones and investor expectations. Talent Management, Learning & Engagement Develop talent review, succession planning, and high-potential programs to future-proof leadership pipeline. Design and scale learning & development (L&D) strategies to upskill managers, tech talent, and global teams. Champion a high-performance, inclusive culture through programs focused on employee engagement, DEI, and leadership enablement. HR Business Partnering & Operational Excellence Oversee regional HRBPs and ensure global standardization of policies, compliance, and core HR practices. Implement HR systems, automation, and metrics-driven practices for scalable operations across time zones. Ensure compliance with labor laws, employment regulations, and ethical standards across all jurisdictions. Mergers & Acquisitions (Preferred Experience) Contribute to M&A due diligence, people integration, and post-deal HR alignment. Partner with legal, finance, and operations teams to manage org design, communication, and cultural alignment during M&A events. Candidate Profile Qualifications MBA/PGDM from a top management institution. 12-15 years of experience with at least 5 years in HR leadership roles in technology or enterprise software companies. Experience scaling organizations from growth to maturity stages, ideally in startup-to-scaleup environments. Proven leadership in global roles covering regions such as North America, EMEA, or APAC. Exposure to multinational matrix structures and experience in partnering with founders, investors, and Boards. Skills & Attributes Deep understanding of technology talent dynamics and modern people practices. Strong leadership presence, confident communicator, and trusted advisor to senior stakeholders. Strategic thinker with a bias for action, hands-on problem solver, and culture-first mindset. Ability to thrive in a fast-paced, high-growth, cross-cultural environment. Experience with HR technology platforms (e.g., SAP SuccessFactors, Workday) is a plus. What We Offer Global leadership role with full ownership of the people agenda. Seat on the Executive Leadership Team with direct access to CEO and strategic decision-making. Work with a profitable, fast-growing SaaS company expanding globally. Stock Options. A collaborative, high-integrity, and performance-oriented work culture. About Aurigo Aurigo is revolutionizing how the world plans, builds, and manages infrastructure projects with Masterworks , our industry-leading enterprise SaaS platform. Trusted by over 300 customers managing $300 billion in capital programs, Masterworks is setting new standards for project delivery and asset management. Recognized as one of the Top 25 AI Companies of 2024 and a Great Place to Work for three consecutive years, we are leveraging artificial intelligence to create a smarter, more connected future for customers in transportation, water and utilities, healthcare, higher education, and the government, with over 40,000 projects across North America. We have a global presence across the US, Canada, South Africa, and India, with plans to expand into ANZ and the Middle East. Aurigo has been consistently profitable, invests heavily in R&D, and is backed by long-term strategic investors. We are at an inflection point, growing rapidly in global markets, and are building a world-class leadership team to fuel this transformation.

Job Title: HR Business Partner US Team Location: Chennai/Bangalore (Hybrid) Shift Timing: 3 PM to 12 AM Experience Required: 5-8 Years Joining: Immediate joiners preferred Job Description: We are seeking a proactive and detail-oriented HR Operations Specialist / HRBP with proven experience in handling US-based employees . This role is critical in managing the full employee lifecycle, ensuring compliance with US employment regulations, and driving employee engagement across the region. Key Responsibilities: Employee Lifecycle & Exit Management Conduct attrition analysis and prepare exit reports. Manage voluntary/involuntary exit processes and documentation. Participate in disciplinary meetings, investigations, and terminations. Oversee E-separation and issue relieving, EV, and invite letters. Employee Engagement & Communication Conduct skip-level meetings and quarterly townhalls. Drive Rewards & Recognition programs. Resolve employee disputes, manage PIPs, and respond to policy-related queries. Process Ownership & Coordination Act as SPOC for: BGV, ClearCo, HireRight, I-9/E-Verify NDA/confidentiality acknowledgements New Hire Orientations (NHOs) Payroll coordination (TimeTrex, HR inputs) Employee engagement activities Employee letters and query resolution Compliance & Reporting Maintain HR compliance reports and support audits. Ensure headcount consistency across systems. Provide monthly HR activity updates to CHRO. Desired Candidate Profile: Mandatory experience in handling US-based employees and HR operations in a global or US-specific environment. Strong knowledge of US employment documentation, compliance (I-9, E-Verify), and HR systems. Excellent communication, coordination, and stakeholder management skills. Ability to manage sensitive situations with professionalism and discretion. EEO Statement: Movate provides equal opportunity in all our employment practices to all qualified employees and applicants without regard race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age, disability or genetic information and other characteristics that are protected by applicable law.

