Head of Employee Engagement

BayOne Solutions; Gurugram District; Teletrabalho; INR 4 000 000 - 7 000 000; Tempo integral

Resumo da oferta

BayOne Solutions is building a dedicated Employee Engagement function to serve our billable, client-facing workforce across India to begin with and convert it to a global function in the future. The Head of Employee Engagement will own the function end-to-end, from team design and SPOC deployment to program delivery and reporting ROI to leadership.

The role demands 10 to 14 years of progressive HR experience, strong ROI modeling ability, and proven experience in scaling teams for a global,

Qualificações

• 10 to 14 years of progressive HR experience, with at least recent 4 to 5 years focused on employee engagement, HR business partnering, or people operations in a services/IT staffing/GCC environment.
• Proven experience building or scaling a team/function from the ground up, ideally including manager-of-managers or SPOC-network experience.
• Strong quantitative fluency - comfortable building and defending an ROI or business case model tying HR interventions to financial outcomes.
• Experience working with a billable, client-facing workforce is strongly preferred; understands the tension between client delivery pressure and employee experience.
• Excellent stakeholder management skills; credible with both HR leadership and business/delivery leadership.
• Comfortable operating with pan-India to star, with a distributed, largely remote-first team and having experience in multi geo locations making it a global function.

Responsabilidades

• Own and scale the pan-India Employee Engagement operating model to begin with, including the hybrid SPOC structure (administratively under HR, functionally aligned to Delivery/Client Partner groups).
• Recruit with the help of GTO, deploy, and manage Engagement SPOCs mapped by client, location, or headcount ratio; set clear coverage ratios and rotation cadence.
• Design and run the engagement calendar - pulse surveys, eNPS, well-being programs, recognition, and community-building initiatives - tailored to a billable, client-embedded workforce.
• Build and maintain the Employee Engagement ROI model: track voluntary attrition in the billable pool against engagement investment and report the business case in financial terms (cost avoidance, bandwidth recovered from Delivery Managers, backfill/ramp savings).
• Partner with Delivery Managers, and Client Partners to identify at-risk accounts/teams early and trigger proactive interventions rather than reactive, resignation-stage responses.
• Define and own the engagement KPI matrix (eNPS, attrition rate, absenteeism, well-being participation, SPOC coverage) and present results to the CHRO and Delivery leadership on a regular cadence.
• Act as the escalation point for engagement-related risks, including attrition spikes in any business unit or account, and coordinate the response with HRBP and account leadership.
• Continuously refine the engagement framework based on program effectiveness, survey data, and evolving client/delivery needs.
• Manage the Employee Engagement budget and demonstrate return on investment to senior leadership annually.

Descrição da oferta de emprego

BayOne is building a dedicated Employee Engagement function to serve our billable, client-facing workforce across

India to begin with and convert it to a global function in the future. This is a newly established, high-visibility role

responsible for designing, scaling, and running the Employee Engagement operating model - including the SPOC

network, engagement programs, and the metrics that connect engagement to retention and business outcomes.

The Head of Employee Engagement will own the function end-to-end: from team design and SPOC deployment to

program delivery, to reporting the ROI of engagement investment to leadership.

Key Responsibilities

• Own and scale the pan-India Employee Engagement operating model to begin with, including the hybrid SPOC structure (administratively under HR, functionally aligned to Delivery/Client Partner groups).
• Recruit with the help of GTO, deploy, and manage Engagement SPOCs mapped by client, location, or headcount ratio; set clear coverage ratios and rotation cadence.
• Design and run the engagement calendar - pulse surveys, eNPS, well-being programs, recognition, and community-building initiatives - tailored to a billable, client-embedded workforce.
• Build and maintain the Employee Engagement ROI model: track voluntary attrition in the billable pool against engagement investment and report the business case in financial terms (cost avoidance, bandwidth recovered from Delivery Managers, backfill/ramp savings).
• Partner with Delivery Managers, and Client Partners to identify at-risk accounts/teams early and trigger proactive interventions rather than reactive, resignation-stage responses.
• Define and own the engagement KPI matrix (eNPS, attrition rate, absenteeism, well-being participation, SPOC coverage) and present results to the CHRO and Delivery leadership on a regular cadence.
• Act as the escalation point for engagement-related risks, including attrition spikes in any business unit or account, and coordinate the response with HRBP and account leadership.
• Continuously refine the engagement framework based on program effectiveness, survey data, and evolving client/delivery needs.
• Manage the Employee Engagement budget and demonstrate return on investment to senior leadership annually.

What Success Looks Like

• A fully deployed, right-sized SPOC network with clear ownership across client accounts and locations.
• Measurable improvement in billable-pool voluntary attrition and eNPS against the baseline established in the current ROI model.
• Delivery Managers report reduced time spent on informal people-management issues, with engagement concerns routed through the SPOC structure.
• A credible, leadership-trusted reporting cadence that ties engagement activity to retention and cost outcomes.

Candidate Profile

• 10 to14 years of progressive HR experience, with at least recent 4 to 5 years focused on employee engagement, HR business partnering, or people operations in a services/IT staffing/GCC environment.
• Proven experience building or scaling a team/function from the ground up, ideally including manager-of-managers or SPOC-network experience.
• Strong quantitative fluency - comfortable building and defending an ROI or business case model tying HR interventions to financial outcomes.
• Experience working with a billable, client-facing workforce is strongly preferred; understands the tension between client delivery pressure and employee experience.
• Excellent stakeholder management skills; credible with both HR leadership and business/delivery leadership.
• Comfortable operating with pan-India to star, with a distributed, largely remote-first team and having experience in multi geo locations making it a global function.