Leadup Universe’s Post

Thank you to the leaders who joined us for an insightful closed-door conversation on -  #TalentInTalks Building a New Talent Playbook in the Age of AI,  hosted by The Economic Times HR World in collaboration with LinkedIn on 23rd May 2024 in Mumbai. Some of the interesting facts that emerged from the cross-industry views of HR leaders from a few prominent sectors from Mumbai - BFSI, Manufacturing, FMCG, IT & Consulting: -AI is crucial and pervasive, but human intelligence is essential for driving innovation and making informed decisions. -Emphasize continuous, bite-sized, and personalized learning accessible on the go for the most effective skill development. -Organization's culture & values are fundamental to the employer brand, shaping identity, behavior, and perceptions to build a unique EVP via social platforms like LinkedIn. Business, HR Leaders, and employees must consistently embody and promote these values. -Building an agile workforce is key to navigating and overcoming future workplace challenges. The discussion was capped off with the conversation encapsulated through visual stories by the talented Tanvi Agarwal! Let's continue charting the course for strategic talent conversations. Raamann Ahuja | Sanjay Kumar | Pramod Shah | Divya Jain | Prosenjit Mukherjee | Natasha Chander | Ranjana Singh | Hetal Javeri-Nandu | Kaushal Parikh | Prajna Mohanty | Sripathi Acharya | Anuradha V. | Jyoti Dadlani | Varun Mathur | Nivedita Chanana  #ETHRWorld #BrandConnectInitiative

Rewards & Recognition is a topic that is forever pertinent. What's interesting is it's evolving landscape. At this roundtable on Employee Rewards & Recognition organised by Vantage Circle & SHRM India, some seasoned minds from the fraternity across industries came together to discuss this landscape. The way everyone is building a balance between the Traditional approach & the modern trends said a unique story about diverse industries, workforce demographics etc... Carried back a lot of learning... #rewardsandrecognition #appreciationmatters #recognitionmatters #icicilombard

Dive into the transformative insights shared by Abhijit Majumdar, Partner and Digital Strategy Consulting Leader, PwC India, during the enlightening panel discussion - "Navigating Digital Transformation in HR: Innovations and Insight" at the 4th Annual RethinkHR Conclave, held on 1st March 2024 Mumbai. The session delved into the profound impact of the digital era on businesses and the evolving role of Human Resources. It acknowledged the monumental shift in the familiar HR landscape, presenting both challenges and opportunities as it undergoes a digital transformation. In the face of these changes, HR professionals are now tasked with making decisions through digital technologies, enhancing employee experiences, and cultivating a culture of digital integration driven by the adoption of these technologies. Stay tuned for more highlights, thought-provoking discussions, and innovative strategies shared by industry leaders at the RethinkHR Conclave. The visionaries for the session were: 1. Sonal Jain - Global CHRO, EPL Limited 2. Nimisha Rana Pathak - CHRO, Alvarez & Marsal India Pvt. Ltd. 3. Kshitiz Sachan★ - Leadership Coach, Keka HR 4. Leena Wakankar - CHRO, ASK Asset & Wealth Management 5. Ramakrishna Vyamajala - CHRO, HomeFirst 6. Abhijit Majumdar - Partner, Digital Strategy Consulting Leader, PwC India Stay tuned for more highlights, insights, and transformative discussions from the RethinkHR Conclave! To Know More: https://lnkd.in/eUag987 Our Partners: Mental Well-being Partner Amaha (formerly InnerHour) People Tech Partner Keka HR Associate Partners HCL Healthcare Godrej Interio Exhibit Partner cFIRST Background Checks LLP ABC - Aditya Birla Wellness MeritTrac Services Radio Partner BIG FM People Partner Sapphire Human Capital Supporting Association India Diversity Forum RethinkHR: India's Fastest Growing HR Platform #RethinkHR #HRConclave #RethinkHRConclave #LeadershipInsights #PanelSession #OrganizationalCulture #CorporateValues #SpeakerSession #PanelInsights #LeadershipTalks #MumbaiEvents #HRRevolution #mumbaihrevents #hrevents #hreventinmumbai #SCRethinkHR #screthinkhr2024 #SCRethinkHRMumbai #MumbaiEdition #DigitalTransformation #HRInnovation #PwCIndia

Churning Seas: Why Chief HR Officers Are Setting Sail for New Horizons? In a striking move, Tata Motors recently saw its CHRO step down amidst organizational changes. This high-profile exit is part of a larger trend: one in five CHROs in India changed jobs in the past year. This churn has significant negative impacts: disrupting HR initiatives, affecting company culture, and lowering employee morale. For instance, Infosys’ CHRO departure in 2019 led to challenges in maintaining employee engagement, and Uber’s CHRO exit in 2020 caused setbacks in diversity and inclusion efforts. Reasons Behind the Churn 1. Misalignment with CEOs: A Gartner survey found that 32% of CHROs felt their CEO didn't fully understand the HR strategy, hindering cohesive business progress. 2. Need for Business Acumen: A Deloitte report highlights that 70% of CEOs expect their CHRO to be a key player in business strategy, not just an HR specialist. 3.Changing Workforce Expectations: With millennials and Gen Z in the workforce, CHROs must adapt to new expectations around workplace culture and purpose, as emphasized by Unilever's CHRO Leena Nair. 4.Shift in Hiring Practices: PwC found that external hires for CHRO positions increased by 40% over the past five years, seeking fresh perspectives. Potential Positive Outcomes - Despite challenges, churn could signal a demand for more innovative HR leadership, bringing fresh perspectives and driving HR innovation. - Companies can retain strong CHROs by providing a clear vision, adequate resources, and fostering strategic partnerships between CHROs and CEOs.   What are your thoughts on CHRO churn? How can it shape the future of HR leadership? Share your insights in the comments below! #HRLeadership #CHRO #TalentManagement #WorkplaceCulture #LeadershipDevelopment #BusinessStrategy #HRInnovation

