Navjot Singh Gill In remembrance

Passion, Purpose & Potential in the New Year - Being Truly “Alive” at Work “Seize the day, my friend. Zindagi Na Milegi Dobara.” As we step into a New Year, this iconic line from Zindagi Na Milegi Dobara hits differently... especially in the world of work. It reminds us about self-discovery, overcoming fear, and choosing purpose over autopilot mode - something many professionals silently struggle with.   At work, how many of us are: Trapped in roles we’ve outgrown? Performing well but feeling unfulfilled? Afraid to explore our true strengths because it feels “unsafe”? ZNMD reminds us that real growth begins outside comfort zones - whether it’s skydiving… or finally pursuing work that aligns with who we truly are. This is also where HR and leaders make the real difference. Just like the characters needed the right environment to discover themselves, employees need: Designed roles that align with people's natural strengths. Psychological safety to explore their passions. Career conversations, not just performance reviews. Learning opportunities that encourage experimentation & curiosity. Managers who coach, not control. Pressure, self-doubt, quiet struggles, and days when confidence feels fragile, is Normal… “Jab jab dard ka baadal chhaya, Jab gham ka saya lehraaya, Jab aansoo palkon tak aaya, Jab yeh tanha dil ghabraaya…”   Workplace challenges don’t always come as big crises. More often, they arrive as: Repeated setbacks Tough conversations Missed opportunities The silent weight of expectations And yet, we show up. Every Day - because... It’s okay to feel overwhelmed It’s okay to ask for support It’s okay to rise again—with dignity and belief True resilience is not the absence of pain. It’s the ability to say, “Dil aakhir tu kyun rota hai? Duniya mein yun hi hota hai.”   Sometimes, all it takes is space, trust, and encouragement for people to rise. And it is HR’s responsibility to help employees reframe challenges into moments of growth. HR is about helping people answer the question: “What do I really want from my work, and how can I become my best version?”   “Dilon mein tum apni betabiyan leke chal rahe ho, Toh zinda ho tum! Nazar mein khwaabon ki bijliyan leke chal rahe ho, Toh zinda ho tum!” Because being alive at work isn’t about: Long hours Endless meetings Just “delivering results” It’s about the betabiyan...that inner spark. It’s about the khwaab...dreams that still excite us. Employees who carry betabiyan are not disengaged. Employees who dream are not distracted. They are alive. And alive employees build meaningful, innovative, resilient organizations. New Year reflection for leaders & HR professionals: Are we building workplaces where people merely survive… or environments where they truly come alive in cultures that let their inner spark breathe? Because in Careers, just like in Life- Zindagi Na Milegi Dobara.   #Leadership #EmotionalIntelligence #PeopleLeadership #HRLeadership #FutureOfWorkIndia #EmployerBrandingMatters

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Jio-bp has appointed Sareeta Bhatikar as its Chief Human Resources Officer (CHRO). Before this appointment, Sarita was associated with HDFC Life as Head of Human Resources. With 24 years of global and cross-industry HR leadership experience, Sarita has led human capital strategy at scale, steering complex mergers, large-scale transformations, and multi-country operations across various industries, including Insurance, Pharma, Telecom, IT, Shipping, and FMCG. Read More: https://lnkd.in/gai4SxWR #humanresources #hrleaders #laeadership #development #learning #talent #management #chro #business #skills #teamwork #workplace #workculture #professionals #learninganddevelopment #womenpowers #peoplemanagement #hrmanagement #hrmanager #vphr #chiefpopleofficer #business #organisations #workforce #AI #technology #hrprofessionals #teams #labourlaws #empowerment #womenpowers #workforce #workculture #successful #mindset #buildingleadership #hrleaders #appointment #peoplemanagement #technologies #hrtech #agile #diversity #inclusion #emotional #talentmanagement

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Festive Season calling for Values Perspective for people at work-Dr. Anshul Gupta in conversation with Dr Ann Marie Mealey. It was a pleasure to have a discussion again with Dr Ann Marie Mealey on the values perspective for people at work and especially the significance it holds during the festive season across the globe. It's just the right time to rethink and reset the values we want to hold close in life, work, and society at large. Watch the full discussion at- https://lnkd.in/gqK5987y . . . #Valuesatwork #Ethicsatwork #corporatespirituality #workplacewellness #SpiritualHRM

