Aesara Partners 

At Aesara Partners, our mission is simple: enable you to be the best version of yourself. We offer a range of focused services that unlock the potential of people, teams and cultures to maximise business performance. 

Collectively our Partners and Associates have decades of experience both in executive coaching and as board level leaders themselves working in multiple sectors across global markets.

Partner & Executive Coach

Doshisha University

Professor of Strategic Management, Global MBA Program

The CFO Coach K.K.

The CFO Coach K.K. is a boutique executive coaching firm specializing in developing High-Performance​ Financial Leaders and Teams.

Founder & Executive Coach

Kansai Gaidai University

•	Awarded President's Global Education Award (Teacher of the Year).

Professor of Leadership & Management

Benesse Holdings, Inc. (USD 4.5B; Tokyo Stock Exchange Code: 9783)

•	Member of the Board of Directors for Berlitz Corporation; Benesse Corporation; and Benesse Style Care.  Chairman of Audit Committee for Berlitz Corporation. Member of Benesse Holdings Pension Committee.
•	Global CFO covering all 40+ Benesse group companies
•	Championed and supported multiple cash generation initiatives including a CFO led "Save to Grow" initiative to improve Company Financial performance and to identify significant savings for business reinvestment
•	Enhanced Finance bench strength and hired a high potential team to start financial business consulting
•	Implemented several process and capability best practices to move group companies towards global standards

Global Chief Financial Officer & Corporate Senior Vice President

McCann Worldgroup Holdings

• Overall Responsibility for Operations (Finance, IT, Legal, and Administration - 10 legal entities) 
• Successfully turned around long term loss making lead agency by delivering double digit margin improvements within two years
• Delivered double digit margin improvements for all six MWG Group companies 
• Built a new Finance team and moved from Scorekeeping to Business Partnership and improved business performance
• Major projects within last two years include: 
  - Shared Service center creation/migration
  - New Financial System Migration
  - Acquisition & Divestiture
  - Business Turnaround
  - Retirement Plan consolidation/change
  - Office relocation/rent reductions

Group Chief Financial Officer, Executive Vice President, and Member of The Board

Becton, Dickinson and Company

• Led Finance, Procurement, General Affairs, and Rebates teams (43 staff) to deliver multi-million dollar cash and profit performance improvement for first year and beyond. Exceeded all budget expectations.
• Engaged Japan Management Team and Global Finance Leadership Team on company objectives to deliver best outcome (Finance Transformation initiative, Sales effectiveness improvement, Key Account Management, Business Continuity plan, and strategy/selection of backup distribution center).  Led process for 2012-16 Business Plan development
• Developed and executed Finance department strategy and vision to move from scorekeeping to business partnership. Implemented job rotation program and hired several high potential employees to improve bench strength.
• Championed multiple Finance and Procurement initiatives including definition and implementation of new 401k Retirement Plan; divestiture of non-core business; change of primary banks (reduced bank fees by over 30%); vendor reduction process, and new travel expense management system 
• Taught New Manager Essentials program and selected as leadership trainer for PEPFAR program in South Africa to teach Leadership and Change Management to African Health Ministry officials

Finance and Administration Director

Avon Products Inc.

•	Implementation project leader for Avon Sales Leadership Framework (ASLF) – Highest priority project for the Company to adapt to a new Sales Model.  Completed project implementation in record timing.  Awarded regional award as part of ASLF Team. Only person in Asia recognized for both Top-line and Bottom-line contributions in the same year.
•	Defined and executed new vision and mission and led Sales Support department to complete over 40 initiatives (within a six-month period) as part of Team’s new journey towards field motivational excellence. Incorporated new processes to deliver high impact incentives, and to create Sales energy and momentum for sales turn-around.    
•	Achieved highest employee engagement scores with Sales Support Department significantly exceeding country results in over 95% of categories.  Previously had also led Finance department to highest employee engagement scores.
•	Global Project leader for a high potential, multi-functional, multi-national team to study and recommend actions to improve Global Sales Incentive management/spending process.
•	Oversaw execution of a variety of Company and Public/Media events ranging from Sales Conferences to Philanthropic events including Annual Awards to Women, and Pink Ribbon Campaign support.

