Qureos Mentor

Tata Electronics

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 About the Tata Group:
 
 
 
 Founded by Jamsetji Tata in 1868, the Tata Group is a global enterprise, headquartered in India, comprising 30 companies across ten verticals. The group operates in more than 100 countries across six continents, with a mission 'To improve the quality of life of the communities we serve globally, through long-term stakeholder value creation based on Leadership with Trust&rsquo;. Tata Sons is the principal investment holding company and promoter of Tata companies. 66% of the equity share capital of Tata Sons is held by philanthropic trusts. In 2022-23, the revenue of Tata companies, taken together, was over $150 billion with a combined market capitalisation of over $350 billion as on March 31, 2023. These companies collectively employ over 935,000 people.
 
 
 
 
 
 
 About Tata Electronics Pvt. Ltd.
 
 
 
 Tata Electronics Pvt. Ltd., is a prominent global player in the electronics manufacturing industry, boasting growing capabilities in Electronics Manufacturing Services, Semiconductor Assembly &amp; Test, Semiconductor Foundry, and Design Services. Established in 2020 as a new initiative of the Tata Group, the company aims to enhance its global customer service through integrated offerings across a trusted electronics and semiconductor value chain. With a rapidly expanding workforce, the company currently employs over 45,000 individuals and significant operations in Gujarat, Assam, Tamil Nadu, and Karnataka in India. Tata Electronics is committed to creating a socio-economic footprint by employing large number of women in its workforce and actively supporting local communities through initiatives in healthcare, hygiene, and education.
 
 
 
 
 
 
 Lead &ndash; HRBP
 
 
 
 
 
 
 
 Role Overview
 
 
 
 As a Human Resources Business Partner at TEPL, you will act as a trusted advisor to business, driving strategic HR initiatives that enhance organizational capability, foster engagement, and promote a high-performance culture. This role requires a deep understanding of the complexities and nuances of a manufacturing environment, including workforce dynamics, compliance requirements, and operational priorities.
 
 
 
 
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 Strategic Partnership with Senior Leaders
 
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 Represent HR with business, influencing decisions on workforce planning, organizational design, and talent strategies.
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 Build strong relationships with business leaders to understand priorities and provide proactive, data-driven HR solutions.
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 Talent Management &amp; Development
 
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 Design and implement talent management programs that strengthen leadership pipelines and employee capability.
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 Facilitate succession planning and readiness of high-potential talent for critical roles, ensuring alignment with long-term business goals.
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 Employee Engagement &amp; Culture
 
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 Analyze engagement survey data, identify trends, and partner with leaders to implement targeted actions that improve employee experience.
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 Champion initiatives that reinforce organizational values and culture across diverse manufacturing teams.
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 Address employee grievances related to all HR matters
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 Performance Management
 
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 Drive performance management processes, enabling meaningful feedback and career development conversations.
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 Coach managers on performance improvement and employee development strategies.
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 Manufacturing-Specific HR Expertise
 
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 Navigate the unique challenges of a manufacturing structure, including shift-based workforce, compliance with labor laws, and operational efficiency.
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 Develop HR solutions that balance enterprise-wide priorities with plant-level realities.
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 HR Analytics &amp; Insights
 
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 Utilize data-driven insights to inform decision-making and measure program effectiveness; proficiency in Excel and Power BI preferred.
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 Requirements
 
 
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 10&ndash;15 years of progressive HR experience, with strong HR business partnering background.
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 5&ndash;7 years in the manufacturing sector with exposure to plant operations preferred
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 Proven success in employee engagement, talent assessment, and leadership development.
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 Strong influencing, consulting, and relationship-building skills to partner effectively with senior leaders.
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 Advanced HR analytics capabilities: expertise in Excel and Power BI preferred.
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 Excellent project management and communication skills.
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Lead - HRBP

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 Tata Electronics Private Limited (TEPL) is a greenfield venture of the Tata Group with expertise in manufacturing precision components.
 
 
 Tata Electronics (a wholly owned subsidiary of Tata Sons Pvt. Ltd.) is building India&rsquo;s first AI-enabled state-of-the-art Semiconductor Foundry, Electronic Manufacturing Services (EMS) for high volumes, high tech precision manufactured products.
 
