Human Resources

• Accurately process all employee changes within the HRIS (e.g., new hires, terminations, compensation updates, reporting line adjustments) • Manage the preparation and maintenance of comprehensive employee documentation and official personnel files • Serve as the initial point of contact for employees and managers via the HR Service Desk, addressing first-level inquiries • Manage the comprehensive, end-to-end processing of employee data within the HRIS • Conduct peer reviews of data entries to minimize administrative errors • Ensure the highest level of data accuracy and integrity across all HR systems • Identify opportunities for, and implement, process improvements and automation within administrative tasks to redesign and develop Standard Operating Procedures • Execute file audits and regular compliance reviews • Process employment verifications, including right-to-work checks, background verifications, and reference checks • Monitor and stay current on local labor law changes to support necessary policy updates • Ensure all HR documentation is current and compliant with regulatory requirements • Oversee the complete benefits administration cycle, including invoice processing and reconciliation • Act as the primary liaison with benefit providers to investigate and resolve discrepancies • Provide support to complex employee benefit-related inquiries • Generate essential, recurring HR reports, such as headcount, turnover, and absence data • Prepare detailed dashboards and structured reports for management review • Deliver accurate and timely data to internal stakeholders across the organization • Provide essential administrative and coordination support to various HR projects • Ensure all assigned project tasks are completed efficiently and within designated deadlines • Actively participate in HR projects by contributing relevant data and insights • Attend project calls and successfully deliver assigned project milestones.

HR Administrator

• Design, build, and maintain dashboards and reports to deliver actionable workforce insights
• Analyze trends across hiring, attrition, performance, and engagement to inform talent decisions
• Translate data into meaningful insights that help drive business outcomes
• Partner with front-line leadership, T&C BPs, and Centers of Excellence (COEs) to support talent initiatives
• Support core T&C programs through reporting, email reminders, and general program execution to ensure a smooth rollout (performance management, talent reviews, workforce planning)
• Help standardize reporting and processes to improve efficiency and scalability
• Contribute to continuous improvement initiatives across T&C
• Leverage AI and analytics tools to enhance reporting and automate manual processes
• Explore new tools and methods to improve how T&C delivers value
• Support innovation efforts to modernize HR through data and technology

Human Resources Graduate Trainee

• Execute alignment-driven hiring and reject skilled but misaligned candidates
• Apply my direction (requirements, skills, evaluation criteria, sample questions) to hire efficiently
• Run interviews independently and evaluate: Skill depth, Thinking clarity, Ownership & accountability, Communication & instruction-following
• Submit evidence-based evaluation reports with a clear recommendation

Talent Evaluator – Partner

• Providing effective and proactive HR support service to employees and managers in North America
• Managing employee life cycle management (Hire to Retire)
• Coordinating queries on a case management tool
• Producing standard correspondence to employees & external parties
• Liaising with employees, line managers, and HR colleagues
• Supporting the People’s Hub team with ad-hoc projects
• Contributing to improvements within the department
• Other duties as requested by the HR Team Leader

HR Operations Analyst – Onboarding, 1 Year Contract to Hire

• Own end-to-end recruitment operations (requisition to offer / pre-boarding handoff) across supported entities.
• Act as operational SME for SuccessFactors Recruitment Management (RCM).
• Leverage Phenom to support candidate experience, talent attraction, and CRM workflows.
• Drive standardization, automation, and continuous improvement initiatives.
• Support transitions, scope expansions, and new customer/country onboarding.
• Serve as key interface for TA leaders, HR, and business stakeholders; manage escalations and service improvements.
• Manage and develop recruitment operations teams, including capacity planning, productivity, and capability building.
• Responsible for hiring, development, engagement and performance of team members.

Manager – HR Services

• Oversee end-to-end employee onboarding and orientation, ensuring timely completion of documentation and smooth integration into the organization
• Maintain accurate and up-to-date employee records in HRIS systems (e.g., Rippling), ensuring data integrity and compliance
• Administer payroll inputs, benefits, and leave management, coordinating with insurance brokers and ensuring accuracy
• Drive employee engagement initiatives, including milestone recognition programs and wellness activities, to foster a positive workplace culture
• Serve as the first point of contact for employee queries and grievances, providing timely resolution and support
• Serve as a culture champion, promoting organizational values, inclusion, and a collaborative environment
• Coordinate performance appraisal cycles, feedback processes, and employee engagement surveys to support continuous improvement
• Assist in training and development initiatives, including scheduling, logistics, and tracking participation
• Manage exit processes, including conducting exit interviews, preparing documentation, and ensuring smooth full-and-final settlements

