The 10 Most Influential HR Tech Leaders to Follow, 2024

5. Editor in chief Robert Patrick Contents Managing Editor : Smith Collins Design Visualizer : Jack Thomas Arts & Design Director : Adam Jones Associate Designer : Erick Williams Sales Senior Sales Manager : Scott M Marketing Manager : Andrew T Sales Executive : Mark Davis Technical Victor Anderson SME- SMO Research Analyst : Henry Martinez SEO Executive : Daniel Lee Circulation Manager Alexander Nelson Follow us : www.ciobusinessworld.com

6. Editorial Note HR Tech Leaders Embraces the Serendipity Factor T he world of HR Tech is a data- driven landscape. We pride ourselves on algorithms, analytics, and crafting the perfect talent acquisition and retention strategies. But in this relentless pursuit of control, are we overlooking a crucial element: chance? Imagine a high-stakes poker game. You've meticulously calculated every hand, mastered tells, and honed your strategy. Yet, there's always that possibility – the wild card, the unexpected turn of events that throws your meticulously planned game into disarray. In the world of HR, this wild card isn't a hidden agenda, but the element of serendipity – a fortunate discovery, an unexpected connection, a chance encounter that leads to a brilliant hire or a groundbreaking internal promotion. Sure, attracting top talent often involves targeted sourcing, meticulous skills assessments, and a well-defined interview process. But influential HR Tech leaders wouldn't be so influential if they

7. didn't understand that sometimes, the best talent finds you. A compelling company culture can spark a viral application from a passionate candidate who stumbles upon your unique employer branding. A casual conversation at an industry event can reveal the ideal individual for a critical position you haven't even advertised. So, how do we, as HR Tech leaders, embrace this element of chance? How do we design systems that are not just efficient, but also open to the possibility of serendipitous discoveries? Here are a few strategies: Cultivate a Culture of Connection: Encourage organic interactions within your company. Promote events, mentorship programs, and internal networking opportunities. You never know what connections might spark innovation or unveil hidden talent. Ÿ Embrace Open Communication Channels: Don't just rely on formal applications. Utilize platforms like employee referral programs and open talent pools to keep your doors open to unexpected discoveries. Let passionate employees be your talent scouts. Ÿ Invest in Building Your Employer Brand: A strong employer brand attracts attention beyond targeted campaigns. Cultivate a company culture that resonates with diverse talent, one that sparks interest and inspires people to reach out organically. Ÿ Develop Algorithmic Empathy: As we utilize data-driven tools, ensure they aren't filtering out potential diamonds in the rough. Refine your algorithms to go beyond hard skills and qualifications, allowing space for diverse backgrounds and untraditional experiences. Ÿ Empower Your Talent Acquisition Team: Equip your recruiters with the skills to recognize a good fit beyond the resume. Foster an environment where intuition and gut feeling are valued alongside data analysis. Ÿ Embracing the serendipity factor isn't advocating for chaos. It's about acknowledging the limitations of perfect planning and recognizing the role of chance encounters in fostering a thriving talent pool. It's about opening your hand to the possibility that the next great hire might not be the one you were meticulously searching for, but the one who finds you with a serendipitous twist of fate. In the high- stakes poker game of talent acquisition, remembering this can be the ace up your sleeve. Thus CIO Business World's brings The 10 Most Influential HR Tech Leaders to Follow, 2024. This exclusive list highlights the visionaries who are shaping the future of HR through innovative technologies and strategic approaches. By learning from their expertise and embracing the power of serendipity, HR Tech leaders can create a winning hand in the ever-evolving talent landscape.

8. CONTENTS COVER STORY 12 Nick Holmes

9. ARTICLE 22 HR Tech Pioneers Shaping Tomorrow's Workforce 34 HR Trailblazers Redefining the Future of Work CXO 26 Revolutionizing the Recruitment Landscape Dax Bamania and TIGI HRs Journey BUSIENSS PROFILE Paul Michael Gledhill Robin Hirsch Everhart 18 30 Prasanth Edassari 38

12. COVER STORY Nick Holmes The Employee-Centric HR Leader 12

13. Vice President Employee Experience 13 www.ciobusinessworld.com

14. ‘‘ My route into the people profession is deliberate, and I found clear purpose along the way. ‘‘ 14

