The 10 Most Influential HR Leaders Creating Global Impact, 2024.

HR Leaders Transforming Talent Acquisition and Development

Influential HR Leaders Creating Global Impact Editorial Note

The landscape of Human Resources

(HR) is undergoing a significant transformation. Gone are the days when HR was solely focused on administrative tasks and compliance. Today, influential HR leaders are driving positive change on a global scale, shaping company cultures, creating a more inclusive workforce, and fostering a future of work that benefits both organizations and employees worldwide.

Championing Diversity and Inclusion:

Diversity and inclusion (D&I) are no longer just buzzwords. Influential HR leaders are actively implementing strategies to create a truly global workforce. This includes:

· Unconscious Bias Training: Recognizing the existence of unconscious bias and actively addressing it through training programs is crucial for ensuring a level playing field for all candidates and employees, regardless of background.

· Global Talent Acquisition: Building a diverse workforce requires looking beyond geographical borders. HR leaders are leveraging technology and building partnerships to identify and attract top talent from around the world.

· Creating Inclusive Work Cultures: From fostering a culture of respect and

understanding to offering language support services, HR leaders are ensuring that all employees feel valued and empowered to contribute their unique skills and perspectives.

Shaping the Future of Work:

The world of work is constantly evolving, and influential HR leaders are at the forefront of this change. Here are some ways they are shaping the future:

· Remote Work Revolution: Embracing remote and flexible work arrangements allows companies to access a wider talent pool and cater to the needs of a diverse workforce. HR leaders are developing robust policies and practices to ensure effective communication, collaboration, and a sense of belonging for geographically dispersed teams.

· Focus on Upskilling and Reskilling: The pace of technological change necessitates a continuous learning mindset. HR leaders are implementing training programs and initiatives to equip employees with the skills they need to thrive in a dynamic job market.

· Employee Well-being at the Core: Recognizing the link between employee well-being and organizational success, HR leaders are prioritizing initiatives that promote physical and mental health. This could include offering access to mental health resources, encouraging work-life balance, and creating a supportive work environment.

Building a Strong Employer Brand

In today's competitive talent market, employer brand is more important than ever. Influential HR leaders are crafting compelling narratives that showcase their company's commitment to diversity, employee well-being, and a positive work culture. This employer branding extends beyond national borders, attracting talent from across the globe.

Leading by Example

Influential HR leaders understand that their actions speak louder than words. They strive to create a culture of transparency, trust, and respect within their own departments. Additionally, they actively champion HR as a strategic business partner, collaborating with leadership across all levels of the organization to ensure HR practices are aligned with overall business goals.

The Impact of Global HR Leadership

The impact of influential HR leaders extends far beyond their individual companies. By promoting diversity and inclusion, shaping the future of work, and building strong employer brands, they are contributing to a more equitable, innovative, and sustainable global economy. These leaders serve as role models for aspiring HR professionals worldwide, inspiring them to embrace their own leadership potential and create a positive impact on a global scale.

The future of HR is bright, with influential leaders at the helm. As the world continues to connect and collaborate, HR will play a critical role in ensuring organizations can harness the power of a diverse and talented global workforce.

Contents COVER STORY

Nick Broughton 10

Nick Broughton Partner

HumanResourceManagementisoneofthemost criticalpartsofanybusinessmix.Tobea frontrunnerrequiressheerdetermination,varied expertiseandconsistency.NickBroughton'scareeroverthe past23yearshasestablishedhimasanexpertintalent acquisition,HR,payroll,workforcemanagementand internationalEmployerofRecord(EOR)solutions.Fueled byapassionforbridgingtalentgapsandfosteringglobal connections,NickisatrustedHRleaderwhoisalsoatop voiceonLinkedIn,andaregularcontributortoindustry journals,podcasts,webinarsandotherindustrycontent.

InhisroleasaPartneratGoGlobal,Nickisakey contributortothecompany'sgrowthasithelpsbusinesses tapintoglobaltalentandHRsolutionsacrosssix continents,makingthemtheindustryleader.Fromadapting torapidlychangingglobalmarketstoovercomingthe logisticalhurdlesofinternationalHRservices,Nick'scareer isgroundedinadeepbeliefthatremoteworkisapowerful toolforsocialandeconomicinclusion,allowingGoGlobal totapintoanunderutilizedglobaltalentpoolandoffer opportunitiestothosehistoricallysidelined.

Let'slookatNick'sprofessionaljourney,businessinsights andhisplansforGoGlobal.

TheRoadtoBecomingaGoGlobalPartner

Startingintheexecutivesearchspacebackintheearly 2000sinLondon,Nickdevelopedastrongunderstandingof C-suitedecision-makingaswellascorporategrowth drivers.Beingentrepreneurialinnature,hethenopenedhis ownboutiquesearchfirmfocusedonsenior-levelPanEuropeanhireswithinconsulting,tax,corporatefinanceand accountingfields.Followingasuccessfulexit,hethen transitionedintotheglobalpayrollandoutsourced employmentspaceasaChiefRevenueOfficer(CRO)and laterasaChiefOperatingOfficer(COO)foranindustryleadingprivateequity-backedcompanythatfocusedon bothEuropeandLatinAmerica(LATAM).

Nick'sHRcareerjourneyledhimtoGoGlobal,aleaderin corporateinternationalexpansionwithdeepexpertisein globalHR,talentacquisitionandEORservices.Oneofhis coreprioritiesinhisroleistoarticulatethevalueGoGlobal bringstobusinessesandindividualslookingtonavigatethe complexitiesofglobalexpansionandremotework.This involvesstrategicpositioning,showcasingtheunique capabilitiesintheEORspaceandemphasizinghis–and GoGlobal'ssuccessinenablingcompaniestorecruitand manageinternationalteamseffectively

GoGlobalataGlance GoGlobalpossessesanunparalleledglobalreachwith expertsandoperationalcapabilitiesin86countriesplusa partnernetworkthatextendstoover143countries.This extensivenetworkensuresGoGlobalcanfind,recruit, onboardandretaintheabsolutebesttalentonbehalfofits variedclientbase.Nickexplains, “We empower businesses and individuals to navigate the complexities of international employment with ease and confidence, enabling them to tap into new markets and talent pools without the burden of legal and regulatory hurdles.”

