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 initiatives

Reporting Structure:

Reporting to : Chief Talent Officer

Direct Reportees : Manager Culture & OD

Essential Experience:

12+ years of experience in the space of DEI, OD, Culture, Engagement

Experience of working with a global, matrix organization with multi geography presence

Experience of working with stakeholders in manufacturing plants and frontline sales

Should have worked in the conceptualization, design and delivery of DEI & culture building initiatives in an organization with presence across varied businesses

Key Roles/Responsibilities:

Organization Culture & DIBA:

Develop & implement a multi pronged global strategy for embedding the culture of inclusion

and belonging in line with our values, success factors and cultural priorities.

Partner with business and HR leaders to define DIBA (Diversity, Inclusion, Belonging and

Accessibility) priorities for different business and geographies in line with organizational

vision & goals

Partner with HR COEs to embed inclusion into all key talent practices (recruitment, learning &

development, performance management, talent management, succession planning) across

employee life cycle.

Oversee Employee Resource Groups (ERGs) as engines of community development ; Design

governance models and toolkits for ERGs ensuring alignment with business priorities.

Design and implement initiatives to sensitize colleagues, managers and leaders on creating an

inclusive, psychologically safe workplace and POSH (applicable for India)

Serve as a trusted advisor to HR Business Partners across geographies and partner with

them to co create and execute initiatives which create a culture of inclusion and belonging

at the workplace

Position PPL as an inclusive organization through participation in external awards and forums

Track and report diversity metrics, representation, and inclusion scores; use analytics to

identify 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 communication

and engagement strategies

Partner with HR COEs to embed our EVP in key employee touchpoints & moments that matter

Participate in employer branding events to position PPL as an employer of choice in external

forums

Employee listening:

Design and implement employee listening strategy & guidelines which enable leaders to

understand the pulse of our colleagues and drive enhancement of employee experience

Design and execute employee engagement surveys using the Peakon platform

Define the norms for action planning basis survey results augmented by a structured

approach for conducting focused group discussions

Enable BHRs/ regional SPOCs to analyze feedback, identify trends and develop actionable

insights

Establish mechanism for monitoring and reporting progress and effectiveness of action plans

Analyze people metrics linked to employee engagement and propose / co create corrective

measures with the business HR teams

Employee Recognition Programs :

Develop and implement global reward and recognition guidelines to create a culture of

recognition across businesses and geographies

Implement an online platform to monitor and report coverage and spends of R&R programs across sites and businesses

Drive seamless execution of PPL Chairperson‘s Awards

Employee Volunteering:

Review and refine our employee volunteering strategy and guidelines to enable colleagues to truly

live our purpose of ‘Doing well & doing good’

Collaborate with Piramal Foundation and local non profits / NGOs to create volunteering

opportunities at regional and site level

Promote employee participation in employee volunteering programs to strengthen engagement

and community impact.

Market Intelligence:

Build external partnerships with thought leaders, consultants and practitioners & b ring external

best practices in organizational culture and DIBA at PPL

Identify good practices across businesses and sites and enable replication

Build 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 workplace

Establish clear KPIs and reporting frameworks for culture, DIBA, EVP and CSR initiatives. Enable

timely and accurate reporting to external bodies and agencies