We are looking for an experienced Employee Engagement leader 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 model
Develop and manage a network of Employee Engagement SPOCs/Partners across client accounts and locations
Design and drive engagement programs including e NPS, pulse surveys, recognition, well-being and employee connect initiatives
Partner with Delivery, HR and business leaders to identify employee concerns and attrition risks early
Build KPIs around engagement, attrition, absenteeism, participation and retention
Measure and demonstrate the ROI of employee engagement initiatives
Present engagement insights and business impact to senior leadership
Manage the engagement budget and continuously improve programs based on data and employee feedback
Help scale the function across multiple geographies as the organization grows
What we are looking for
10–14 years of progressive HR experience
At least 4–5 years in Employee Engagement, HRBP or People Operations
Experience within IT Services, Staffing, Consulting, GCC or similar client-facing environments
Proven experience building or scaling an engagement function/team
Experience managing a distributed workforce or SPOC/Engagement Partner model
Robust understanding of employee retention, attrition and engagement metrics
Comfortable building business cases and connecting HR initiatives to measurable financial/business outcomes
Strong stakeholder management skills with the ability to work with senior HR, Delivery and Business leadership
Experience 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.