Talent Management Lead

About the Business

Tata Electronics Pvt. Ltd. is a prominent global player in the electronics manufacturing industry, with fast-emerging capabilities in Electronics Manufacturing Services, Semiconductor Assembly & 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. With a rapidly growing workforce, the company currently employs over 65,000 people and has significant operations in Gujarat, Assam, Tamil Nadu, and Karnataka, India. Tata Electronics is committed to creating a socioeconomic footprint by employing many women in its workforce and actively supporting local communities through initiatives in environment, education, healthcare, sports and livelihood.

Role Summary

This role is critical in driving the plant's people strategy encompassing succession planning, performance management, career development, and employee engagement. As the custodian of the talent lifecycle, the role holder will align HR practices with business goals to engage, retain, and develop top talent. The Talent Management Lead for the Plant Unit is responsible for driving talent development and succession planning aligned with the plant’s operational goals. It includes overseeing career progression frameworks, and performance management processes specific to the plant environment. The role also ensures alignment with corporate HR strategies while catering to the unique talent needs of a shop-floor and technical workforce.

Contribution areas – Key Responsibilities

Talent Management & Succession Planning

1. Design and implement talent development frameworks to identify, develop, and retain high-potential employees.
2. Create and maintain succession plans for critical roles to ensure leadership continuity.
3. Collaborate with line managers to assess talent gaps and plan for future workforce needs

Career Planning and Development:

1. Define career paths and development plans for both blue-collar and white-collar employees.
2. Facilitate learning and development interventions in collaboration with the L&D team.
3. Drive competency mapping and skill-building aligned with Industry

Performance Management:

1. Lead the Performance Management System (PMS) implementation and review cycles.
2. Drive the adoption of KPIs, goal setting, mid-year, and annual reviews across levels.
3. Train managers in giving constructive feedback and handling performance improvement plans

Reward & Recognition (R&R):

1. Develop and administer plant-specific and organization-wide R&R programs.
2. Promote a culture of appreciation by recognizing contributions at all levels

Employer Branding & Workplace surveys like GPTW:

1. Drive the pulse surveys and workplace surveys aligned with the Tata Group's philosophy.
2. Drive initiatives for Great Place to Work certification – including employee perception analysis, action planning, and branding campaigns.
3. Collaborate with internal communications and corporate branding to build plant visibility

Compliance and Policies:

1. Ensuring compliance with labor laws and internal policies.
2. Harmonizing of the policies

Team Leadership:

1. Leading and developing the talent management team.
2. Providing coaching and support to enhance team performance

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Employee Experience:

1. Ensuring a positive and professional experience for all employees in talent lifecycle
2. Managing communication and feedback throughout the talent lifecycle process.

Stakeholder Engagement:

1. Building strong relationships with internal and external stakeholders.
2. Facilitating collaboration and communication across departments.

Key Result Areas

1. Top Talent Retention
2. Succession Planning
3. Performance Management
4. Career Planning & Employee Development
5. Rewards & Recognition
6. Employee workplace surveys and external recognition in HR

External Interfaces

• Survey Agencies

  : Partner with survey agencies specializing in workplace surveys.

• Industry Associations:

  Participate in industry associations to stay updated on talent management best practices and trends in the EMS sector.

• HR Technology Providers (HRIS, PMS, Survey systems etc.

  ): Improvise existing systems and implementation of new systems to bring efficiencies and usability for the users.

• Statutory Bodies & Auditors:

  Ensure payroll compliance, manage inspections, and respond to audits

Internal Interfaces

• Employees and Managers:

  Support in performance management, talent reviews, succession planning, and manpower planning

• Department Heads & Leaders:

  Align talent strategy with plant operations; discuss workforce planning and productivity

• Corporate HR Department:

  Align with group-level HR frameworks, processes, and reporting

Desired Educational Background

• Bachelor’s degree in human resources, Business Administration, or a related field is required.
• Master’s degree in human resources or MBA is preferred.

Desired Experience

• 10-15 years of experience in talent management, with at least 5 years in a leadership role.
• Extensive experience in talent management space within the electronic manufacturing sector is preferred.
• Proven track record in developing and executing talent strategies.

Desired Certifications

• Certified Professional in SHRM-SCP, STMP, GTML or equivalent certification is preferred

Our Values

1. Integrity:

   We conduct ourselves with honesty, transparency, and fairness. We follow through on our commitments, consistently and reliably.

2. Responsibility:

   We care for our people and the planet, leaving a positive impact through our business practices rooted in safety & sustainability

3. Pioneering:

   We reimagine possibilities to shape the future, by being bold and innovative.

4. Excellence:

   We are committed to world-class standards. We execute with speed, agility, and an unwavering focus on safety & quality.

5. Respect & Inclusion:

   We value differences, hear every voice and approach conflicts with positive intent. Our relationships are based on mutual respect.

6. 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