HR Manager

We at Yara are part of a global network, collaborating to profitably and responsibly solve some of the world's key challenges - resource scarcity, food insecurity and environmental change.

About the Unit

For over a century, Yara has worked to feed the world and protect the planet, and our mission is to do this in a responsible and sustainable way. Yara delivers solutions for sustainable agriculture and the environment. Their fertilizers and crop nutrition programs help produce the food required for the growing world population. Yara’s industrial products and solutions reduce emissions, improve air quality and support safe and efficient operations.
Founded in Norway in 1905, Yara has a worldwide presence with production and sales and services operations across countries i.e. America, Europe, Africa and Asia, with more than 17,000 employees, sales to 150 countries and sales revenue of more than 14 billion USD. Safety is always the top-most priority.
Yara Fertilizers India Pvt Ltd is a 100% subsidiary of Yara International ASA. Yara has supplied fertilizers as well as fertilizer raw materials to the Indian market for over two decades. Yara India has continuously strengthened its footprint in Western and Southern India by providing Crop nutrition solutions with combination of Premium products and Knowledge through unique Farmer centric approach.
Yara’s philosophy is to connect with thousands of farmers at the grass root level and has a strong commitment to serving the agriculture sector in India, thereby improving the livelihood of Indian farmer. To leverage on this and to expand into the northern & eastern geographies of India, Yara acquired Tata Chemicals’ 1.2 MN MT Urea plant in UP, Northern India. With this acquisition Yara India’s scale of operation has grown significantly.

Role and Responsibilities

The role is responsible for driving talent and capability processes across the employee lifecycle at the site. It partners with business leaders to enable competency mapping, workforce development, succession planning, and talent insights, ensuring alignment with organizational capability priorities. The position also ensures effective HR governance, employee relations and compliance within defined frameworks.

Capability & Workforce Development

Drive competency and skill mapping across functions to identify capability gaps and development priorities.
Lead training needs identification, annual training calendar planning, and execution of learning interventions.
Ensure developmental inputs captured during the Annual Performance Appraisal process are translated into actionable development plans.
Organize and oversee in-house and external training programs, including nominations, feedback collection, and training effectiveness evaluation.
Integrate competency and performance insights into structured capability-building and leadership development initiatives.
Monitor training data, maintain dashboards and trackers, and conduct periodic analysis to improve learning outcomes.
Ensure alignment of capability-building initiatives with business requirements and technical academy frameworks.
Drive digitization initiatives in Learning & Development and leverage HR technologies to enhance learning effectiveness.
Facilitate knowledge management and internal capability-sharing platforms to promote a continuous learning culture.

Succession Planning & Talent Management

Drive the organization's succession planning framework to build a robust leadership and critical role pipeline.
Identify critical positions and high-potential talent through structured talent review processes.
Partner with business leaders to create Individual Development Plans (IDPs) for identified successors.
Monitor succession readiness, talent bench strength, and progress of development interventions.
Coordinate talent review discussions and support calibration exercises across functions.
Track key talent metrics and provide insights to strengthen organizational capability and future workforce readiness.
Support career development initiatives and internal talent mobility programs to retain and develop key talent.

HR Governance, Policies & Compliance

Ensure adherence to HR policies, processes, and organizational governance standards.
Manage compliance requirements and support internal and external audits, including ISO/YMS frameworks where applicable.
Maintain process integrity, documentation rigor, and reporting accuracy across HR interventions.
Contribute to the continuous improvement and standardization of HR processes and systems.
Ensure effective implementation of HR policies and support change management initiatives across the organization.

Employee Relations

Foster a positive and collaborative work environment by promoting healthy employee relations.
Support grievance handling and employee concern resolution in line with organizational policies.
Drive employee engagement initiatives to strengthen workplace culture and employee experience.
Partner with business leaders to ensure effective communication and harmonious workplace relationships.

Qualification, Experience & Skills

Two-year full-time MBA in Human Resources or equivalent.
10-12 years of experience in HR roles covering performance management, capability development, and talent processes.
Experience in manufacturing/industrial environments preferred.
Strong understanding of competency frameworks, workforce analytics, and talent lifecycle practices.
Ability to interpret people data and translate insights into actionable interventions.
Strong stakeholder management, communication, and influencing skills.
Proven program management and execution capability across multiple HR workstreams.

Contact details

Muskan Jain - Human Resources

Apply no later than

June 25, 2026

Knowledge grows through differences
Yara is committed to creating a diverse and inclusive environment and is proud to be an equal opportunity employer. We believe that creating a diverse and inclusive work environment is not only the right thing, but also the smart thing to do. To deliver on this, Yara has firmly anchored Diversity, Equity & Inclusion (DE&I) in our business strategy and has more than 400 employees worldwide involved in D&I ambassadors networks.

As part of our recruitment process, where permitted by local law, we may conduct reference and background checks. These checks will only be performed when deemed necessary for the nature of the job. Candidates will be informed by HR before any background checks are initiated.