HR Generalist

• Partner with business leaders across India and APAC, as well as stakeholders in the US and EMEA, to understand organisational priorities and translate them into strategic people plans.
• Provide day-to-day HR guidance on employee relations, performance management, restructuring, and organisational design
• Support leaders in driving engagement, capability building, and organisational effectiveness
• Act as a trusted advisor, balancing commercial needs with HR best practice
• Support with end-to-end recruitment delivery across India and selected APAC markets
• Partner with hiring managers to define role requirements, job descriptions, and hiring strategy
• Work closely with Talent Acquisition partners
• Drive diversity hiring and ensure compliance with organisational hiring standards and governance
• Monitor key recruitment metrics (time-to-fill, quality of hire, candidate experience) and take corrective action

HR Business Partner

• Manage and update employee records in the HRMS system
• Support end-to-end employee lifecycle processes – from onboarding to exit
• Assist in organizing employee documents and maintaining data accuracy
• Help with induction processes and coordination of joining formalities
• Provide support in offboarding documentation and exit formalities
• Assist with ad hoc HR tasks and projects as needed

Internship – Human Resources

• Partner with business and HR leaders to execute on a very contextual people strategy and a global talent management model
• Understand the business and propose changes to add value on people dimensions.
• Provide HR consulting and advisory to managers and leaders on improving leadership, team and organizational effectiveness through fair and consistent advice on HR programs, policies and other key people related decisions.
• Design and drive the engagement charter for the business.
• Proactively seek and drive data driven insights, conversations and decisions with the business leaders
• Work with business leaders and COEs (Rewards, OD, L&D, etc.) to evolve the design and operations of programs to meet current and/or future needs
• Drive a high performance culture through an effective implementation of the Performance management system.
• Own with business, people development and talent management strategies specific to the business context.
• Utilize total rewards principles including compensation & benefits to drive critical actions
• Partner with business leaders for proactive retention strategies.
• Design and drive short term to long term strategies for attrition control.
• Be the custodian of harboring and nurturing the mission, vision and values of Brillio
• In this role you will be responsible for managing the engagement at location

Lead, HR

• The India HR Compliance Senior Associate is responsible for ensuring adherence to Indian employment laws, statutory requirements, and internal HR policies across our India operations.
• This role focuses on managing employment-related compliance processes, supporting policy governance as well as the employee life cycle, and mitigating risk through proactive monitoring and advisory.
• The position partners with HR Compliance leadership, Talent Business Advisors, and key stakeholders to ensure compliant and consistent HR practices in alignment with central and state labor laws.
• Support compliance with key Indian labor law requirements, including but not limited to: Gratuity Act, Shops & Establishments Act (state-specific), POSH (Prevention of Sexual Harassment) Act, Leave-related statutory provisions, Severance and separation-related compliance.
• Update and communicate HR policies, procedures, and applicable Indian labor laws (central and state-specific) to employees, managers, and HR stakeholders.
• Drive compliance program execution, including POSH awareness, training coordination, documentation, and audit readiness across office locations.

Senior HR Compliance Associate

• Responsible for providing front line HR delivery to all FAI employees
• Support on recruitment, performance management, and employee relations
• Facilitate positive relationships between employees and management
• Improve work relationships, build morale and increase productivity

Senior Executive – Human Resource

• Support the execution of HR implementation and transformation projects for external clients
• Analyzing client needs to develop strategic workforce planning and talent management solutions
• Collaborating with clients to design and implement talent acquisition, development, and retention programs
• Utilizing analytical thinking to interpret workforce trends and inform strategic recommendations
• Developing and executing organizational development strategies to enhance employee engagement and effectiveness
• Applying statistical analysis and modeling to optimize workforce strategies and drive organizational success
• Guiding clients in aligning workforce strategies with business objectives through strategic human resource planning
• Supporting the implementation of human resources management systems to improve organizational performance
• Building meaningful client relationships to understand and anticipate their workforce needs
• Mentoring junior team members to foster career development and enhance team capabilities
• Embracing change and navigating complex situations to deliver quality client solutions

Senior Associate – HR Implementation

• Partner with local leaders, managers, and employees, aligning HR strategies with business objectives
• Drive employee engagement, manager effectiveness, and local/regional development
• Act as the HR site leader and collaborate with G&A functions
• Support Marketing with “best employer” surveys
• Identify needs, make recommendations and execute training for local populations
• Deliver New Manager Orientation and support performance management programs
• Act as primary point of contact for employee relations issues
• Participate in the M&A lifecycle, from reviewing HR-related documents to onboarding and integration
• Identify areas for process and program improvements and drive change

