About
My leadership in HR Transformation has been instrumental in aligning people strategy with…
Activity
2K followers
-
Ashish Ahluwalia posted thisMany organizations say: “We can’t attract great talent because our employer brand isn’t strong.” But the real question is: How do you build an employer brand if you don’t yet have great people to tell your story? It becomes a vicious cycle. * Weak culture makes it harder to attract top talent. * Average talent struggles to transform the culture. * Without a compelling culture, employer branding feels like marketing rather than reality. Breaking this cycle requires working on all three simultaneously. Some practical approaches: ✅ Hire for culture contribution, not just culture fit. Bring in people who elevate standards rather than simply blend in. ✅ Create employee stories before creating employer campaigns. Authentic experiences are more powerful than polished videos. ✅ Invest in managers first. Employees don’t experience culture through posters—they experience it through their leaders every day. ✅ Fix candidate experience. Fast communication, respectful interviews, and meaningful feedback become part of your employer brand, even for unsuccessful candidates. ✅ Celebrate small wins publicly. Recognition, internal promotions, learning initiatives, and community impact all become proof points of culture. ✅ Measure what matters. Track quality of hire, hiring manager satisfaction, new-hire retention, employee referrals, and eNPS—not just time-to-fill. The strongest employer brands aren’t built by marketing teams. They’re built one hiring decision, one manager interaction, and one employee experience at a time. What do you think comes first—great culture or great talent? Or do they have to be built together? #Leadership #HumanResources #TalentAcquisition #EmployerBranding #Culture #EmployeeExperience #PeopleStrategy #Recruitment
-
Ashish Ahluwalia posted thisMost workplace issues are not people problems—they’re design problems. When ownership is unclear, outcomes get blurred. When interfaces are weak, effort gets duplicated. And when visibility isn’t built into the system, perception replaces reality. Leadership’s role is not to manage every outcome—it is to design clarity into how outcomes are created. And HR must be empowered as a true design partner, not an administrative function—because operating model decisions are ultimately people system decisions. Fix the structure, and you fix half the politics.
-
Ashish Ahluwalia shared thisI wanted to wish everyone a blessed Eid Al Fitr. May this occasion bring peace and happiness, and fill your homes with comfort, hope, and strength. Grateful, as always, to be part of a team like Ghitha that stands together through moments like these—especially when it matters most. Eid Mubarak to you and your loved ones. Ghitha Holding #EidMubarak
-
Ashish Ahluwalia posted thisGreat match today. Now waiting for the leadership insights from it #justsaying
-
Ashish Ahluwalia posted thisCan office politics be eliminated? No. Organizations are made of people—with ambition, fear, pride, and ego. In my experience working on operating models and in dealing with the people and leaders, politics doesn’t disappear. It shrinks when leadership grows. When goals are unclear, people compete. When recognition is inconsistent, people lobby. When decisions lack transparency, people build camps. Politics grows in the vacuum of leadership clarity. Politics fades when: • Strategy is crystal clear • Roles and decision rights are defined • Performance is measured fairly • Leaders speak the same message in every room • Credit is shared, accountability is owned Politics grows when: • Strategy is vague • Promotions feel mysterious • Leaders avoid tough conversations • Recognition is inconsistent Good leadership doesn’t eliminate politics—it makes it irrelevant. Because when leaders focus on purpose, people focus on performance.
