Deputy General Manager - Organization Culture and Engagement

About Godrej Industries Group (GIG)
At the Godrej Industries Group, we are privileged to serve over 1.1 billion consumers globally through our businesses with market leadership positions in the consumer products, real estate, agriculture, financial services and chemicals industries
www.godrejindustries.com
About Godrej Properties Limited (GPL)
Godrej Properties brings the Godrej Group philosophy of innovation, sustainability, and excellence to the real estate industry. Each Godrej Properties development combines the over 125-year legacy of excellence and trust with a commitment to cutting-edge design, technology, and sustainability.
www.godrejproperties.com
About the Role:
The Deputy General Manager - Organisation Culture & Engagement will be the custodian of Godrej Properties' people culture - defining what it means to work here, making that real across every level of the organisation, and building an engaged workforce that drives business outcomes. This is a senior individual contributor and influencing role, working closely with the Head-COEs, CHRO and business leadership.
Roles and Responsibilities:
Culture Architecture & Activation:
- Define, articulate and embed the Godrej Way culture framework - values, behaviours, and ways of working - across the employee lifecycle.
- Partner with business leaders to ensure culture is lived and not just stated, with visible behavioural anchors at every level.
- Design and run culture diagnostics to identify gaps between desired and current culture; build action plans against findings.
- Lead culture integration work during periods of organisational change, growth, or restructuring.
Employee Engagement:
- Own the GPL engagement measurement strategy - design, run, and analyse engagement surveys (including Gallup, Amber or equivalent) across the organisation.
- Translate engagement data into actionable insights; work with HRBPs and business heads to drive meaningful interventions at function and team level.
- Build and sustain a cadence of engagement touchpoints - pulse checks, focus groups, manager-led rituals - that keep the organisation connected and energised.
- Drive recognition frameworks that reinforce culture and sustain engagement beyond survey cycles.
Manager & Leadership Enablement:
- Build capability among people managers to drive engagement within their teams - playbooks, toolkits, coaching nudges.
- Partner with L&D to embed culture and engagement into leadership development programmes.
- Work with senior leaders to role-model and cascade cultural behaviours visibly.
Measurement & Reporting:
- Own the engagement and culture scorecard; report progress to CHRO and leadership team quarterly.
- Define and track MOPs: engagement scores, manager effectiveness, culture index.
What We Are Looking For:
- Batch of 2019-2021 from premier b-schools.
- Demonstrated experience running large-scale engagement programmes (Gallup Q12 preferred).
- Strong diagnostic ability - comfortable with data, surveys, and translating numbers into people insights.
- Excellent stakeholder management and influencing skills - this role works across levels without direct authority.
- Strong written and verbal communication - able to build narratives, write well, present confidently.
- Experience in real estate, infrastructure, or similarly project-driven, distributed organisations is a plus.
What Success Looks Like in Year One:
- Engagement score improvement to 85th percentile for the BU.
- Engagement survey completed, results socialised, and function-level action plans live.
- Culture framework documented and activated with visible behavioural markers.
- Manager enablement toolkit deployed.
Benefits
Be an equal parent
Childcare benefits for the birthing parent, commissioning parent (in case of surrogacy) or adoptive parent, and their partners
6 months of paid leave for primary caregivers, flexible work options on return for primary caregivers
2 months paid leave for secondary caregivers
Caregiver travel for primary caregivers to bring a caregiver and children under a year old, on work travel
Coverage for childbirth and fertility treatment
No place for discrimination at Godrej
Gender-neutral anti-harassment policy
Same sex partner benefits at par with married spouses
Coverage for gender reassignment surgery and hormone replacement therapy
Community partnerships and advocacy
Persons with Disability (PwD) care
We are selfish about your wellness
Comprehensive health insurance plans, as well as accident coverage for you and your family, with top-up options
Elder care for those who might need to extend support to senior family members
Preventative healthcare support
Outpatient Department (OPD) coverage, including vaccinations, dental, vision, etc.
Uncapped sick leave
Flexible work options, including remote working and part-time work
Mental wellness and self-care programmes, resources and counselling
Celebrating wins, the Godrej Way
Structured recognition platforms for individual, team and business-level achievements
Digital and offline instant recognition platforms
An inclusive Godrej
Before you go, there is something important we want to highlight. There is no place for discrimination at Godrej. Diversity is the philosophy of who we are as a company. And has been for over a century. It’s not just in our DNA and nice to do. Being more diverse - especially having our team members reflect the diversity of our businesses and communities - helps us innovate better and grow faster. We hope this resonates with you.
We take pride in being an equal opportunities employer. We recognise merit and encourage diversity. We do not tolerate any form of discrimination on the basis of nationality, race, colour, religion, caste, gender identity or expression, sexual orientation, disability, age, or marital status and ensure equal opportunities for all our team members.
If this sounds like a role for you, apply now!
We look forward to meeting you.

Work arrangement
No