Executive Director and Member of the Board

•	Responsible for Financial policy making/implementation and reporting for Avon Japan as a public company (including statutory/public, and Board Meetings). All year-end financial documents audited with no comments/exceptions.
•	Defined and executed new department Vision and Mission, and recruited, trained and developed a completely new Finance team (80% new hires within a six month period) to move from scorekeeping to business partnership. Finance team formed core of country high potential list.
•	Consistently over achieved profit performance commitment under adverse conditions of sales decline by aggressively managing strategic business needs with cost cutting; Delivered zero overhead growth during all years; Japan winner of regional awards for best cost management performance, and for boldest transformation strategy.
•	Provided leadership and support for critical decisions and strategy development as Japan Leadership Team Member.  Actively led change management process within company.
•	Consistently achieved best internal control results in Asia-Pacific/Avon over a period of eight audits.  Japan one of only two countries with highest audit rating. Outstanding performance generated support to remove Japan from list of High Coverage countries.
• Co-developed strategic/financial business case, and obtained approval for number of campaign reduction in 2006 making Avon Japan only country ever in Avon to undergo campaign reduction. 
• Independently analyzed and provided strategic direction for Plant study which challenged and reversed previous recommendation by outside consultants on plant closure.
• Provided leadership in several restructuring initiatives by providing an achievable plan to achieve 12% people related cost reduction.  Played lead role in this study representing Finance, Supply Chain and HR 
• Consistently achieved highest performance rating and nominations to several high potential programs
• Elected (and re-elected) to Board of Directors

Executive Director, CFO and Member of the Board of Directors

Delphi

• Prepared Asia-Pacific regional messages / presentations for Delphi Strategy Board, and for Delphi Board of Directors.
• Supported development and implementation of critical Asia-Pacific strategies.  Performed competitive intelligence and other special studies to identify risks / competitive threats and outlined regional / corporate response.
• Provided Miller Heiman strategic selling process training to Asia-Pacific personnel to improve value propositions and increase sales effectiveness.

Director Asia-Pacific Planning

• Management responsibilities for Finance, HR, General Affairs, and Six-Sigma.
• Active member of the Japan Strategy Board and Japan management team.  
• Six-Sigma Deployment Champion for Delphi Japan.

Delphi Japan – CFO & Administration Director

Country Responsibilities:
• Managed all finance functions including accounting, budgeting / forecasting and treasury.
• Lead development of cross-functional and cross-divisional Internal Control Review Board.
• Lead and supported strategic initiatives including venture development support, site enhancement, competitive analysis, transfer pricing, and cost reduction studies.
• Represented Japan in Asia-Pacific Financial Task Team.

Regional Responsibilities:
• Coached country CFO and staff to implement common financial reporting processes.
• Supervised and provided training for engineering / commercial / plant / site analysts.  Coordinated regional financial training programs for the sector in the Asia-Pacific region.
• Coordinated the regional budget, business plan, and capital management process.
• Supported development of common financial practices among ventures including:  Loan monitoring, F/X and cash management, compliance with accounting principles, report submission, etc. Provided regional oversight of venture risk exposure.

Asia-Pacific Senior Finance Mgr.

Executive Coach | MBA Professor | Ex-Global CFO

I help senior leaders master complexity, elevate strategic impact, and lead with authentic authority.

I bring over 25 years of C-level and boardroom experience as a former Global CFO for a $5B publicly traded company, combined with a deep commitment to human-centered leadership development.

Today, I coach global executives, CEOs, and leadership teams — specializing in executive transitions, strategic leadership, high-performance teams, and Asian leadership development.

I am also an MBA Professor of Leadership and Strategic Management, blending research-driven frameworks with boardroom-tested insights to develop transformational leaders.

Based in Kyoto, fluent in English, Urdu, and Japanese.

Connect with me: arif@thecfocoach.jp

Website: www.thecfocoach.jp (please sign up on my mailing list to receive future announcements and newsletters)

Arif Iqball

My HR Extension

As the Founder and CEO of My HR Extension, I am proud to introduce a dynamic and innovative solution in the HR landscape. Our platform is dedicated to transforming the way businesses handle human resources, offering an array of services tailored to meet the unique needs of each client.

