Senior Manager, Employee Experience & Growth

ETS; Gurugram District; On-site; INR 4,200,000 - 7,000,000; Full time

Job summary

ETS is transforming talent experiences across global teams. We seek a Sr. Manager, Employee Experience & Growth to own Thrive end to end—growth conversations, onboarding, mentoring, and internal mobility—while expanding programs across geographies.

You will partner with HRBPs and managers to design impactful experiences through the new Workday HR system and AI-enabled insights. You will lead end-to-end program design, measurement, and adoption, ensuring consistent growth opportunities and a

Qualifications

• 9–10 years in talent management, performance management, employee experience, or organizational development.
• Experience owning an enterprise performance management or growth cycle end to end.
• Experience designing and launching career pathing, internal mobility, mentoring, or onboarding programs at scale.
• Experience running employee engagement or employee voice surveys and turning results into leader action.
• Ability to partner with HR Business Partners and senior leaders and to influence without direct authority.
• Practical experience using AI tools at work and applying them to talent processes.
• Ability to partner across HR, business units, and geographies to implement programs end to end.

Responsibilities

• Own the Thrive cycle end to end and align it with enterprise priorities.
• Evolve Thrive into a single conversation about performance and growth.
• Build manager capability and consistency in reviews with growth-level guidance.
• Serve as the business owner for performance and growth in the new HR system.
• Adapt the framework for frontline and distributed roles across geographies.
• Design and launch internal mobility practices with Talent Acquisition and HR Partners.
• Lead onboarding and mentoring programs that scale and connect to growth conversations.
• Own the enterprise employee voice survey and turn results into action plans.
• Partner with HR and leaders to drive adoption and measurement across functions.

Skills

Performance mgmt

Career design

Employee listening

Program ownership

HR partnership

Data storytelling

AI fluency

Change leadership

Decision making

Strategic comms

Global awareness

Tools

Workday

Job description

About ETS:

ETS is a global education and talent solutions organization driven by our mission to empower human progress through the science of measurement. We are at an exciting and pivotal moment, rapidly expanding our focus beyond traditional assessments into dynamic learning and skills development solutions, championing a future‑ready, AI‑powered, skills‑based economy. Our Human Progress Commitment pledges to prepare over 100 million people for the next generation of jobs by 2035, leveraging our deep research in psychometrics, innovative solutions, and global partnerships to drive equity, opportunity, and impactful outcomes worldwide.

Job Description:

As Sr. Manager, Employee Experience & Growth, you will own the employee's experience of growing at ETS. You will run Thrive, our performance and growth framework, end to end as one conversation between every employee and their manager: how someone is doing, how they want to grow in their current role, and what else is possible for them at ETS. You will also own the programs that make that conversation meaningful for everyone: onboarding, mentoring, career pathing and internal mobility, and the employee voice survey as our measure of whether the experience is working. You will work closely with HR Business Partners and people managers across ETS and its subsidiaries to understand what employees and managers need, bring those needs into how our programs are designed, and take programs from concept through launch, adoption, and measurement across functions and geographies. The role arrives at a pivotal moment: ETS is moving its talent processes to a new HR system (Workday), and you will be the business owner who makes sure performance, growth, and career conversations come to life there, using AI on purpose to make them simpler and more personal for employees and managers. This role reports to the AVP, Talent Management & LearningPerformance & Growth

Own the annual Thrive cycle end to end goal and contribution setting aligned to enterprise priorities, mid-year check-ins, year-end reviews, and growth levels, including the calendar, communications, manager and employee enablement, and completion reporting.

Evolve Thrive into one conversation about performance and growth, so every review covers how someone is doing, how they want to grow in their current role, and what else is possible at ETS.

Build manager capability and consistency in reviews through clear growth-level guidance, quality feedback practices, and calibration approaches that make outcomes fair and comparable across ETS.

Serve as the business owner for performance and growth processes in the new HR system, defining requirements with the team's systems lead and implementation partners and leading adoption after go‑live.

Adapt the framework for different workforce groups and geographies, including frontline and distributed roles, while protecting one common approach to growth across ETS.