GoGlobal'sRecruit&Hiresolution,acoreareaoffocusfor Nick,isbuiltontheunderstandingthathumancapitalisthe lifebloodofanycompany.Intoday'sglobalizedeconomy, thechallengeoffillingspecializedrolesrequiresastrategy thattranscendsborders.Recruit&Hiremeetsthischallenge head-on.Heshares, “We enable companies to access the best-qualified candidates for difficult-to-fill positions, expanding their talent horizons without the worry of compliance and regulatory issues. GoGlobal is a strategic ally for companies focused on global expansion.”

GoGlobal'scommitmenttoexcellenceinglobalHRand EORservicesmeanscompaniescountonthemtosource, onboard,manageandpaytheabsolutebestcandidatesfor specificrolesandindustries,ensuringtheclientsarewellpositionedtocompeteontheinternationalstage.Nickadds, “I find it very rewarding to help our clients based in the US or Europe hire a software engineer, customer service rep or sales specialist in Africa or southeast Asia. It's a gamechanger for all involved.”

ChampioningRemoteWorkontheGlobalStage Nickisarenownedremoteworkchampion,believingthatit isacatalystforpositivechangeandcontributestoamore equitableglobalcommunity.Remoteworkcreates opportunitiesforindividualswhoarefrequently overlooked,suchasthoselivinginisolatedareasorwith caregivingresponsibilities.Italsocreatesanaturally diverseworkforcethatnotonlyenrichesclients'teamswith arangeofperspectivesbutalsocontributestoamore equitableglobalemploymentlandscape.

Buildingamotivatedandeffectiveteam,especially remotely,requiresafoundationoftrust,communicationand asharedvision.Thekeytosuccessisfosteringaculture whereagility,candorandopendialogueanddiversityare valued.Nicksays, “Remote work requires self-motivation, discipline and adaptability among team members, which

are traits we prioritize in our hiring process. By leveraging technology and maintaining a people-first culture, we create an environment where everyone feels connected and valued, despite physical distances. In-person connection and collaboration remain invaluable, so I do put a premium on occasional offsite meetings and social gatherings.”

Theadoptionofremoteworkhasbeenparticularly transformativeindevelopingandemergingcountries,where itservesasapowerfultoolforeconomicempowermentand socialchange.Byprovidingaccesstoglobalemployment opportunities,remoteworkenablesindividualsinthese regionstoengagewithinternationalmarkets,gainvaluable skillsandsignificantlyimprovetheirlivingstandards.This, inturn,canleadtoarippleeffectofpositivechangewithin localcommunities,includingincreasededucational opportunities,improvedhealthcareandgreatereconomic diversity.

Remoteworkalsohelpstobridgethedigitaldivide,as companiesinvestintechnologyandinfrastructureto supporttheirglobalworkforce,therebyfostering technologicalliteracyandencouraginginnovationatalocal level.Theinfluxofglobalincomesintothesemarkets stimulateslocaleconomies,promotesentrepreneurshipand supportsthedevelopmentofnewindustries.Nick continues, “If given the chance, I would accelerate the adoption of remote work practices across the HR industry Championing remote work not only creates a wealth of global talent for businesses but also promotes a more inclusive and diverse workforce. This shift can democratize employment opportunities, allowing people from various backgrounds and circumstances to contribute their skills and perspectives to the global economy.”

Nick'sVisionfortheFuture

NickbelievesthatGoGlobalispoisedforsignificant growth,withseveralnewofferingsinthepipelinethat underscoretheirpositionasthego-topartnerforglobal expansion,HR,talentacquisition,contractormanagement andpayroll.Heexplains, “Our comprehensive suite of services, including recruiting, hiring, managing and paying talent across the globe, has established us as a leader in international HR and EOR services in Europe, Asia-Pacific (APAC) and Latin America (LATAM). Now we are focused on further enhancing our position in key strategic areas with immense potential, such as Africa and the Middle East.”

TheMiddleEastandNorthAfrica(MENA)regionhas emergedasadynamicandflourishinghubfortechnology startups.CountrieslikeEgypt,Morocco,SaudiArabia,

TunisiaandtheUnitedArabEmirates(UAE)areatthe forefrontofthissurge,attractingglobalattentionand fosteringentrepreneurialactivities.GoGlobal'sworkwith technologystartupsintheregionhasprovidedthemwith uniqueinsightsintothevibrantstartupecosystemandthe extraordinarytalentpoolavailablethere.

Thecompany'sfuturegoalsarenotjustaboutexpandingits geographicfootprintbutalsodeepeningtheservice offeringstoprovidemoreintegratedandcomprehensive solutionsforglobaltalentmanagement.Nickasserts, “I derive immense pleasure from being a part of the GoGlobal growth journey, and as a Partner and leader in the business, I get to witness the making of a very special and unique organization. Developing and mentoring the stars of the future is an area I will continue to focus on. It may sound a little overly philosophical but to me, the journey is more important than the destination.”

ChangingDynamicsinHR

TheHRlandscapeisundergoingatransformativeshiftas companiesincreasinglyseekaunifiedserviceprovider capableofofferingcomprehensivesolutionsthatspan recruitment,managementandpayroll.Thistrendreflectsa broadermoveawayfromhyper-regionalstrategiestowards amoreintegratedglobalapproach.Businessesare recognizingthevalueofpartneringwithasingleentitythat canfacilitateallaspectsofglobaltalentacquisitionand management,streamliningtheiroperationsandensuringa cohesivestrategyacrossallregions.

GoGlobalisattheforefrontofthisevolution,embodying theroleofasingular,trustedpartnerforcompanies embarkingonorexpandingtheirglobaljourney.Nickadds, “Our unique proposition combines deep expertise in remote work facilitation with EOR services that offer a local touch, regardless of the geographic location. This approach enables businesses to navigate the complexities of global expansion with ease, ensuring compliance, cultural alignment and operational efficiency in diverse markets.”