Senior Regional HR Business Partner

• Partner with business leaders to develop and implement HR strategies aligned with organizational goals and business priorities
• Serve as a trusted advisor to leadership teams on workforce planning, talent management, succession planning, and change management
• Provide strategic guidance on people-related decisions impacting business performance and employee engagement
• Coach and influence matrix managers on performance management, employee development, retention strategies, and leadership effectiveness
• Drive the performance management cycle including goal setting, mid-year reviews, year-end evaluations, calibration discussions, and development planning
• Ensure effective onboarding and integration experiences for new hires and leadership employees
• Partner with Talent Acquisition and business stakeholders to support hiring strategies and workforce requirements
• Collaborate with Learning & Development teams to identify capability gaps and implement targeted development initiatives
• Monitor employee engagement, morale, and retention trends and recommend actionable interventions
• Ensure consistent implementation of HR policies, processes, and programs across the business unit

Senior Manager, HRBP

• Act as the first-level escalation point for HR Services
• Responsible for accurate and timely resolution of L1 queries and requests
• Perform tasks of higher complexity as per defined standards with minimal supervision
• Independently handle day-to-day decision-making within scope
• Function as a Subject Matter Expert in the respective HR processes
• Execute processes accurately and within timelines as a hands-on processor whenever required

Executive – HR Services

• Analyse and propose solutions for requirements received from clients and Functional consultants
• Develop, document, and deliver solutions with utmost quality adhering to EY best practices
• Actively participate in entire life cycle of SAP HCM implementations like design, estimation, development, documentation, testing and take ownership wherever required
• Collaborate with experts, architects, and project managers to ensure highest standards of delivery within the stipulated timelines
• Drive improvements and innovations in development processes, methodologies, and technology
• Engage with the customers during different phases of product development to ensure success of the project

Senior SAP ABAP HR

• Strategic Talent Management professional to strengthen company culture, employee experience, and people strategies.
• Develop and implement talent management initiatives that align with organizational objectives and values.
• Work with marketing team on brand awareness.
• Track recruitment activity and budgets in the UK and support UK & US management hire.
• Provide accurate tracking activities via HRIS and Sharepoint.
• End to End Recruitment: Business Partnering with Hiring Managers, advising on job descriptions, advertisement content, manage job postings and interviews.
• Talent Strategy Development: Implement and evaluate talent management strategies.
• Data & Metrics: Utilize ATS and data analytics to monitor time-to-hire and report on hiring.
• Market Intelligence: Stay current on healthcare labor market trends and recruitment tech.
• Team Management: Lead, mentor, & develop a team of recruiters.

HR Operations

• Learn the art and science of recruiting. You will source candidates, conduct initial screenings, manage the interview pipeline, and help build our employer brand.
• Understand how HR drives business goals. You will assist with employee engagement initiatives, analyze attrition and performance data, and help resolve day-to-day employee queries.
• Help our people grow. You will support the onboarding of new hires, coordinate training sessions, and assist in designing content for employee upskilling programs.
• Master the foundations. You will get hands-on experience with HRIS data management, compliance tracking, and the employee lifecycle processes from hire to retire.
• Based on your performance, natural aptitude, and business needs, you will take full ownership of a permanent position within one of these specialized functions.

Human Resources Associate

• Partner with the Total Rewards team to deliver broad-based compensation support for the business, assisting senior team members with defined deliverables and timelines.
• Conduct or support moderate benchmarking, analysis, and calculations, including participation in external compensation surveys and job matching activities as needed.
• Prepare standard and ad-hoc reports, spreadsheets, charts, and presentations to enable compensation decision-making and routine program administration.
• Support the annual compensation review process, ensuring accurate inputs, validation, and smooth execution.
• Apply working knowledge of compensation fundamentals to complete assignments and respond to routine inquiries, escalating more complex items appropriately.
• Resolve a range compensation program issues using established policies and procedures, ensuring compliance and maintaining high-quality documentation.
• Collaborate with people partner, finance and business leaders and related teams to obtain, validate, and share compensation-related information as required.

Senior Compensation Specialist

• Maintain positive relationships between employees and the organization
• Resolve workplace conflicts effectively
• Design and implement HR policies to ensure compliance

See all jobs on JobTailor