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Talent Acquisition Coordinator (Operations)

GSK

Full time
Location
Gurgaon
Work mode
Not stated
Salary
₹3L – ₹7L a year estimatetypical for HR & Recruitment Jobs in India, 558 posts
Posted 7 days ago

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Job description

Welcome to Haleon. We’re a purpose-driven, world-class consumer company putting everyday health in the hands of millions. In just three years since our launch, we’ve grown, evolved and are now entering an exciting new chapter – one filled with bold ambitions and enormous opportunity. Our trusted portfolio of brands – including Sensodyne®, Panadol®, Advil®, Voltaren®, Theraflu®, Otrivin®, and Centrum® – lead in resilient and growing categories. What sets us apart is our unique blend of deep huma…

Job market insights

₹3L – ₹7L advertised yearly salary for HR & Recruitment Jobs in India (middle half of 558 posts that show a salary; median ₹4.5L)
100 more open jobs at GSK

Most HR & Recruitment Jobs posts in Gurgaon ask for 3–6 years of experience (41% of 34 that say).

Hiring most for HR & Recruitment Jobs in Gurgaon

  • MongoDB9 open jobs
  • Jones Lang LaSalle6 open jobs
  • Baxter5 open jobs

From live job posts on CoreHRx, updated 5 Nov 2026. Skill figures count posts that list their skills; salary figures only posts that show a salary.

Questions about this job

What is the salary for this Talent Acquisition Coordinator (Operations) job?

The post does not state the pay. As an estimate, comparable posts on CoreHRx advertise ₹3L – ₹7L a year (typical for HR & Recruitment Jobs in India, 558 posts).

Where is this job based?

In Gurgaon.

What kind of job is this?

It is a full time job.

Preparing for an HR executive, recruiter, talent acquisition or HR generalist interview in India? This guide covers the questions asked most often, sample answers, the labour law basics you should know (PF, ESI, gratuity, POSH) and how freshers (MBA HR, BBA) and experienced HR professionals should prepare.

Questions you may be asked

  1. Tell me about yourself.
  2. How many positions have you closed, and for which roles?
  3. How do you source candidates for a hard-to-fill role?
  4. How do you reduce offer drop-outs?

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