🔍 What We Offer:
At My HR Extension, we specialize in providing comprehensive HR services that streamline operations, enhance employee engagement, and foster a positive workplace culture. Our offerings include:

Custom HR Solutions: Tailored strategies to align with your business goals.
Employee Management: From onboarding to exit interviews, we manage it all.
Compliance and Legal Advice: Ensuring your business stays ahead of regulatory changes.
Training and Development: Empowering your team with the skills they need to succeed.

Who We Serve:
Our clientele ranges from startups to established corporations across various industries. We understand that each business has its unique challenges, and we're here to provide innovative solutions.

Our Approach:
Innovation and personalization are at the heart of what we do. We leverage the latest technology to offer efficient, scalable, and effective HR services. Our team comprises seasoned HR professionals who bring a wealth of knowledge and expertise to every project.

Partnering with Us:
Choosing My HR Extension means gaining a reliable partner who understands the nuances of HR management. We're committed to helping your business thrive by taking care of your most valuable asset - your people.

The Results:
Our clients have seen remarkable improvements in employee satisfaction, operational efficiency, and overall business performance. We're not just a service provider; we're a growth facilitator.

Connect with Us:
Visit www.myhrextension.com to learn more about how we can transform your HR functions. Let's create a workplace where everyone can flourish!

#HRInnovation #EmployeeEngagement #BusinessGrowth #MyHRextension

CEO & Founder

Hartzell Air Movement

Strategic Insurance Shift Champion
Orchestrated a strategic shift in insurance providers, significantly reducing medical claims and enhancing customer service.

Diversity Hiring Strategist
Crafted and executed a hiring strategy that amplified workforce diversity from 0% to 60%.

Employee 401(k) Plan Innovator
Boosted employee 401(k) deferral rate from 2% to 8% through innovative plan design and robust educational initiatives.

Shared Services Model Architect
Spearheaded the reorganization of two companies into a shared services model, significantly cutting operational overhead.

Benefits Management Leader
Managed a legacy pension plan's freezing and eventual termination, showcasing efficient benefits management.

Marketing Team Builder
Recruited and assembled a high-performing marketing team from scratch, focusing on cost-effective strategies.

Brand Guide Collaborator
Contributed to creating a comprehensive brand guide, encapsulating our market identity, aesthetics, and tone.

Social Media Engagement Pioneer
Launched initiatives to boost brand awareness and foster engagement across various social media platforms, leading to increased conversions.

Social Media Campaign Producer
Created and launched engaging social media campaigns that effectively expanded our follower base.

Product Video Creator
Produced multiple product videos, showcasing the unique advantages of Hartzell products.

Website Redesign Leader
Led a website redesign based on customer journey insights from Google Analytics, resulting in improved goal conversion rates.

Virtual Product Booth Strategist
Devised a virtual product booth in response to trade show cancellations due to the COVID-19 crisis, ensuring business continuity.

Marketing Initiatives Strategist
Strategized and implemented various marketing materials and initiatives, including email campaigns, sales sheets, market brochures, SEO enhancements, product catalogs, and videos, driving brand visibility and business growth

Vice President Human Resources and Marketing

People-Centric Strategy Architect at Hartzell
Crafted and implemented people-centric experiences that influence every facet of our organization, including employees, customers, sales reps, and distributors worldwide.

End-to-End People Programs Innovator
As a People Executive Leader, spearheaded comprehensive people programs and talent development, cultivating a culture of collaboration and growth through strategic partnerships with organizational leaders.

Self-Insurance Medical Plan Implementer
Successfully launched a reference-based pricing self-insurance medical plan, resulting in a remarkable year-one claims savings of $1M.

Diversity and Inclusion Advocate
Devised and executed a transformative hiring strategy that augmented our workforce from 0% to 60% minority ethnicity, underscoring our commitment to diversity and inclusion.

Management Development Program Creator
Established a management development program that fostered a culture of continuous improvement and supportive feedback, enhancing team performance and cohesion.

Technical Career Paths Developer
Formulated technical career paths for niche hardwood industry roles, such as graders, kiln operators, and boiler operators, providing clear growth opportunities and skill enhancement.

