A. Talent Acquisition (TA)

- Manage the end-to-end recruitment lifecycle, from understanding manpower requirements and sourcing candidates to screening, interviewing, offer management, and onboarding.
- Partner with hiring managers and business stakeholders to understand role requirements, define hiring priorities, and develop effective recruitment strategies.
- Source candidates through job portals, professional networks, employee referrals, social media, recruitment agencies, and other relevant channels.
- Build and maintain a strong talent pipeline for current and future business requirements across relevant functions.
- Conduct initial candidate screening and competency-based discussions to assess role fit, communication skills, and cultural alignment.
- Coordinate interviews with hiring managers and ensure a smooth, timely, and positive candidate experience throughout the recruitment process.
- Manage offer rollouts, salary discussions, offer acceptance, joining formalities, and pre-joining engagement to minimize offer dropouts.
- Track recruitment metrics such as time-to-hire, offer-to-join ratio, source effectiveness, and hiring progress.
- Maintain accurate recruitment trackers, candidate databases, and periodic hiring reports.
- Strengthen employer branding and support initiatives that position Bonito Designs as an employer of choice.

B. HR Business Partnering (HRBP)
- Act as a key HR point of contact for assigned business teams, building effective relationships with employees, managers, and business leaders.
- Understand business priorities and workforce requirements and align HR initiatives with organizational goals.
- Support manpower planning, organizational changes, and workforce productivity initiatives in collaboration with business stakeholders.
- Drive employee engagement initiatives, recognition programs, team connect activities, and employee communication initiatives.
- Partner with managers to address employee concerns, improve team effectiveness, and enhance employee satisfaction and retention.
- Support performance management processes, including goal setting,



performance reviews, feedback discussions, and performance improvement plans.
- Identify employee attrition trends and support retention strategies through exit analysis, stay conversations, and proactive interventions.
- Facilitate employee onboarding, induction, probation reviews, internal movements, and separation processes.
- Provide guidance to managers and employees on HR policies, processes, attendance, leave, workplace conduct, and employee-related matters.
- Support grievance handling, conflict resolution, and employee relations while ensuring fairness, confidentiality, and adherence to company policies.
- Conduct exit interviews, analyze feedback, and recommend actionable measures to improve the employee experience.
- Support learning and development initiatives by identifying training needs and coordinating relevant interventions.

C. HR Operations & Employee Lifecycle Management
- Maintain accurate employee records, HR trackers, personnel documentation, and employee lifecycle data.
- Coordinate joining formalities, background verification, documentation, induction, and employee confirmation processes.
- Ensure timely execution of HR processes and compliance with applicable employment laws and statutory requirements, in coordination with the relevant HR and payroll teams.
- Collaborate with payroll and finance teams to resolve employee queries related to attendance, leave, payroll inputs, and employee data.
- Assist in the implementation and communication of HR policies, standard operating procedures, and process improvements.
- Prepare periodic HR reports and dashboards covering headcount, attrition, hiring, employee engagement, and other relevant people metrics.

3.



Key Skills & Competencies
- Strong expertise in end-to-end Talent Acquisition and stakeholder management.
- Working knowledge of HR Business Partnering and employee lifecycle management.
- Excellent communication, interpersonal, negotiation, and influencing skills.
- Strong problem-solving, analytical, and decision-making abilities.
- Ability to manage multiple priorities and deliver within defined timelines.
- Sound understanding of employee engagement, performance management, and employee relations.
- Proficiency in MS Excel, HRMS platforms, recruitment tools, and HR reporting.
- High levels of ownership, integrity, confidentiality, and attention to detail.
- Ability to work in a quick-paced, collaborative, and performance-oriented environment.

4. Experience & Qualification
- 3–5 years of relevant experience in Human Resources, with hands-on exposure to both Talent Acquisition and HR Business Partnering.
- A bachelor's degree in Human Resources, Business Administration, or a related discipline; an MBA/PGDM in HR is preferred.
- Experience in a growth-oriented organization, consumer-facing business, interior design, retail, real estate, or a related industry would be an advantage.
- Demonstrated ability to manage recruitment deliverables while supporting employee engagement and HR initiatives.
- Experience working closely with business stakeholders and managing employee-related matters independently.

5. Key Success Metrics
- Timely closure of open positions and achievement of hiring targets.
- Improved offer-to-joining ratio and candidate experience.
- Quality of hire and effectiveness of recruitment channels.
- Employee engagement, retention, and reduction in avoidable attrition.
- Timely completion of performance reviews, probation reviews, and other HR processes.
- Effectiveness of stakeholder support and resolution of employee concerns.
- Accuracy of HR data, documentation, and reporting.
- Successful execution of HR initiatives aligned with business priorities.

📌 Human Resource (Hyderabad)
🏢 Bonito Designs
📍 Hyderabad