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Who is Anand Vaishampayan?

🔥 About me: IT Professional turned Career Coach and YouTuber. In Feb 2025 I quit my high paying corporate job of 20+ Years to follow my passion of teaching things which are NOT taught in any school, college or university.

🔥Corporate Experience: I worked for Zensar Technologies for over 20 years, most of my tenure with Zensar was for Cisco Account. I served in Pune as well as in San Jose, California and RTP, North Carolina.

🔥 Now after I quit from full time job, I help professionals GROW in their Career and help them earn BIGGER and BETTER salaries :)

🔥 I provided Career Coaching through One on One Consultation as well as Group Programs.

For details please refer the following links:

𝗕𝗼𝗼𝗸 𝗮 𝗢𝗻𝗲 𝗼𝗻 𝗢𝗻𝗲 𝗦𝗹𝗼𝘁 -> https://careertalk.mojo.page/one-on-one-career-consulting-with-anand

𝗝𝗼𝗶𝗻 𝗢𝗻𝗲 𝗬𝗲𝗮𝗿 𝗚𝗿𝗼𝘂𝗽 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗣𝗿𝗼𝗴𝗿𝗮𝗺 -> https://careertalk.mojo.page/gold-courses-coaching-offer-one-year

Note: All views expressed are my own and are not associated with any Company or Organization 🙏

Anand Vaishampayan

I interviewed a 45-year-old professional last year.

Brilliant experience. Strong communication. Clear thinking.

But the moment we started discussing role expectations, he paused and said something I did not expect:

“I just hope I’m not being compared to 25-year-olds. They learn faster than me now. I don’t know if I still belong here.”

For a second, I didn’t know what to say.

Because behind that one sentence was a decade of silent fear.

The fear that many mid-career professionals carry. 

The fear that experience is becoming irrelevant. 

The fear that younger, faster talent will replace them. 

The fear that their best years are behind them.

But here’s the truth most people forget:

A 25-year-old brings speed.
A 45-year-old brings wisdom.

A 25-year-old knows tools.
A 45-year-old knows outcomes.

A 25-year-old executes tasks.
A 45-year-old avoids million-dollar mistakes.

Skills can be learned at any age. Judgment cannot.

And companies don’t pay you for certificates. They pay you for reducing risk, increasing clarity, and delivering consistent results.

So if you’re 40-plus and worried about competing with younger talent, remember this:

You’re not competing on speed. You’re competing on depth.

You’re not competing on new tools. You’re competing on problem-solving.

You’re not competing for approval. You’re competing with your own potential.

Experience is not old. Experience is leverage.

And the market always values people who can bring clarity, calm, and direction.

Think about it tonight.

🔥🔥🔥

Every role has a season. Every company environment has a limit to what it can give you. Staying beyond that doesn’t make you loyal or patient, it just makes you smaller over time.

And here’s the part that matters most:

Realizing you stayed too long doesn’t mean you failed.

It means you’re finally paying attention.

That awareness is not the end of your story.

It’s usually the beginning of the next one.

And sometimes, the hardest apology at work isn’t to a manager or a company.

It’s the quiet one you make to yourself
and then decide to do something different.

Do you agree?

🙏 🙏🙏

Someone once said: You spend the first 10 years building your career… and the next 10 years trying to protect your health and time from it.

When I heard it, I laughed.

Then I realized it wasn’t a joke.

In our 20s, we chase momentum.

Late nights feel normal.

Weekend work feels like dedication.

Travel feels exciting.

Stress feels temporary.

We think energy is unlimited and careers need constant acceleration.

But somewhere in our 30s and 40s, the conversation changes.

Sleep starts to matter.

Silence becomes valuable.

Time feels expensive.

Health becomes non-negotiable.

You stop being impressed by job titles and start valuing peace.

You stop caring about being the busiest person in the room and start caring about being present with the people who matter.

You realize growth isn’t always about climbing higher.

Sometimes growth is learning how to say:

“No.”
“Not now.”
“That can wait.”
“That’s not worth my energy anymore.”

Ambition doesn’t die.

It matures.

It shifts from proving yourself to choosing yourself.

And somewhere in that transition, work stops being your identity and becomes just one part of a full life.

Today sit with this thought for a moment.

🙏 🙏 🙏

P.S: Save and repost if you feel it is worthy ↗️

T.K Bharath Kumar

Novartis

In my current role as Regional Rewards Lead at Novartis, I have led the design and execution of Total Rewards Strategies to enhance the employee experience and drive organizational success. My approach combines empathy, innovation, and design thinking to create solutions that resonate with employees across diverse regions and cultures.

During the pandemic, I spearheaded the global launch of a next-generation internal rewards tool, successfully enhancing operational efficiency across 95+ countries. By leveraging problem-solving skills and data-driven decision-making, I optimized complex compensation systems to meet global business needs while maintaining local relevance.

