Deputy Manager - HRBP

We're looking for a proactive and business-oriented HR Business Partner to work closely with leadership and business teams in driving people strategy, employee engagement, performance, and organizational effectiveness. This role requires someone who can balance strategic thinking with operational excellence while fostering a high-performance culture. What You'll Do  Partner with business leaders to understand team goals and translate them into effective people strategies.  Drive the end-to-end employee lifecycle, including onboarding, engagement, performance management, career development, and offboarding.  Act as a trusted advisor to managers on employee relations, performance concerns, coaching, and conflict resolution.  Lead performance review cycles, goal-setting processes, talent reviews, and succession planning.  Analyze people metrics and provide actionable insights to improve retention, productivity, and employee experience.  Drive employee engagement initiatives, culture-building programs, and recognition activities.  Support organizational changes, restructuring, and workforce planning.  Ensure HR policies and practices are consistently implemented while maintaining compliance with labor laws.  Collaborate with Talent Acquisition, L&D, Finance, and leadership to build scalable people processes.  Identify opportunities to automate HR workflows and leverage AI or HR technology to improve efficiency. What We're Looking For  5–7 years of experience in HR Business Partnering, HR Generalist, or People Partner roles.  Experience partnering with technology, product, engineering, or startup teams is highly preferred.  Strong understanding of performance management, employee engagement, talent management, and employee relations.  Ability to influence stakeholders and build strong relationships across all organizational levels.  Excellent communication, coaching, and problem-solving skills.  Strong analytical mindset with experience using HR metrics to drive decisions.  Comfortable working in a fast-paced, high-growth environment.  Familiarity with HRMS platforms and modern HR technologies.  Exposure to AI-powered HR tools or process automation is a plus. Preferred Qualifications  MBA/PGDM in Human Resources or equivalent qualification.  Experience in startup or product-based organizations.  Knowledge of Indian labor laws and HR compliance.  Certification in HR analytics, coaching, or change management is an added advantage. Why Join Us?  Opportunity to partner directly with business leaders and influence organizational growth.  Fast-paced environment with high ownership and learning opportunities.  Collaborative culture focused on innovation, people, and continuous improvement.  Work on strategic HR initiatives that create measurable business impact.

Key Responsibilities

• Manage HR projects, including project plans, timelines, milestones, dependencies and deliverables.
• Develop and maintain HR dashboards, calendars and status reports, highlighting risks, delays and key decisions.
• Coordinate project meetings, agendas, action items and follow-ups to ensure timely execution.
• Partner with HR teams, business leaders and external vendors to drive projects forward.
• Prepare clear, executive-ready updates on HR priorities, progress, risks and achievements.
• Lead the planning and coordination of the employee survey, including communications, launch readiness, participation tracking and post-survey action planning.
• Support the planning and rollout of Exol University, including vendor coordination, learning administration, scheduling, communications and change management.
• Coordinate new hire orientation and contribute to creating a consistent and engaging onboarding experience.
• Support recurring People processes such as performance, compensation, benefits, engagement, learning and talent initiatives.
• Identify opportunities to improve HR processes, employee experience and operational efficiency.

Qualifications

• Bachelor’s degree or equivalent relevant experience.
• 6–10 years of experience in HR operations, project/program management, L&D, change management or a related field.
• Strong project management, organizational and stakeholder management skills.
• Ability to manage multiple projects, deadlines, vendors and priorities simultaneously.
• Excellent written and verbal communication skills, with experience preparing presentations and leadership updates.
• Experience in Learning & Development, LMS administration, training coordination or learning program management is strongly preferred.
• Experience with employee surveys, engagement initiatives or organizational change is an advantage.
• Strong proficiency in Microsoft Excel, PowerPoint and project-management/productivity tools.
• Self-driven, detail-oriented and comfortable working in a fast-paced, evolving environment.

Job Title: HR Operations, Statutory compliances with a blend of L&D and HR Business Partner

Location: Bangalore, 5 days WFO

Industry: IT Services / Technology

Experience: ~ 6 months – 1 year

Role Overview

We are looking for an enthusiastic, passionate HR professional who have hands on experience in HR Operations, Statutory compliances with a blend of L&D and HR Business Partner.

The role will involve end-to-end employee lifecycle management, HR processes, statutory compliance, employee engagement and working closely with business stakeholders.

The person should be comfortable handling both day-to-day HR operations and employee/business

partnering activities in a mid-sized IT services environment.

Key Responsibilities

·      End-to-end HR Operations, including onboarding, offboarding, employee records, HRMS updates, timesheets and leave management.

