Ncell
Telecommunication

At Ncell, we are passionate about our values, principles, and our strategic priorities. We believe that having the right talent in the right roles enables execution, improves our customer’s experience, and delivers breakthrough results. This is what makes us a winning team.

At Ncell, we lay much emphasis on our corporate values: Uncompromising Integrity, Exceptional Performance, Customer at our Heart, Breakthrough Innovation, and One Company - One Family. These values are the most integral part of our business. We carry out our daily business by keeping these values in mind as we, as an organization strongly stand for it.

Applicants must have the highest ethical standards, strong leadership skills, excellent judgment, a sense of personal initiative, and problem-solving abilities.

Ncell offers a competitive package that is designed to make you feel an integral part of the team and directly involved in the company's success.

Ncell is also committed to protecting Applicants' personal data. In Ncell, we take privacy seriously and all our activities are underpinned by our T.R.U.S.T principles of being Transparent, respecting your Rights, in our Use of personal data, through robust cyber Security practices and we take due care when Transfer of data is required. Click the link to know more about applicants privacy
https://webapi.ncell.com.np/upload/Notice/Ncell_Axiata_Privacy_Notice_for_Candidates.pdf

At Ncell, we lay much emphasis on our corporate values: Uncompromising Integrity, Exceptional Performance, Customer at our Heart, Breakthrough Innovation, and …

Unit Head - HR Transformation and Culture

Views: 743 | Apply Before: 5 days, 13 hours from now

Position: Unit Head – HR Transformation and Culture

Purpose:
Develop and lead strategic initiatives that foster a performance-based, values-aligned culture—driving talent growth, engagement, and recognition across the organization.

Main Duties & Responsibilities:

Define and operate a clear strategy for embedding organizational values into daily behavior and decision-making
Partner with leadership to align people strategy with business goals and culture evolution
Establish governance mechanisms (steering groups, councils) to guide culture initiatives
Build a strategic talent framework to identify, assess, and cultivate high-potential individuals and value-aligned performers
Design ongoing performance-based development and succession planning initiatives
Embed data-driven talent decisions (talent reviews, skill-gap analytics, internal mobility pathways)
Launch regular pulse surveys, focus groups, and engagement diagnostics to track sentiment and sense making
Shape internal communication strategies to reinforce mission, values, and purpose across all levels
Drive inclusive forums where employees contribute ideas for cultural evolution (e.g. town halls, culture cafés)
Create scalable, formal recognition systems that spotlight behaviors aligned with core values—both peer-nominated and leadership-driven
Set program KPIs: frequency, participation, impact on engagement, retention trends
Leverage recognition to reinforce strategic goals and drive discretionary effort
Launch theme-based culture campaigns (e.g. innovation weeks, values-spotlight months, idea incubators)
Organize culture-building gatherings—hackathons, value awards, mentorship kick-offs
Support cross-functional teams to champion culture-building efforts
Monitor KPIs tied to engagement, retention, performance alignment, and values behaviors
Present cultural health dashboards and insight reviews to leadership
Iterate programs based on data, feedback, and evolving cultural needs
Build training modules for managers to coach on performance, values storytelling, and recognition
Conduct workshops to reinforce behavioral expectations and culture literacy
Champion leadership accountability—value role-modeling, team feedback loops
Cultivate internal culture ambassadors or champions to reinforce values across locations
Help embed culture in key processes (onboarding, performance reviews, role transitions)
Drive change management tactics that support culture shifts and reinforce desired behaviors

Qualification & Experience

Minimum of bachelor’s degree in management with 8 years of relevant experience OR master’s degree / professional degree in Management with 6 years of relevant experience.
Over 5 years of experience in people, culture, or organizational development roles

Your profile

Strong skills in designing talent and performance systems aligned to values
Data and insights orientation: survey design, analytics, behavioral KPIs
Excellent facilitation and cross-functional collaboration capabilities
Passionate about organizational values, storytelling, and inclusive cultures
Highlights the longer-term implications of issues or situations that facilitate planning for the unit or function.
Creates new solutions to resolve problems or issues in novel ways.
Proactively seeks to optimize the financial or business impact of initiatives.
Stay updated with business developments and take steps to align work towards the business changes.
Takes personal responsibility for correcting customer problems - corrects problems promptly and un-defensively.
Able to establish and gain commitment from various parties to achieve one's team objectives.
Strives to create exceptional performance for the team.
Encourages teamwork and bonding within and outside team without compromising delivery of exceptional results.

What we offer:
International Working Environment, Robust Performance Management Process, Internal Opportunities, Ncell Academy Trainings, Work – Life Balance, Flexible Working Practices, Competitive Compensation, Festive Allowance, Social Security Fund, Leave Travel Allowance, Medical Insurance, Communication Facilities, etc.