Manager - HR

Tata Communications; Mumbai; On-site; INR 1,500,000 - 2,400,000; Full time

Job summary

Tata Communications is seeking a Talent Management professional to shape and execute our talent strategy within the Centre of Excellence. You will drive performance management, employee engagement, and recognition programs aligned with business goals.

You will partner with leaders to forecast talent needs, implement strategic initiatives, and use analytics to continuously improve talent processes across the organization. This role is based in Mumbai and requires strong stakeholder collaboration.

Qualifications

• MBA or post graduate degree in HR
• 4-7 years of experience in HR
• Experience shaping and executing talent strategy and programs

Responsibilities

• Drive performance management pillars including goal setting, coaching conversations, and PIP where needed
• Lead employee engagement initiatives and culture-building programs
• Drive employee recognition across the organization to boost morale and productivity
• Plan talent interventions for top talent and succession planning with business partners
• Derive insights from data to monitor the effectiveness of talent programs and identify gaps
• Plan rollouts of programs with timelines, audiences and locations
• Develop frameworks and policies in collaboration with CoE and business partners

Skills

Stakeholder management

People management

Performance management

Analytics

Education

MBA in HR

Tools

HRIS

Job description

About The Company

Tata Communications Redefines Connectivity with Innovation and IntelligenceDriving the next level of intelligence powered by Cloud, Mobility, Internet of Things, Collaboration, Security, Media services and Network services, we at Tata Communications are envisaging a New World of Communications

Broad outline of the Role

• The role is part of the Talent Management Centre of excellence and will support in shaping and executing Tata Communications Talent Strategy. Responsible(directly/indirectly) for driving implementation of the processes, frameworks, policy standards or operational plans based on the organization and business strategy across key talent processes such as Effective Performance Management(Goal setting, Coaching Conversation, Performance management across various attention pockets), Employee recognition, Employee Engagement, Strategic Talent Planning for Focused Talent, Social Fabric Initiatives.
• This role demands strategic and out-of-the-box thinking, stakeholder management, agile mindset, system and design thinking with deep understanding of Talent lifecycle processes and business.

Minimum Qualifications & Experience

• MBA or a post graduate degree in HR
• 4-7 years of experience in HR

Key Drivers For Success

Performance Management

Effectively drive performance across the organization in alignment with business direction and outcome. Effectively drive adoption across key performance management pillars i.e. Goal Setting, Coaching Conversation, Top and Below average performance initiatives and necessary support i.e. PIP and Holistic Assessment linked PIP

Employee Engagement

Drive Employee engagement initiatives and culture building programs

Employee Recognition

Drive Employee recognition agenda across the organization in its truest sense to foster morale and productivity

Talent strategy planning and Succession pipeline

Partner with business to forecast talent needs and align talent strategies with organization goals. Enable businesses to drive necessary talent interventions for the top talent and various attention pockets.

Analytics and Reporting

Derive insights and regular monitoring of what is working well and not working well to ensure required evolution of talent processes. Leverage data to assess talent programs effectiveness, identify gaps and recommend informed decisions.

Other Knowledge & Skills

• Understanding across HR domains (Performance Management, Compensation, L&D, Organization design, etc)
• Familiarity with HR systems and processes. Liaise with HR CoE team and Business Partners to effectively drive talent initiatives

Additional Responsibilities

• Ensure delivery and implementation of key programs and initiatives.
• Engage with the key stakeholders to conduct need analysis.
• Track budgets spend versus plan and take corrective actions if required.
• Plan annual initiatives, prepare budge requirement.
• Use data to identify trends, patterns, issues, and opportunities that impact the business. Gathers and analyse data to identify root causes of issues and trends
• Plan roll out of programs including timelines, target audience and location.
• Analyse surveys, benchmark practices
• Support the development and design of framework, policies, processes.
• Assess feedback from the stakeholder to modify initiatives.