·      Payroll coordination, including joiners, exits, attendance, leave and payroll inputs.

·      Hands on experience in handling PF, ESI, gratuity, insurance, BGV and other HR compliance activities along with external vendors.

·      Coordinate GMC/GPA/GTL insurance administration and employee support.

·      Support ISO audits and HR compliance requirements, including maintaining required records and historical documentation.

·      Own employee data, HR dashboards and regular HR MIS / reporting.

·      Act as an HR Business Partner to business teams and Practice Heads.

·      Drive employee connects, stakeholder interactions and employee issue resolution.

·      Handle employee grievances and escalations and ensure timely closure.

·      Drive employee engagement initiatives, surveys and engagement activities.

·      Co-ordinate POSH compliance and related activities.

·      Support the annual performance appraisal and goal-setting process.

·      Support compensation and benefits reviews and related HR activities.

·      Own and coordinate Learning & Development initiatives and the annual L&D calendar.

·      Drive Rewards & Recognition activities.

·      Handle HR policies, updates and employee communications.

·      Coordinate employee events, team lunches, annual outings and other engagement activities.

·      Manage employee communication such as new joiner and birthday mailers.

·      Work with HR, Finance, IT and business teams to improve HR processes and employee experience.

·      Manage and coordinate with HR vendors and external service providers as required.

Desired Profile

·      06–1 year of experience in HR Operations / HR Generalist / HRBP roles, preferably in an IT Services, IT Product or Technology organisation.

·      Strong hands-on experience in HR Operations and employee lifecycle management.

·      Good understanding of payroll, PF, ESI, gratuity, insurance, BGV and statutory compliance.

·      Experience in HR Business Partnering, employee engagement and grievance handling.

·      Experience working with HRMS / HR digital platforms and HR reporting.

·      Good stakeholder management and communication skills.

·      Ability to independently manage HR activities in a mid-sized organisation.

·      Should be comfortable working across both operational and employee-facing HR responsibilities.

Key Search Keywords:

HR Operations | HRBP | HR Generalist | Employee Lifecycle | Payroll | HRMS | Employee Engagement | Employee Relations | HR Compliance | PF | ESI | Gratuity | Insurance | POSH | Performance Management | L&D | R&R | HR MIS | IT Services

Human Resources Executive

Location: Mumbai, Maharashtra, India

Experience: 1–2 Years

About the Role

We are looking for a proactive and detail-oriented HR Executive with 1–2 years of experience, primarily in recruitment along with exposure to HR operations. The role will involve handling end-to-end recruitment while supporting core HR functions such as payroll, compliance, and employee lifecycle management.

Job Posting for Local Mumbai Applicants Only

Immediate Joiners Preferred

Key Responsibilities

Recruitment:

● Manage end-to-end recruitment (sourcing to offer rollout)

● Screen candidates and coordinate interviews with hiring managers

● Maintain recruitment trackers and provide regular hiring updates

● Understand hiring requirements and assist in workforce planning

Human Resources Operations:

● Assist in onboarding and employee documentation

● Support payroll inputs, CTC structuring, and offer rollouts

● Ensure smooth employee lifecycle management (joining to exit)

● Maintain employee records and HR databases

Compliance & Payroll:

● Support statutory compliance (PF, ESIC, PT, TDS, Bonus Act, Labour Welfare Fund,

etc.)

● Assist in payroll coordination and validation

● Ensure adherence to company policies and labour laws

Administration:

● Coordinate with vendors and support office administration tasks

● Assist in maintaining office infrastructure and records

● Support documentation related to legal and regulatory compliance

Required Skills & Qualifications

● Any graduate

● 1–2 years of experience in recruitment and HR operations

● Basic understanding of payroll and statutory compliance

● Proficiency in Microsoft Excel

● Good communication and stakeholder management skills

● Ability to multitask and work in a fast-paced environment

Why Join Big Rattle?

Big Rattle Technologies specializes in developing Mobile and Web applications, serving Fortune 5000 clients across industries like FMCG, Banking, Ecommerce, and more. We are ISO 27001:2022 certified.

Benefits include:

● Healthcare coverage

● Certification fee reimbursements

● 5-day work week

● Work from office

What You Will Gain

● Hands-on experience in end-to-end recruitment and HR operations

● Exposure to payroll, compliance, and HR processes

● Opportunities to contribute to HR initiatives and grow into larger roles

● Involvement in decision-making and process improvements.