Churning Seas: Why Chief HR Officers Are Setting Sail for New Horizons? In a striking move, Tata Motors recently saw its CHRO step down amidst organizational changes. This high-profile exit is part of a larger trend: one in five CHROs in India changed jobs in the past year. This churn has significant negative impacts: disrupting HR initiatives, affecting company culture, and lowering employee morale. For instance, Infosys’ CHRO departure in 2019 led to challenges in maintaining employee engagement, and Uber’s CHRO exit in 2020 caused setbacks in diversity and inclusion efforts. Reasons Behind the Churn 1. Misalignment with CEOs: A Gartner survey found that 32% of CHROs felt their CEO didn't fully understand the HR strategy, hindering cohesive business progress. 2. Need for Business Acumen: A Deloitte report highlights that 70% of CEOs expect their CHRO to be a key player in business strategy, not just an HR specialist. 3.Changing Workforce Expectations: With millennials and Gen Z in the workforce, CHROs must adapt to new expectations around workplace culture and purpose, as emphasized by Unilever's CHRO Leena Nair. 4.Shift in Hiring Practices: PwC found that external hires for CHRO positions increased by 40% over the past five years, seeking fresh perspectives. Potential Positive Outcomes - Despite challenges, churn could signal a demand for more innovative HR leadership, bringing fresh perspectives and driving HR innovation. - Companies can retain strong CHROs by providing a clear vision, adequate resources, and fostering strategic partnerships between CHROs and CEOs.   What are your thoughts on CHRO churn? How can it shape the future of HR leadership? Share your insights in the comments below! #HRLeadership #CHRO #TalentManagement #WorkplaceCulture #LeadershipDevelopment #BusinessStrategy #HRInnovation

Churning Seas: Why Chief HR Officers Are Setting Sail for New Horizons? In a striking move, Tata Motors recently saw its CHRO step down amidst organizational changes. This high-profile exit is part of a larger trend: one in five CHROs in India changed jobs in the past year. This churn has significant negative impacts: disrupting HR initiatives, affecting company culture, and lowering employee morale. For instance, Infosys’ CHRO departure in 2019 led to challenges in maintaining employee engagement, and Uber’s CHRO exit in 2020 caused setbacks in diversity and inclusion efforts. Reasons Behind the Churn 1. Misalignment with CEOs: A Gartner survey found that 32% of CHROs felt their CEO didn't fully understand the HR strategy, hindering cohesive business progress. 2. Need for Business Acumen: A Deloitte report highlights that 70% of CEOs expect their CHRO to be a key player in business strategy, not just an HR specialist. 3.Changing Workforce Expectations: With millennials and Gen Z in the workforce, CHROs must adapt to new expectations around workplace culture and purpose, as emphasized by Unilever's CHRO Leena Nair. 4.Shift in Hiring Practices: PwC found that external hires for CHRO positions increased by 40% over the past five years, seeking fresh perspectives. Potential Positive Outcomes - Despite challenges, churn could signal a demand for more innovative HR leadership, bringing fresh perspectives and driving HR innovation. - Companies can retain strong CHROs by providing a clear vision, adequate resources, and fostering strategic partnerships between CHROs and CEOs.   What are your thoughts on CHRO churn? How can it shape the future of HR leadership? Share your insights in the comments below! #HRLeadership #CHRO #TalentManagement #WorkplaceCulture #LeadershipDevelopment #BusinessStrategy #HRInnovation

Churning Seas: Why Chief HR Officers Are Setting Sail for New Horizons? In a striking move, Tata Motors recently saw its CHRO step down amidst organizational changes. This high-profile exit is part of a larger trend: one in five CHROs in India changed jobs in the past year. This churn has significant negative impacts: disrupting HR initiatives, affecting company culture, and lowering employee morale. For instance, Infosys’ CHRO departure in 2019 led to challenges in maintaining employee engagement, and Uber’s CHRO exit in 2020 caused setbacks in diversity and inclusion efforts. Reasons Behind the Churn 1. Misalignment with CEOs: A Gartner survey found that 32% of CHROs felt their CEO didn't fully understand the HR strategy, hindering cohesive business progress. 2. Need for Business Acumen: A Deloitte report highlights that 70% of CEOs expect their CHRO to be a key player in business strategy, not just an HR specialist. 3.Changing Workforce Expectations: With millennials and Gen Z in the workforce, CHROs must adapt to new expectations around workplace culture and purpose, as emphasized by Unilever's CHRO Leena Nair. 4.Shift in Hiring Practices: PwC found that external hires for CHRO positions increased by 40% over the past five years, seeking fresh perspectives. Potential Positive Outcomes - Despite challenges, churn could signal a demand for more innovative HR leadership, bringing fresh perspectives and driving HR innovation. - Companies can retain strong CHROs by providing a clear vision, adequate resources, and fostering strategic partnerships between CHROs and CEOs.   What are your thoughts on CHRO churn? How can it shape the future of HR leadership? Share your insights in the comments below! #HRLeadership #CHRO #TalentManagement #WorkplaceCulture #LeadershipDevelopment #BusinessStrategy #HRInnovation