“For those aspiring to venture into the HR sector, my advice is to remain adaptable and forward-thinking. The landscape of global talent management is continuously evolving, driven by technological advances and changing workforce dynamics. Success lies in staying ahead of these changes, being ready to innovate and always keeping the human element at the heart of your solutions,” Nick concludes.

“Work hard, don't be afraid to reinvent yourself and don't forget to enjoy the journey!”

BUSINESS PROFILE

PaulMichael Gledhill

A Trailblazer in HR Innovation and Entrepreneurship

IntroducingPaul,adynamicentrepreneurwitharich backgroundintechnologyandtraining.Hisjourney beganwhenhisbusinesspartnerapproachedhimwith theideaofstartinganeLearningcompany,aventurethat alignedperfectlywithhisexpertiseandpassion.Together, theyco-foundedXpertLearningin2003,pioneering eLearningsolutionsinamarketwhereLMSwasstilla novelconcept.

Overtheyears,PaulhassteeredXpertLearningtobecomea leadingconsultancy,specializinginlearning,talent,and performancesolutionsforcorporate,academic,and governmentsectors.Withavisiontoprovidetop-notch digitallearningsolutionsandexceptionalservice,Paulhas ledXpertLearningtogreatsuccess,earningareputationfor innovationandexcellenceintheindustry.Hisleadership styleemphasizesopencommunication,fosteringa motivatedandeffectiveteamthatdrivesthecompany forward.

Here'sadetailedinterviewheldbetweenPauland CIOWorld

Briefouraudienceaboutyourjourneyasabusiness leaderuntilyourcurrentpositionatXpertLearning. Whatchallengeshaveyouhadtoovercometoreach whereyouaretoday?

MybackgroundwasinTechandalsoTraining,sowhenmy businesspartnercametomeandsaidshewaslookingto startaneLearningcompany,itseemedliketheperfectfit forme,andwehadcomplimentaryskillsetsthatwouldset usontherightpath.

Whenco-foundingthecompanyin2003,itwasallabout educatingthemarket.E-learningwasnewandLMSwas unheardofinourregion,slowlyintroducingtrialsand demos,andshowingROI,wewereabletoconvinceafew earlyadoptersandtheybecameourreferencesitesand influencersbeforeInfluencerswereevenathing!

TellussomethingmoreaboutXpertLearningandits missionandvision.

WefoundedXpertLearningin2003tobeaconsultancy focusedonprovidinglearning,talent,andperformance

solutionstothecorporate,academic,andgovernment sectors.

Itwasalwaysourvisiontoprovidethebestofdigital learning,talent,andperformancesolutionsfromglobal providerstoorganizationsintheregiontohelpthemwith theirdigitaltransformationstrategiesandorganizational performance,allwhileensuringexcellentqualityofservice, support,andthoughtleadership.

It'sclearwithouramazingcustomerbasewehaveachieved this,andwilllooktofuturetechandinnovationtoensure wearealwaysattheforefronttocontinuetohelpour customers.

Howdoyoubuildandmanageamotivatedandeffective team?

Wehavebeenfortunatetohavesomanyofourteamstay withusformanyyears.Ioftenjokewiththem,“Whatare youstilldoinghere?”,sowemustbedoingsomething right.Tobehonest,Ithinkitboilsdowntoconstantand opencommunication.Everyoneknowswhereweareinour businessregardlessofwhetheritisahighoralowperiod. Ahealthybalanceofhierarchyisestablishedsothatit'snot tooflatbutnottootriangulareither.It'sclichétosaywe haveanopen-doorpolicybutourcultureispracticallyanodoorpolicy,soeveryonefeelscomfortabletoapproachus whentheyneed.Obviously,aswehavegrown,it'snotas easy,however,ifthecultureandDNAfeeddowntoour managersandleaders,thenthetrendcontinues.

Wheredoyouenvisionyourselftobeinthelongrun, andwhatareyourfuturegoalsforXpertLearning?

Ibelievethereisarighttimeforfoundersandentrepreneurs toexit,andamyriadofvariablesinformthosedecisions. Formany,thisistraditionallyatthepointwheregrowth

throughexpansionneedstoacceleratebeyondthecurrent capabilities,Iwouldliketheretobealegacyforour continuedbrandrecognitionintheregionasaleader,and forthat,oneneedstochoosetherightstrategyforfuture sustainability

WhatchangewouldyouliketobringtotheHRindustry ifgivenachance?

IwouldlovetoseetheHRcommunityrelaxandembrace newtechnologies.AIisthecurrentdisrupterandis spreadingfearamongmany.I'dliketohelpinembracing thesechangesandadaptingtohowwecanaddvaluetoour organizationsinmoreemotional,empathetic,andcreative wayswhichwillenableourcommunityinHRtowork alongsidethefuture.Don'tforgetartificialintelligenceat themomentisstillartificial,solet'sdoourbitfromour humanintelligenceperspective

HowhaveyoumadeanimpactintheHR?

Wehavecontinuallybroughtglobalbest-of-breeddigital HRandLearningtechnologiestoourlocalmarketsand helpedthedigitaltransformationalexperiencetobeas seamlessaspossible.Thishas,indeed,helpedtheHR communitytofeelmorecomfortableknowingtheyarein goodhandsandembracingthebestoffuturetrends.

Whatwouldbeyouradvicetobuddingentrepreneurs whoaspiretoventureintotheHRsector?

HRhasmassivedepthandbreadthtooffer.Everythingfrom hiretoretireispartoftheremitanditseemstogetbigger andbigger,requiringnewskillsandflexibility.

Entrepreneursmustlooktosolveproblemsandinnovate withsimplesolutions.It'sonethingtobuildandbringa producttomarketbutsomethingelsetosell,support,and constantlyevolveandimproveit.Attheendoftheday servicesupportand,aboveall,relationshipsarestillatthe coreofbusinesssuccess,soalthoughI'manavidand staunchsupporterofallnewtechnologies,thehumantouch isstillirreplaceable.