Career Category Human Resources Job Description We are seeking a Senior Associate, Talent and Performance Platforms to join our Talent Management and Technology team, focused on enhancing performance management (MAP) and the Talent Marketplace. In this role, you will assist with new platform enhancements and ensure our technology platforms, Workday and Eightfold, function optimally. Additionally, you are responsible for developing, maintaining, and updating process guides and training materials. You will draft strategic communications and collaborate across teams to support Talent Management and Technology initiatives. This position offers the opportunity to make a significant impact on our global internal processes and contribute effectively to our talent management efforts. Key Responsibilities: Develop new, and maintain existing, process guides and training materials for global resources across performance management and the Talent Marketplace, such as how-to-guides, SharePoint sites, and FAQs. This includes revising existing materials and developing new content as processes evolve and new needs arise. As changes are made and new resources are created, you will work with our language translation vendor partner. Assist in testing platform enhancements and annual process launches, ensuring all functionalities operate correctly and efficiently in the Workday and Eightfold test environments before full-scale launches. Draft high-level internal communications related to MAP and Talent Marketplace Partner with OE and HRBP teams to facilitate the launch of talent events in Workday in accordance with functional timelines Prepare comprehensive year-end calibration materials for HRBPs to facilitate effective distribution calibration meetings. Ensure materials are accurate and meet the specific needs of HRBPs. Ensure projects in the Talent Marketplace are up-to-date and reach out to project managers to ensure they re updating project status Provide data analytics and reporting support for MAP and Talent Marketplace requests Identify opportunities for process enhancements, proposing solutions and collaborating with the team to refine workflows, templates, and forms. Collaborate with HR Technology teams to guarantee that MAP and Talent Review reports and dashboards are current and accurately reflect relevant data. Contribute to new initiatives and projects as needs arise .

