Job description Screening & sourcing resumes through Job portals Interview Scheduling Any Graduate Freshers ONLY FEMALE CANDIDATES Shift: Dayshift Proficiency in MS office. Interested call HR 9606030557 Required Candidate profile Maintaining good relationships with candidates. Positive attitude and excellent rapport building are the traits for the right candidate. Excellent Communication Skills Role: IT Recruiter Industry Type: IT Services & Consulting Department: Human Resources Employment Type: Full Time, Permanent Role Category: Recruitment & Talent Acquisition Education UG: Any Graduate Key Skills Skills highlighted with ‘‘ are preferred keyskills HiringHRCommunication Skillsfresher BPOIT RecruitmentrecruiteradminSourcingSales CoordinationMBAOffice CoordinationRecruitmentTalent AcquisitionSourcing ProfilesScreeningHR Assistancehuman resoureMISBack Office SupporttelecallingITES

Job description Note - Only candidates with experience corporate HR function from NBFC, Microfinance, Loan Business experience are requested to apply. We are looking for Immediate joiners with 30 days or less notice period. Role & responsibilities The incumbent should have experience in Talent acquisition in a complete HRBP role with organizations catering to NBFC, micro finance and Small Finance Banks; Prior experience in Head hunting, People management, Leadership Hiring, on boarding and exit management is mandatory. Compliance, Training & Development, Organizational development functions experience is desired but not mandatory. We are a NBFC who specialise in lending for small and medium enterprises with a robust workforce who rate us as an employer of choice. Preferred candidate profile Minimum 9+ years of overall experience in TA & Talent Management function for a high-volume sales-oriented organization in BFSI Segment. The role requires someone who is adept at strategy as well as hands on approach. The role shall require an individual who has experience in headhunting very senior roles up to C-Suite. Prior experience in market mapping and good understanding of the various roles in financial domain will be an advantage. Perks and benefits CTC and perks shall not be a constraint for the deserving candidate. Role: Human Resources - Other Industry Type: NBFC Department: Human Resources Employment Type: Full Time, Permanent Role Category: Human Resources - Other Education UG: Any Graduate Key Skills Skills highlighted with ‘‘ are preferred keyskills Business PartneringTalent AcquisitionNBFCLeadership HiringHead Hunting Inductionpeople managementWeb TechnologiesMS OfficeOnboardingSales HRStrategic HREmployee EngagementBusiness HREmployee RetentionHR AnalyticsTalent Development

Job description Role & responsibilities As a Business Analyst in the HR team, you will play a crucial role in managing confidential HRIS data, analyzing compensation structures, and ensuring accurate incentive and variable pay calculations. You will be responsible for generating key HR reports on a cyclical basis, providing data-driven insights to improve workforce planning and decision-making. Handle and analyze confidential HRIS data with precision. Calculate incentives and variable pay based on defined parameters. Develop and maintain HR dashboards and cyclical reports to drive business decisions. Ensure data accuracy and integrity in HR-related financial calculations. Provide actionable insights through data visualization and analytics. Collaborate with stakeholders to improve workforce metrics and trends. If this opportunity aligns with your interests and experience, you may apply by sending your resume to surjish.suresh@livspace.com. Role: Human Resources - Other Industry Type: Architecture / Interior Design Department: Human Resources Employment Type: Full Time, Permanent Role Category: Human Resources - Other Education UG: Any Graduate PG: Any Postgraduate Key Skills Skills highlighted with ‘‘ are preferred keyskills Google SheetsFormulasAdvanced ExcelAdvance SqlHR Analytics Pivot TableBusiness AnalyticsData AnalysisDashboardsSQL

