Employee Experience Strategist

Job Title:

Employee Experience Strategist

Role Overview

The Employee Experience Strategist is a pivotal position that ensures seamless business operations, talent retention, and delivery excellence within the InsurTech vertical. Reporting directly to the Practice Head, the Strategist crafts and implements employee experience strategies that support scaling goals, delivery commitments, and revenue growth.

Key Responsibilities & Alignment

• Develop an engagement strategy tightly linked to InsurTech scaling goals, delivery commitments, and revenue.
• Design annual and quarterly employee experience roadmaps with measurable KPIs (attrition %, eNPS, manager effectiveness, delivery risk).

Attrition & Retention Ownership

• Own the attrition problem statement: continuously monitor resignation trends, conduct red zone talent risk analysis, and deliver targeted interventions.
• Ensure reduction of regrettable attrition (high performers, billable consultants, niche skill roles).

Delivery-Integrated Engagement

• Collaborate with Delivery Managers to enforce engagement scorecards across all pods; disengaged teams or exits must be visible weekly to the Practice Head.
• Build predictive dashboards that connect employee health to delivery risk and client satisfaction.

Manager Accountability

• Ensure every Delivery Lead and Manager is held responsible for team morale, retention, and eNPS.
• Conduct skip-level connects, heat maps, and pulse checks to expose problem areas and push managers to actnot ignore.

Employee Experience Lifecycle

• Own the end-to-end employee journey: onboarding, training, growth pathways, recognition, and exit prevention.
• Ensure employees see visible career ladders, not stagnation.

Remote & Hybrid Workforce Engagement

• Deploy digital tools (MS Viva, CultureAmp, Slack integrations, etc.) to keep hybrid/offshore teams engaged.
• Run structured virtual engagement models to ensure distributed consultants stay connected and productive.

Recognition & Rewards

• Establish a performance-linked recognition framework tied to billability, certifications, client feedback, and delivery excellencenot generic R&R.
• Enforce quarterly recognition cycles with ROI measurement.

Employer Branding & Communication

• Co-own employer branding metrics (Glassdoor, LinkedIn, internal referral success rates).
• Build transparent communication frameworks during ramp-ups, delivery escalations, or organizational changes.

Change Management & Crisis Handling

• Lead engagement through high-stress situations: rapid ramp-ups, bench optimization, client escalations, or leadership exits.
• Act as first responder for talent at risk of attrition or burnout.

Data, Analytics & ROI

• Drive engagement dashboards showing attrition vs. retention vs. productivity impact.
• Justify every rupee spent on engagement with clear ROI metrics.

Key Performance Indicators (KPIs)

• Attrition Reduction: Year-on-year drop in InsurTech attrition, especially for high-cost/niche talent.
• Engagement Health: Improvement in eNPS and manager effectiveness scores across delivery pods.
• Business Continuity: % reduction in delivery disruptions caused by disengagement or exits.
• Career Path Adoption: % of employees mapped to growth ladders and certifications.
• Employer Branding: Improved ratings on Glassdoor/LinkedIn; higher employee referral success.
• ROI on Engagement Spend: Engagement programs directly correlated with retention and productivity uplift.

Required Skills & Qualifications

• Bachelor's degree in Business Administration, Human Resources, or related field.
• Proven business acumen with a focus on people analytics, talent management, and organization design.
• Strategic thinking and planning skills, with ability to develop and implement comprehensive engagement strategies.
• Strong interpersonal and communication skills, with ability to build trust and credibility with senior leaders and stakeholders.
• Ability to drive cultural transformation and engage diverse teams.

Skills and Qualifications

• Business-first mindset: Engagement decisions must tie back to P&L, delivery, and client outcomes.
• High resilience: Ability to push back on leadership when engagement risks are ignored.
• Analytical discipline: Comfort with data-driven insights and dashboards.
• Execution rigor: Program management skills with zero tolerance for missed timelines.
• Influencer: Able to drive accountability across Delivery, Recruitment, and HR.