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Associate Director - HR Experience & COE

Associate Director - HR Experience & COE

SagilityBangalore Urban, Karnataka, India
30+ days ago
Job description

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

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