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18. BUSINESS PROFILE 18

19. Paul Michael Gledhill A Trailblazer in HR Innovation and Entrepreneurship 19 www.ciobusinessworld.com

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22. ARTICLE HR Tech Pioneers Shaping Tomorrow's Workforce: T are at the forefront of this revolution, wielding the power of automation, data analysis, and artificial intelligence (AI) to reshape the future of work. This article delves into the landscape of HR tech pioneers and explores their profound impact on the evolving workforce. Revolutionizing Recruitment: Efficiency and Personalization he realm of Human Resources (HR) is undergoing a significant transformation, driven by the relentless march of technology. Innovative HR tech pioneers Recruiting is a cornerstone of HR, and HR tech pioneers are streamlining the process. Applicant Tracking Systems (ATS) have become ubiquitous, sifting through resumes with lightning speed and filtering for relevant skills. This allows recruiters to focus on high-potential candidates, saving time and resources. 22

23. But efficiency isn't the only game-changer. AI-powered chatbots are entering the fray, engaging with potential hires and answering basic questions. This frees up recruiters for more strategic tasks and allows for 24/7 candidate interaction, enhancing the overall experience. Furthermore, data-driven insights gleaned from HR tech platforms can identify high performers and potential areas for improvement. This empowers organizations to make data-driven decisions regarding promotions, training, and development opportunities. The Future of Work: A Collaborative and Agile Landscape Redefining Learning and Development: Personalized Growth As HR tech continues to evolve, the future of work promises to be a collaborative and agile landscape. AI- powered tools will automate routine tasks, freeing up human capital for strategic thinking and problem-solving. Furthermore, the rise of remote work necessitates robust collaboration tools. HR tech pioneers are developing platforms that facilitate seamless communication and knowledge sharing across geographical boundaries. This fosters a more inclusive work environment and leverages the global talent pool. Learning and development are crucial for employee engagement and skill development. HR tech pioneers are fostering a culture of continuous learning by curating personalized learning paths. E-learning platforms offer a vast array of courses, while microlearning modules deliver bite-sized knowledge chunks that cater to busy schedules. Learning Management Systems (LMS) track employee progress, identify skill gaps, and recommend relevant training materials. This ensures employees acquire the skills they need to excel in their roles and adapt to an ever- changing work environment. The Human Touch: The Irreplaceable Role of HR Professionals Enhancing Employee Engagement: A Two-Way Street Despite the transformative power of HR tech, the human element remains irreplaceable. HR professionals will continue to play a vital role in fostering company culture, managing employee relations, and providing guidance and support. Employee engagement is a critical metric for any organization's success. HR tech pioneers are introducing innovative tools to foster a more engaged workforce. Pulse surveys conducted via mobile apps allow for real-time feedback, enabling companies to address employee concerns promptly. However, their skillset will need to evolve. HR professionals of tomorrow will need to be adept at utilizing HR tech tools, analyzing data, and leveraging technology to create a more human-centric work experience. Recognition and reward programs powered by HR tech can be personalized and gamified, motivating employees and boosting morale. Additionally, communication platforms facilitate a two-way street, ensuring employees feel heard and valued. Conclusion: Embracing the Future HR tech pioneers are shaping tomorrow's workforce with innovative solutions that address the evolving needs of both organizations and employees. By embracing these advancements, organizations can unlock a competitive edge, build a more engaged workforce, and thrive in the dynamic business landscape of tomorrow. The future of HR is undoubtedly tech-driven, but it is also a future where the human touch remains paramount. Optimizing Performance Management: Data-Driven Decisions Performance management is no longer an annual, often dreaded, ritual. HR tech pioneers are revolutionizing the process with continuous performance monitoring. Real-time feedback through performance management software allows employees to course-correct and managers to provide ongoing support. 23 www.ciobusinessworld.com

