PEOPLE

Career Management

• Internal Job Posting (IJP) system – Ensures optimal utilization of our talent pool and find new challenges within the organization
• Cutting-edge learning platforms and customized development programs – Focus on targeted training and skilling initiatives
• HIPO (High-Potential employees) program – Helps in fast-track the development of future leaders

Organizational Culture

• Organizational culture – A reflection of our mission, vision, and values, brought to life through our daily operations
• Introduction of mindfulness practices and the emphasis on the 8 Cs of culture - Fosters an environment where innovation, collaboration, and a positive work-life balance flouris

Compensation and Benefits

• Compensation packages – Cater to the diverse needs of our workforce, incorporating flexible benefits, wellness programs, and performance incentives
• Our comprehensive approach – Ensures our team feels valued and supported, directly contributing to their motivation and productivity

Building Organization for Scale

• Enhancing global workforce capabilities through refined people practices, emphasizing benefits, engagement, and compliance
• Strategically preparing for M&A activities to ensure seamless integration of operations, personnel, and culture
• Strengthening compensation frameworks, especially for IMSS and the US, and tailoring benefits aim to boost retention across diverse employee segments
• Key initiatives like realignment of the center of excellence within the organization supporting change management, and fulfilling leadership roles

Digital Transformation & People Analytics

• Introduction of MySmiles People Practice HRMS and the focus on people analytics and automation signify a major leap towards digital transformation in People Practice practices
• Automation of background verification processes, implementation of new systems and tools like Darwinbox, and enhancement of the use of AI in people practice programs underscore a commitment to leveraging technology for efficiency and insights
• Aimed at fostering a more engaging and seamless experience for Happiest Minds, from onboarding to career development

Culture Building

• Emphasis on happiness evangelism, health and well-being, to drive organizational purpose and vision
• Initiatives like Mithra and Little Mithra to build a supportive and engaged community, enhance participation in volunteering and strengthen listening
• Making efforts to establish an Intellectual Property (IP) Program and create an EVP for the organization to align organizational values with employee aspirations

Leadership Development

• Global Leadership Development Program – Led participants gaining invaluable insights and experiences across diverse markets and cultures
• Hogan Assessments – Tailor leadership development initiatives that hone the innate strengths of our leaders and mitigate potential derailers, ensuring a robust pipeline of leadership talent poised to take on global challenges

People Practice Technology

• AI and advanced analytics – Enabling data-driven decision-making regarding talent management, workforce planning, and employee engagement while significantly enhancing efficiency and effectiveness in managing human capital

Change Management

• Strategy – Focuses on mergers and acquisitions (M&A), culture building, and enhancing our Employee Value Proposition (EVP)
• Communicating changes – Engages our workforce in the transformation journey and reinforces our cultural values
• Integrated new teams and practices – Ensure they align with our overarching goals and values
• People Practice strategy – A combination of strategic career management, leadership development, cultural enhancement, technological advancements in HR practices, competitive compensation packages, and effective change management – Supports our ambitious growth plans

Developing Leadership & People Capabilities

• I3 Talent Transformation program and the Global Leadership Development Program (GLDP) to focus on leadership development
• Use of Hogan Assessments to move from self-reflection to action-oriented plans
• Launch of executive mentoring programs, creating talent advocacy teams, and rolling out specialized tracks for sales enablement and managerial development

Talent Engagement

• Focus on diversity and inclusion, with plans to launch a Women Mentoring Program and execute gender diversity initiatives
• Aim to reintroduce clubs and committees, increase workforce diversity through PWD hiring, and conduct a gender pay parity exercise
• Plan to create more engaging office spaces and foster camaraderie across locations, underlining a commitment to creating an inclusive and dynamic work environment