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The Think Tank Series

Spanning over a month, Decoding Jobs Think Tank Series delves into the pioneering views of talent leaders about the job and talent landscape in their respective sectors. During these closed-door focused group discussions, the leaders share their observations, opinions, challenges, of the year gone by vis-à-vis expectations, future goals, and direction of the coming year. Currently, the focus is on some of India’s highest contributing industries and fastest-growing sectors. The conclusions drawn from these engaging and insightful discussions will culminate in the Decoding Jobs Sectoral Reports.

Automotive & Ancillary

BFSI Industry

Global In-house Centres (GIC)

Internet Business

Information Technology

Manufacturing and Engineering


Agenda 2021

Despite the global pandemic slowing down sales, India’s automobile industry remains the world’s 5th largest as of 2020 and the 7th largest in respect of commercial vehicle manufacturing. The Decoding Jobs Think Tank session focused on how the automobile sector can help India become a $5 trillion economy while also providing insights on the job and talent landscape of this prominent sector.

Key Takeaways

  • The fresher hiring data suggests a dip while demand for professionals with years of experience is on the rise.

  • Organizations need to innovate and remain flexible with their approach to get the right skill sets.

  • There is a shift towards impact-focused value creation with a key focus on leveraging technological solutions.


Abhimanyu Sen,

Head HR, Mahindra Electric

Aparna Dhingra

Head HR and Administration, BMW

Balachandar NV

Executive Director, Ashok Leyland

Manu Sharma

AVP HR, Hero Electric

Agenda 2020

The auto sector is transforming with an unparalleled speed and magnitude because of a series of factors like transition in fuel emission norms, rise in demand for shared mobility and electric vehicles, and the Covid outbreak. In this episode, leaders from the sector showcase their optimism about the industry’s future and the development of new models of engagement at the cusp of people and technology. They discuss the auto sector becoming a key player in fueling the growth story of the Indian economy. Key Highlights: Shift from fixed to a flexible way of working with an increase in job mergers for efficiencies in white-collar jobs This is more of a correction phase for the automotive sector, while hiring will continue, it will be slow and very specific Constant change in a business environment and virtual operations make adaptability and communication skills indispensable in future

Key Takeaways

  • Shift from fixed to a flexible way of working with an increase in job mergers for efficiencies in white-collar jobs

  • This is more of a correction phase for the automotive sector, while hiring will continue, it will be slow and very specific

  • Constant change in a business environment and virtual operations make adaptability and communication skills indispensable in future


Alok Vatsa

Director HR, Adient (Johnson Controls)

Anil Gaur

Group Chief People Officer, Uniparts Group

Aparna Dhingra

Head HR and Administration, BMW Group India

Biswaroop Mukherjee

Head HR - Commercial Vehicle Business Unit, Tata Motors

Diwakar Puri

Head Human Resources Business Partner, Hero MotoCorp Ltd.

Mritunjay Nath

Director Human Resources PT India, Tenneco

Shalinder Rathi

Associate Vice President HR & IR, Rico Auto Industries Ltd

Suresh Sivanandam

Group HR Head, TVS Tyres

Agenda 2021

The BFSI sector has advanced dramatically over the past years with a shift that is reflected in the growth of digital transactions. The BFSI sector in India is valued at Rs. 81 trillion and is likely to become the third-largest in the world by the year 2025. The roundtable aims to decode the key industry changes, key disruptions in financial services, and capital adequacy. The primary goal of the discussion was to focus on the key hiring metrics and the key recruitment trends.

Key Takeaways

  • The sector has demonstrated an increased investment in technological solutions and an entrepreneurial attitude towards change.

  • A shift towards changing talent needs, upskilling and reskilling directives with managing productivity, and talent engagement in times of work from home.

  • Gig hiring talent engagement, flexibility in working schedules will be a critical part of the workforce.

  • With an expanding franchises and increasing focus on technology, the BFSI sector is poised for robust growth.


Amit Mookim

Managing Director, IQVIA South Asia

Pia Shome

Chief People Officer, U GRO Capital

Madhavi Lall,

Head HR, Deutsche Bank India

Mehraz Balaporia

Head HR- Retail, Agri, Retail Risk Business, RBL Bank Ltd.

Agenda 2020

The BFSI sector has witnessed a significant upswing in hiring which is characterized by the increasing adoption of digital transformation initiatives. In order to gain a competitive advantage, companies have invested heavily in technological solutions and displayed an entrepreneurial attitude towards change. The session touched upon various subjects from the sector outlook, to changing talent needs, upskilling and reskilling directives, managing productivity, and talent engagement in times of work from home.