26. CXO I Solutions, has redefined the industry, creating waves of innovation and empowerment. Let's delve into their remarkable story of transformation. n the realm of Recruitment, Staffing, and HR, the name Dax Bamania shines bright as a visionary leader driving change. His journey, alongside TIGI HR in India" and "The Best of Recommended HR Consultants for 2020." Embracing technological advancements, TIGI HR remains at the forefront of the HR landscape, continuously adapting to industry trends. Setting TIGI HR Apart: Unique Features and Differentiation A Visionary Leader: Dax Bamania's Extraordinary Journey Dax Bamania underscores the Unique Selling Points (USPs) that differentiate TIGI HR: Meet Dax Bamania, a dynamic young leader who has accomplished extraordinary feats before the age of 30. Recognized as a Best Selling Author, Top Influential Business Leader by CIO Look, and Emerging Technological Revolutionary Leader by The Enterprise World, Dax's accolades are a testament to his unwavering commitment. Born to a middle-class family, he understands the power of small innovations in driving substantial personal, professional, and business development. 1. Own Job Portal: An interactive and SEO-friendly platform connects employers and job seekers organically. 2. TMS - TIGI Management System: This cutting-edge system streamlines the recruitment process, from tracking to data management. 3. TLMS - TIGI Learning Management System: A dedicated learning system empowers the team with up-to- date industry knowledge. Dax's crowning achievement is his bestselling book, "Productivity Promoter," which drew praise from Shri Vijay Rupani, the Honorable Former Chief Minister of Gujarat. His ethos centers on the potency of skills and relentless personal growth, epitomized in his own words: "Skills work for those who work for it." Dax's visionary leadership drives positive change and inspires countless others to unlock their potential. 4. Extensive Network: TIGI HR's vast network ensures the delivery of quality services. 5. Expert in Social Media and Internet Recruiting: Leveraging the power of digital platforms to find exceptional talent. TIGI HR Solutions: Elevating Recruitment Excellence These features define TIGI HR's brand identity and underscore their commitment to staying ahead in the industry. TIGI HR is a leading recruitment company in India, with a mission to create maximum employment opportunities. Their core services—Leader Search, Master Search, and Dedicated Search—excel in identifying and securing top- tier talent for organizations. Introducing AccuRecruit, AccuVerify, and AccuData, TIGI HR offers cutting-edge solutions for streamlined hiring processes. Challenges as Stepping Stones: Driving Success Dax Bamania's journey is punctuated by challenges turned into opportunities: 1. Technology Adoption: Introducing new technology demands patience and a shared vision. The commitment to excellence has garnered TIGI HR titles like "Most Trusted & Most Preferred Recruitment Company 26

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28. 2. Adequate Funding: Securing funding is vital; platforms offering upfront payment of invoices were instrumental. 3. Creating Market Differentiation: Innovative strategies and technologies helped carve out a unique niche. 4. Career Advancement: Equal opportunities for career growth. 5. Regular Pay Audits: Identifying and rectifying discrepancies. 4. Staying Up-to-Date: Continuous learning and embracing change are essential. 6. Advocacy and Collaboration: Stakeholders collaborating for change. Challenges are catalysts for growth and innovation, a principle Dax embodies. Bridging the gap drives organizational success and fosters a more equitable future. A Future of Growth: Objectives and Commitment The Road Ahead: Personal and Professional Vision Dax Bamania's future objectives for TIGI HR include expanding reach through additional franchises, becoming a top 20 recruitment consultancy, and intensifying their focus on automation. These goals reflect their commitment to growth, innovation, and impactful change. Dax Bamania envisions expanding TIGI HR's presence, becoming a top consultancy, and leveraging automation. These objectives reflect their dedication to growth and innovation. TIGI HR's Vision and Mission: Creating Opportunities Tackling the Gender Pay Gap: A Commitment to Equality Dax Bamania acknowledges the gender pay gap's significance and offers solutions: Founded by Dax Bamania and Kashyap Dave, TIGI HR's vision is to bridge the gap between trusted employers and talented individuals. Upholding trust, integrity, and ethical practices, they empower individuals and organizations to achieve their aspirations. 1. Transparency: Disclosing pay scales fosters fairness. 2. Equal Pay for Equal Work: Compensation based on objective factors, not gender. In the tapestry of Recruitment, Staffing, and HR, Dax Bamania and TIGI HR stand as beacons of innovation, empowerment, and progress. Their journey exemplifies how dedication, innovation, and commitment can reshape industries and create meaningful change. 3. Addressing Bias: Awareness programs combat unconscious bias. 28