Job Title- People Partner - Ice Cream Work Location: Pune/ Mumbai HO Company Overview: Unilever Ice Cream is the largest global Ice Cream Company in the world, with over 100 years of experience delivering a diverse range of indulgent, yet responsible, craft food experiences and treats delighting consumers. Committed to innovation, quality, and sustainability we have 35 brands, including 3 one billion Euro brands (Magnum, Wall s, Ben & Jerry s), a strong presence in over 60 countries, generating annual revenue of over $8 billion. As we proceed to create world s largest and leading Ice Creams company, we are seeking dynamic, entrepreneurial & passionate talent with strong expertise & a desire to make an impact. FUNCTION INTRODUCTION Human resource is a strategic function that facilitates effective people management practices. It helps organizations optimize their human capital to achieve their goals and objectives. JOB PURPOSE: People Partner is the primary contact for all LMs and EEs regarding all queries relevant to HR systems and processes, spanning on-boarding, payroll, leave, travel, exits & issue escalations. They work with various teams in HR, Legal, etc to enable a flawless end-to-end employee experience for employees as well as their day-to-day HR needs. PEL s are responsible for ensuring that employee policies, practices and programs are consistently applied across client groups and the company. PEL s also partner with Expertise teams on policy updates. This role is accountable for knowledge management and feeding insights into enhancement of artificial intelligence of the technology platforms (UNA). JOB RESPONSIBILITIES: Main Accountabilities: 1) Policy guidance and administration Leave policy queries, helping with Leave portal usage, leave encashment implementation etc. Travel policy guidance and implementation for domestic travel and transfers Obtain signoff s as per Schedule of Authority for administration E. g. Backdated promotion approval, disturbance allowance approval etc. Advise on appropriate policy implementation for any employee need E. g. If a person is looking for time off, PEL will advise whether it would be a career break, LOP, Medical leave etc based on context; would partner with LM, HRBP and apply policies as fit. Resolve employee pay and benefits queries/grievances Warm handover to Global mobility for international assignment cases to enable smooth experience for International Assignees. Also, collaborate with the Vendor (Deloitte) who manages local documentation of the global assignees when required. 2) Knowledge Management and simplification Identifying continuous improvement opportunities of processes and documenting them as knowledge articles. Writing knowledge articles basis experience from employee queries on Service Now. Support Artificial Intelligence learning by updating the cloud-based platform with knowledge articles and updates. Facilitate adoption of self-service and informational channels with employees E. g. Mobile app, Bot, etc. Proactively Identifying cases of employee s queries and information of global move. 3) My Pay/Benefits Informing employees of pay related issues/comms after getting feeds from People Operations team. Accountable for closure of payroll queries when handed off from UNA through case management too Update VPF and Employee claims (Education assistance claim) on the One-time payroll input site. Validating data with HRBP for APR. Collating proposals for offline cases ERS submission and process completion on Exit Online for HRBPs Guiding the LM to complete the proposals on Workday Answering employee queries pertaining to Total Reward. 4) My Onboarding : Manage goods relocation and related support for the new joinee Sending welcome email to new joinees and informing them about the documentation process. Inform Line Managers about their new joinees and check for Buddy (wherever applicable) Proactively send request to respective teams for arranging Day 1 necessities (ID Card, Laptop, Email ID, Gift Hamper). Escort new joinees on day 1 and campus visit. Provide standardized HR Induction To ensure that employees submit their post joining documents for payroll purpose and for records. Collaborate with new joinees to understand his/her relocation/travel needs and send request accordingly. Support for BGV and follow up on pending document 5) Confirmation Guiding the LM through the confirmation process Initiating PIP and guiding HRBP/LM Obtaining necessary approvals for probation extensions 6) My Exit: Ensuring that exit is updated on Workday /Exit online tool as soon as it is notified. Collaborate with HRBP s for taking confirmation on the Notice Period and LWD. Guiding employees on the Exit process and documentation to ensure that they complete the processes on time. Follow-up with respective stakeholders for signoff if in case no update is received. Responsible for smooth closure of old exit cases in collaboration with Exit team. Supporting relocation and skill upgradation for grieving families in Death cases Key Interfaces: . HRBPs, Line Managers and employees GM team Payroll team Reward team Talent Advisors . HUB team . Commercial Team WHAT YOU NEED TO SUCCEED EXPERIENCES AND QUALIFICATIONS Essential Experience - 5 to 7 yrs Educational Qualification- Post Graduate Diploma or equivalent in Personnel Management/ Human Resource Management. KEY SKILLS REQUIRED HR operations and technology, Processes, HR Automation, Stakeholder management LEADERSHIP You are energized by delivering fantastic results. You are an example to others - both your results and your resilience. You are constantly on the lookout for better ways to do things, engaging and collaborating with others along the way. As an individual you are the one responsible for your own wellbeing and delivering high standards of work. You must also focus on the Consumer and what they need. You are humble and have your head up, looking around to interpret evidence and data smartly, spot issues and opportunities to make things better. Critical SOL (Standards of Leadership) Behaviors PERSONAL MASTERY : Sets high standards for themselves. Has emotional intelligence to take feedback, manage mood and motivations, and build empathy for others. PASSION FOR HIGH PERFORMANCE: Generates intensity and focus to motivate people to deliver results at speed. Takes personal responsibility and accountability for execution and results. TALENT CATALYST: Invests in people - coaches individuals and teams to realize their full potential. Creates an inclusive climate, empowering everyone to be at their best. PURPOSE & SERVICE: Has humility, understanding that leadership is service to others, inside and outside Unilever. CONSUMER LOVE: Invests time inside and outside to understand the needs of consumers. BUSINESS ACUMEN: Creates sustainable growth with purpose, engaging different partners across the system for change. Our commitment to Equality, Diversity & Inclusion Unilever embraces diversity and encourages applicants from all walks of life! This means giving full and fair consideration to all applicants and continuing development of all employees regardless of age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy and maternity.

• Assisting in all areas of HR • Drafting of Policies, Taking Surveys, Collecting & Collating Data • Creating reports & Presentations • Assist in Engagement, L&D, TM activities • Help in Onboarding & Exit Formalities etc • Taking on Special Projects Required Candidate profile - MBA / PG - 1 to 3 years of HR Experience - Good communication + Great attitude - Must be ready to learn - Some exposure of HR in Large Org - Ready to travel when required - NOT just TA / L&D exp Perks and benefits Great opportunity to enter a growing organization

