The demand for talent management professionals is growing, reflecting the strategic importance of attracting, developing, and retaining skilled employees. These roles involve workforce planning, performance management, and leadership development. Companies across various sectors are seeking individuals with expertise in human resources, organizational psychology, and business administration to optimize their talent strategies.75 Talent Management jobs in India
Talent Management Analyst
Bengaluru, Karnataka
Flowserve Corporation
Posted 3 days ago
Job Viewed
Job Description
Flowserve is a world-leading manufacturer and aftermarket service provider of comprehensive flow control systems. Join a company whose people are committed to building a more sustainable future to make the world better for everyone. With 16,000+ employees in 50+ countries, we combine our global reach with local presence. Our team challenges themselves to approach each situation with ingenuity and creativity to help provide our customers with the most innovative flow control products and services. We support 10,000+ customers worldwide, creating products to meet the needs of our customers who are supplying energy, fresh water, pharmaceuticals and other essentials to consumers, businesses and governments globally. We invite you to put your talents and career in motion at Flowserve.
Company Overview:
If a culture of excellence, innovation and ownership is what you're searching for, consider putting your experience in motion at Flowserve. As an individual contributor, or as a leader of people, your enterprise mindset will ensure Flowserve's position as the global standard in comprehensive flow control solutions. Here, your opportunity for professional development and industry leading rewards will be supported by our foundational commitments to the values of people first, integrity and safety. Thinking beyond opportunity and reward, at Flowserve, we are inspired by working together to create extraordinary flow control solutions to make the world better for everyone!
**Role Summary**
The Talent Management Analyst will work collaboratively with members of the Talent Management COE and HR teams in the APAC region. This role is primarily responsible for the coordination and organization of Flowserve Talent Management initiatives in the region as well as support for global talent program analytics. These initiatives include, but are not limited to, Performance Management, Succession Planning, Learning & Development, and Employee Engagement.
**Responsibilities**
+ Collaborate with regional HR and business leaders to align talent analytics with workforce planning and succession strategies.
+ Maintain and track baseline of talent supply and mobility data, with a focus on establishing a global structure and best practice regional model for APAC; report progress against pipeline goals to identify gaps and recommend strategic interventions.
+ Design and deliver dashboards and visualizations that communicate the health and progress of talent pipelines and learning initiatives to HR and business stakeholders.
+ Manage and enhance reporting processes across key talent systems (e.g., Performance Management, New Hire Training, Leadership Development) using tools like Workday and Microsoft Office Suite.
+ Seek opportunities to improve, simplify, and automate reporting and analytics processes.
+ Conduct in-depth analysis of employee engagement survey results and talent pipeline metrics (e.g., high potentials, site leaders, promotions) to generate actionable insights and support data-driven decision-making.
+ Serve as a liaison with site-level contacts to ensure consistent implementation and support of Talent Management programs across locations.
+ Provide technical support for virtual instructor-led training sessions, including managing chat, breakout rooms, and other virtual classroom logistics.
+ Respond to technical help tickets and troubleshoot issues related to talent systems and tools.
**Requirement:**
+ Bachelor's Degree in human resources management, organizational development, applied behavioral sciences, business administration, or related field.
+ Preference for corporate experience min of 5yrs in Talent Management, Human Capital Analytics.
+ Agility and ability to quickly adapt to changing demands/environment.
+ Advanced expertise in Excel, ability to analyze and manipulate large amounts of data - identifying trends and drawing conclusions through data analysis
+ Expert with Microsoft Office Suite, Tableau/PowerBI or other analytics software.
+ Ability to communicate data trends both verbally and through visual presentation
+ Proficient with Workday or related software.
+ Excellent verbal and written communication skills.
+ Detail-oriented and conscientious.
