The Most Promising CHRO Leader to Watch in India - 2024

1. Vol. 11| Issue 12 | 2024 The Most Promising CHRO Lead to Watch in India - 2024 Rajat Seth Vice President of Human Resources Elan Group RAJAT Seth Seth Revolutionizing Human Resources by Making an Impact as a ‘People’s Person’

2. The Most Promising CHRO Lead to Watch in India - 2024

4. Editor’s Note RAJAT SETH – A HUMAN RESOURCES LEADERSHIP OF THE TECH-EMPOWERED FUTURE I n the ever-evolving landscape of human resources, visionary leaders who could integrate strategic foresight with people-centric practices are the need of the hour. Among the rising stars in India's HR ecosystem is Rajat Seth of Elan Group. His approach towards human capital management with a transformative leadership style has put him at the top of his league. employees to grow with the organization, creating innovation and resilience in the face of competitive market demands. In a world where various forms of uncertainty surround this generation, Rajat Seth has been an agile and foresighted leader in trying times. From installing robust health and safety protocols throughout the pandemic to promoting a culture of adaptability in the face of changing market dynamics, he has truly proven himself to be forever devoted to the well-being of his employees and the success of the organization itself. The entire career trajectory of Rajat showcases his commitment to HR being an enabling activity for organizational success. His career and work have been aligned with India's largest realty company, Elan Group, which is building a collaborative, innovative, and empowering workplace culture. What makes his leadership stand tall is the way in which alignment of HR to business objectives would be used-both for ensuring operational efficiency while creating a sense of belonging among employees. As the Vice President of Human Resources at Elan Group, Rajat Seth shows what a transformational HR leader is. His commitment to excellence, innovation, and people-first practices makes him ‘The Most Promising CHRO Leader to Watch in India – 2024,’ of thisInsights Success India’sspecial edition, not only for the present but for the future. It is the digital transformation in HR that gives Rajat his signature feature. Elan Group, under Rajat, has brought the most cutting-edge HR technologies that optimize its processes from recruitment to performance management and, of course, employee engagement. He is a huge believer in the power of data-driven decision-making. Rajat believes that any HR strategy is informed, agile, and impactful in nature. You will witness in the following pages that the vision this leader carries with him seeks to redraw the landscape of HR and set new leadership benchmarks for the industry. Gaurav PR Wankhade Managing Editor gaurav.wankhade@insightssuccess.com Furthermore, what makes Rajat a progressive leader is his focus on diversity, equity, and inclusion. He acknowledged the value of diverse perspectives and has promoted initiatives to provide an inclusive environment where talent thrives regardless of background. His focus on continuous learning and professional development empowered

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8. F E A T U R I N G Rajat Seth Seth Revolutionizing Human Resources by Making an Impact as a ‘People’s Person’ Rajat believes that the future of HR lies in creating an environment where employees feel supported, empowered, and engaged.