Job Description POSITION TITLE: Deputy Manager(HRBP) REPORTING TO: Associate Director,Human Resources WORKING LOCATION: Chennai JOB DESCRIPTION: We are looking for a strategic and people-oriented HR Business Partner (HRBP) to join our Human Resources team based in Chennai . In this role, you will oversee HR operations for two sites - Chennai and Noida , partnering closely with business leaders to align HR initiatives with organizational objectives. Alongside your core HRBP responsibilities, you will also lead key portfolios including Learning Development and Employer Branding . This position requires a strong balance of strategic insight and practical execution across areas such as talent management, employee engagement, organizational development, learning programs, and employer brand initiatives. Key Responsibilities: Partner with leadership to drive a high-performance culture and foster employee engagement. Provide guidance on HR policies, practices, and compliance across various business units. Manage and resolve complex employee relations issues while ensuring legal compliance and consistency. Support change management initiatives and organizational restructuring efforts as needed. Act as a cultural ambassador and help drive core values across the organization. Qualifications: Bachelor s degree in Human Resources, Business Administration, or related field (Master s degree or MBA preferred). 8-10 years of progressive HR experience, including at least 2 years in a strategic HRBP or similar role. Strong business acumen with the ability to align HR strategies to business goals. Excellent interpersonal, coaching, and communication skills. Proficient in HRIS systems and data analysis tools (e.g., Workday, SAP, Excel). Knowledge of employment laws and best practices. Experience supporting a diverse, multi-location workforce is a plus. Preferred Attributes: Ability to influence and build relationships across all levels of the organization. Comfortable working in a fast-paced, dynamic environment. Strong analytical and problem-solving abilities.

Employee Relations, IR, Trade Union Mgmt for nearly 3000 People, in manufacturing Employee Connect Lifecycle Mgmt Disciplinary Action Wage Settlement knowledge Union leadership development Stakeholder Management: Government Dept, Functional Heads Required Candidate profile Know TAMIL MBA-HR / MSW (TISS/IIM/XLRI/XIMB/XISS/SYMBI/NMIMS/TAPMI/MSSW/LIBA/DGVaishnav/MCC) 12-15 Yrs exp in HR/ER/IR in Factory Wage settlement Interface with Govt. officials, Union Leaders Perks and benefits Best As Per Industry Standards

Job Title HRBP | Mumbai Job Description Summary Experienced in employee engagement, relations, and change management with a strong focus on translating culture strategies into action. Skilled at handling grievances, driving performance processes, and partnering with managers to improve employee experience. Adept at data-driven insights, compliance, and fostering a positive workplace. Tech-savvy with excellent interpersonal and influencing skills. Job Description About the role: Translate engagement and culture strategy into action Proactively work with cross functional teams and stakeholders to drive engagement plans and activities into business within timeline Go to person for implementing the change management agenda for the employees Conduct regular check-ins with employees to gauge satisfaction levels and identify any areas of concern Work with managers and People Partners to develop action plans to address any areas of dissatisfaction identified through employee check-ins Drive completion of on-ground processes in the respective patches - eg: goal setting, talent cards etc Productivity & Performance Analyze trends in exit interview data and use this information to improve the overall employee experience and identify potential areas for organizational improvement. Coach and educate employees on HR policies, Platforms and Tech support Performance investigations, performance discussion and writing performance improvement plans for non-managerial staff Assessing the impact that people practices, and policies have on the employee experience. Foster cordial relationship between Managers & Employees Lead or coordinate workplace investigations in accordance with our global investigation policy and guidelines and uphold these standards in CW India. Respond to employee issues, grievances, and disputes in line with our People Values Drive expedient resolutions, call out as required, and ensure appropriate and quality communication and documentation is in place. About You: Relevant experience in Employee Relations and employee engagement Attention to detail, proven sense of urgency, independent decision making, high standard of compliance and passionate about doing the right thing for the company and our people. Excellent inter personnel skills; ability to influence and build professional relationships. Tech savvy Why join Cushman & Wakefield? As one of the leading global real estate services firms transforming the way people work, shop and live working at Cushman & Wakefield means you will benefit from; Being part of a growing global company; Career development and a promote from within culture; An organization committed to Diversity and Inclusion What s Next At the very heart of Cushman & Wakefield lies an unrelenting commitment to creating an inclusive culture that benefits employees and creates a positive community impact. We are passionate about championing industry change and celebrating the diversity of our people, our business and our clients. Cushman & Wakefield is committed to building a diverse and engaged workforce and supporting an inclusive environment where our employees can do their best work. We believe that embracing new perspectives helps us solve problems, create opportunities, and develop new ideas. For more details on DEI, please visit our webpage at https: / / www.cushmanwakefield.com / en / about-us / diversity-equity-and-inclusion INCO: Cushman & Wakefield

Talent Acquisition To Manage attendance, payroll inputs & grievances To organize R&R program, engagement and fun activities to improve Employee Satisfaction Performance Management System Ensure Safety, Health, Welfare, Clean & Hygiene Required Candidate profile 1+ years of experience in Generalist HR positions. Majorly in Talent Acquisition Should know PF, ESI & other HR Compliances Should have good exposure in all HR operational activities Excellent comms

