Jobs at Zinnov

Own consulting workstreams from problem definition through research, analysis, and client-ready recommendations. Lead smaller engagements or modules, manage timelines and research programs, maintain data quality, create polished presentations and reports, and support proposals and reusable practice assets. The role requires rigorous analytical thinking, strong communication, attention to detail, and the ability to collaborate with senior stakeholders in a fast-paced consulting environment.

Supports employer branding, communications, talent attraction, and recruitment marketing initiatives. Responsibilities include researching talent markets and trends, creating content for digital channels, coordinating campaigns, tracking engagement and performance, supporting employee advocacy, and maintaining project documentation. Collaborates with consultants, talent acquisition teams, HR, and business stakeholders to deliver branding and recruitment marketing projects for Zinnov and Global Capability Centers.

Lead the HR Business Partnering function for Global Operations, advising senior leaders and translating business priorities into workforce, talent, organizational, culture, and change strategies. Manage and develop the HRBP team, lead organization design, workforce planning, succession, leadership coaching, engagement, people analytics, and change initiatives. Partner across HR centers of excellence and global teams to improve organizational effectiveness, mitigate people risks, and support business growth.

Manage day-to-day IT infrastructure and endpoint environments for the Pune office: administer servers, networking, AD/DNS/DHCP/VPN, provide L1/L2 support, drive patching and upgrades, manage hardware procurement and asset lifecycle, maintain backups and disaster recovery readiness, implement security controls, and keep documentation and reporting current to ensure reliable, secure operations and fast ticket resolution.

Serve as an HR generalist supporting HR operations, employee experience, engagement, employee relations, compensation and performance cycles, learning enablement, reporting/analytics, and process improvements. Partner with business leaders to deliver timely HR services, maintain confidential employee data, run investigations and pulse programs, and mentor junior HR staff to improve retention and engagement.

Lead people strategy and execution for large GCCs (1,000+ employees). Design and implement HR, org-design, performance, compensation, engagement, and analytics-driven interventions; advise senior leaders; drive workforce analytics, AI-enabled transformation, compliance, and high-performance talent programs.