Engagement and DEI Lead

Flipkart; Bengaluru; On-site; INR 2,500,000 - 4,500,000; Full time

Job summary

Flipkart is seeking an Engagement and DEI Lead to turn strategy into action within its Culture & Engagement team. You will analyze engagement and DEI data, influence senior leaders, and design scalable programs with end-to-end execution.

The role requires a problem-solving mindset, Excel fluency, and ability to operate across strategy and tactical execution in a fast-paced environment.

Qualifications

• 5+ years of experience with engagement, culture, or DEI programmes at scale.
• MBA or relevant masters degree in Human Resources.

Responsibilities

• Translate Vision to Roadmap: break down DEI and Engagement strategies into actionable project plans with milestones and resources.
• End-to-End Program Management: architect and execute initiatives with quality, rigor and impact measurement.
• Drive Accountability: establish dashboards and reporting to ensure timely delivery and momentum.

Skills

Data analysis

Stakeholder management

Program management

Decision making

Influencing

Education

MBA in Human Resources

Tools

Excel

Job description

We believe that culture is not a soft metric, it is the operating system of our

business. As a team, we architect an environment where diversity drives innovation, equity

ensures fair growth, and engagement fuels high performance. We are looking for a builder who

treats culture as a product: rigorously analyzing the data, designing targeted interventions, and

holding ourselves and leaders accountable to measurable impact.

The Role we are seeking is an Engagement and DEI Lead, who excels at turning this strategic

vision into an operational reality. This role requires a problem solver with analytical bent of mind,

to look for patterns and derive insights from engagement & DEI data, influence senior leaders,

design scalable programs, and own the end-to-end execution of our roadmap.

This role is part of the Culture & Engagement team, and will report to the head of DEI and

Employee Engagement.

Core Responsibilities

• Translate Vision to Roadmap: Break down our overarching DEI and Engagement strategies into phased, actionable project plans with clear milestones, resource allocations, and dependencies.
• End-to-End Program Management: Architect and execute initiatives (e.g., New Hire engagement, ERG frameworks, pulse survey action-planning) with a relentless focus on quality, operational rigor and impact measurement.
• Drive Accountability: Establish operating rhythms, dashboards, and reporting mechanisms to ensure initiatives are delivered on time and maintain momentum beyond

Analytics & Measuring Impact

• Data-Driven Problem Solving: Analyze complex datasets, including employee listening surveys, retention metrics, policy adoption and demography specific patterns, to identify underlying systemic issues rather than just treating symptoms.
• Define Success Metrics: Move beyond & participation rates & by defining and tracking leading and lagging indicators of inclusion and engagement.
• Iterative Design: Run pilot programs, measure their impact, and synthesize the findings to scale what works.

Influencing & Stakeholder Partnership

• Consultative Leadership: Act as a trusted advisor to business leaders, coaching them on how to embed inclusive practices into their daily team rituals and decision-making.
• Cross-Functional Alignment: Partner seamlessly with Talent Acquisition, Learning & Development, HR Business Partners, and Internal Communications to weave DEI and engagement principles throughout the entire employee lifecycle.
• Empower ERGs: Guide and sponsor Employee Resource Groups, helping them align their passions with business objectives to deliver measurable value to both their communities and the organization.
• High Ownership: Is able to identify gaps, propose solutions, and take full accountability for the outcomes of your programs.
• Analytical Rigor: Highly comfortable in Excel/spreadsheets and can translate raw people data into compelling, executive-ready narratives that drive action.
• Exceptional Influencing Skills: Possess emotional intelligence and can secure buy-in from stakeholders without relying on formal authority.
• Structured Problem Solving: Able to identify root causes, forming hypotheses, and designing measurable interventions.
• Resilience & Agility: Is a self starter, who thrives in ambiguity and can pivot seamlessly between high-level strategic planning and deep tactical execution.
• 5+ years of experience with at least 3 years directly working on engagement, culture, or DEI programmes at scale, not as a component of a broader HRBP role.
• MBA or relevant masters degree in Human Resources.