How HR Leaders Are Building Resilient Organizations Globally

TheascenttothecovetedC-suitewithintheHuman Resources(HR)domainholdsimmenseappealfor manyHRprofessionals.Forwomen,however,this climbcanbeparticularlyarduous.Whilethelandscapeis shifting,withmorewomenreachingthetopechelonsofHR leadership,significantchallengespersist.Here,we'll exploreboththeroadblocksandthestrategiesthatcan empowerwomenontheirjourneytotheC-suite.

TheObstaclesonthePath:

• TheGlassCeiling:Despiteprogress,womenremain vastlyunderrepresentedinC-suiteHRroles. Unconsciousbiasandaculturethathasn'tfully embracedfemaleleadershipcanmakeitdifficultfor womentobeseenasviablecandidatesforthetopjobs.

• Work-LifeBalanceTightrope:Thedemandingnature ofHRleadershipoftenclasheswiththesocietal expectationforwomentoshouldermoredomestic responsibility Thiscreatesaconstantstrugglefor work-lifebalance,potentiallyhinderingcareer advancement.

• BreakingGenderStereotypes:Womeninleadership positionscanfaceingrainedstereotypes,being perceivedastoocollaborativeorlackingthe decisivenessoftenassociatedwithstrongleadership. Theymayneedtoworkhardertoestablishtheir authorityandexpertise.

• TheDoubleBind:WomenHRleaderscanfeel pressuretoconformtotraditional,sometimes aggressive,leadershipstyleswhilesimultaneously beingexpectedtochampionamoreempatheticand collaborativeapproach.This"doublebind"canleadto feelingsofself-doubtandhindertheirabilityto navigatecomplexsituations.

StrategiesforSuccess:

• BuildingaStrongTrackRecord:Demonstrate consistentexcellenceinyourchosenHRfield.Focus

onmeasurableaccomplishments,showcasingyour abilitytodeliverstrategicinitiativesanddrivepositive changewithintheorganization.

• DevelopingStrategicAcumen:Movebeyondthe tacticalaspectsofHRandhoneyourstrategicthinking skills.Gainadeepunderstandingoftheorganization's businessobjectivesandhowHRcancontributeto achievingthem.

• VisibilityandNetworking:Don'tshyawayfrom visibility.Seekopportunitiestopresentyourideasto seniorleadershipandparticipateinindustryevents. Buildstrongrelationshipswithkeystakeholdersacross theorganization.

• MentorshipandSponsorship:Findamentor,ideally aseniorHRleaderwhocanprovideguidanceand advocateforyouradvancement.Seeksponsorswho canchampionyourcandidacyforC-suitepositions.

• BuildingYourBrand:Developastrongpersonal brandthatreflectsyourexpertise,leadershipstyle,and values.Thiscouldinvolvepublicspeaking engagements,writingarticles,oractivelyparticipating inonlineHRcommunities.

• NegotiatingwithConfidence:Don'tundervalue yourself.Equipyourselfwithsalarydataandstrong argumentsforyourworthwhennegotiating compensationandpromotions.

TheClimbContinues

ThejourneyforwomentoreachtheC-suiteinHR leadershipisongoing.Byacknowledgingthechallenges andactivelypursuingthestrategiesoutlinedabove,women canbreakdownbarriersandtaketheirrightfulplaceatthe table.WithincreasingnumbersofwomenascendingtoHR leadershippositions,thefuturepromisesamoreinclusive andeffectiveHRlandscapethatbenefitsbothorganizations andemployees.

The Impermanent Leader

Whydoweworktowardspermanentgoalsand achievements,whentheonlypermanentthingischange?

Nothinginourlivesispermanent.

Asleaders,weoftenstriveforstability,sustainability,and perpetualgrowthaskeyorganizationalgoals.Butwhatif thesegoalsareultimatelyfleetingandunattainable? This conceptofimpermanenceisatoughonetointegrate, especiallyinaworldwherewelooktowardsthefutureand usethepasttoguideus.

Thechangingnatureofbusinessisreflectedinpastand currenttheoriesofleadership.Historically,aleader'srole wastomaintainthestatusquo.Stabilitywasconsidereda costsavingandenergy-efficientwayofdoingbusiness,and changewasperceivedtodisruptoperationsandexhaust resources.Thenewfocusoforganizationsischange. Accommodatingchangerequiresmorethanflexibilityor adaptability.Today'sleaderisa“visionary”or“change agent”,whoalwaysseeksnewandbetterwaysofattaining goalsbychallengingcurrentparadigms.Aleadermustbe abletocopewithadynamicenvironment,butmore importantlymustbeabletochangethemselvesfrequently inordertoremainaheadofthegame.

Today'sleadermustembodyadeepawarenessthatthe consciousworldisalwayschanging.Themindmoves throughsomanymentalstatesinaday,inanhour, sometimeseveninafewminutesorseconds,andcanmove fromthedistantpasttothefutureinaninstant.Itis ungovernableandunreliable,andyetwetrytocontrolit

andmakesenseofit.Wecannomorecontrolitthanwecan controlweatherpatterns.

Weresistchangeandtrytocontrolbecauseweseek permanence,butthetruthis,everythingchanges. Resistancetochangecomesfromafixedmindset;itisour resistancetothisimpermanenceanduneasinessintheface ofitthat,inmyopinion,isfuelingalotofourcurrentwoes. Controlisnottheanswer.Surrenderingresistanceis. Expectingtemporarycircumstancestoremainpermanent onlyservestointensifychallengesandhighlightsourlack ofcontrol.

Wedon'tmournabeautifulflowerwhenitdropsitspetals. Weacceptthatithasbloomed,willreset,andbloomagain. Yetwhenwehaveabadday,messupaproposal,don'thit revenuenumbers,weforgetaboutourbeautifulpetalsand insteadfocusontheloss.

Comingfromabackgroundinsales,Ifeltthiskeenlyyou'reonlyasgoodasyourlastsale.BasketballCoachPhil Jacksonsaiditbest:“You'reonlyasuccessinthemoment ofthesuccessfulact,thenyouhavetodoitagain”,after winningtwoconsecutiveNBAchampionshipsinthemid1990swiththeChicagoBullsandthengoingforathird ringin1998.

