HR Manager Full Time

Job Description

Designation:- HR Manager

Location :- Bangalore

Experience :- 8-10 years

Function :- Human Resources

Reporting to :- Head of HR

About Kaygen

Kaygen is a technology consulting and talent solutions firm that supports enterprises in their digital transformation journeys across areas such as data, cloud, enterprise applications, engineering, and cybersecurity. Alongside its consulting capabilities, Kaygen has a strong talent solutions business that serves enterprise clients through staffing and workforce support, particularly in the U.S. market, with additional operations in India. The company operates in a fast-paced, client-driven environment and is known for its collaborative, transparent, and continuous improvement-oriented culture.

Role Purpose

Kaygen is looking for a capable, credible, and people-centric HR Manager to strengthen its HR function in Bangalore. This role will support a dynamic staffing-led business environment, with alignment to the company’s U.S. staffing operations and support to India-based needs.

The role will be responsible for strengthening employee experience, people processes, engagement, performance support, and HR operations across a fast-moving business that includes recruiters, account managers, delivery teams, support teams, and corporate employees. The ideal candidate should bring maturity, responsiveness, and strong people understanding, along with the ability to operate effectively in an environment where speed, quality, compliance, and employee stability all matter. A background in Psychology would be valuable given the behavioral insight and employee-connect orientation expected in the role.

Key Responsibilities

HR Support for a Staffing-Led Business

• Serve as an HR partner to a fast-paced staffing and talent solutions business, with primary support to U.S.-focused operations and coordination with India-based teams.
• Understand the people realities of a staffing organization, including recruiter productivity environments, account management teams, onboarding velocity, employee movement, and performance pressure.
• Partner with business leaders and managers to ensure HR support is practical, responsive, and aligned to business priorities.

Talent Experience and Onboarding

• Support smooth and timely onboarding of employees, with strong coordination across hiring, documentation, policy communication, and joining readiness.
• Ensure new employees experience a professional, structured, and welcoming onboarding and assimilation process.
• Work with managers to improve early-stage integration, clarity of expectations, and team fit.
• Help build consistency in the employee journey from offer acceptance through onboarding and confirmation.

Employee Experience and Retention

• Track employee sentiment, new-joiner adjustment, retention risks, and workplace concerns across teams.
• Conduct regular employee touchpoints and help identify issues that may affect continuity, morale, attendance, or stability.
• Partner with managers to address people concerns proactively, especially in high-pressure delivery and staffing environments.
• Support retention interventions for critical employees and teams where attrition risk or disengagement is visible.

Performance, Manager Effectiveness, and Recognition

• Support performance management processes and help reinforce clarity of goals, accountability, feedback, and follow-through.
• Work with managers to strengthen day-to-day people management practices, including check-ins, performance conversations, and team climate management.
• Enable recognition and appreciation initiatives that reinforce contribution, morale, and positive workplace behavior.
• Help identify and address people-related barriers that affect motivation, effectiveness, or team functioning.

Employee Relations and Engagement

• Act as a trusted HR point of contact for employees and managers on people-related matters.
• Handle employee relations situations with confidentiality, empathy, professionalism, and sound judgment.
• Drive employee engagement initiatives suited to a staffing and services environment, where sustained motivation and connection are important.
• Support HR communication, policy awareness, and culture-building efforts in a practical and employee-friendly manner.
• Help foster a respectful, performance-oriented, and supportive workplace culture.

Learning and Development

• Partner with stakeholders and managers to identify behavioral, managerial, and functional development needs.
• Support learning initiatives that improve people management quality, employee effectiveness, and workplace readiness.
• Facilitate development conversations and help create stronger growth experiences for employees.
• Support development planning for emerging talent, people managers, and key contributors where relevant.

HR Operations, Compliance, and Governance

• Ensure strong execution of core HR processes including onboarding, confirmations, employee documentation, policy implementation, employee records, and grievance handling support.
• Maintain discipline in HR operations and data management in an environment that requires accuracy, responsiveness, and process consistency.
• Support compliance-oriented HR practices, especially where staffing processes, documentation standards, and operational rigor are important.
• Maintain HR dashboards, trackers, and people reports to support decision-making and leadership visibility.
• Support implementation of HR projects and organization-wide people initiatives as required.

Ideal Candidate Profile

Education

• Bachelor’s or Master’s degree in Psychology, Human Resources, Organizational Behavior, or a related field.
• A Psychology background will be strongly preferred.

Experience

• 8-10 years of relevant HR experience.
• Prior experience in staffing, talent solutions, recruitment services, IT services, consulting, or other fast-paced people-intensive environments will be strongly preferred.
• Experience supporting employee engagement, employee relations, onboarding, performance processes, and HR operations is important.
• Exposure to businesses supporting U.S. staffing / offshore staffing operations will be an advantage, given Kaygen’s operating context.

Skills and Attributes

• Strong understanding of people behavior and workplace dynamics.
• High empathy and maturity in handling employee matters.
• Ability to build credibility with employees, recruiters, managers, and business leaders.
• Strong communication and stakeholder management skills.
• Good judgment in handling sensitive and high-pressure situations.
• Strong execution orientation, responsiveness, and follow-through.
• Comfort working in a dynamic, metrics-driven, and fast-moving environment.
• Analytical mindset with ability to interpret people trends and data.

Success Measures

• Seamless onboarding and confirmation of new hires within defined timelines, with a positive new-joiner experience
• Timely and effective resolution of employee and manager concerns, with strong responsiveness and closure discipline
• Improved employee retention, especially through reduction in early attrition and avoidable regrettable exits
• Consistent execution of core HR processes, documentation, and policy implementation with minimal gaps or delays
• Stronger manager effectiveness in handling performance, people issues, feedback, and team climate
• Higher employee engagement and stronger workplace connect across teams through meaningful HR interventions
• Improved HR visibility through accurate dashboards, timely reporting, and actionable people insights for leadership