Senior Team Member - Inclusion & Diversity

Division

Department

Sub Department 1

Job Purpose

The primary purpose of this role is to drive and implement the global inclusion and diversity agenda at Cipla, along with a few employee engagement initiatives. The incumbent will also be responsible for measuring the impact of these initiatives and thus help enhance the experience of our employees . 
This role will involve working closely with the Global and India HR teams, business teams and senior stakeholders on a broad spectrum of I&D and engagement priorities. The role will also focus on how we communicate globally and regionally, and continue to improve employee experience through clear, transparent and effective communication
 

Key Accountabilities (1/6)

1.    Lead an annual, effective and measurable plan to further the Inclusion and Diversity agenda at Cipla, globally and across businesses
Specific projects that you will lead are as follows:
Inclusion & Diversity:
¢    Create a quarterly dashboard to highlight the gender diversity target vs achievement of all functions and BUs, their respective female exit reasons, listing the action plans to improve the gender diversity numbers
¢    Assessing suitable vendor partners to execute I&D related training and sensitisation workshops, for senior leaders as well as people managers, across levels
¢    Focus on hiring from diverse communities in partnership with our sales and manufacturing HR teams “ Women, LGBTQ+ community and Persons with Disability
¢    Identifying vendors for hiring more women in specific roles in sales and manufacturing, nanny-at-home/creche facilities, safe travel and stay options for women 
¢    To further our inclusion agenda and enhance Cipla™s brand perception, create social media campaigns 
that help attract and retain more women employees at Cipla
¢    Create a social media calendar for I&D specific posts, that includes representation from geographies outside of India
¢    Ensure good representation of diverse external speakers in the fireside chats with Cipla leaders
¢    Partner with HR Business Partners on a therapy/function/unit wise plan to engage with  women employees, Differently abled and members of the LGBTQ community
¢    Participate in surveys like Great Places to Work - Best Workplaces for Women, Working Mother - Avtar Most Inclusive Companies Index, and Pride Circle™s India Workplace Equality Index
¢    Create a page on Inclusion & Diversity on Cipla™s Career website (or page within the website), highlighting all I&D initiatives, inclusive policies and social media campaigns

Key Accountabilities (2/6)

Key Accountabilities (3/6)

Key Accountabilities (4/6)

Key Accountabilities (5/6)

Key Accountabilities (6/6)

Major Challenges

1.    Devising a unified strategy for a 25,000 diversified work force (across geographies) with unique requirements 
2.    Getting a buy-in from senior management and HR leaders in implementing certain engagement activities 
3.    Requesting support from HRBPs and SPOCs for driving these initiatives over and above the work they already do
4.    Powering-up the engagement with people analytics, representing the impact of every activity in numbers with relevant data-points
5.    Managing expectations of senior leaders and our Board members in implementing and driving I&D and employee engagement activities

Key Interactions (1/2)

Internal
¢    BU HR Teams “ Act as an advisory, customise and drive implementation of I&D initiatives
¢    CoE “ Partner with other CoE functions in 
¢    BU Heads/ Leaders “ Socialisation of EE agenda to get their guidance, from their respective areas
¢    Corporate Communication “ Run Internal and external communication 
¢    IT “ selection of vendors, implementation of digital tools, expertise on internal communication mediums 
¢    Legal “ Vendor/ external partner contracts (need basis)
External
¢    I&D consultants/ advisors 
¢    I&D influencers/speakers
¢    Technology and communication partners “ identify, evaluate and shortlist vendors 
¢    Partners (design companies, analytics etc.) for branding building and other collaterals
¢    I&D leads of peer companies 

Key Interactions (2/2)

Dimensions (1/2)

Scope & Scale “ Global, all geographies and more than 25,000 employees
a.    Number of vendors to be managed “ 5-6 for I&D partners and engagement activities 
b.    Geographies “ India 
c.    Business to be handled “ To act as an advisory to all businesses and functions 
d.    Direct Report “ None 
e.    Number of EE & I&D campaigns run “ 3-4 in a year

Dimensions (2/2)

Key Decisions (1/2)

Decisions
Framework and implementation guidelines of I&D  for the entire year
Recommendations 
Vendor recommendation in case of change in vendor for I&D activities
 

Key Decisions (2/2)

Education Qualification

MBA HR

Relevant Work Experience

• 4-6 years of experience in HR, post-qualification
• The role requires thorough knowledge and passion to drive an Inclusion & Diversity agenda
• It also requires advanced project management skills, along with an advanced level proficiency of using Ms Excel
• Should have played a key role in executing I&D focussed projects/campaigns and trainings in their previous roles
• Experience of working with, advising, and influencing multiple senior stakeholders (internal & external)
• Excellent analytical, problem solving and organisational skills
• Excellent written and verbal communication skills; story-telling and effective communication design abilities
• Excellent attention to detail and well organised
• Positive and pro-active with minimal supervision. Must be able to work independently and take timely decisions.
• Have a digital mindset
• Ability to work in a fast-moving, evolving and volatile environment