**Req ID** : R-15497
**Job Family Group** : Human Resources
**Job Family** : HR Human Resources
EOE including Disability/Protected Veterans. Flowserve will also not discriminate against an applicant or employee for inquiring about, discussing or disclosing their pay or, in certain circumstances, the pay of their co-workers. Pay Transparency Nondiscrimination Provision
If you are a qualified individual with a disability or a disabled veteran, you have the right to request a reasonable accommodation if you are unable or limited in your ability to use or access flowservecareers.com as result of your disability. You can request a reasonable accommodation by sending an email to In order to quickly respond to your request, please use the words "Accommodation Request" as your subject line of your email. For more information, read the Accessibility Process.
Company Overview:
If a culture of excellence, innovation and ownership is what you're searching for, consider putting your experience in motion at Flowserve. As an individual contributor, or as a leader of people, your enterprise mindset will ensure Flowserve's position as the global standard in comprehensive flow control solutions. Here, your opportunity for professional development and industry leading rewards will be supported by our foundational commitments to the values of people first, integrity and safety. Thinking beyond opportunity and reward, at Flowserve, we are inspired by working together to create extraordinary flow control solutions to make the world better for everyone!
**Role Summary**
The Talent Management Analyst will work collaboratively with members of the Talent Management COE and HR teams in the APAC region. This role is primarily responsible for the coordination and organization of Flowserve Talent Management initiatives in the region as well as support for global talent program analytics. These initiatives include, but are not limited to, Performance Management, Succession Planning, Learning & Development, and Employee Engagement.
**Responsibilities**
+ Collaborate with regional HR and business leaders to align talent analytics with workforce planning and succession strategies.
+ Maintain and track baseline of talent supply and mobility data, with a focus on establishing a global structure and best practice regional model for APAC; report progress against pipeline goals to identify gaps and recommend strategic interventions.
+ Design and deliver dashboards and visualizations that communicate the health and progress of talent pipelines and learning initiatives to HR and business stakeholders.
+ Manage and enhance reporting processes across key talent systems (e.g., Performance Management, New Hire Training, Leadership Development) using tools like Workday and Microsoft Office Suite.
+ Seek opportunities to improve, simplify, and automate reporting and analytics processes.
+ Conduct in-depth analysis of employee engagement survey results and talent pipeline metrics (e.g., high potentials, site leaders, promotions) to generate actionable insights and support data-driven decision-making.
+ Serve as a liaison with site-level contacts to ensure consistent implementation and support of Talent Management programs across locations.
+ Provide technical support for virtual instructor-led training sessions, including managing chat, breakout rooms, and other virtual classroom logistics.
+ Respond to technical help tickets and troubleshoot issues related to talent systems and tools.
**Requirement:**
+ Bachelor's Degree in human resources management, organizational development, applied behavioral sciences, business administration, or related field.
+ Preference for corporate experience min of 5yrs in Talent Management, Human Capital Analytics.
+ Agility and ability to quickly adapt to changing demands/environment.
+ Advanced expertise in Excel, ability to analyze and manipulate large amounts of data - identifying trends and drawing conclusions through data analysis
+ Expert with Microsoft Office Suite, Tableau/PowerBI or other analytics software.
+ Ability to communicate data trends both verbally and through visual presentation
+ Proficient with Workday or related software.
+ Excellent verbal and written communication skills.
+ Detail-oriented and conscientious.
**Req ID** : R-15497
**Job Family Group** : Human Resources
**Job Family** : HR Human Resources
EOE including Disability/Protected Veterans. Flowserve will also not discriminate against an applicant or employee for inquiring about, discussing or disclosing their pay or, in certain circumstances, the pay of their co-workers. Pay Transparency Nondiscrimination Provision
If you are a qualified individual with a disability or a disabled veteran, you have the right to request a reasonable accommodation if you are unable or limited in your ability to use or access flowservecareers.com as result of your disability. You can request a reasonable accommodation by sending an email to In order to quickly respond to your request, please use the words "Accommodation Request" as your subject line of your email. For more information, read the Accessibility Process.