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🌸 Creating Safe Workplaces: A Manager’s Role in the Light of the POSH Act 🌸 Today, I had the opportunity to attend a Manager Sensitisation session on the POSH (Prevention of Sexual Harassment) Act at my workplace—and it was truly an eye-opening and interactive experience that left me with deep reflections and actionable insights. In the hustle of our daily work, it’s easy to get caught up in business priorities. But sessions like this remind us that no target, no deadline, and no achievement is more important than ensuring the dignity, safety, and respect of every individual in the workplace. 🔍 What is the POSH Act? The Prevention of Sexual Harassment (POSH) Act, 2013 is a vital legal framework that mandates: ✅ The prevention of sexual harassment ✅ The prohibition of such behavior in any form ✅ The redressal of complaints in a fair, timely, and sensitive manner This law goes beyond policy—it’s about protecting basic human rights and ensuring workplaces are safe, inclusive, and respectful for everyone. 👥 The Role of a Manager: One of the most important messages I took away today was the critical role that managers play in building and sustaining a safe workplace culture. As managers, we are not just responsible for projects and performance—we are also: ✅ The first line of contact when someone feels unsafe or unheard ✅ The eyes and ears of the organization to notice subtle signs of discomfort ✅ The bridge between the employee and the internal support mechanisms like the Internal Committee (IC) It’s not enough to simply “not tolerate” harassment—we need to: 🔸 Proactively create an environment where people feel safe to speak up 🔸 Listen empathetically and act without bias 🔸 Understand that silence can be complicit— even unintentional neglect can cause harm 📝 Key Takeaways from the Session: ❗️ Knowledge is Power: Understanding what constitutes sexual harassment in its many forms—verbal, non-verbal, physical, or visual. ❗️Action Matters: Every manager has the duty to report, escalate, and intervene where necessary. ❗️Culture Counts: It’s the small, daily behaviors that shape a culture where everyone feels respected. ✅❗️A Reflection for All Managers:❗️ Are we creating teams where every individual—irrespective of role, identity, or background—feels psychologically and physically safe to be their authentic self? Safety, respect, and dignity should not be checklist items—they must be the very fabric of how we lead, manage, and interact. I’m grateful for this session—it was a timely reminder that as managers, we carry both power and responsibility to shape the future of work. Let’s lead with awareness, empathy, and action. #POSH #Leadership #WorkplaceSafety #ManagerRole #EmpathyInLeadership #PsychologicalSafety #Inclusion #ContinuousLearning #RespectAtWork #SafeWorkplace

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Ever thought about what true strength in leadership looks like? It's not about power; it's about helping others succeed. At Mumbai Services, I've prioritized empathy over ego. This approach has inspired my team and revived visions. Here are my key takeaways: 1. Collaboration over competition leads to greater success. 2. A single act of support can have significant positive effects. 3. Greatness is built by lifting others along the way. 4. Success should be measured by impact, not just growth. What values guide your leadership style? #Collaboration #Impact #Inspiration

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When a CHRO Search turned into a People & Business Strategy Leadership Mandate In executive search, sometimes the brief evolves when the right talent enters the room. A few years ago, we were entrusted with a Chief Human Resources Officer (CHRO) search for a leading real estate organisation. The mandate was clear: identify a leader who could build robust people practices and support the company’s next phase of growth. During the search, we came across a candidate whose profile stood out for two reasons. While he had deep expertise in HR leadership, he also possessed strong exposure to business transformation and corporate strategy. When we presented the candidate to the leadership team, the discussions quickly moved beyond the traditional CHRO mandate. The promoters recognised that the organisation needed not only a people leader, but also someone who could contribute to long-term strategic thinking and organisational direction. What began as a CHRO search soon evolved into a broader leadership role. The candidate was ultimately brought on board with a dual mandate – leading the HR function while also contributing to the company’s business strategy initiatives. Moments like these are a reminder that executive search is not only about filling a role. It is about understanding the organisation’s future needs and identifying leaders whose capabilities can shape that journey. At BigWigs Talent Solutions, we often see that the right leadership hire can unlock possibilities far beyond the original job description. www.bigwigs.co.in #ExecutiveSearch #LeadershipHiring #CHRO #HRLeadership #TalentStrategy #CXOHiring #LeadershipMatters #BigWigsTalentSolutions #Strategy #RealEstate