9. Rajat Seth Vice President of Human Resources Elan Group

10. R R a solid foundation in understanding both the strategic and operational aspects of human resource management. Over the years, Rajat has demonstrated his ability to bridge the gap between business strategy and human capital, ensuring that the people function aligns with the organization’s overall objectives. enowned among his peers for his exceptional efficiency and in-depth domain knowledge, he has consistently demonstrated his capabilities as a remarkable human resources leader. His colleagues unanimously praise his assertiveness, goal-oriented approach, and pleasant demeanour. They also commend his presentability, knowledge, and unwavering dedication to excelling in all his endeavours. His ability to efficiently accomplish tasks, coupled with his thorough understanding of his field, has earned him widespread respect. His assertive nature allows him to navigate challenges with confidence and drive initiatives to completion. Moreover, his approachable and pleasant personality fosters positive working relationships and creates a conducive environment for collaboration. Leadership at Elan Group: A Strategic Approach As Vice President of HR at Elan Group, one of India’s leading real estate developers, Rajat plays a critical role in driving the HR initiatives of the Group. Elan Group is renowned for its luxury real estate projects and has consistently delivered high- quality developments that are synonymous with innovation, customer satisfaction, and excellence. Rajat’s guiding philosophy for HR leadership at Elan Group reflects these core values. He has been instrumental in making the company a Great Place To Work, ensuring that employees feel valued, motivated, and engaged. Beyond his professional qualities, he is known for his commitment to excellence. He consistently strives to exceed expectations and deliver outstanding results. His dedication and passion for his work are evident in his tireless efforts and unwavering focus on achieving his goals. In fact, the ever-evolving times of human resources have been transformed due to leaders like At Elan Group, Rajat oversees the entire gamut of HR functions, including workforce planning, recruitment, employee engagement, compensation, and talent management. He is particularly skilled at assessing existing HR processes and implementing measures aimed at enhancing both process efficiency and employee potential. His ability to identify organizational needs and design HR strategies in conformity with business objectives has significantly contributed to the company’s growth and transformation. Rajat Seth . He stands at the forefront of driving transformation, innovation, and people-centric strategies. As the Vice President of Human Resources at has garnered widespread recognition and multiple accolades, including the prestigious titles of “Top Most HR Leader in India” and “CHRO of the Year.” His extensive career, spanning over 17 years in the field of human resources, positions him as one of the most promising CHRO leaders to watch in India in 2024. Elan Group , Rajat Seth Rajat’s leadership approach is rooted in inclusiveness, collaboration, and continuous learning. He believes in fostering a culture where every employee feels empowered to contribute to the company’s success. By promoting open communication, facilitating brainstorming sessions, and providing tools for collaboration, Rajat ensures that his team is aligned with the company’s vision and motivated to achieve their best. A Journey Rooted in Passion for People Rajat’s journey into the dynamic world of human resources began with a strong inclination to make an impact as a “people’s person.” He started his career with DLF, one of India’s largest real estate companies, where he honed his skills in managing people and driving organizational growth. From the beginning, Rajat was driven by a deep passion for the human element in business, always excited to pursue a career that would allow him to build and nurture teams, foster employee engagement, and enhance organizational effectiveness. Driving Organizational Transformation through HR Best Practices In a highly competitive industry like real estate, the need for innovation and adaptability is paramount. Rajat’s strategic vision for HR transformation focuses on leveraging industry best practices to drive operational efficiency, enhance employee experience, and foster a culture of innovation. He has successfully led various HR functions, including performance management, training and development, selection and recruitment, compensation and benefits, and organizational structure planning. His educational background from the Indian Institute of Planning and Management, where he completed his MBA with a focus on HR and Marketing, provided him with

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13. R The Most Promising CHRO Leader to Watch in India - 2024 Rajat is constantly exploring new ways to improve HR service delivery, streamline processes, and leverage technology to create a more efcient and effective HR function.

14. R One of the key aspects of Rajat’s HR strategy is his ability to lead change at the organizational level. He understands that employee engagement is critical to achieving business goals, and he has been at the forefront of leading initiatives that align employee engagement with the company’s growth trajectory. By developing and managing succession plans for senior management team members, Rajat ensures that the organization is well-prepared for future leadership transitions. His focus on leadership development for the senior management team has created a pipeline of capable leaders who are ready to take the company to new heights. To foster this culture, Rajat has implemented several initiatives aimed at empowering employees. He provides opportunities for learning and development, recognizing that a well-trained and motivated workforce is essential for the company’s success. Rajat encourages employees to take ownership of their roles and provides them with the autonomy to make decisions and contribute to the company’s growth. This sense of ownership not only enhances employee satisfaction but also drives innovation and creativity within the organization. Rajat is also a strong advocate for diversity and inclusion in the workplace. He believes that a diverse workforce brings a variety of perspectives and ideas, which can lead to better decision-making and problem-solving. Under his leadership, Elan Group has made significant strides in creating an inclusive work environment where employees from different backgrounds feel valued and respected. Rajat’s efforts to drive people development at Elan Group extend beyond senior leadership. He ensures that every employee has access to opportunities for growth and development. Whether through training programs, mentorship, or challenging projects, Rajat is committed to building a culture of continuous learning. He believes that by investing in the development of his team, the organization can achieve long-term success and remain competitive in a rapidly changing business environment. Embracing Digitalization and Technological Advancements In today’s digital age, the role of technology in HR is more important than ever. Rajat recognizes the transformative potential of digitalization and has integrated technological advancements into the core functioning of the HR department at Elan Group. By leveraging data-driven insights, automation, and advanced HR tools, Rajat has enhanced the efficiency of HR service delivery, improved role clarity, and created a better employee experience. With over 17 years of experience in the eld, Rajat has demonstrated his ability to lead organizations through periods of transformation and growth. Rajat has positioned Elan Group’s HR function at the forefront of the digital revolution, ensuring that the company is well-equipped to meet the challenges of the future. Fostering a Culture of Growth and Empowerment A key component of Rajat’s leadership philosophy is his commitment to fostering a culture of growth, skill development, and empowerment among employees. He believes that the workforce is the cornerstone of any successful organization, and he is dedicated to creating an environment where employees can thrive. Rajat’s approach to employee engagement is centred on building trust, promoting inclusiveness, and encouraging collaboration.

