Lead Employee Retention and Engagement

ROLE SUMMARY

The Lead Employee Retention & Engagement will be responsible for developing and implementing organisation-wide strategies to improve employee engagement, strengthen workforce retention and reduce attrition across Muthoot FinCorp Limiteds geographically distributed operations.

The role will analyse workforce data and attrition trends, identify employees and locations with potential retention risks, and implement timely, targeted interventions. It will also lead employee-connect programmes, stay interviews, engagement surveys and other initiatives aimed at enhancing the overall employee experience.

The position requires close collaboration with business leaders and HR teams across India to understand workforce concerns, recommend corrective actions and ensure the effective execution of retention and engagement plans. The ideal candidate should possess strong analytical, stakeholder-management and programme-execution capabilities and be willing to travel extensively.

KEY RESPONSIBILITIES

Retention Strategy &Attrition Analysis

Develop and implement organisation-wide employee retention strategies aligned with business objectives and workforce priorities.

Analyze attrition trends across roles, locations, tenure groups and business units to identify key reasons and high-risk areas.

Use employee data and workforce indicators to identify potential attrition risks and initiate timely preventive actions.

Retention Initiatives

Design and execute targeted retention programmes for critical roles, high-performing employees and locations experiencing high attrition.

Develop and implement engagement initiatives that improve employee experience, motivation, belonging and organisational commitment.

Employee Connect Programmes

Conduct structured employee-connect sessions, focus-group discussions and one-to-one interactions to understand employee concerns.

Design and conduct stay interviews with critical and high-performing employees to identify retention drivers and address concerns proactively.

Partner with business leaders, Zonal HR teams and other stakeholders to develop and implement role- and location-specific retention plans

Employee Feedback and Action Planning

Gather employee feedback through surveys and interactions, identify key concerns and ensure corrective actions are implemented within defined timelines.

Retention Metrics and Reporting

Monitor early attrition, regrettable attrition, retention rates and other relevant metrics, and provide periodic reports to management.

Define KPIs and evaluate the effectiveness and business impact of retention and engagement initiatives.

Prepare dashboards and presentations highlighting attrition patterns, employee concerns, programme outcomes and recommended actions.

Best-Practice Implementation & Field Visits

Identify successful retention and engagement practices and facilitate their adoption across regions and business units.

Travel extensively across locations to interact with employees and stakeholders, understand ground-level concerns and support programme implementation.

KEY INTERACTIONS

Internal Stakeholders

CHRO and Senior Management

Business Heads and Functional Heads

Zonal HR Teams, HR Business Partners, TA Team

Branch and Line Managers

Learning and Development Team

Compensation and Benefits Team

HR Operations and HR Analytics Teams

External Stakeholders

Employee-Engagement and HR Consulting Partners

Survey and HR Technology Providers

Industry Networks and Professional Bodies

KEY DECISION TAKEN

Identify and prioritise critical roles, employees, locations and business units requiring immediate retention intervention.

Determine appropriate interventions based on attrition risks, employee concerns and business requirements.

Design and implement employee-engagement programmes within approved policies and budgets.

Identify potential attrition cases and decide the level and urgency of preventive action required.

Determine the target groups, locations, frequency and format of employee-connect programmes and stay interviews.

Recommend corrective actions to address concerns relating to managers, workplace culture, career growth, recognition and employee experience.

Decide which critical or unresolved employee concerns should be escalated to HR or business leadership.

Evaluate programme outcomes and decide whether initiatives should be continued, modified, expanded or discontinued.

Determine the key insights, risks and recommendations to be presented to senior management for decision-making.

KEY SKILLS & BEHAVIOURAL ATTRIBUTES

Ability to develop and execute retention and engagement strategies aligned with organisational priorities.

Strong analytical skills to interpret attrition trends, employee data and engagement metrics.

Sound knowledge of employee engagement, retention drivers and employee-experience practices.

Excellent communication, presentation, influencing and stakeholder-management skills.

Strong problem-solving ability to identify root causes and recommend timely, practical solutions.

Ability to manage multiple retention and engagement initiatives across geographically distributed locations.

Proactive, adaptable and result-oriented, with the ability to anticipate and address potential attrition risks.

Willingness to travel extensively and engage with employees and stakeholders across India.

EDUCATION / EXPERIENCE

Postgraduate degree or MBA/PGDM in Human Resources Management or an equivalent discipline from a recognised institution.

8-10 years of progressive HR experience, including at least 3–5 years in employee retention, engagement or employee experience.

Experience in designing and implementing retention and engagement initiatives across multiple locations.

Strong exposure to attrition analysis, employee surveys, stay interviews and HR analytics.

Experience in a large, geographically distributed organisation is preferred.

Proficiency in MS Excel, PowerPoint and HR analytics/reporting tools.

Willingness to travel extensively across India.