Associate Director - Employee Experience Partner

Overview Associate Director – Employee Experience Partner Omnicom Global Solutions, Bengaluru IN About Omnicom Global Solutions Omnicom Global Solutions (OGS) is an integral part of Omnicom Group, a leading global marketing and corporate communications company. Omnicom’s branded networks and specialty firms deliver advertising, strategic media planning and buying, digital and interactive marketing, direct and promotional marketing, public relations, and other specialized communication solutions to over 5,000 clients across more than 70 countries. OGS India serves as a key global capability center for Omnicom, enabling its agencies and group companies with scaled delivery, specialized expertise, and integrated solutions. Our capabilities span Media, Data & Analytics, Technology, MarTech, Commerce, Business Support Solutions, Creative Production, Healthcare, and Strategy & Insights. With a workforce of over 7,000 professionals in India, OGS continues to expand its capabilities and global impact, supporting the evolving needs of clients and agencies. We are committed to building future-ready talent and delivering high-quality, outcome-driven solutions. OGS India continues to expand its scale and capabilities through the integration of additional global operations, further strengthening its position as a strategic solutions engine for Omnicom. Let’s build what’s next. Role Overview: The HRBP / Employee Experience Partner (AD) will serve as a strategic partner to assigned Business Units, working closely with BU Heads and senior leadership to align people strategies with business priorities. This role is responsible for delivering a seamless end to end employee experience, driving engagement, employee retention, performance, capability building, and organizational effectiveness through a data driven and consultative approach. The incumbent will act as a trusted advisor to leaders, enabling business outcomes through strong HR fundamentals, effective stakeholder management, and forward looking talent and engagement strategies. Responsibilities Roles & Responsibilities: HR Partnership: Partner with BU Heads and senior leadership to co-create and execute HR strategies aligned with business objectives. Act as an advisor to leaders to develop future fit workforce plans linked to strategic priorities on organization design, workforce planning, talent, engagement, and change initiatives. Translate business priorities into practical and scalable people interventions. Employee Lifecycle & Experience Own and lead the end to end employee lifecycle for the Business Unit from onboarding to exit — ensuring a consistent and positive employee experience. Identify pain points across the employee journey and implement solutions to improve experience, productivity, and retention. Engagement & Retention Work closely with Business Unit heads on overall attrition analysis and design & implement targeted retention & engagement strategies and actions for the BU Drive initiatives focused on culture, employee well-being, recognition, and inclusion in partnership with central P&C teams. Work closely with Business Unit heads on High Potential (HiPo) Employee retention through a structured HiPo development plan, identify career progression opportunities, and conduct HiPo risk assessments to ensure retention. Monitor retention risks through early warning programs and proactively recommend interventions. Performance Management & Manager Capability Facilitate performance management processes, including goal setting, reviews, calibration, and development plans. Coach and enable managers on effective performance conversations, feedback, and people management practices. Employee Surveys & Insights Drive participation in employee engagement surveys like GPTW, Glint, pulse surveys, and diagnostics for the Business Units. Analyze survey results and insights, identify priority areas, and partner with leaders to define and execute action plans to focus on continuous improvement on key areas & themes. Track progress and impact of interventions. Learning & Development & Capability Building Partner with the Learning & Development team and BU leadership to drive capability building aligned to business priorities, with a strong focus on managerial effectiveness. Ensure 100% compliance for the BU on Omni+ certifications, Omnicom mandatory learning programs, and other OGS-wide learning requirements. Lead the managerial development plan by working closely with the capability leaders & Business leaders by Identifying trainings on people management skills to build future ready managers. Act as the BU SPOC for learning compliance, ensuring timely reporting and alignment with global and local learning mandates. Enable managers to develop capability within their teams by coaching them on individual development plans (IDPs) and learning application. Employee Relations & Compliance Provide guidance on complex employee relations matters, ensuring fairness, consistency, and compliance with company policies and labour laws. Support leaders in handling sensitive cases with maturity and sound judgement. Drive 100% governance & compliance with OGS policy & regulatory compliances. HR Analytics & Decision Support Leverage HR data and analytics to identify trends related to engagement, attrition, capability gaps, and performance. Present