1,760 Human Resources Consultant jobs in India

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.

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

About CloudKeeper:

CloudKeeper is a cloud cost optimization partner that combines the power of group buying & commitments management, expert cloud consulting & support, and an enhanced visibility & analytics platform to reduce cloud cost & help businesses maximize the value from AWS, Microsoft Azure, & Google Cloud.

A certified AWS Premier Partner, Azure Technology Consulting Partner, Google Cloud Partner, and FinOps Foundation Premier Member, CloudKeeper has helped 350+ global companies save an average of 20% on their cloud bills, modernize their cloud set-up and maximize value — all while maintaining flexibility and avoiding any long-term commitments or cost.

CloudKeeper hived off from TO THE NEW, a digital technology service company with 2500+ employees and an 8-time GPTW winner.

Position Overview:

We are seeking an inspiring HR leader who is deeply committed to shaping organizational culture and advancing talent strategies. In this pivotal role, you will serve as a key driver of our people strategy—leading a skilled HR team and working closely with senior leadership to cultivate a high-performing, engaged workforce.

This position goes beyond overseeing daily HR functions; it requires strategic vision to champion a people-centric culture, support organizational growth, and deliver a meaningful employee experience that fuels innovation and performance. By collaborating with executive leadership, you’ll leverage data-driven insights and a deep understanding of human capital to influence impactful change across the organization.

Responsibilities

HR Business Partner:

• Work closely with leaders and teams to understand the pulse of the business to help build and execute thoughtful engagement plans that also enable retention of the employees
• Monitor attrition levels and implement innovative attrition control mechanism
• Administer and continuously look for enhancing employee benefits and tie-ups. Ensure the benefits package is in line with the industry
• Scale-up processes in line with growing headcount and changing organization & people needs
• Participate in the performance review process, provide feedback and support to managers and employees.

HR Operations:

• Owning up the onboarding of new hires and ensuring excellent experience throughout the pre, on-the-day, and post-joining period
• Owning and delivering all activities related to HR Operations - Onboarding, Insurance, PF, Compliances, Internal Audit, Documentation & Filing, Policies and SOPs
• Own and manage labour law compliances including PF and ESI. Ensure all other compliances/returns wrt POSH, Maternity, Minimum Wages etc are in place
• Benchmark the current policies and amend if necessary, post relevant approvals
• Be responsible for ensuring that all Audit requirements are being met and recommendations implemented.

Learning & Development:

• Identify training needs and work closely with the business heads to create a structured learning calendar
• Recommend appropriate learning intervention, coordinate with learning partners, oversee the implementation of L&D programs and ensure alignment with organizational goals and compliance with industry standards.
• Track and analyze training metrics to assess program effectiveness and generate detailed reports for the stakeholders
• Identify opportunities for process enhancements and implement best practices to streamline learning & development function

Process Automation:

• Spearhead the implementation of the HRMS Tool and related HR Modules
• Introduce enhancements to ensure ongoing process improvements are incorporated

Requirements

• 8-15 years of relevant functional experience
• MBA with specialization in Human Resources
• Outstanding communication and presentation skills
• High level of interpersonal skills and integrity; solid team player
• Ability to influence senior management, establish and maintain collaborative partnerships and provide leadership