iMerit is a leader in expert data solutions for training, tuning and evaluating AI models and computer vision systems. iMerit helps frontier AI labs, AI-native companies and enterprises build more accurate, reliable, and domain-aware models. iMerit delivers high-quality multimodal data across industries such as high-tech Generative AI, autonomous mobility, healthcare AI, and robotics.

Through Scholars, its global network of specialists such as linguists, physicians, scientists, engineers, and other subject matter experts, iMerit powers high-quality data creation, reasoning evaluation, model alignment, and human feedback workflows for next-generation AI systems. Its proprietary Ango Hub platform allows customers and experts to collaborate on complex multimodal data to generate highly curated and validated training artifacts for high-stakes models.

iMerit's client base includes 3 of the top 7 GenAI labs, 8 leading AV companies, leaders in healthcare AI, and several robotics startups. In 2026, iMerit was acquired by EXL (NASDAQ:EXLS), a global data and AI solutions company. For more information, visit imerit.ai

Role details

Designation - HR Manager: Employee Experience

Grade/Level - G5 A

Role Purpose

- The Manager Employee Experience will be responsible for designing and delivering a compelling, consistent, and inclusive employee experience across iMerit globally.

- The role will lead the organizations Employee Engagement and Culture agenda, creating an ecosystem where employees feel connected to iMerits purpose, values, leadership, teams, and communities throughout their employee lifecycle.

- The incumbent will partner closely with HR Business Partners, Business Leaders, People Managers, Internal Communications, Learning & Development, Talent Acquisition, and other cross-functional stakeholders to translate iMerits culture and Employee Value Proposition into meaningful employee experiences.

- A key expectation of this role is to move employee engagement beyond activities and events toward a data-driven, experience-led approach that strengthens belonging, collaboration, recognition, employee advocacy, and organizational culture.

Job description

1. Employee Experience Strategy

- Develop and execute iMerits global Employee Experience strategy and annual roadmap, aligned with the organizations business priorities, values, and people agenda.
- Identify the critical moments that matter across the employee lifecycle and continuously improve the experience at these touchpoints.
- Create scalable Employee Experience frameworks that can be deployed consistently across geographies while allowing for local relevance.
- Partner with HR and business stakeholders to identify experience gaps and translate employee insights into actionable interventions.
- Build mechanisms to continuously improve employee experience through feedback, analytics, experimentation, and benchmarking.

2. Employee Engagement

- Own the design and execution of iMerits global Employee Engagement calendar and programs.
- Develop innovative initiatives that strengthen employee connection, collaboration, belonging, motivation, and pride in the organization.
- Drive participation across diverse employee populations, including employees working across offices, hybrid environments, remote locations, and different geographies.
- Ensure engagement interventions are purposeful and linked to measurable employee and business outcomes rather than being purely activity-driven.
- Partner with Center HR teams to customize and execute global engagement initiatives effectively.

3. Organizational Culture

- Play a pivotal role in strengthening and embedding iMerits organizational culture and values across the employee lifecycle.
- Translate organizational values into tangible behaviours, programs, communications, and employee experiences.
- Develop initiatives that reinforce collaboration, inclusion, accountability, innovation, customer centricity, and other desired organizational behaviours.
- Work closely with leaders and People Managers to enhance their role as culture carriers within the organization.
- Identify culture gaps through employee feedback and organizational insights and recommend targeted interventions.
- Support culture integration during organizational change, business transformation, acquisitions, restructuring, or rapid growth.

4. Employee Listening & Insights





- Build and manage an integrated Employee Listening framework covering annual engagement surveys (GPTW), pulse surveys, focus groups, employee forums, lifecycle surveys, and other feedback channels.
- Partner with relevant stakeholders to design employee surveys and ensure meaningful participation.
- Analyse employee feedback and identify organizational trends, strengths, areas of concern, and emerging employee needs.
- Develop actionable dashboards and insights for senior leadership and HR teams.
- Partner with business leaders and Center HRs to develop and track action plans based on survey findings.
- Establish mechanisms to demonstrate to employees how their feedback has resulted in organizational action.

5. Recognition & Appreciation

Design and continuously strengthen iMerits Employee Reward & Recognition framework.

- Create meaningful recognition programs across individual, team, managerial, functional, and organizational levels.
- Drive recognition behaviours among leaders and People Managers.
- Ensure recognition programs are inclusive, transparent, scalable, and aligned with organizational values and desired behaviours.
- Monitor participation and effectiveness of recognition programs and recommend improvements.

6. Employee Communications & Connect

- Partner with Internal Communications and HR teams to strengthen communication and employee connection across the organization.
- Develop employee-centric communication approaches for key People initiatives and organizational programs.
- Support leadership connects, town halls, employee forums, skip-level interactions, listening sessions, and other employee communication platforms.
- Create campaigns and storytelling opportunities that celebrate employees, teams, organizational achievements, culture, and impact.
- Ensure communications reinforce transparency, inclusion, trust, and a strong sense of community.

