HR Executive

Insight Consultants; Bengaluru; On-site; INR 450,000 - 650,000; Full time

Benefits offered by this job

Ownership across full HR remit

AI-first working practices exposure

Structured domain-gap support

Compensation aligned to capability

Job summary

Insight Consultants in Bengaluru is seeking an HR Executive — Talent Acquisition, Talent Management & HR Operations to own the full HR remit from day one. You will drive recruitment, talent management and HR operations with AI-assisted sourcing, scheduling and reporting, while ensuring accurate HRMS data and policy adherence.

The role favors candidates who can read situations, defend hiring decisions and keep processes honest, with a strong English communication and robust HR foundation.

Qualifications

• 1.5–2 years of experience in HR, talent acquisition or HR operations.
• Real, working use of AI tools and the ability to discuss outcomes honestly.
• Comfortable with HRMS platforms, ATS tools, and spreadsheets.
• Clear written and spoken English.
• A bachelor’s degree; master’s in HR or related field is an advantage.

Responsibilities

• Own recruitment end-to-end—sourcing, screening, interview coordination, offer and onboarding.
• Build and maintain talent pipelines ahead of need.
• Use AI tools for sourcing, resume screening and outreach drafting, and be the judgment layer.
• Strengthen candidate experience and convey hiring decisions clearly.
• Support employee lifecycle: onboarding, engagement and early retention signals.
• Maintain HR records and HRMS data to audit standards.
• Coordinate with payroll, compliance providers, legal counsel and auditors.
• Use AI and automation to streamline the operational layer.

Skills

AI tools experience

English proficiency

HR software literacy

Education

Bachelor’s degree in HR/BA

Master’s in HR/Business Admin (advantage)

Tools

HRMS platforms

ATS tools

Spreadsheets

Job description

HR Executive — Talent Acquisition, Talent Management & HR Operations People Function

Business unit - Enabling Services (HR)

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.