What’s the InMobi family like? 

Featured among the “Great Places to Work” in India, China and other geographies since 2017, our Culture is our true north, enabling us to think big, solve complex challenges and grow with new opportunities. InMobians are passionate and driven, creative and fun-loving, take ownership and are results-focused. We invite you to free yourself, dream big and chase your passion. 

What is expected from you?

We are seeking a passionate and experienced Senior HR Partner for our Technology and Product teams.

This role offers one an exciting opportunity to understand business goals and closely work with the Tech/Product teams on differentiated Talent strategy and operations, keeping Tech-first ethos at the core. As a People team, we are at an exciting point where we re-thinking about how we will own (beyond enabling!) some of the key aspects of organizational health including org design, talent quality and engagement. So, room for immense creativity while we run the operations smoothly.

As a Senior HR Partner, you will play a pivotal role in shaping high-performing teams—the foundation of a winning organization. You will partner closely with business leaders to understand their goals and priorities and implement impactful solutions towards building a winning team, in alignment with People team priorities.

Equally, you will focus on enhancing people experiences, rooted in our People Philosophy- helping every individual rise to their full potential while fostering a sense of purpose and pride.

Through this dual focus—business impact and people experience—you will help build an environment where our people and organization thrive together.

What you will be doing?

• Collaborate with Tech/Product leadership to understand business goals and align on the priorities that will strengthen talent density, team effectiveness and culture. Coach leaders on organizational effectiveness, talent strategies, and team development.
• Contribute towards developing organization models and workforce plans that enable scalable growth in an efficient way. Contribute to future-ready organizational structures aligned with business strategy and AI-first vision.
• In partnership with the relevant teams, lead and deliver key talent and culture programs, including leadership assimilation, capability building, new hire orientation, performance cycles, recognition, and cultural celebrations. Partner with Talent Development (HR COE) to implement talent strategies for the assigned unit.
• Ensure seamless implementation of cyclical HR processes and initiatives in collaboration with COE teams. 
• Regular conduct connects with employees and leverage survey findings to identify opportunities to strengthen employee experience and engagement. 
• Leverage people analytics and judgement to spot key trends or anticipate issues/ opportunities and data driven decisions and actions.
• Ensure accuracy, integrity, and compliance of people data across HR systems to enable reliable reporting and planning.

What do you bring?

• Preferably Masters degree in Business Administration with specialization in HR or Psychology, or related field.
• About 10 years of progressive HR experience in business partnering and CoE roles, ideally supporting tech/product teams in  fast paced environments.
• Good business acumen with the experience of partnering with leaders on People priorities which is aligned with the Talent strategy to meet team/business goals. Key priorities include talent density, workforce planning and high performance team culture.
• Have experience of implementing high impact projects end to end. As the HR partner, have successfully conceived and developed relevant programs in areas spanning employee engagement, team effectiveness and talent development.
• Good critical thinking and problem solving skills.
• Good communication skills with the ability to drive clarity and influence for excellence.
• Adept at people analytics to conduct variety of analysis and identify trends, anticipate challenges, and drive data driven decisions. 
• Good collaboration and interpersonal skills, with the ability to develop trust based relationships.

About InMobi Group

InMobi Group has been a pioneer in mobile-first, AI-powered technology for over 18 years, shaping the future of advertising and consumer experiences. With businesses spanning AdTech, Consumer Tech (Glance), and Data Platforms, we’re driving intelligent experiences at scale, powering over 500 million devices across markets like the US, Japan, India, and Brazil.

As a profitable, high-growth organization on a clear IPO trajectory, InMobi operates at the intersection of startup speed and public-market scale—where data-driven decisions are critical to sustained success.

Role Overview

 We are looking for a Lead, People Analytics to build and scale InMobi’s people data and analytics capability as a strategic decision engine for the People Team and business leaders.

This role sits at the intersection of workforce economics, talent strategy, and data storytelling, enabling leaders to make informed decisions on hiring, attrition, cost, organization design, and capability investments.

You will own people analytics end-to-end—from workforce cost modeling and dashboards to hypothesis-driven analysis and proactive insights—while working closely with PBPs, Rewards, Finance, People Systems, and leadership.