A key aspect of my role has been stakeholder management, where I collaborated with cross-functional teams—to ensure seamless execution of reward programs. I utilized design thinking principles to identify pain points and craft innovative, scalable solutions that align with strategic business objectives.

People management and fostering a culture of trust are central to my leadership style. I prioritize clear communication and empathy to lead teams through change, ensuring both operational continuity and employee well-being. 

My ability to influence and build strong relationships with senior leadership, regional managers, and external partners has been crucial in delivering impactful results.

Competencies:

Innovation & Design Thinking: Led initiatives that blended creative problem-solving with strategic HR planning to deliver rewarding employee experiences.

Problem Solving : Delivered data-driven, efficient solutions to enhance total rewards frameworks across multiple regions.

Stakeholder Management: Engaged with cross-functional teams and senior stakeholders to ensure alignment with business goals and employee needs.

Empathy & People Management: Focused on leading with empathy and fostering a culture of collaboration and employee well-being, especially during times of change.

Regional Rewards Lead - US & LACAN

𝐌𝐲  𝐑𝐨𝐥𝐞 : 𝐆𝐥𝐨𝐛𝐚𝐥 𝐑𝐞𝐰𝐚𝐫𝐝𝐬 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐏𝐚𝐫𝐭𝐧𝐞𝐫 

Impact :  95+ countries & 1.00+ Lakh Employee count : ePA , SOX Audits, Work council 

𝐎𝐯𝐞𝐫𝐬𝐞𝐞𝐬 𝐀𝐬𝐬𝐢𝐠𝐧𝐦𝐞𝐧𝐭 : 𝟐 𝐰𝐞𝐞𝐤𝐬 (𝐘𝐫 𝟐𝟎𝟐𝟎) in Basel, for Global SELECT Long Term Incentive Granting Process Support for North America and Rest of the World Globally.

𝐑𝐞𝐰𝐚𝐫𝐝𝐬 & 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 : Received Recognition and Awards like Above & Beyond along with Key Global stakeholder appreciations 

𝐆𝐚𝐥𝐚𝐱𝐲 𝐀𝐰𝐚𝐫𝐝 "𝟓𝟎𝟎+" 𝐒𝐩𝐚𝐫𝐤 𝐏𝐨𝐢𝐧𝐭𝐬  : 𝐟𝐨𝐫 𝐎𝐮𝐭𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐄𝐟𝐟𝐨𝐫𝐭𝐬 & 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐃𝐞𝐥𝐢𝐯𝐞𝐫𝐲 𝐨𝐟 𝟐𝟎𝟐𝟏-𝟐𝟐 𝐘𝐄 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 : 𝐀𝐰𝐚𝐫𝐝𝐞𝐝 𝐢𝐧 𝐌𝐚𝐫𝐜𝐡 𝟐𝟎𝟐𝟐

🔵 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐞𝐝 𝐟𝐨𝐫 𝐃𝐞𝐥𝐢𝐯𝐞𝐫 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐯𝐞 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 : 𝟐𝟎𝟐𝟏/𝟐𝟐 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐜𝐲𝐜𝐥𝐞

𝐂𝐒𝐀𝐓 𝐒𝐜𝐨𝐫𝐞 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐝 :🔵 93% in 2022/23 𝐕𝐬 91% 𝐢𝐧 2021/22 𝐕𝐬 89% 𝐢𝐧 2020/21 𝐕𝐬 88% 𝐢𝐧 2019/20

🟢 Deisgn & Execute the  digital total rewards strategy aligned with the organization’s objectives.
🟢 Lead competitive compensation programs, including Merit , LTI/Equity grants, and STI or bonus
🟢 Collaborate with Global stakeholders to drive process effectively adhering to Compliance
🟢 Lead digitization HR in TR, compensation benchmarking to enhance employee experience
🟢 Interpret data & provide insights to senior leadership on Market Trends & cost Impact Analysis
🟢 Mentor/Coach team members on HR/Total Rewards topics including digital Transformation skills

Global Senior Rewards Business Partner - Rewards Services : Client & Technology Solutions Division

🟢 Support Annual Performance cycle for North America, Europe and APMA Regions
🟢 SAP & Service Now (SNOW) Ticketing tool to resolve user queries and requests within SLA 
🟢 Conduct Lessons Learnt workshop for continuous Process Improvement and tool enhancements
🟢 4*4 and 9-Box Rating Grid analysis to interpret the Performance and Talent management 
🟢 Support SoX and NFCM Audits with documentation and reference SOPs
🟢 Knowledge sharing on design principles and process to stakeholders and internal team 
🟢Enable Master Data audits to ensure accuracy of the Critical employee data globally
🟢 Enable driving performance through Technology Transformation & developing the right culture
🔺Recognition for Highest number of Query resolution & Stakeholder appreciations

