Piramal - Manager - Culture Transformation

Manager - Culture Transformation

Change management and communication for roll-out of PPL Culture Priorities :

- Create and execute a road map for roll out of PPL Culture Priorities across PPS, PCC, CPD

- Design and roll out physical and digital communication collaterals (including mails, digital banners, posters, videos, stationary etc)

- Socialize culture priorities with senior leaders below the ExCom and create avenues for them to demonstrate / showcase them

- Design and facilitate culture cascade workshops across the organization

- Support in identification, capability building and activation of Culture Champions across sites

- Partner with the CHRO and HR COEs like L&D, TM, TA, TR to embed the culture priorities in people practices

- Plan, design and lead the execution the PPL Chairperson's Awards

- Design and roll out culture change interventions to embed the priorities in the ways of working

Execution and monitoring of Culture Action Plan :

- Support CEOs and ExCom members in each business to phase out and detail the PPL Culture Action Plan (CAP)

- Support respective ExCom leaders and identified team members to enable execution of the CAP

- Work closely with CHRO, HR Heads and HR Leaders to implement culture and engagement action plans to drive engagement of the HR Function (?)

- Establish a process for close synergy and collaboration between Project Catalyst, Project Prism, Quality Culture, Safety Culture and Patient Centricity interventions

Execution and monitoring of Engagement Action Plans :

- Support Site / Functional HR Leaders to analyze Employee Engagement Scores and develop engagement action plans

- Support Business HR Heads to develop business specific / region specific engagement action plans

- Support HR COEs to develop and implement function specific action plans.

- Enable collaboration between Site / Functional HR Leaders and HR COEs to drive seamless execution of Engagement Action Plans.

Governance, Reporting and Impact Assessment :

- Develop a comprehensive process for evaluating impact of culture change interventions and progress being made against the action plans

- Establish a cadence of governance for monitoring and reporting of progress against engagement action plans (especially for sites / functions having low engagement) to Chairperson and CEOs.

- Work with the HRIT and HR Analytics team to create a common technology platform for monitoring progress against Engagement Action Plans

- Maintain and publish data of participation of employees in culture transformation interventions

- Design and administer periodic pulse surveys to check progress

- Analyze data emerging from participation in culture interventions and progress against culture / engagement action plans to identify trends and course correct as necessary.

Continuous Learning :

- Support in building capability of HR employees in the area of engagement and culture through involvement in HR Academy

- Keep oneself updated on new development and best-in-class practices in the area of engagement and culture and propose / implement leading practices to improve overall effectiveness of the function