ahmedabad gujarat people partner Jobs – 249 Open Jobs Today

People Partner
SwiftSku, Inc. —Ahmedabad, Gujarat
Quick apply
People Partner
Loopio Inc. —Ahmedabad, Gujarat
- Full-time
- Remote
- Human resources
- AI
- Tax experience
- Cell phone reimbursement
- Work from home
6d
HR Head
Biztech Consulting & Solutions —Ahmedabad, Gujarat
- ₹10,00,000 - ₹15,00,000 a year
- Full-time
- Management
- Master's degree
- Human resources
Quick apply
3d
HR Manager
Vishram Management Group —Ahmedabad, Gujarat
- Up to ₹8,00,000 a year
- Day shift
- Master's degree
- Bachelor's degree
- Human resources
Quick apply
18h
Regional Operations Manager (Food & Beverage Industry)
Sachde Foods & Beverages Pvt Ltd —Ahmedabad, Gujarat
- ₹35,000 - ₹45,000 a month
- Full-time
- Microsoft Excel
- Management
- Analysis skills
- Paid time off
- Flexible schedule
Quick apply
8d
Operation Lead, AMAZON NOW
ASSPL - Gujarat - D34 —Ahmedabad, Gujarat
- Full-time
- Microsoft Excel
- English
- Microsoft Office
Learning and Development Executive
Chinmay Finlease Limited —Ahmedabad, Gujarat
- ₹25,000 - ₹35,000 a month
- Full-time
- Project management
- Bachelor's degree
- Business Administration
- Flexible schedule
- Paid sick time
Quick apply
8d
Manager Academics & Audit
Shanti Juniors —Ahmedabad, Gujarat
- Diploma
- Communication skills
9d
Vice President - Sales
Vrinsoft Technology Pvt Ltd —Ahmedabad, Gujarat
- ₹18,00,000 - ₹20,00,000 a year
- Full-time
- Management
- Sales
- Salesforce
- Health insurance
- Flexible schedule
Quick apply
6d
Manager
Bank of America —Gandhinagar, Gujarat
- Full-time
- Microsoft Powerpoint
- Microsoft Excel
- Microsoft Access
RCM - Operation Manager
EMP Claim Solutions Inc —Ahmedabad, Gujarat
- ₹14,00,000 - ₹24,00,000 a year
- Full-time
- Microsoft Excel
- Management
- Data analysis skills
- Health insurance
- Life insurance
Quick apply
8d
HR Business Partner, INFC - PXT
ASSPL - Gujarat - D34 —Ahmedabad, Gujarat
- Full-time
- Microsoft Word
- Microsoft Excel
- Windows
Zonal Sales manager
Signify —Ahmedabad, Gujarat
- Sales
- Bachelor's degree
- Business Administration
Team Lead , ATSPL - GJ
ASSPL - Gujarat - D34 —Ahmedabad, Gujarat
- Full-time
- Microsoft Excel
- English
- Microsoft Office
1d
Admin Executive, Sanand (Ahmedabad)
Turner & Townsend —Ahmedabad, Gujarat
- Full-time
- Master's degree
- Bachelor's degree
- MBA
Quick apply
1d
Procurement Manager
PressureJet Systems Pvt. Ltd. —Ahmedabad, Gujarat
- ₹8,00,000 - ₹12,00,000 a year
- Full-time
- Management
- Bachelor's degree
- In-person
- Paid time off
- Cell phone reimbursement
Quick apply
Commercial & Investment Bank - Currencies Emerging Markets Trading, Vice President / Associate
JPMorganChase —Gandhinagar, Gujarat
- Full-time
- Finance
- Analysis skills
- Bachelor's degree
Certification & Farm Operations Manager
AgRe —Ahmedabad, Gujarat
- ₹30,000 - ₹80,000 a month
- Full-time
- ERP systems
- Master's degree
- Bachelor's degree
- Commuter assistance
- Flexible schedule
Quick apply
13d
Assistant Manager_RAC
Vodafone —Ahmedabad, Gujarat
- Full-time
- Continuous improvement
Field Trainer
Colgate-Palmolive —Ahmedabad, Gujarat
- Bachelor's degree
- Training & development
- Diploma
22h

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People Partner

SwiftSku, Inc.
Ahmedabad, Gujarat

Quick apply

Job details

Full job description

The People Partner at SwiftSku is the whole function in one person — running the systems that keep the company compliant and organised, while also being the adviser managers turn to when they have a performance conversation to navigate or a team structure that isn't working. You will be in the HRMS at 1pm and in a sensitive ER conversation at 8pm. That's the role.

The role sits at the intersection of people, process, and systems — and is critical to delivering a reliable employee experience at scale.

