Purpose :

- Lead and drive DEI strategy, in close alignment with global strategy and local needs.

- Design and deploy transformation interventions in line with people strategy and priorities.

- Review and evolve inclusive policies and practices

- Promote internal and external advocacy

Areas of Responsibility (Specific Accountabilities and Key result areas) :

- Plan, develop, implement and coordinate transformation activities to drive value and employee engagement.

- Consult and coach across levels and segments of the organization

- Establish strong connect with external forums and bring outside-in perspective

- Represent in internal and external events, coach and support leaders and support teams also on the same

- Regularly review and enhance firmwide policies and practices to foster an inclusive culture

Diversity, Equity and Inclusion (DE&I)":

- Build a diverse and inclusive work culture by partnering with Global DE&I team, human resources, Leadership, and other stakeholders to align, improve, design and deliver on key objectives in Global & Local Diversity, Equity and Inclusion strategy

- Support the Employee Resource Group (ERG) and lead DE&I initiatives across Southeast Asia, all platforms including Sri-Lanka & Bangladesh. Special focus on E&A

- Analyzing & leveraging data to determine opportunities in driving diverse talent representation and inclusive workplace practices

- In collaboration with the EVP and communications team, reinforce SE commitment and actions as inclusive and equitable employer

- Responsible for creating and implementing plans to promote diversity, enhance Inclusion within

- Collaborates with TA to draft and implement recruiting and hiring strategies to attract employees from diverse backgrounds.

Key Experiences (Critical experience, personal attributes and skills to succeed in the role. List Top 3-5 critical ones and 1-2 good-to-have) :

- Postgraduate (MBA/Social Science) professional with experience in leading and driving DEI transformation.

- Understanding and awareness of Wellbeing, DE&I issues and best practice.

- Ability to coach, influence, and partner effectively with business leaders and management teams. Strong indirect influencing skills

- Cultural sensitivity: able to understand and work with diverse and matrix culture and high ability in operating in a complex, transformational environment.

- Strong Change management and project management skills

Stakeholders (Internal and external) :L

- Business Leaders/Country leadership/Global HR, Business & function stakeholders

- HR teams in the Country - Leadership and direction

- Other HR functions: Talent Management, Rewards, Learning Solutions, Talent Acquisition & Mobility, HR Services etc.

Key performance Indicators :

DE&I :

- Employee Engagement Score

- Diversity, Equity & Inclusion for gender, generations, nationalities / ethnicities, LGBT+ and disabilities; Strengthen thought leadership

- Gender Balance Ambition 50:40:30 : Hiring (50%), Front line managers (40%), Women in leadership (30%)

- Women in NDVC roles

- Women in Sales

- Mid level women hiring

- Retention (women attrition = men attrition) and

- Advocacy for gender balance and generations (internal/ external sessions, media/ Social media)

- Career movements of women/ HiPos

- Women leadership development

- Sensitization on PWDs, Hiring pwd in each business

- Generations

- Early careers hiring

- Early career in Front line manager roles

- Culture building and Manager development

- External recognitions

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