Deputy Unit Manager - IA HR

Job Description

Job Purpose To design and drive contemporary people and engagement interventions that build a future ready workforce, working as an individual contributor who conceptualises, curates and delivers initiatives end to end for the assigned business. To continuously map industry wide best practices in talent management and employee engagement, adapt them to the organisation's context and culture, and implement them seamlessly through platforms such as townhalls, summits, people connects, career workshops, hackathons and other new age interventions. To strengthen employee experience, pride, capability and connect so that talent stays engaged, future skilled and aligned to the organisation's growth agenda. Duties and Responsibilities Designing and Driving People Initiatives for a Future Ready Workforce ? Act as an individual contributor Engagement Partner who conceptualises, designs and drives the annual people engagement and talent management calendar for the assigned business. ? Build a deep understanding of the business agenda, workforce profile, capability gaps, culture priorities and employee sentiment to shape interventions that create a future ready workforce. ? Own the initiative lifecycle end to end – idea, design, stakeholder alignment, budget, communication, rollout, participation and post event impact measurement. ? Translate business and HR priorities into simple, scalable and repeatable people programs that can be run across locations and employee segments. Industry Best Practice Mapping and Adaptation ? Continuously scan and benchmark industry wide best practices in engagement, talent management, employee experience, learning and future skilling across peer organisations, technology firms and start ups. ? Adapt and contextualise external best practices to the organisation's culture, employee demographics, business rhythm and cost discipline rather than adopting them as is. ? Pilot new ideas with defined success criteria, gather feedback, refine and scale the ones that work, while retiring interventions that do not add value. ? Ensure seamless implementation by building clear process documents, toolkits, communication assets and manager enablement material for every intervention. Flagship Engagement Platforms – Townhalls, Summits and People Connects ? Plan and execute leadership townhalls including theme, content flow, leadership messaging, employee Q&A, logistics, attendance and post event feedback. ? Design and anchor summits and forums that showcase business achievements, innovation stories, customer impact and future roadmap for the workforce. ? Drive structured people connects such as skip level connects, new joiner connects, women connects, high potential connects, focus groups and pulse conversations to capture employee voice. ? Convert insights from connects, pulse surveys and culture surveys into clear action plans and follow through to closure with business and HR stakeholders. Career, Capability and Innovation Interventions ? De