Human Resources

• Own the employee lifecycle, including onboarding, documentation, records, leave and attendance, and exits
• Own monthly payroll and compliance, including inputs, reconciliations, and employee queries
• Make onboarding, offboarding, and farewells thoughtful member experiences
• Interview candidates for roles hired internally and help keep the interview process fair and consistent
• Keep the Bangalore office running smoothly and welcoming
• Identify gaps in people processes and close them with clear, lightweight systems

Talent Management Executive

• Define and own the solution architecture for HR Mini Master (HRMM) in SAP S/4HANA
• Design the HRMM solution based on business and technical requirements
• Define how employee and organizational data is represented and maintained within S/4HANA
• Design and oversee integrations between HRMM and SAP and non-SAP systems
• Define data flows, mappings, interfaces, and integration mechanisms
• Translate business requirements into scalable and sustainable functional and technical solution designs
• Collaborate with HR/HCM functional consultants, integration teams, technical teams, and business stakeholders
• Provide architectural guidance throughout implementation
• Support testing, deployment, cutover, and resolution of technical, data, and integration issues
• Review solution designs and maintain architecture and design documentation

SAP S/4HANA HR Mini Master – System Architect

• Build trusted relationships with business leaders and understand their teams, priorities, and people challenges
• Translate business needs into practical people plans and measurable HR interventions
• Represent the People & Culture perspective in business discussions while balancing employee experience and organisational needs
• Drive performance-management cycles, including goal setting, check-ins, evaluations, calibration, and development planning
• Identify critical talent, high performers, succession priorities, and capability gaps
• Support career-development and internal-mobility discussions
• Analyse engagement surveys, pulse checks, attrition patterns, and employee feedback to identify trends and recommend action
• Facilitate listening sessions and targeted interventions
• Partner with leaders to build inclusive, high-performing teams aligned with Mercari’s values
• Coach managers on leadership effectiveness, team dynamics, performance conversations, feedback, and employee development
• Lead the people aspects of organisational changes, including restructuring, leadership transitions, team movements, and role changes
• Develop stakeholder maps, communication plans, change narratives, and implementation plans
• Provide guidance on employee concerns, workplace conduct, attendance, performance improvement, and disciplinary matters
• Conduct or support fair, objective, and well-documented workplace reviews and investigations
• Use people data to generate actionable insights and maintain accurate documentation
• Partner with HR Operations, Talent Acquisition, Total Rewards, Learning & Development, Finance, and business teams
• Contribute to cross-functional People & Culture projects and improve HR programmes and processes

HR Business Partner

• Support employee lifecycle processes including onboarding, data management, visa renewals, transfers, and offboarding
• Prepare employment contracts, contract amendments, HR policies, benefits and payroll enrollment documentation, onboarding guides, employment certificates, and termination certifications
• Organize and maintain employee records and HR activity forms in the proprietary platform
• Administer benefits and collaborate with brokers and insurers on benefits enrollment
• Provide time, expense, and other payroll data to the payroll team and local payroll provider
• Audit and check data changes to ensure accurate and timely payments
• Participate in continuous improvement of HR processes and maintain standard operating procedures and policies
• Respond to and resolve professional and customer queries through email and other communication channels
• Follow established SLAs and SOPs to ensure service excellence
• Liaise with partners and vendors, including insurance, local service, payroll, and pension providers
• Serve as the first point of contact during onboarding and offboarding

Senior Human Resources Associate, Shared Service Centre

• Oversee and manage the HR Services function to ensure the delivery of highquality HR services to employees and managers
• Develop and implement HR policies and procedures to ensure compliance with local labor laws and regulations
• Drive continuous improvement initiatives to enhance the efficiency and effectiveness of HR service delivery
• Provide guidance and support to the HR Services team on complex HR issues
• Collaborate with HR leaders and stakeholders to identify and address HR service needs
• Lead operations and implementation of time and attendance systems
• Identify productivity and cycle time improvement opportunities
• Manage employee data and records and ensure compliance with HR policies and procedures