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🔍 Leadership Insights by R Suresh | A Must-Read Collection for CEOs, Founders & Investors. Delighted to share a curated series of articles authored by our Managing Director, R Suresh, offering sharp perspectives on CEO effectiveness, leadership transitions, and investor expectations. Here’s what this insightful collection covers: 1️⃣ How CEOs Get Paid Matters Why designing the right compensation structure shapes behavior, drives performance, and impacts long-term enterprise value. 2️⃣ The First 100 Days of a CEO What new CEOs must focus on early to build trust, credibility, and momentum. 3️⃣ How PE Investors Pick CEOs An insider view on how private equity firms assess and appoint leadership to unlock value creation. 4️⃣ Wish List for the Next Gen CEO Skills, mindsets, and leadership traits that tomorrow’s CEOs must cultivate to stay relevant and impactful. 5️⃣ CXOs: Log Your Key Moments Why every CXO must document defining professional moments—and how this self-awareness accelerates growth and leadership maturity. 6️⃣ How CEOs Can Thrive in Promoter-Led Business Groups The unique playbook required to successfully lead and deliver impact in family-run or promoter-driven organizations. 📖 Read the full flipbook here ➡️ https://lnkd.in/geMwn44x 💡 Highly recommended for Board Members, Founders, PE Investors, CXOs, and aspiring CEOs shaping the future of enterprise leadership. Would love to hear which of these resonates most with you. #Leadership #CEOInsights #PrivateEquity #CXOSuccess #INSISTConsulting #NextGenLeaders

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What happens when two of India’s sharpest HR minds come together to decode the unspoken dilemmas shaping today’s workplaces? In this DualLens episode, Syed Azfar Hussain and Prasad Oommen Kurian tackle four powerful themes that cut to the core of HR's evolving identity: 1)HR’s Identity Crisis – Policy enforcer or performance coach? 2)Performance vs. Potential – What should HR really bet on? 3)Culture: Designed or Discovered? – The paradox of intent vs. emergence 4)HR of the Future – Can data and AI preserve human dignity? The Q&A Exchange – Leaders ask each other what no one else will. You’ll hear real stories, paradoxes from the boardroom, and practical wisdom rooted in decades of lived experience. 🎙️ For every HR leader, founder, and curious professional who has ever asked: “How do I stay relevant without losing myself?” – this one’s for you. 🔔 Subscribe to The Monday Morning Learning Podcast on YT(https://lnkd.in/gvEsv5W6) to explore more reflective leadership conversations. From this episode onwards we have started a new practice, Early Access to the full episode(YT Vid) & Teasers will be given to an exclusive community branded: #MMLP Circles, for early access use the below to share your coordinates: https://lnkd.in/gyVtiaHa Wishing a very Happy Birthday to Poonam Gupta Khan! Her birthday was yesterday, and Azfar made a warm mention of her towards the end of this episode-a beautiful reminder of the personal connections that shape our professional journeys. Team #DualLens: Pankaj Rai (He/Him/His) Nidhi Pratapneni Shubhayu Sengupta Subramani Balakrishnan Jagarlapudi Ravi Kanth #HRLeadership #CultureBuilding #PeopleAnalytics #DualLensPodcast #FutureOfWork #TheMondayMorningLearningPodcasts #SaiAcuity #India #Global Sai Acuity

