Senior Manager, Regional Employee Experience

Skills this role screens for

About the role

MongoDB is hiring a Senior Manager, Employee Experience - India to join our APAC Employee Experience organization. Reporting to the Director, Regional Employee Experience India, this role leads the Employee Experience agenda for the assigned BUs for MongoDB India. The Senior Manager will balance hands-on partnership on complex employee matters with the development of scalable, locally relevant people practices that help MongoDB grow without unnecessary complexity.

Based in Gurgaon, this role will use employee insight, people data, and strong partnership with business leaders and People teams to strengthen culture, manager capability, employee journeys, workplace experience, and operational excellence to support MongoDB’s continued growth and expansion.

Work Model: This is an in-office role based in Gurgaon, with an expectation to work from the office at least three days per week. This requirement may change based on business needs.

The Employee Experience Team is the trusted strategic HR partner designing and enabling a scalable, consistent, and sustainable employee experience worldwide. In partnership with Recruiting, Total Rewards, Talent Development, HR Shared Services, HR Business Partnering, Workplace, and Legal, the team supports the full employee lifecycle and creates capacity for higher-value work.

The work

Key Responsibilities

• India EEx Strategy Execution & Portfolio Leadership: In partnership with the India EEx leader, translate the India EEx strategy and operating agenda into a prioritized roadmap, clear ownership, governance, and measurable outcomes. Lead delivery across interdependent workstreams; surface trade-offs, risks, and decisions early; and keep execution aligned with global EEx priorities and local business needs
• Employee Lifecycle & Service Excellence: Provide senior oversight of the employee and manager experience across onboarding, probation, performance, leave and accommodations, internal mobility, and separation. Lead resolution of complex escalations and drive improvements in service quality, consistency, and employee journeys in partnership with HRSS and relevant People teams
• Employee Experience Insights & Outcomes: Set clear outcome measures for India EEx priorities and use employee listening, people data, service trends, and recurring case themes to identify systemic opportunities and risks. Convert insights into recommendations, prioritized action, and visible progress reviews with the India EEx leader and business stakeholders
• Manager, Talent & Leadership Effectiveness: Advise and influence managers and senior leaders on performance, feedback, team effectiveness, and values-based leadership. Partner with HRBPs and business leaders to embed earlier talent interventions—including talent reviews, retention, career growth, and critical-talent risks—into business planning and leadership routines
• Employee Relations, Investigations & Risk: Provide senior leadership on complex employee relations matters, investigations, mediation, and appropriate recommendations. Strengthen consistent, fair case practice; identify patterns and preventative actions; and support a safe, respectful workplace, including partnership on POSH processes where required
• India Compliance & Governance: Lead proactive identification and management of people-related compliance risks across India locations, maintaining current knowledge of central and relevant state-level employment requirements. Advise leaders, shape practical policy and process responses, and coordinate with Legal, Payroll, Benefits, HRSS, and Project teams on controls, escalations, and resolution
• Operating Model, Simplification & Technology: Lead cross-functional redesign of employee journeys and people processes to reduce complexity and create capacity for higher-value work. Drive adoption of standardization, self-service, automation, and AI-enabled tools where appropriate, in partnership with HRSS, global projects, and global EEx teams; balance efficiency with employee needs and local requirements
• Workplace, Culture & Community: Shape and deliver a connected, productive, safe, and inclusive site experience with Workplace and local leaders. Establish relevant ways to assess progress, strengthen hybrid ways of working and local culture, and operationalize global moments and campaigns with appropriate local nuance
• Enterprise Change & Operational Excellence: Lead complex, cross-functional change from problem definition through adoption and outcomes. Build scalable operating rhythms, clear escalation pathways, and strong governance; clarify ownership and make evidence-based recommendations on what to stop, simplify, standardize, localize, or scale
• Senior Leadership & Influence: Operate with sound judgment and enterprise perspective across a global matrix. Build alignment across leaders and teams without relying solely on formal authority; address friction constructively; disagree and commit; and model bold, direct, kind, and accountable leadership that fosters clarity, psychological safety, and effective decision-making
• Continuous Improvement: Anticipate changes in the business, workforce, employment landscape, workplace, and HR technology. Bring external and internal insights forward and adapt priorities and execution as EEx strategy and business requirements evolve

Who they want

Requirements

• Experience: Master’s degree in HR or a related field, with typically 12+ years of progressive HR experience spanning employee relations, business partnership, performance and talent management, and HR operations. Demonstrated experience leading complex, cross-functional programs and advising senior leaders is essential. Experience in a high-growth technology company or global matrix organization is preferred
• India expertise: Deep working knowledge of employment laws and relevant state-level requirements across India, with a track record of guiding senior stakeholders through complex employment matters, investigations, grievances, and risk decisions with sound judgment and discretion
• Strategic and operational leadership: Proven ability to translate strategy into a prioritized portfolio, lead multiple complex initiatives through ambiguity, influence cross-functional stakeholders, and deliver sustainable results while remaining close enough to operational detail to address critical issues
• Data, process, and technology fluency: Strong analytical capability and experience using employee insight and people data to set priorities, evaluate outcomes, identify root causes, and influence decisions. Demonstrated ability to lead process redesign and adoption of technology, automation, or self-service is advantageous
• Executive communication and influence: Exceptional written and verbal communication, with credibility to advise senior leaders and build alignment across functions, geographies, and levels of the organization
• Leadership effectiveness: Strong program and portfolio-management skills, commercial and organizational judgment, discretion with confidential matters, and the ability to prioritize, delegate through partnerships, and sustain progress in a fast-changing environment

Also

What Success Looks Like

• You are a trusted advisor to India leaders and managers, known for sound judgment, clear communication, and practical solutions
• India EEx priorities are delivered through a clear roadmap, ownership, cross-functional governance, and measurable outcomes aligned to business needs
• Employees and managers experience simpler, more consistent journeys and clearer support across key moments that matter
• Employee insight and people data translate into measurable improvements in service, manager capability, workplace experience, and local culture.…