Lead HR Services Administrator

• Own and drive the people strategy for a defined global scope, aligned to business goals and operating priorities
• Partner with global leaders and leadership teams to design and deliver HR solutions supporting business performance and employee engagement
• Collaborate with country HR teams and HR centers of excellence to ensure consistent execution of global programs
• Provide expert guidance on complex HR matters using best practices across multiple countries
• Advise HR centers of excellence on global initiatives across talent, learning, diversity, strategic workforce planning, and total rewards
• Use workforce insights and trends to inform decisions and recommend practical actions
• Support leaders through change by clarifying impacts, required actions, and expected outcomes
• Ensure global HR practices are applied consistently while respecting local requirements

HR Global Business Partner

• Create and update job descriptions as required
• Advertise job openings on the company careers page, social media, and job boards
• Source potential candidates from online channels
• Craft recruiting emails to attract passive candidates
• Screen incoming resumes and application forms
• Provide shortlists of qualified candidates to hiring managers
• Update the employee database on the company portal
• Gather attendance and leave data
• Coordinate with the Accounts team on payroll processing details
• Collaborate with managers to identify future hiring needs
• Apply theoretical knowledge to day-to-day HR activities
• Participate in weekly review meetings with various teams
• Work with the reporting manager, business heads, and internal teams
• Deliver byte-sized project outcomes weekly
• Provide task updates to the Project Management Executive

HR Executive Intern

• Support HR transformation and technology implementation projects, including HRIS implementations, process design, and data validation
• Lead assigned workstream activities in collaboration with Managers
• Facilitate client sessions to gather HR requirements and align system design with client needs
• Document HR processes, workflows, and operational requirements
• Translate HR process requirements into configuration inputs and testing scenarios
• Assist with HR data migration, including data mapping, validation, and reconciliation
• Coordinate integrations between HRIS, payroll, benefits, and other platforms
• Prepare client-facing status updates and process documentation
• Track project status, risks, and issues, escalating concerns as needed
• Support HR service delivery design, shared services processes, and case management workflows
• Assist with change readiness activities, training documentation, and stakeholder communications
• Support HR reporting and analytics by documenting report needs and validating workforce data
• Identify HR process gaps and system-enabled improvement opportunities
• Maintain project documentation according to governance and compliance standards
• Coach junior team members on HR processes and client engagement expectations

Senior Associate – HR Implementation

• Manage end-to-end employee life cycle activities, including pre-onboarding, onboarding, employment changes, leave of absence, return-to-work processing, and offboarding
• Execute HR transactions accurately in ServiceNow, Workday or other HRIS, and downstream systems
• Handle employee and manager queries through case management tools such as ServiceNow and myCarrier
• Resolve cases within defined SLAs and maintain documentation and audit trails
• Maintain HR data integrity and compliance with company policies, SOPs, and local statutory requirements
• Support internal and external audits
• Partner with HRBPs, Payroll, IT, Finance, and regional HR teams
• Act as the operational SME for Employee Life Cycle processes
• Escalate risks, exceptions, and policy deviations with recommendations
• Deliver positive employee and manager experiences through clear communication and proactive support
• Identify recurring issues and recommend process improvements
• Streamline, automate, and standardize Employee Life Cycle processes
• Support SOP creation, updates, and knowledge management initiatives
• Participate in or lead process transitions, harmonization, and transformation projects
• Track operational metrics and prepare leadership reports and insights

HR Advisor

• Serve as the primary point of contact for employee support across the APAC region
• Address and resolve inquiries related to HR policies, benefits, payroll, and other employee matters using voice, chat, and case management tools
• Maintain accurate employee records, including personal information and payroll inputs
• Process employment status changes, salary adjustments, benefits enrollment, and time-off requests
• Improve employee support processes and the knowledge base through feedback analysis and recommended solutions
• Collaborate with HR and payroll teams to process new hires, terminations, promotions, salary adjustments, and other employee data accurately and promptly
• Maintain digital employee and related-employee records in accordance with record retention policies, procedures, and applicable laws and regulations
• Maintain confidentiality of work-related issues, records, and company information
• Maintain internal and external databases containing employee information