𝐏𝐫𝐨𝐛𝐥𝐞𝐦 𝐒𝐨𝐥𝐯𝐢𝐧𝐠 | 𝐂𝐨𝐧𝐟𝐥𝐢𝐜𝐭 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 | 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 | 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 | 𝐓𝐞𝐚𝐦 𝐏𝐥𝐚𝐲𝐞𝐫

HR Services Expert - Talent & People Solutions

Innovapptive Inc

𝐌𝐚𝐣𝐨𝐫 𝐏𝐫𝐨𝐣𝐞𝐜𝐭𝐬: 𝐄𝐧𝐝 𝐭𝐨 𝐄𝐧𝐝 𝐇𝐑 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧, 𝐄𝐱𝐭𝐞𝐫𝐧𝐚𝐥/𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐥 𝐇𝐑 𝐊𝐏𝐈 

𝐓𝐞𝐚𝐦 𝐒𝐢𝐳𝐞 𝐇𝐚𝐧𝐝𝐥𝐞𝐝 : 𝐎𝐯𝐞𝐫𝐚𝐥𝐥 15+ 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐟𝐢𝐞𝐝 𝐓𝐞𝐚𝐦 𝐢𝐧 𝐬𝐞𝐭𝐮𝐩 𝐨𝐟 𝐇𝐑 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞

𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐀𝐩𝐩𝐥𝐢𝐞𝐝 : 𝑬𝒎𝒑𝒐𝒘𝒆𝒓𝒎𝒆𝒏𝒕 | 𝑬𝒏𝒂𝒃𝒍𝒆𝒓 | 𝑬𝒏𝒄𝒐𝒖𝒓𝒂𝒈𝒆𝒎𝒆𝒏𝒕 | 𝑹𝒆𝒄𝒐𝒈𝒏𝒊𝒕𝒊𝒐𝒏

𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬 : Won Battle Tested Award within short span of Joining the company for 

•Built HR function from scratch, establish policies, and systems aligned with the company's vision. Streamlined HR processes enhancing operational efficiency and reducing administrative burden by 10%. Designed engagement strategies, resulting in 15% improvement in employee satisfaction and 25% in retention Rate.

•Manage workload of Project Resources. Proactively identify and resolve issues that would present a risk to on-time implementation of the program/project. Implement additional Workday solutions and services to meet long term HR and Payroll business needs. Deliver harmonization project plan to the timelines envisaged

•Own communications to project members and stakeholders on progress, issues, and risks including regular status updates and periodic white paper analysis. Work with HR Operations and policy teams on any necessary policy changes, updates to training materials and work with shared service centers were impacted

Strategy Applied to the team as a Manager: Empowerment | Enabler | Encouragement | Recognition

Human Resources Project Manager

Pokarna Limited

𝐌𝐚𝐣𝐨𝐫 𝐏𝐫𝐨𝐣𝐞𝐜𝐭𝐬: 𝐀𝐮𝐭𝐨𝐦𝐚𝐭𝐢𝐨𝐧 𝐨𝐟 𝐇𝐑 𝐀𝐭𝐭𝐞𝐧𝐝𝐚𝐧𝐜𝐞 & 𝐏𝐚𝐲𝐫𝐨𝐥𝐥 𝐏𝐫𝐨𝐜𝐞𝐬𝐬, 𝐒𝐭𝐚𝐭𝐮𝐭𝐨𝐫𝐲 𝐀𝐮𝐝𝐢𝐭𝐬 𝐠𝐥𝐨𝐛𝐚𝐥𝐥𝐲 

𝐓𝐞𝐚𝐦 𝐒𝐢𝐳𝐞 𝐇𝐚𝐧𝐝𝐥𝐞𝐝: 𝟐𝟓+ 𝐎𝐯𝐞𝐫𝐚𝐥𝐥 𝐢𝐧𝐜𝐥𝐮𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐬𝐮𝐩𝐩𝐨𝐫𝐭 𝐬𝐭𝐚𝐟𝐟 (𝐇𝐑) 𝐚𝐧𝐝 𝐀𝐝𝐦𝐢𝐧𝐢𝐬𝐭𝐫𝐚𝐭𝐢𝐨𝐧 𝐬𝐭𝐚𝐟𝐟

𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐀𝐩𝐩𝐥𝐢𝐞𝐝 : 𝐃𝐞𝐟𝐢𝐧𝐞 𝐂𝐥𝐞𝐚𝐫 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲 | 𝐆𝐫𝐨𝐰𝐭𝐡 | 𝐑𝐞𝐰𝐚𝐫𝐝𝐬 & 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 

𝐃𝐢𝐬𝐭𝐢𝐧𝐜𝐭𝐢𝐯𝐞 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭𝐬 & 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬:
• Awarded with Key Performer for straight 3 Years in recognition for Successful Project delivery
• Heading HR function Covering 10000+ Scope across corporate & Branch offices including Quarries 

•Design HR policies & procedures for Corporate: 500+ HC & Quarries: 1000+ HC. Manage Payroll administration, statutory compliance, regulations like EPF, ESI etc. Monitor and led comprehensive employee engagement initiatives, result in 15% increase in employee satisfaction, 20% improvement in talent retention.

