Job Purpose To design and drive contemporary people and engagement interventions that build a future-ready workforce, working as an individual contributor who conceptualizes, curates, and delivers initiatives end to end for the assigned business. To continuously map industry-wide best practices in talent management and employee engagement, adapt them to the organization's context and culture, and implement them seamlessly through platforms such as townhalls, summits, people connects, career workshops, hackathons, and other new-age interventions. To strengthen employee experience, pride, capability, and connect so that talent stays engaged, future skilled, and aligned to the organization's growth agenda.

Duties and ResponsibilitiesDesigning and Driving People Initiatives for a Future Ready Workforce

- Act as an individual contributor Engagement Partner who conceptualizes, designs, and drives the annual people engagement and talent management calendar for the assigned business.
- Build a deep understanding of the business agenda, workforce profile, capability gaps, culture priorities, and employee sentiment to shape interventions that create a future-ready workforce.
- Own the initiative lifecycle end to end - idea, design, stakeholder alignment, budget, communication, rollout, participation, and post-event impact measurement.
- Translate business and HR priorities into easy, scalable, and repeatable people programs that can be run across locations and employee segments.

Industry Best Practice Mapping and Adaptation

- Continuously scan and benchmark industry-wide best practices in engagement, talent management, employee experience, learning, and future skilling across peer organizations, technology firms, and startups.
- Adapt and contextualize external best practices to the organization's culture, employee demographics, business rhythm, and cost discipline rather than adopting them as is.
- Pilot new ideas with defined success criteria, gather feedback, refine, and scale the ones that work while retiring interventions that do not add value.
- Ensure seamless implementation by building clear process documents, toolkits, communication assets, and manager enablement material for every intervention.

Flagship Engagement Platforms - Townhalls, Summits, and People Connects

- Plan and execute leadership townhalls including theme, content flow, leadership messaging, employee Q&A;, logistics, attendance, and post-event feedback.
- Design and anchor summits and forums that showcase business achievements, innovation stories, customer impact, and future roadmap for the workforce.
- Drive structured people connects such as skip-level connects, new joiner connects, women connects, high potential connects, focus groups, and pulse conversations to capture employee voice.
- Convert insights from connects, pulse surveys, and culture surveys into clear action plans and follow through to closure with business and HR stakeholders.

Career, Capability, and Innovation Interventions

- Design and run career workshops, career conversation frameworks,



role-based growth paths, internal mobility drives, and mentoring circles that help employees see and build their future in the organization.
- Conceptualize and deliver hackathons, ideathons, innovation challenges, and learning sprints that build new age skills, encourage original thinking, and create visible ownership.
- Partner with L&D; and business experts to curate future skilling journeys, certification drives, tech talks, knowledge sharing sessions, and communities of practice.
- Strengthen rewards and recognition, onboarding and buddy programs, milestone celebrations, and other employee experience moments that matter.

Communication, Measurement, and Governance

- Build the internal communication narrative for people initiatives through bulletins, mailers, digital channels, leadership messages, and campaign creatives.
- Define and track measurable outcomes for every intervention - participation, reach, feedback scores, engagement and culture survey movement, capability build, and retention impact.
- Publish dashboards and review decks for leadership covering engagement calendar progress, action closures, employee sentiment themes, and best practice adoption.
- Manage budgets, vendors, and event partners with cost discipline, timelines, and quality standards.

The principal accountabilities of the role holder are expected to impact the organization from two perspectives:A.

Business

Indicators

- Timely and seamless execution of the annual engagement and talent management calendar.
- Improvement in engagement, ESAT, and culture survey scores for the assigned business.
- Number of industry best practices mapped, piloted, and successfully scaled within the organization.
- Participation, reach, and feedback scores across townhalls, summits, people connects, career workshops, and hackathons.
- Reduction in regrettable attrition and improvement in internal mobility and future skill readiness.
- Adherence to budget, timelines, and closure of actions arising from employee feedback.

B. Employees and Stakeholders

- Stronger employee connect, voice, and sense of belonging across levels and locations.
- Greater clarity on career paths, growth opportunities, and skills required for the future.
- Visible platforms for innovation, original thinking, and recognition of contribution.
- Higher pride in the organization, the work and the leadership connect.
- Enabled managers who can carry engagement and career conversations forward with their teams.

Key Decisions / Dimensions

- Design, theme, format, and calendar of engagement and talent management interventions for the assigned business.




- Selection of industry best practices to be benchmarked, piloted, scaled, or discontinued based on relevance and impact.
- Content flow, agenda, and employee communication approach for townhalls, summits, people connects, career workshops, and hackathons.
- Recommendation on vendors, event partners, platforms, and budget utilization within approved limits.
- Identification of engagement hotspots, employee sentiment themes, and the corrective action priorities to be taken up with business leaders.
- Metrics, feedback mechanisms, and closure timelines to be used for measuring the success of each intervention.

Major Challenges

- Establishing credibility as an individual contributor who designs and delivers large scale people initiatives without a direct team, relying purely on influence and stakeholder partnership.
- Adapting industry best practices to the organization's context, culture, and cost structure so that they land meaningfully instead of being seen as borrowed ideas.
- Keeping interventions fresh and relevant for a diverse and multi-generational workforce spread across levels, locations, and work models.
- Securing leadership time, manager participation, and employee bandwidth for townhalls, summits, workshops, and hackathons amidst demanding business timelines.
- Demonstrating measurable business and people impact of engagement interventions rather than event-level participation alone.
- Balancing multiple concurrent initiatives, vendors, and budgets while maintaining quality, timelines, and a seamless employee experience.

Required Qualifications and Experiencea. Qualifications MBA / Post Graduate qualification in HR or related discipline preferred.

b. Work Experience 3 - 6 years of experience in employee engagement, talent management, employee experience, internal communication, or HR partnering roles, preferably with exposure to technology or digital workforces. Demonstrated track record of independently designing and executing people initiatives such as townhalls, summits, people connects, career workshops, hackathons, recognition programs, and culture campaigns.

Ability to benchmark industry best practices, contextualize them to the organization, and implement them seamlessly end to end. Strong conceptual thinking, storytelling, and communication skills with the ability to craft content for leadership and large employee audiences. Project and event management skills covering planning, budgeting, vendor management, logistics, and timelines.

Comfort with people analytics, survey data, dashboards, and digital engagement platforms to measure impact and drive decisions. High ownership, creativity, stakeholder management, and the ability to deliver as an individual contributor through influence.

Locations Job Level: GB03

Job Title: Deputy Unit Manager - IA HR, HR - Digital Platforms & Consumer Tech, Talent Partner And Engagement

Job Location Country: India

State: MAHARASHTRA

Region: West

City: Pune

Location Name: Pune Corporate Office - Mantri Tier Megapolis

📌 Deputy Unit Manager - IA HR (India)
🏢 Bajaj FinServ
📍 India