HR Generalist

Keka Technologies Private Limited; Pune District; On-site; INR 900,000 - 1,300,000; Full time

Job summary

Keka Technologies Private Limited is seeking an HR generalist to own the employee lifecycle from hiring to exit, ensuring a seamless experience across onboarding, development, retention, and governance. You will partner with managers to translate business needs into practical HR actions and build strong talent pipelines.

With 2+ years in HR and a master's in Management or Organizational Behaviour, you will analyze people data, drive retention strategies, and champion effective recruitment across

Qualifications

• 2+ years of hands-on HR experience across Talent Acquisition and people processes.
• Master's degree in Management or Organizational Behaviour.
• Strong understanding of HR fundamentals, employment practices, and statutory requirements.
• Experience with talent-market conditions, compensation practices, and retention.
• Strong recruitment capability including proactive sourcing, talent mapping, and candidate assessment.
• Strong observation and people-understanding skills to identify patterns not visible in feedback.
• Excellent communication, listening, and counseling abilities with leadership.
• High ownership and initiative; able to close gaps with minimal direction.
• Ability to work with ambiguity, changing priorities, and cross-functional stakeholders.
• Ability to translate business context into HR priorities.

Responsibilities

• Own the end-to-end employee lifecycle from hiring to exit.
• Develop onboarding, orientation, and role clarity for new hires.
• Understand organisation's people, teams, and culture through regular interaction.
• Identify concerns and gaps through employee touchpoints and data.
• Collaborate with managers to address challenges with practical HR interventions.
• Monitor patterns in performance, engagement, attrition, and retention.
• Strengthen retention by aligning career aspirations and managerial practices.
• Own recruitment pipelines and maintain ready talent pools.
• Track hiring metrics and improve predictability.

Skills

Talent Acquisition

People Skills

Communication

Observation & People Understanding

Education

Master's degree in Management or Organizational Behaviour

Job description

To build and strengthen the people environment of the organization by bringing together talent, employee experience, development, retention, and people governance.

What This Role Will Do

• Own the employee lifecycle from hiring and onboarding through development, progression, retention, and exit, ensuring continuity across every stage of the employee experience.
• Build and continuously improve onboarding and orientation practices that help employees understand their role, team, organization, culture, and expectations from the beginning.
• Develop a strong understanding of the organization's people, working styles, team dynamics, capabilities, and evolving employee expectations through regular interaction and observation.
• Establish meaningful employee touchpoints and use insights from these interactions to identify concerns, patterns, capability gaps, and opportunities for improvement.
• Work with managers to address employee and team-level challenges with practical, balanced HR intervention rather than relying solely on policy or process.
• Identify patterns in performance, engagement, attrition, capability, and team dynamics and translate them into actionable people priorities.
• Strengthen retention through a deeper understanding of employee aspirations, career expectations, managerial practices, role design, and organizational factors influencing retention.
• Own recruitment pipelines for current and anticipated hiring needs, ensuring the organization maintains a ready and relevant pool of talent rather than beginning sourcing only when a vacancy arises.
• Track pipeline health, candidate availability, conversion, hiring timelines, and recurring hiring patterns to identify recruitment risks and improve hiring predictability.
• Lead Talent Acquisition with a focus on quality of hire, assessment judgment, candidate experience, talent pipelines, and alignment with long-term organizational needs.
• Build and improve HR frameworks, practices, and documentation that bring greater consistency and clarity to people decisions without creating unnecessary process.
• Stay current with employment practices, statutory requirements, compensation trends, talent-market movements, and evolving HR practices, translating relevant developments into practical organizational action.
• Take ownership of identified people gaps from diagnosis through implementation, ensuring that HR interventions are followed through rather than remaining as recommendations.

Required Skills & Qualifications

• 2+ years of hands-on HR experience with exposure across Talent Acquisition and people processes.
• Should have a master's degree in Management or Organizational Behaviour.
• Strong understanding of HR fundamentals, employment practices, and applicable statutory requirements.
• Practical awareness of talent-market conditions, compensation practices, hiring benchmarks, retention considerations, and evolving workplace expectations.
• Strong recruitment capability, including proactive sourcing, talent mapping, pipeline development, candidate assessment, and stakeholder coordination.
• Strong observation and people-understanding skills, with the ability to identify patterns that may not be immediately visible through formal feedback mechanisms.
• Strong communication, listening, and counseling ability, with the confidence to engage directly with employees, managers, and leadership on people matters.
• Sound judgment and discretion when handling sensitive employee and organizational matters.
• High ownership and initiative; able to identify gaps, take action, and carry matters through to closure without constant direction.
• Ability to work with ambiguity, changing priorities, and cross-functional stakeholders while maintaining clarity of thought and execution.
• Ability to understand business context and translate it into practical people priorities and HR interventions.