Sustainability Champion
Introduced sustainability initiatives like a comprehensive recycling program and a tree planting program, affirming our commitment to environmental stewardship

Vice President Human Resources

Transformative HR Leader with a Passion for People Development
As the head of the Human Resources department at Hartzell, I've had the privilege of leading a team of six dedicated HR professionals. Through innovative process improvement strategies and the strategic separation of work tasks, I was able to streamline operations and reduce headcount by 50%, making our department more efficient and agile.

Champion of Employee Financial Wellness
I spearheaded an initiative to increase the average 401(k) deferral rate from 2% to 5%. This was achieved through comprehensive employee education and introducing a new fiduciary partner.  This initiative was part of a broader commitment to improving our team's financial wellness and long-term security.

Architect of Business Structure Optimization
I reorganized three separate businesses into a unified matrix organization in a significant restructuring endeavor. This restructuring created a shared service structure for all support functions, enhancing cross-functional collaboration and reducing overheads.

Pioneer of Fair and Competitive Compensation
I implemented a compensation pay band system to recognize the importance of fair and competitive pay. This system was developed considering market data and internal equity, ensuring our compensation strategies were both externally competitive and internally fair.

Catalyst for Performance-Driven Rewards
To further drive performance and recognize the efforts of our team, I put in place a new annual incentive bonus plan for managers and above. This plan was designed to reward individuals based on both the company's performance to plan and their performance, fostering a culture of high achievement and mutual success.

My passion lies in making work a place to earn a living and a space for personal growth, fulfillment, and mutual success​.

Director of Human Resources

Midmark Corporation

Strategic Business Partner Across Key Functions
I've worked closely as a business partner with key functions including Finance, Information Technology, Marketing, Customer Service, Marketing Communications, and Engineering. My role has involved bridging the gap between these departments and HR, ensuring alignment of people strategy with business objectives.

Creator of Efficient Sourcing Strategies
In a bid to streamline our hiring process, I designed and implemented a sourcing strategy that drastically reduced our average 'days to fill' from 94 to 32 days. This efficiency enhancement has enabled us to secure top talent swiftly, minimizing disruption and productivity loss associated with vacant roles.

Lead Contributor in Regulatory Compliance
As a key team member on the FDA training project, I helped design and implement a new Standard Operating Procedure (SOP), learning plans, and a new tracking system. This initiative ensured compliance with regulatory requirements, maintaining our commitment to quality and safety.

Architect of HR Technology Integration
Recognizing the transformative potential of HR technology, I investigated and authored a $500,000 business case for the implementation of an integrated HR technology solution. We are currently in the design phase with Oracle HCM, incorporating modules for recruiting, onboarding, social sourcing, core, benefits, and learning.

Innovator of Recruiting Models
To address the challenge of sourcing specialized talent, I implemented a learning center recruiting model in Engineering. This model has allowed us to create a bank of ready-to-hire engineers, ensuring a steady pipeline of talent to meet our evolving needs.

Strategist of HR Structure Optimization
To better align our HR function with customer needs, I restructured the corporate human resources personnel. This restructuring has allowed us to be more responsive and adaptive to the needs of our internal and external stakeholders.

Corporate Human Resources Manager

HR Business Partner for Diverse Workforce
As an HR Business Partner at Hartzell, I've had the opportunity to support a diverse workforce of 500 individuals, including 400 production staff and 100 professionals. My role has involved understanding the unique needs and expectations of these diverse groups and working to create HR policies and practices that address them effectively.

Leader of HR Manufacturing Team
Setting the vision and metrics for the HR Manufacturing Team has been one of my key responsibilities. I've worked to foster a results-oriented culture within the team, driving our HR initiatives forward to meet our strategic objectives.

Budget Management for Long-Term Success
Understanding the importance of financial prudence in ensuring long-term success, I've managed the HR budget meticulously. This has involved balancing the need for cost-effectiveness with the necessity of investing in our people and our HR capabilities.

Implementer of Succession Planning Tool
Recognizing the importance of future-proofing our organization, I implemented an in-house succession planning tool. This tool, equipped with built-in metrics, enables us to identify potential gaps in our leadership pipeline and proactively address them.

Creator of Learning Module System
I implemented a learning module system for yearly compliance training to enhance efficiency and productivity. This innovative system has reduced managers' hours from their core responsibilities by 5 hours, leading to significant gains in operational efficiency.