Will handle recruitments To organize R&R program, engagement and fun activities to improve Employee Satisfaction To Manage attendance, payroll inputs & grievances Performance Management System Ensure Safety, Health, Welfare, Clean & Hygiene Required Candidate profile 1+ years of experience in HR Generalist / HR Operations / HRBP role Should be MBA regular pass-out with 60% in 10th, 12th, Graduation and MBA Should have experience in handling recruitment

Head HR, ER, IR, Trade Union Mgmt for nearly 3000 People, in manufacturing unit Employee Connect Lifecycle Mgmt Disciplinary Action Wage Settlement knowledge Union leadership development Stakeholder Management: Government Dept, Functional Heads Required Candidate profile MUST know Tamil/Telegu MBA - HR (Premier Inst. - 2 YEARS FULL TIME) 12-15 Yrs exp in HR/ER/IR with Factory Exp Able to handle HR for 3000 people & Stakeholder Mgmt including EfficientTrade Union Mgmt. Perks and benefits Best As Per Industry Standards

The role will be responsible for working on the performance of all employees in the organization and development engagement practices that help in growth of the employees and the organization

The ideal candidate will have experience in all areas related to the human resources field. They should be comfortable onboarding new candidates, induction, employee engagement, and collecting necessary background information as well as assisting employees while at work. This candidate should work closely with management in order to provide training for employees and establish ways to increase employee engagement. Responsibilities Research and analyze employee trends to understand ways to increase employee engagement and retention Strengthen Organization culture through various HR programs, practices, policies, surveys, and processes Assist management in conflict resolution Set standards for ethics, values and culture of company Onboard new employees and manage immigration documents, taxes and benefits packages Qualifications Bachelor's degree - MBA preferred 10 years of experience in HR or related field Strong organization, communication and conflict resolution skills Demonstrated ability to onboard new employees and manage HR tasks Proficient in Microsoft Office suite

Role- Zonal HR - West Years of Experience- 14 - 20 Years Location- Pune Role & responsibilities Provide strategic direction and guidance to State HR teams for recruitment and retention efforts. Conduct regular reviews with State HR teams to ensure compliance with HR policies and address operational challenges. Act as a liaison between HR and Operations teams, facilitating effective communication and understanding. Oversee end-to-end HR processes within the zone, ensuring compliance with statutory regulations and organizational policies. Handle escalated employee issues and disputes, ensuring timely resolution and adherence to HR policies. Conduct branch visits to address observations, resolve issues, and interact with branch staff. Facilitate Full and Final settlements for departing employees and manage the exit process. Stay updated on industry developments and best practices, leveraging insights to enhance HR strategies within the zone. Preferred candidate profile MBA/PGDM Qualified The candidate should have experience in the MFI industry.

Job Summary: The HR Business Partner (HRBP) - Performance, Culture & Engagement will serve as a strategic partner, deeply embedded within designated business units in Chennai, focusing on cultivating a high-performance culture, ensuring a safe and inclusive workplace through robust POSH compliance, and driving impactful employee engagement initiatives. This role will lead the design, implementation, and continuous improvement of performance management frameworks, champion organizational values, and foster an environment where employees feel valued, heard, and motivated. Key Responsibilities: Performance Management Excellence: Design, implement, and manage end-to-end performance management cycles (goal setting, mid-year reviews, annual appraisals) for assigned business units, ensuring alignment with organizational objectives. Provide expert guidance and coaching to managers and employees on effective performance discussions, feedback delivery, and performance improvement plans (PIPs). Develop and facilitate training programs for managers on performance management best practices, objective setting (e.g., OKRs, KPIs), and constructive feedback. Analyze performance data and trends to identify areas for improvement and propose data-driven solutions to enhance overall workforce productivity. Drive a culture of continuous feedback and performance development across the organization. Prevention of Sexual Harassment (POSH) & Compliance: Serve as the primary HR point of contact and subject matter expert for all POSH-related matters in accordance with Indian law (The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013). Lead the investigation and resolution of POSH complaints with utmost sensitivity, confidentiality, and impartiality, ensuring adherence to statutory guidelines and internal policies. Conduct regular POSH awareness and training sessions for all employees and the Internal Complaints Committee (ICC) members. Ensure the ICC is properly constituted, trained, and operates effectively as per legal requirements. Maintain accurate records of all POSH-related activities and prepare necessary reports for statutory compliance. Advise management on best practices for creating a harassment-free workplace. Culture & Values Champion: Actively promote and embed the company's values, mission, and vision within the assigned business units. Collaborate with leadership to define, reinforce, and evolve the organizational culture, ensuring it supports business goals and employee well-being. Drive initiatives that promote diversity, equity, inclusion, and belonging (DEIB) within the workplace. Organize and support culture-building events and programs that celebrate achievements and foster a sense of community. Employee Engagement & Experience: Develop, implement, and analyze employee engagement surveys, identifying key drivers and areas for improvement. Partner with business leaders to design and execute action plans based on engagement survey results. Lead initiatives to enhance the overall employee experience, from onboarding to offboarding. Facilitate employee communication channels and feedback mechanisms (e.g., town halls, skip-level meetings, suggestion boxes). Organize and support employee recognition programs, wellness initiatives, and team-building activities. Address employee grievances and concerns proactively to maintain a harmonious work environment. Strategic HR Partnership: Provide expert HR advice and consultation to business leaders and managers on all aspects related to performance, culture, and engagement. Identify potential HR risks and proactively develop mitigation strategies. Utilize HR metrics and data analytics to measure the effectiveness of performance, culture, and engagement initiatives and make data-driven recommendations. Work Location - Chennai, Ambattur Day Shift - 10 am to 7p.m

