ABOUT US
Agratas is a global battery business within the Tata Group. We'll design, develop and manufacture high-quality, high-performance, sustainable battery solutions.
We've entered our industrialization phase, building world-class battery manufacturing facilities in Sanand, India, and in Bridgwater, UK, unlocking green growth opportunities for global customers in the mobility and energy sectors.
We're powering the energy transition – not just by making batteries, but by driving momentum for a better tomorrow. Whether it's for electric vehicles or grid energy storage, our technology is designed to move people, industries, and ideas forward. We believe the energy revolution should be shaped by people, for people – and that's exactly what we're building.
Purpose of the Role
To design, establish, and operationalise the Diversity & Inclusion agenda for Agratas India in a way that supports:
- business readiness for scale
- inclusive workforce build-out across functions and levels
- stronger representation pipelines across critical talent segments
- inclusive people practices and manager capability
- culture shaping in a new-age manufacturing and technology environment
Key Responsibilities
1. Build the D&I Strategy for a Greenfield Organization
- Define and lead the D&I roadmap for Agratas India aligned to business strategy, workforce plans, and culture aspirations.
- Build a practical, phased approach to D&I suitable for a greenfield environment where systems, teams, and operating rhythms are still being established.
- Translate the broader people and business agenda into measurable D&I priorities across hiring, retention, development, workplace inclusion, and leadership behaviour.
- Ensure the D&I agenda is business-linked, execution-oriented, and relevant to both corporate and industrial environments.
2. Drive Representation and Workforce Inclusion Across Functions
- Partner with Talent Acquisition, HR, and business leaders to improve diversity representation across manufacturing, R&D, engineering, operations, quality, supply chain, and corporate functions.
- Build targeted strategies for underrepresented talent pipelines, especially in areas where talent availability, mobility, and infrastructure may be constraints.
- Advise on inclusive hiring strategies, outreach models, employer branding interventions, and partnerships to strengthen diverse talent inflow.
- Support workforce design thinking that enables inclusion at scale across plant and non-plant populations.
3. Embed D&I into People Processes and Org Practices
- Review and strengthen key people practices through a D&I lens, including recruitment, onboarding, policy design, performance, talent reviews, leadership development, succession, mobility, and employee experience.
- Partner with HRBPs and COEs to ensure inclusive design principles are embedded early rather than retrofitted later.
- Create frameworks, playbooks, and governance mechanisms that help institutionalize D&I into the organization's operating model.
- Build clear metrics and routines to track adoption, impact, and maturity.
4. Build Inclusive Culture in a Startup and Manufacturing Context
- Shape interventions that foster inclusion, belonging, respect, and psychological safety across a fast-scaling, cross-functional environment.
- Design solutions appropriate for varied employee segments, including frontline workforce, technical specialists, mid-level managers, and senior leaders.
- Work with plant, R&D, and functional teams to identify structural and cultural barriers to inclusion and recommend practical actions.
- Ensure D&I is translated into everyday leadership behaviours, team norms, and workplace practices.
5. Develop Leadership and Manager Capability
- Enable leaders and people managers to understand their role in building an inclusive organization.
- Design and deploy manager capability interventions on inclusive hiring, leading diverse teams, bias awareness, respectful workplace behaviours, and equitable talent decisions.
- Coach leaders on inclusion-linked organisational choices, team dynamics, and representation outcomes.
- Create accountability structures that encourage leadership ownership rather than HR-only dependence.
6. Create D&I Governance, Metrics, and Reporting
- Establish a robust D&I dashboard and reporting mechanism covering representation, hiring mix, movement, progression, attrition, and other relevant indicators.
- Drive disciplined reviews with leadership to assess progress, identify gaps, and course correct.
- Use data and insights to move conversations from intent to action.
- Build a maturity framework that helps Agratas track progress over time as the organization scales.
7. Build External Partnerships and Ecosystem Presence
- Identify and cultivate relevant external partnerships with institutions, industry platforms, community groups, professional networks, and specialist organizations to support D&I goals.
- Help position Agratas as an employer committed to building an equitable and inclusive workplace in advanced manufacturing and clean-tech.
- Bring in external benchmarking, emerging practices, and market insights that are relevant and adaptable to the Agratas context.
8. Support Policy, Infrastructure, and Workplace Readiness
- Partner with internal stakeholders to shape policies, site readiness, workplace infrastructure, and employee support mechanisms that enable an inclusive employee experience.
- Provide inputs into practical inclusion enablers relevant to a manufacturing environment such as facilities, transport, safety, shift readiness, accessibility, and return-to-work support where applicable.
- Ensure D&I thinking is integrated into the build phase, not left until scale has already occurred.
Technical and Functional Competencies
D&I Strategy and Design
- Ability to develop a pragmatic D&I strategy aligned to business needs and organizational maturity
- Strong understanding of diversity dimensions, inclusion frameworks, and workforce equity principles
- Ability to tailor D&I interventions to manufacturing, R&D, engineering, and corporate populations
Talent and Workforce Planning
- Strong understanding of diverse hiring strategies, talent pipelines, workforce segmentation, and capability building
- Ability to work with Talent Acquisition and business leaders on representation-focused talent planning
- Familiarity with challenges related to early-career hiring, frontline talent, niche technical talent, and leadership pipelines
Organizational Development and Culture
- Capability to diagnose cultural barriers and design inclusion-led interventions
- Strong grasp of employee experience, leadership behaviour, team effectiveness, and culture-building levers
- Ability to embed inclusion into organization design and people practices
Analytics and Governance
- Strong comfort with people data, dashboards, and insight-led decision-making
- Ability to define D&I metrics, track outcomes, and present progress to senior stakeholders
- Structured approach to governance, action planning, and follow-through
Change Management
- Ability to lead change in a fast-evolving environment with multiple stakeholder groups
- Experience driving mindset and behaviour shifts in growing organizations
- Strong facilitation, communication, and influence capability
External Benchmarking and Ecosystem Building
- Understanding of external D&I best practices, partnerships, and talent ecosystems
- Ability to bring market insight into internal action
- Strong orientation toward building future-ready and credible practices
Qualifications
- Bachelor's degree required, master's degree in HR, organizational psychology, management, social sciences, or related field preferred
- Relevant certifications or demonstrated learning in D&I, organization development, leadership, or culture transformation would be an advantage
Experience
- 10–15 years of relevant experience, with strong exposure to D&I / Talent / OD / HR strategy roles
- Experience in manufacturing, industrial, engineering, automotive, energy, chemicals, technology, or other high-growth sectors preferred
- Experience in a startup, transformation, or greenfield environment will be highly valued