We are Hiring for Human Resource Lead – Jaipur

• Job Type: Full Time
• Location: Jaipur, Rajasthan
• Work Mode: Work from Office
• Shift: 10:30 AM to 7:30 PM IST | Days - Monday to Friday
• Reporting To: Senior Manager – HR

About the Role

We are looking for an experienced Human Resource Lead / HR Generalist Lead to independently manage and drive people related functions for our Jaipur office.

The ideal candidate will have strong experience across Talent Acquisition, HR Operations, Employee Engagement, Onboarding, Offboarding, Employee Relations, Compliance, and HR Process Management. This role requires someone who can work independently, partner closely with business leaders, and build a positive employee experience.

Key Responsibilities -

Talent Acquisition & Recruitment

• Own end-to-end recruitment for Engineering, Product, Sales, and Operations roles.
• Partner with hiring managers to understand requirements and create effective JDs and interview processes.
• Build talent pipelines through LinkedIn, job portals, employee referrals, campus partnerships, and relevant communities.
• Conduct initial candidate screening and coordinate complete interview processes.
• Manage candidate communication, feedback, offer negotiations, and offer closures.
• Track recruitment metrics including Time-to-Fill, Offer-to-Acceptance Ratio, Source Quality, and Pipeline Health.
• Proactively develop talent pools for recurring and critical positions.

Onboarding & Employee Experience

• Design and manage a structured onboarding process for new employees.
• Coordinate Day 1–5 onboarding covering company culture, tools, teams, policies, and role expectations.
• Coordinate with IT, Finance, and reporting managers to ensure employees are fully prepared before joining.
• Manage offer letters, NDAs, compliance documentation, and benefits-related documentation.
• Implement 30/60/90-day employee check-ins.
• Gather onboarding feedback and continuously improve the joining experience.

Offboarding & Exit Management

• Manage the complete employee exit process from resignation through final settlement.
• Conduct structured exit interviews and identify key trends.
• Coordinate with IT and Finance for asset recovery, access revocation, and Full & Final settlement.
• Ensure all exit documentation and compliance requirements are completed.
• Maintain a positive employee experience throughout the exit process.

Employee Engagement & Culture

• Drive employee engagement initiatives, team activities, recognition programs, town halls, and celebrations.
• Promote organizational values and a positive workplace culture.
• Conduct pulse surveys and eNPS initiatives and convert feedback into actionable improvements.
• Act as a trusted HR partner for employees and managers.
• Support diversity, inclusion, and employee well-being initiatives.
• Collaborate with the central HR/People team on company-wide initiatives.

HR Operations & Compliance

• Maintain accurate employee records, HRIS data, and personnel documentation.
• Manage attendance, leave, and payroll inputs in coordination with Finance.
• Ensure compliance with applicable labor laws and statutory requirements including PF, ESIC, and Gratuity.
• Handle employee grievances, performance-related discussions, and HR policy queries.
• Continuously improve HR processes, policies, documentation, and internal HR knowledge resources.

Required Skills & Qualifications

Must Have:

• 6–7 years of progressive HR experience, including at least 1 year in a standalone or HR Lead capacity.
• Strong end-to-end recruitment experience across technical and non-technical roles.
• Experience independently managing onboarding and offboarding processes.
• Strong interpersonal and communication skills.
• Ability to build trust and maintain confidentiality while handling employee matters.
• Strong organizational and multitasking skills.
• Working knowledge of Indian labour laws, statutory compliance, and HR best practices.
• Experience with HRIS, ATS, Google Workspace, and/or Microsoft Office.

Good to Have:

• Experience in a B2B SaaS, technology startup, or high-growth organization.
• Experience setting up or scaling HR processes for a new office/location.
• Exposure to HRIS/ATS platforms such as Keka, Darwinbox, Greenhouse, Lever, or similar tools.
• Experience with employer branding and employee engagement initiatives.
• MBA/PGDM in HR or relevant professional certification.

Interested candidates can apply with their updated CV.

Key Responsibilities – HR Operations (70%)

• Manage day-to-day HR operations, employee records, documentation, and HR databases. • Handle employee onboarding and exit formalities, including documentation, induction coordination, and clearance processes. • Maintain and update employee files, attendance, leave records, and other HR trackers. • Coordinate with employees and internal teams on HR-related queries and ensure timely resolution. • Support payroll inputs by coordinating attendance, leave, incentives, and other relevant employee data with the concerned team. • Assist in implementing and maintaining HR policies, processes, and internal guidelines. • Prepare HR reports, MIS, trackers, and dashboards as required by management. • Coordinate employee engagement activities, internal communications, and HR initiatives. • Support performance management processes, appraisal documentation, and confirmation formalities. • Ensure HR documentation and processes are accurate, organized, and maintained with confidentiality.

