Senior Manager - Business HR

Tata Motors; Pune District; On-site; INR 1,200,000 - 2,000,000; Full time

Job summary

Tata Motors in Pune seeks an experienced Business HR / HR Business Partner to translate business strategy into people priorities and build a future-ready workforce. You will partner with business leadership to drive workforce planning, talent management and employee engagement across multiple functions.

The role requires 3–8 years of HRBP experience, MBA/PGDM in HR, and possible exposure to automotive/manufacturing HR. This is a full-time on-site position based in Pune.

Qualifications

• MBA / PGDM in HR from a premier institution.
• 3–8 years of progressive HRBP experience.
• Experience in Automotive/Manufacturing HR is preferred.

Responsibilities

• Strategic partnering with business leaders to translate strategy into people priorities.
• Drive workforce planning, culture, organization effectiveness and capability building.
• Lead talent acquisition, onboarding and lifecycle activities with a focus on business alignment.
• Drive performance management and succession planning aligned with business priorities.
• Support capability development and leadership pipelines with HR CoEs.
• Monitor employee engagement, culture, and workplace experience initiatives.
• Ensure governance, compliance and policy adherence across HR processes.
• Collaborate with Compensation & Benefits on rewards and policies.
• Lead culture transformation and continuous HR process improvements.

Skills

Strategic HR & Business Acumen

Organization Design & Workforce Quant

Performance & Capability Management

Employee Engagement & Experience

HR Analytics & Data-driven Decision-Ma

Change Management & Transformation

Stakeholder Management & Influencing

HRIS / Digital HR

Strong Communication, Problem Solving

Education

MBA / PGDM Human Resources

Job description

Business HR / HR Business Partner

Function: Human Resources | Location: Pune | Reporting to: Lead HR

Experience: 3 - 8 Years | Qualification: MBA / PGDM Human Resources

Role Purpose

Partner with business leadership as a trusted HR advisor to translate business strategy into people priorities and build a high-performing, engaged and future-ready workforce.

The role will drive the people agenda across workforce planning, culture, organization effectiveness, talent, performance, employee engagement, capability building, employee relations and change, while ensuring effective implementation of HR policies, processes and governance.

Key Responsibilities

1. Strategic Business Partnering

• Understand business strategy, operating priorities and future capability requirements and translate them into a focused people agenda.
• Act as a trusted advisor to Business / Functional Heads on organization, talent and employee matters.
• Identify people risks and opportunities impacting business performance and recommend actionable interventions.
• Partner with HR CoEs to deliver business-relevant and customized HR solutions.
• Drive a data-led approach to people decisions through Reviews and HR dashboards.
• Assist the HR Lead of specific function in aligning business objectives with centralized HR strategy by providing data on the local needs and issues

2. Organization & Workforce Planning

• Monitor and Adhere to annual and rolling manpower planning aligned with business plans, productivity and budget.
• Partner on organization design, spans/layers, role clarity, workforce productivity and capability requirements.
• Monitor headcount, manpower cost, End-to-End Talent Acquisition
• Identify opportunities for redeployment, reskilling, internal mobility and organization optimization.
• Support business transformation initiatives including EV/e-mobility, digitalization, automation and future skills, as relevant.

3. Talent Acquisition & Employee Lifecycle

• Partner with business and Talent Acquisition teams to identify critical talent requirements and build effective talent pipelines.
• Ensure effective onboarding, assimilation and early-tenure engagement of new hires across various talent categories.
• Monitor hiring effectiveness, quality of hire, vacancies and internal mobility.

4. Performance & Talent Management

• Drive Performance Management and ensure alignment of individual goals with business priorities.
• Support effective management of performance gaps and development plans.
• Support talent reviews and identify critical roles, critical talent and succession pipelines.
• Facilitate career conversations, Individual Development Plans, job rotation and internal mobility.

5. Capability & Leadership Development

• Identify current and future capability gaps in partnership with business leaders.
• Translate business needs into targeted learning and development interventions with the L&D CoE.
• Support leadership and manager capability development and team effectiveness.
• Build capabilities required for the evolving automotive ecosystem, including digital, EV, software, automation and analytics, where relevant.

6. Employee Engagement & Experience

• Monitor employee sentiment, organizational health and engagement trends.
• Drive action plans arising from employee engagement / culture surveys.
• Design and implement BU-level engagement initiatives based on employee and business needs.
• Facilitate town halls, leadership connects, communication forums and employee listening mechanisms.
• Promote a culture of inclusion, collaboration, innovation, accountability and continuous improvement.

7. Process Compliance & Governance

• Partner with managers and employees on HR policies and workplace conduct.
• Support resolution of grievances, conflicts and performance-related concerns with fairness and consistency.
• Ensure adherence to HR policies, statutory requirements and internal controls.

8. Rewards & People Analytics

• Partner with Compensation & Benefits teams on annual compensation, promotion and reward processes.
• Track and interpret key people metrics including attrition, critical talent retention, manpower cost, productivity, hiring, performance, engagement, succession, diversity and absenteeism.
• Convert people data into actionable insights and recommendations for business leaders.

9. Culture& HR Transformation

• Act as the people/change partner for organizational culture transformation and major business initiatives.
• Assess people impact, stakeholder readiness and capability requirements.
• Drive communication, adoption and change interventions in partnership with business and HR teams.
• Simplify and continuously improve HR processes, systems and employee experience.

Key Stakeholders

Internal: Business / Functional Heads | HR Leadership | HR CoEs | Talent Acquisition | L&D | C&B | | Finance | Employees | Corporate

• External: Auditors | Consultants | Training / Assessment Partners

Desired Candidate Profile

• Education: MBA / PGDM in Human Resources (From Premier Institution), Personnel Management, Organizational Development or equivalent.

Experience:

• 3 - 8 years of progressive HR experience, preferably with strong Business HR / HRBP exposure with a Tier -1 organization
• Experience across Business Partnering, Talent Management, Performance Management, Employee Engagement, Talent Acquisition, L&D, Compensation and Employee Relations.
• Experience in Automotive / Manufacturing / Engineering / Mobility / Technology or a complex operating environment preferred
• Automotive/Plant / manufacturing HR and Industrial Relations exposure will be an advantage.

Core Skills & Competencies

• Strategic HR & Business Acumen
• Organization Design & Workforce Planning
• Performance & Capability Management
• Employee Engagement & Experience
• HR Analytics & Data-driven Decision Making
• Change Management & Transformation
• Stakeholder Management & Influencing
• HRIS / Digital HR
• Strong Communication, Problem Solving and Execution Orientation