Senior Executive Human Resources

Chadalavada Infratech Ltd

𝐌𝐚𝐣𝐨𝐫 𝐏𝐫𝐨𝐣𝐞𝐜𝐭𝐬: 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 𝐀𝐮𝐭𝐨𝐦𝐚𝐭𝐢𝐨𝐧 & 𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧 𝐨𝐟 𝐇𝐑𝐈𝐒 𝐒𝐨𝐟𝐭𝐰𝐚𝐫𝐞 𝐭𝐨 𝐚𝐮𝐭𝐨𝐦𝐚𝐭𝐞 𝐏𝐚𝐲𝐫𝐨𝐥𝐥 

𝐓𝐞𝐚𝐦 𝐒𝐢𝐳𝐞 𝐇𝐚𝐧𝐝𝐥𝐞𝐝: 1𝟓+ 𝐎𝐯𝐞𝐫𝐚𝐥𝐥 𝐢𝐧𝐜𝐥𝐮𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐬𝐮𝐩𝐩𝐨𝐫𝐭 𝐬𝐭𝐚𝐟𝐟 (𝐇𝐑) 𝐚𝐧𝐝 𝐀𝐝𝐦𝐢𝐧𝐢𝐬𝐭𝐫𝐚𝐭𝐢𝐨𝐧 𝐬𝐭𝐚𝐟𝐟 

𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐀𝐩𝐩𝐥𝐢𝐞𝐝 :𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐜𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 | 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐞𝐦𝐩𝐨𝐰𝐞𝐫𝐦𝐞𝐧𝐭 | 𝐄𝐦𝐩𝐚𝐭𝐡𝐲

𝐊𝐞𝐲 𝐌𝐢𝐥𝐞𝐬𝐭𝐨𝐧𝐞𝐬 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐝 𝐈𝐧𝐜𝐥𝐮𝐝𝐞𝐬 :

•Awarded with Best Employee of Month and Star Performer awards
🔺 Streamlined Policies and Payroll Process – Head Office and 11 Business Units covering 5000+ HC

•Analyzed, monitored, and streamlined Overall HR Process to ensure ease of process and governance with efficiency rate of 40%. Digitization of Manual Process by implementation of HRIS: Scope :5000+ Head count overall. Driven HR strategy aligned with the company vision & enhanced employee experiences by 25%

𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 | 𝐓𝐚𝐥𝐞𝐧𝐭 𝐑𝐞𝐯𝐢𝐞𝐰 | 𝐏𝐚𝐲𝐫𝐨𝐥𝐥 𝐀𝐮𝐭𝐨𝐦𝐚𝐭𝐢𝐨𝐧 | 𝐓𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲 𝐄𝐧𝐚𝐛𝐥𝐞𝐦𝐞𝐧𝐭

Sr.Officer- HR & Admin

Speck Systems Ltd

𝐌𝐚𝐣𝐨𝐫 𝐏𝐫𝐨𝐣𝐞𝐜𝐭𝐬: 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐆𝐫𝐢𝐞𝐯𝐚𝐧𝐜𝐞 𝐚𝐧𝐝 𝐏𝐮𝐥𝐬𝐞 𝐬𝐮𝐫𝐯𝐞𝐲 𝐝𝐞𝐬𝐢𝐠𝐧 𝐚𝐧𝐝 𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 
🟢 Support in Design and implement company policies and Procedures and Periodic Reviews
🟢 Annual Survey and feedback sessions to pulse out the Employee Engagement 

•Learning Curve: Initially Assignment was as a Trainee to study HR Process, Policies & Procedures. 

Continuous Learning | Growth Aspiration | Data Analysis & Analytics | HR Process study

HRIS Executive

🌟 𝗛𝗥 𝗟𝗲𝗮𝗱𝗲𝗿 | 𝗚𝗹𝗼𝗯𝗮𝗹 𝗛𝗥 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 | 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 | 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 | 𝗔𝗜 𝗶𝗻 𝗛𝗥 🌟

18+ 𝘆𝗲𝗮𝗿𝘀 𝗼𝗳 𝗽𝗿𝗼𝘃𝗲𝗻 𝘀𝘂𝗰𝗰𝗲𝘀𝘀 𝗶𝗻 𝗛𝗥 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽, I specialize in driving organizational change, fostering employee engagement, and implementing innovative, data-driven HR strategies. I’m passionate about transforming HR functions to align with business objectives, ensuring long-term success, and empowering diverse teams.