Key Responsibilities – Recruitment (30%)

• Understand hiring requirements and coordinate with hiring managers to close open positions. • Source candidates through job portals, LinkedIn, referrals, databases, and other relevant channels. • Screen resumes and conduct initial telephonic/virtual screening of candidates. • Evaluate candidates based on communication skills, experience, qualifications, and role fit. • Schedule interviews and coordinate between candidates and interview panels. • Maintain recruitment trackers and provide regular updates on the hiring pipeline. • Follow up with selected candidates, manage offer-related coordination, and support joining formalities.• Build and maintain a relevant candidate pipeline for current and future STEM learning/education roles.

Key Responsibilities – HR Operations (70%)

• Manage day-to-day HR operations, employee records, documentation, and HR databases. • Handle employee onboarding and exit formalities, including documentation, induction coordination, and clearance processes. • Maintain and update employee files, attendance, leave records, and other HR trackers. • Coordinate with employees and internal teams on HR-related queries and ensure timely resolution. • Support payroll inputs by coordinating attendance, leave, incentives, and other relevant employee data with the concerned team. • Assist in implementing and maintaining HR policies, processes, and internal guidelines. • Prepare HR reports, MIS, trackers, and dashboards as required by management. • Coordinate employee engagement activities, internal communications, and HR initiatives. • Support performance management processes, appraisal documentation, and confirmation formalities. • Ensure HR documentation and processes are accurate, organized, and maintained with confidentiality.

.Key Responsibilities – Recruitment (30%)

• Understand hiring requirements and coordinate with hiring managers to close open positions. • Source candidates through job portals, LinkedIn, referrals, databases, and other relevant channels. • Screen resumes and conduct initial telephonic/virtual screening of candidates. • Evaluate candidates based on communication skills, experience, qualifications, and role fit. • Schedule interviews and coordinate between candidates and interview panels. • Maintain recruitment trackers and provide regular updates on the hiring pipeline. • Follow up with selected candidates, manage offer-related coordination, and support joining formalities.• Build and maintain a relevant candidate pipeline for current and future STEM learning/education roles.

Key Responsibilities

1. HR Strategy & Leadership

Develop and implement HR strategies aligned with organizational objectives and business plans.

Lead the HR function across corporate and operational locations.

Establish HR frameworks, policies, processes, and governance mechanisms.

Partner with senior management on workforce planning and organizational development.

Provide strategic HR advice to business leaders and management.

2. Workforce Planning & Organization Structure

Develop annual manpower plans in coordination with business heads.

Analyse workforce requirements based on business growth, operational requirements, and productivity.

Support organization structure development, role clarity, and manpower optimization.

Monitor headcount, manpower costs, vacancies, and workforce productivity.

3. Talent Acquisition & Workforce Development

Lead the overall talent acquisition strategy for corporate and operational positions.

Ensure timely hiring of critical and business-essential positions.

Establish recruitment standards, interview processes, and selection frameworks.

Build talent pipelines for critical positions.

Develop succession planning and internal mobility initiatives.

4. HR Operations

Oversee end-to-end HR operations across the organization.

Ensure effective implementation of employee lifecycle processes.

Establish standardized HR processes across all locations.

Monitor HR service delivery and resolve escalated employee issues.

Ensure accuracy and confidentiality of employee information and HR records.

5. Employee Relations & Industrial Relations

Provide leadership on employee relations and complex workplace matters.

Handle escalated grievances, disciplinary cases, misconduct, and employee disputes.

Establish appropriate disciplinary and grievance-handling mechanisms.

Ensure consistent and fair implementation of HR policies across locations.

Support management in maintaining a positive and productive work environment.

6. Performance Management

Lead the organization's performance management framework.

Establish KRAs/KPIs and performance evaluation processes.

Drive annual performance appraisal and review cycles.

Identify high-potential employees and critical talent.

Implement Performance Improvement Plans (PIPs) where required.

Support succession planning for key positions.

7. Learning & Development

Identify organization-wide learning and development requirements.

Develop annual training and capability-building plans.

Oversee leadership development, functional training, compliance training, and behavioral programs.

Monitor training effectiveness and employee development outcomes.

8. Compensation & Benefits

Work with management to develop and review compensation structures.

Conduct market benchmarking and internal pay analysis.

Support annual increment, promotion, and incentive processes.

Review employee benefits and welfare initiatives.

Ensure appropriate controls over manpower costs and employee-related expenses.

9. HR Compliance & Governance

Ensure compliance with applicable labour laws and statutory requirements.

Oversee PF, ESIC, gratuity, bonus, leave, wages, POSH, and other applicable compliance areas.

