Team Member - Employee Experience & Holistic Wellbeing

Division

Human Resources

Department

Center of Excellence

Sub Department 1

Job Purpose

The primary purpose of this role is to implement employee experience, engagement, wellbeing and alumni initiatives globally to enable the organisation’s journey of being an employer of choice. The role will also be responsible for measuring the impact of the initiatives and thus enhancing the experience and wellbeing of our employees as well as ex-employees.

This role will involve working closely with the Global and India HR and business teams and senior stakeholders on a broad spectrum of employee experience and well-being 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 effective and appropriate strategies to deliver a Diversity, Equity and Inclusion culture in Cipla globally and across businesses

Enable and drive DEI agenda for Cipla globally by working with the manager on following aspects:

• Key Tasks:

  1. Foster a culture of inclusion through DEI initiatives aligned to Cipla strategy
  2. Work with manager in defining the DEI annual agenda and interventions for the annual calendar
  3. Collaborate with HRBPs across all divisions and regions in cascading and implementing the interventions
  4. Collaborate with Learning and other HR CoE to roll out contextualised programs for DEI agenda
  5. Manage multiple stakeholders across business, regions in increasing awareness of the DEI programs to drive implementation
  6. Track effectiveness of the programs through analytics so as to review / refresh interventions

Key Accountabilities (2/6)

2. Lead the comprehensive wellness programs across physical, mental, financial and social well-being of employees

Employee Well-Being

• Design, develop and create the annual employee wellness program across all the aspects of employee well-being like fitness programs, employee assistance program, health check-up etc.
• Design campaigns and communication to create employee awareness around well-being and encourage employees to take responsibility of their overall well-being
• Evaluate and recommend external vendors for well-being program and ensure implementation of on-going programs by monitoring their milestones and deliverables
• Ensure monthly payroll processing of vendor payouts
• Partner with our Work Life Assistance Program external partner to curate content on mental health, in terms of hosting webinars, talk shows on relevant topics for the entire organisation or specific functions/business teams
• Ensure there is awareness and adoption of our one-to-one counselling services
• Ideate and execute fitness challenges to mobilise our team members and promote a healthy lifestyle
• Create internal and external communication on all the above activities
• Curate a preventive and proactive approach that focuses on reversal of lifestyle diseases as well as include initiatives aimed at improving the wellness of employees’ family members

Key Accountabilities (3/6)

3. Lead effective and appropriate strategies to deliver an end-to-end employee engagement plan round the year globally and across businesses

Lead the development and delivery of a global engagement calendar ensuring all initiatives/activities are delivered and communicated in a timely and efficient manner. This will involve supporting senior leaders in their communication efforts and multiple stakeholder management to drive engagement agenda

Celebrations 

• • Furthering our efforts to promote a culture of celebrations where every individual is celebrated and recognised through engagement events across key festival celebrations; quarterly birthday celebration; potluck
  • These activities should be coordinated and celebrated across key locations in India (Mumbai and sites)

Awards:

• • Outstanding Excellence Awards: Recognising and appreciating employee’s kids on their educational milestone in line with the policy guidelines
  • Long Service Awards: Carrying out monthly retirement, superannuation awards, in line with the policy.
• Manage MIS – monthly payroll MIS for recognition payout ; Vendor payout management for overall Engagement, wellbeing and DEI centrally
• Track effectiveness of the programs through analytics to review / refresh interventions

Key Accountabilities (6/6)

4. Cipla Alumni Engagement

• Collaborate with HRBP, HR Operations and Corp Communication team to plan Cipla Alumni network engagement
• Identify list of Cipla Alumni employees and define engagement initiatives to build a health alumni network through:
  1. Annual connect program
  2. Website for online network

Major Challenges

1. Devising a unified strategy for a 30,000 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 employee engagement activities

Key Interactions (1/2)

Internal:

• BU HR Teams – Act as an advisory, customise and drive implementation of Employee Experience initiatives
• HR CoE – Partner with other HR CoE functions in delivering a holistic employee experience agenda
• BU Heads/ Leaders – Socialisation of EE agenda
• Corporate Communication – Run Interna and external communication and employee campaigns
• IT – selection of vendors, implementation of digital tools, expertise on internal communication mediums
• Communications – Design of EE communication collaterals
• Legal – Vendor/ external partner contracts (need basis)

Key Interactions (2/2)

External:

• EE, Communication thought leaders, vendors – exchange ideas, best practices
• Consulting organisations for EE survey
• Technology and communication partners – identify, evaluate and shortlist vendors
• Partners (design companies, analytics etc.) for building branding and other collaterals

Dimensions (1/2)

Scope & Scale – Global, all geographies and more than 30,000 employees

• 1. Number of vendors to be managed – 5-6 (for DEI, well-being programs, 2-3 for volunteering activities etc.)
  2. Geographies – All (100+)
  3. Business to be handled – To act as an advisory to all businesses and functions
  4. Direct Report – None
  5. Number of EE & well-being campaigns run – 10

% of employees participating – 75-80% (target)

Dimensions (2/2)

Key Decisions (1/2)

Decisions:

Support in the design of DEI and wellness framework for Cipla

Implementation of an end-to-end Wellness & Inclusion interventions through multiple stakeholder management

HR Analytics to assess effectiveness of the interventions roll out and dashboards to be prepared  

Vendor management & payroll MIS for respective payouts

Key Decisions (2/2)

Recommendations:

Understand the Cipla context – past and future priorities through ground up insights to define and review the DEI agenda and ensure relevance

Collaborate with HRBP and business leaders in driving the agenda and ensure awareness of the program

Cost effective utilisation and employee coverage to be tracked for each program rolled out globally

Vendor recommendation in case of change in vendor for well-being/volunteering program

Education Qualification

MBA HR or Masters in psychology

Relevant Work Experience

4-6 years of experience in HR post-qualification

• The role requires thorough and advanced project management skills
• Should have managed employee experience initiatives, employee engagement surveys, culture audits, pulse surveys, employee wellness programs, employee communication
• Experience of working with and influencing multiple stakeholders (internal & external)
• Should have managed enterprise-wide HR projects
• 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