Career Pathing & Internal MobilityBuild ETS's approach to career pathing so employees and managers can see and plan growth within a role and across ETS, drawing on the job architecture and enterprise skills work.Design and launch internal mobility practices with Talent Acquisition and HR Business Partners so open opportunities reach internal talent first and moves are well supported.Equip managers and employees with simple tools and guidance for career conversations, connected to the Thrive cycle.

Onboarding & MentoringOwn the design of the new-hire experience from offer acceptance through the first year, in partnership with Talent Acquisition and People Services, so every new employee and new manager gets a consistent, welcoming start.Build and run enterprise mentoring and other relationship-based programs that strengthen connection, engagement, and knowledge sharing across functions and geographies.

Employee VoiceOwn the enterprise employee voice survey as the measure of whether the employee experience is working strategy, survey design, vendor relationship, and results readouts for executives, HR Business Partners, and leaders.Turn results into action: support leaders with action planning, track follow-through, and connect survey insight with performance, mobility, and retention data.

Business PartnershipAct as the Talent Management & Learning team's primary partner to HR Business Partners on what employees and managers need, with a regular intake, shared priorities, and clear feedback loops.Translate business needs into program priorities for the wider team, working closely with the leads for leadership and management development and for AI and skills enablement.

AI-Enabled Employee ExperienceUse AI to make performance, growth, and career processes simpler and more personal, such as assistants that help employees prepare contributions and growth conversations and help managers give better feedback.Model responsible, practical AI use in day-to-day work and help raise AI fluency across the People team.

Measurement & Cross-Functional ImplementationDefine and track measures of participation, quality, and impact for every program in the portfolio, and report progress to People leadership and executives.Partner across HR functions, business units, and geographies to implement programs end to end, balancing enterprise consistency with local needs.

Required Experience:

• Significant experience (9 to 10 years) in talent management, performance management, employee experience, or organizational development, ideally in a global or matrixed organization.
• Proven track record of owning an enterprise performance management or performance and growth cycle end to end, including manager enablement and reporting.
• Experience designing and launching career pathing, internal mobility, mentoring, or onboarding programs at scale.
• Experience running employee engagement or employee voice surveys and turning results into leader action.
• Demonstrated ability to partner with HR Business Partners and senior leaders and to influence without direct authority.
• Practical experience using AI tools at work and an interest in applying them to talent processes.
• Ability to partner across HR, business units, and geographies to implement programs end to end.

Preferred:

• Experience with performance and talent modules in a major HR system (Workday preferred), including taking part in an implementation.
• Experience working with a job architecture, skills framework, or talent marketplace.
• Experience supporting frontline, distributed, or multi-entity workforces.
• Professional certifications in HR, organizational development, or coaching (e.g., SHRM, CIPD) are a plus but not required.

KNOWLEDGE/SKILLS

• Performance & Growth Expertise: Deep knowledge of performance management and employee development practices, with the ability to run an enterprise cycle and improve it year over year.
• Career & Mobility Design: Designs career paths, career conversation tools, and internal mobility practices that employees and managers use.
• Employee Listening: Runs enterprise engagement or employee voice surveys from design through executive readouts and action planning.
• Program Ownership: Takes programs from idea to launch to steady state, with clear plans, measures, and follow-through.
• Business Partnership & Influence: Builds trusted relationships with HR Business Partners and leaders, listens for the underlying need, and shapes solutions that work for the business.
• Data Storytelling: Turns performance, survey, and mobility data into clear insights and recommendations for leaders.
• AI Fluency: Uses AI tools confidently in own work and applies them responsibly to improve employee and manager experiences.
• Change Leadership: Leads adoption of new processes and systems across geographies, keeping momentum through a period of transformation.
• Decision-Making in Ambiguity: Makes pragmatic calls in a build-mode environment where structures and data are still maturing.
• Strategic Communication: Writes and presents clearly for audiences from new hires to executives.
• Global & Cultural Awareness: Designs for a workforce spread across countries, employment models, and local requirements.