30. BUSINESS PROFILE 30

31. Prasanth Edassari Navigating HR Leadership in the Shipping & Logistics Industry W emphasizes the fundamental importance of effective people management. Prasanth is the Global Chief Human Resources Officer at House of Shipping communicates the value of investing in human capital to achieve sustainable growth. hatever you're good at, share it with others. To convey this message, Prasanth Edassari use the phrase “Profits through people power,” this Below are the highlights of the interview: Briefly describe your professional journey up until now. As an MBA graduate in HR from Oxford Brookes University in the UK, I began my career in the United Arab Emirates (UAE) within the Insurance and Marine oilfield sector, where I worked in administration and customer service for approximately five years. While working in these roles, I developed a strong interest in people management and its impact on organizational success. To pursue my passion for HR, I made the decision to resign from my position and relocate to the UK to pursue my HR qualification. To overlook this critical aspect of business strategy, we at CIO Business World conducted an interview with Prasanth to know more about his challenges and achievements over the years. 31 www.ciobusinessworld.com

32. Following the completion of my HR degree, I worked for several UK-based companies, including EHS, E&Y, and Adecco. In 2003, I returned to the UAE, where I began my career in HR and progressed through the ranks in various industries, including HVAC, manufacturing, electronics, and consultancy. Currently, I serve as the Global Chief Human Resources Officer at House of Shipping, a business consultancy and advisory services company that caters to organizations in the shipping and logistics industry, where I help manage a staff of over 2,000 shipping and logistics professionals from 50 different nationalities, with operations spanning 20 countries and offices on every continent. consultancy and advisory services to clients in the shipping and logistics industry. Our consultancy services cover a wide range of areas, including Legal Services, Human Resources, Finance and Tax, IT, Strategy, and Marketing. Whether a client is looking to establish a presence in the shipping, maritime, and logistics sector or looking to expand their existing operations, our team of consultants is available to provide customized solutions tailored to meet their specific needs. In addition to our core consultancy services, we also offer a range of value-added services that are designed to help our clients maximize their success. From ongoing support and training to innovative technologies and tools, we are committed to providing our clients with everything they need to achieve their goals. Also House of Shipping Great place to work in 2023. What challenges did you face along the way? As a senior HR leader, I have encountered numerous challenges over the years, including the economic fluctuations that are beyond our control, as well as the unprecedented impact of the Covid-19 pandemic. However, my primary challenge has been to persuade other stakeholders of the crucial role that people play in driving business success. To convey this message, I often use the phrase "PROFITS THROUGH PEOPLE POWER," which emphasizes the fundamental importance of effective people management. How does your company promote workforce flexibility, and what is your role in it? As a senior HR leader, we recognized the need for our industry to remain productive even amidst the challenges posed by the Covid-19 pandemic, which included working remotely - a particularly difficult feat in our industry. To address this, we implemented policies such as hybrid and remote working to enable our employees to adapt to this new scenario while still maintaining their productivity levels. Despite holding high-level positions, some senior stakeholders may overlook this critical aspect of business strategy. As such, it is essential to continually educate and communicate the value of investing in human capital to achieve sustainable growth and long-term success. We understand the importance of providing our employees with the flexibility and support they need to navigate these unprecedented times. Our approach has been to strike a balance between ensuring business continuity and safeguarding the health and well-being of our employees. We believe that by investing in our employees' welfare and embracing new ways of working, we can emerge stronger from this crisis. What significant impact have you brought to your industry? Shipping & logistics industry has always been known to be a 24/7 industry as while we sleep there are ships sailing across oceans and the challenge is our employees always need to be on call whether it's a weekend or a public holiday and even when they are on holidays. As an HR professional we try to bring in as much of a friendly culture in the organisation and more flexibility when it comes to work, including work from home and hybrid working policies, extended holidays, employee wellness initiatives/allowances, top class medical insurance etc. We make sure we work hard and play hard too. What is your take on technology's importance, and how are you leveraging it? As a senior HR leader, I firmly believe that technology plays a critical role in managing people effectively across all HR functions, from recruitment and employee relations to performance management and talent development. By leveraging technology, we gain valuable analytical insights that help us make informed decisions and drive positive outcomes for our employees and the organization as a whole. Tell us about your company and its foundation pillar. House of Shipping is a leading provider of business 32