Key Takeaways

  • Increasing confidence about adopting new digital technologies and payment methods backed by an increase in internet penetration is expected to drive growth from the rural economy

  • Companies in the BFSI space are shifting from cautious hiring to optimistic hiring

  • With geographical constraints, talent avenues with greater diversity have increased and the gig workforce is expected to surpass the number of permanent hires in the near future

  • Digital sensitivity and social skills will be a critical part of upskilling initiatives to strengthen adaptability and make workforce future-ready


Vibhash Naik

Head - Human Resources, Learning & Development, HDFC Life

Mehraz Balaporia

Head HR- Retail, Agri, Retail Risk Business, RBL Bank Ltd.

Kanwal Kaul

Director (HR & TA), NatWest Group

Tasniem Nagaria

India Lead - Specialized, Niche & Technology Hiring, ANZ

Rajat Grover

Head of Business HR, Fullerton India

Ajay Kumar Pandey

Head - Business Human Resources, L&T Housing Finance Ltd mail

Tarun Katyal

CHRO, Max Bupa Health Insurance Co Ltd

Shharad Dhakkate

CHRO, SBI General Insurance Company Ltd

Rajneesh Mishra

Chief People Officer, Magma Fincorp Ltd

Agenda 2021

This year, India's Global In-House Center (GIC) economy has seen rapid growth like never before. Leaders shed light on the various factors that doubled down India's undisputed position in the GIC market even through the pandemic.

Key Takeaways

  • Cost and Quality are two critical parameters for India's rapid growth

  • Technology talent is most important for growth

  • Talent Mobilization will further move from Tier 1/2 to Tier 3 cities

  • Governance and controls need to be strengthened for scalability


Abhishek Kumar

Director TA APAC, Honeywell

Amit Sharma


Amol Gupta

People Leader FIS

Bhavana Chopra

Head Skills, Confederation of Indian Industry

Piyush Nangru

CO-Founder & COO, Sunstone Eduversity

Sreekanth K Arimanithaya

Global Talent and Enablement Services Leader, EY Global Delivery Services

Tanvi Choksi

Chief Human Resources Officer, JLL India and JLL Business Services Global

Agenda 2020

Faced with a paradigm shift in the ways of conducting business, it has become crucial to keep the workforce engaged, productive, and resilient. The second episode of the roundtable saw several leaders from various financial Global In-house Centers who showed positive hiring intent owing to the rapid recovery of the sector and emphasized bringing the human into the business.

Key Takeaways

  • India has experienced a lesser dip in hiring numbers in the financial GICs as compared to other regions across the globe

  • Hiring in the financial sector continued despite the lockdown

  • Now is the time to double-down virtual hiring process and other digital solutions

  • Inhibitions about location, remote working, tech adoption, data security, etc. were overcome


Arghya Sen

CHRO - Global Service & Technology Centers, HSBC

Ashish Munjal

Co-Founder and CEO, Sunstone Eduversity

Bhavna Chopra Srikrishna

Head Skills, Confederation of Indian Industry

Prashant Bhatnagar

Director Human Resources, Credit Suisse

Priyanca Choudhary

Head TA, Citi

Ramesh kumar

Head HR, Wells Fargo India

Sangeetha Gera

Head TA, Societe Generale

Agenda 2021

The Indian Internet economy is becoming a major contributor to the country's GDP, accounting for 16 % in 2020 against 5.6 % in 2015-16, as reported by ICRIER (Indian Council for Research on International Economic Relations) and Broadband India Forum. The session focused on how APAC has been the hub for the sector's growth, the various changes in the talent landscape, and what it means for the industry's future?

Key Takeaways

  • Hiring freshers and building talent will follow suit shortly in the new age economy.

  • Flexibility or a de-centralized approach is vital for employee attraction and retention

  • Companies need to innovate to be relevant to the talent market constantly

  • Accelerated Shift in performance management from time-clocked activity to impact-focused value creation


Ankur Jain

Chief Business Officer​, Sunstone Eduversity

Bhavana Chopra

Head Skills, Confederation of Indian Industry

Bini Rai

Head HR Operations & HR Business Partner, Times Internet

Darshith Satheesh

Head of Human Resources, Portea

Ketan Krishna

Head of Human Resources, Rentomojo

Prasad Rao

Director - APAC Head of Talent Acquisition, Uber

Naga Siddharth

Vice President HR, Supr Daily

SriRam V

CHRO, Bank Bazar

Sukhpreet Singh

Head of Human Resources, mPokket

Varun Madan


Agenda 2020

The Indian start ecosystem is known for its enterprising spirit and internet businesses have never been the ones to shy away from innovation. Despite a slow start owing to the unprecedented situation, internet businesses have rapidly picked pace and managed volatility With revenues reaching pre-pandemic levels and the emergence of new unicorns in this space, the talent leaders discussed their plans to redefine the workplace, culture, future of skills, and jobs in this episode.

