Manager - Employee Experience, Engagement & Learning (Havells CRI)

About the Role
At CRI, innovation starts with people. We are looking for a dynamic, high-ownership HR professional to shape and deliver an integrated agenda across employee experience, employee engagement, learning and development, culture building and people analytics.
The role will work closely with business and HR leaders to understand employee needs, build relevant capability interventions, strengthen connection and belonging, and translate people data into practical actions. The ideal candidate is equally comfortable with strategy, program design, ground-level execution and measurement of outcomes.
Key Responsibilities
1. Employee Experience
Design and drive the employee experience strategy across key moments of the employee lifecycle, from onboarding and integration to development, recognition, career growth and retention.
Use employee feedback, listening mechanisms and workforce insights to identify experience gaps and recommend focused interventions.
Partner with relevant stakeholders to simplify employee touchpoints and improve the quality, consistency and accessibility of HR programs.
Build mechanisms to track employee sentiment, program effectiveness and experience outcomes, and ensure timely closure of agreed actions.
2. Employee Engagement & Culture
Own the annual employee engagement roadmap and translate business and culture priorities into a structured calendar of high-impact initiatives.
Design and execute innovative employee forums, leadership connects, town halls, recognition platforms, team-building interventions, communication campaigns and culture-building activities.
Strengthen collaboration, inclusion, belonging and innovation through initiatives that are relevant to employees at different levels and locations.
Support engagement surveys and pulse checks, facilitate action planning with leaders and monitor progress against identified priorities.
Enable managers and leaders with practical tools and interventions to improve team engagement and reinforce organizational values.
3. Learning & Development
Design and execute the annual learning and capability-building strategy aligned with business priorities, critical skills and future capability requirements.
Conduct learning needs analysis in partnership with business leaders and convert identified gaps into targeted development solutions.
Build and manage learning journeys for employees, people managers, high-potential talent and future leaders using classroom, digital, experiential and project-based methods.
Develop the annual learning calendar, coordinate facilitators and partners, ensure delivery excellence and monitor participation, feedback, application and impact.
Support competency development, leadership development, career enablement, mentoring, coaching and knowledge-sharing interventions.
Continuously evaluate learning content and delivery methods to improve relevance, learner experience and business impact.
4. People Analytics, MIS & Impact Measurement
Create and maintain dashboards and management reports covering engagement, learning effectiveness, participation, retention trends, employee feedback and action-plan progress.
Analyse people data to identify patterns, risks and opportunities, and present clear insights and recommendations to leadership.
Define success measures for key programs and track effectiveness, adoption, behaviour change and return on investment wherever practical.
Ensure data accuracy, timely reporting and disciplined governance of program information and employee feedback.
5. Organizational Development & Strategic Projects
Lead cross-functional people initiatives and organizational development projects that support business growth, collaboration and organizational effectiveness.
Support change management and communication for key people or business transformation initiatives.
Benchmark progressive practices in employee experience, engagement, learning and culture, and adapt relevant ideas to the CRI context.
Build collaborative relationships with internal stakeholders and external partners to deliver programs with strong quality, speed and impact.
Drive continuous improvement through disciplined project management, stakeholder follow-up and closure of commitments.
Qualification & Experience-
Postgraduate qualification in Human Resources, Organizational Behaviour, Learning & Development or a related discipline. Relevant professional certifications will be an advantage.
6-10 years of relevant HR experience, with strong exposure to employee experience, employee engagement and learning and development. Experience in culture, organizational development or HR COE roles is preferred.

Work arrangement
No