-
Ashish Ahluwalia posted thisIn the Food Distribution & Processing Industry, probably similar to any other industry, One Truth Stands Out - People Aren’t Just Part of the Business — They Are the Business Interacting across this sector — from manufacturing floors to large-scale distribution environments — has taught me something very clear: Technology can optimise. Processes can standardise. Capital can scale. But none of it works without people. It is people who create resilience. People who protect quality. People who uphold the trust customers place in every product we move. And as an HR leader, I’ve come to believe that our real responsibility is not just managing talent — but building a culture where people can truly thrive: ✔ Dignity and safety at every level ✔ Leaders who listen and empower ✔ Frontline teams who are trained, supported, and recognised ✔ Wellbeing as a priority, not an initiative ✔ A workplace where ownership and integrity are celebrated When people feel valued, they elevate everything — from productivity to customer experience. Food may be our business. But people remain the core, the engine, and the competitive advantage behind every successful food organisation. #Culture #Growth
-
Ashish Ahluwalia shared thisOne of the most important concept in my opinion. Missing in many, needed by all! #Justsaying
-
Ashish Ahluwalia posted this🌟 Transformation Made Simple 🌟 In the world of big jargons and complex strategies, we often overlook what truly drives change. Real transformation doesn’t need to be overcomplicated. It boils down to two essential ingredients: Intent + Intelligent Hardwork Intent: The unwavering commitment to move forward, adapt, and grow. Intelligent Hardwork: The ability to make smart decisions, leverage data, and continuously learn. When these two align, magic happens—because transformation isn’t just a plan, it’s a mindset. Let’s focus on what truly matters. What’s your formula for driving change? #Transformation #Leadership #GrowthMindset #IntentAndIntelligence
-
Ashish Ahluwalia liked thisAshish Ahluwalia liked thisExciting opportunity for an experienced VP & Head of HR Technology to drive digital transformation, innovation and the future of HR technology. If you're passionate about leveraging technology to transform the HR landscape, we'd love to hear from you! Apply now! Hind Al Shimmari Salma Elhamalawy Rafeek Abdulla Dermot Ryan
-
Ashish Ahluwalia liked thisAshish Ahluwalia liked thisI’ve spent much of my career helping build the future of work. Over the years at First Abu Dhabi Bank, I’ve had the privilege of being part of an incredible transformation — from HR technology and digitalisation to automation, analytics, AI, workforce intelligence and skills. We didn’t just implement technology. We challenged how HR could operate. We connected systems, data and experiences, introduced digital assistants, explored intelligent HR agents, and continued to push the boundaries of what AI could bring to the employee experience. But looking back, the technology isn’t what I will remember most. I will remember the people. The colleagues who challenged ideas. The teams who turned ambitious concepts into reality. The leaders who trusted us to try something different. And the many people who made the journey memorable. As I approach my final days at FAB, I’m incredibly grateful for the experiences, relationships and lessons that I’ll carry forward. One thing this journey has reinforced for me: The future of work may be powered by technology, but it will always be about people. And as I look towards what comes next, I’m excited to help shape the future. Thank you to everyone who has been part of the journey. #FutureOfWork #HRTechnology #EnterpriseAI #HRTransformation #ArtificialIntelligence #DigitalTransformation #WorkforceIntelligence #Leadership
-