Key Responsibilities 

Workforce Cost & Planning Analytics

• Own workforce cost analytics across current state, projections, and scenario modeling.
• Track and model in-year cost vs exit cost, factoring exits, backfills, hiring plans, and timing shifts.
• Build buffers and assumptions to ensure projected workforce costs stay close to actuals through the year.
• Partner closely with Finance and Rewards to support budgeting, AOPs, and leadership reviews.

Dashboards, Reporting & Analytics Products

• Maintain and continuously improve existing People Analytics dashboards.
• Design and build new dashboards as requirements emerge across People teams.
• Primary tools: Power BI (strong DAX, data modeling, and performance optimization expected).
• Apply strong storyboarding, UX, and design principles to build user-centric, decision-ready dashboards.
• Ensure dashboards are intuitive, scalable, and aligned to leadership consumption needs.

Advanced, Predictive & Proactive Analytics

• Build analytics capabilities that move the org from descriptive → diagnostic → predictive insights.
• Develop proactive views on:
• Attrition risk
• Hiring effectiveness
• Workforce mix and cost evolution
• Org design and capability gaps
• Partner with People Systems and HR Tech teams to embed insights into workflows where possible.

Insights, Hypothesis Testing & Storytelling

• Act as a centralized analytics partner for the People Team on complex problem statements.
• Conduct org-level hypothesis-driven analyses and present clear insights with recommendations.
• Translate data into executive-ready narratives that enable action—not just observation.
• Support leadership decks, board-level discussions, and strategic reviews with data-backed insights.

Stakeholder Communication & Analytics Enablement

• Own the communication strategy for People Analytics initiatives.
• Proactively inform stakeholders about new dashboards, changes, and enhancements.
• Conduct demos, training sessions, and office hours to drive adoption.
• Enable decentralization of simple analytics by upskilling People teams to speak the “metrics language.”

Systems & Data Foundations

• Work with HRMS and ATS systems such as SuccessFactors, Workday, Greenhouse, SAP Recruitment, etc.
• Ensure data quality, consistency, and governance across systems feeding analytics.
• Partner with People Systems to improve data structures and future readiness.

Automation, AI & Analytics-Led Efficiency

• Identify opportunities across People Analytics and People Operations to reduce manual effort through automation, self-serve analytics, and AI-enabled workflows.
• Partner closely with People Systems, Technology, and Product teams to design and implement automated or agentic solutions for recurring analytics, reporting, and insight-generation use cases.
• Help evolve People Analytics from static dashboards to intelligent, action-oriented systems that proactively surface insights and recommendations.
• Continuously evaluate emerging analytics, AI, and agentic capabilities to improve speed, scalability, and decision quality for the People Team.

Qualifications & Experience 

• 5+ years of overall experience within HR or adjacent enablement functions.
• 3+ years of hands-on experience in Analytics and reporting.
• Strong experience with workforce cost analytics and planning.
• Advanced proficiency in Power BI and DAX.
• Solid understanding of HR systems (HRMS, ATS) and people data structures.
• Experience building predictive or proactive analytics is strongly preferred.
• Strong communication, stakeholder management, and storytelling skills.
• Preferred experience working with automation, AI-driven analytics, or agentic workflows to reduce manual reporting and improve operational efficiency.
• Comfortable operating in fast-changing environments with shifting priorities.

What Success Looks Like?

• Leaders trust People Analytics as a single source of truth for workforce decisions.
• Workforce cost projections are accurate, explainable, and actionable.
• Dashboards are widely adopted and used in decision-making forums.
• The People Team increasingly operates with a data-first mindset.
• Analytics shifts from reactive reporting to proactive insight generation.
• Manual, repetitive analytics and reporting work is significantly reduced, with intelligent, automated insights enabling faster and more proactive people decisions.

Why Join Us? 

• Be part of a global tech company shaping the future of advertising and AI-powered consumer experiences.
• Work at the intersection of people strategy, data, and business outcomes.
• Play a critical role in an organization preparing for IPO and global scale.
• Collaborate with sharp, driven leaders in an entrepreneurial environment.
• Build something foundational analytics that truly influences decisions, not just dashboards.

Role Overview

To co-create and lead a future-focused, continuously learning talent ecosystem across the organization, embedding AI fluency and functional excellence across all business units.

This leader partners closely with L&OD Head to establish a high-impact capability engine enabling an agile, innovative, new-age organization.