We are seeking a HR Business Partners (HRBP) to drive the people strategy for one of their key businesses, specifically focusing on supply chain and operations teams. This role is pivotal in shaping workforce productivity, talent strategy, and employee experience while safeguarding the organizations culture. What you would do : Own and Deliver the entire people charter roadmap covering key hire-to-retire people processes for the respective BU/Region. Own and Deliver the Employee Experience charter covering key moments in the Employee lifecycle. Being the primary custodian of the “Voice of the employees” by consolidating and analyzing employee pulse and distilling actionable insights to drive the right employee backward actions Demonstrating the impact of the people programs and creating feedback loops to improve the overall effectiveness of the programs Support Managers and leaders to navigate Day to Day people problems upheavals Change management and Senior Stakeholder Management Your Profile An ideal candidate will have 2-4 years of experience in HR Business Partner. Experience in BU/Functional Leaders in crafting people strategy and Talent plans to deliver Business goals and is responsible for the overall execution of the strategy and plan. The individual will also be responsible for providing employee experience and people processes impacting productivity and is the guardian of the culture. This is an Individual Contributor role. Location: Hyderabad (must speak Telugu) Experience: 2–4 years, from Tier 2 institutions Span Covered: Regions include Andhra Pradesh & Telangana Key Responsibilities: Strong stakeholder management, Driving people connect and engagement initiatives, Addressing and solutioning people-related challenges, Talent management and density mapping, Coordinating and resolving business/people challenges, Supporting training and learning interventions, Post-hiring employee engagement

We are seeking a HR Business Partners (HRBP) to drive the people strategy for one of their key businesses, specifically focusing on supply chain and operations teams. This role is pivotal in shaping workforce productivity, talent strategy, and employee experience while safeguarding the organizations culture. What you would do : Own and Deliver the entire people charter roadmap covering key hire-to-retire people processes for the respective BU/Region. Own and Deliver the Employee Experience charter covering key moments in the Employee lifecycle. Being the primary custodian of the Voice of the employees by consolidating and analyzing employee pulse and distilling actionable insights to drive the right employee backward actions Demonstrating the impact of the people programs and creating feedback loops to improve the overall effectiveness of the programs Support Managers and leaders to navigate Day to Day people problems upheavals Change management and Senior Stakeholder Management Your Profile An ideal candidate will have 2 - 5 years of experience in HR Business Partner. Experience in BU/Functional Leaders in crafting people strategy and Talent plans to deliver Business goals and is responsible for the overall execution of the strategy and plan. The individual will also be responsible for providing employee experience and people processes impacting productivity and is the guardian of the culture. This is an Individual Contributor role. Locations : Lucknow/Chandigarh Relevant Strategic HRBP experience with a strong bent of Execution mindset or HR Consulting experience with proven results High on Ownership, Stakeholder Management, Problem solving and Strategic thinking skills Prior experience working in strong employer brand organization is a plus Strong Functional knowledge of Human Resources around Organizational behavior, Performance management , Leadership development practices is a must FMCG, Consumer internet, B2C, E-commerce, Technology Industry are preferred.

