Piramal - Lead - Culture & Organisational Development

Essential Experience:

- 12+ years of experience in the space of DEI, OD, Culture, Engagement

- Experience of working with a global, matrix organization with multi geography presence

- Experience of working with stakeholders in manufacturing plants and frontline sales

- Should have worked in the conceptualization, design and delivery of DEI & culture building initiatives in an organization with presence across varied businesses

Key Roles/Responsibilities:

Organization Culture & DIBA:

- Develop & implement a multi pronged global strategy for embedding the culture of inclusion and belonging in line with our values, success factors and cultural priorities.

- Partner with business and HR leaders to define DIBA (Diversity, Inclusion, Belonging and Accessibility) priorities for different business and geographies in line with organizational vision & goals

- Partner with HR COEs to embed inclusion into all key talent practices (recruitment, learning & development, performance management, talent management, succession planning) across employee life cycle.

- Oversee Employee Resource Groups (ERGs) as engines of community development ; Design governance models and toolkits for ERGs ensuring alignment with business priorities.

- Design and implement initiatives to sensitize colleagues, managers and leaders on creating an inclusive, psychologically safe workplace and POSH (applicable for India)

- Serve as a trusted advisor to HR Business Partners across geographies and partner with them to co create and execute initiatives which create a culture of inclusion and belonging at the workplace

- Position PPL as an inclusive organization through participation in external awards and forums

- Track and report diversity metrics, representation, and inclusion scores; use analytics to identify gaps and drive improvements.

Employee Value Proposition (EVP):

- Review, refine and articulate a compelling EVP that reflects PPLs culture and values.

- Partner with HR business partners to cascade EVP globally through integrated communication and engagement strategies

- Partner with HR COEs to embed our EVP in key employee touchpoints & moments that matter

- Participate in employer branding events to position PPL as an employer of choice in external forums

Employee listening:

- Design and implement employee listening strategy & guidelines which enable leaders to understand the pulse of our colleagues and drive enhancement of employee experience

- Design and execute employee engagement surveys using the Peakon platform

- Define the norms for action planning basis survey results augmented by a structured approach for conducting focused group discussions

- Enable BHRs/ regional SPOCs to analyze feedback, identify trends and develop actionable insights

- Establish mechanism for monitoring and reporting progress and effectiveness of action plans

- Analyze people metrics linked to employee engagement and propose / co create corrective measures with the business HR teams

Employee Recognition Programs :

- Develop and implement global reward and recognition guidelines to create a culture of recognition across businesses and geographies

- Implement an online platform to monitor and report coverage and spends of R&R programs across sites and businesses

- Drive seamless execution of PPL Chairperson's Awards

Employee Volunteering:

- Review and refine our employee volunteering strategy and guidelines to enable colleagues to truly live our purpose of Doing well & doing good

- Collaborate with Piramal Foundation and local non profits / NGOs to create volunteering opportunities at regional and site level

- Promote employee participation in employee volunteering programs to strengthen engagement and community impact.

Market Intelligence:

- Build external partnerships with thought leaders, consultants and practitioners & b ring external best practices in organizational culture and DIBA at PPL

- Identify good practices across businesses and sites and enable replication

- Build capability of site HRs to embed culture and DIBA at respective sites and locations.

Governance, Compliance & Reporting:

- Ensure compliance with local laws and regulations related to diversity and inclusion at the workplace

- Establish clear KPIs and reporting frameworks for culture, DIBA, EVP and CSR initiatives.

- Enable timely and accurate reporting to external bodies and agencies