33. To support our HR initiatives, we have implemented comprehensive HR software as one of main platforms, which has proven to be a valuable tool in streamlining our HR processes and improving efficiency. Additionally, we have adopted Udemy as our learning platform to cultivate a culture of continuous learning and development within our organization. transformation, we aim to drive efficiencies and improve our ability to deliver value to our employees and customers alike. What are your goals in the upcoming future? My vision is to be known as the most work friendly shipping & logistics organisation and our most recent employee engagement survey by Culture Amp indicated this approach with a score of 85% engagement, which was 5% higher than the top 25 global shipping & logistics companies and we will strive to be better on this journey. To attract top talent, we utilize LinkedIn extensively, leveraging its vast network to connect with potential candidates and showcase our brand as an employer of choice. Furthermore, we invest time in marketing our employer brand across various social media platforms, recognizing the importance of building a strong online presence to attract and retain talent in today's digital age. What advice would you like to give the next generation of aspiring business leaders? What will be the next significant change in your industry, and how are you preparing for it? As a senior HR leader, I cannot overemphasize the significance of people management, empathy, and emotional intelligence in driving business growth and achieving long-term success. I strongly advise leaders to prioritize these critical elements, even as they strive to increase revenues and profits. As a senior HR leader, I believe that our industry is poised for significant change in the near future, particularly in areas such as environmental sustainability and digitization. From a shipping perspective, the adoption of environmentally friendly fuels and digital freight forwarding will likely be key drivers of innovation and growth. Leaders who prioritize their employees' well-being and professional development are more likely to create a workforce that is passionate, engaged, and committed to delivering exceptional customer experiences. By taking care of your people, you create a culture that fosters loyalty, collaboration, and innovation, which in turn drives business success. In short, investing in your employees is investing in the future of your organization. To prepare for these changes, we have already begun implementing technology and learning programs to support our HR initiatives. We recognize the importance of being proactive in addressing these emerging trends and adapting to new ways of working. By embracing digital 33 www.ciobusinessworld.com

34. ARTICLE HR Trailblazers Redefining The Future Of Work T rethink of traditional Human Resources (HR) practices. At the forefront of this transformation are HR trailblazers – visionary leaders and innovative companies leveraging technology to redefine the future of work. Adaptive Learning Platforms: These platforms utilize AI to tailor learning paths to an individual's strengths and weaknesses, maximizing knowledge retention. Social Learning: Collaborative platforms facilitate peer-to-peer learning and knowledge sharing, fostering a more engaged workforce. he world of work is undergoing a seismic shift. Globalization, technological advancements, and evolving employee expectations are forcing a • • Building a Thriving Workforce: Engagement is Key Revolutionizing Recruitment: From Efficiency to Agility Recruitment, the lifeblood of any organization, is experiencing a tech-driven makeover. HR trailblazers are moving beyond simple Applicant Tracking Systems (ATS) towards a more holistic approach. Employee engagement is no longer a buzzword; it's a business imperative. HR trailblazers understand this and are using technology to create a more connected and motivated workforce. Predictive Analytics: Companies are utilizing AI to analyze vast amounts of data to identify top talent pools and predict candidate success. Video Interviews: Gone are the days of endless phone screenings. Video interviews, often one-way recordings, allow for asynchronous screening at the candidate's convenience, saving everyone time. Social Recruiting: HR trailblazers are scouting talent through social media platforms like LinkedIn, leveraging targeted advertising and employer branding campaigns to attract the right fit. • Employee Experience Platforms: These platforms consolidate all HR functions, from onboarding and benefits to performance management, into a user- friendly interface, creating a seamless employee experience. Pulse Surveys and Feedback Tools: Real-time feedback through mobile apps allows organizations to gauge employee sentiment and address concerns promptly. Gamification: HR trailblazers are incorporating game mechanics, like points and badges, into recognition and reward programs, boosting morale and fostering a culture of healthy competition. • • • • • The Learning Revolution: Continuous Growth Made Personal Data-Driven Insights: Optimizing Performance Learning and development are no longer one-size-fits-all endeavors. HR trailblazers are fostering a culture of continuous learning with personalized learning experiences. Performance management is shifting from a once-a-year evaluation to a continuous process. HR trailblazers are utilizing data to gain valuable insights into employee performance. Microlearning: Bite-sized learning modules, delivered via mobile apps or learning management systems (LMS), empower employees to learn on-the-go and fill specific skill gaps. • 34