Whatwoulditlooklikeifweapproachedtheworkplace withaconsciousunderstandingthateveryone,topto bottom,insidetooutside,partnerorcompetitor,isatsome levelsufferingfromthesamesenseoflossrelatedtothis temporaryeffervescenceoflife?

WeneedtounderstandthateveryonewalkstheHero's Journey.Thepeopleyouencountereverydayareeach livingaHero'sJourney-theyarestrivingtofind meaningwhilefacingunexpectedtwistsandturnsof fate.Obstaclestesttheircharacter,strength,skill,and resolve.Eachpersoncameintolifewithoutanameand willleavetheirnameandbodybehind,yetweseethe peoplearoundusasunchanging;wenamethemas friendsorfoe,asobstaclesorhelpers.

OneofmostpowerfultechniquesIworkonwithmy clientsistoassistthemtostoptorturingthemselves abouttheirpastfailuresbyunderstandingthatisnot whotheyaretoday.Lettinggoofattachmenttothepast isessentialtoacceptingimpermanence.

Ashumansweoftenuseblameandshamewhenthe situationdoesnotturnoutlikewehope.Byholdingon tohope,weactuallyinvitesuffering.Accepting impermanenceremindsusthatnothinglastsforever.It embraceschangeasaconstant.Weoftenmistakenly investinmultipleaspectsoflifeasiftheyarefixedand certainsuchasourrelationships,jobs,income,and housing.Butacceptingthatallcircumstancesare subjecttochange,bothfrombadtobetterandfrom goodtoworse,helpsusmanagelife'supsanddowns.

Impermanentleadershipallowsfortheimpermanence ofallthings.Impermanentleaderstrustthatthe organizationwillsurviveandthriveaslongasitcanbe ofserviceintheworld.Theyarewillingtoletgowhen theworkoftheorganizationisfinished.Theyare willingtosurrendertheirownagendaswhendoors close.Theylistenforthenewwhentheirplansfizzle. Theyreceivewhatisgivenwithhumilityandgratitude. Impermanence,andfullyembracingit,helpsleadersto realizethatleadershipisfullofsurprise,humility, humor,awe,andsurrender Toembraceimpermanence istostartajourneytowardpositivetransformation.

MelissaGriffiths Ascension,Inc. www.active-ascension.com

MelissaGriffithsfocusesonbottomlineimpact.By workingdirectlywiththeleadersandteamsofgrowing companies,Melissacombinesalmost30yearsofsales experiencewiththelatestresearchinself-development andcreativeintuitiontobringaboutpositiveand measurablechange.MelissafoundedAscensionto educatethenextgenerationofleadersonhowa

balancedandcoherentmind,heart,andemotionscanpositively impactthegrowthofabusiness.Shehasworkedwithsomeof theworld'slargestcompaniestobringaboutlastingchangeand shiftmindsets.MelissaiscertifiedinHeartMath®,Emotional Resolution®,BodyTalk™andPSYCH-K®andbringsthese scientificallyfocusedmodalitiestohercoaching.

Prasanth Edassari

Navigating HR Leadership in the Shipping & Logistics Industry

Whateveryou'regoodat,shareitwithothers.To conveythismessage,PrasanthEdassariuse thephrase“Profitsthroughpeoplepower,”this emphasizesthefundamentalimportanceofeffectivepeople management.PrasanthistheGlobalChiefHuman ResourcesOfficeratHouseofShippingcommunicatesthe valueofinvestinginhumancapitaltoachievesustainable growth.

Tooverlookthiscriticalaspectofbusinessstrategy,weat CIOBusinessWorldconductedaninterviewwithPrasanth toknowmoreabouthischallengesandachievementsover theyears.

Belowarethehighlightsoftheinterview:

Brieflydescribeyourprofessionaljourneyupuntilnow.

AsanMBAgraduateinHRfromOxfordBrookes UniversityintheUK,IbeganmycareerintheUnitedArab Emirates(UAE)withintheInsuranceandMarineoilfield sector,whereIworkedinadministrationandcustomer serviceforapproximatelyfiveyears.Whileworkingin theseroles,Idevelopedastronginterestinpeople managementanditsimpactonorganizationalsuccess.To pursuemypassionforHR,Imadethedecisiontoresign frommypositionandrelocatetotheUKtopursuemyHR qualification.

FollowingthecompletionofmyHRdegree,Iworkedfor severalUK-basedcompanies,includingEHS,E&Y,and Adecco.In2003,IreturnedtotheUAE,whereIbeganmy careerinHRandprogressedthroughtheranksinvarious industries,includingHVAC,manufacturing,electronics, andconsultancy.Currently,IserveastheGlobalChief HumanResourcesOfficeratHouseofShipping,abusiness consultancyandadvisoryservicescompanythatcatersto organizationsintheshippingandlogisticsindustry,whereI helpmanageastaffofover2,000shippingandlogistics professionalsfrom50differentnationalities,with operationsspanning20countriesandofficesonevery continent.

Whatchallengesdidyoufacealongtheway?

AsaseniorHRleader,Ihaveencounterednumerous challengesovertheyears,includingtheeconomic fluctuationsthatarebeyondourcontrol,aswellasthe unprecedentedimpactoftheCovid-19pandemic.However, myprimarychallengehasbeentopersuadeother stakeholdersofthecrucialrolethatpeopleplayindriving businesssuccess.Toconveythismessage,Ioftenusethe phrase"PROFITSTHROUGHPEOPLEPOWER,"which emphasizesthefundamentalimportanceofeffectivepeople management.

Despiteholdinghigh-levelpositions,somesenior stakeholdersmayoverlookthiscriticalaspectofbusiness strategy Assuch,itisessentialtocontinuallyeducateand communicatethevalueofinvestinginhumancapitalto achievesustainablegrowthandlong-termsuccess.

Whatsignificantimpacthaveyoubroughttoyour industry?

Shipping&logisticsindustryhasalwaysbeenknowntobe a24/7industryaswhilewesleepthereareshipssailing acrossoceansandthechallengeisouremployeesalways needtobeoncallwhetherit'saweekendorapublic holidayandevenwhentheyareonholidays. AsanHR professionalwetrytobringinasmuchofafriendlyculture intheorganisationandmoreflexibilitywhenitcomesto work,includingworkfromhomeandhybridworking policies,extendedholidays,employeewellness initiatives/allowances,topclassmedicalinsuranceetc. We makesureweworkhardandplayhardtoo.