Ashish Ahluwalia liked thisAshish Ahluwalia liked this𝗔 𝗝𝗼𝘂𝗿𝗻𝗲𝘆 𝗼𝗳 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴, 𝗚𝗿𝗼𝘄𝘁𝗵, 𝗢𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽, 𝗮𝗻𝗱 𝐆𝗿𝗮𝘁𝗶𝘁𝘂𝗱𝗲 Some journeys are measured in years. Some are measured in 𝐦𝐞𝐦𝐨𝐫𝐢𝐞𝐬, 𝐫𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬, 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠𝐬, 𝐚𝐧𝐝 𝐦𝐢𝐥𝐞𝐬𝐭𝐨𝐧𝐞𝐬. As I look back at more than two decades of my journey , I feel an overwhelming sense of gratitude. From #𝗚𝗮𝗹𝗹𝘂𝗽 𝘁𝗼 #𝗔𝗼𝗻 , #𝗡𝗶𝗲𝗹𝘀𝗲𝗻 and now at #𝗔𝗲𝗼𝗻, I have been fortunate to work with some of the most reputed organizations and, more importantly, with some wonderful people along the way. It has been a journey of 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴, 𝗲𝘃𝗼𝗹𝘃𝗶𝗻𝗴, 𝘁𝗮𝗸𝗶𝗻𝗴 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀, 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀, and continuously discovering myself as a professional and as a leader. Over the years, I had the opportunity to move through 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝗶𝗮𝗹 𝗮𝗻𝗱 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗿𝗼𝗹𝗲𝘀, and today, I feel truly humbled and privileged to be part of the 𝗕𝗼𝗮𝗿𝗱 𝗼𝗳 𝗗𝗶𝗿𝗲𝗰𝘁𝗼𝗿𝘀 𝗮𝘁 𝗔𝗲𝗼𝗻. Every transition brought a new perspective. In my current role with a holistic view 𝗰𝗼𝗺𝗽𝗿𝗶𝘀𝗶𝗻𝗴 𝗽𝗲𝗼𝗽𝗹𝗲 , 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 , 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 , 𝗴𝗿𝗼𝘄𝘁𝗵 𝗼𝗳 𝘁𝗵𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗮 𝘃𝗶𝘀𝗶𝗼𝗻 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲 , I am in a space where I am getting to do what I do best. That shift in perspective has probably been one of my biggest learnings this year. I completed 𝗳𝗼𝘂𝗿 𝘆𝗲𝗮𝗿𝘀 𝘄𝗶𝘁𝗵 𝗔𝗲𝗼𝗻 , and the last one year has been one of the most memorable years of my professional career — replete with 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴, 𝗴𝗿𝗼𝘄𝘁𝗵, 𝗼𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽, 𝗮𝗻𝗱 𝘀𝗼𝗺𝗲 𝘃𝗲𝗿𝘆 𝗺𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝘀. Being entrusted with the responsibility of being a part of the Board of Directors at Aeon is not just a milestone , it is a responsibility that I deeply value. I sincerely thank the 𝗔𝗲𝗼𝗻 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 for the confidence and trust they have shown in me. And to my 𝗰𝗼𝗹𝗹𝗲𝗮𝗴𝘂𝗲𝘀, 𝗺𝘆 𝘁𝗲𝗮𝗺, 𝗺𝘆 𝗲𝘀𝘁𝗲𝗲𝗺𝗲𝗱 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝗮𝗻𝗱 𝗮𝗹𝗹 𝗼𝗳 𝘆𝗼𝘂 𝘄𝗵𝗼 𝗵𝗮𝘃𝗲 𝗯𝗲𝗲𝗻 𝗮 𝗽𝗮𝗿𝘁 𝗼𝗳 𝘁𝗵𝗶𝘀 𝗷𝗼𝘂𝗿𝗻𝗲𝘆 — a heartfelt THANK YOU. 𝗟𝗼𝗼𝗸𝗶𝗻𝗴 𝗯𝗮𝗰𝗸, 𝗜 𝗳𝗲𝗲𝗹 𝗴𝗿𝗮𝘁𝗲𝗳𝘂𝗹. 𝗟𝗼𝗼𝗸𝗶𝗻𝗴 𝗮𝗿𝗼𝘂𝗻𝗱, 𝗜 𝗳𝗲𝗲𝗹 𝗯𝗹𝗲𝘀𝘀𝗲𝗱. 𝗔𝗻𝗱 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗮𝗵𝗲𝗮𝗱, 𝗜 𝗳𝗲𝗲𝗹 𝗲𝘅𝗰𝗶𝘁𝗲𝗱. The journey continues…..look forward to creating many more memories and contributing to many more milestones at 𝗔𝗲𝗼𝗻.
-
Ashish Ahluwalia liked thisAshish Ahluwalia liked thisAI transformation starts with access. Putting AI in the hands of every employee takes ambition, trust and the courage to lead. That’s the bold step First Abu Dhabi Bank (FAB) took by giving every employee access to Microsoft Copilot, part of our wider commitment to embedding AI into how we work and innovate. At the “FAB Copilot Recognition Awards”, we saw what that can unlock. From Business and Credit to Compliance and other areas, our colleagues showcased agents solving real problems and turning AI into real impact. It was also powerful to hear Naim Yazbeck from Microsoft share, alongside our Group Chief Executive Officer that FAB is leading the way in AI adoption not just regionally, but globally, supporting the UAE’s ambition to lead in AI. Congratulations to all the winners, and especially proud of our HR team among them! Personally, AI is already changing how I work and how we work across HR. And I know we are only scratching the surface. Stay curious. Experiment. Keep asking, “Why not?” If you want to work somewhere that gives its people the tools, trust and opportunity to build what’s next, FAB is the place to be. Dr. Sebastian Walter Arun Mehta Naveed Pathan Lisha Nambidi Kalthoum Al Bloushi Naina Mohamed, APTD, GPHR, SHRM-SCP
-
Ashish Ahluwalia liked thisAshish Ahluwalia liked thisAs our business continues to grow across EMEA, it was fantastic to bring together our People Services MD’s and SD’s from across the region to discuss teaming, collaboration and our successes in the market. The breadth of expertise in the team is vast but one common goal we all share is delivering the very best advice to our clients in the areas of Equity Reward, Executive Compensation, People, Reward & Performance, Employment Tax and Global Mobility. We rounded the day off with a competitive game of darts (a first for some of our European colleagues!) #teaming Anna Turner Stuart Anderson Anita Eunson James Harris Jeremy Orbell Christopher Prout David Tuch Helen Croft Jon Hamblett Anthony McNulty Daniel Tonks Alasdair Walls Christian Roepke Cristina Martello Daniela Ielo Frans Heijs Alex Gardner