It's a team lead role and responsibilities include supervising local Admin, HR teams & implementing company policies for regional sales divisions. S/he will lead the TA for the region, L&D & all branch Administration related activities for the Region

I. Deliver the HR support to the business to achieve the strategic objectives set out in the business goal sheet Support key HR processes across relevant business functions in collaboration with HRBPs for supporting achievement of business objectives II. Design and review the workforce plan for the talent pipeline requirements in line with the function or business strategy Deliver the talent needs of the business across regions to enhance top talent utilization and retention Identifying and developing the right talent to ensure talent availability & development across the business Planning & implementing the On Boarding practices to ensure effective orientation for new joinees III. Manage key business performance targets and their related talent implications with business leaders. Implement the performance management process along with the HRBPs as per the COE guidelines to ensure meritocracy and high performance culture in the organization. IV. Manage compliance and employee welfare to make the workplace environment conducive to work Ensuring that the HRBPs are well supported to deal with all employee welfare cases and best practices are followed to ensure adherence to processes. V. Implement Employee Engagement initiatives across regions to create an engaged workforce Plan & implement employee engagement activities across business functions Communicating with the employees to create a constant Employee Connect. VI. Support the L&D team to identify and drive L&D interventions in the relevant areas. Support the L&D roadmap to enhance employee capability Work along with business and help them identify the possible needs for intervention VII. Support any specific OD / change management initiatives ensuring that they provide a value adding service in all change management initiatives. Plan and implement change management initiatives in collaboration with the COEs and align the business with the objectives of the initiatives.

Our client is a leading success story, recognized for its remarkable journey from incubation to becoming a premium brand, and triumphing with a highly successful IPO. Today, this trailblazing company is celebrated as one of the fastest-growing enterprises in the service sector. With a firmly established core business that sets industry benchmarks, the company is expanding aggressively into new domains while building a vibrant talent base and fostering a culture of continuous learning. Role Overview: This role partners with leadership across business units to lead people initiatives, build workforce capabilities, and drive employee experience on the ground. Beyond core HRBP responsibilities, youll also drive special projects aimed at improving process efficiency and compliance in warehouse operations. Key Responsibilities Own end-to-end HRBP support for business units Lead a small team of HRBPs, driving performance, compliance, and proactive people interventions. Drive core HR processes: performance management, employee engagement, talent development, and grievance handling. Manage SLAs, vendor relationships, and optimize processes using data and metrics. Represent the region in ethical, integrity, or industrial relations issues in partnership with ER. Be the custodian of Employee NPS and UPL metrics. Your Profile Experience: 1–3 years as HRBP in e-commerce/retail/logistics/FMCG sectors People Management: Must have led reportees for 2+ years Education: MBA in HR or equivalent preferred Skills: High ownership, strong communication, and problem-solving skills; ability to travel

Role & responsibilities We are seeking a HR Business Partners (HRBP) to drive the people strategy for one of their key businesses, specifically focusing on supply chain and operations teams. This role is pivotal in shaping workforce productivity, talent strategy, and employee experience while safeguarding the organizations culture. The role will be end to end HRBP for warehouse/PODs employees and requires high initiative and ownership to not only drive process and compliances, but also proactively identify ground issues and escalate to right teams for proactive actions. In addition,, the role will also handle key projects to enhance efficiency / effectiveness of processes for the warehouse employees. Job Responsibility: Partnering with Key Business Stakeholders on HR Issues and recommending actions on all People related issues in the region. Utilizes process data and metrics to identify business process challenges, recommends & implements innovative solutions for improving operational efficiency and effectiveness that drive the People Experience Proactively identify and drive implementation of continuous improvement opportunities Evaluates existing processes, quantifying, and identifying opportunities to standardize, create SLAs. Driving Productivity in the vertical through various Performance Management/Talent Management Initiative Responsible for the end to end life cycle management and guiding unit HR for sourcing and hiring strategies, performance management, compensation etc. Attendance and Time Management: Implement and manage attendance and timekeeping systems to streamline processes. Be custodian to UPL and employee NPS metrics for these employees HR Policy Implementation: Ensure compliance with HR policies and procedures across the warehouses. Drive employee engagement initiatives, including Rewards and Recognition (R&R) programs. Recommend process/policy improvements to HR/Business Leadership in order to enable the organization to create an engaged and productive workforce. Handle employee grievances effectively, fostering a positive work environment. Be the first point of contact for any ethical / integrity / IR issues on ground and represent the team to resolve the ground concerns amicably in partnership with ER Team Administer On-roll employees performance management and learning & development in conjunction with the L & D team. This role includes, increasing workforce capability, improving organizational design and structure, providing change leadership, strategic staffing, talent management /succession planning and supporting day-to- day operations as well as on-going process improvement. Provides day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions). Manage the regional HRBP team through active coaching, development and collaboration. Vendor Management for Blue Collar Workforce: Collaborate with vendors for effective employee grievance redressals. Preferred candidate profile An ideal candidate will have 2-4 years of experience in HR Business Partner. with scale workforce in comparable e-com / retail sector who manages distributed workforce Experience in managing contractual workforce and people management MBA in HR would be desirable.

