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Job Description: Head - Plant HR Company Profile Tata Electronics is a prominent global player in the electronics manufacturing industry, with fast-emerging capabilities in Electronics Manufacturing Services, Semiconductor Assembly and Test, Semiconductor Foundry, and Design Services. Established in 2020 as a greenfield venture of the Tata Group, the company aims to serve global customers through integrated offerings across a trusted electronics and semiconductor value chain. This role is a part of the FATP Business Vertical of Tata Electronics which caters to Electronics Manufacturing Services. Job Title: Head - Plant HR Division: Human Resources (HR) Skip Level Reporting To: CHRO Department: Human Resources Location: TESS, Kolar Directly reporting roles (indicative) HRBP Lead Role Summary The Plant HR Head within TESS is responsible for managing all HR functions at the plant level, including talent acquisition, employee relations, performance management, training and development, compensation, and HR compliance. This role ensures alignment of HR strategies with plant-specific goals, fosters a positive work environment, addresses employee grievances, and supports the plant's operational efficiency through effective HR practices. The Plant HR Head plays a key role in maintaining workforce stability, driving employee engagement, and ensuring compliance with labor laws and company policies within the plant. Contribution areas – Key Responsibilities Strategic 1. HR Strategy and Planning: Develop and implement comprehensive HR strategies aligned with the plant's business goals. Conduct HR workforce planning to ensure adequate staffing levels and skills for current and future needs. 2. HR Technology and Innovation: Evaluate and look for continuous improvement in HR technologies (e.g., HRIS, talent management platforms) to streamline HR processes and improve efficiency. 3. Cost Management: Develop cost reduction strategies to optimize operational expenses within the HR department. Monitor financial performance against budget targets for HR-related expenditures. 1. Employee Relations and Engagement: Foster a positive and productive work environment that promotes employee engagement and well-being. Manage employee relations by addressing grievances, resolving conflicts, and promoting open communication. 2. HR Compliance: Ensure compliance with all applicable labor laws, regulations, and company policies. Monitor changes in legislation and proactively implement necessary updates to HR practices. 3. Workforce Analytics: Utilize data analytics to identify trends and patterns in HR data to inform strategic decision-making. Collaborate with plant leadership to define success metrics aligned with plant goals (e.g., production targets, safety records). 4. Risk Management: Identify and mitigate potential HR risks, such as compliance issues and employee turnover. Develop and implement contingency plans to address potential disruptions to the workforce. 5. Talent Management: Oversee the recruitment and selection process to attract and hire top talent. 1. Team Leadership: Lead and develop the HR team, providing coaching and mentorship to ensure high performance. Foster a collaborative and results-oriented work environment within the HR department. 2. Building Relationships: Build strong relationships with plant management and cross-functional teams to gain buy-in for HR initiatives. Maintain open communication channels and proactively address employee concerns. 3. Coaching and Development: Provide coaching and development opportunities for the HR team to help them stay current with HR best practices and develop their skills. Encourage and support continuous learning and professional development for the HR team. 4. Employee Experience: Conduct employee surveys and focus groups to gather feedback and identify areas for improvement in employee experience. 5. Performance Management: Conduct regular performance evaluations and facilitate goal-setting processes. Key Result Areas Strategic alignment with plant goals Effective recruitment and retention Operational HR cost reduction Compliance with labor laws, regulations, and company policies Achieve HR metrics and KPIs Enhanced overall employee satisfaction External Interfaces Government Agencies: Maintain communication with government agencies regarding labor law compliance requirements and inspections. Recruitment Agencies: Partner with recruitment agencies to source qualified candidates for specialized roles. Educational Institutions : Collaborate with vocational schools and technical colleges to build relationships and source potential talent. Industry Associations: Partner with industry associations to stay updated on HR best practices and legal developments specific to the EMS industry. Internal Interfaces Plant Management Team : Collaborate with plant management to align HR strategies with operational needs, ensure a positive work environment, and manage employee relations issues. Department Heads & Leaders: Partner with department heads and leaders to understand their staffing needs, develop talent management plans, and address employee concerns. Finance & Accounting Team: Collaborate with the finance and accounting team on matters related to payroll, benefits administration, and budgeting for HR initiatives. Plant HR Team: Lead and manage the plant HR team, delegate tasks, provide coaching and feedback, and ensure team members achieve their goals. Plant Safety Team: Collaborate with the plant safety team to develop and implement safety training programs for employees, address workplace safety concerns raised by employees, and ensure compliance with safety regulations relevant to the EMS industry. FATP Unit HR Head: Collaborate with FATP HR Head on day-to-day basis to lead team and organization on HR and operational excellence metrics respectively. Job Specifications Desired Educational Background Bachelor's degree in Human Resources Management, Organizational Psychology, Business Administration, or related field. Master's degree in Human Resources Management, Business Administration, or a related field. Desired Experience Around 20 years of progressive HR experience, preferably in the EMS or manufacturing industry. Proven track record of success in leading and implementing HR strategies in a fast-paced environment. Strong understanding of labor laws and regulations in India. Desired Certifications Certification in Human Resources Management (e.g., SHRM-CP, PHR). Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification. Our Values Integrity: We conduct ourselves with honesty, transparency, and fairness. We follow through on our commitments, consistently and reliably. Responsibility: We care for our people and the planet, leaving a positive impact through our business practices rooted in safety & sustainability Pioneering: We reimagine possibilities to shape the future, by being bold and innovative. Excellence: We are committed to world-class standards. We execute with speed, agility, and an unwavering focus on safety & quality. Respect & Inclusion: We value differences, hear every voice and approach conflicts with positive intent. Our relationships are based on mutual respect. Customer Focus: We place our customer at the heart of everything we do. We actively anticipate customer needs, keep promises consistently and enable their success Show more Show less
