Peppercorn.ai hosted an insightful conversation with Dhirendra Nath, Chief People Officer at SLK Group, moderated by Xena Wang in February 2024. Dhirendra has over 20 years of experience leading HR and talent acquisition across diverse industries such as technology, pharmaceuticals, financial services, and tea. He is currently based in India and is making time to share his recruiting experience and wisdom with the Peppercorn audience. Dhirendra shared his HR leadership journey, the unique aspects of HR in different industries, what he looks for in candidates, strategies for identifying and nurturing leadership potential, and insights on how AI is changing the talent landscape. Peppercorn Parleys are conversations revolving around the journey to What's Next! Get the latest insights, tools, resources, and insights that can help you get clarity and confidence in your professional career. Hear from leaders, HR folks, hiring managers, recruiters, and even individuals on their own journey to What's Next. What drew you into HR? Growing up in a small town in eastern India, Dhirendra was influenced by a neighbor who worked in training and development. Reading an HR book by TV Rao left a mark on him. Moving to the metropolis of Kolkata was a significant adjustment coming from a small town background. The amenities and modernity were very different from what he was used to. After completing his graduation in science, Dhirendra decided to pursue a career in HR, and the rest is history. He has never regretted choosing HR as his profession. What are your favorite industries you've worked in? While each industry offers unique learnings that enrich one's body of knowledge, technology has been Dhirendra's favorite due to its fast pace, global nature, and constant emergence of new technologies. It keeps you learning and on your toes. Other industries have also provided valuable lessons, but if he had to pick one, the IT services industry would be his choice, given his long tenure in the sector. How does the Chief People Officer role differ across industries? In a medium-sized, entrepreneurial group like SLK, the Chief People Officer role involves everything from searching for talent globally to bringing in people from diverse cultures. It's challenging yet exciting. In larger setups, many processes are already established, so there is less opportunity to build things from the ground up. In a growing company, you get to do many things that you wouldn't in a large, settled organization. At the group level, managing HR across diverse businesses like services, product, and agriculture presents unique challenges and excitement. What aspects are most challenging or rewarding about working with people in this role? In the services industry, people costs account for over 50% of the P&L, so there is a constant push on culture, retention, and hiring. There's a linearity between the number of people and revenue. Retaining the core culture while bringing in diverse talent with their own minds and assimilating them is a key challenge. It requires a balance of embracing diversity and being firm about cultural alignment. Managing things at the group level across diverse businesses like services, product, and agriculture also presents unique challenges, as well as opportunities to deploy learnings gained over time. What strategies do you use to identify candidates? Beyond assessing technical skills, which are a given, Dhirendra uses his personal CHAMPION framework to evaluate candidates, especially at leadership levels: • Commitment to be somebody - having a vision, drive, and purpose that fuels your work • Hard work - no substitute for putting in the effort • Attitude - seeing work as a central component of life and being keen to collaborate • Modesty and humility - avoiding arrogance and being a team player • Persistence - ability to deal with highs and lows and not give up easily • Intellectual curiosity - being a constant learner and not claiming to know everything • Optimism - having an eternal optimist outlook and focusing on solutions • Nimble and agile - being quick on one's feet and adaptable What has changed in what you look for in candidates over the years? With the rapid disruption brought by AI, learning agility has become crucial. The longevity of skills is shrinking, so constant upskilling is vital for staying relevant in the job market. Ability to work with a global, diverse set of people and sensitivity to different cultures has also become important, as the world becomes more interconnected. These shifts are profound and require job seekers to continuously scan, learn, and update their skills to avoid becoming obsolete. What strategies do you use to identify and nurture leadership potential? Traditional methods like succession planning and critical talent identification through regular HR processes help filter out talent with potential. Customized development plans based on individual needs - specialized training for skill gaps, coaching for specific development areas, exposure through strategic assignments. Backing identified talent, allowing them to make and learn from mistakes, and not being jumpy about short-term setbacks. Consistency in supporting high-potential talent is key. How AI and technology are changing HR and recruiting: AI is bringing disruption at an unprecedented scale, and learning agility is becoming critical for staying relevant in the job market. Organizations are cautiously adopting AI tools to augment various HR processes, from talent acquisition to employee experience, while being mindful of the rapid evolution of the technology. Individuals must take ownership of continuously updating their skills and knowledge to remain competitive. Companies are investing in upskilling and reskilling initiatives. Advice for job seekers: Continuously scan the environment and proactively work on upgrading your skills. Don't wait for your current role to become obsolete. Be open to opportunities that offer learning and growth, even if they don't seem perfect on paper. Cultivate a mindset of curiosity, adaptability, and resilience to navigate the ever-changing world of work. Thank you, Dhirendra, for sharing your valuable insights and experiences with the Peppercorn community! Want guidance and tools to help you gain clarity and confidence in your own career journey? Check out Peppercorn Discovery, a comprehensive career transition program designed to help you navigate towards What's Next!

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