Job description The HR Shared Services Global Process Owner (GPO) will focus on the following Hire to retire processes: Compensation (Long-term Short-term incentives, merit) etc. Benefits administration (Global Local). The GPO will drive as-is process review / discovery, measurement, improvement opportunity identification, to-be design, lead solution design for transition to shared services and emplace process governance. REQUIRED SKILLS: Minimum 4 to 6 years experience in HR consulting and/or shared services operations, demonstrable and proven expertise in compensation benefits processes with strong experience in benefits administration preferred. Global experience in transformation and process design work preferable with Oracle HCM system. Prior experience as GPO in focus areas an advantage. Process knowledge, process mapping experience and subject matter expertise. Program and project management experience required. Formal continuous improvement (e.g. Lean / Six Sigma) desirable. Experience using process mapping tools such as Microsoft Visio. Strong data analytics and excel skills for process analysis is a must. A bachelor s degree in a human resources or business-related field. Graduate degree desirable in a related field preferred. PREFERRED SKILLS: Business acumen and appreciating how a single change in a process can have a wide impact, and, conversely, how one change in the business can affect a particular process, is essential. Ability to think strategically while maintaining a strong sense of service delivery awareness. Strong facilitation and stakeholder management skills. Confident presenter for all audience types. Ability to manage competing initiatives. Effective interpersonal, verbal and written communication skills. Ability to multi-task, be self-managed and meet critical deadlines with limited supervision. #LI-AG1 Process Design, Documentation and Governance Define the L1 - L4 process taxonomy, map the process (L4 activities / L5 tasks), identify key areas for improvement including automations, implement improvement initiatives, and monitor and measure these initiatives with HRSS CI team. Build best-in-class, standardized processes and develop supporting process documents: process maps, standard operating procedures, process analytics business case. Work with KM team to develop HR knowledge articles to communicate process changes and strengthen process knowledge for HR community, managers and employees. Build and maintain partnerships with HR and Technology partners and be recognized within and across the HR function as the go-to expert and owner of process - no process change happens without the GPO s engagement. Provide HR process solution design for shared service migrations and migration support. Monitor user compliance; tracking where, and how well, the required process is being followed by the users. Support in any system implementation / enhancement initiatives to the extent impacting HR processes. Establish and sustain process change control for all HR processes. Process analysis and metrics Conduct robust process analysis (activity data collection - volume, time-spend, cycle time, headcount, FTE ratios). Work with shared services team to benchmark and set operational SLAs and KPIs. Process optimization (collaboration with HRSS CI) Collaborate with HRSS CI specialist to: Develop pipeline of process related improvements and opportunities with focus on leaner processes, reducing process costs, increasing efficiency, enhancing the user experience and drive better business outcomes. Conduct adequate and timely root cause analysis to understand problem drivers and implementation of necessary corrections and/or changes. Execute process optimisation initiatives, including driving process automation and RPA initiatives, working in collaboration with Technology and CI teams. Build business cases to quantify the cost and value of process opportunities and advocate for funding as necessary. Role: Shared Services Industry Type: Oil & Gas Department: Human Resources Employment Type: Full Time, Permanent Role

Job description TriNet is a leading provider of comprehensive human resources solutions for small to midsize businesses (SMBs). We enhance business productivity by enabling our clients to outsource their HR function to one strategic partner and allowing them to focus on operating and growing their core businesses. Our full-service HR solutions include features such as payroll processing, human capital consulting, employment law compliance and employee benefits, including health insurance, retirement plans and workers compensation insurance. TriNet has a nationwide presence and an experienced executive team. Our stock is publicly traded on the NYSE under the ticker symbol TNET. If you re passionate about innovation and making an impact on the large SMB market, come join us as we power our clients business success with extraordinary HR. Dont meet every single requirementStudies have shown that many potential applicants discourage themselves from applying to jobs unless they meet every single requirement. TriNet always strives to hire the most qualified candidate for a particular role, ensuring we deliver outstanding results for our small and medium-size customers. So if youre excited about this role but your past experience doesnt align perfectly with every single qualification in the job description, nobody s perfect - and we encourage you to apply. You may just be the right candidate for this or other roles. JOB SUMMARY The Accounting Manager applies GAAP in performing account reconciliations, analyzing financial transaction, preparing journal entries, and preparing financial reports. The Accounting Manager utilizes their experience handling more complicated accounting issues and difficult reconciliations based on complexity, number of transactions, or risk. This role will support initiatives and process improvements, lending experience and higher-level understanding of accounting processes. Assisting management, this position acts in a lead role in the oversight of complex projects and assisting in the direction/guidance of other accountants and review of staff work product. Essential Duties/Responsibilites Complete monthly financial close activities in complex areas within Accounting Consult with and review journal entries prepared by accountants. Reconcile and analyze complex balance sheet and income statement accounts. Lead and assist in multiple audits throughout the year, including financial statement audit, tax, GST, etc. Facilitate coordination of audit tasks, requests, and communications Assist in the implementation and ongoing operation and testing of SOX controls, ensuring that they function as intended. Assist in documenting internal processes/controls as well as developing improvements as appropriate. Prepare and review monthly balance sheet flux variances analyses for management reporting and quarterly for reviews and review of accountants explanations. Perform technical accounting research into complex accounting issues to determine the appropriate treatment and support assessment with ASC references. Maintain a general understanding of intercompany accounting and associated journal entries. Assist and support cross functional projects as necessary. Performs other duties as assigned Complies with all policies and standards QUALIFICATIONS Education Bachelors Degree in Accounting or Finance Masters Degree in Accounting, Business or Finance preferred Work Experience Typically 8+ years experience in a progressive accounting environment Experience in accounting with a public company and/or medium or larger public accounting firm with high volume transactions and a disciplined close process preferred Licenses and Certifications Certified Public Accountant (CPA)- preferred Chartered Accountant (CA)- preferred Knowledge, Skills and Abilities Excellent theoretical and practical grasp of GAAP. (Intermediate proficiency) Proficient understanding of US and Indian GAAP accounting principles. Working knowledge of Indian tax laws and Indian accounting standards Understanding of accounting processes and ERP systems. (Int

