A team of senior executives leave Aon India to join Deloitte
After working with Aon India for 14 years, Anandorup Ghose has resigned and joined Deloitte as a Partner to help build performance rewards vertical. Accompanying him are a team of 15 more consultants, including three directors.
The three Directors to quit Aon India and join its counterpart Deloitte are Anubhav Gupta, Prakhar Tripathi, and Vamsi Karavadi.
While Ghose headed the performance, rewards and organization practice in Aon India, Gupta was the head of Executive compensation and governance. While Tripathi led Financial services, Karavadi managed BPO and tech services.
At Aon, Tzeitel Fernandes will now head the rewards, performance and organization, the role earlier with Ghose. Unaffected by more than a dozen of exits at senior level, Aon states that its leadership pipeline stays strong.
As per ET, Deloitte was missing the compensation and rewards unit from its human capital practice. Now as one of the Big 4 professional services firm it looks to strengthen its human capital arm, it has started working on building a stronger team. Experienced professionals from Aon will help Deloitte in its endeavor to further enhance its human capital business.
Whenever a senior leader leaves an organization, it is disruptive to the group left behind, but when several senior leaders leave together, the organization gets a considerably bigger shock. While Aon India has shared that it has a strong leadership pipeline to not let the tremors of these slew of exits affect its usual business and services, managing the transition of work for multiple roles might not be as easy as it seems. Besides preparing the next league of leaders and filling the vacant roles, such multiple exits also highlight the need for companies to take a look at the reasons that may have led to this situation.
Was it better opportunities that took these more than a dozen leaders from Aon India to Deloitte, or was it better compensation, or an attractive combination and package of both? Aon and other companies who face similar exodus of senior exits, might also want to reflect upon how could they have avoided these exits.