🔑 𝗞𝗲𝘆 𝗘𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 & 𝗔𝗰𝗵𝗶𝗲𝘃𝗲𝗺𝗲𝗻𝘁𝘀:

𝗛𝗥 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻: Led multiple large-scale HR transformations, 𝗿𝗲𝘀𝘂𝗹𝘁𝗶𝗻𝗴 𝗶𝗻 𝗮 𝟮𝟱% 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲 𝗶𝗻 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝟭𝟱% 𝗿𝗲𝗱𝘂𝗰𝘁𝗶𝗼𝗻 𝗶𝗻 𝘁𝘂𝗿𝗻𝗼𝘃𝗲𝗿.

𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻: Designed and implemented compensation strategies that optimized pay equity and performance alignment, 𝗹𝗲𝗮𝗱𝗶𝗻𝗴 𝘁𝗼 𝗮 𝟭𝟬% 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁 𝗶𝗻 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻.

𝗦𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Successfully aligned HR and business strategies across global teams, enhancing cross-functional collaboration and achieving business goals.

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 & 𝗧𝗲𝗮𝗺 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 : Led high-performing teams across multiple regions, 𝗿𝗲𝘀𝘂𝗹𝘁𝗶𝗻𝗴 𝗶𝗻 𝗮 𝟮𝟬% 𝗯𝗼𝗼𝘀𝘁 𝗶𝗻 𝘁𝗲𝗮𝗺 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆 

𝗔𝗜 & 𝗛𝗥 𝗧𝗲𝗰𝗵:  Spearheading AI-driven HR initiatives, enhancing talent acquisition, employee engagement, and operational efficiency.

🎓 𝗖𝗲𝗿𝘁𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 & 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴:

ChatGPT for NLP – Utilizing AI to streamline HR processes.

Leading Teams: Building Effective Team Cultures – (Score: 94.36%) Mastery of leadership, DEI, and team dynamics.

AI-Driven HR Analytics & Digital Transformation (XLRI) – Transforming HR practices through data-driven insights.

🏆 𝗔𝘄𝗮𝗿𝗱𝘀 & 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻:

𝗧𝗼𝗽 𝟭𝟬 𝗚𝗹𝗼𝗯𝗮𝗹 𝗛𝗥 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗘𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲 𝗔𝘄𝗮𝗿𝗱 (𝟮𝟬𝟮𝟮 & 𝟮𝟬𝟮𝟰)

Recognized by LinkedIn as Top HR Consulting Voice, Top HR Operations Voice, and Top Team Motivation Voice.

💡. 𝗧𝗵𝗼𝘂𝗴𝗵𝘁 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 :

Host of “HR Talks” – Engaging industry experts on HR trends, AI, and the future of work.

Contributor to the Digital HR Corner Newsletter, sharing insights on HR transformation, AI, and employee engagement strategies

Let’s connect to explore HR innovation, AI integration, and strategies for building high-performing, future-ready teams!

𝐌𝐲 𝐂𝐮𝐫𝐫𝐞𝐧𝐭 𝐑𝐨𝐥𝐞 : 𝐆𝐥𝐨𝐛𝐚𝐥 𝐑𝐞𝐰𝐚𝐫𝐝𝐬 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐏𝐚𝐫𝐭𝐧𝐞𝐫 

Impact :  95+ countries & 1.00+ Lakh Employee count : ePA , SOX Audits, Work council 

𝐎𝐯𝐞𝐫𝐬𝐞𝐞𝐬 𝐀𝐬𝐬𝐢𝐠𝐧𝐦𝐞𝐧𝐭 : 𝟐 𝐰𝐞𝐞𝐤𝐬 (𝐘𝐫 𝟐𝟎𝟐𝟎) in Basel, for Global SELECT Long Term Incentive Granting Process Support for North America and Rest of the World Globally.

𝐑𝐞𝐰𝐚𝐫𝐝𝐬 & 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 : Received Recognition and Awards like Above & Beyond along with Key Global stakeholder appreciations 

𝐆𝐚𝐥𝐚𝐱𝐲 𝐀𝐰𝐚𝐫𝐝 "𝟓𝟎𝟎+" 𝐒𝐩𝐚𝐫𝐤 𝐏𝐨𝐢𝐧𝐭𝐬  : 𝐟𝐨𝐫 𝐎𝐮𝐭𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐄𝐟𝐟𝐨𝐫𝐭𝐬 & 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐃𝐞𝐥𝐢𝐯𝐞𝐫𝐲 𝐨𝐟 𝟐𝟎𝟐𝟏-𝟐𝟐 𝐘𝐄 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 : 𝐀𝐰𝐚𝐫𝐝𝐞𝐝 𝐢𝐧 𝐌𝐚𝐫𝐜𝐡 𝟐𝟎𝟐𝟐

