DEPARTMENT: Human Resource

LOCATION: Kurla, Mumbai

REPORTING: Chief Talent Officer

ROLE PURPOSE: This role sits in the Corporate HR team and delivers firm-wide wellbeing programmes and firm-level people insights for senior leadership. It also provides analytical support to the Benefits team, coordinates HR data for regulatory and public disclosures, and contributes to priority HR projects. The incumbent is expected to produce credible data and insights, run high-quality wellbeing programmes, and work effectively with business-unit HR teams without formal authority, while building expertise in benefits and total rewards.

ROLE TYPE: Individual contributor; works with a wide network of HR, business and partner stakeholders

KEY RESPONSIBILITIES:

1. Wellbeing programmes & Wellspring (35%):

- Run Wellspring, the firm-wide wellbeing learning platform, end to end: topic calendar, identification and briefing of expert faculty with partners, invitations and communication, session delivery and post-session feedback.

- Plan and run wellbeing campaigns that drive awareness and uptake of available benefits, such as annual health check-ups, teleconsultation and other health services.

- Measure the impact of wellbeing programmes (attendance, band and location mix, feedback/NPS, repeat participation) and share concise updates with HR leadership.

- Create employee-friendly wellbeing communication (mailers, FAQs, short explainers) in line with the firm's tone and brand.

- Coordinate with wellbeing partners on programme content and quality and use employee feedback to improve offerings.

2. People insights & listening (25%):

- Analyse group-level employee listening and engagement data (including the Tara listening platform) and translate it into concise insight notes for the CHRO, MD & CEO and Chairman.

- Run cohort analyses (tenure, band, function, location, gender) on engagement, attrition and wellbeing, and identify themes that require leadership attention.

3. Benefits design-support (15%):

- Support the Benefits team through the group medical insurance (GMC) renewal cycle: data preparation, claims and utilisation analysis, and preparation of options and presentations.

- Assist with benefits benchmarking against financial-services peers and provide research inputs for policy reviews.

- Help prepare cost, uptake and outcome analyses that feed into benefits and wellbeing business cases.

- Build working knowledge of benefits design, insurance and total-rewards principles as part of the role's development path.

4. Regulatory & disclosure HR data (10%):

- Coordinate HR data for regulatory requests (including RBI inspection and compliance data requirements) and for the human-capital sections of the Integrated Annual Report and ESG disclosures, consolidating inputs from business-unit HR, Talent Acquisition and Learning & Development.

- Maintain an HR Data Book with standard metric definitions, data sources, owners and prior-year submissions, so that figures are consistent, reconciled and request-ready.

5. Strategic HR projects (10%):

- Contribute to priority HR initiatives identified by the Chief Talent Officer from time to time, taking responsibility for defined workstreams: research, analysis, project planning, stakeholder coordination and delivery.

- Use these assignments to gain exposure across HR sub-functions and to senior leadership agendas, as part of the role's development path.

Piramal is an equal opportunity employer. Qualified applicants will be considered without regard to age, gender, marital status, sexual orientation, gender identity or expression, disability, or religion.

SUCCESS MEASURES (first 12 months):

Area: Indicator of success

- Wellbeing & Wellspring: Wellspring calendar delivered with participation and feedback tracked; improved uptake of key wellbeing benefits (e.g., annual health check-ups) against an agreed baseline

- People insights: Regular leadership insight notes in place; recurring reporting standardised or partner-produced

- Benefits support: Timely, accurate analytical support to the Benefits team through the GMC renewal cycle

- Regulatory & disclosure data: HR Data Book in place within 6 months; regulatory and annual-report data delivered on time, consistent and reconciled

- Strategic HR projects: Assigned project workstreams delivered to agreed scope, quality and timelines

PERSON SPECIFICATION:

Dimension: Requirement

- Education: MBA/PGDM in Human Resources from a Tier 1 or strong Tier 2 institute

- Experience: 2-4 years post-MBA, including at least 2 years in HR analytics, employee engagement/wellbeing, HR governance or compensation & benefits; financial services/NBFC/banking exposure preferred

- Regulatory exposure: Exposure to preparing HR data for regulators, auditors, annual reports or ESG disclosures is an advantage

- Organisation context: Has worked in a matrixed organisation and delivered results without direct authority

- Programmes & communication: Experience running employee programmes or campaigns; writes crisp one-page notes for senior leadership and engaging, employee-friendly communication

- Behaviours: Rigorous and detail-conscious; drive for results, influence without authority, collaborative across HR teams; eager to learn; high integrity with confidential data

CAREER PATH:

The role is designed as a launch pad within core HR. Over a 2-3 years horizon, successful incumbents can progress to roles such as Compensation & Benefits/Total Rewards, HR Business Partner etc.