Are You In The List 2016 winner: Siddharth Bhasin

Siddharth Bhasin of Google describes HR as a continuum between employee advocacy and strategic skills.

Siddhartha has been working in the HR function of various organizations for about 10 years encompassing HR Consulting, Specialist, and Business Partner roles across Banking, Technology, and BPO/KPO industries. He has interests in volunteering for social causes, I have facilitated sessions for People with Disabilities with NGO - Sarthak. I am also a member of Plan International (India chapter) supporting girl-child education. He enjoys reading spiritual books, singing, travelling, and food.

Siddharth Bhasin, HRBP, G&A Business, APAC Region, Google

One thing you will:

Start in HR - Increase analytics and big data to augment people decisions

Continue in HR - Keep ‘H’ in focus in HR and organization

Stop in HR - Treat ourselves as ‘administrative’ / ‘support’ function

As an emerging HR leader, one thing which brings great pride to you:

Partnering with business leadership team to transform Transaction Banking business in South Asia. It was a large change management program with multiple projects streams running for over 2.5 years. Success was measured by improvement on parameters such as revenue growth, cost control, attrition rate, and engagement scores.

Biggest flaw in the way organizations operate today, and how do you plan to fix that:

Traditional ways to organize work and information are increasingly becoming irrelevant due to disruptive technology. Business models are changing continuously and no organization can take their market position for granted.

Consequently systems and processes e.g. hierarchy of control, decision making, information flow, policies, employment contracts, et.al. need to embrace open networking and agility to remain competitive in new normal.

As future HR leader, it’s about I would like to concentrate on below workstreams:

Baseline: Establish data analytics to drive intelligent decisions
Structure: Move to open networks of competencies aligned to client / end user than boxes
Workforce: Determine composition, number, skills, catchment areas, etc. to hire for future
Rewards: Individualize Total Rewards - customise by providing what matters
Talent Exchange: Platform to match open opportunities and available skills - like stock exchange
Development: Virtual simulation, gamification, on-the-go
Engagement: Introduce Meaning Quotient in work and workplace
Exits: Send out as brand ambassadors

What makes the difference while you are in HR in a corporate set up:

Establish credibility by understanding the context of organization, client needs, and business parameters. Only when an HR professional can understand and speak business ; link to HR areas; provide solutions ; and improvise is when you stand out as a thorough and respected HR professional.

In 5 years, you see yourself as:

I see myself working in the field of HR Analytics - developing implementable HR solutions - to organizations across industries which have been disrupted by technology. In the new normal, entire employee lifecycle will change - Workforce composition (FTE, Outsource, Contracts, Remote, etc.) ; Hiring (outreach, channels, process) ; Talent management (Right skills at right place at right time at right level at right cost) ; HR Risks (process, employee, regulatory, reputational).

The ‘Are You in The List’ Journey:

It has been an enriching journey to be part of AYIL 2016 process. I have learnt so much during multiple stages of evaluation. The process helped to reinforce my strengths and also highlight development areas so that I can improve as I grow further as HR professional. The best part was interaction with learned panel members. I hope they continue to mentor me and other emerging HR leaders in future.

FIRE SHOT QUESTIONS

As an emerging HR leader, what keeps you up at night: Build a culture that adapts to future needs of the organization while delivering on current business objectives
Describe today’s HR in one line: Today’s HR is on a continuum between employee advocacy and strategic skills
Who is your inspiration to be an HR professional: There are numerous HR leaders who have contributed immensely to this field. They have raised the bar so high that today we are expected to be strategic partners and coaches to business leaders
Qualities which differentiate you from other participants: Business focus, data analytics, individualization, stakeholder management
A stranger’s first impression of yours would be: A confident introvert
Who or What are your biggest strengths: Focus on excellence; Relationships; Integrity; Futuristic
One weakness you can do without: Over-deliberation
If we have to automate you and ask you to keep one human quality, what should that be: Empathy
Your Favourite book: Srimad Bhagavad Gita
Your Hobby: Singing, Travelling, Reading, Food
One word that describes an HR professional: Coach

For the entire list of Are You in The List Awards 2016, please click here.

Here are the profiles of other winners (not based on ranking):

Here’s the list of India’s 15 future HR leaders:

ABHISHEK BUDHARAJA, Associate Director, HR (Talent Management, OD & OE) at Snapdeal
ANKITA PODDAR, HR Business Partner, Amazon
APOORVA PRADHAN, Assistant Manager, Tata Consultancy Services Ltd
MEGHA GUPTA, HR Business Partner, Sapient Corporation Ltd
RAVI BAJPAI, Practice Lead Talent Acquisition, Infosys
SALIL RAHEJA, Deputy General Manager, Essar Steel India Ltd
SHAVETA ARYA, Senior Manager, Talent Acquisition, PepsiCo India Holdings Pvt. Ltd.
SHREYAS HARIDAS, HR Business Partner, Star India Pvt Ltd.
SOUMYA MALKANI, Deputy Manager – Organisation Development, Tata AIG General Insurance Company
ADITYA ADYAR, Chief People Officer, Faasos
NIYATI GOEL, Regional Rewards, AMEA (Asia Middle East & Africa), Mondelez International
APEKSHA JAIN, Senior HR Business Partner, PepsiCo
RAJESHWARI RAMACHANDRAN, HCM Consultant
SNIGDHA SINGH CHAUDHURI, Sr. Manager, HRBP for Sales team, Cipla