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𝗕𝗼𝗮𝗿𝗱𝗿𝗼𝗼𝗺 𝗥𝗲𝗮𝗹𝗶𝘁𝘆 𝘃𝘀 𝗛𝗥 𝗜𝗱𝗲𝗮𝗹𝗶𝘀𝗺 !!! 𝗛𝗥𝗕𝗣 𝗜𝘀 𝗡𝗼𝘁 𝗔𝗯𝗼𝘂𝘁 𝗖𝗵𝗼𝗼𝘀𝗶𝗻𝗴 𝗕𝗲𝘁𝘄𝗲𝗲𝗻 𝗣𝗲𝗼𝗽𝗹𝗲 𝗮𝗻𝗱 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀. 𝗜𝘁’𝘀 𝗔𝗯𝗼𝘂𝘁 𝗕𝗲𝗶𝗻𝗴 𝗔𝗱𝘂𝗹𝘁 𝗘𝗻𝗼𝘂𝗴𝗵 𝘁𝗼 𝗦𝗲𝗿𝘃𝗲 𝗕𝗼𝘁𝗵. I recently led a session on demystifying the role of the HR Business Partner for the HR Team of a large, high-performing corporate powerhouse. 𝗢𝗻𝗲 𝗿𝗲𝗮𝗰𝘁𝗶𝗼𝗻 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗛𝗥 𝗮𝘂𝗱𝗶𝗲𝗻𝗰𝗲 𝗱𝗶𝗱𝗻’𝘁 𝘀𝘂𝗿𝗽𝗿𝗶𝘀𝗲 𝗺𝗲 𝗮𝘁 𝗮𝗹𝗹. When I spoke about owning business outcomes, driving results, and picking up the unspoken CEO scorecard, someone asked—almost defensively: “𝗔𝗿𝗲 𝘆𝗼𝘂 𝘀𝘂𝗴𝗴𝗲𝘀𝘁𝗶𝗻𝗴 𝗛𝗥 𝘀𝗵𝗼𝘂𝗹𝗱 𝗷𝘂𝘀𝘁 𝘁𝗼𝗲 𝘁𝗵𝗲 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗹𝗶𝗻𝗲?” I’ve heard this question many times before. And every time, it reveals a deeply flawed mental model in HR. Somewhere along the way, many HR professionals convinced themselves that:  • 𝘉𝘶𝘴𝘪𝘯𝘦𝘴𝘴 𝘧𝘰𝘤𝘶𝘴 = 𝘴𝘦𝘭𝘭𝘪𝘯𝘨 𝘰𝘶𝘵  • 𝘈𝘭𝘪𝘨𝘯𝘮𝘦𝘯𝘵 𝘸𝘪𝘵𝘩 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 = 𝘣𝘰𝘰𝘵-𝘭𝘪𝘤𝘬𝘪𝘯𝘨  • 𝘋𝘳𝘪𝘷𝘪𝘯𝘨 𝘱𝘦𝘳𝘧𝘰𝘳𝘮𝘢𝘯𝘤𝘦 = 𝘣𝘦𝘪𝘯𝘨 𝘢𝘯𝘵𝘪-𝘱𝘦𝘰𝘱𝘭𝘦  • 𝘚𝘵𝘢𝘯𝘥𝘪𝘯𝘨 𝘧𝘰𝘳 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦𝘴 = 𝘴𝘵𝘢𝘯𝘥𝘪𝘯𝘨 𝘢𝘨𝘢𝘪𝘯𝘴𝘵 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴 This is immaturity disguised as morality. 𝗟𝗲𝘁’𝘀 𝗯𝗲 𝘃𝗲𝗿𝘆 𝗰𝗹𝗲𝗮𝗿: 👉 Business does not exist without people. 👉 People do not thrive without a viable business. A worrying pattern I see often is that HR professionals project themselves as: “The conscience of the organization” “The only ones who care about people” “The enforcers who keep business in check” This posture might feel righteous—but it quietly erodes credibility. 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗱𝗼𝗻’𝘁 𝗻𝗲𝗲𝗱 𝗛𝗥 𝘁𝗼:  • Perform moral theatre  • Police from the sidelines  • Romanticize people issues without solving them 𝗧𝗵𝗲𝘆 𝗻𝗲𝗲𝗱 𝗛𝗥 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝘀𝘆𝘀𝘁𝗲𝗺𝘀, 𝗰𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝘆, 𝗰𝘂𝗹𝘁𝘂𝗿𝗲, 𝗮𝗻𝗱 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗵𝗮𝘁 𝗺𝗮𝗸𝗲 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝘀𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗹𝗲. 𝗟𝗲𝘁’𝘀 𝘀𝘁𝗼𝗽 𝗰𝗼𝗻𝗳𝘂𝘀𝗶𝗻𝗴: -Alignment with obedience -Partnership with subservience -Business acumen with lack of spine The strongest HR leaders I’ve worked with still push back—but with data, context, and solutions That’s not boot-licking. That’s leadership. If HR continues to: -Avoid business accountability -Hide behind “people first” slogans -Resist outcome ownership Then yes—HR risks fading into irrelevance. The sooner we accept this, the sooner HR starts getting the seat at the table Thoughts , Comments and Reactions Invited ! #HRBP #HR #CEO Chinmay Sharma Saurabh Nigam Vikas Dua Vinay Trivedi Amit Malik Ruchi Gupta Priyamvada Srivastava Meenakshi Priyam Sanjivani Sadani Prabir Jha Dave Ulrich Marc Effron Christopher Rainey Imole Ashogbon, MBA, GPHR, CPHR, CCMP, PROSCI Elaine Page Casey Webster Josh Bersin Sugandha Naik Gopal A Iyer Aditya Adyar Sunny Sharma JP Elliott, PhD Shivani Malhotra

