HRBP Manager

Antal International supports organisations worldwide in hiring highly skilled engineering professionals. We are expanding our Engineering recruitment teams across gulf region. You will work with manufacturers, EPCs and technology-driven businesses to supply specialist engineering talent. Your role will include: Winning and nurturing new client accounts in engineering and technical sectors Recruiting engineers and technical specialists Managing end-to-end recruitment assignments Building long-term partnerships with client accounts What we are looking for: Minimum 3 years of B2B services sales experience in the Gulf region Aggressive Sales Attitude Track record of success in sales Willing to learn and adapt to fast changing recruitment environment Advanced negotiation and persuasion skills Hungry for achievements Great control on numbers and targets Grow your engineering desk within a trusted global brand.

Brindar soporte estratégico y operativo al área de manufactura mediante la administración del personal sindicalizado, garantizando el cumplimiento de políticas internas, relaciones laborales sanas, desarrollo de colaboradores y continuidad de la operación. Serás un socio clave para los líderes de producción, contribuyendo al cumplimiento de los objetivos del negocio. Principales responsabilidades Administrar aproximadamente 280 colaboradores sindicalizados, asegurando la cobertura de plantilla y continuidad de la operación. Gestionar movimientos de personal, incidencias, vacaciones, permisos y procesos administrativos de RR.HH. Dar seguimiento a incidencias de nómina y asegurar su correcta resolución. Coordinar procesos de cambio de categoría (Operador B, A y AA). Analizar indicadores de Recursos Humanos para implementar acciones de reducción de rotación y ausentismo. Asegurar la correcta aplicación de la Ley Federal del Trabajo, Reglamento Interior de Trabajo y Contrato Colectivo de Trabajo. Coordinar procesos de inducción para personal de nuevo ingreso. Impulsar programas de comunicación interna, integración, voluntariado y cultura organizacional. Dar seguimiento al cumplimiento de estándares ISO 45001, ISO 14001 y FSSC 22000 con el personal sindicalizado. Requisitos Licenciatura concluida en Recursos Humanos, Psicología, Administración o afín. Experiencia mínima de 2 años en Recursos Humanos dentro de entornos de manufactura. Experiencia en administración de personal sindicalizado y relaciones laborales. Conocimientos en LFT, Reglamento Interior de Trabajo, nómina, IMSS e INFONAVIT. Inglés intermedio. Habilidades de comunicación, solución de conflictos, trabajo colaborativo y liderazgo. Deseable experiencia en empresas de manufactura alimenticia y/o de origen japonés. Ofrecemos ✅ Sueldo competitivo ✅ Prestaciones superiores a las de ley ✅ Vales de despensa ✅ Fondo de ahorro ✅ Desarrollo profesional ✅ Excelente ambiente de trabajo 📍 Ubicación: Planta Lerma, Estado de México.

About The Team/role Drive the People Agenda: Support the execution of the People Cycle, aligning global and regional strategies to business priorities. Execute the Talent Strategy: Support the implementation of projects to enhance our talent pipeline and address key opportunities. Collaborate on HR Solutions: Partner with HR stakeholders across employee relations, leadership development, recruitment, compensation, diversity, and employee advocacy. Support Workforce Planning: Lead succession and workforce planning efforts, helping to develop leadership talent across the business. Facilitate Change: Drive change management initiatives and improve processes to align with organizational goals. Build Strong Relationships: Foster connections with key stakeholders and HR colleagues to ensure effective communication and collaboration. In this role, you'll be... Drive the People Agenda: Support the execution of the People Cycle, aligning global and regional strategies to business priorities. Execute the Talent Strategy: Support the implementation of projects to enhance our talent pipeline and address key opportunities. Collaborate on HR Solutions: Partner with HR stakeholders across employee relations, leadership development, recruitment, compensation, diversity, and employee advocacy. Support Workforce Planning: Lead succession and workforce planning efforts, helping to develop leadership talent across the business. Facilitate Change: Drive change management initiatives and improve processes to align with organizational goals. Build Strong Relationships: Foster connections with key stakeholders and HR colleagues to ensure effective communication and collaboration. We're eager to be in touch because you have... Proven experience in HR Business Partnering or a similar strategic HR role. Strong result-driven and problem-solving skills. Expertise in Talent Management, Organizational Management, , and local employment practices. Ability to learn, lead and influence in a constantly changing environment and to cultivate strong relationships across teams. A passion for driving culture, engagement, and leadership development. Effective communication and critical thinking capability are applied at all levels of the organization. Experience using data to identify insights that drive action.

