Job Title

ABOUT USAgratas 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 RoleTo design, establish, and operationalise the Diversity & Inclusion agenda for Agratas India in a way that supports:business readiness for scaleinclusive workforce build-out across functions and levelsstronger representation pipelines across critical talent segmentsinclusive people practices and manager capabilityculture shaping in a new-age manufacturing and technology environmentKey Responsibilities1. Build the D&I Strategy for a Greenfield OrganizationDefine 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 FunctionsPartner 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 PracticesReview 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 ContextShape 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 CapabilityEnable 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 ReportingEstablish 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 PresenceIdentify 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 ReadinessPartner 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 CompetenciesD&I Strategy and DesignAbility to develop a pragmatic D&I strategy aligned to business needs and organizational maturityStrong understanding of diversity dimensions, inclusion frameworks, and workforce equity principlesAbility to tailor D&I interventions to manufacturing, R&D, engineering, and corporate populationsTalent and Workforce PlanningStrong understanding of diverse hiring strategies, talent pipelines, workforce segmentation, and capability buildingAbility to work with Talent Acquisition and business leaders on representation-focused talent planningFamiliarity with challenges related to early-career hiring, frontline talent, niche technical talent, and leadership pipelinesOrganizational Development and CultureCapability to diagnose cultural barriers and design inclusion-led interventionsStrong grasp of employee experience, leadership behaviour, team effectiveness, and culture-building leversAbility to embed inclusion into organization design and people practicesAnalytics and GovernanceStrong comfort with people data, dashboards, and insight-led decision-makingAbility to define D&I metrics, track outcomes, and present progress to senior stakeholdersStructured approach to governance, action planning, and follow-throughChange ManagementAbility to lead change in a fast-evolving environment with multiple stakeholder groupsExperience driving mindset and behaviour shifts in growing organizationsStrong facilitation, communication, and influence capabilityExternal Benchmarking and Ecosystem BuildingUnderstanding of external D&I best practices, partnerships, and talent ecosystemsAbility to bring market insight into internal actionStrong orientation toward building future-ready and credible practicesQualificationsBachelor’s degree required, master’s degree in HR, organizational psychology, management, social sciences, or related field preferredRelevant certifications or demonstrated learning in D&I, organization development, leadership, or culture transformation would be an advantageExperience10–15 years of relevant experience, with strong exposure to D&I / Talent / OD / HR strategy rolesExperience in manufacturing, industrial, engineering, automotive, energy, chemicals, technology, or other high-growth sectors preferredExperience in a startup, transformation, or greenfield environment will be highly valued