Job description Job Title: Senior HRBP Location: Hyderabad Department: Human Resources Reports To: Head of HR, APAC Why Celigo Celigo is a modern integration and automation platform (iPaaS) on a mission to simplify how companies integrate, automate, and optimize processes. Purpose-built for mission-critical processes, Celigo offers unique tools such as runtime AI and prebuilt integrations tailored to resolve the biggest integration challenges, making Celigo incomparably easier to maintain. Celigo is seeking a strategic and employee-centric Senior HR Business Partner who will work closely with leadership to drive key people programs, enhance employee experience, and contribute to the overall success of our teams. You ll partner with executives and business leaders to align HR strategies with business goals, while also driving initiatives around onboarding, performance reviews, and engagement. The right candidate will drive impactful programs that enhance engagement, fuel our connected and collaborative culture, and support hybrid and remote populations. By embodying our core values they will play a critical role in shaping a culture where employees feel valued and empowered to thrive.This position requires on-site presence couple times per week. Role Overview As a Senior HR Business Partner, you will act as a strategic advisor and thought partner to senior leaders across key functions. This role requires someone who thrives in a high-growth, fast-paced product environment and is equally adept at driving people strategy and delivering hands-on HR solutions. You will be instrumental in shaping the company s culture, building leadership capability, and ensuring the alignment of HR initiatives with business goals. You will work closely with cross-functional teams including Talent Acquisition, LD, Total Rewards, and Finance to build an agile, high-performing, and engaged workforce. If youre a proactive, solution-oriented HR professional who brings structure, clarity, and innovation to the table this role is for you. Key Responsibilities: Strategic HR Partnership Partner with business leaders to provide strategic guidance on organization design, workforce planning, and succession management aligned with business needs. Influence key decisions related to talent strategy, team structure, and performance enablement. Guide leadership through change management and transformation efforts during scale-up and growth phases. Employee Lifecycle Ownership Oversee the entire employee lifecycle from onboarding to offboarding ensuring a consistent, high-quality employee experience. Drive performance management processes, including calibration, feedback, promotions, and developmental planning. Partner with Business teams to build LD programs for manager capability and learning interventions that drive business outcomes. Culture, Engagement Experience Champion a connected and inclusive work culture across hybrid and remote teams. Use data (HR Metrics, engagement surveys, retention trends, exit feedback) to continuously improve people programs and employee morale. Design and implement initiatives focused on recognition, career development, employee listening, and belonging. People Operations Compliance Collaborate with HR operations and Total Rewards teams to support policies, compensation planning, and compliance. Ensure seamless integration between HR programs and business operations. Manage sensitive employee relations issues with discretion and fairness. Program Management Enablement Lead or co-lead large-scale programs (e.g., DEI, onboarding redesign, leadership bootcamps, talent mobility). Work with vendors and partners to deliver effective people-centric solutions. Track and report success metrics for all major programs and initiatives. Skills Qualifications: 12+ years of progressive HR experience, ideally in product-based, global organizations. Proven success in building business-aligned HR strategies with tangible impact. Strong stakeholder management skills with the ability to influence at all levels. High comfort with ambiguity and s

Job description Role & responsibilities Recruitment and Staffing: a. Develop and implement recruitment strategies to attract top talent. b. Manage the full recruitment cycle, including job postings, screening, interviewing, and on boarding. c. Collaborate with department heads to understand staffing needs and requirements. HR Operation Leave Management, Employee Attendance, Payroll in HRMS software , employee MIS Employee Relations a. Foster a positive work environment through effective communication and conflict resolution. b. Address employee concerns and grievances promptly and fairly. c. Organize team-building activities and employee engagement programs. Performance Management a. Implement performance appraisal systems and ensure regular feedback. b. Develop and monitor employee performance improvement plans. c. Provide coaching and support to managers on performance-related issues. Training and Development a. Identify training needs and coordinate professional development programs. b. Facilitate workshops and training sessions to enhance employee skills. Compliance and Policy Management: a. Ensure compliance with labor laws and regulations. b. Develop, update, and enforce company policies and procedures. c. Conduct regular audits to ensure adherence to HR policies. Compensation and Benefits: a. Oversee payroll processing and benefits administration. b. Conduct salary bench marking and manage compensation structures. c. Ensure competitive and fair compensation practices. Preferred candidate profile MBA ( HR ) or PG Diploma in Human Resources Proven experience as an HR Manager or similar role, preferably in the financial services industry. Strong knowledge of HR practices, labor laws, and regulations. Excellent communication, interpersonal, and leadership skills. Ability to handle sensitive and confidential information with discretion. Proficiency in HR software and Microsoft Office Suite. Candidates in between 8 to 25 years of HR Experience can apply for the position. IMMEDIATE JOINING Role: Human Resources - Other Industry Type: Financial Services (Asset Management) Department: Human Resources Employment Type: Full Time, Permanent Role Category: Human Resources - Other Education PG: MBA/PGDM in HR/Industrial Relations Key Skills Skills highlighted with ‘‘ are preferred keyskills Recruitment & staffingHR Operations Compliance ManagementEmployee RelationsPerformance Management