Provide and manage HR services to a particular organization unit, in partnership with the business. Advising the business on all people related matters. Drive the execution of business HR plans and support on the release and reading of HR metrics & reports to the management. Cascade and apply HR policy, E&C standards & national labor regulations towards the management. Ensure coherency and harmonization within the implementation of the compensation and benefits, training, recruitment policies in coordination with the management and according to business objectives. Support and encourage the development of all employees. Ensure appropriate consequential management when needed. This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company’s success, reputation and sustainable growth.

Antal International supports organisations worldwide in hiring highly skilled engineering professionals. We are expanding our Engineering recruitment teams across gulf region.You will work with manufacturers, EPCs and technology-driven businesses to supply specialist engineering talent.Your role will include:Winning and nurturing new client accounts in engineering and technical sectorsRecruiting engineers and technical specialistsManaging end-to-end recruitment assignmentsBuilding long-term partnerships with client accountsWhat we are looking for:Minimum 3 years of B2B services sales experience in the Gulf regionAggressive Sales AttitudeTrack record of success in salesWilling to learn and adapt to fast changing recruitment environmentAdvanced negotiation and persuasion skillsHungry for achievementsGreat control on numbers and targetsGrow your engineering desk within a trusted global brand.

Role Purpose To support the full Talent Acquisition cycle, with a strong focus on strategic sourcing, profiling, and ensuring a smooth experience for both candidates and clients. While the role is more delivery-focused, it reflects the Antal Talent Acquisition approach, which goes beyond traditional recruitment by delivering value through insight, talent mapping, and partnership mindset.This role is an entry point into the broader Talent Acquisition function and builds the foundation for deeper client partnership and strategic ownership as the consultant progresses to more senior roles. The TA Consultant may also support various internal assignments and initiatives across the team depending on business priorities. Key Responsibilities 1. Sourcing & Talent Identification · Follow Antal’s structured 4-Way Methodology to ensure consistency and quality. · Begin each assignment with a market mapping approach to identify the relevant talent pool. · Forecast the number of potential candidates in the market based on role, industry, and geography during the strategy meeting conducted with the TA Manager · Apply a customized sourcing strategy depending on role complexity, urgency, and market insights. · Integrate the Connect & Conquer approach by continuously engaging high-potential candidates within mapped markets 2. Candidate Profiling & Experience · Conduct structured profiling interviews to assess technical fit, interest level, and alignment with the role (non-CBI) · Present candidate profiles clearly and professionally using Antal templates · Provide timely, respectful, and supportive communication to candidates at all stages · Act as a brand ambassador, ensuring that all candidates feel valued, informed, and guided throughout their journey · Engage with candidates in a positive professional approach aiming at upgrading them from candidates to Antal advocates (and hence build on this relationship in getting recommendations as well as grow the business) 3. Client Experience · Participate in briefing calls and contribute to understanding the role context and client expectations · Maintain timely communication with clients throughout the process · Ensure responsiveness, professionalism, and consistency to support Antal’s quality reputation 4. Process Compliance · Follow SLAs for CV submission, client updates, and candidate follow-ups · Keep CRM and all trackers fully updated for every role and candidate · Use internal tools and templates consistently to ensure process excellence 5. Collaboration & Internal Projects · Align regularly with the TA Manager for feedback, calibration, and learning · Proactively raise red flags on challenging roles and contribute with market insights or suggestions · Support ongoing internal projects and initiatives that contribute to the growth and improvement of the TA team 6. Connect & Conquer Project · Contribute actively to Antal’s signature Connect & Conquer initiative, a continuous engagement effort that involves connecting with high-potential candidates, mapping market trends, and building trusted relationships even outside active roles. The TA Consultant is expected to dedicate ongoing time to this initiative, treating it as a strategic, value-adding task that strengthens talent pipeline and market insight. 7. Employer Branding · Contribute to strengthening the Antal brand and client employer brands through proactive visibility and engagement. · Support job postings, LinkedIn activity, and HR community participation to promote opportunities and elevate brand positioning. · Act as a brand ambassador in every interaction with candidates and clients. 8. Consulting Projects · May contribute to additional consultancy assignments such as salary surveys, market mapping, organizational restructuring as required. v Duties may be subject to change and employees may be required to perform other tasks as reasonably requested by management Talent Acquisition, Not Just Recruitment Unlike traditional recruiters, Talent Acquisition Consultants at Antal are trained to approach hiring as a strategic partnership, even at early stages.They don’t just “fill roles” they deliver insight-driven, methodical, and candidate-first support to both hiring teams and candidates.This role is the first step in a TA career path that focuses on quality, trust, and long-term relationships, not short-term transactions. Qualifications, Skills & Behaviors · 1–3 years of experience in talent acquisition, ideally in a fast-paced client side or agency environment. · Familiarity with sourcing strategies, CV screening, and interview coordination. · Strong communication and interpersonal skills. · High attention to detail and ability to manage multiple roles simultaneously. · Ownership-driven and result-oriented mindset. · Eagerness to learn and grow into more strategic responsibilities. · Professional use of CRMs, sheets, and internal tracking tools. · Collaborative team player with a growth mindset and a proactive approach.

