Manager - People Experience (Programs & New Initiatives)

About the Role

We are looking for a Program Manager – People Experience & New Initiatives who will work closely with the SCM
and PX team to build, improve and scale the way we manage people across the organisation.
This is a high-ownership, high-visibility role for someone who enjoys solving problems, building new solutions and
turning ideas into execution.
The role will own a portfolio of new initiatives, HR transformation projects, automation, analytics, process
improvements and strategic people programs. From identifying a problem to designing the solution, building the
business case, coordinating with stakeholders, driving implementation and measuring outcomes — you will own
the journey end to end.
The expectation is simple: don't just identify what can be better — build it, implement it and make it work.
Key Responsibilities

1. People Experience Transformation & New Initiatives
● Partner with the SCM People Experience team to identify opportunities to improve the effectiveness,
scalability and experience of HR processes.
● Own and drive new People Experience initiatives from concept to implementation and adoption. ● Convert
business and people challenges into structured projects with clear objectives, timelines, owners and success
metrics.
● Build project charters, business cases, implementation plans and governance mechanisms. ● Continuously
identify opportunities to simplify, standardise and improve the way the People Experience team operates.
2. HR Automation & Digitalisation
● Lead the People Experience automation charter, identifying repetitive, manual and error-prone processes
that can be automated.
● Explore and implement practical applications of AI, automation, workflow tools and digital solutions across
HR.

● Partner with Technology, Product, Data and external vendors to design and implement solutions. ● Identify
opportunities to reduce manual effort, improve turnaround time, increase accuracy and enhance employee
experience.
● Track the business impact of automation through measurable outcomes such as hours saved, TAT reduction,
cost savings, accuracy and adoption.
● Build a culture of continuous improvement rather than one-time automation projects.
3. Strategic HR Projects & Program Management
● Lead cross-functional People Experience projects
● Establish project governance, milestones, dependencies, risk trackers and review mechanisms. ●
Drive projects with strong follow-through and ensure actions move from discussion to closure. ●
Manage multiple initiatives simultaneously while maintaining clarity on priorities and outcomes. ●
Prepare leadership updates, project dashboards and executive-level progress reports.
4. People Analytics & Decision Support
● Build meaningful People dashboards and analytics that enable better business decisions. ● Define and
standardise key People metrics, ensuring common definitions and reliable data. ● Analyse trends across
headcount, hiring, attrition, absenteeism, productivity, workforce availability, cost and other people metrics.
● Move HR reporting from descriptive dashboards to insight-led recommendations and
predictive/action-oriented analytics.
● Build models and analyses independently rather than relying entirely on external analysts.
5. Process Excellence & Employee Experience
● Identify friction points across the employee lifecycle and redesign processes to make them simpler, faster
and more employee-friendly.
● Review existing PX processes and challenge the "this is how we have always done it" mindset. ● Drive
standardisation across processes wherever required while retaining flexibility for business needs. ●
Establish SOPs, process controls, SLAs and governance mechanisms.
● Measure whether process changes are actually delivering the intended outcomes.
6. New Programs & Strategic Interventions
● Work with the Director – People Experience to conceptualise and launch new People programs. ● Support
organisation-wide initiatives such as workforce programs, capability building, employee engagement,
retention, productivity and culture interventions.
● Build pilots, test solutions, gather feedback, refine and scale successful interventions. ● Develop
frameworks and playbooks that can be replicated across locations and business units.
7. Change Management & Adoption
● Ensure that new processes, systems and initiatives are not only launched but actually adopted by users. ●
Develop communication, training and change plans for new initiatives.

● Track adoption and identify barriers to implementation.
● Work closely with People Experience teams and business leaders to embed changes into day-to-day
operations.
What Success Looks Like
Success in this role will not be measured by the number of projects initiated, but by the business impact delivered.
Key measures could include:
● Number of strategic initiatives successfully implemented
● Automation of high-volume/manual HR processes
● Reduction in process TAT and manual effort
● Cost savings / productivity improvement delivered
● Improvement in data accuracy and reporting reliability
● Adoption of new HR tools and processes
● Quality and usability of People dashboards
● Successful delivery of cross-functional projects within timelines
● Improvement in employee experience through process simplification
● Stakeholder satisfaction with People Experience initiatives
What We're Looking For
● MBA / PGDM in HR, 4–8 years of experience in HR transformation, HR consulting, HR operations, program
management, or a similar role.
● Experience in owning projects end to end, preferably across multiple functions.
● Strong problem-solving ability with a structured approach to ambiguous problems.
● Strong analytical skills and the ability to work independently with data.
● Hands-on proficiency in Excel / Google Sheets; Power BI, SQL or other analytics tools will be an advantage. ●
Strong interest and practical understanding of AI and automation and how these can be applied to business/HR
problems.
● Experience working with HRMS / workflow / technology platforms will be an advantage. ●
Strong project management and stakeholder management skills.
● Ability to influence and drive outcomes without relying on formal authority.
● Excellent communication and presentation skills.
● Strong ownership mindset with the ability to move between strategy and execution. ●
Comfortable working in a fast-paced, evolving environment where priorities can change quickly.
The Person We Are Looking For
You will fit this role if you:
● See a problem and immediately start thinking about how to solve it.
● Enjoy building something from scratch rather than simply managing an existing process. ●
Can move comfortably between data, technology, people and business conversations. ● Are

comfortable asking difficult questions and challenging inefficient processes.
● Can take an idea from a whiteboard to the floor.
● Have strong attention to detail but don't lose sight of the larger business objective. ●
Are highly organised, execution-focused and comfortable managing multiple priorities.
● Take ownership for outcomes rather than just activities.
One important mindset:
We are not looking for someone who will create presentations on transformation. We are looking for someone who
will actually transform the way we work.
Why This Role?
You will get direct exposure to senior leadership and the opportunity to work on high-impact initiatives that can
fundamentally change how the People Experience function operates.
You will have the freedom to identify problems, propose solutions, experiment, build, learn and scale.
If you enjoy creating new things, solving complex problems and seeing your ideas implemented at scale, this role is
for you.