HRBP & Talent Acquisition

ixigo

full-time mid Gurgaon, India · More jobs in Gurugram, Haryana, India

This job comes from ixigo's own careers page (see the original posting). Apply here to keep track of it, then finish on ixigo's site.

Apply now Log in to apply

Prefer a full account with a password? Sign Up to Apply

Job Description

Role Overview

We are looking for a dynamic, agile, and tech-savvy Senior Executive – HRBP & TA to drive end-to-end talent acquisition and business partnering for key teams across ixigo. In this hybrid role, you will act as a trusted advisor to business leaders, talent partner to line managers, and candidate advocate—managing everything from hiring top-tier talent (especially in tech, product, and business roles) to enabling a high-performance, empathetic work culture.

If you are passionate about leveraging AI and data in HR, executing seamless employee lifecycles, and scaling talent in a high-growth, listed travel-tech business, we’d love to connect!

What You’ll Do

1. 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.
2. HR Business Partnering (HRBP) (40%)

• 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.
3. HR Operations, AI & Analytics (10%)

• 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.