Location: Iceland Business Opportunity | Full-Time | Franchise Are you an ambitious professional looking to build your own recruitment business rather than work for someone else? Antal International is inviting entrepreneurial individuals to join our global network as an Entrepreneurial Recruitment Franchise Partner. With more than three decades of experience in the recruitment industry and a global network of offices, Antal provides the brand, proven business model, training, technology and ongoing support you need to build and grow your own recruitment firm. Why Become an Antal Franchise Partner? As an Antal Franchise Partner, you will have the opportunity to: Own and operate your own recruitment business Build a business using an established international recruitment brand and proven model Develop your own client and candidate network Work across a recruitment sector or market that matches your interests and experience Benefit from comprehensive training and ongoing business support Access support in PR, marketing, IT and recruitment best practices Become part of a global community of recruitment entrepreneurs Explore opportunities to collaborate and share business across the Antal network Build a business with the potential for long-term growth and recurring revenue Who Are We Looking For? You do not need previous recruitment experience to become an Antal Franchise Partner. We are looking for individuals who have: An entrepreneurial mindset and ambition to build their own business Strong communication and relationship-building skills The confidence to speak with clients and candidates A positive, can-do attitude The willingness to learn and follow a proven business model The drive and commitment to dedicate full-time effort to building the business A genuine interest in developing a successful recruitment company Previous experience in sales, business development, management, HR, recruitment, consulting or entrepreneurship can be advantageous, but it is not essential. What Support Will You Receive? You won't be building the business alone. Antal provides franchise partners with structured initial and ongoing training, together with support across marketing, PR, IT, recruitment processes and business development. You will also become part of an international network where franchise partners can share knowledge, collaborate and create cross-border business opportunities. Your Opportunity to Become a Business Owner If you have ever considered starting your own recruitment company but wanted the support of an established international brand and proven framework, an Antal franchise could provide the platform to make that ambition a reality. This is an opportunity to build your own business, your own client relationships and your own future – with Antal behind you. Ready to explore the opportunity? Apply now to speak with our Franchise Development Team and discover whether becoming an Antal International Entrepreneurial Recruitment Franchise Partner is right for you. For more information about our franchise business opportunity, visit the Antal Franchise page. Please note: This is not a job opportunity or employment position. It is a Franchise Business Opportunity for individuals looking to establish and operate their own recruitment business. If you are looking for employment opportunities, please visit Antal International Careers at www.antal.com.