7. Employee Lifecycle Experience

Partner with relevant HR teams to identify and enhance key employee moments, including:

- Pre-boarding and onboarding
- New Hire Orientation
- Early employee experience
- Career milestones
- Internal mobility
- Learning and career development experiences
- Recognition milestones
- Leadership and manager interactions
- Exit and alumni experience

Develop frameworks and interventions that provide employees with a consistent and differentiated experience across these touchpoints.

8. People Manager Experience

- Partner with Center HR and L&D; teams to strengthen the role of People Managers in shaping employee experience.
- Build toolkits, resources, engagement frameworks, and communication mechanisms that enable managers to engage their teams effectively.
- Identify recurring employee experience challenges linked to managerial practices and recommend targeted interventions.
- Encourage practices such as regular employee connects, recognition, feedback, career conversations, and team engagement.

9. Inclusion, Belonging & Community

- Build programs that foster an inclusive workplace where employees across locations, backgrounds, roles, and levels feel connected and valued.
- Develop opportunities for employee communities, volunteering, social impact initiatives, employee interest groups, and cross-functional collaboration.
- Partner with internal stakeholders to ensure Employee Experience initiatives are accessible and inclusive across the global workforce.

10. Employee Experience Analytics & Governance

Define and track key Employee Experience metrics, including:

- Employee Engagement Score
- Employee Net Promoter Score / advocacy measures
- Engagement program participation
- Employee listening participation rates
- Recognition penetration
- Employee sentiment
- Employee lifecycle experience scores
- Manager effectiveness indicators
- Action-plan completion following employee surveys
- Retention / regrettable attrition indicators
- Employee Experience program ROI and effectiveness

- Provide periodic Employee Experience dashboards and insights to HR and organizational leadership.

11.



Stakeholder & Program Management

- Partner closely with Centre HR teams, Business Leaders, L&D;, Talent Acquisition, Marketing / Communications, IT, and other stakeholders.
- Manage multiple global Employee Experience initiatives simultaneously from concept through execution.
- Own budgets, vendor relationships, program calendars, communication plans, governance, and measurement for assigned initiatives.
- Identify and leverage technology platforms that can enhance employee engagement, recognition, communications, listening, and overall experience.
- Benchmark external Employee Experience practices and introduce relevant innovations within iMerit.

Key Success Measures

Success in this role would be reflected through:

- Improvement in Employee Engagement and Employee Experience scores
- Increased employee participation and advocacy
- Stronger employee connection to iMerits purpose, culture, and values
- Increased effectiveness and adoption of recognition programs
- Strong closure of employee survey action plans
- Improved employee sentiment across key lifecycle touchpoints
- Consistency of employee experience across locations and geographies
- Increased effectiveness of People Managers as employee experience ambassadors
- Positive movement in employee retention and belonging indicators
- Demonstrable impact of Employee Experience interventions on organizational priorities

Qualifications & Experience

- Bachelors or Masters degree in Human Resources, Organizational Behaviour, Psychology, Business Management, Communications, or related discipline.
- Approximately 1012 years of HR experience, with significant exposure to Employee Engagement, Employee Experience, Organizational Culture, Center HR, Internal Communications, or related areas.
- Experience designing and implementing Employee Experience or Engagement programs across multiple locations; exposure to a global workforce would be preferred.
- Demonstrated experience in employee listening, survey analytics, culture interventions, recognition, and employee communication.
- Experience working in a fast-paced, technology, AI, IT, or globally distributed organization would be an advantage.

Key Competencies

1.Strategic Thinking

2.Ability to connect employee experience initiatives with organizational priorities and business outcomes.

3.Employee-Centric Mindset

Strong understanding of employee needs and the ability to design experiences from an employee perspective.

4.Culture Building

Ability to translate organizational purpose and values into everyday employee behaviours and experiences.

5.Program Management

Strong planning and execution capability with the ability to manage multiple enterprise-wide initiatives simultaneously.

6. Data & Insights Orientation

Ability to interpret employee data, identify trends, develop insights, and translate findings into meaningful actions.

7.Communication & Storytelling

Exceptional written, verbal, presentation, and campaign communication capabilities.

8.Stakeholder Management

Ability to influence and collaborate effectively with senior leaders, People Managers, HR teams, and cross-functional stakeholders.

innovation & Creativity

Ability to conceptualize differentiated engagement experiences beyond conventional employee events and activities.

9.Collaboration

Strong ability to work across functions, locations, cultures, and organizational levels.

10.Execution Excellence

11.High ownership, attention to detail, and ability to translate ideas into scalable and measurable programs.

Ideal Candidate Profile

- We are looking for an Employee Experience qualified who is passionate about creating workplaces where people can connect, contribute, grow, and belong.
- The ideal candidate combines the creativity of an employee engagement professional, the insight orientation of an HR practitioner, and the execution discipline of a strong program manager.
- The individual should be comfortable moving between strategy and executionfrom interpreting employee sentiment and presenting recommendations to leadership, to designing a global engagement initiative and ensuring successful implementation across locations.
- Most importantly, the person should believe that great employee experience is created through everyday moments, leadership behaviours, culture, communication, recognition, and meaningful connection—not through events alone.

📌 Human Resource Manager (Hyderabad)
🏢 iMerit
📍 Hyderabad