Tellusaboutyourcompanyanditsfoundationpillar.

HouseofShippingisaleadingproviderofbusiness

consultancyandadvisoryservicestoclientsintheshipping andlogisticsindustry.Ourconsultancyservicescovera widerangeofareas,includingLegalServices,Human Resources,FinanceandTax,IT,Strategy,andMarketing. Whetheraclientislookingtoestablishapresenceinthe shipping,maritime,andlogisticssectororlookingto expandtheirexistingoperations,ourteamofconsultantsis availabletoprovidecustomizedsolutionstailoredtomeet theirspecificneeds.

Inadditiontoourcoreconsultancyservices,wealsooffera rangeofvalue-addedservicesthataredesignedtohelpour clientsmaximizetheirsuccess.Fromongoingsupportand trainingtoinnovativetechnologiesandtools,weare committedtoprovidingourclientswitheverythingthey needtoachievetheirgoals.AlsoHouseofShippingGreat placetoworkin2023.

Howdoesyourcompanypromoteworkforceflexibility, andwhatisyourroleinit?

AsaseniorHRleader,werecognizedtheneedforour industrytoremainproductiveevenamidstthechallenges posedbytheCovid-19pandemic,whichincludedworking remotely-aparticularlydifficultfeatinourindustry.To addressthis,weimplementedpoliciessuchashybridand remoteworkingtoenableouremployeestoadapttothis newscenariowhilestillmaintainingtheirproductivity levels.

Weunderstandtheimportanceofprovidingouremployees withtheflexibilityandsupporttheyneedtonavigatethese unprecedentedtimes.Ourapproachhasbeentostrikea balancebetweenensuringbusinesscontinuityand safeguardingthehealthandwell-beingofouremployees. Webelievethatbyinvestinginouremployees'welfareand embracingnewwaysofworking,wecanemergestronger fromthiscrisis.

Whatisyourtakeontechnology'simportance,andhow areyouleveragingit?

AsaseniorHRleader,Ifirmlybelievethattechnology playsacriticalroleinmanagingpeopleeffectivelyacross allHRfunctions,fromrecruitmentandemployeerelations toperformancemanagementandtalentdevelopment.By leveragingtechnology,wegainvaluableanalyticalinsights thathelpusmakeinformeddecisionsanddrivepositive outcomesforouremployeesandtheorganizationasa whole.

TosupportourHRinitiatives,wehaveimplemented comprehensiveHRsoftwareasoneofmainplatforms, whichhasproventobeavaluabletoolinstreamliningour HRprocessesandimprovingefficiency Additionally,we haveadoptedUdemyasourlearningplatformtocultivatea cultureofcontinuouslearninganddevelopmentwithinour organization.

Toattracttoptalent,weutilizeLinkedInextensively, leveragingitsvastnetworktoconnectwithpotential candidatesandshowcaseourbrandasanemployerof choice.Furthermore,weinvesttimeinmarketingour employerbrandacrossvarioussocialmediaplatforms, recognizingtheimportanceofbuildingastrongonline presencetoattractandretaintalentintoday'sdigitalage.

Whatwillbethenextsignificantchangeinyour industry,andhowareyoupreparingforit?

AsaseniorHRleader,Ibelievethatourindustryispoised forsignificantchangeinthenearfuture,particularlyin areassuchasenvironmentalsustainabilityanddigitization. Fromashippingperspective,theadoptionof environmentallyfriendlyfuelsanddigitalfreight forwardingwilllikelybekeydriversofinnovationand growth.

Toprepareforthesechanges,wehavealreadybegun implementingtechnologyandlearningprogramstosupport ourHRinitiatives.Werecognizetheimportanceofbeing proactiveinaddressingtheseemergingtrendsandadapting tonewwaysofworking.Byembracingdigital

transformation,weaimtodriveefficienciesandimprove ourabilitytodelivervaluetoouremployeesandcustomers alike.

Whatareyourgoalsintheupcomingfuture?

Myvisionistobeknownasthemostworkfriendly shipping&logisticsorganisationandourmostrecent employeeengagementsurveybyCultureAmpindicated thisapproachwithascoreof85%engagement,whichwas 5%higherthanthetop25globalshipping&logistics companiesandwewillstrivetobebetteronthisjourney

Whatadvicewouldyouliketogivethenextgeneration ofaspiringbusinessleaders?

AsaseniorHRleader,Icannotoveremphasizethe significanceofpeoplemanagement,empathy,and emotionalintelligenceindrivingbusinessgrowthand achievinglong-termsuccess.Istronglyadviseleadersto prioritizethesecriticalelements,evenastheystriveto increaserevenuesandprofits.

Leaderswhoprioritizetheiremployees'well-beingand professionaldevelopmentaremorelikelytocreatea workforcethatispassionate,engaged,andcommittedto deliveringexceptionalcustomerexperiences.Bytaking careofyourpeople,youcreateaculturethatfostersloyalty, collaboration,andinnovation,whichinturndrivesbusiness success.Inshort,investinginyouremployeesisinvesting inthefutureofyourorganization.

HR Leaders Transforming Talent Acquisition and Development

Thewarfortalentisreal,andthebattlefieldis constantlyevolving.Intoday'sdynamicjobmarket, attractingandretainingtoptalentisnolongerjust aboutofferingcompetitivesalariesandbenefits.HRleaders aresteppinguptothechallenge,transformingtalent acquisitionstrategiestocreateamoreefficient,engaging, andhuman-centricexperienceforcandidates.

EmbracingTechnology,NotReplacingtheHuman Touch

Gonearethedaysofrelyingsolelyonjobboardsandpaper resumes.HRleadersareleveragingtechnologyto streamlinetherecruitingprocess.ApplicantTracking Systems(ATS)allowforefficientscreeningand organizationofapplications,whileAI-poweredtoolscan

helpidentifytoptalentbasedonskillsandexperience. However,HRleadersunderstandthattechnologyisatool, notareplacement.Thehumantouchremainsparamount, witheffectivecommunicationandafocusoncandidate experiencebeingkeydifferentiators.