35. • Performance Management Software: These platforms allow for ongoing feedback, goal setting, and progress tracking. People Analytics: HR trailblazers are leveraging data analytics to identify trends, predict employee performance, and make data-driven decisions regarding talent development and retention. The Human Touch: The Irreplaceable Role of HR • While technology is transforming HR, the human element remains crucial. HR professionals will continue to play a vital role in: Culture Building: Fostering a positive and inclusive work environment that attracts and retains top talent. Employee Relations: Building trust, providing support, and managing conflict within the workforce. Strategic Guidance: Partnering with business leaders to develop a future-proof HR strategy that aligns with overall organizational goals. • The Future of Work: A Collaborative and Agile Ecosystem • The future of work promises to be a dynamic landscape driven by collaboration and agility. HR trailblazers recognize this and are developing technologies to facilitate a more connected and adaptable workforce. • Conclusion: A Shared Journey Remote Work Technologies: As remote work becomes more prevalent, HR trailblazers are implementing video conferencing tools, project management platforms, and instant messaging solutions to ensure seamless collaboration across geographical boundaries. AI-powered Assistants: Virtual assistants can handle administrative tasks, schedule meetings, and answer employee questions, freeing up valuable time for human interaction. • The future of work is being redefined by HR trailblazers who are leveraging technology to create a more efficient, engaging, and data-driven workplace. However, technology is a tool, not a replacement for human connection. As we move forward, the success of HR will hinge on a collaborative approach, where technology empowers HR professionals to become strategic partners in building a thriving workforce for the future. • 35 www.ciobusinessworld.com

38. BUSINESS PROFILE Chief People Officer Ideal Tridon Group 38

39. Robin Hirsch Everhart I and we cannot do everything alone. Thus Robin Hirsch Everhart is grateful for the people who provided her a helping hand along the way as she now aims to continue pulling people forward. Today she is Chief People Officer at The Ideal Tridon Group - a family of brands dedicated to supporting, securing, and connecting pipes, tubes, and hoses. Robin is committed to doing what's right, valuing each other as individuals, and recognizing the impact of her role within the company. Here's more to embrace change and overcome challenges with resilience from Robin through an interview. Strategic HR Executive Driving Transformation and Culture Change f you are not learning from your past mistakes, then you are not growing and most likely repeating the same mistake. We as humans are imperfectly perfect, way for future women leaders. At times, I found I had to do more to prove my value vs. the assumed potential that was extended to my male counterparts. To remain competitive, I made unconventional career moves to accelerate my leadership development and enhance my value proposition. Additionally, I was often the only, or one of few, Jewish people within the leadership and executive team and had to raise awareness about being conscientious of not scheduling important meetings or company outings on high holidays if they wanted the entire employee base to be able to attend. Transitioning from social work to business at 28, I started from an entry-level position, becoming a vice president by 33 and entering the C-suite shortly thereafter. As a female executive, there was tremendous eyeball scrutiny on my career as well as how I would handle the work/life balance after having my three children between the ages of 35-37. Brief our audience about your journey as a business leader until your current position at IDEAL-TRIDON Group. What challenges have you had to overcome to reach where you are today? Despite spoken skepticism from male colleagues about my intentions to return-to-work post-pregnancy, I continued to do so. While being young and female during my journey created some entry barriers, I found that remaining confident in my leadership style, building trust through relationships, continuing to learn along the way, and demonstrating value through my actions has led to continued success and where I am today. It did not come without making mistakes and certainly wasn't a perfect journey. But the key is to learn from the mistakes we make and realize that we are all perfectly imperfect, and we cannot do it alone. I am grateful for all those who reached back to provide a helping hand along the way and aim to continue pulling people forward as I go. My path leading up to Ideal Tridon Group has been both challenging and rewarding. I've worked in both publicly traded and privately held companies ranging in size from Fortune 500 to mid-market private equity portfolio companies. My experience includes B2C as well as B2B in retail, professional services, and manufacturing industries. My roles have spanned Compliance & Ethics, Operations, Communications, Government Affairs, Diversity/Equity/Inclusion & Belonging, and HR. Starting my business career in male-dominated environments, I was often the only female executive, which necessitated tough conversations and efforts to pave the 39 www.ciobusinessworld.com