This advertiser has chosen not to accept applicants from your region.
0
Talent Management Analyst
Chennai, Tamil Nadu
Flowserve Corporation
Posted 3 days ago
Job Viewed
Job Description
Flowserve is a world-leading manufacturer and aftermarket service provider of comprehensive flow control systems. Join a company whose people are committed to building a more sustainable future to make the world better for everyone. With 16,000+ employees in 50+ countries, we combine our global reach with local presence. Our team challenges themselves to approach each situation with ingenuity and creativity to help provide our customers with the most innovative flow control products and services. We support 10,000+ customers worldwide, creating products to meet the needs of our customers who are supplying energy, fresh water, pharmaceuticals and other essentials to consumers, businesses and governments globally. We invite you to put your talents and career in motion at Flowserve.
Company Overview:
If a culture of excellence, innovation and ownership is what you're searching for, consider putting your experience in motion at Flowserve. As an individual contributor, or as a leader of people, your enterprise mindset will ensure Flowserve's position as the global standard in comprehensive flow control solutions. Here, your opportunity for professional development and industry leading rewards will be supported by our foundational commitments to the values of people first, integrity and safety. Thinking beyond opportunity and reward, at Flowserve, we are inspired by working together to create extraordinary flow control solutions to make the world better for everyone!
**Role Summary**
The Talent Management Analyst will work collaboratively with members of the Talent Management COE and HR teams in the APAC region. This role is primarily responsible for the coordination and organization of Flowserve Talent Management initiatives in the region as well as support for global talent program analytics. These initiatives include, but are not limited to, Performance Management, Succession Planning, Learning & Development, and Employee Engagement.
**Responsibilities**
+ Collaborate with regional HR and business leaders to align talent analytics with workforce planning and succession strategies.
+ Maintain and track baseline of talent supply and mobility data, with a focus on establishing a global structure and best practice regional model for APAC; report progress against pipeline goals to identify gaps and recommend strategic interventions.
+ Design and deliver dashboards and visualizations that communicate the health and progress of talent pipelines and learning initiatives to HR and business stakeholders.
+ Manage and enhance reporting processes across key talent systems (e.g., Performance Management, New Hire Training, Leadership Development) using tools like Workday and Microsoft Office Suite.
+ Seek opportunities to improve, simplify, and automate reporting and analytics processes.
+ Conduct in-depth analysis of employee engagement survey results and talent pipeline metrics (e.g., high potentials, site leaders, promotions) to generate actionable insights and support data-driven decision-making.
+ Serve as a liaison with site-level contacts to ensure consistent implementation and support of Talent Management programs across locations.
+ Provide technical support for virtual instructor-led training sessions, including managing chat, breakout rooms, and other virtual classroom logistics.
+ Respond to technical help tickets and troubleshoot issues related to talent systems and tools.
**Requirement:**
+ Bachelor's Degree in human resources management, organizational development, applied behavioral sciences, business administration, or related field.
+ Preference for corporate experience min of 5yrs in Talent Management, Human Capital Analytics.
+ Agility and ability to quickly adapt to changing demands/environment.
+ Advanced expertise in Excel, ability to analyze and manipulate large amounts of data - identifying trends and drawing conclusions through data analysis
+ Expert with Microsoft Office Suite, Tableau/PowerBI or other analytics software.
+ Ability to communicate data trends both verbally and through visual presentation
+ Proficient with Workday or related software.
+ Excellent verbal and written communication skills.
+ Detail-oriented and conscientious.
**Req ID** : R-15497
**Job Family Group** : Human Resources
**Job Family** : HR Human Resources
EOE including Disability/Protected Veterans. Flowserve will also not discriminate against an applicant or employee for inquiring about, discussing or disclosing their pay or, in certain circumstances, the pay of their co-workers. Pay Transparency Nondiscrimination Provision
If you are a qualified individual with a disability or a disabled veteran, you have the right to request a reasonable accommodation if you are unable or limited in your ability to use or access flowservecareers.com as result of your disability. You can request a reasonable accommodation by sending an email to In order to quickly respond to your request, please use the words "Accommodation Request" as your subject line of your email. For more information, read the Accessibility Process.