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17. R A Transcendental Visionary of the Progressive Times As 2025 approaches, Rajat’s vision for the future of HR at Elan Group is focused on three key areas: employee experience and well-being, diversity, equity, and inclusion (DEI), and agile performance management. He believes that the future of HR lies in creating an environment where employees feel supported, empowered, and engaged. By fostering a positive work culture and providing opportunities for growth, Rajat aims to position Elan Group as a leader in both employee satisfaction and organizational performance. In addition to enhancing the employee experience, Rajat is committed to driving innovation in HR practices. He is constantly exploring new ways to improve HR service delivery, streamline processes, and leverage technology to create a more efficient and effective HR function. His focus on continuous improvement and adaptability ensures that Elan Group’s HR department is well-prepared to meet the challenges of the future. Rajat actively cultivates relationships with industry leaders, peers, and other relevant parties, seeking fresh ideas and new opportunities for growth. Rajat also recognizes the importance of collaboration and networking in driving organizational success. He actively cultivates relationships with industry leaders, peers, and other relevant parties, seeking fresh ideas and new opportunities for growth. By staying connected with the wider HR community, Rajat ensures that Elan Group remains at the forefront of industry trends and best practices. Transforming the Era, Humanely Rajat Seth’s journey as a human resources leader is a testament to his resolute commitment to people, innovation, and excellence. With over 17 years of experience in the field, Rajat has demonstrated his ability to lead organizations through periods of transformation and growth. His strategic vision, coupled with his passion for employee development and engagement, positions him as one of the most promising CHRO leaders to watch in India in 2024. As he continues to drive HR transformation at Elan Group, Rajat’s leadership will undoubtedly leave a lasting impact on the organization and the industry as a whole. His focus on digitalization, employee empowerment, and organizational efficiency ensures that Elan Group is well- positioned for continued success in the years to come.

18. You don't learn to walk by following rules. You learn by doing, and by falling over. Richard Branson

20. 8 Common Challenges Faced by CHROs Today T he position of the CHRO has fundamentally shifted in the last couple of years. Because business environments change as fast as they do, as well as financial volatility and changes in human capital, CHROs are called on to be strategic in not only advancing HR, but also the performance of businesses. However CHROs today play a critical role and are confronted with a number of issues that challenge them to be strategic, proactive and creative. Here are eight common challenges faced by CHROs today: 1. Talent Acquisition and Retention The Challenge: The most significant issue that heads of HR or human capital today face is finding the best-qualified talent in the organization irrespective of the discipline in the competitive job market. The existence of a gig economy, work-from-home possibilities, and a rising need for expertise make it challenging for businesses to attract talent. Why It's Hard: The competition of talent war, where now candidates never before have had a like selection to choose from in this day and age. Moreover, the fluctuation of employees’ turnover is evidenced by frequent recruitment which in turn leads to high costs and low productivity. Solution: Thus, the modern CHRO needs to concentrate on branding employers, enhancing the experience of the candidates in their organisation, and minimising the turnover rates of the personnel through effective development of employee skills, providing fairly reasonable salaries, and creating a rather positive organisational culture. 18 | www.insightssuccess.in Nov, 2024

