Location: HRBR Layout, Bangalore (On-site)
Business Unit: Enabling Services – HR/People
Employment Type: Full-time
Experience: 1.5–2 years in HR, Talent Acquisition or HR Operations (strong,
tech-savvy freshers with HR internship experience considered as
an exception)

About this role
Most HR executive roles split in two. In one, you are the recruiter: post the job, screen the resumes, run
the interviews, hand off a shortlist. In the other, you are the operations person: process the joiner, track
the leave, chase the compliance filing, keep the HRMS tidy. Rarely do you get both, and rarer still do you
get either with real ownership.

This role is built differently. You will own talent acquisition, talent management and HR operations as
one connected thread — not three lanes handed to three different people — with AI doing a large share
of the sourcing, scheduling, drafting and reporting. Your value sits in what AI cannot do: reading a
candidate accurately, deciding which one of five near-identical resumes is actually worth a call, catching
the process gap before it becomes an employee’s bad experience, and being the person who can explain
a hiring decision or a policy call and stand behind it.

It means less time formatting a candidate tracker and more time asking why a role has stayed open for
six weeks, or why attrition is creeping up in one team and not another. It also means that when the
process breaks, or the wrong hire gets made, it is yours to explain.

We think this is the more interesting version of the job. It is also harder, and it is not for everyone.

What you will do
Talent Acquisition

• Own recruitment end to end — sourcing, screening, interview coordination, offer and
  onboarding — against agreed timelines, not as tasks assigned to you daily.
• Build and maintain talent pipelines ahead of need, not after a role opens.
• Use AI tools for sourcing, resume screening and outreach drafting, and be the judgment layer
  that decides who is actually a fit — not just who scores well.
• Strengthen how we show up to candidates, on LinkedIn and elsewhere, and track what is and
  isn’t working in hiring.
  
  Talent Management
• Support the employee lifecycle beyond the hire — onboarding quality, engagement, and the
  early signals that predict who stays.
• Stay ahead of talent and workplace trends well enough to bring us a point of view, not just a
  summary of an article.
• Turn recruitment and people data into insight leadership can act on, not just a report that gets
  filed.
  
  HR Operations
• Maintain employee records, documentation, and HRMS data to an accuracy that holds up to an
  audit, not just a glance.
• Run onboarding, offboarding, attendance and leave management to a calendar, evidenced
  rather than done-and-hoped-for.
• Manage relationships with external partners — payroll and compliance providers, legal counsel,
  auditors — well enough that we are never the reason something slips.
• Use AI and automation to run the operational layer, and improve it — a process done a certain
  way because it has always been done that way is a reason to ask why, not a reason to leave it
  alone.
  
  Across all of it
• Define work before you start it. When something arrives underspecified, you ask what, why,
  when and how, and send back your understanding for confirmation before you act on it.
• Use AI as a working instrument, and check its work. You are accountable for everything that
  leaves your hands, including the parts a tool drafted.
• Hand work over cleanly — status, evidence, what’s open, what the risk is.
  
  What we are looking for
  Essential
• 1.5–2 years of experience in HR, talent acquisition or HR operations. Strong, technology-fluent
  freshers with relevant internship experience will be considered as an exception.
• Real, working use of AI tools, and the ability to talk about it honestly — what you tried, what
  didn’t work, what you changed.
• Comfortable with HRMS platforms, ATS tools, spreadsheets, and the everyday software an HR
  function runs on.
• Clear written and spoken English — enough to write a policy note, a candidate email or a status
  update without it being rewritten.
• A bachelor’s degree, ideally with a master’s in HR, Business Administration or a related field. A
  background in law is an advantage, not a requirement.
  
  We are deliberately looking early in someone’s career. This role asks you to work AI-first from day one
  — building the habit of using these tools as the default way to do HR, not as a shortcut bolted onto an
  old process. That is usually easier for someone who hasn’t spent years doing it the other way; a lot of
  experienced HR practice was built for a world without these tools, and unlearning it is harder than
  learning fresh.
  
  Valued, and weighted heavily
• Evidence that you learn without being told to — a tool you picked up, a course you took,
  something in HR or AI you read recently and can talk about.
• Curiosity about how talent and work are changing — the agentic economy, AI’s effect on hiring
  and roles, what “a job” starts to mean when software can do parts of it.
• Willingness to make a call and defend it, alongside the discipline to check before you make it.
• Exposure to HR analytics, dashboards or any data capability. You don’t need it. It won’t go
  unnoticed.
  If you are strong on judgment, curiosity and ownership but lighter on formal HR experience, apply
  anyway.
  
  What we offer
• Ownership across the full HR remit early — not a slice of a process.
• Exposure to how a consulting firm builds and runs its AI-first working practices, not just in HR
  but across the business.
• Structured support to close domain gaps in HR or compliance, if that is where your gaps are.
• Compensation aligned to the role, with increments based on demonstrated capability, not
  tenure.
  
  About us
  Insight Consultants is a 25-year-old consulting firm working at the intersection of finance and
  technology. Our focus verticals are lending technology and financial management services; our work has
  helped widen access to credit for underserved segments, optimised business operations, and given
  clients better decision support.
  
  We are a team of around 75 creative, out-of-the-box thinkers for whom problem-solving with empathy
  is daily bread. Every person here is treated as a consultant — we work closely enough with clients to find
  the real problem, not just the stated one.
  www.insightconsultants.co