Key Responsibilities:

Strategic

• Orchestrate the enterprise learning strategy into continuous execution
• Build and scale a continuous learning culture across functions.
• Drive AI fluency and applied skills integration into all roles.
• Partner with business leaders for capability roadmaps.
• Create a north-star capability model for Product & Engineering and GTM functions.

Operational

• Design and deploy enterprise-wide learning programs and frameworks.
• Curate AI-enabled learning pathways for functional teams.
• Build and manage cohort-based development journeys.
• Track learning analytics, business metrics, and ROI.
• Partner with external learning partners, functional coaches & platforms.

Transformation & Innovation

• Introduce new-age learning tools, methodologies, platforms.
• Embed AI-first learning experiences across all functions.
• Build communities of practice & peer learning models.
• Create internal “AI champions” network.

Core Capabilities

• Deep learning architecture understanding
• Innovative solution design & facilitation
• Strategic thinking + hands-on execution
• Strong data & analytics lens
• High stakeholder influence

Mindset

• Curious & constantly learning
• Bold, creative, unconventional thinker
• Challenges the status-quo
• Builder mentality, not custodian
• Pragmatic executioner
• Emotionally intelligent
• Entrepreneurial drive

Top Success Measures (will be translated into KPIs)

• Organization AI Fluency Score
• Function Capability Index
• Learning Penetration Coverage %
• Impact-ROI Dashboards
• Leader sentiment
• Internal talent mobility
• Performance uplift indicators

Experience Requirement

15 years preferred
(However: quality of thinking, innovation depth, and execution excellence hold higher value than tenure alone)

Location: Bangalore - In Office 
Reports To: CHRO (with strong SIG – Strategic Investment Group / CEO / CFO partnership) 

About InMobi Group 

InMobi Group has been a pioneer in mobile-first, AI-powered technology for over 18 years, shaping the future of advertising and consumer experiences. With businesses spanning AdTech, Consumer Tech (Glance), and Data Platforms, we’re driving intelligent experiences at scale, powering over 500 million devices across markets like the US, Japan, India, and Brazil. As a profitable and high-growth company, we’re on a bold path towards IPO and redefining global digital engagement through innovation in advertising, AI commerce, connected TV, and more. 

As InMobi Group accelerates its next phase of growth through a robust pipeline of global acquisitions planned over the coming year, right M&A will be critical in enabling the organization to scale rapidly while preserving cultural coherence, leadership strength, and operational rigor—making inorganic growth a core lever in achieving our long-term business vision. 

Role Overview 

We are seeking a Director/VP– Strategic M&A Integration & Value Realisation to own and lead the People charter across global mergers, acquisitions, and strategic investments. The role owns the end-to-end integration and value delivery lifecycle for large acquisitions and strategic transactions—starting pre-LOI and extending through Day-1, Day-90, and Year-1 outcomes. 

This role exists to ensure that acquisitions are: 

• Assimilated fast 

• Organisationally and culturally integrated 

• Cost- and value-disciplined 

• Measurably accretive to the core business 

The role does not own deal execution. Instead, it ensures that every deal delivers its intended strategic, organisational, and people outcomes, with clear accountability for value realisation. 

Operating at the intersection of People, Strategy, Finance, and Business, this is a high-impact role critical to making inorganic growth a repeatable, disciplined value engine for the organisation. 

Key Responsibilities 

1. Pre-LOI Integration & Org Due Diligence (Strategic Advisory)

Partner closely with SIG Finance, and the CHRO’s office before LOI to assess: 

• Leadership quality, depth, and succession risk 

• Org structure, role overlaps, and decision rights 

• Culture, performance norms, and operating cadence 

• Workforce cost structures, location leverage, and scalability 

Shape integration hypotheses that directly influence: 

• Valuation ceilings 

• Retention vs redundancy strategies 

• Day-1 operating model decisions 

Provide clear, decision-oriented inputs that inform deal structure—not retrospective commentary. 

1. Integration Strategy & Execution Ownership

• Design and own the end-to-end integration strategy across people, org, cost, systems, and culture 

• Lead Day-1 / Day-30 / Day-90 / Year-1 integration plans 

• Drive fast, decisive integration choices; escalate trade-offs when required 

• Ensure integration momentum is sustained without creating prolonged disruption or fatigue 

This role acts as the single-threaded owner for integration outcomes. 