Dive into the transformative insights shared by Abhijit Majumdar, Partner and Digital Strategy Consulting Leader, PwC India, during the enlightening panel discussion - "Navigating Digital Transformation in HR: Innovations and Insight" at the 4th Annual RethinkHR Conclave, held on 1st March 2024 Mumbai. The session delved into the profound impact of the digital era on businesses and the evolving role of Human Resources. It acknowledged the monumental shift in the familiar HR landscape, presenting both challenges and opportunities as it undergoes a digital transformation. In the face of these changes, HR professionals are now tasked with making decisions through digital technologies, enhancing employee experiences, and cultivating a culture of digital integration driven by the adoption of these technologies. Stay tuned for more highlights, thought-provoking discussions, and innovative strategies shared by industry leaders at the RethinkHR Conclave. The visionaries for the session were: 1. Sonal Jain - Global CHRO, EPL Limited 2. Nimisha Rana Pathak - CHRO, Alvarez & Marsal India Pvt. Ltd. 3. Kshitiz Sachan★ - Leadership Coach, Keka HR 4. Leena Wakankar - CHRO, ASK Asset & Wealth Management 5. Ramakrishna Vyamajala - CHRO, HomeFirst 6. Abhijit Majumdar - Partner, Digital Strategy Consulting Leader, PwC India Stay tuned for more highlights, insights, and transformative discussions from the RethinkHR Conclave! To Know More: https://lnkd.in/eUag987 Our Partners: Mental Well-being Partner Amaha (formerly InnerHour) People Tech Partner Keka HR Associate Partners HCL Healthcare Godrej Interio Exhibit Partner cFIRST Background Checks LLP ABC - Aditya Birla Wellness MeritTrac Services Radio Partner BIG FM People Partner Sapphire Human Capital Supporting Association India Diversity Forum Sapphire Connect #RethinkHR #HRConclave #RethinkHRConclave #LeadershipInsights #PanelSession #OrganizationalCulture #CorporateValues #SpeakerSession #PanelInsights #LeadershipTalks #MumbaiEvents #HRRevolution #mumbaihrevents #hrevents #hreventinmumbai #SCRethinkHR #screthinkhr2024 #SCRethinkHRMumbai #MumbaiEdition #DigitalTransformation #HRInnovation #PwCIndia

Churning Seas: Why Chief HR Officers Are Setting Sail for New Horizons? In a striking move, Tata Motors recently saw its CHRO step down amidst organizational changes. This high-profile exit is part of a larger trend: one in five CHROs in India changed jobs in the past year. This churn has significant negative impacts: disrupting HR initiatives, affecting company culture, and lowering employee morale. For instance, Infosys’ CHRO departure in 2019 led to challenges in maintaining employee engagement, and Uber’s CHRO exit in 2020 caused setbacks in diversity and inclusion efforts. Reasons Behind the Churn 1. Misalignment with CEOs: A Gartner survey found that 32% of CHROs felt their CEO didn't fully understand the HR strategy, hindering cohesive business progress. 2. Need for Business Acumen: A Deloitte report highlights that 70% of CEOs expect their CHRO to be a key player in business strategy, not just an HR specialist. 3.Changing Workforce Expectations: With millennials and Gen Z in the workforce, CHROs must adapt to new expectations around workplace culture and purpose, as emphasized by Unilever's CHRO Leena Nair. 4.Shift in Hiring Practices: PwC found that external hires for CHRO positions increased by 40% over the past five years, seeking fresh perspectives. Potential Positive Outcomes - Despite challenges, churn could signal a demand for more innovative HR leadership, bringing fresh perspectives and driving HR innovation. - Companies can retain strong CHROs by providing a clear vision, adequate resources, and fostering strategic partnerships between CHROs and CEOs.   What are your thoughts on CHRO churn? How can it shape the future of HR leadership? Share your insights in the comments below! #HRLeadership #CHRO #TalentManagement #WorkplaceCulture #LeadershipDevelopment #BusinessStrategy #HRInnovation

Don't miss out on this exciting conversation with leading HR heads discussing diversity, equity, and inclusion (DEI). Learn how to create inclusive workplaces and implement effective DEI strategies. Join us for insights and actionable advice to make a meaningful impact. #DEI #Inclusion #Diversity #HR #WorkplaceEquity #Roundtable