Designer of New Merit Process
In a bid to increase consistency and deliver cost savings, I implemented a new merit process. This initiative resulted in cost savings of $75,000, demonstrating the significant impact of well-conceived and executed HR initiatives on the organization's bottom line.

Plant Human Resouces Manager

Senior HR Generalist for Manufacturing Sector
In my role as Senior HR Generalist, I've had the privilege to support our Versailles manufacturing organization, which includes six operating groups and supply chain components like logistics and purchasing. I've been a key HR resource for 500 of our Versailles-based teammates.

Quality Initiative Participant
I contributed significantly to a quality initiative aimed at improving on-the-job training for our general assembly teammates. This initiative underlines our commitment to ensuring our team members have the skills and knowledge they need to excel in their roles.

Innovative Recruitment Process Developer
Recognizing the importance of efficient and effective recruitment, I implemented an innovative process that reduced time-to-fill from 45 days to just 4 days, while also decreasing bad hires by an impressive 45%.

Hiring Model Business Case Developer
I crafted a compelling business case for a new hiring model, transitioning from temp-to-hire to direct hiring. This approach resulted in the mass hiring of our entire temporary workforce, bringing 35 employees directly onto our payroll.

Machinist Training Program Designer
In response to a persistent gap in our workforce, I designed a comprehensive machinist training program. This initiative reduced training time from 30 weeks to 5 weeks, and boosted productivity capabilities to 45%.

Secured Training Grants
Understanding the importance of external funding to support our HR initiatives, I secured $75,000 in training grants from the State of Ohio. This funding has been instrumental in supporting our training and development programs

Senior Human Resources Generalist

Training Grants Securer
Recognizing the value of external funding in enhancing our HR initiatives, I successfully secured $175,000 in training grants from the State of Ohio. This substantial financial support has been vital in driving our training and development efforts forward.

Gap Analysis Conductor & Customer Service Training Implementer
I conducted a comprehensive gap analysis that led to the implementation of targeted training for our customer service departments. This initiative has been integral in boosting the proficiency and service quality of our customer-facing teams.

Innovative Onboarding Program Developer
Understanding the importance of first impressions, I implemented an innovative onboarding program dubbed the "Teammate Experience." This unique approach has helped ensure a smooth transition for new hires into our corporate culture and work processes.

Online Learning Resource Designer
I spearheaded the design of an online learning resource, Midmark University. This platform has served as a critical tool for continuous learning and skills development among our staff members.

Due Diligence Participant During Plant Closing
I was actively involved in the due diligence process during a plant closing. This experience highlighted the importance of meticulous planning and effective communication in navigating complex organizational changes

Human Resources Generalist

Crown Equipment Corporation

PeopleSoft LMS Manager
Managed the PeopleSoft Learning Management System, optimizing functionality to support our HR initiatives effectively.

Computer-Based Training Facilitator
Leveraged the power of technology to facilitate computer-based training, using demonstrated performance techniques to maximize learning outcomes.

Training Website Creator
I developed a training website, serving as a comprehensive learning resource for the entire corporation, fostering a culture of continuous learning and development.

Process Streamliner
Streamlined various processes, leading to more efficient and cost-effective HR solutions that positively impact the bottom line.

PeopleSoft Performance Management Module Investigator
Conducted a thorough investigation of the performance management module in PeopleSoft, exploring its potential to improve our HR processes.

Company Competencies & Position Matrix Developer
Played a key role in developing company competencies and position matrix, which has become a cornerstone of our talent management strategy.

Supervisor Training Program & Interview Training Pilot
Piloted the supervisor training program and interview training, enhancing the capabilities of our managerial staff and recruitment team.

InfoLink Training Modules Tester
Tested InfoLink training modules to ensure their effectiveness and relevance to our workforce's learning needs.

Workforce Development Supporter
Actively supported the Leadership Development Manager in workforce development efforts, contributing to the cultivation of a highly skilled and competitive workforce.

Leadership Training Program Manager
Managed a leadership training program and Dimensions of Professional Selling, equipping our leaders with the skills and knowledge necessary to drive team performance and business success

Training Coordinator

Standard Register

VP of HR Support
On a short-term assignment, I provided critical support to the VP of HR, tackling strategic HR initiatives and contributing to the overall HR function's effectiveness.