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22. 2. Diversity, Equity, and Inclusion (DEI) satisfaction and alignment by employees with organizational objectives. The Challenge: Organizations have largely succeeded in terms of diversity, equity, and inclusion, but CHROs are under stress to deliver meaningful impact. However, DEI initiatives often face resistance or lack the resources needed for effective execution. Solution: CHROs should act as facilitators of the company's change and lead employees through that process by being highly communicative and supportive and allowing opportunities for employee developmental action to fit new roles or responsibilities. Why It’s Tough: Building a truly inclusive workplace requires changing mindsets, addressing systemic biases, and creating policies that go beyond tokenism. Furthermore, DEI progress is difficult to measure and often takes time to show results. 5. Leadership Development and Succession Planning The Challenge: With growth in organizations comes the necessity to cultivate succession into future leadership. Many CHROs face difficulties in identifying and cultivating this high-potential employee potential for leadership positions. Solution: Implement data-driven DEI strategies; and unconscious bias training; ensure equal pay for equal work; and, finally, create a culture of valuing diversity at all levels. Why It's Tough: Developing leadership talent is an investment that never stops, as it includes continuous training, mentoring, and personalized career development plans. What's more, high leadership turnover can easily create succession planning gaps. 3. Employee Engagement and Well-Being The challenge: The CHRO is critical to organizational success, but having employees motivated, engaged, and satisfied has been a real-time struggle for many CHROs, now compounded by the realities of remote or hybrid work arrangements. Solution: Formalized leadership development programs, regular talent reviews, and creating opportunities for internal mobility should be done by the CHRO. Doing so will enable the identification of potential leaders well in advance of their needs and equip them to succeed. Why It's Hard: Everything has changed from the work-at- home culture, burnout, mental health issues, and a desire for a flexible work schedule, so employee engagement is a moving target. Moreover, the demands of employees have evolved and now encompass more of work-life balance and personal development. 6. Adaptation to Technology and Automation The Challenge: The rapidly changing pace of technological innovation is a challenge for CHROs, who have to try to keep up when organizations implement AI, automation, and HR technology. Solution: CHROs need to invest in well-being programs, provide mental health support, offer flexible work options, and ensure open lines of communication. Regular employee surveys and feedback loops will help identify areas where engagement is low and then allow CHROs to take proactive steps. Why It's Hard: There is the movement of technology to make processes smooth, quick, and efficient, yet HR leaders must constantly train and develop their employees to be able to adjust to new tools and systems. 4. Managing Organizational Change Solution: CHROs must invest in ongoing training and development programs so that employees are ready for the shift. The adoption of HR tech solutions should also be entertained to optimize HR operations and enhance employee experience. The Challenge: Whether it's a merger, acquisition, restructuring, or digital transformation, change management is an ongoing challenge for CHROs. Employees feel unclear or resistant to change, thus reducing productivity and morale. 7. Managing Remote and Hybrid Workforces Why It's Tough: Change creates anxiety and disrupts the dynamics of the workplace; it's tough to maintain 20 | www.insightssuccess.in The Challenge: The rapid rise of remote and hybrid work has resulted in a sea change in the way business Nov, 2024

23. operates-poses communications, collaboration, and company culture challenges to CHROs. Why It's Hard: For remote workers, lack of connection among employees; for hybrid models, hard to treat home and office employees equally; needs changes in how one expects to be able to work productively and stay engaged. Solution: CHROs should invest in collaboration tools, promote flexible work policies, and create strategies to build a sense of community. Regular check-ins, virtual team-building activities, and fostering inclusivity in a hybrid environment are essential for keeping the workforce engaged. 8. Compliance and Legal Issues The Challenge: CHROs confront the ongoing battle of labour laws and regulations with complexity. Whether it is on the benefits side of things, safety regulation concerns, or addressing questions related to discrimination and harassment, staying compliant can be quite time-consuming and complex. Why It's Challenging: Legal regulatory changes about labour, workplace safety, data protection, and employees' rights are constantly in motion; non-compliance could lead to unwanted legal and huge fines. Solution: The CHRO needs to keep updated on any changes made in the regulations, be oriented with proper compliance training, and closely work with legal teams to ensure that their organization meets all legal requirements. HR software with compliance metrics can also help minimize risks. Conclusion Today, the challenges are complex-not just to acquire talent but also to navigate complex legal landscapes. Therefore, through adaptability, investment in employee well-being, building a culture of inclusion, and embracing technology, CHROs can navigate these challenges and ensure the success of their organizations in a fast-changing world. Effective leadership, strategic planning, and proactive solution-finding would be crucial drivers for both HR and organizational success. 21 | www.insightssuccess.in Nov, 2024

