Lead - Culture & OD

Lead the design and execution of enterprise wide global strategies that foster a culture of inclusion and belonging & develops a truly engaged workforce through robust EVP, recognition, employee listening and volunteering initiativesReporting Structure:Reporting to : Chief Talent OfficerDirect Reportees : Manager Culture & ODEssential Experience:12+ years of experience in the space of DEI, OD, Culture, EngagementExperience of working with a global, matrix organization with multi geography presenceExperience of working with stakeholders in manufacturing plants and frontline salesShould have worked in the conceptualization, design and delivery of DEI & culture building initiatives in an organization with presence across varied businessesKey Roles/Responsibilities:Organization Culture & DIBA:Develop & implement a multi pronged global strategy for embedding the culture of inclusionand belonging in line with our values, success factors and cultural priorities.Partner with business and HR leaders to define DIBA (Diversity, Inclusion, Belonging andAccessibility) priorities for different business and geographies in line with organizationalvision & goalsPartner with HR COEs to embed inclusion into all key talent practices (recruitment, learning &development, performance management, talent management, succession planning) acrossemployee life cycle.Oversee Employee Resource Groups (ERGs) as engines of community development ; Designgovernance models and toolkits for ERGs ensuring alignment with business priorities.Design and implement initiatives to sensitize colleagues, managers and leaders on creating aninclusive, psychologically safe workplace and POSH (applicable for India)Serve as a trusted advisor to HR Business Partners across geographies and partner withthem to co create and execute initiatives which create a culture of inclusion and belongingat the workplacePosition PPL as an inclusive organization through participation in external awards and forumsTrack and report diversity metrics, representation, and inclusion scores; use analytics toidentify gaps and drive improvements.Employee Value Proposition (EVP)Review, refine and articulate a compelling EVP that reflects PPL’s culture and values.Partner with HR business partners to cascade EVP globally through integrated communicationand engagement strategiesPartner with HR COEs to embed our EVP in key employee touchpoints & moments that matterParticipate in employer branding events to position PPL as an employer of choice in externalforumsEmployee listening:Design and implement employee listening strategy & guidelines which enable leaders tounderstand the pulse of our colleagues and drive enhancement of employee experienceDesign and execute employee engagement surveys using the Peakon platformDefine the norms for action planning basis survey results augmented by a structuredapproach for conducting focused group discussionsEnable BHRs/ regional SPOCs to analyze feedback, identify trends and develop actionableinsightsEstablish mechanism for monitoring and reporting progress and effectiveness of action plansAnalyze people metrics linked to employee engagement and propose / co create correctivemeasures with the business HR teamsEmployee Recognition Programs :Develop and implement global reward and recognition guidelines to create a culture ofrecognition across businesses and geographiesImplement an online platform to monitor and report coverage and spends of R&R programs across sites and businessesDrive seamless execution of PPL Chairperson's AwardsEmployee Volunteering:Review and refine our employee volunteering strategy and guidelines to enable colleagues to trulylive our purpose of ‘Doing well & doing good’Collaborate with Piramal Foundation and local non profits / NGOs to create volunteeringopportunities at regional and site levelPromote employee participation in employee volunteering programs to strengthen engagementand community impact.Market Intelligence:Build external partnerships with thought leaders, consultants and practitioners & b ring externalbest practices in organizational culture and DIBA at PPLIdentify good practices across businesses and sites and enable replicationBuild capability of site HRs to embed culture and DIBA at respective sites and locations.Governance, Compliance & Reporting:Ensure compliance with local laws and regulations related to diversity and inclusion at the workplaceEstablish clear KPIs and reporting frameworks for culture, DIBA, EVP and CSR initiatives. Enabletimely and accurate reporting to external bodies and agencies

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