Company Overview:
If a culture of excellence, innovation and ownership is what you're searching for, consider putting your experience in motion at Flowserve. As an individual contributor, or as a leader of people, your enterprise mindset will ensure Flowserve's position as the global standard in comprehensive flow control solutions. Here, your opportunity for professional development and industry leading rewards will be supported by our foundational commitments to the values of people first, integrity and safety. Thinking beyond opportunity and reward, at Flowserve, we are inspired by working together to create extraordinary flow control solutions to make the world better for everyone!
**Role Summary**
The Talent Management Analyst will work collaboratively with members of the Talent Management COE and HR teams in the APAC region. This role is primarily responsible for the coordination and organization of Flowserve Talent Management initiatives in the region as well as support for global talent program analytics. These initiatives include, but are not limited to, Performance Management, Succession Planning, Learning & Development, and Employee Engagement.
**Responsibilities**
+ Collaborate with regional HR and business leaders to align talent analytics with workforce planning and succession strategies.
+ Maintain and track baseline of talent supply and mobility data, with a focus on establishing a global structure and best practice regional model for APAC; report progress against pipeline goals to identify gaps and recommend strategic interventions.
+ Design and deliver dashboards and visualizations that communicate the health and progress of talent pipelines and learning initiatives to HR and business stakeholders.
+ Manage and enhance reporting processes across key talent systems (e.g., Performance Management, New Hire Training, Leadership Development) using tools like Workday and Microsoft Office Suite.
+ Seek opportunities to improve, simplify, and automate reporting and analytics processes.
+ Conduct in-depth analysis of employee engagement survey results and talent pipeline metrics (e.g., high potentials, site leaders, promotions) to generate actionable insights and support data-driven decision-making.
+ Serve as a liaison with site-level contacts to ensure consistent implementation and support of Talent Management programs across locations.
+ Provide technical support for virtual instructor-led training sessions, including managing chat, breakout rooms, and other virtual classroom logistics.
+ Respond to technical help tickets and troubleshoot issues related to talent systems and tools.
**Requirement:**
+ Bachelor's Degree in human resources management, organizational development, applied behavioral sciences, business administration, or related field.
+ Preference for corporate experience min of 5yrs in Talent Management, Human Capital Analytics.
+ Agility and ability to quickly adapt to changing demands/environment.
+ Advanced expertise in Excel, ability to analyze and manipulate large amounts of data - identifying trends and drawing conclusions through data analysis
+ Expert with Microsoft Office Suite, Tableau/PowerBI or other analytics software.
+ Ability to communicate data trends both verbally and through visual presentation
+ Proficient with Workday or related software.
+ Excellent verbal and written communication skills.
+ Detail-oriented and conscientious.
**Req ID** : R-15497
**Job Family Group** : Human Resources
**Job Family** : HR Human Resources
EOE including Disability/Protected Veterans. Flowserve will also not discriminate against an applicant or employee for inquiring about, discussing or disclosing their pay or, in certain circumstances, the pay of their co-workers. Pay Transparency Nondiscrimination Provision
If you are a qualified individual with a disability or a disabled veteran, you have the right to request a reasonable accommodation if you are unable or limited in your ability to use or access flowservecareers.com as result of your disability. You can request a reasonable accommodation by sending an email to In order to quickly respond to your request, please use the words "Accommodation Request" as your subject line of your email. For more information, read the Accessibility Process.
This advertiser has chosen not to accept applicants from your region.
1
Talent Management Lead
Kolar, Karnataka
Tata Electronics
Posted 15 days ago
Job Viewed
Job Description
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
- Design and implement talent development frameworks to identify, develop, and retain high-potential employees.
