White Collar Job jobs in India

In India, Bosch is a leading supplier of technology and services in the areas of Mobility Solutions, Industrial Technology, Consumer Goods, and Energy and Building Technology. Additionally, Bosch has in India the largest development center outside Germany, for end to end engineering and technology solutions. The Bosch Group operates in India through twelve companies with a combined strength of over 31,500 associates which includes around 15,650 research and development associates.

Bosch Automotive Electronics India Pvt. Ltd. (RBAI) is a 100% subsidiary of Robert Bosch GmbH . Established in 2009, in Naganathapura - Bengaluru, RBAI is primarily focused in manufacturing electronic products for the automotive sector. RBAI has consistently added an average of one product every year resulting in a wide range of products comprising – Engine Control Units (ECU) for both 4W and 2W, Body Control Modules (BCM), ECUs for ABS, DC-DC Converters, iTraMS (Intelligent communication control unit) to name a few. RBAI also produces products for eMobility like MCU (Motor control Unit), C-Box (Communication Box), VCUs (Vehicle Control Unit), Central gateway modules and is geared up for other futuristic products. RBAI with its diverse portfolio, not only caters to local markets, but also exports products to all major global customers. The Naganathapura Plant (NhP1) is seen as a benchmark in Operational Excellence in AE and Bosch India , using an integrated approach of Bosch Production System (BPS) and I4.0. With a young and agile team, RBAI’s mission statement ‘Be RBAI’ (Be Reliable Benchmark Agile Innovative) is a testament to our commitment in providing best in class products and services for its customers.

Talent Management : Execute and administer HR processes and interventions from hire to retire, primarily focusing on workforce planning, performance management, role management, succession planning, employee engagement and retention aligned with the business objectives. (KRA - Rate of retention)
Talent Development -Execute and administer development initiatives to identify, nurture, and enhance the competencies of individuals, aiming to establish a sustainable pipeline of skilled and capable employees. (KRA - Rate of retention)
Performance Management : Deploy measures and monitor systems to drive high performance and continuous feedback culture in collaboration with internal stakeholders. (KRA - Goal achievement score)
Change Management : Lead HR-driven change initiatives such as restructuring, team transitions, or cultural shifts through organizational transitions by ensuring clear communication, skill building workshop and tools to ease adoption. (KRA - Change adoption rate, change readiness score)
Talent Acquistion : Partner with internal and external stakeholders to develop strategies for attracting and hiring top talent, enhance employer branding and diversity hiring efforts that aligns with the workforce planning. (KRA -
Recruitment cycle time, selection ratio, quality of hire)
Reporting and Analytics : Develop and deliver regular HR reports on key metrics to provide actionable insights and guide HR strategy come business decisions. (KRA - Timeliness of report delivery)
Digitalization : Drive the digitalization of HR processes to improve efficiency, agility and support data driven decision making. (KRA - No. of projects executed, plan vs actual)
Conflict Management : Act as a mediator to resolve conflicts, work to address underlying causes of conflicts, provide guidance to stakeholders on conflict resolution strategies, and implement preventative measures to foster a harmonious work environment. (KRA - Conflict resolution rate)
Strategic Business Partnering : Work proactively with stakeholders to forecast future talent needs and drive job rotations, identify critical roles, nurture key talents and create succession plans to ensure long-term organizational sustainability. (KRA - Stakeholder eNPS)
Competency Development : Collaborate with L&D to implement competency frameworks and drive skill enhancement, career growth within the organization. (KRA - Competency level enhancement)

Masters in Business Administration in Human Resources.

4-10 years of experience in Human Resource

3 years of experience in Talent Management (Desired)