 
 Tata Electronics is a subsidiary of the Tata group. The Tata Group operates in more than 100 countries across six continents, with the mission 'To improve the quality of life of the communities we serve globally, through long term stakeholder value creation based on leadership with Trust.&rsquo;
 
 
 
 
 
 
 
 
 This position is responsible to lead the overall Infrastructure and projects sourcing and procurement activities for the EMS business of TEPL. This role will be pivotal in coordinating the entire tender activities for Infrastructure requirements at site including Civil, Structural, MEP, Water management schemes in coordination with Projects, Operations, Architect and the PMC organization. Ensure compliant process for tendering, ensure coordination with PMC for Pre-bid activities, Lead techno commercial negotiations, business award, contract management and coordinate tender closure activities including DLP, LD management.
 
 
 
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Supply Chain Manager

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 Greetings from Tata Electronics!
 
 
 
 
 
 We are currently hiring for Employee Relations Officer for Hosur Location.
 
 
 
 
 
 The Employee Relation officer is responsible for fostering a positive work environment by managing employee relations issues, ensuring compliance with labour laws, and supporting organizational policies. This role involves handling grievances, conducting investigations, advising managers on HR policies, and driving initiatives that promote employee engagement and retention.
 
 
 
 
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 Serve as the primary point of contact for employee relations issues.
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 Address and resolve workplace conflicts, grievances, and disciplinary matters.
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 Conduct fair and thorough investigations into complaints and policy violations.
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 Ensure adherence to labour laws, company policies, and ethical standards.
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 Update and communicate HR policies and procedures.
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 Partner with legal teams on compliance-related matters.
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 Advise managers on performance management, disciplinary actions, and conflict resolution.
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 Provide guidance on HR best practices and organizational culture.
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 Support employee engagement programs and feedback mechanisms.
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 Analyse trends in employee relations and recommend proactive solutions.
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 Maintain accurate records of ER cases and investigations.
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 Managing grievances &amp; compliance for contract labours.
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 Prepare reports for leadership on ER metrics and trends.
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 Qualification:
 
 
 
 
 
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 MSW/ MA HRM /PG Diploma in HR
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 4&ndash;10 years of experience in Employee Relations or HR Generalist roles.
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 Strong knowledge of labour laws, compliance, grievance and HR policies.
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 Excellent communication, negotiation, and conflict resolution skills.
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 Ability to handle sensitive and confidential information with integrity.
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 Interested, Kindly share the updated resume for review to megha.m@tataelectronics.co.in
 
 
 
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Employee Relations Officer

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 About the Role:
 
 
 
 We are seeking a highly experienced Learning &amp; Development Lead to spearhead the design, implementation, and management of comprehensive learning and development strategies at our manufacturing unit in Jagiroad, Assam. The L&amp;D Lead will drive talent development initiatives, enhance organizational capability, and foster a high-performance culture aligned with business goals. This role requires a visionary leader with deep expertise in behavioral facilitation, leadership development, and organizational effectiveness, coupled with the ability to operate in a dynamic manufacturing environment.
 
 
 
 
 
 
 Responsibilities:
 
 
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 Strategic Leadership:
 
 Develop and execute the overall L&amp;D strategy aligned with business objectives to build a skilled, agile, and motivated workforce.
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 Program Design and Delivery:
 
 Lead the design, development, and delivery of innovative learning programs including leadership development, behavioral skills training, technical upskilling, and compliance training across all levels.
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 Talent Development:
 
 Identify high-potential talent and create succession and career development plans in partnership with business leaders.
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 Behavioral and Leadership Facilitation:
 
 Facilitate impactful workshops and coaching sessions aimed at enhancing leadership capabilities, teamwork, communication, and employee engagement.
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 Stakeholder Management:
 
 Collaborate closely with business heads, HR partners, and external vendors to ensure alignment and effective execution of L&amp;D initiatives.
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 Performance Consulting:
 
 Provide expert consultation to managers and employees on performance improvement and learning needs assessment.
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 Learning Technology and Analytics:
 
 Leverage learning management systems (LMS) and other digital tools to track learning effectiveness, generate analytics, and drive continuous improvement.
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 Culture and Change Management:
 
 Lead organizational change initiatives and promote a positive, inclusive workplace culture that supports innovation and continuous learning.
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 Essential Attributes:
 
 
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 Proven leadership skills with the ability to influence and inspire across hierarchical levels.
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 Strong business acumen with an understanding of manufacturing operations and talent challenges.
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 Exceptional communication, interpersonal, and facilitation skills.
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 Strategic thinker with the ability to translate business needs into impactful learning solutions.
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 Analytical mindset to evaluate program effectiveness and make data-driven decisions.
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 Adaptability to work in a fast-paced, evolving environment.
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 Commitment to diversity, equity, and inclusion in all learning initiatives.
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 Qualifications:
 