🔵 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐞𝐝 𝐟𝐨𝐫 𝐃𝐞𝐥𝐢𝐯𝐞𝐫 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐯𝐞 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 : 𝟐𝟎𝟐𝟏/𝟐𝟐 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐜𝐲𝐜𝐥𝐞

𝐂𝐒𝐀𝐓 𝐒𝐜𝐨𝐫𝐞 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐝 :🔵 91% 𝐢𝐧 2021/22 𝐕𝐬 89% 𝐢𝐧 2020/21 𝐕𝐬 88% 𝐢𝐧 2019/20

🔵 Driving Talent & Performance Strategies to Build Organizational towards Future ready workplace
•Ensure internal equity and external competitiveness of the Company’s salary structure and programs through Market Benchmark Analysis
•Leading Annual Compensation planning cycle by driving Key C&B Strategies and Core Values along with Technology Enablement 
•Active role in driving Key Global projects and key initiatives, including organization structuring, organization changes, integrations, benefits.
•Catalyst for an effective project management, development and control process and standards in line with the Process Mapping & delivery framework.
•Drive HR Transformation Projects by identifying gaps and driving initiatives to automate and streamline processes and User Friendly Technology as a Business Project Manager 
•Execute complex organizational design, change and transformation programs around strategic objectives for the Business Division

𝐀 𝐬𝐭𝐫𝐨𝐧𝐠 𝐦𝐢𝐥𝐞𝐬𝐭𝐨𝐧𝐞 𝐚𝐭 𝐭𝐡𝐞 𝐆𝐥𝐨𝐛𝐚𝐥 𝐓𝐏𝐎 𝐚𝐧𝐝 𝐇𝐑 𝐒𝐮𝐦𝐦𝐢𝐭 𝟐𝟎𝟐𝟓 ‼️

This summit by TELANGANA TPO ASSOCIATION  was a reminder of why this field still matters. When you stand in front of thousands of students and educators, you see the real impact of the choices we make as HR leaders. We shape opportunities. We shape confidence. We shape futures.

Being honoured with the HR Recruitment Award 2025 added weight to that responsibility. Awards are not endpoints. They are signals that the work is moving in the right direction. They push you to raise the bar again.

My message to the audience was simple. The world of work is entering a decisive phase. AI will amplify potential, but only for those who are willing to unlearn, adapt, and lead with intent.

👉 Key messages would like to share :

✔️Skills define relevance. Titles do not.

✔️ AI is a lever, not a shortcut. The leaders who win will be the ones who use it to deepen human judgment, not replace it.

✔️ Early career talent deserves clarity and honesty, not polished narratives.

✔️ HR must become a force multiplier for business outcomes, not a support function running legacy processes.

✔️The next decade belongs to people who can translate complexity into action.

Meeting young talent reinforced something important. They are not looking for inspiration. They are looking for direction. If we want to build a stronger workforce, we must step up and give it to them.

Thank you to Telangana and TPOA and #Vignan for the platform and the recognition. Grateful for the momentum. Ready for what comes next.

It was great opportunity to hear from leaders and thanks to Shri Lavu Krishna Devarayulu garu ! Thanks to everyone who made this event a grand success 

#HR #AIInHR #Leadership #FutureOfWork #PeopleAndCulture #TPOA #HRSummit2025

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Celebrating my new certification! 

Key Insights I Am Taking Back from #SHRM IAC 2025

I joined the SHRM India Annual Conference and Expo 2025 virtually this year. It was a strong reminder of how quickly the HR landscape is shifting and how critical it is for leaders to stay ahead of that curve. The discussions were sharp, practical and focused on what matters for the next decade.

👉These are the insights that stood out for me.

✔️HR is moving from process execution to intelligence delivery. Leaders expect HR to turn workforce signals into decisions, not just dashboards.

✔️ AI in HR is leaving the experimental stage. The advantage now lies in disciplined operating models that embed AI into daily workflows.

✔️ Capability building is a priority. Teams that cannot work with data, automation and AI agents will fall behind fast.

✔️ Employee experience is shifting to proactive support. Early-warning systems and predictive insights matter more than reactive interventions.

✔️ Culture is now a measurable asset. Leaders want evidence of behavioural consistency, not slogans.

✔️ Rewards and performance cycles need more speed. Static annual rhythms cannot support dynamic business environments.

✔️HR’s risk responsibilities are expanding. AI governance, transparency and workforce trust are becoming core leadership duties.

Events like SHRM India IAC help reset perspective. They challenge assumptions and sharpen how we lead people, process and technology. Thank you to SHRM India for the thoughtful agenda and for recognising participation through the certificate.