Recruiting Strategy Developer
Developed a unique recruiting strategy leveraging creative techniques, managed to keep within budget constraints, which attracted high-caliber candidates.

Engineering Management Development Program Manager
Managed the Engineering Management Development Program, nurturing future leaders in our engineering department.

Succession Planning Administrator
Administered succession planning, ensuring our organization's future leadership is secure and ready to meet evolving business challenges.

FMLA Administrator
Managed the administration of FMLA, ensuring compliance and supporting our employees during their crucial life events.

Sales Position Recruiter
Recruited for key sales positions using the Top Grading model, bringing in top-tier talent to drive our sales performance.

Due Diligence Report Evaluator
Evaluated due diligence reports, providing insightful analysis and recommendations to support strategic decision-making.

Severance Agreements Administrator
Administered severance agreements, ensuring our organization navigated employee departures in a fair, respectful, and compliant manner

Human Resources Administrator

Training shouldn’t be a checkbox. It should change behavior, build culture, and drive business results.

I create game-based training experiences that turn eye-roll-inducing topics into something employees actually enjoy, remember, and apply. From compliance to leadership to business acumen — we transform learning into something that sticks.

After 20+ years in HR, I founded My HR Extension to solve the problem most training never touches: real change. We blend behavioral psychology, how adults actually learn, and game mechanics to make training more than informative — we make it effective.

🎯 Who We Help
We work with L&D leaders, HR pros, and forward-thinking CEOs who are tired of:

“Mandatory” training no one retains
Managers promoted with no people skills
Culture-building efforts with no measurable ROI
Critical topics (like safety, finance, or DEI) taught through boring slides
Employee turnover caused by lack of development or leadership

🎲 What We Offer
We design and deliver:

Ready-to-play HR games for compliance, leadership, interviewing, and team culture
Custom game development: converting your existing training into powerful, memorable learning 
Cross-departmental gamification for topics like:
  Safety
  Project management
  Business and financial acumen
  Fiduciary responsibility
  Quality systems
  And more...

Whether it’s onboarding, leadership, DEI, or department-specific initiatives, our games drive engagement, retention, and results.

💡 Why It Works
We apply the science of behavior change and adult learning — not corporate jargon — to design:

Emotion-driven learning experiences
Roleplay and challenge-based games
Facilitated workshops (on-site or virtual)
Tangible ROI in retention, legal risk reduction, and manager capability

We don’t just “make training fun.” We make it impactful. Scalable. Sticky. And unforgettable.

🎁 Ready to experience it for yourself?
Start with a free digital download of our PWFA Compliance Game 👇
https://info.myhrextension.com/pwfa-memory-matching-game-1

How to reach me:
📧 casey@myhrextension.com
🌐 www.myhrextension.com

Casey Webster

HR didn’t start as “strategic.”

It started as industrial welfare - a post-WWI effort to manage fatigue and factory discipline.

By the 1950s, it evolved into personnel administration focused on paychecks, policies, and procedures.
And for decades, that’s where it stayed.

But today’s workplace demands more.

⚠️ Modern HR leaders can’t afford to stay stuck in the transactional past. You’re not just writing handbooks or solving compliance problems.

You’re shaping culture, driving performance, and anchoring business strategy.

This cheat sheet lays out the shift clearly:
- From paper-pushing to performance-driving
- From enforcing policies to enabling people
- From tactical to transformational

Save it. Use it. Share it with your execs.

Because the way you frame HR… 
is the way your business will treat it.

Fractional HR Leader for Growing Companies + Founder of 10X Talent — The Community for Strategic HR Leaders

Most executives say they want HR to be strategic.

But too often, they see HR as an expense instead of an investment.

That is not because HR lacks impact.
It is because too many teams fail to prove it in business terms.

Real strategic HR is not about 
more policies or buzzwords.

It is about showing how people investments drive outcomes leaders care about: revenue growth, risk reduction, operating margin.

I spent years at the executive table translating HR work into numbers leaders actually listened to.

When HR shows clear ROI, it earns trust.
It earns budget.
It earns a seat at the table where decisions get made.

taplio

The Battle

Arif Iqball

Casey Webster

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Casey Webster

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