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Team Member

3 months ago

Lower Parel Mumbai Maharashtra, India Cipla Full time

Division:

Department:

Sub Department 1:

Employment Type:

Job Purpose:


The primary purpose of this role is to implement employee experience and engagement initiatives globally to enable the organization's journey of being employer of choice.

The role will also be responsible for measuring the impact of the initiatives and thus enhancing the Employer Brand.


This role will work closely with 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 two-way communication.


Key Accountabilities (1/6):

Lead and Oversee effective and appropriate strategies to deliver end to end employee engagement plan round the year globally and across businesses
Design, develop and execute an internal communications strategy, ensuring that business goals, initiatives and organisational/people news are communicated regularly and effectively


Lead on the development and delivery of a global engagement calendar ensuring all initiatives/activities are delivered and communicated about in timely and efficient ways.

Deliver end-to-end internal employee engagement plans and campaigns to inspire and engage employees.

This will involve supporting senior leaders in their communications efforts in keeping their functions informed of updates and changes in consistent and engaging ways.

Design and structure recognition initiatives/Applause platforms in collaboration with business

Support the Corp Communications Manager in the delivery of current (and future) activities and channels

  • Review business initiatives to ensure consistency and objectivity_

Key Accountabilities (2/6):

Lead effective and appropriate strategies to enhance the Employer Brand through articulation of the Employee Experience strategy and making Cipla an 'employer of choice'
Design the Employee Experience strategy by Identifying moments that matter to employees across Employee lifecycle


Drive FGDs and interviews to gain employee perspective and understand differing employee needs across various business units and provide consultative solutions and expertise.

Assess the impact of people practices & policies on the employee

Recommend solution to HR and business Leadership to seek their alignment and buy-in

Review the strategy on a periodic basis for relevance and customization

Key Accountabilities (3/6):

Design and implement cadence for organization wide employee surveys and design interventions to enhance employee experience and engagement


Provide input on the design of the employee surveys and support the internal communications efforts in communicating the results to key stakeholders in a timely fashion.

Present the survey/diagnostic findings to leadership teams and train BU HR teams to cascade it to line managers and employees

Review and track the action plan based on the feedback received and address any implementation bottlenecks by coordinating with relevant stakeholders (BU HR, Vendor etc.)

Provide input and evaluation on global and regional level outcomes.

Decide steps to Amplify the Employer Brand through
Great Place to Work assessment

Key Accountabilities (4/6):

Design and implement the strategic employee communication agenda at Cipla to create a strong brand both internally and externally
Create the architecture (decide on channels, process) for digitising employee connect across Cipla. This will involve working closely with cross-functional teams, guiding them with best practice and implement methodologies to ensure maximum employee engagement

Collaborate (direction on campaigns etc.) with corporate communication team to leverage social media, print media to build the employer brand externally

Key Accountabilities (5/6):

Lead and co-ordinate quarterly Global Townhall end to end


Collaborate with business teams for Tiki Taka videos, IT checks to be managed independently, structure final presentation for CEO review.


Key Accountabilities (6/6):

Major Challenges:

  • Shifting focus from traditional eventbased Employee Engagement, and Introducing and driving employee experience though end to end employee journey mapping
  • Manager literacy and capability around employee experience and its impact on employee engagement
  • Poweringup the engagement with people analytics
  • Devising a unified strategy for a 25,000 diversified work force (across geographies) with unique requirements

Key Interactions (1/2):

  • BU HR Teams
  • Act as an advisory, customize and drive implementation of Employee Experience initiatives


 CoE
  • Partner with other CoE functions in delivering holistic Employee Experience Agenda


 BU Heads/ Leaders
  • Socialisation of EE agenda


 Corporate Communication
  • Run Internal communication and employee campaigns
  • IT selection of vendors, i