To build and strengthen the people environment of the organization by bringing together talent, employee experience, development, retention, and people governance.

a 30/60/90-day model) to track early risk signals and feed recurring gaps back into onboarding design.

Partner with managers using a root-cause-first approach to team-level challenges, diagnosing the actual driver behind an issue before designing a proportionate HR intervention.

Apply pattern analysis across performance, engagement, and attrition data, segmenting retention drivers into aspirational, managerial, role-design, and organizational categories to prioritize interventions with the most impact.

Own recruitment pipelines proactively, forecasting hiring needs against business growth and tracking pipeline health through defined metrics — stage-wise conversion, time-to-hire, recurring bottlenecks — to keep hiring predictable.

Lead Talent Acquisition using clear, calibrated evaluation criteria across interviewers and a consistent candidate experience, aligning every hire to long-term organizational needs.

Build HR frameworks and documentation using a minimum-viable-process principle, adding enough structure to ensure fairness and consistency,



and continuously benchmark employment practices, statutory requirements, and talent-market movement to translate external shifts into internal action.

Own every identified people gap from root-cause diagnosis through implementation and full closure

2+ years of hands-on HR experience with exposure across Talent Acquisition and people processes.

- Should have a master's degree in Management or Organizational Behaviour.
- Strong understanding of HR fundamentals, employment practices, and applicable statutory requirements.
- Practical awareness of talent-market conditions, compensation practices, hiring benchmarks, retention considerations, and evolving workplace expectations.
- Solid recruitment capability, including proactive sourcing, talent mapping, pipeline development, candidate assessment, and stakeholder coordination.
- Strong observation and people-understanding skills, with the ability to identify patterns that may not be immediately visible through formal feedback mechanisms.
- Ability to understand business context and translate it into practical people priorities and HR interventions.

📌 HR Advisor - immediate start (Pune)
🏢 UniAthena
📍 Pune