1. Org, Talent & Culture Assimilation 

• Lead future-state org design and leadership mapping 

• Make strategic calls on: 

• Role redundancies 

• Leadership transitions 

• Retention of truly critical talent 

• Drive cultural assimilation in close partnership with PBPs, focusing on: 

• Decision speed 

• Accountability and ownership 

• Performance bars and execution rigor 

Ensure acquired leaders and teams are fully embedded, not operating as parallel structures. 

1. Synergy & Cost Value Realisation(Core to the Role)

• Architect and deliver robust synergies across: 

• Workforce and leadership layers 

• Vendors, platforms, and infrastructure 

• Operating model simplification 

• Partner with Finance to track real P&L and cash impact, not just synergy narratives 

• Embed cost discipline from Day-1, ensuring value is realised—not deferred 

Hold integration teams accountable to committed vs realised value. 

1. Senior Stakeholder & Governance Leadership

• Act as a trusted extension of the CHRO in driving enterprise-wide change 

• Partner closely with CEO, CFO, Business Heads, and SIG 

• Provide transparent, executive-level updates on: 

• Value realised vs committed 

• Integration risks and blockers 

• Org, leadership, and talent implications 

Ensure governance is tight, decisions are documented, and trade-offs are explicit. 

1. Playbooks, Governance & Institutional Capability

• Build and institutionalise M&A integration playbooks, trackers, and governance models 

• Create repeatable frameworks that scale across multiple concurrent deals 

• Ensure auditability and readiness for IPO-level scrutiny 

• Codify learnings to continuously strengthen the organisation’s M&A muscle 

What Success Looks Like 

• Acquisitions are integrated cleanly and quickly 

• Clear people, org, and cost synergies are measurably delivered 

• No prolonged “integration fatigue” across the organisation 

• Acquired leaders and teams operate as one company, not legacy entities 

• A scalable, institutionalised M&A integration playbook exists across the org 

• Inorganic growth becomes a predictable value lever, not a risk function 

Qualifications & Skills 

• 12–18+ years of experience across People Strategy, M&A, Integration, or Consulting 

• 4–7+ years in consulting or M&A advisory environments (Big 4, Aon, Mercer, WTW, or similar) strongly preferred 

• Strong, hands-on experience with global acquisitions (US & EMEA mandatory) 

• Demonstrated experience owning post-deal integration and value realisation 

• Deep understanding of: 

• Org design and workforce economics 

• Rewards, cost structures, and compliance 

• Change management in high-stakes environments 

• Exceptional stakeholder management skills and executive presence 

• Ability to operate with high ambiguity, speed, and accountability 

• Strategic thinker with a strong execution bias

Who are we and What do we do? 

InMobi Group’s mission is to power intelligent, mobile-first experiences for enterprises and consumers. Its businesses across advertising, marketing, data and content platforms are shaping consumer experience in a world of connected devices. InMobi Group has been recognized on both the 2018 and 2019 CNBC Disruptor 50 list and as one of Fast Company’s 2018 World’s Most Innovative Companies. 

What’s the InMobi family like? 

Consistently featured among the “Great Places to Work” in India since 2017, our culture is our true north, enabling us to think big, solve complex challenges and grow with new opportunities. InMobians are passionate and driven, creative and fun-loving, take ownership and are results-focused. We invite you to free yourself, dream big and chase your passion. 

What do we promise? 

We offer an opportunity to have an immediate impact on the company and our products. The work that you shall do will be mission critical for InMobi and will be critical for optimizing tech operations, working with highly capable and ambitious peer groups. At InMobi, you get food for your body, soul, and mind with daily meals, gym, and yoga classes, cutting-edge training and tools, cocktails at drink cart Thursdays and fun at work on Funky Fridays. We even promise to let you bring your kids and pets to work 

We are seeking a passionate and experienced HR Generalist and People Business Partner, with the focus on building a high-performing culture to drive excellence and innovation.

As a People team, we are at an exciting point where we re-thinking about how we will own some of the key aspects of organizational health including org design, talent quality, engagement while enabling data-based people decisions and analytics. So, room for immense creativity while we run the operations smoothly.

We are looking for a people-oriented and energetic HR Site Manager to anchor on-ground people operations and employee experience at one of our key office locations. 