Key Takeaways

  • Digital skills such as data, AI, product management, cloud architects will be in high demand across technology startups.

  • While the onset of COVID-19 made the business environment volatile, startups in sectors such as Ed-tech, Health-tech, SAAS, and e-commerce continued to attract.

  • Employee first attitude (wellbeing, communication, internal transfers, etc.) helped not only in employee retention but also in attraction.

  • Start-ups had to ramp up the workforce as per the requirement while ensuring cost optimization.


Aditi Pareek

Head Human Resources, Pepperfry Pvt Ltd

Gitesh Karnik

Head - People Management, Nearby Technologies Private Limited

Rajat Kumar

Founder & COO,

S. Naga Siddharth

Head - People & Culture, Suprdaily

Sukhpreet Singh

Head HR & Talent, Lenskart

Monica Mudgal

Senior VP HR, Bright Lifecare Pvt. Ltd. (

Faisal Nadeem

Sr Director - APAC, Expedia Online Travel Services

Ketan Krishna

Head People, Rentomojo Pvt Ltd

Agenda 2021

A panel of experienced and professional talent acquisition (TA) leaders from the IT industry participated and shared their insights on the hiring trends of the sector in India. And they predicted that in the next few years, IT services individual spending is going to grow between 8% and 9% compared to 4-6% in a pre-Covid era.

Key Takeaways

  • India opportunity remains buoyant – the combination of skills offered by the talent in India is a major efficiency booster

  • Key to sustain growth in the current hypermarket - significant industry-academia partnership to build required skills in fresh talent

  • Identification and investment in education belts around non-tier 1 cities to tap talent is crucial

  • Ensuring retention: establishing company culture and a structured training program for freshers and career progression for existing employees always works


Ankur Jain

CBO, Sunstone Eduversity

Bhavana Chopra

Head Skills, Confederation of Indian Industry

Deepti Vij

Director, Honeywell

Felix Jeffery

Associate Director, HTC Global Services

Sameer Balpande

Head – Global TA, Quantiphi

Sanju Laitonjam

Global Head TA, Zycus

Saurabh Shah

Head - Human Resource, Capita

Agenda 2020

The IT sector has demonstrated its exceptional resilience through its ability to thrive in an uncertain environment caused by the pandemic. Business is booming and the talent needs have been recovering faster as compared to other industries. The session saw the leaders engaged in dialogue covering a myriad of topics from how companies have redefined engagement parameters in response to the crisis, managed multi-country talent and skill requirements, and adopted different talent models

Key Takeaways

  • Constant communication to boost confidence about job security and focus on health kept the workforce motivated, resulting in a significant drop in attrition

  • Independent decision making, relationship management, design thinking, consulting mindset are the need of the hour

  • Innovative and unique partnerships not only for business continuity but also for employee engagement and virtual culture building

  • Access to expanded talent pool due to the removal of locational constraint


Kameshwari Rao

CPO, Sapient Consulting Pvt Ltd ( Publicis Sapient )

Mohini Palchowdhury

Head HR, Quantiphi

Monika Singh

Head HR HCL Infosystems Ltd

Paneesh Rao

CPO, Mindtree

Pradipta Banerjee

Vice President - Global Human Resources Centers of Expertise, CGI

Rajiv Naithani

EVP & Chief People Officer, Infogain

Sameer Bendre

Chief People Officer at Persistent Systems, Persistent Systems Ltd

Tushar Desai

Director - Talent Acquisition COE, Global Delivery Organization & India, FIS

Agenda 2021

The Manufacturing and engineering sector is one of the high-growth sectors in India. The industry has faced various slowdowns over the past couple of years, and its recovery is vital for the economy. The Manufacturing and Heavy Engineering sector have seen a resurgence this year — and experts say there's still plenty of room for growth.

