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KEY RESPONSIBILITIES

Talent Acquisition & Consultant Management

- Manage day-to-day coordination with recruitment consultants/vendors — assign open roles, track profile submissions, and follow up on turnaround time (TAT).
- Partner with hiring managers to understand role requirements and brief consultants accordingly.
- Build and maintain recruitment dashboards to track consultant-wise performance,

pipeline status, and hiring funnel metrics (submissions, interviews, offers, joins).

- Screen and evaluate profiles shared by consultants; conduct first-level screening interviews where required.
- Coordinate interview schedules across hiring managers, panels, and consultants,

ensuring a smooth candidate experience.

- Drive timely follow-ups with consultants, candidates, and hiring managers to keep the pipeline moving without delays.
- Track and report key recruitment metrics (TAT, offer-to-join ratio, consultant performance) to stakeholders and leadership.

HR Business Partnering — Owning the Employee Lifecycle

- Own the entire employee lifecycle end-to-end — from offer roll-out and onboarding,

through engagement and day-to-day support, to exit and offboarding.

- Manage end-to-end onboarding for current joiners — documentation, induction, and a smooth first-day/first-week experience.
- Act as the first point of contact for employee queries and concerns; manage employee grievances with empathy, confidentiality, and timely resolution.
- Drive employee engagement initiatives and culture-building activities that keep a fast-growing team of engineers and scientists connected and motivated.




- Partner with business managers on day-to-day employee relations matters,

escalating sensitive issues appropriately.

- Manage the offboarding process, including exit interviews, full-and-final settlement coordination, and smooth knowledge transfer.
- Maintain accurate employee records and HRMS updates across the lifecycle —

onboarding, engagement, grievances, and exits.

- Support communication of HR policies and ensure adherence to onboarding, exit,

and other HR processes.

Required Skills & Experience

- Engineer with MBA in HR from a Tier 1 or Tier 2 institute
- 0–2 years of experience in recruitment/talent acquisition or HR operations; freshers with a strong aptitude are welcome to apply.
- Excellent verbal and written communication skills, with the ability to engage confidently with consultants, employees, and senior stakeholders.
- Strong stakeholder management skills — able to influence, follow up, and manage expectations across hiring managers, consultants, and leadership.
- Ability to thrive in a fast-paced, high-ownership environment with shifting priorities and tight timelines.
- Highly organized and detail-oriented, comfortable managing multiple open roles and employee cases simultaneously.
- Comfortable building and maintaining dashboards/trackers in Excel/Google Sheets.

Preferred Qualifications

- Prior exposure to managing recruitment vendors/consultants.
- Familiarity with ATS or HRMS tools.
- Experience or interest in Defence, Aerospace, Space Technology, Manufacturing,

or other regulated/engineering-heavy industries.

- An empathetic, discreet approach to handling employee grievances.

📌 HR Business Partnering based at Bangalore (Bengaluru)
🏢 Talent Leads Consultants
📍 Bengaluru