We need someone who has scaled people functions before, not at a 5,000 person company with 20 HRBPs, but at a company that looked a lot like us — a 50+ headcount and growing steadily: fast, distributed, ambitious. Someone who can set up the infrastructure that lets us hire well, retain the people who drive outcomes, and build managers who don't need hand-holding.

This is a builder role, not a maintainer role. If you need a fully staffed HR team and mature processes to do your best work — this isn't the right fit.

WHO YOU ARE

You have built HR infrastructure from scratch at a company that was scaling fast — you know what corners to cut and which ones you can't
You have worked across at least two geographies and understand that global doesn't mean uniform
You think in systems, not transactions. You solve the root problem, not the symptom
You are direct with founders and leaders — you give your view, disagree openly, and commit fully once a decision is made
You don't need the team to be big to do the work well. You can execute alongside the people you're enabling
You are credible on the technical details — employment law, comp mechanics, HRMS administration — without getting lost in them
You care about people's outcomes. You measure yourself by what actually changes, not by programs launched

WHAT WE OFFER

A seat at the leadership table — not a support function that gets consulted after decisions are made
The scope to build the people function the way it should be built, with leadership that will back the right calls
Competitive compensation with meaningful equity — we will share the upside with the people who build it
A company that genuinely cares for its people — the decisions you make will define the culture for years

ROLE DETAILS

People Infrastructure
The architecture that makes everything else possible

Design and own the global people operations framework: process, policies, employment structures
Own the HRMS (Keka) as the system of record: data integrity, workflows, reporting, and adoption across all geographies
Define and enforce documentation standards: offer letters, employment terms, policy acknowledgements, and lifecycle records

HR Business Partnership
Strategic counsel to leadership and founders

Serve as a trusted advisor to the founders and leadership team on all people matters — org decisions, team health, difficult cases, and growth tradeoffs
Make people data useful: surface patterns, flag risks, and present options
Own sensitive Employee Relations matters end-to-end: investigations, documentation, and resolution — with consistency and without unnecessary escalation
Represent the employee perspective in leadership decisions — not as a blocker, but as someone who helps the company make better calls
Manage and grow — build the team as headcount scales

Culture & Engagement
Distributed by structure, connected by intention

Own the engagement signal: pulse cadence, synthesis, and action — not just survey scores, but what changes because of them
Build the rituals and systems that sustain culture across time zones: recognition, communication norms, and shared operating principles
Maintain a flight-risk radar and work with leaders on proactive retention before people have already decided to leave
Be the honest voice in the room about culture drift: call it when you see it, propose solutions, and track whether they're working

Compensation, Payroll & Rewards

Run payroll end-to-end: collect inputs, validate, and execute processing. Payroll runs on time, every month
Define levels and bands that hold — so that every offer, promotion, and raise is made within a framework
Manage the annual comp review cycle: merit, promotion, and equity refresh
Design and maintain a benefits approach that is locally relevant

Talent & Hiring

Partner with hiring managers and leadership to define role scopes, success profiles, and hiring bars before roles open
Own the hiring process from JD to offer — structured, consistent
Drive workforce planning with leadership: anticipate hiring needs 2–3 quarters ahead rather than reacting to headcount pressure
Own the new hire experience globally — from offer acceptance to 90-day integration — so joiners hit the ground running regardless of geography

Manager Effectiveness

Define what good management looks like at this company: expectations, cadences, and non-negotiables — and make them explicit, not assumed
Build the enablement layer: toolkits, templates, and coaching that give managers what they need to run their teams well (1:1s, feedback, performance conversations, hiring decisions)
Diagnose manager gaps systematically and drive structured improvement plans with accountability, not just advice
Build a feedback loop between team health signals and manager behaviour, so problems surface before they become attrition

Performance & Org Design

Own the performance cadence: lightweight, consistent, and actually run
Drive goal-setting discipline across the org: every employee knows what they're accountable for and how their work connects to company outcomes
Support leaders on performance decisions — not by making the call for them, but by ensuring they have the right framework, documentation, and consistency
Advise leadership on org design: team structure, role clarity, decision rights, and span of control — especially during rapid headcount growth
Own the improvement and exit framework: structured, documented, and executed fairly across geographies

Quick apply

Refine Your Search

people partner jobs in ahmedabad gujarat

People Partner

People Partner

HR Head

HR Manager

Regional Operations Manager (Food & Beverage Industry)

Operation Lead, AMAZON NOW

Learning and Development Executive

Manager Academics & Audit

Vice President - Sales

Manager

RCM - Operation Manager

HR Business Partner, INFC - PXT

Zonal Sales manager

Team Lead , ATSPL - GJ

Admin Executive, Sanand (Ahmedabad)

Procurement Manager

Commercial & Investment Bank - Currencies Emerging Markets Trading, Vice President / Associate

Certification & Farm Operations Manager

Assistant Manager_RAC

Field Trainer

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