Head of Employee Engagement

About the Role

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.