 
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 Bachelor&rsquo;s or Master&rsquo;s degree in Human Resources, Organizational Psychology, Business Administration, Education, or a related field.
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 Minimum 15 years of progressive experience in Learning and Development, with at least 7 years in a leadership role.
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 Extensive experience in designing and implementing learning programs in manufacturing or engineering sectors preferred.
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 Deep knowledge of adult learning principles, behavioral sciences, leadership development, and change management.
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 Proficiency in learning technologies, LMS platforms, and digital learning tools.
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 Certification in Learning and Development, Leadership Coaching, or related disciplines is an advantage.
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Senior L&D Specialist

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 About the Role
 
 
 
 
 
 
 We are seeking a passionate Employee Experience Specialist to lead and shape the end-to-end employee journey, fostering a positive, engaging, and inclusive workplace culture. You will own initiatives that enhance employee engagement, wellbeing, and retention&mdash;from recruitment through onboarding, development, and beyond. This strategic, people-centric role is essential in creating a world-class employee experience that drives motivation, productivity, and loyalty.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 
 
 
 Employee Journey Strategy &amp; Design
 
 
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 Map and continuously improve the entire employee lifecycle, identifying key moments that matter (Candidate, Onboarding, Development, Retention, Exit).
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 Design and implement programs, policies, and initiatives that provide a seamless, positive experience at each stage.
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 Partner across HR, leadership, and internal teams to align initiatives with company goals and culture.
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 Culture &amp; Engagement
 
 
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 Act as a custodian of company culture, ensuring core values are embodied across the organization.
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 Develop and manage employee engagement strategies, including pulse surveys, annual engagement surveys, and action planning.
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 Foster community and belonging through recognition programs, internal communications, and cultural events.
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 Onboarding &amp; Integration
 
 
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 Own and evolve onboarding programs to ensure new hires receive a warm, effective introduction that sets them up for success.
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 Collaborate with hiring managers to create personalized onboarding experiences and mentorship/buddy systems.
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 Feedback &amp; Voice of the Employee
 
 
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 Create and manage multiple channels for employee feedback, such as surveys, focus groups, stay interviews, and exit interviews.
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 Analyze qualitative and quantitative data to identify trends, insights, and opportunities for improvement.
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 Present actionable recommendations to leadership for continuous enhancement of the employee experience.
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 Workplace Experience &amp; Wellbeing
 
 
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 Curate in-office or remote/hybrid workplace experiences that promote productivity, collaboration, and employee wellbeing.
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 Champion wellness initiatives addressing mental, physical, and financial health needs.
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 Recognition &amp; Retention
 
 
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 Design meaningful, inclusive employee recognition programs aligned with company values.
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 Analyze retention data to inform strategies that improve employee retention and reduce turnover.
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 Internal Communications &amp; Employer Branding
 
 
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 Partner with Marketing and HR to ensure clear, engaging internal communications.
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 Support employer branding efforts to attract and retain top talent.
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 Change Management &amp; Continuous Improvement
 
 
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 Lead change management initiatives to drive culture transformation and continuous workplace improvements.
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 Collaborate with Learning &amp; Development to align training and development programs with evolving employee needs and company culture.
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 Qualifications &amp; Experience
 
 
 
 
 Required:
 
 
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 Bachelor&rsquo;s degree in Human Resources, Organizational Psychology, Business Administration, or a related field.
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 15+ years of experience in HR, employee engagement, organizational development, or related roles.
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 Proven ability to design and implement employee experience programs such as onboarding, engagement, and recognition.
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 Strong understanding of the employee lifecycle and experience management best practices.
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 Proficiency with HRIS systems, engagement survey platforms and data analysis tools.
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 Excellent interpersonal, communication, and facilitation skills.
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 Analytical mindset with ability to interpret data and present actionable insights.
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 Ability to influence stakeholders and collaborate across teams effectively.
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 Preferred:
 
 
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 Experience with change management, culture transformation, and DEI initiatives.
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 Background in employer branding and internal communications.
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 Experience in high-growth tech or creative environments.
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 Certifications in Change Management, Project Management (PMP/Agile), or Coaching.
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 Experience managing or mentoring junior team members.
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Employee Experience Manager