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The role of India in global talent strategy has fundamentally changed. For GCCs and MNCs, hiring today is less about numbers and far more about capability, leadership depth, and long-term scalability. The most successful organizations are those designing talent architectures early—before scale forces reactive decisions. At Prometheus Consulting, we partner closely with leadership teams to build these foundations—especially for GCC setups and expansion phases where the first few hires define the future many. Sustainable growth is built on deliberate talent choices. #Leadership hashtag #TalentStrategy hashtag #GCC hashtag #MNC hashtag #HiringTrends2026 hashtag #ExecutiveSearch hashtag #PrometheusConsulting Richa SrivastavShaleen SinghRuchi Saluja

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I recently had the opportunity to be part of the Great India Retail Summit 2026, where UNISON INTERNATIONAL CONSULTING (The Recruitment Company) International Consulting was a proud partner. It was truly inspiring to connect with so many industry leaders and hear their candid perspectives on where the Fashion and F&B sectors are headed. The panel discussions were insightful, practical, and filled with real on-ground experiences shaping the future of retail. For over 27 years, UNISON INTERNATIONAL CONSULTING (The Recruitment Company) has been deeply embedded in the retail journey — partnering with leading brands and building some of the finest leadership teams in the fashion industry. Under the leadership of our Founder, UDIT MITTAL, the firm has consistently championed strong leadership hiring and long-term industry partnerships. Being part of this journey and contributing to the growth of the retail ecosystem is something we take immense pride in. A heartfelt thank you to ETRetail for bringing together such an incredible lineup of speakers and creating a platform for meaningful conversations. Patrik Antoni Joe Foster Vaziralli Rohan Rajneet Kohli Sankar Chatterjee Radeshwer Davar Sumit Dhingra Amitabh Suri Ankur Damani Harsh Lal Avni Biyani Neeraj Nagpal Abhinav Verma Vivek Sandhwar Vinod Naik Tushar Ved Events like these remind me why I love being part of the retail ecosystem 🤍 #Retail #Fashion #FNB #IndustryInsights #GreatIndiaRetailSummit

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Rethinking Executive Pay- Behavioural Agency Theory For long boards and HR leaders have relied on the assumptions of Agency Theory to design executive compensation. The assumptions are simple; executives are rational, risk averse agents who increase their efforts, efficiency and performance in line with the monetary rewards. The theory places human motivation as linear, predictable and controlled by only monetary incentives. Behavioural Agency Theory (BAT), Alexander (Sandy) Pepper and Prof. Julie Gore (2012), challenges many of these assumptions: 1. Beyond Rationality - BAT shows that human behaviour is far more complex and executives respond to incentives not rationally but psychologically. 2.Loss Aversion- One of BAT’s most powerful shifts is from risk aversion to loss aversion. While traditional theory assumes executives dislike all risk, BAT shows that they fear losses far more than equivalent gains. When leaders perceive themselves as “below” their reference point  say, when bonuses fall short or share prices drop, they become risk-seeking, often making aggressive decisions to recover lost ground. Alternatively, when they feel ahead, they grow risk-averse, protecting their gains and reputation. 3. Time Preferences- Standard Agency Theory assumes exponential discounting that people value future rewards in a smooth, consistent way. But behavioural research reveals hyperbolic discounting, that we heavily overvalue immediate rewards and undervalue future ones. For executives, that means: a. Annual bonuses feel tangible and motivating. b. Five-year vesting stock options feel distant and abstract. c. Even if long-term rewards are objectively larger, their psychological value is discounted steeply. 4. Fairness and Relative Comparison- Motivation is not just about absolute pay but about relative pay. Executives constantly compare themselves with peers, competitors and even their own past compensation. When compensation feels inequitable, motivation declines sharply. 5. The Strength of Weak Incentives- Perhaps the most counterintuitive insight from Pepper and Gore’s work is that weak, balanced incentives often outperform strong, high-powered ones. When rewards are excessively tied to performance metrics, executives may manipulate outcomes or take unsustainable risks. 6. The Redefinition of Human Capital- BAT reframes human capital as motivated ability the synergy of skill & willingness. In this sense, compensation must not only reward performance but also enable it by supporting psychological drivers like fairness, purpose, and control. For boards and CHROs, this theory has profound design implications: 1. Balance short- and long-term incentives. 2. Simplify compensation structures. 3. Respect intrinsic motivation and priortize fairness. Article link is the comments.

