As VP HR at WadzPay, Ashita :Jain champions HR transformation in the blockchain era. She sees blockchain revolutionising recruitment and verification, while her talent acquisition strategies focus on attracting top blockchain talent. To prepare for the future, she emphasises continuous learning and fostering innovation. Additionally, Ashita promotes diversity and inclusion, and utilises innovative methods to keep employees engaged. Finally, her global HR strategies ensure compliance, cultural sensitivity, and effective performance management across APAC, and :JAPA regions.
Ashita �ain
Vice President - Human Resources
Who isAshita :Jain?
Ashita Jain is a prominent HR specialist with experience connecting HR strategies with company goals in fintech, blockchain, software, product development, and logistics supply chain. She leads HR strategy across APAC, and JAPA as WadzPay's Vice President of Human Resources. She has managed worldwide teams in strategic workforce planning, talent acquisition, and change management, assuring smooth transitions and accountability. At WadzPay, she implemented a performance excellence HR system and designed sustainable procedures to boost operational efficiency and performance. Before joining WadzPay, Ashita was Assistant Vice President - HR & COE at Rattanlndia Finance Private Limited, where she linked HR strategy with business goals and boosted performance. She helped establish Amazon Ecommerce, NBFC, Power, IT goods and services, Fintech, and EV production. Ashita's creative talent mobilisation saved money and optimised resources. J M Baxi Group, Caparo Engineering India Limited, and HCL Technologies have also employed her in key HR jobs. Ashita's expertise, academic qualifications, and certifications from SP Jain, ISB, etc. make her an asset in creating HR strategies that promote excellence and success in any organisation.
The Interview
■ Digital Recognition Platforms: We are working on recognition platforms like Kudos in ZingHR to facilitate peer-to-peer recognition and reward employees fortheir contributions in real time.
■ OpenCommunicationand FeedbackChannel: Maintaining an open communication culture to ensure employees feel heard and valued.
How do you align global HR strategies across diverse regions like APAC, and :JAPA, especially considering the unique challenges posed by the blockchain and financial services industry?
Ashita: Due to the blockchain and financial services industry's rapid evolution, regulatory differences, and cultural diversity, aligning global HR strategies across APAC, and JAPA is difficult. As an HR expert, theseperceptive stepsmay alignand effectively prepare thecompany for the future:
■ Be aware of local regulationsand compliance requirements: Monitor regional employment. data protection, and financial rules for business.
■ Audits and Trainings: Regularly audit important activities to comply with regional legislation and teach staff on their ramifications
■ Cultural Sensitivity and Inclusion: Understand regional cultural differences to customise HR practices and encourage diversity and inclusion efforts that blend local norms with a global business culture.
■ Performance Management and Rewards: Implemented global performance management systems with regional adjustments for local company objectives and cultural preferences. HR technology solutions customised for different areas may be used to manage employee prospects and automate the employee life cycle on ZingHR with a worldwide reporting framework.
We aim to implement a few best practices globally to improve resource skills, knowledge, and global HRstrategies across diverse regionstokeep the organisation competitive, compliant, and culturally sensitive in the blockchain and financial services industry.
■ Promote cross-functional collaboration and knowledge sharing among regions to exchange best practices and learn from each other. Create a knowledge-sharing platform for leaders and experts to debate issues and solutions.
■ Continuous Learning and Adaptation: Monitor industry trends and regional market changes. Increase training to educate employees to adapt worldwide company tactics as the sector advances and new difficulties occur.
