to build and lead a dedicated engagement function for a large, distributed and client-facing workforce.
This is not just an employee engagement program management role. We need someone who can
build the function from the ground up , create the operating model, manage engagement teams/SPOCs, work closely with business and delivery leadership, and demonstrate how engagement impacts retention and business outcomes.
What you will be doing
Build and lead the Employee Engagement function and operating modelDevelop and manage a network of Employee Engagement SPOCs/Partners across client accounts and locationsDesign and drive engagement programs including
eNPS, pulse surveys, recognition, well-being and employee connect initiativesPartner with Delivery, HR and business leaders to identify employee concerns and attrition risks earlyBuild KPIs around
engagement, attrition, absenteeism, participation and retentionMeasure and demonstrate the
ROI of employee engagement initiativesPresent engagement insights and business impact to senior leadershipManage the engagement budget and continuously improve programs based on data and employee feedbackHelp scale the function across multiple geographies as the organization grows
What we are looking for
10–14 years of progressive HR experienceAt least
4–5 years in Employee Engagement, HRBP or People OperationsExperience within
IT Services, Staffing, Consulting, GCC or similar client-facing environmentsProven experience
building or scaling an engagement function/teamExperience managing a distributed workforce or SPOC/Engagement Partner modelStrong understanding of
employee retention, attrition and engagement metricsComfortable building business cases and connecting HR initiatives to measurable financial/business outcomesStrong stakeholder management skills with the ability to work with senior HR, Delivery and Business leadershipExperience supporting employees across multiple locations/geographies would be an advantage
The role will initially have a
Pan-India focus
and may eventually expand into a broader global Employee Engagement function. Candidates should therefore be comfortable with travel and working across different time zones when required.
Compensation and final designation will be based on the candidate's experience and current level.