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As we approach the twilight of 2025, one thing is clearer than ever — skills matter more than titles. Industries worldwide are shifting from traditional qualification-based hiring to capability-first workforce models, and this shift is reshaping the entire hiring ecosystem. Today’s talent landscape is driven by: 🔹 Rapidly evolving technical roles 🔹 Preference for hands-on, job-ready skills 🔹 Rise of diverse talent pools from Tier-2 & Tier-3 cities 🔹 Greater emphasis on adaptability and continuous learning 🔹 Data-backed workforce planning 🔹 The increasing influence of AI on how hiring decisions are made Industry Trends Shaping Hiring in 2026 1️⃣ Skill-First Hiring Frameworks Organizations are focusing on what talent can do instead of the positions they’ve held. Practical assessments, assignments, and capability mapping are becoming standard. 2️⃣ Evolving Technical Competencies Job roles now demand blended expertise — technical skills combined with communication, domain knowledge, and analytical ability. 3️⃣ Upskilling as a Necessity With industries changing rapidly, continuous learning has become essential for candidates to stay relevant and competitive. 4️⃣ Expansion of the Talent Landscape Tier-2 and Tier-3 cities are emerging as strong talent sources, offering: * High motivation * Better retention * Strong technical potential * Diversity of thought 5️⃣ Flexible Workforce Models Companies increasingly prefer: * Contract staffing * Project-based hiring * Hybrid workforce structures * Agile, scalable teams This helps manage cost pressures and dynamic business needs. 6️⃣ Data-Driven Hiring Decisions Organizations now rely on industry data, skills benchmarks, and availability insights to build future-ready teams. 7️⃣ How the Advent of AI Has Affected Hiring The rise of AI has not replaced recruiters — but it has transformed the process of hiring across industries. AI has enabled: * Faster candidate sourcing through pattern-based search * Better matching of skills to job requirements * Early-stage screening at scale * Improved identification of suitable talent profiles * Reduction of repetitive manual tasks * More structured and consistent evaluation AI has essentially allowed organizations to make smarter decisions at greater speed, while freeing hiring teams to focus on interviews, human interaction, and final decision-making. Instead of replacing human judgment, AI has strengthened it. Looking Ahead Hiring in 2026 will be built on three pillars: 👉 Skills 👉 Adaptability 👉 Intelligence — both human and digital Organizations that embrace this shift early will be better prepared for the workforce of tomorrow. Skills are the new currency. Talent is becoming more dynamic. And hiring is evolving faster than ever before. #HiringTrends2025 #FutureOfWork #SkillsFirst #TalentAcquisition #WorkforceTrends #HiringEvolution #SkillBasedHiring #RecruitmentInsights #TechnicalHiring #DigitalWorkforce