24. A 3. Talent Acquisition and Recruitment Metrics s the CHRO forms and determines the shape of an organization's workforce strategy, there are various key metrics to be watched over so that informed decisions can be taken and business success will follow. While being able to track these metrics, the CHRO can ensure HR practices are all focused on organizational goals, improve employee engagement, and contribute toward long-term growth. Here are some of the key metrics every CHRO needs to keep an eye on: Why It Matters: Talent acquisition is critical if an organization is to have a healthy pipeline of employee talent. Evaluation of the supply and demand of people and the processes involved ensures that the organization acquires the best employees. Key Metrics: Time to hire, the cost per hire, hire quality and the offer acceptance rate. Further, measurement of the rate of diversity may be also relevant as the rates of diversity hiring are key for ensuring that everyone has a fair opportunity to get a job. 1. Employee Engagement and Satisfaction Why It Matters: Employee engagement has always been seen as an essential measure of organizational health. Analyses of this research show that the following attitudes of employees are improved in the case of engaged employees: productivity, commitment, and turnover. Another way is to assess engagement as frequently as possible by surveys or feedback mechanisms that show how connected employees are to the work and the organization’s mission. Key Metrics: Engagement scores, satisfaction ratings, pulse survey results. Looking out for job satisfaction, leadership effectiveness, and alignment with company values is highly relevant. 2. Turnover and Retention Rates Why It Matters: A high turnover rate usually leads to increased recruitment and training costs besides loss of productivity. Retention metrics give the CHRO an understanding of employee loyalty and retention strategy effectiveness. Key Metrics: Voluntary and involuntary turnover rates, the retention rate of key talent or high performers, average tenure, and understanding the reasons for turnover through exit interviews. 22 | www.insightssuccess.in Nov, 2024

25. 4. Learning and Development (L&D) Effectiveness 6. Absenteeism and Health Metrics Why It Matters: Ongoing learning is critical to the development and long-term success of employees. A CHRO should track metrics that indicate the effectiveness of learning and how the programs are being utilized to support individual and organizational performance. Why It Matters: Frequent absenteeism often is an indication of problems related to employee well-being, job dissatisfaction, or burnout. This keeps the CHRO informed of possible issues so that proactive measures can be initiated toward ensuring health and well-being at work. Key Metrics: Training completion rates, participation in development programs, and employee feedback on L&D programs. In addition, how learning affects performance (e.g., acquired skills, promotion levels) will also be essential in measuring. Key Metrics: Rate of absence, number of sick leaves, and average number of days off per employee. Participation in other wellness programs or EAP can also be monitored to gauge trends relating to employee health. 7. Succession Planning and Internal Mobility 5. Diversity, Equity, and Inclusion (DEI) Metrics Why It Matters: A good succession plan will ensure an organization is ready for leadership transitions and promotes internal mobility, instead of relying on external hires for key jobs. Percentage of key leadership positions internally filled, number of high potential candidates identified, and percentage of leadership development programs with successful placement. Understanding the flow of movement of employees within the company can help a business grasp the success or failure of its talent mobility initiatives. Why It Matters: Following the rhetoric, sustaining diversity and inclusion in the workplace is crucial for managing innovation, satisfaction, and turnover. DEI metrics are necessary so that the company will have a diverse and inclusive workforce and begin to incorporate diversity, equity, and inclusion at all organizational levels. Key Metrics: Include measurements on diverse groups recruited to different departments and leadership positions; the gender pay gap analysis; and employee perception through a survey or focus group. Conclusion In general, for a CHRO, the right metrics are a very important tool to foster a productive, engaged, and sustainable workforce. Observing employee engagement, turnover, effectiveness in recruitment, learning and development outcomes, DEI progress, absenteeism, and succession planning, CHROs become better equipped to detect weaknesses, drive connected HR strategies with business goals, and consequently contribute to successful long-term periods for their organizations. These metrics are not only indicative of the current state of the workforce but also act as a compass for reshaping the future of the organization's human capital strategy. 23 | www.insightssuccess.in Nov, 2024

26. Success is the progressive realization of a worthy goal or ideal. - Earl Nightingale

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