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Team Member - Employee Experience & Holistic Wellbeing

Team Member - Employee Experience & Holistic Wellbeing

Cipla

4 - 6 years

6 - 8 Lacs

mumbai

Posted:3 hours ago| Platform:

Apply

Skills Required

payroll mis analytical consulting employee engagement wellness vendor stakeholder management counselling monitoring

Work Mode

Work from Office

Job Type

Full Time

Job Description

Division

Human Resources

Department

Center of Excellence

Sub Department 1

Job Purpose

The primary purpose of this role is to implement employee experience, engagement, wellbeing and alumni initiatives globally to enable the organisation s journey of being an employer of choice. The role will also be responsible for measuring the impact of the initiatives and thus enhancing the experience and wellbeing of our employees as well as ex-employees.

This role will involve working closely with the 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 effective communication

Key Accountabilities (1/6)

Lead effective and appropriate strategies to deliver a
Diversity, Equity and Inclusion culture in Cipla
globally and across businesses

Enable and drive

DEI agenda for Cipla globally

by working with the manager on following aspects:

Key Tasks:
1. Foster a culture of inclusion through DEI initiatives aligned to Cipla strategy
2. Work with manager in defining the DEI annual agenda and interventions for the annual calendar
3. Collaborate with HRBPs across all divisions and regions in cascading and implementing the interventions
4. Collaborate with Learning and other HR CoE to roll out contextualised programs for DEI agenda
5. Manage multiple stakeholders across business, regions in increasing awareness of the DEI programs to drive implementation
6. Track effectiveness of the programs through analytics so as to review / refresh interventions

Key Accountabilities (2/6)

2. Lead the comprehensive

wellness programs across physical, mental, financial and social well-being of employees

Employee Well-Being

Design, develop and create the
annual employee wellness program
across all the aspects of employee well-being like fitness programs, employee assistance program, health check-up etc.
Design
campaigns and communication to create employee awareness
around well-being and encourage employees to take responsibility of their overall well-being
Evaluate and recommend
external vendors for well-being program and ensure implementation
of on-going programs by monitoring their milestones and deliverables
Ensure monthly payroll processing of vendor payouts
Partner with our
Work Life Assistance Program external partner
to curate content on mental health, in terms of hosting webinars, talk shows on relevant topics for the entire organisation or specific functions/business teams
Ensure there is awareness and adoption of our one-to-one counselling services
Ideate and execute fitness challenges to mobilise our team members and promote a healthy lifestyle
Create
internal and external communication
on all the above activities
Curate
a preventive and proactive approach that focuses on reversal of lifestyle diseases
as well as include initiatives aimed at improving the wellness of employees family members

Key Accountabilities (3/6)

3. Lead effective and appropriate strategies to deliver an

end-to-end

employee engagement plan round the year

globally and across businesses

Lead the development and delivery of a global engagement calendar ensuring all initiatives/activities are delivered and communicated in a timely and efficient manner. This will involve supporting senior leaders in their communication efforts and multiple stakeholder management to drive engagement agenda

Celebrations

- Furthering our efforts to promote a culture of celebrations where every individual is celebrated and recognised through engagement events across key festival celebrations; quarterly birthday celebration; potluck
- These activities should be coordinated and celebrated across key locations in India (Mumbai and sites)

Awards:

- Outstanding Excellence Awards: Recognising and appreciating employee s kids on their educational milestone in line with the policy guidelines
- Long Service Awards: Carrying out monthly retirement, superannuation awards, in line with the policy.
Manage MIS monthly payroll MIS for recognition payout ; Vendor payout management for overall Engagement, wellbeing and DEI centrally
Track effectiveness of the programs through analytics to review / refresh interventions

Key Accountabilities (6/6)

4. Cipla Alumni Engagement

Collaborate with HRBP, HR Operations and Corp Communication team to plan Cipla Alumni network engagement
Identify list of Cipla Alumni employees and define engagement initiatives to build a health alumni network through:
1. Annual connect program
2. Website for online network

Major Challenges

Devising a unified strategy for a 30,000 diversified work force (across geographies) with unique requirements
Getting a buy-in from senior management and HR leaders in implementing certain engagement activities
Requesting support from HRBPs and SPOCs for driving these initiatives over and above the work they already do
Powering-up the engagement with people analytics, representing the impact of every activity in numbers with relevant data points
Managing expectations of senior leaders and our Board members in implementing and driving employee engagement activities

Key Interactions (1/2)

Internal:

BU HR Teams Act as an advisory, customise and drive implementation of Employee Experience initiatives
HR CoE Partner with other HR CoE functions in delivering a holistic employee experience agenda
BU Heads/ Leaders Socialisation of EE agenda
Corporate Communication Run Interna and external communication and employee campaigns
IT selection of vendors, implementation of digital tools, expertise on internal communication mediums
Communications Design of EE communication collaterals
Legal Vendor/ external partner contracts (need basis)

Key Interactions (2/2)

External:

EE, Communication thought leaders, vendors exchange ideas, best practices
Consulting organisations for EE survey
Technology and communication partners identify, evaluate and shortlist vendors
Partners (design companies, analytics etc.) for building branding and other collaterals

Dimensions (1/2)

Scope Scale Global, all geographies and more than 30,000 employees

1. Number of vendors to be managed 5-6 (for DEI, well-being programs, 2-3 for volunteering activities etc.)
2. Geographies All (100+)
3. Business to be handled To act as an advisory to all businesses and functions
4. Direct Report None
5. Number of EE well-being campaigns run 10

% of employees participating 75-80% (target)

Dimensions (2/2)

Key Decisions (1/2)

Decisions:

Support in the design of DEI and wellness framework for Cipla

Implementation of an end-to-end Wellness Inclusion interventions through multiple stakeholder management

HR Analytics to assess effectiveness of the interventions roll out and dashboards to be prepared

Vendor management payroll MIS for respective payouts

Key Decisions (2/2)

Recommendations:

Understand the Cipla context past and future priorities through ground up insights to define and review the DEI agenda and ensure relevance

Collaborate with HRBP and business leaders in driving the agenda and ensure awareness of the program

Cost effective utilisation and employee coverage to be tracked for each program rolled out globally

Vendor recommendation in case of change in vendor for well-being/volunteering program

Education Qualification

MBA HR or Masters in psychology

Relevant Work Experience

4-6 years of experience in HR post-qualification

The role requires thorough and advanced project management skills
Should have managed employee experience initiatives, employee engagement surveys, culture audits, pulse surveys, employee wellness programs, employee communication
Experience of working with and influencing multiple stakeholders (internal external)
Should have managed enterprise-wide HR projects
Excellent analytical, problem solving and organisational skills
Excellent written and verbal communication skills; story-telling and effective communication design abilities
Excellent attention to detail and well organised
Positive and pro-active with minimal supervision. Must be able to work independently and take timely decisions.
Have a digital mindset
Ability to work in a fast-moving, evolving and volatile environment

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