Ritu Bhardwaj Moitra

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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I was delighted to share my thoughts on how AI, talent mobility and personalized learning are shaping the future of work and empowering HR to drive business impact. In a world of constant transformation, prioritizing upskilling is an essential business prerequisite Watch my conversation here: https://lnkd.in/djW9vSzd

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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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Dr. Anuradha Rao (HC), VP-Global OD, Culture & People Experience, Ensono, delivered the Keynote Address on HR Strategies in an AI World at the Bangalore HR Summit 2025 held on Dec 13, 2025.  She emphasized the human dimension of Human Resource Management. HR Professionals need to strengthen the conflict resolution ability., she added. We need to leverage AI to shift from admins focus HR to strategic aspects of HR. #BHRS2025, #Bangalore, #HR, #Summit, #Future #Work, #People, #HR3.0 #HRLeader, #CHRO, #HRDirector, #CLO, #CXO, #Human, #Capital, #Ensono

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Glad to be part of this insightful roundtable on moving AI in HR from hype to measurable impact. The focus on ROI, contextual solutions, and employee trust really stood out. Great to learn from fellow leaders embracing a bold, experiment-and-learn mindset.

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From fringe format to attention economy disruptor: The psychology behind micro-dramas’ growth Read more :- https://lnkd.in/dSCmW8Uf 🖋️Rohin Ramesh Azim Lalani | Abhishek Razdan | Anshita Kulshrestha | Abhishek Vvyas | Avtr Meta Labs | Bullet Microdrama OTT #MicroDramas #AttentionEconomy #ContentPsychology #DigitalBehavior #ShortFormContent

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The way organisations design employee benefits is quietly undergoing a fundamental shift. In his latest feature on ETHRWorld, Mahendran Dilli, EVP – People & Talent at Indium, explores how benefits are evolving from static programs into experience-led well-being frameworks. The focus is moving toward prevention over reaction, personalization over uniformity, and simplicity over complexity. From mental and financial resilience to inclusive design and technology-enabled access, the article examines how thoughtful benefits strategy is becoming a driver of engagement, trust, and long-term performance. Read the full article: https://lnkd.in/gc5vd5iU #Employeebenefits #experienceledwellbeing #LifeatIndium #Indium #Maketechnologywork

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Sreyasi Roy, thank you for having me on this important podcast! Capital, strategy, technology, and talent can only create business results when people consistently make the right decisions (especially when no one is watching/ supervising them), collaborate effectively, act ethically, and execute with ownership — and those behaviors are driven by a strong culture - leading to how trust is built with customers, employees, and markets. For CXOs, culture is the invisible operating system of the organization - when aligned, it accelerates performance, innovation, and accountability, when misaligned, it quietly erodes results despite an effective strategy and efficient execution. A strong culture creates alignment at scale: it accelerates growth by enabling faster decisions, stronger customer relationships, and higher accountability, while ensuring sustainability through trust, resilience, and ethical behaviour. Unlike other resources that depreciate, culture compounds over time — making it the most enduring competitive advantage a CXO can build. The most successful leaders don’t treat culture as an HR initiative — they shape it deliberately, knowing that sustainable growth is built as much on behaviors and mindsets as on markets and margins. Culture is not a soft concept - it is a hard competitive advantage. Culture multiplies the value of every other resource. In today’s transparent world, ethical culture is not optional — it is a decisive business advantage. #ethics #culture #cxos #hrleaders #disclosewithoutfear #theculturecode Sreyasi Roy Vervehumane Capital Management Consultancy HRM Practitioners Vignesh Venkatraman Dr. Dipankar Chakrabarti Deepak Mishra (SPHRi) Zarir Batliwala Indrajeet Sengupta Manmohan S. Kalsy

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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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Honoured to have our co-founder Bidisha Banerjee on the panel at the Emerging HR Trends Conference in Mumbai, hosted by Middle Earth HR. The conversation explored what’s truly shaping the future of HR, strategic transformation, leadership capability, and people-centric business design. Powerful insights. Real conversations. Shared commitment to building future-ready organisations. Thank you to Middle Earth HR for creating a platform where industry leaders can exchange ideas that drive meaningful change. Bidisha Banerjee Coach Winner of Global Woman of Influence Nitin Sanker Ruchi Dilbagi Nupur Ray #EmergingHRTrends #LeadershipDevelopment #HRTransformation #FutureOfWork #TalentElement

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Organisation Howsoever hard we may try, if we are not working on redefining ways of working, challenging the very basics of organisational constructs, respecting human values and emotions, and adopting newer and better means—including technology embedment and digitisation as the new normal—no amount of organisational structuring or talent availability is going to help the business. All of that will merely feed inefficiency and kill time.

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What happens when a CHRO who shaped India’s largest workforce reimagines the future of HR? Salil Lal, Executive Director and CHRO at Maruti Suzuki, talks to Vibhor Sharma about empathy, inclusion, and building India’s most collaborative HR community. https://lnkd.in/gHnkmRea

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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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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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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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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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How we’ve always developed leaders is passé. So, what’s next? That’s the question I put to a fabulous group of fellow OD enthusiasts earlier this year at the Offbeat Sparks event in Bangalore. I had just 5 minutes to pitch an idea. The short answer? We need to rethink leadership development by: - being more measured and deliberate - applying an experimental mindset - layering on an evidence-based approach - and yes, integrating AI thoughtfully The long answer… well, that’s in the video 🙂. Would love to hear your thoughts — do you think leadership development is due for an overhaul? Link to the event page in the comments. Praveen Kumar Naidu Aparrna Ganesh Srishti Sehgal Vikram Rao Harsh Doshi Subhash Khare Kavin P Ajay Gupta Namita Kutty GTML™ Gopal A Iyer Shivani Mansingh Ramakrishna Rao (Coach Ram) Honey Khanduja Ioana Göz Lavinia Mehedințu

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