gcc india
Where Ambition Meets Innovation At LPL’s Global Capability Center, you'll find a collaborative culture where your voice matters, integrity guides every decision, and technology fuels progress. Your skills, talents, and ideas will redefine what's possible. LPL's success reflects its exceptional employees, who together pursue one noble purpose: empowering financial advisors to deliver personalized advice for all who need it. We’re proud to be expanding and reaching new heights in Hyderabad. Join us as we create something extraordinary together. ROLE OVERVIEW ============= The Capability Development, Employee Experience & Culture Lead will be responsible for executing the Hyderabad talent capability strategy, employee experience framework, and culture agenda for LPL. This role will partner closely with leaders across Technology, Product, Infrastructure & Operations, and Operations to identify future capability requirements, build scalable skill development solutions, and strengthen workforce readiness. The individual will own the Hyderabad employee listening architecture, engagement strategy, learning ecosystem, and culture-building initiatives, leveraging employee insights and workforce analytics to continuously improve capability outcomes, employee experience, and organizational effectiveness. Operating as a senior individual contributor, this role will influence leaders across the organization, drive location-wide programs, and create measurable business impact through capability development, employee onboarding and engagement, and culture transformation. ============================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================================ CORE RESPONSIBILITIES ===================== Capability Strategy & Skills Transformation: Execute Hyderabad's capability development strategy aligned to business growth priorities. Partner with Technology, Product, Infrastructure & Operations and Operations leadership teams to assess current and future skill requirements. Identify capability gaps, develop capability roadmaps and build future ready workforce plans. Establish learning pathways for critical talent segments and key capability areas. Drive capability development beyond training by incorporating experience-based skill building programs to enable career mobility and internal talent development. Design and manage a Hyderabad learning ecosystem that enables continuous evaluation of learning effectiveness and business impact. Employee Experience, Listening Strategy and Culture: Own Hyderabad's employee listening framework by establishing mechanisms such as pulse surveys, focus groups, onboarding insights, stay interviews, learning feedback and employee journey assessments Drive employee engagement through scalable programs rather than standalone events. Partner with leaders to translate employee feedback into actionable business priorities and improve critical employee lifecycle moments. Lead LPL Hyderabad’s culture building strategy aligned with LPL values; Embed culture into employee experiences, leadership routines, and talent practices. People Analytics: Create an integrated insights model combining data from learning programs, capability metrics, employee engagement and sentiment analysis, stay interviews and retention indicators, participation trends across employee experience and capability building programs. Provide meaningful, value added insights to influence decisions and measure impact of interventions delivered. Develop executive dashboards and quarterly reviews that provide actionable recommendations to business leadership. Use analytics to improve capability investment decisions and employee experience outcomes. Program Governance and Operational Excellence: Partner with COEs (Talent, Rewards, Learning, ER, HR Operations) to deliver consistent and high-quality people solutions. Establish governance for all capability, engagement, and culture initiatives. Own program roadmaps, executive reviews, success metrics, risk management evaluation of program engagement and communication campaigns necessary for program roll out. Drive disciplined program delivery supported with effective outcome measurement REQUIRED QUALIFICATIONS ======================= MBA from a recognized educational institute. Strong understanding of HR systems, HR analytics tools, and digital HR platforms, with the ability to leverage technology for decision‑making and workforce planning. Proven ability to work in complex, matrixed global organizations, preferably financial services environments. Exposure to labor law, risk management, and compliance frameworks relevant to regulated BFSI GCC operations. Exposure to start up through growth phases of GCC set up in India/ Hyderabad, PREFERRED EXPERIENCE ==================== Min 12 – 15 yrs of overall experience with a min of 10 yrs of progressive HR experience, with strong exposure to HRBP, Program Management around learning and employee experience program delivery and Talent Management Demonstrated experience in data & insight driven decision making. Strong focus on people engagement, capability building, and listening mechanisms. CORE COMPETENCIES ===================== Competency Behavioural Description Strategic Thinking & Business Acumen Ability to understand business goals deeply and translate them into long‑term people strategies. Strong grasp of BFSI GCC operating models, risk frameworks, talent demands, and regulatory nuances. Leadership & Influence Demonstrated capability to influence senior executives and serve as a trusted advisor. Strong executive presence, with the ability to drive alignment across global and matrixed teams. Data-Driven Decision Making Proficiency in leveraging people analytics, dashboards, and HR metrics to identify trends, risks, and opportunities. Ability to present complex workforce insights in a clear, actionable manner for leadership. Employee Experience & Engagement Deep skill in building a culture of belonging, listening, recognition, and open communication. Proven ability to enhance onboarding and early-career engagement outcomes. Collaboration & Cross-Functional Partnership Ability to work seamlessly with Talent Acquisition, Total Rewards, HR Ops, Compliance, and ER teams. Demonstrated success in aligning various HR CoEs to deliver an integrated, high-quality employee experience. Problem Solving & Critical Thinking Ability to diagnose organizational issues, identify root causes, and design scalable solutions. Strong judgement and risk-awareness tailored to BFSI GCC environments. Communication & Facilitation Skills Exceptional verbal and written communication skills, with strength in facilitation, storytelling, and executive briefing. Ability to influence outcomes through clarity, empathy, and structured communication. Integrity, Confidentiality & Ethical Judgment Demonstrated commitment to ethical decision-making in a regulated, high-trust environment. Ability to navigate sensitive employee and business issues with discretion. [LPL Global Business Services, LLP - PRIVACY POLICY](https://www.lpl.com/content/dam/edam/culture/people/benefits/global-business-services-job-applicant-privacy-policy.pdf)