Employee Engagement Lead

Role Overview

The Employee Engagement Lead is not an "event organizer." This role is
embedded within the InsurTech vertical
and exists to ensure
business continuity, talent retention, and delivery stability
. Reporting directly to the Practice Head, the Lead will design and enforce engagement strategies that directly support.

This is a high-pressure,
accountability-heavy position
where failure to deliver tangible impact on attrition, engagement, and performance will directly affect business outcomes.

Key Responsibilities

• Engagement Strategy & Alignment

Architect a
business-first engagement strategy
tightly linked to InsurTech scaling goals, delivery commitments, and revenue.

Build annual and quarterly engagement roadmaps with
hard 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

Work 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 engagement 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 act—not 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

Build a
performance-linked recognition framework
tied to billability, certifications, client feedback, and delivery excellence—not 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.

Candidate Profile

Experience:
10–15 years in HR/Engagement, with a proven track record in
retention and employee experience for IT/Consulting services
(1,000+ employees).

Proven Impact:
Must have delivered
attrition reduction, engagement uplift, and manager accountability
in previous roles.

Skills & Traits
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.