Key Takeaways

  • Domestic consumption is high and is fueling manufacturing growth in India

  • Hiring in the sector is expected to grow steadily in the coming months

  • Investing in freshers is need of the hour

  • Companies continue to learn and adopt digitization in talent recruitment and find a flexible way of working that best suited to the organization

  • Key ask from the government: setting up of more skilling institutes


Amit Singh

Lead Talent Acquisition & Strategic Recruitment, AECOM

Bhavana Chopra

Head Skills, Confederation of Indian Industry


CHRO, Viraj

Rakesh Mehta

Executive Vice President & Head - HR, JSW Energy Limited

Sameer Mathur

Global HR Director - Delivery Services, AECOM

Saravanan MP

Director - Human Resources & CSR, KONE Elevators India Pvt Ltd.,

Sheetal Shetty

Head Of Recruitment, Collins Aerospace

Vinod Bidwaik

CHRO & Vice President HR, Alfa Laval

Agenda 2020

The Indian manufacturing and heavy engineering sector have witnessed widespread adoption of industrial revolution 4.0 standards which has made it possible for the country to reap fruit on its industrial powerhouse goal. Talent leaders from the sector dwelled upon the conversion of risks to options and opportunities. They also shared insights on the changing skill and job landscape of the manufacturing sector in the wake of disruptions induced by the COVID-19 pandemic.

Key Takeaways

  • Collaboration and distribution key to business continuity

  • Need for digital skilled workers, electronic and data engineers on the shop floor going forward

  • Access to talent has increased which will push us to re-model our job structure for specialization

  • Soft skills such as the ability to handle ambiguity, multitasking, flexibility, and virtual leadership are important

  • Advancement in machinery and technical evolution will impact the count of jobs


Ajay Chowdhury

President and CHRO, SRF Limited

Sanjay S Singh

Global Chief Human Resources Officer, UPL

Sharad Gangal

Executive VP HR, Thermax Ltd

Suresh Tripathi

Former Vice President - Human Resource Management, TATA Steel

Viney Kaushik

CHRO, Nuberg Engineering Ltd.

Agenda 2021

Healthcare is a very significant indicator of any nation's holistic development. The pharmaceutical sector in India demonstrated utmost resilience and ensured a continuous supply of high-quality medicines during the tough times. From manufacturing and production capabilities to the pool of research & development the report throws light on the key hirings and India’s healthcare expenditure. In this session, seasoned industry leaders from the sector shared their insights on the current talent pool, industry tribulations, and the future of pharma in India.

Key Takeaways

  • The sector looks forward towards a positive hiring intent and increase in hiring with business and employee engagement growth.

  • Talent pool registered growth in a number of people working from Tier 2, Tier 3 cities but remains inclined towards tier 1 cities

  • Pharmaceutical Technology looks towards tech innovations which is set to impact drug discovery and development in 2022.


Saidutta Nanda

President & Global HR Head, Macleods Pharmaceuticals Ltd

Anil Gaur

Group Chief People Officer, Akums Drugs

Ravi Kumar

Head HR, Roche

Devvesh Srivastav

Head People and Performance, Apotex


No sector has managed to survive better the ongoing pandemic better than the pharmaceutical industry. The impact on this sector’s employment has been largely positive and the hiring trend is poised to continue. In this session, eminent leaders from the sector highlighted how they have managed to keep the passion of the industry alive, motivated employees, and engaged despite the many tribulations.

Key Takeaways

  • Digital dexterity, agility, and resilience will be the mainstay drivers for businesses to move from business continuity to business growth.

  • Constant conversation and connection have helped keep the workforce motivated, increase employee engagement and thus satisfaction.

  • Focus has moved to technology integrated roles, R&D, trials, and approvals.

  • Talent pool registered growth in a number of people working from Tier 2, Tier 3 cities, interns, women participation.


Ajay Bhatt

President - Global Human Resources, Intas Pharmaceuticals

Ashutosh Kotwal

Vice President & Head HR Aurigene Pharmaceutical Services Ltd

Devvesh P

Head HR - People & Performance, Apotex India

Farhat Umar

Sr. VP-Group, HR Head, Mankind Pharma

Raghu Chandrashekar

SVP & Head HR, Siemens Healthcare

Sameer Tamhane

Sr. Vice President HR, Ipca Laboratories Limited

Soosai Agnel Jude

Senior Manager - Talent Acquisition, Indegene

Sriram Mangudi

CHRO, Neuland Laboratories

Tulika Joshi

General Manager - Corporate HR, Emcure Pharmaceuticals Limited

Udbhav Ganjoo

Head of HR -Global Operations,India , Emerging Asia, and Access Markets, VIATRIS

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