Establish HR compliance calendars, audits, and monitoring mechanisms.

Coordinate with legal advisors and external consultants on employment-related matters.

Ensure proper documentation and governance of HR processes.

10. HR MIS, Analytics & Management Reporting

Establish HR dashboards and management reporting systems.

Monitor headcount, attrition, hiring, absenteeism, manpower cost, productivity, and employee engagement.

Present periodic HR reports and insights to senior management.

Use HR data and analytics to identify trends and support business decisions.

11. Employee Engagement & Culture

Develop and implement employee engagement initiatives.

Promote organizational values, culture, and employee-centric practices.

Conduct employee feedback and engagement surveys.

Develop initiatives to improve employee experience and retention.

12. Policy & Process Development

Review and update HR policies, manuals, SOPs, and guidelines.

Ensure consistency and standardization of HR practices across locations.

Identify opportunities for HR process automation and digitalization.

Drive continuous improvement within the HR function.

13. Leadership & Stakeholder Management

Act as a strategic HR partner to business and functional leaders.

Lead and mentor the HR team.

Establish clear goals and performance expectations for HR team members.

Coordinate with Finance, Operations, Administration, Legal, and other functions.

Represent HR in management meetings and strategic discussions.

Role: Human Resources - Other

Industry Type: Aviation

Department: Human Resources

Employment Type: Full Time, Permanent

Role Category: Human Resources - Other

Education

PG: MBA/PGDM in HR/Industrial Relations, General Management

Job Description

Sr. HR Executive

Experience: 5+yrs

Working day: 6 days

Job Summary:

We are seeking a detail-oriented and proactive HR Executive to manage recruitment and

core HR operations. The role involves handling the complete employee lifecycle while

ensuring smooth HR processes and compliance.

Key Responsibilities:

● Manage end-to-end recruitment, including job description creation, job postings on

various portals, resume screening, and conducting initial interviews

● Oversee the employee lifecycle, including onboarding and exit formalities

● Conduct document and background verification (BGV)

● Handle payroll coordination, including salary processing inputs and TDS

calculations

● Prepare and issue official HR documents such as offer letters, appraisal letters,

promotion letters, and other required communications

● Maintain and update employee records, including attendance and leave trackers

● Address employee queries and ensure timely resolution

● Conduct regular employee feedback and support engagement initiatives

● Ensure confidentiality and proper management of all employee and company

documents

● Prepare and share salary slips with employees in a timely manner

Requirements:

● Bachelor’s degree in HR or a related field

● 5+ years of experience in HR operations and recruitment

● Working knowledge of payroll processes and TDS

● Strong communication and interpersonal skills.

● Ability to handle sensitive information with confidentiality.

● Proficiency in MS Office and hiring platforms.

Role Purpose

The HR Officer will support end-to-end HR operations by ensuring smooth recruitment coordination, employee lifecycle management, statutory compliance, HRMS administration, and employee services while maintaining high standards of accuracy and responsiveness.

Key Responsibilities

Recruitment & Onboarding

• Coordinate recruitment activities, including interview scheduling and candidate communication.
• Manage offer generation, joining formalities, and induction coordination.
• Ensure seamless onboarding and documentation for new employees.

HR Operations

• Maintain employee records and personnel files.
• Update and manage HRMS data accurately.
• Administer attendance, leave, and employee movement records.
• Coordinate probation, confirmation, transfers, and separations.

Employee Services

• Address employee queries related to HR policies and procedures.
• Support employee engagement and welfare initiatives.
• Maintain confidentiality of employee information.

Compliance

• Maintain statutory records and documentation.
• Support labour law compliance and internal/external audits.
• Coordinate background verification and document verification.

Exit Management

• Coordinate resignation, clearance, exit interviews, and full-and-final settlement documentation.
• Ensure timely completion of exit formalities.

MIS & Reporting

• Prepare HR reports and dashboards.
• Maintain recruitment, attendance, leave, and employee data.
• Support HR metrics and analytics.

Skills Required

• MS Excel (Advanced preferred)
• HRIS / HRMS
• Basic Labour Law Knowledge
• Documentation & Record Management
• Communication Skills
• Time Management
• Attention to Detail
• Customer Service Orientation

Qualification

• Graduate with MBA/PGDM in HR.

Key Performance Indicators (KPIs)

• Joining Turnaround Time (TAT)
• Offer-to-Joining Ratio
• HR Documentation Accuracy
• Employee Query Resolution Time
• Attendance & Leave Data Accuracy
• HRMS Data Accuracy
• Statutory Compliance Score
• Recruitment Coordination Timeliness