BuildingaStrongEmployerBrand

Inacompetitivemarket,employerbrandisking.HR leadersareactivelycraftingacompellingnarrativethat showcasesthecompanyculture,values,andemployee experience.Socialmediaplaysacrucialrole,allowing companiestoconnectwithpotentialcandidatesonamore personallevelandshowcasetheiruniquework environment.Positiveemployerreviewsandastrongonline presencecansignificantlyattracttoptalent.

FocusonCandidateExperience

Thetalentacquisitionprocessisnolongeraone-waystreet. HRleadersareshiftingthefocustocreatingapositive candidateexperienceateverytouchpoint.Thismeans promptcommunication,clearexpectations,andtimely feedbackthroughoutthehiringprocess.Apositive experienceleavesalastingimpressionandcanencourage candidatestobecomebrandadvocates,attractingothersto thecompany.

GoingBeyondtheResume

Resumesonlytellpartofthestory.HRleadersare exploringinnovativewaystoassesstalent,suchasskills-

basedassessments,behavioralinterviewingtechniques,and hackathons.Thesemethodsprovideamoreholisticviewof acandidate'spotentialandcanhelpidentifyindividuals whomaynothaveatraditionalbackgroundbutpossessthe skillsanddrivetosucceed.

DiversityandInclusionTakeCenterStage

Adiverseandinclusiveworkforceisnotjusttherightthing todo;it'sgoodforbusiness.HRleadersareactively implementingstrategiestoattractandretaintalentfrom diversebackgrounds.Thisincludesunconsciousbias trainingforhiringmanagers,targetedoutreachprograms, andfosteringacultureofinclusionwhereeveryonefeels valuedandrespected.

TheFutureofTalentAcquisition

TheroleofHRleadersintalentacquisitionisconstantly evolving.Astechnologycontinuestoadvance,wecan expectevenmoreinnovativeapproachestoemerge. However,onethingremainsconstant–thehumanelement. HRleaderswhocancreateaseamlessandengaging experienceforcandidates,whileremainingfocusedon buildingastrongemployerbrandandadiverseworkforce, willbethetruegame-changersinthetalentacquisition landscape.

Founder & CEO

Marching Sheep

Sonica Aron

Elevating Organizations through curated HR Solutions and Excellence

Inaworldwherepeoplearetheheartofany organization,MarchingSheepstandsasabeaconof insightandinnovation.Theever-evolvinglandscapeof HR isdesignedtoseamlesslyalignwiththebusiness essenceandambitions.Inthisrealm,SonicaAronstaysat theforefrontofindustrytrendsandbestpractices.What trulysetsherapartisit'snotaboutvolume,it'saboutdepth.

Withapassionfornurturingtalent,Sonicaisnavigatingthe delicatebalancebetweenindividualaspirationsand collectivegoals.Thisallowedusat CIO BusinessWorld tointerview,SonicaArontoknowhowsheisredefining thelandscapeoforganizationalgrowth.

Belowarethehighlightsoftheinterview:

Briefouraudienceaboutyourjourneyasabusiness leaderuntilyourcurrentpositionatyourcompany. Whatchallengeshaveyouhadtoovercometoreach whereyouaretoday?

SonicaAronistheFounderand CEO ofMarchingSheep,a globallyrecognized HR consultingfirmspecializingin OD consulting,DiversityEquityandInclusioninterventions and Bespokecapabilitybuilding.

An XLRI post-graduate,Sonicahasbeenan HR professionalwithmorethan2decadesofexperience.She has worked with companies like Pepsico, Vodafone, RocheDiagnostics and ICI paints.Whileworkingat PepsiCo,Sonicawasexposedtodiverserolesand geographies.Sheworkedinsalesandsales HR.She workedinafactory.Shealsoworkedinacityaswellasin remoteareas.Thisexperiencehelpedherrealizehow diversepeopleviewedwomenworkforce,workedwith,and dealtwiththem. Sonicawasheadingthe HR functionfor PhilipsConsumerLifestylebusinessin2012,whenshe decidedtotakeabreakfromthecorporateworldand foundedMarchingSheepinFebruary2013,withan intentiontorolloutinterventionsthattrulymadea differencetoorganisationsandpeople'slivesandcareers anddriverespectandequalityforall.

Amotheroftwo,SonicaconsidersMarchingSheepher thirdchild,andisextremelypassionateaboutwhatthey deliverasateam.ThevaluesatMarchingSheepare Integrityineverythingtheydo,Clientorientation, Responsiveness,Attentiontodetail.Herconstantreminder totheteamisthatwhenshewasontheothersideofthe table,shewasalwaysworriedabouttheimpactof interventions.SoatMarchingSheep,foreveryassignment,

therearestringentmeasuresonoutcomesanddeliverables. Itwasabumpyridetoreachwherethefirmistoday.While Sonicaunderstoodhercraftwell,whichwas HR,sheknew littleaboutrunningherownbusiness.Fromunderstanding thedifferenttaxestolegalobligationsofrunningabusiness, togettingherfirstclient,tolearninghowtomarket MarchingSheep,makingthefirstwebsite,toattractingthe righttalentdespitebeingbootstrapped.Thereweremany obstaclesalongtheway,fromdemonetization,or implementationofnewtaxregimeandcompanylaws,and morerecentlyCovidpandemic,whichdidseedryingupof revenuesforshortspells.Butitneverdampenedthefirein herbellyorthesteaminherteam,drivenbythepassionof trulymakingadifferenceonground.

Sonicafacedaspectrumofchallenges,frombreaking genderstereotypestosteppingintoleadershiprolesin diverselocations.Sheovercamethesechallengeswith determination,leveragingherexperiencestocreatea dynamicandinclusiveworkenvironmentatMarching Sheep.Thesechallengeshavenotonlyshapedherasa businessleaderbuthavealsocontributedtothevaluesand ethosthatdefineherfirmtoday.

Tellussomethingmoreaboutyourcompanyandits missionandvision.