Job description Job Summary: We are looking for an experienced Corporate HR Manager to lead and manage all aspects of human resources practices and processes within our organization. The ideal candidate will develop HR strategies aligned with business goals, oversee recruitment, employee relations, performance management, and ensure compliance with labor laws. Key Responsibilities: Develop and implement HR strategies and initiatives aligned with the overall business strategy. Manage the recruitment and selection process to attract, hire, and retain top talent. Oversee onboarding, training, and development programs to enhance employee skills and performance. Maintain and improve employee relations by addressing grievances and resolving conflicts promptly. Manage performance appraisal systems to drive high performance and employee engagement. Ensure compliance with labor laws, regulations, and company policies. Develop and manage compensation, benefits, and reward programs. Foster a positive workplace culture that promotes diversity, equity, and inclusion. Prepare and manage HR budgets and reports for senior management. Lead HR projects and initiatives that enhance organizational effectiveness. Collaborate with department heads to understand HR needs and support business objectives. Role: Head - HRBP Industry Type: Medical Devices & Equipment Department: Human Resources Employment Type: Full Time, Permanent Role Category: HR Operations Education UG: Any Graduate PG: MBA/PGDM in Any Specialization Doctorate: Doctorate Not Required Key Skills Skills highlighted with ‘‘ are preferred keyskills Human Resource HR planningCompliancerecruitmentTalent acquisition & ManagementHR policies

Job description Experience -5+ years in HR, including 2+ years in a managerial role Job Summary: The HR Manager will oversee recruitment, employee relations, performance management, compliance, training, compensation, and fostering a positive workplace culture, ensuring alignment with organizational goals. Key Responsibilities: 1. Recruitment & Onboarding: Manage end-to-end hiring, onboarding, and ensure a smooth integration for new hires. 2. Employee Relations: Address grievances, promote engagement, and maintain a positive work environment. 3. Performance Management: Implement evaluation processes, coach managers, and support employee growth. 4. Training & Development: Identify training needs and coordinate skill enhancement programs. 5. Compensation & Benefits: Oversee payroll, benefits, and salary reviews to ensure competitiveness. 6. Compliance & Policies: Ensure adherence to labor laws, maintain records, and update HR policies. 7. Workplace Culture: Promote inclusivity, employee engagement, and team-building activities. 8. HR Reporting: Track metrics and prepare reports for management. Qualifications: Education: Bachelors in HR or related field (Masters/HR certification is a plus). Skills: Strong knowledge of HR practices, labor laws, conflict resolution, and proficiency in HR software and MS Office. Other: Excellent communication, problem-solving, and decision-making skills. Mandatory Key Skills HR Management,Training & Development,Performance Management,Compensation & Benefits,labor laws,Recruitment*,Onboarding*,Employee Relations*,HR Reporting*,HR* Role: Head - HRBP Industry Type: IT Services & Consulting Department: Human Resources Employment Type: Full Time, Permanent Role Category: HR Operations Education UG: Any Graduate PG: Any Postgraduate Doctorate: Doctorate Not Required Key Skills Skills highlighted with ‘‘ are preferred keyskills Recruitment HR ReportingHR ManagementEmployee RelationsPerformance ManagementTraining & DevelopmentOnboarding

Job description Onboarding, HR manages employee compensation, including salaries, wages, and benefits, ensuring fairness and competitiveness. Exit formalities F&F process.Leave attendace management. HR - Responsibilities: 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. Role: Human Resources - Other Industry Type: E-Learning / EdTech Department: Human Resources Employment Type: Full Time, Permanent Role Category: Human Resources - Other Education UG: Any Graduate PG: Any Postgraduate Doctorate: Doctorate Not Required Key Skills Skills highlighted with ‘‘ are preferred keyskills Onboarding Online Platformsjob boardspayroll managementHRnetworkingsocial mediaLeave attendance management