HR Business Partnering based at Bangalore

Talent Acquisition & Consultant Management 1. Manage day-to-day coordination with recruitment consultants/vendors assign open roles, track profile submissions, and follow up on turnaround time (TAT). 2. Partner with hiring managers to understand role requirements and brief consultants accordingly. 3. Build and maintain recruitment dashboards to track consultant-wise performance, pipeline status, and hiring funnel metrics (submissions, interviews, offers, joins). 4. Screen and evaluate profiles shared by consultants; conduct first-level screening interviews where required. 5. Coordinate interview schedules across hiring managers, panels, and consultants, ensuring a smooth candidate experience. 6. Drive timely follow-ups with consultants, candidates, and hiring managers to keep the pipeline moving without delays. 7. Track and report key recruitment metrics (TAT, offer-to-join ratio, consultant performance) to stakeholders and leadership. HR Business Partnering Owning the Employee Lifecycle 1. 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. 2. Manage end-to-end onboarding for new joiners documentation, induction, and a smooth first-day/first-week experience. 3. Act as the first point of contact for employee queries and concerns; manage employee grievances with empathy, confidentiality, and timely resolution. 4. Drive employee engagement initiatives and culture-building activities that keep a fast-growing team of engineers and scientists connected and motivated. 5. Partner with business managers on day-to-day employee relations matters, escalating sensitive issues appropriately. 6. Manage the offboarding process, including exit interviews, full-and-final settlement coordination, and smooth knowledge transfer. 7. Maintain accurate employee records and HRMS updates across the lifecycle onboarding, engagement, grievances, and exits. 8. Support communication of HR policies and ensure adherence to onboarding, exit, and other HR processes. Required Skills & Experience 1. Engineer with MBA in HR from a Tier 1 or Tier 2 institute 2. 02 years of experience in recruitment/talent acquisition or HR operations; freshers with a strong aptitude are welcome to apply. 3. Excellent verbal and written communication skills, with the ability to engage confidently with consultants, employees, and senior stakeholders. 4. Strong stakeholder management skills able to influence, follow up, and manage expectations across hiring managers, consultants, and leadership. 5. Ability to thrive in a fast-paced, high-ownership environment with shifting priorities and tight timelines. 6. Highly organized and detail-oriented, comfortable managing multiple open roles and employee cases simultaneously. 7. Comfortable building and maintaining dashboards/trackers in Excel/Google Sheets. Preferred Qualifications 1. Prior exposure to managing recruitment vendors/consultants. 2. Familiarity with ATS or HRMS tools. 3. Experience or interest in Defence, Aerospace, Space Technology, Manufacturing, or other regulated/engineering-heavy industries. 4. An empathetic, discreet approach to handling employee grievances.