Associate Director - HR Experience & COE

The Associate Director – HR Experience & Recognition CoE will be responsible for shaping and driving the strategic agenda across

Rewards & Recognition (R&R), Voice of Employee (VoE), and Employee Satisfaction (ESAT)

programs. The role requires a leader who can

blend HR functional expertise with a pragmatic understanding of HR technologies , ensuring seamless adoption of digital tools and platforms to elevate employee experience.

This leader will serve as a bridge between

HR programs and technology enablers , driving impactful outcomes in recognition culture, engagement insights, and satisfaction measurement, while aligning with organizational objectives.

Key Responsibilities

Rewards & Recognition (R&R)

Design and govern global and regional R&R frameworks that foster a culture of appreciation.

Partner with business leaders to ensure recognition programs are aligned with organizational values and performance goals.

Evaluate and enhance recognition platforms for effectiveness, accessibility, and adoption.

Voice of Employee (VoE) & ESAT

Lead the strategy and execution of employee listening programs (VoE, pulse, and ESAT surveys).

Drive insights generation and action planning in partnership with HRBPs and business units.

Ensure data integrity and meaningful reporting to senior leadership for decision-making.

HR Technology Adoption

Collaborate with the HR Tech team to influence the roadmap of recognition, engagement, and survey tools.

Support evaluation and deployment of platforms such as Peakon, Qualtrics replacements, or internal R&R systems.

Showcase best practices in digital adoption to maximize ROI of HR tools.

Thematic Competencies

1. Strategic HR Leadership

Deep expertise in Rewards & Recognition, employee engagement, and survey methodologies.

Ability to link HR initiatives with organizational performance and culture.

2. HR Tech Enablement

Awareness of HR engagement platforms, survey tools, and recognition technologies.

Experience in evaluating HR tools and driving adoption with end-users.

3. Stakeholder Engagement & Influence

Strong collaboration with HR, business leaders, and IT partners to shape the employee experience agenda.

Skilled in storytelling with data—turning VoE / ESAT insights into actionable business recommendations.

4. Change & Adoption Champion

Ability to introduce and embed recognition and engagement programs while ensuring seamless adoption of supporting technology.

Foster alignment across regions and functions for consistent execution.

Skills Required

1. Functional HR Skills (Core Domain Expertise)

Rewards & Recognition Design

– deep knowledge of R&R frameworks (monetary & non-monetary, peer-to-peer, spot, tenure, performance-linked recognition).

Employee Listening & Engagement

– experience in ESAT, pulse, and VoE survey design, execution, and governance.

Policy & Program Governance

– ability to standardize recognition and engagement processes across regions / business units.

Global HR Practices

– exposure to multi-country HR practices and compliance considerations for engagement and rewards.

2. HR Tech & Digital Skills (Light but Essential)

Familiarity with Engagement Platforms

– Peakon, Qualtrics, Culture Amp, Workday (Employee Experience modules), or equivalent.

Tool Adoption & Change Enablement

– experience in influencing HR tech rollouts and driving usage among HR and employees.

HR Analytics Tools

– comfort with dashboards (Power BI, Tableau, or similar) to track R&R participation, ESAT scores, and trends.

Basic HRIS Awareness

– understanding of how HR tech integrates with core HR systems (e.g., Workday, SAP SuccessFactors).

3. Analytical & Insight Skills

Data Interpretation & Storytelling

– ability to turn ESAT / VoE data into insights that influence business strategy.

KPI / ROI Tracking

– experience in measuring program effectiveness (e.g., recognition participation vs. engagement lift).

Trend Analysis

– capability to identify patterns in employee engagement data and link them to business outcomes.

4. Behavioral & Leadership Skills

Stakeholder Management

– ability to partner with HRBPs, senior business leaders, and IT / Tech teams.

Change Management

– comfort with leading culture shifts in recognition and engagement through communication and influence.

Strategic Thinking

– connecting R&R and engagement programs to talent, culture, and organizational goals.

Collaboration & Influence

– ability to align global and local stakeholders on common frameworks.

Communication Excellence

– skilled in executive presentations, town halls, and leadership updates.

5. Nice-to-Have Skills (Differentiators)

Exposure to

AI-driven HR tools

(chatbots, predictive engagement analytics).

Understanding of

behavioral science

principles in recognition and engagement.

Certification in

employee engagement / HR analytics

(e.g., Gallup Clifton Strengths Coach, Korn Ferry Engagement frameworks).

Qualifications & Experience

8–12+ years of HR experience with significant exposure to

R&R, Engagement, and Employee Listening .

Proven success in

designing and managing global or enterprise-wide recognition and engagement programs .

Hands-on experience with HR platforms (e.g., Peakon, Qualtrics, CultureAmp, Workday modules, or equivalent).

Strong analytical mindset with the ability to generate insights from engagement data.

Excellent communication, stakeholder management, and influencing skills.

Masters program in Management (Human Resources)

CTC : Upto 32 Lacs

Interested candidates can mail their CV at akshi.bhagat@sagility.com