#SHRMIAC25 #HRLeadership SHRM  #FutureOfWork #AIinHR #PeopleStrategy #ContinuousLearning

𝐀 𝐌𝐞𝐚𝐧𝐢𝐧𝐠𝐟𝐮𝐥 𝐌𝐢𝐥𝐞𝐬𝐭𝐨𝐧𝐞 𝐚𝐭 𝐭𝐡𝐞 𝐓𝐈𝐌𝐒𝐑 𝐇𝐑 𝐒𝐡𝐚𝐩𝐞𝐫𝐬 𝐒𝐮𝐦𝐦𝐢𝐭 𝟐𝟎𝟐𝟓 ‼️

The #TIMSR HR Shapers Summit 2025 was more than a gathering of HR leaders. It felt like a moment where our function paused, looked at itself honestly and pushed the conversation forward. Being part of that room was energizing. Being recognized with two awards was humbling and defining.

𝗠𝘆 𝘀𝗶𝗻𝗰𝗲𝗿𝗲 𝘁𝗵𝗮𝗻𝗸𝘀 𝘁𝗼 𝘁𝗵𝗲 𝗲𝘀𝘁𝗲𝗲𝗺𝗲𝗱 𝗷𝘂𝗿𝘆 𝗳𝗼𝗿 𝗰𝗵𝗼𝗼𝘀𝗶𝗻𝗴 𝗺𝗲 𝗳𝗼𝗿

• 𝗕𝗲𝘀𝘁 𝗖&𝗕 𝗥𝗲𝘄𝗮𝗿𝗱 𝗼𝗳 𝘁𝗵𝗲 𝗬𝗲𝗮𝗿
• 𝗛𝗥 𝗩𝗶𝘀𝗶𝗼𝗻𝗮𝗿𝘆 𝗦𝗽𝗲𝗮𝗸𝗲𝗿 𝗔𝘄𝗮𝗿𝗱

These awards matter because they validate the work that often happens behind the scenes. Work that demands depth, discipline and the courage to make structural choices that impact people’s lives.

𝗪𝗵𝗮𝘁 𝗧𝗵𝗲𝘀𝗲 𝗔𝘄𝗮𝗿𝗱𝘀 𝗥𝗲𝗮𝗹𝗹𝘆 𝗥𝗲𝗽𝗿𝗲𝘀𝗲𝗻𝘁

• 𝗕𝗲𝘀𝘁 𝗖&𝗕 𝗥𝗲𝘄𝗮𝗿𝗱 𝗼𝗳 𝘁𝗵𝗲 𝗬𝗲𝗮𝗿

This is not an award for designing pay. It is an acknowledgment of how rewards can shape culture. When simplicity, fairness and business alignment come together, rewards stop being transactional. They become a strategic lever that builds trust and accelerates performance.

• 𝗛𝗥 𝗩𝗶𝘀𝗶𝗼𝗻𝗮𝗿𝘆 𝗦𝗽𝗲𝗮𝗸𝗲𝗿 𝗔𝘄𝗮𝗿𝗱

This is a reminder that leadership is not about speaking. It is about shifting thinking. Vision matters only when it challenges outdated beliefs and expands the organization’s field of view. The future of HR is being written now, and those who are willing to question, reimagine and rebuild will shape it.

What stood out at the summit was the collective intent. Leaders in the room were not chasing trends. They were shaping possibilities. The discussions on AI, skills, compliance and culture were not theoretical. They were practical, grounded and future ready.

𝗠𝘆 𝗔𝗱𝘃𝗶𝗰𝗲 𝘁𝗼 𝗛𝗥 𝗔𝘀𝗽𝗶𝗿𝗮𝗻𝘁𝘀

• Strengthen your understanding of data, business models and technology. It will define your relevance.
• Learn to listen deeply and challenge respectfully. Focus on impact, not activity. HR gains power when it solves real problems, 

Speaking with these young professionals reinforced one thing. The future of HR is in capable hands, if we continue to guide, challenge and invest in their growth.

I would Like to Thank Thakur Institute of Management Studies and Research , Rahul Harshavadan Mehta, Vidya Nakhate Ph.D. Dr. Nidhi S. and HR Shapers Ashish Gakrey , and the entire team

Heartfelt thanks to Esteemed Jury for selecting me for the award: Babu Bhaskaran Dr. Kavindra Pant Harminder Bareja Shwetha Ram Sanjay Kavathalkar Ramesh Mitragotri Preeti Naik Joy Banerjee


𝗧𝗵𝗶𝘀 𝘀𝘂𝗺𝗺𝗶𝘁 𝘄𝗮𝘀 𝗻𝗼𝘁 𝘁𝗵𝗲 𝗳𝗶𝗻𝗶𝘀𝗵 𝗹𝗶𝗻𝗲. 𝗜𝘁 𝘄𝗮𝘀 𝗳𝘂𝗲𝗹. 𝗔𝗻𝗱 𝗶𝘁 𝗵𝗮𝘀 𝘀𝗵𝗮𝗿𝗽𝗲𝗻𝗲𝗱 𝗺𝘆 𝗰𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁 𝘁𝗼 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸 𝗮𝗵𝗲𝗮𝗱.

