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HRBP & Talent Acquisition

ixigo
Gurugram, IND
Full-time
Junior · 2–5 years experience
Onsite
Discovered 1 weeks ago

Full Job Posting

Qualifications

  • Experience: 2–5 years of hands-on experience in Talent Acquisition and/or HRBP roles within high-growth tech, e-commerce, or consumer internet companies.
  • Core TA Skills: Proven track record of hiring across diverse technical and non-technical functions with strong headhunting and talent-mapping abilities.
  • Tech & AI Literacy: Hands-on exposure to modern HRIS systems, ATS tools, and AI-enabled sourcing/screening tools.
  • Business Acumen: Ability to understand business goals and translate them into actionable talent strategies.
  • Data-Driven Approach: Comfort working with HR metrics, analytics, and basic data visualization to draw actionable insights.
  • Soft Skills: Exceptional communication, stakeholder management, and problem-solving skills, with a strong bias for action and empathy.

Responsibilities

  • Talent Acquisition & Sourcing (50%)
  • End-to-End Recruitment: Own full-cycle recruitment for designated business units—sourcing, screening, interviewing, negotiating offers, and facilitating onboarding.
  • AI & Modern Sourcing: Leverage AI tools (LLM-based sourcing, automated resume screening, and smart candidate matching) to build strong talent pipelines and reduce time-to-hire.
  • Stakeholder Management: Partner closely with hiring managers and team leads to map talent requirements, craft job descriptions, and set clear expectations on timelines.
  • Employer Branding & Experience: Ensure a smooth, engaging, and professional experience for candidates at every stage of the hiring journey.
  • Employee Lifecycle Management: Manage the end-to-end employee lifecycle—onboarding, probation tracking, continuous performance checks, continuous engagement, and offboarding/exit interviews.
  • Business Partnership: Partner with line managers to understand team dynamics, address talent needs, and support org design and workforce planning.
  • Culture & Engagement: Actively drive pulse checks, skip-level interactions, and continuous feedback loops to maintain high employee morale and engagement.
  • Performance & Retention: Assist in performance management cycles, help line managers address performance gaps, and execute retention strategies to reduce attrition.
  • HR Data & Insights: Use HR data to track key metrics like attrition risk, recruitment SLAs, hiring quality, and candidate drop-offs.
  • HRIS & Compliance: Maintain accurate employee data on the HRIS platform and ensure compliance with internal guidelines and labor regulations.
  • Process Enablement: Continuously identify opportunities to automate repetitive HR workflows using modern tools and AI.

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