actionable insights and recommendations to business leadership for informed decision making. Qualifications Required Qualifications Bachelor’s degree in HR, Business Administration, or related field; Master’s degree preferred 12+ years of progressive HR experience, with significant exposure as an HR Business Partner supporting senior leaders and managers in the healthcare industry. Strong stakeholder management and influencing skills Excellent communication and executive presence High degree of business acumen and commercial understanding Expertise in talent management, organization development, engagement, and change management Strong problem solving and decision making capability Proficiency in HR systems, HR analytics, and data driven insights Preferred Qualifications N/A Note: The duties and responsibilities outlined above are representative of the role but may not be a comprehensive list. This is subject to change as the needs of the organization evolve. The role may require additional responsibilities and duties beyond those listed above Roles & Responsibilities: HR Partnership: Partner with BU Heads and senior leadership to co-create and execute HR strategies aligned with business objectives. Act as an advisor to leaders to develop future fit workforce plans linked to strategic priorities on organization design, workforce planning, talent, engagement, and change initiatives. Translate business priorities into practical and scalable people interventions. Employee Lifecycle & Experience Own and lead the end to end employee lifecycle for the Business Unit from onboarding to exit — ensuring a consistent and positive employee experience. Identify pain points across the employee journey and implement solutions to improve experience, productivity, and retention. Engagement & Retention Work closely with Business Unit heads on overall attrition analysis and design & implement targeted retention & engagement strategies and actions for the BU Drive initiatives focused on culture, employee well-being, recognition, and inclusion in partnership with central P&C teams. Work closely with Business Unit heads on High Potential (HiPo) Employee retention through a structured HiPo development plan, identify career progression opportunities, and conduct HiPo risk assessments to ensure retention. Monitor retention risks through early warning programs and proactively recommend interventions. Performance Management & Manager Capability Facilitate performance management processes, including goal setting, reviews, calibration, and development plans. Coach and enable managers on effective performance conversations, feedback, and people management practices. Employee Surveys & Insights Drive participation in employee engagement surveys like GPTW, Glint, pulse surveys, and diagnostics for the Business Units. Analyze survey results and insights, identify priority areas, and partner with leaders to define and execute action plans to focus on continuous improvement on key areas & themes. Track progress and impact of interventions. Learning & Development & Capability Building Partner with the Learning & Development team and BU leadership to drive capability building aligned to business priorities, with a strong focus on managerial effectiveness. Ensure 100% compliance for the BU on Omni+ certifications, Omnicom mandatory learning programs, and other OGS-wide learning requirements. Lead the managerial development plan by working closely with the capability leaders & Business leaders by Identifying trainings on people management skills to build future ready managers. Act as the BU SPOC for learning compliance, ensuring timely reporting and alignment with global and local learning mandates. Enable managers to develop capability within their teams by coaching them on individual development plans (IDPs) and learning application. Employee Relations & Compliance Provide guidance on complex employee relations matters, ensuring fairness, consistency, and compliance with company policies and labour laws. Support leaders in handling sensitive cases with maturity and sound judgement. Drive 100% governance & compliance with OGS policy & regulatory compliances. HR Analytics & Decision Support Leverage HR data and analytics to identify trends related to engagement, attrition, capability gaps, and performance. Present actionable insights and recommendations to business leadership for informed decision making. Required Qualifications Bachelor’s degree in HR, Business Administration, or related field; Master’s degree preferred 12+ years of progressive HR experience, with significant exposure as an HR Business Partner supporting senior leaders and managers in the healthcare industry. Strong stakeholder management and influencing skills Excellent communication and executive presence High degree of business acumen and commercial understanding Expertise in talent management, organization development, engagement, and change management Strong problem solving and decision making capability Proficiency in HR systems, HR analytics, and data driven insights Preferred Qualifications N/A Note: The duties and responsibilities outlined above are representative of the role but may not be a comprehensive list. This is subject to change as the needs of the organization evolve. The role may require additional responsibilities and duties beyond those listed above