Industry Information Technology, Software Services, and Consulting
Employee Size 1,001-5,000 employees
About the Company
IRIS Software Inc. is a professional software services organization that delivers high-quality, cost-effective solutions to global enterprises. Serving Fortune 100 businesses and mid-sized firms across Financial Services, Life Sciences, Logistics and Distribution, and High-Tech sectors, the organization leverages modern technology stacks and agile delivery models to build lasting business value. The company has expanded to over 4,500 professionals across India, the United States, and Canada, acting as a strategic partner to more than 25 of the Fortune 100 corporations, with over 90 percent repeat customer engagements. Emphasizing information security and delivery quality, IRIS has attained CMMI Level 5 maturity, ISO 9001:2015 certification, and alignments to ISO 27001:2013 and SOC2 Type II standards.
Role Overview and Strategic Focus The Senior Manager - Employee Experience is an impactful leadership role reporting directly to the CHRO - Employee Experience. Based on-site in Noida, the incumbent heads HRBP operations for assigned business units and delivery accounts, driving talent stickiness, morale, retention, and employee delight throughout the lifecycle. The role combines strategic business partnership with operational excellence, coaching delivery managers, diagnosing workplace sentiment, implementing experiential engagement programs, and managing a team of HR Business Partners to foster an inclusive, high-performance culture.
Key Responsibilities and Core Priorities
Strategic HRBP Operations and People Engagement Direct HR business partnering operations across designated business units and strategic client accounts. Conceptualize, launch, and manage experiential workplace initiatives that elevate employee satisfaction and long-term organizational commitment. Partner closely with practice heads and delivery leadership to understand operational needs and integrate tailored talent strategies. Gather ground-level employee sentiment and share workforce insights with executive leadership to refine engagement and retention approaches. Coach people managers on vital leadership routines, including constructive feedback, performance calibration, goal setting, and morale enhancement. Actively promote and institutionalize company core values across all people engagement frameworks and workplace rituals.
People Connects and Retention Strategies Enforce strict Service Level Agreements (SLAs) for routine HRBP employee connects across all delivery projects. Improve the quality and depth of one-on-one connects, ensuring accurate risk tagging for early attrition detection. Lead structured talent review meetings with client account leaders to address flagged retention risks proactively. Guide HRBPs through sensitive retention conversations, compensation corrections, counter-negotiations, and timely case resolutions. Collaborate with the Compensation and Benefits Center of Excellence to administer interim compensation adjustments and facilitate internal project transfers. Support the design and implementation of account-specific retention and performance incentive programs.
Engagement, Culture, and Community Building Drive peer and leadership appreciation frameworks, maintaining budgetary oversight over monetary awards and spot recognitions. Lead comprehensive community-building initiatives including project milestones, festival celebrations, and employee engagement drives. Plan and deliver cross-functional collaboration weeks, team-building events, work anniversary milestones, and farewell sessions. Facilitate open corporate communication through quarterly open houses, HR helpdesks, and executive support for half-yearly town halls.
End-to-End Lifecycle Operations and Governance Support account startup activities by ensuring smooth assimilation, induction, and cultural integration for new team members. Oversee the complete employee journey from onboarding to separation, ensuring high service quality and prompt responsiveness. Steer the performance appraisal cycle, promotion reviews, and merit progression programs across designated business units. Collaborate with project delivery leadership to construct and monitor Individual Career Development Plans (CDPs). Investigate interpersonal conflicts, workplace ethics concerns, and disciplinary incidents with fairness, objectivity, and discretion.
Communications and HR Team Leadership Draft, review, and issue business unit communications, including leadership hiring announcements, anniversary celebrations, wellness updates, and official notices. Support recruitment, onboarding, and structured capability building for incoming HR Business Partners. Manage, coach, and guide a team of 2 to 3 HRBPs, assigning responsibilities, evaluating performance outputs, and supporting their professional growth. Build and govern analytical dashboards, attrition trends, headcount reports, and HR operational metrics for leadership reviews.
Candidate Profile and Qualifications Master of Business Administration (MBA) or Post Graduate Degree in Human Resources, preferably from a premier business school. 12+ years of comprehensive HRBP experience, including a strong track record of managing a team of HR Business Partners. Demonstrated competence in partnering with senior business and delivery leaders in fast-paced IT services organizations. Proven team leadership capability, with experience guiding at least 2 to 3 direct reports through task allocation, mentoring, and performance evaluation. Hands-on proficiency in building HR dashboards, workforce analytics, and attrition forecasting reports. Experienced in organizing large-scale corporate employee engagement events, town halls, and cultural workshops. Exceptional verbal, written, and interpersonal communication capabilities with high attention to operational detail.
