Job Description

Purpose of the Role:Strategize, plan and implement digital employee experience and HR analytics at Tata Motors in Candidate to Alumni lifecycle.Job Responsibilities:Strategy & Planning Digitization & Analytics:

• Collaborate with HR leadership, CoEs, Business HR, and key stakeholders to define goals for HR digitization and people analytics at Tata Motors Group.
• Develop strategic plans aligning HR digitization with key HR focus areas and Balanced Scorecard objectives.
• Allocate resources for digitization and analytics projects aimed at enhancing employee experience and operational efficiency.
• Manage the HR digitization budget to ensure optimal technology investments.
• Partner with BU HR leaders to ensure continuous, effective digital delivery across businesses.
• Benchmark HR digitization, automation, and analytics practices against industry standards, integrating innovative solutions.
• Identify and evaluate suitable technologies through cost-benefit analysis to address blockers in HR processes.
• Lead the deployment of AI-driven talent management and HR analytics solutions.

HR Digitization, Automation, and People Analytics:

• Drive collaboration between HRLT, HR CoEs, IT, and HR operations to implement seamless digital HR solutions.
• Explore and execute digital solutions using a build-buy-borrow approach, including SaaS, on-premise, or in-house development.
• Streamline HR processes and optimize user experience at each stage of digital transformation.
• Collaborate with central analytics teams to develop scalable HR analytics models and dashboards, improving business outcomes.
• Ensure data integrity and reliability, enhancing analytics maturity and driving predictive insights.
• Integrate AI/ML into HR processes, leveraging existing infrastructure for enhanced impact.
• Utilize the SMAC stack (Social, Mobile, Analytics, Cloud) to drive productivity and efficiency across HR.
• Lead training initiatives to improve HR team digital literacy, partnering with Talent Development for broader digital learning

Key Decisions, Financial Impact & Productivity:

• Enhance HR operational productivity by eliminating non-value-added activities and improving service quality.
• Shorten HR process turnaround times through automation and no-touch solutions.
• Prioritize and execute projects based on cost-benefit analysis, compliance, and business needs, with a focus on top-line impact.
• Develop performance metrics for the HR digitization and analytics team to drive faster, high-quality solution delivery.
• Ensure the sustainability of digital solutions through feedback loops and continuous improvement mechanisms.
• Drive communication strategies to highlight the impact and value of digital solutions.

Product & Service Sustainability

• Regularly review and gather feedback from employees and leaders to improve user experience.
• Implement corrective actions to address quality issues and streamline processes.
• Continuously upgrade HR analytics on Power BI, improving the Analytics Maturity Score and delivering actionable insights.
• Enhance the Learning Experience Platform (LxP) with personalized pathways, content recommendations, and user-friendly interfaces.
• Optimize the Hiring Experience Platform (HxP) to reduce cycle times and improve candidate journeys.
• Evaluate initiatives for consistent product enhancements, boosting productivity and user engagement.

People Development

• Develop and strengthen the HR Digitization teams capabilities to foster digital literacy and data proficiency across HR functions.

Stakeholder Profiles & Nature of Interactions:InternalEmployees, Managers, Leadership:

• Customers of end products delivered
• Gather inputs and feedback for next-level requirements
• Communicate new developments

Lead HCM, Payroll & Time:

• Provide inputs for data integration from core HCM
• Partner in development and testing for interfaces and data integration

HR CoEs Talent Development, Talent Acquisition, Performance & Rewards:

• Take functional inputs for strategic HR imperatives
• Plan and execute portal/app development
• Understand interconnectivity between HR processes to enhance HR analytics

Business HR Managers:

• Gather inputs for HR analytics and automation projects
• Deliver automation and analytics solutions to enhance HR managers' productivity

HR Operations TMLBSL (H2R):

• Provide inputs for testing
• Coordinate and manage testing processes

Central Analytics:

• Offer functional inputs for developing HR analytics charter
• Collaborate on enhancing analytics maturity

Corporate IT:

• Provide HR functional requirements and translate them into technical specifications
• Manage strategic and tactical HR project implementation

Corporate Communication:

• Develop communication plans for new launches, enhancements, and bug fixes
• Relay messages to employees, managers, and leadership

External:Technology Partners

• Continuously explore best-in-class practices in employee experience and HR analytics

Desired Candidate Profile:

• Educational Background: Bachelor's degree in Engineering (B.Tech/BE) or an MBA in HR.

• Key Competencies:
• Strategic mindset with a strong focus on execution.
• Proven stakeholder management abilities.
• Excellent communication and influencing skills.
• Strong project management expertise.

• Relevant Experience:
• Industry Experience: Approx 15+ years of overall industry experience, with 3 to 4 years in the HR Tech domain.
• HRIS/HCM Implementation: Hands-on experience with HRIS/HCM systems or employee-oriented platforms/apps such as HCM Suites, Business Intelligence tools for analytics, or employee-facing portals.
• HR Functions: Experience in Business HR, Centers of Excellence (CoE) or strategic HR project management.

This profile is ideal for candidates with a mix of strategic HR expertise and experience in implementing cutting-edge HR technologies, positioning them to drive HR transformation and digital initiatives.Skills & Competencies:

• Business Acumen
• Change Management
• Data Analytics
• Market Research & Benchmarking
• Employee Experience
• Technology Orientation
• Stakeholder Management
• Strategy & Risk Management