- Create and maintain succession plans for critical roles to ensure leadership continuity.
- Collaborate with line managers to assess talent gaps and plan for future workforce needs
Career Planning and Development:
- Define career paths and development plans for both blue-collar and white-collar employees.
- Facilitate learning and development interventions in collaboration with the L&D team.
- Drive competency mapping and skill-building aligned with Industry
Performance Management:
- Lead the Performance Management System (PMS) implementation and review cycles.
- Drive the adoption of KPIs, goal setting, mid-year, and annual reviews across levels.
- Train managers in giving constructive feedback and handling performance improvement plans
Reward & Recognition (R&R):
- Develop and administer plant-specific and organization-wide R&R programs.
- Promote a culture of appreciation by recognizing contributions at all levels
Employer Branding & Workplace surveys like GPTW:
- Drive the pulse surveys and workplace surveys aligned with the Tata Group's philosophy.
- Drive initiatives for Great Place to Work certification – including employee perception analysis, action planning, and branding campaigns.
- Collaborate with internal communications and corporate branding to build plant visibility
Compliance and Policies:
- Ensuring compliance with labor laws and internal policies.
- Harmonizing of the policies
Team Leadership:
- Leading and developing the talent management team.
- Providing coaching and support to enhance team performance.
Employee Experience:
- Ensuring a positive and professional experience for all employees in talent lifecycle
- Managing communication and feedback throughout the talent lifecycle process.
Stakeholder Engagement:
- Building strong relationships with internal and external stakeholders.
- Facilitating collaboration and communication across departments.
Key Result Areas
- Top Talent Retention
- Succession Planning
- Performance Management
- Career Planning & Employee Development
- Rewards & Recognition
- 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
- 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
This advertiser has chosen not to accept applicants from your region.
2
Talent Management Lead
Kolar, Karnataka
Tata Electronics
Posted 15 days ago
Job Viewed
Job Description
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
Design and implement talent development frameworks to identify, develop, and retain high-potential employees.
Create and maintain succession plans for critical roles to ensure leadership continuity.
Collaborate with line managers to assess talent gaps and plan for future workforce needs
Career Planning and Development:
Define career paths and development plans for both blue-collar and white-collar employees.
Facilitate learning and development interventions in collaboration with the L&D team.
Drive competency mapping and skill-building aligned with Industry
Performance Management:
Lead the Performance Management System (PMS) implementation and review cycles.
Drive the adoption of KPIs, goal setting, mid-year, and annual reviews across levels.
Train managers in giving constructive feedback and handling performance improvement plans
Reward & Recognition (R&R):
Develop and administer plant-specific and organization-wide R&R programs.
Promote a culture of appreciation by recognizing contributions at all levels
Employer Branding & Workplace surveys like GPTW:
Drive the pulse surveys and workplace surveys aligned with the Tata Group's philosophy.
Drive initiatives for Great Place to Work certification – including employee perception analysis, action planning, and branding campaigns.
Collaborate with internal communications and corporate branding to build plant visibility
Compliance and Policies:
Ensuring compliance with labor laws and internal policies.
Harmonizing of the policies
Team Leadership:
Leading and developing the talent management team.
Providing coaching and support to enhance team performance .
Employee Experience:
Ensuring a positive and professional experience for all employees in talent lifecycle
Managing communication and feedback throughout the talent lifecycle process.
Stakeholder Engagement:
Building strong relationships with internal and external stakeholders.
Facilitating collaboration and communication across departments.
Key Result Areas
Top Talent Retention
Succession Planning
Performance Management
Career Planning & Employee Development
Rewards & Recognition
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
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
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
Design and implement talent development frameworks to identify, develop, and retain high-potential employees.
Create and maintain succession plans for critical roles to ensure leadership continuity.
Collaborate with line managers to assess talent gaps and plan for future workforce needs
Career Planning and Development:
Define career paths and development plans for both blue-collar and white-collar employees.
