Senior Executive – HR

Job Description

Responsibilities

• Employer Brand & Digital Ecosystems
• Content Deployment: Partner with corporate communication and BU teams to execute a structured, calendarized content plan for LinkedIn, Grove, and internal portals, showcasing select talent and promoting ‘Careers at GAVL’.
• External Talent Pull: Collaborate with business partners to establish high-visibility offline and online interventions, driving campus engagement and executing Selection Days.
• Employee Engagement
• Continuous Real-Time Listening: Anchor Amber (Infeedo) as a real-time diagnostic engine rather than an annual metric. Drive rigorous SLA compliance for case closures, mitigate disengagement, and translate insights directly into operational business outcomes.
• 4Cs Institutionalization: Deploy and govern engagement initiatives aligned with the 4Cs Framework (Connect, Collaborate, Care, Celebrate). Partner with medical, health, and rewards teams to co-create holistic wellbeing programs at central level.
• Governance & Analytics: Own the Engagement Scorecard across all BUs. Track compliance metrics through central digital portals and report dashboards directly to the HR Leadership Team (HRLT) and BU Heads.
• Onboarding & Early Careers
• Hello Godrej x Bright Start Journey: Lead the design and execution of the phased onboarding program. Own the execution of Phase 1 (Hello Godrej mandatory e-modules) and anchor Phase 2 (Bright Start bi-monthly live interaction sessions), tracking completion as a strict baseline for probation confirmations.
• Early Career Metrics: Redesign stint experiences and journeys for campus hires (Gallopers). Track and institutionalize hard KPIs around early attrition and manager coach scores, ensuring campus talent is staffed on high-priority Annual Operating Plan (AOP) projects.
• Employee Experience (EX) & ‘Moments that Matter’ (New Strategic Track)
• EX Framework Deployment: Operationalize the McKinsey EX Framework across identified lifecycle moments (Pre-joining, Day 1, First 30 Days, Confirmation, Promotion, Exit).
• NPS Dashboard Ownership: Govern the central EX Dashboard to measure automated, moment-wise Net Promoter Scores (NPS).
• Policy Redesign: Use continuous NPS and survey data to backward-integrate employee feedback, presenting process redesigns and policy revamp proposals to the HRLT.
• Awards & Recognition (R&R)
• Culture of Appreciation: Manage and continuously promote high-octane central R&R programs like the UNLEASH Awards, Long Service Awards, and Godrej Awards.
• Coverage Integration: Collaborate with HRBPs to maximize R&R coverage across manufacturing plants and corporate layers, ensuring immediate validation to eliminate ‘recognition lag.’

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