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Over the last year, we’ve worked closely with some of India’s most forward-thinking CHROs — helping them translate the promise of AI into real HR transformation. From auto-generating Talent Review decks, to personalizing learning journeys, to reimagining HR Ops automation for large enterprises, one insight has stood out that AI creates value not when it predicts, but when it acts. That’s the next leap and today, we’re proud to announce it. Introducing the Agentic AI Portfolio for HR — by Workfloww.ai Built on enterprise-grade integrations with Microsoft Copilot Studio and Google Workspace, this portfolio is designed to help HR leaders build AI Agents that think, decide, and act across every HR workflow. Key Agentic AI Use Cases -TalentPulse 360 → Auto-generate decision-ready Talent Review packs -Ops360 → Diagnose org structure health in real time -HelpMate → Autonomously resolve HR helpdesk tickets -DocuBot → Automate onboarding documentation & validation -Seekr Agents → Create hyper-personalized learning journeys Why This Matters For You as HR Leader With real-world deployments, we’ve already seen: -60% faster talent review preparation -3× improvement in learning adoption -25% HR workload automation Every outcome reinforces a simple belief: AI won’t replace HR. But HR leaders who master Agentic AI will redefine what HR can achieve. We’re opening this portfolio to a founding circle of HR leaders ready to build their first enterprise-grade AI Agents — securely within their Microsoft or Google environments. You can give your details in the form and we will schedule a quick catch up Form Link: https://lnkd.in/gzBX6rar #AgenticAI #HRTransformation #Workflowwai #FutureOfHR #AIinHR #MicrosoftCopilot #GoogleWorkspace #HRTech #CHRO #PeopleAnalytics #workfloww.ai Shilpa Chitkara Yomit Khurana

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ABC - Aditya Birla Wellness has appointed Akhil Maheshwari, CA, CMA, MBA as Chief Financial Officer (CFO), strengthening its leadership team as the organisation accelerates the scale-up of its digital wellness and rewards ecosystem. Based in Mumbai, Akhil will lead financial strategy, governance, budgeting, forecasting, reporting, and performance management, reinforcing disciplined decision-making as the platform expands. ABC – Aditya Birla Wellness is backed by the Aditya Birla Group and partnered with MMI Holdings Ltd . Akhil brings deep experience across strategic finance, analytics, and enterprise governance. Prior to this appointment, he spent over seven years at Tata Advanced Systems Limited in progressive leadership roles, contributing to complex defence and aerospace programs. He also served as CFO at NOVA INTEGRATED SYSTEMS LIMITED , leading organisation-wide finance and governance. His earlier career includes roles at Crisil , Tata Consultancy Services , and articleship at R. L. Birla & Co.. Alongside his corporate journey, Akhil is the founder of CAR – Commerce Artists & Rejuvenators Study Empire, supporting finance education and professional development. His appointment is expected to play a pivotal role in strengthening ABC – Aditya Birla Wellness’ Multiply Wellness platform, supporting sustainable growth and long-term value creation. Global Entrepreneurs Today congratulates Akhil Maheshwari on his appointment and wishes him continued success at ABC – Aditya Birla Wellness. #GlobalEntrepreneursToday #2acompany #AdityaBirlaWellness #LeadershipAppointment #CFO #FinTech #WellnessTech #CorporateFinance

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People skills, being comfortable in uncomfortable situation, managing ambiguity, dealing team member’s way … are key skills to be successful future leader. Lovely interaction with Ron Thomas in the CEO series podcast (Link to full interview https://lnkd.in/dbuZM99X) What do you think is the one key skill for future leaders?

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Thank you BW People.in for giving me an opportunity to write about a belief that has shaped my work in HR: policies are essential, but they are only the starting point. Inclusion is not experienced in documents. It is experienced in behaviours - in who gets heard, who gets backed, who gets recognised. At Diageo, while we’ve invested in progressive policies such as equal parental leave, fertility and carer support, menopause guidance, our sharper focus has been on culture. Building inclusion as a leadership capability. One behaviour at a time. Making psychological safety and recognition everyday habits, not slogans. Because culture does not shift through intent. It shifts through decisions. Sharing the full article below. Would value your reflections. https://lnkd.in/gHTYnmEg

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Sharing the link to the latest article authored by James Agrawal, Managing Director – BTI Executive Search India, titled “How Companies Can Devise a Wellness Formula for a Diverse Workforce.” This insightful piece offers a fresh perspective on employee wellness strategies tailored for today’s diverse and dynamic workplace. A must-read for anyone invested in building resilient and inclusive teams. Happy reading! https://lnkd.in/gQBvnTTe

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