#HRLeadership #HRShapers #LeadershipImpact #CompensationAndBenefits #PeopleAndCulture #AIinHR #TIMSR #bharathspeaks

𝐂𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐢𝐧𝐠 𝐦𝐲 𝐧𝐞𝐰 𝐜𝐞𝐫𝐭𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧! 

𝐖𝐡𝐲 𝐄𝐯𝐞𝐫𝐲 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐍𝐞𝐞𝐝𝐬 𝐚𝐧 𝐀𝐈 𝐂𝐨𝐮𝐧𝐜𝐢𝐥 𝐓𝐨𝐝𝐚𝐲 ❓

I completed the LinkedIn Learning program on Building an AI Council That Drives GenAI Adoption and Innovation. It reinforced a simple reality. 

AI adoption fails when ownership is unclear and decisions are scattered. A structured AI council is no longer optional. It is the only way to drive responsible and scalable transformation.

The course offers a sharp view of how to move from experimentation to disciplined execution.

👉 𝗞𝗲𝘆 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝘁𝗵𝗮𝘁 𝘀𝘁𝗼𝗼𝗱 𝗼𝘂𝘁:

✔️ AI needs governance before enthusiasm. Without clear policies and accountability, even good ideas lose traction.

✔️ Strategy matters more than tools. You drive value when AI aligns to business priorities, not when you chase new features.

✔️ Cross functional ownership is the real unlock. HR, tech, business, and risk teams need one table, not parallel conversations.

✔️ Adoption rises when communication is simple. People get on board when they understand why the change matters and how it affects their day to day.

✔️ Innovation comes from structure, not chaos. A council creates clarity, focus, and guardrails for experimentation.

Thank you to LinkedIn Learning for building a program that gets straight to the point and helps leaders cut through the noise around GenAI.

Thanks to Jim Sterne for this Insightful course ! 

𝗧𝗵𝗶𝘀 𝗶𝘀 𝗮 𝘁𝗶𝗺𝗲𝗹𝘆 𝗿𝗲𝘀𝗼𝘂𝗿𝗰𝗲 𝗳𝗼𝗿 𝗮𝗻𝘆𝗼𝗻𝗲 𝗽𝗿𝗲𝗽𝗮𝗿𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝗔𝗜 𝗮𝘁 𝘀𝗰𝗮𝗹𝗲.

𝗠𝘆 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗷𝗼𝘂𝗿𝗻𝗲𝘆 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗲𝘀 ! 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹𝗹𝘆 𝗜 𝗮𝗺 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗶𝗻𝗴 𝗺𝘆 𝗸𝗲𝘆 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴𝘀

#AILeadership #GenAI #AIAdoption
#DigitalTransformation #ResponsibleAI
#FutureOfWork #BusinessStrategy #bharathspeaks

Celebrating my new certification! 

What Yuva AI for All Taught Me About Using AI With Confidence

I completed the #Yuva AI for All program, and it reinforced something simple: AI is only as powerful as our ability to use it with clarity. 

The course cuts through the noise and focuses on the basics that matter in real work. It gave me a clearer way to think about data, decisions, and responsible adoption.

👉The key lessons were practical.

• AI works on patterns. If the data is weak, the output collapses.

• Problem definition is the real differentiator. When you frame the issue well, the solution becomes obvious.

• Responsible use is not optional. Fairness, bias, and privacy need to be checked every single time.

• Digital confidence comes from doing, not reading. Trying the tools is what builds capability.

I value programs that make AI accessible without diluting the depth. This one does that well.

A sincere thank you to the team behind this initiative for creating a structured path that helps professionals like me adopt AI with clarity and purpose. #futureskills 

Link : https://lnkd.in/dQUdrfbg

If someone is starting their AI journey and wants a grounded foundation, this is a strong place to begin.

#AIForAll #DigitalSkills #ResponsibleAI
#FutureOfWork #AIAdoption
#ContinuousLearning #SkillDevelopment
#TechForGood #AITransformation

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Anand Vaishampayan

T.K Bharath Kumar

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taplio

The Battle

Anand Vaishampayan

T.K Bharath Kumar

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Anand Vaishampayan's LinkedIn Performance

Performance ScoreT.K Bharath Kumar's LinkedIn Performance

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Performance ScoreAnand Vaishampayan's LinkedIn Performance