Employee Engagement Lead

Role Overview

The Employee Engagement Lead is not an “event organizer.” This role is embedded within the InsurTech vertical and exists to ensure business continuity, talent retention, and delivery stability. Reporting directly to the Practice Head, the Lead will design and enforce engagement strategies that directly support.

This is a high-pressure, accountability-heavy position where failure to deliver tangible impact on attrition, engagement, and performance will directly affect business outcomes.

Key Responsibilities

• Engagement Strategy & Alignment
  
  

Architect a business-first engagement strategy tightly linked to InsurTech scaling goals, delivery commitments, and revenue.

Build annual and quarterly engagement roadmaps with hard KPIs (attrition %, eNPS, manager effectiveness, delivery risk).

• Attrition & Retention Ownership
  
  

Own the attrition problem statement: continuously monitor resignation trends, conduct “red zone” talent risk analysis, and deliver targeted interventions.

Ensure reduction of regrettable attrition (high performers, billable consultants, niche skill roles).

• Delivery-Integrated Engagement
  
  

Work with Delivery Managers to enforce engagement scorecards across all pods; disengaged teams or exits must be visible weekly to the Practice Head.

Build predictive dashboards that connect engagement health to delivery risk and client satisfaction.

• Manager Accountability
  
  

Ensure every Delivery Lead and Manager is held responsible for team morale, retention, and eNPS.

Conduct skip-level connects, heat maps, and pulse checks to expose problem areas and push managers to act—not ignore.

• Employee Experience Lifecycle
  
  

Own the end-to-end employee journey: onboarding, training, growth pathways, recognition, and exit prevention.

Ensure employees see visible career ladders, not stagnation.

• Remote & Hybrid Workforce Engagement
  
  

Deploy digital tools (MS Viva, CultureAmp, Slack integrations, etc.) to keep hybrid/offshore teams engaged.

Run structured virtual engagement models to ensure distributed consultants stay connected and productive.

• Recognition & Rewards
  
  

Build a performance-linked recognition framework tied to billability, certifications, client feedback, and delivery excellence—not generic R&R.

Enforce quarterly recognition cycles with ROI measurement.

• Employer Branding & Communication
  
  

Co-own employer branding metrics (Glassdoor, LinkedIn, internal referral success rates).

Build transparent communication frameworks during ramp-ups, delivery escalations, or organizational changes.

• Change Management & Crisis Handling
  
  

Lead engagement through high-stress situations: rapid ramp-ups, bench optimization, client escalations, or leadership exits.

Act as first responder for talent at risk of attrition or burnout.

• Data, Analytics & ROI
  
  

Drive engagement dashboards showing attrition vs. retention vs. productivity impact.

Justify every rupee spent on engagement with clear ROI metrics.

Key Performance Indicators (KPIs)

Attrition Reduction: Year-on-year drop in InsurTech attrition, especially for high-cost/niche talent.

Engagement Health: Improvement in eNPS and manager effectiveness scores across delivery pods.

Business Continuity: % reduction in delivery disruptions caused by disengagement or exits.

Career Path Adoption: % of employees mapped to growth ladders and certifications.

Employer Branding: Improved ratings on Glassdoor/LinkedIn; higher employee referral success.

ROI on Engagement Spend: Engagement programs directly correlated with retention and productivity uplift.

Candidate Profile

Experience: 10–15 years in HR/Engagement, with a proven track record in retention and employee experience for IT/Consulting services (1,000+ employees).

Proven Impact: Must have delivered attrition reduction, engagement uplift, and manager accountability in previous roles.

Skills & Traits

Business-first mindset: Engagement decisions must tie back to P&L, delivery, and client outcomes.

High resilience: Ability to push back on leadership when engagement risks are ignored.

Analytical discipline: Comfort with data-driven insights and dashboards.

Execution rigor: Program management skills with zero tolerance for missed timelines.

Influencer: Able to drive accountability across Delivery, Recruitment, and HR.

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