Business Development Executive – Franchise Sales London (W1) | £30,000 + Uncapped Commission | Permanent Are you a confident, commercially driven salesperson who enjoys building relationships and closing deals? An established international recruitment and executive search business is looking for a motivated Business Development Executive to help grow its global franchise network. With leads provided and an established pipeline already in place, this is an opportunity to focus on developing relationships, converting opportunities and winning new business. The opportunity: £30,000 basic salary. Uncapped commission. 2.5% commission on Net Fee Income (NFI) for sales 1–10. 3.5% commission on NFI from sale 11 onwards. Commission payable once fees have been collected. Four sales in the first year considered a realistic target. Company mobile phone. The Role: Manage and develop an existing pipeline of prospective franchise partners. Follow up on leads and build relationships with potential business owners. Present the franchise opportunity and its commercial benefits. Manage the full sales process, from initial contact through to negotiation and closing. Support prospective partners through the process of joining the franchise network. About You: We're looking for a strong salesperson with: Proven sales or business development experience. A track record of converting leads and winning business. Excellent communication, relationship-building and negotiation skills. Confidence engaging with business owners and decision-makers. A proactive, target-driven and commercially minded approach. Experience in recruitment, professional services, financial services or franchise sales would be beneficial, but is not essential. If you're a motivated salesperson looking for an opportunity with an established pipeline and uncapped earning potential, we'd love to hear from you. Apply today!

ABOUT OUR CLIENTOur client has operated since 1988 and has expanded into international workforce recruitment. They collaboratively work registered with the Ministry of External Affairs, Government of India, placing Indian workers with employers in Europe, with Greece as our main market. Role & Responsibility:As Manager - HR & Culture with strong emphasis on recruitment and culture-building. The manager is responsible for: Driving end-to-end talent acquisition (sourcing, interviews, onboarding). Managing HR operations (employee lifecycle, payroll inputs, compliance, documentation). Overseeing performance management (KRAs, appraisals, probation reviews). Handling compensation & benefits (salary benchmarking, appraisal cycles). Shaping organizational culture (employee engagement, grievance handling, recognition programs). Duties:To build HR systems, strengthen workplace culture, and ensure smooth HR operations in a growing, founder-led organization. It combines strategic HR responsibilities (culture, performance, compensation) with hands-on recruitment ownership. Recruitment & Talent Acquisition: End-to-end hiring (sourcing, screening, interviews, offers, onboarding), market mapping, and agency management. HR Operations: Employee lifecycle management (onboarding, documentation, payroll inputs, compliance, exits) and maintaining accurate records. Performance Management: Define KRAs/KPIs, manage appraisal cycles, probation reviews, and performance improvement plans. Compensation & Benefits: Salary benchmarking, appraisal cycles, and transparent compensation decisions. Culture & Engagement: Foster ethics, accountability, and respect; handle grievances; design recognition and feedback mechanisms. Education: Graduate, MBA / PGDM in HR is an advantage, not a requirement. LLB / BA LLB: a plus, because VGIL works with employment contracts, overseas recruitment regulations, work-permit processes and lawyers. Key Requirements: 5 to 8+ years of progressive HR Generalist / HRBP / People Operations experience with substantial hands-on recruitment. Strong 4 - 5 year builders and 810 year candidates who remain fully hands-on will be considered. Has personally sourced and closed mid-level and senior hires through LinkedIn, job portals, referrals and direct outreach – not only through agencies – and can show how they improved quality or time-to-hire. Hands-on with attendance and leave, onboarding, documentation, performance reviews, appraisals and employee relations. At least one HR system personally built from scratch: a policy set, hiring engine, PMS, appraisal process or HR calendar. Experience in a founder-led, SME or growth-stage business where they built or improved HR personally. Strong preference for a micro or small enterprise where they helped build the team as headcount grew. Non-negotiable: Genuinely wants a 5–20 person build-stage environment and will personally execute recruitment, HR operations, performance systems and employee matters without a support team. Strong written and spoken English; strong Hindi preferred COMPENSATION Total CTC: ₹10–14 LPA, made up of fixed pay and a performance-linked component of approximately ₹1–1.5 LPA. Performance-linked component: tied to a small number of measurable outcomes agreed in the first 30 days – priority roles hired on time, 90-day joining and retention of new hires, PMS implemented and reviews running, core HR processes completed, and a growing share of hires through direct sourcing and referrals. Location: New Delhi Experience: 5 - 8+ yrs of hands-on HR with strong recruitment ownership CTC: ₹10–14 LPA total CTC (fixed + performance linked) Reporting: Managing Director