40. Could you tell us more about IDEAL-TRIDON Group's mission, vision, and operations? companies in their growth. Upon retirement, my goal is to continue board work while also engaging in speaking and consulting roles focused on communication, leadership, and strategy. For the Ideal Tridon Group, my objectives include establishing it as a premier workplace and further developing our human capital strategy. This will ensure we attract, retain, and nurture top talent, which is crucial for our continued business success. The Ideal Tridon Group is a family of brands dedicated to supporting, securing, and connecting pipes, tubes, and hoses. Based in Smyrna, Tennessee, we manufacture and distribute our products globally, with facilities across North America, Europe, and Asia. Our mission is grounded in core values centered around growth, positive energy, adapatability, accountability, solution orientation, and customer satisfaction. We emphasize personal and company growth, holding ourselves to high standards of performance and ethics. We are team builders and problem solvers, embracing change and overcoming challenges with resilience. Our success hinges on understanding and meeting customer needs, building trust through reliability, and fostering long-lasting relationships. Service is paramount. We are committed to doing what's right, valuing each other as individuals, and recognizing the impact of our roles within the company. What was your inspiration behind venturing into the business arena? My inspiration came from a challenge early in my career, where I was asked to do something unethical. Although it wasn't illegal, it compromised my values. It would have provided the company with a short-term gain but would have negatively impacted our clients, customers, and employees in the long run. I refused to do it, and I was fired. This was a pivotal moment that shaped my approach to leadership and defined the kind of organizations I wanted to be part of. This experience also led me to my first role in compliance and ethics, where I began building programs focused on ethical practices for companies and launched my business career. How do you build and manage a motivated and effective team? To build an effective and motivated team, I prioritize hiring the best talent I can find. Often, these individuals are smarter than I am and have the potential to surpass me. This approach is based on the belief in their ability to learn and grow within the business, fostering a culture where we are all moving in the same direction and where they can develop. Many of my past hires have grown into executive positions themselves and I would feel proud if I found myself working for them one day. To maintain team effectiveness, accountability is key. I set high standards, expecting my team to meet them, while also holding myself to the same expectations. Celebrating achievements, providing growth opportunities, and offering honest feedback are essential to motivation and effectiveness. Trusting the team with challenging assignments further encourages their development. Additionally, understanding my team members personally is crucial; knowing what drives them enables me to tailor motivation strategies effectively. What, according to you, could be the next big change in the HR? How is company preparing to be a part of that change? The next significant shift in HR, in my view, will be the integration of Artificial Intelligence (AI). AI offers the potential to streamline and expedite many of the routine tasks within HR, and we are already beginning to explore these opportunities. The longer-term possibilities include AI's role in talent screening, applicant testing, and even functioning as HR generalists. Recognizing the importance of this technology, we are actively incorporating AI into our strategic planning, not only within HR but across other support functions as well, to ensure we stay at the forefront of this transformation. What change would you like to bring to the HR- industry if given a chance? Where do you envision yourself to be in the long run, and what are your future goals for IDEAL-TRIDON Group? I would advocate for HR professionals to evolve beyond traditional roles and become integral business partners. My vision is for the HR industry to enhance its business acumen, showcasing how HR can actively contribute to and drive business objectives through strategic people management. Rather than confining themselves to conventional HR responsibilities, HR leaders should engage In the future, I aim to ascend to a CEO position or secure roles on paid boards, leveraging my unique experience with business operations, risk, and human capital to aid other 40

41. What would be your advice to budding entrepreneurs who aspire to venture into the HR sector? deeply in business discussions, influencing decisions with insights on how these decisions affect personnel and the organization. This approach positions HR as a key player in shaping business strategy, emphasizing the importance of understanding and leveraging human capital to achieve broader business goals. My advice for budding entrepreneurs venturing into the HR sector would be to take the time to listen and understand the real needs of their potential customers to fully understand the problem they are trying to solve for them. Entrepreneurs should also gain an understanding of any existing competitors so they can articulate what makes them different from the various tools already available to HR How have you made an impact in the HR? My impact in HR stems from leveraging my unique background in operations and business risk to adopt a comprehensive view of the organization. I'd like to believe that this perspective has enabled me to enhance communication and implementation strategies for changes affecting personnel, facilitating smoother transitions with less resistance. I've emphasized the importance of storytelling to understand the individuals behind the roles, fostering a culture of transparency by sharing information openly, even when the news is challenging or there is disagreement. My approach as a true business partner involves a holistic examination of decisions to anticipate their broader implications; ensuring strategies are comprehensive and considerate of all variables. Additionally, I've prioritized diversity, equity, inclusion, and belonging in every aspect of HR practice, from hiring and development to setting behavioral expectations, aiming to create a more inclusive and representative workplace. 41 www.ciobusinessworld.com