Facilitate learning and development interventions in collaboration with the L&D team.
Drive competency mapping and skill-building aligned with Industry
Performance Management:
Lead the Performance Management System (PMS) implementation and review cycles.
Drive the adoption of KPIs, goal setting, mid-year, and annual reviews across levels.
Train managers in giving constructive feedback and handling performance improvement plans
Reward & Recognition (R&R):
Develop and administer plant-specific and organization-wide R&R programs.
Promote a culture of appreciation by recognizing contributions at all levels
Employer Branding & Workplace surveys like GPTW:
Drive the pulse surveys and workplace surveys aligned with the Tata Group's philosophy.
Drive initiatives for Great Place to Work certification – including employee perception analysis, action planning, and branding campaigns.
Collaborate with internal communications and corporate branding to build plant visibility
Compliance and Policies:
Ensuring compliance with labor laws and internal policies.
Harmonizing of the policies
Team Leadership:
Leading and developing the talent management team.
Providing coaching and support to enhance team performance .
Employee Experience:
Ensuring a positive and professional experience for all employees in talent lifecycle
Managing communication and feedback throughout the talent lifecycle process.
Stakeholder Engagement:
Building strong relationships with internal and external stakeholders.
Facilitating collaboration and communication across departments.
Key Result Areas
Top Talent Retention
Succession Planning
Performance Management
Career Planning & Employee Development
Rewards & Recognition
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
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
This advertiser has chosen not to accept applicants from your region.
3
Talent Management Lead
Kolar, Karnataka
Tata Electronics
Posted today
Job Viewed
Job Description
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
- Design and implement talent development frameworks to identify, develop, and retain high-potential employees.
- Create and maintain succession plans for critical roles to ensure leadership continuity.
- Collaborate with line managers to assess talent gaps and plan for future workforce needs
Career Planning and Development:
- Define career paths and development plans for both blue-collar and white-collar employees.
- Facilitate learning and development interventions in collaboration with the L&D team.
- Drive competency mapping and skill-building aligned with Industry
Performance Management:
- Lead the Performance Management System (PMS) implementation and review cycles.
- Drive the adoption of KPIs, goal setting, mid-year, and annual reviews across levels.
- Train managers in giving constructive feedback and handling performance improvement plans
Reward & Recognition (R&R):
- Develop and administer plant-specific and organization-wide R&R programs.
- Promote a culture of appreciation by recognizing contributions at all levels
Employer Branding & Workplace surveys like GPTW:
- Drive the pulse surveys and workplace surveys aligned with the Tata Group's philosophy.
- Drive initiatives for Great Place to Work certification – including employee perception analysis, action planning, and branding campaigns.
- Collaborate with internal communications and corporate branding to build plant visibility
Compliance and Policies:
- Ensuring compliance with labor laws and internal policies.
- Harmonizing of the policies
Team Leadership:
- Leading and developing the talent management team.
- Providing coaching and support to enhance team performance.
Employee Experience:
- Ensuring a positive and professional experience for all employees in talent lifecycle
- Managing communication and feedback throughout the talent lifecycle process.
Stakeholder Engagement:
- Building strong relationships with internal and external stakeholders.
- Facilitating collaboration and communication across departments.
Key Result Areas
- Top Talent Retention
- Succession Planning
- Performance Management
- Career Planning & Employee Development
- Rewards & Recognition
- 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
- 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
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4
Talent Management Analyst
Bengaluru, Karnataka
Flowserve
Posted today
Job Viewed
Job Description
Role Summary
The Talent Management Analyst will work collaboratively with members of the Talent Management COE and HR teams in the APAC region. This role is primarily responsible for the coordination and organization of Flowserve Talent Management initiatives in the region as well as support for global talent program analytics. These initiatives include, but are not limited to, Performance Management, Succession Planning, Learning & Development, and Employee Engagement.
Responsibilities
Requirement:
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