As part of the broader People function, this role is instrumental in bringing HR strategy to life on-site. You will be the go-to HR point of contact for employees at the location, ensuring seamless HR processes, high employee engagement, and a positive workplace environment. This role offers an exciting opportunity to work closely with various HR verticals -Talent, Rewards, Operations, L&D - while making a real impact at the site level. This role is perfect for someone looking to build their HR career while making a direct impact on employee experience and site operations. 

HR Site Manager 

• Act as the first point of contact for employees at the location, resolving day-to-day HR queries, ensuring high satisfaction and trust in HR. 

• Support new employee onboarding and orientation, ensuring a smooth ramp-up and a consistent employee experience. 

• Partner with the central HRBP/People team and office leadership to drive engagement activities, cultural initiatives, and site events. 

• Coordinate with HR operations and facilities to maintain a well-functioning and inclusive work environment at the site. 

• Support implementation of people programs and processes across performance management, learning initiatives, benefits roll-outs, and compliance efforts. 

• Own local execution of pulse surveys, feedback mechanisms, and site-level data collection, working with HRBPs to act on insights. 

• Help maintain HR data accuracy for the site and support HR operations with documentation, audits, and compliance checks. 

• Be a culture ambassador-championing initiatives around inclusion, well-being, and team bonding. 

• Maintain confidentiality and handle sensitive employee information with discretion and professionalism. 

What are we looking for? 

• 6-8 years of experience in HR, ideally in generalist or operations roles within fast-paced environments. 

• High ownership and strong execution ability - comfortable managing multiple priorities on the ground. 

• A people-first mindset, with strong communication, interpersonal and relationship-building skills. 

• A good grasp of core HR processes across the employee lifecycle; familiarity with HR systems and tools is a plus. 

• Comfortable working in ambiguity and proactively solving problems. 

• A team player who thrives in collaborative environments and is passionate about building a great workplace culture. 

• Excellent communication and interpersonal skills with the ability to interact effectively with employees at all levels. 

• Bachelor's degree in HR, Business Administration, or related field preferred. 

• Flexibility to adapt to changing priorities and work in a fast-paced environment. 

• Team player who can work independently while maintaining strong coordination with central HR team. 

What will you be doing?

InMobi is seeking an HR Technology Leader to own and optimize our global HR systems ecosystem. This role includes driving SAP SuccessFactors strategy, global HR tech governance, automation, integrations, data quality, and a major milestone for the year: Designing and implementing the AI Enabled HR Technology Roadmap, including AI automation, AI driven workflows, and predictive HR insights.

 What You’ll Own ?

•    Own SAP SuccessFactors roadmap (EC, LMS, Talent, Time, Compensation, Recruitment, Benefits, Onboarding/Offboarding, SAP Joule).
•    Lead global HR technology integrations (ADP Celergo, Allsec, Greenhouse, AuthBridge).
•    Drive configuration, workflows, testing, UAT, release management, and documentation.
•    Lead AI roadmap implementation—AI automation, AI enabled HR processes, predictive analytics, and efficiency models.
•    Strengthen HR data governance, global privacy compliance, role based access, and audit readiness.
•    Deliver automation initiatives and reduce manual processes across global HR workflows.
•    Manage global HR technology programs and multi country rollouts.
•    Partner with HRBPs, Payroll, IT, Rewards, and global People teams.
•    Manage vendors, SLAs, escalations, and solution delivery.
•    Lead and mentor HRIS analysts and consultants.
•    Drive change management, user adoption, and technology enablement.

What is expected out of you?

Must have:

•    5+ years in HRIS/HR Technology with global implementation experience.
•    Expert in SAP SuccessFactors Employee Central (configuration, workflows, permissions, reporting) with strong experience in modules such as PMGM, LMS, Recruitment, and Compensation.
•    Proven experience in multi country integrations (ADP, Allsec, Greenhouse).
•    Hands-on experience with AI/automation tools, AI workflow design, or AI driven HR solutions.
•    Strong HR process knowledge and data governance experience.
•    Strong stakeholder management, problem solving, and leadership skills.
•    Experience leading HRIS or HR tech teams.

Good to have:

•    SAP SF EC Certification.
•    SAP Activate methodology.
•    Experience with AI tools in HR (Copilot, AI chatbots, ML based insights, intelligent automation).
•    XML/HTML, Jira/Trello, Microsoft 365.
•    Experience in high growth global companies.