Role & responsibilities We are seeking a HR Business Partners (HRBP) to drive the people strategy for one of their key businesses, specifically focusing on supply chain and operations teams. This role is pivotal in shaping workforce productivity, talent strategy, and employee experience while safeguarding the organizations culture. The role will be end to end HRBP for warehouse/PODs employees and requires high initiative and ownership to not only drive process and compliances, but also proactively identify ground issues and escalate to right teams for proactive actions. In addition,, the role will also handle key projects to enhance efficiency / effectiveness of processes for the warehouse employees. Job Responsibility Partnering with Key Business Stakeholders on HR Issues and recommending actions on all People related issues in the region. Utilizes process data and metrics to identify business process challenges, recommends & implements innovative solutions for improving operational efficiency and effectiveness that drive the People Experience Proactively identify and drive implementation of continuous improvement opportunities Evaluates existing processes, quantifying, and identifying opportunities to standardize, create SLAs. Driving Productivity in the vertical through various Performance Management/Talent Management Initiative Responsible for the end to end life cycle management and guiding unit HR for sourcing and hiring strategies, performance management, compensation etc. Attendance and Time Management: Implement and manage attendance and timekeeping systems to streamline processes. Be custodian to UPL and employee NPS metrics for these employees HR Policy Implementation: Ensure compliance with HR policies and procedures across the warehouses. Drive employee engagement initiatives, including Rewards and Recognition (R&R) programs. Recommend process/policy improvements to HR/Business Leadership in order to enable the organization to create an engaged and productive workforce. Handle employee grievances effectively, fostering a positive work environment. Be the first point of contact for any ethical / integrity / IR issues on ground and represent the team to resolve the ground concerns amicably in partnership with ER Team Administer On-roll employees performance management and learning & development in conjunction with the L & D team. This role includes, increasing workforce capability, improving organizational design and structure, providing change leadership, strategic staffing, talent management /succession planning and supporting day-to- day operations as well as on-going process improvement. Provides day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions). Manage the regional HRBP team through active coaching, development and collaboration. Vendor Management for Blue Collar Workforce: Collaborate with vendors for effective employee grievance redressals. Preferred candidate profile An ideal candidate will have 1-4 years of experience in HR Business Partner. with scale workforce in comparable e-com / retail sector who manages distributed workforce Experience in managing contractual workforce and people management MBA in HR would be desirable.

Role & responsibilities We are seeking a HR Business Partners (HRBP) to drive the people strategy for one of their key businesses, specifically focusing on supply chain and operations teams. This role is pivotal in shaping workforce productivity, talent strategy, and employee experience while safeguarding the organizations culture. The role will be end to end Sales HRBP and requires high initiative and ownership to not only drive process and compliances, but also proactively identify ground issues and escalate to right teams for proactive actions. In addition,, the role will also handle key projects to enhance efficiency / effectiveness of processes for the sales employees. Partnering with Key Business Stakeholders on HR Issues and recommending actions on all People related issues in the region. Utilizes process data and metrics to identify business process challenges, recommends & implements innovative solutions for improving operational efficiency and effectiveness that drive the People Experience Driving people connect and engagement initiatives. Addressing and solutioning people-related challenges Talent management and density mapping Coordinating and resolving business/people challenges Supporting training and learning interventions, Post-hiring employee engagement Proactively identify and drive implementation of continuous improvement opportunities Evaluates existing processes, quantifying, and identifying opportunities to standardize, create SLAs. Driving Productivity in the vertical through various Performance Management/Talent Management Initiative Responsible for the end to end life cycle management and guiding unit HR for sourcing and hiring strategies, performance management. Drive employee engagement initiatives, including Rewards and Recognition (R&R) programs. Recommend process/policy improvements to HR/Business Leadership in order to enable the organization to create an engaged and productive workforce. Handle employee grievances effectively, fostering a positive work environment. Administer On-roll employees performance management and learning & development in Conjunction with the L & D team. Provides day-to-day performance management guidance to line management Preferred candidate profile An ideal candidate experience in Sales HR Business Partner role in an organization Experience in managing workforce and people management Have handled team size of min 1500 employees MBA/PGDM in HR