Job Opening: Head of Operations – International Recruitment & Deployment Location: Delhi NCRExperience: 8-12 years in overseas recruitment/deployment operationsReports to: Managing DirectorCompensation: ₹15–20 LPA fixed + variable up to ₹3 LPA ________________________________________About Antal:Antal International, East Patel Nagar Delhi, is a leading recruitment consultancy having expertise in connecting top talent across IT, Manufacturing and FMCG industries with leading organizations.________________________________________About the role:Turn every confirmed employer requirement into workers who arrive on time, fully documented, fully compliant and well supported – through a team and process that work without the founder in the loop. Where it sits: the Business Head brings employer requirements; the Head – Candidate Acquisition builds the worker pool; the Head of Operations converts both into deployed, settled workers. Sourcing candidates is not this role's primary job, but it sets the quality bar for every candidate handed over.________________________________________KEY RESPONSIBILITIES:• Delivery planning - Turn each confirmed employer order into a plan – numbers, timelines, documents, owners. Flag feasibility risks before work begins.• Final eligibility & deployment-readiness check - Verify that candidates handed over by Candidate Acquisition meet employer, documentation and deployment requirements before the employer interview. Schedule employer interviews; keep selected / rejected / waitlisted records.• Documentation & compliance check - Own the document-control system: every file checked before submission. Ensure operational adherence to applicable MEA / eMigrate, recruiting-agent and destination-country requirements, in coordination with authorised legal / immigration professionals wherever required, and to VGIL's ethical recruitment policy – contract terms explained to the worker, transparent payments with receipts, truthful embassy preparation.• Visa & work permits - Coordinate visa and work-permit steps with the embassy / visa centre in New Delhi and with authorised legal / immigration professionals and representatives abroad; track every application to closure.• Pre-departure & deployment - Orientation on job, wages, hours, accommodation and rights; tickets; airport readiness; track each worker until handover to the employer.• Post-arrival support & troubleshooting - Single escalation point for workers and employers after arrival. Coordinate and track residence-permit filings with the overseas partner, and resolve issues such as accommodation, wage or contract mismatches, health issues, disputes and early-exit risks. Resolve or escalate within agreed timelines; log every case.• Team management, reviews & team building - Hire, train and lead the operations team. Set clear individual ownership and targets; run daily stand-ups, weekly reviews and monthly performance reviews. Build a second line so operations never depend on one person.• Systems, SOPs & reporting - One master tracker / CRM for every live case; SOPs, checklists, turnaround-time standards and an escalation matrix for each stage; weekly operations dashboard to the MD.• Partners & vendors - Manage medical centres, travel agents, document vendors and overseas representatives on quality, cost and speed.________________________________________IDEAL CANDIDATEMust have• 8+ years in overseas recruitment / deployment operations, including 3+ years leading an operations team.• Personally run the full cycle – screening, employer interviews, documentation, medicals, visa / work-permit coordination, travel, deployment and post-arrival issues – for bulk blue-collar or semi-skilled requirements (50–300+ workers).• Working knowledge of Indian emigration rules (MEA / eMigrate, recruiting-agent obligations) and of European work-permit processes.• Has hired, trained and reviewed a team, and can show trackers or SOPs they built.• High integrity on worker welfare and compliance. Strong Hindi and English; Punjabi is an advantage.Good to have• Greece or other European deployment experience; agriculture, food-processing, construction or hospitality workforces.• Has built an operations function in a growing, founder-led firm; strong Excel / CRM discipline.Not a fit: Domestic-only recruiters, HR generalists, IT / white-collar recruiters, visa counsellors without bulk deployment experience, people who have only sourced candidates, operations managers from unrelated industries, or anyone who cannot walk us through an end-to-end deployment they personally managed. EDUCATION• Bachelor's degree preferred (B.Com / BBA / BA / HR / Operations or equivalent). • MBA / PGDM in Operations or HR is an advantage, not a requirement. • Actual overseas recruitment and deployment experience matters far more than academic qualification