Webelieveindoingmeaningfulworkthattouchesand impactslivesoftheworkforce,andinturnbuildsagile, responsiveandgreatorganisations.Wewillcontinueto researchandevolveourofferings.Wewishtoenable organisationsbybuildingcapabilitywithinandhence offeringmorecertificationprograms.

Integrityisthecorevalueofourorganization.Wework closelywiththeclientteamtoarriveatthescopeofthe project,deliverablesandmilestones.

Weasateamalsokeepupgradingourselvesonnew technologyandconceptstobeabletodeliverhighimpact interventionsforourclients.Everyassignmenthasmultiple consultantsengaged,sothatballsdon'tgetdropped,and collectiveexpertiseisutilized.

Wedonotpushofftheshelfsolutionsbutengagein consultativeproblemsolvingwithclients,curate customisedinterventionsanddeliver ROI drivenprograms.

Itisourpurpose-makingadifferencetoorganisationsand peoples'livesandcareersthatismostimportant.Our

vision,mission,valuesallflowfromthere.Soinadditionto ourbusinessactivities,weengageinalotofawareness campaigns.Campaignsaroundimportanceofemotional wellbeing,orimportanceofbuildingpsychologicalsafety inteams,orwhyInternationalWomen'sdayisnotjusta daybutneedstobeseenasaculminationofeverythingwe dothroughtheyeartodriveinclusion.Webelievein drivingcollectivelearningandsocietalchangewith continuedconversationsthroughplatforms.

Whataretheproducts/servicesthecompanyfocuseson?

Howareyourservicesdifferentfromthoseinthe market?

The4mainservicesare:

1.Diversity&InclusionStrategiesandinterventions

Wetrulybelievethatinclusiveorganisationsaremore productiveandweenableourclientorganisationstoarrive attheirdiversitycharterandstrategy,executableplansand alsopartnerwiththeexecution.

2.Bespokelearninginterventions

Organisationsneedtheir HR strategy,processandpolicies toenableemployeestodeliverofthebusinessstrategyand goals.Weworkcloselywithclientorganisationsto streamlinethe HR strategy,policiesandpractices,drive communicationandsocialisation,internalcapabilityto enablethesame.

3.LeadershipandTalentDevelopment

Asthesocio-economicfabricisevolving,thecompetencies needetosucceedatworkareevolving.Weworkwith clientstoenableindividualcontributors,managersand leaderstosucceedbybuildingtherightcompetencies.

4.Health&WellnessPortfolio

Wellnesstoday,includesemotional,mentalandphysical wellbeing.Whilepoliciesandinsurancescantakecareof thephysicalaspect,therestillneedstoawarenessandlife skillbuildingarounddealingwithissueslikeanxiety,stress, burnout.Withprogramscuratedafterresearchandwiththe helpofclinicalpsychologists,weenableindividualsto becomeemotionallyresilientandhencemoreproductive, personallyandprofessionally

Howdoyoubuildandmanageamotivatedandeffective team?

Humility.Asaleader,Ifindthatmybiggeststrengthismy teamandtheconnectionIsharewiththem.Iamtransparent

withthemaboutmyweaknessesandopenlyseekfeedback andworkonit.Iamaccessibletomyteam,forboth professionalandpersonalconcerns24*7andIknowthat theywoulddothesameforme.Thishonestybuildstrust andsupportamongus.

AtMarchingSheep,wehaveaplantomakeourteam strongandmotivated.Weknowthatasuccessfulteamis whatdrivesusforward.Wefollowstrategiesthatkeepus motivatedandhelpusworkwelltogether.

Iletmyteammemberstakechargeoftheirowntasks.This helpsthemmakegooddecisionsandfeelresponsible.We talkalot,andI'malwaysavailabletolisten.Wealsolearn newthingsallthetimetostayup-to-date.

Saying"thankyou"andgivinghelpfuladviceisimportant. Thishelpsusgrowanddobetter.Wealsoworkasateam, sharingideasandcomingupwithnewones.

Wesetcleargoalsandmakesureeveryoneknowswhatto do.Wealsotakecareofourwork-lifebalancetostay motivatedandnotgettootired.Celebratingsmallandbig winskeepsusexcitedaboutourwork.

Ithinkit'simportanttohelpeachothergrow.That'swhywe guideandsupporteachother Andwedon'tforgettoenjoy oursuccesstoo.

Astheleader,Ishowhowtoactbystayingtruetoour values.Thishelpseveryoneintheteamfollowthesame pathtosuccess.

Wheredoyouenvisionyourselftobeinthelongrun, andwhatareyourfuturegoalsforyourcompany?

Inthelongrun,weenvisionMarchingSheeptobecomea globalleaderinprovidinginnovativeandimpactful solutionsinDiversityandInclusionandBespokelearning interventions.Ourgoalistoexpandourreachand influence,partneringwithorganizationsacrossvarious industriestodrivepositivechange.Weaimtoberecognized notonlyforourcommitmenttocreatingtangible differencesinpeople'slivesandcareersbutalsoforour contributiontopromotingrespectandequalityonabroader scale.Aswemoveforward,weaspiretocontinuedesigning tailoredinterventionsthataddressevolvingbusinessand individualneeds,ensuringthatourclientsachievesustained growthandsuccess.

Describeindetailthevaluesandtheworkculturethat drivesyourorganization.

Weareextremelypassionateaboutbuildinganinclusive world.Soinadditiontoourworkwithourclients,wedoa lotofnon-commercialworktobringawarenessandequity atthesocietallevel.WeworkcloselywithBravesouls foundation,an NGO workingtowardsrehabilitationofacid attacksurvivors.Werecentlyworkedtowardsraisingfunds forasurvivor'ssurgery.Additionallywehaveassociated withTweetfoundation,another NGO thateducates,skills andgroomstransgenderpersons.

Despitenotbeingintosearchandrecruitment,wewill supportTweetFoundationbyconnectingTransgender candidatestoappropriateopeningswithourclients.This willbeanothernoncommercialinitiative.Weorganize severalfiresidechatsandpaneldiscussionstoincrease awarenessaboutdifferentdisabilities,reasonable accommodation,infrastructure,mindsetchallengesthat needtobeaddressed