Experience
Education
Licenses & Certifications
-
Certified ESG for HR Professional
Aon HR Learning Center
-
Certified Job Evaluation Expert
Aon HR Learning Center
Honors & Awards
-
Won bank wide Shining Star Award Q1’2021
First Abu Dhabi Bank
-
Won bank wide Shining Star Q4’2020
First Abu Dhabi Bank
Digital Recognition Programme
-
Won bank wide Annual Gold Awards -2019
First Abu Dhabi Bank
Annual Gold Awards is annual awards in FAB which recognizes individuals who have lived FAB values and made significant contribution to FAB and stakeholders
-
Won bank wide Shining Star Q4’2019
First Abu Dhabi Bank
Shining Star awards is bank-wide quarterly recognition program for employees who have lived FAB values and made significant contribution to FAB and stakeholders
-
Asia Pacific Achievement Award FY 14 Q3
Towers Watson
-
Best Consultant Asia Pacific & Middle East
Gallup
-
All Star Asia Award
Gallup
Languages
-
English
Full professional proficiency
-
Hindi
Native or bilingual proficiency
-
Gujarati
Full professional proficiency
Recommendations received
9 people have recommended Ashish
Join now to viewOther similar profiles
Explore more posts
-
PlugScale
Agentic AI Human Resources Transformation interactive online workshop (no cost) exclusively for CHROs, HR Directors and HR CoEs. After successfully enabling GenAI-led HR transformation in multiple GCCs, Team PlugScale is now opening up a 2-hour interactive online workshop (no cost). This is more like an Industry lead Program and you will get an opportunity to interact with your Colleagues across other Tech and GCC companies. The session will offer a practical sneak peek into how Agentic AI can re-architect HR – from talent acquisition to employee experience – using real GCC use cases and the Agentic AI Transformation Model developed and Patented by our CEO Vishwanadh Raju. Why this matters now Nearly 70% of GCCs in India already rate GenAI as a top priority, with over half actively leveraging it to improve operations and experience. AI adoption in HR has jumped from pilot to scale, with 66% of HR organisations using AI-powered tools and workloads still expected to grow faster than budgets. Agentic AI is moving beyond chatbots, with AI agents able to support more than 70% of HR processes and drive double-digit productivity gains. What we will cover in 2 hours Basics of Agentic AI for HR What Agentic AI really is (beyond GenAI prompts): autonomy, goal-driven behaviour, orchestration and learning. How AI agents differ from traditional RPA/automation and where they fit in HR tech stacks. Agentic AI Use Cases across HR Talent acquisition: autonomous sourcing, screening, interview coordination and offer workflows. Employee experience & HR operations: 24/7 HR service agents, policy Q&A, benefits support, case resolution, onboarding and internal mobility. Agentic AI HR Transformation Model (by Vishwanadh Raju) A structured multi-stage maturity model for moving from experiments and point use cases to scaled Agentic AI HR platforms in GCC and enterprise contexts. Design principles: governance, skills, operating model, data foundations and change management tailored for HR and global capability centres. Roadmap for your HR Transformation 6–9 month roadmap: identify high-ROI HR journeys, prioritise use cases, set up a control-tower and change story for your organisation. Quick wins vs. strategic bets: how to balance pilots, platforms, risk, ethics and workforce reskilling at scale. You will also receive: A participation certificate for the 2-hour live workshop. A practical checklist and roadmap template to kick-start Agentic AI in your own HR function To nominate yourself or your HR leadership team pl do connect with Vishwanadh Raju or Bharat Sigtia or Praneeth Patlola. Limited seats to keep the session interactive. #AgenticAI #GenAI #HRTransformation #GCC #CHRO #HRDirectors #FutureOfWork #HRAutomation #TalentAcquisition #EmployeeExperience #PlugScale #HRStrategy #DigitalHR #AIinHR #GCCIndia
-
'Femi Biremo
InsideHR Series Managing Underperformance Managing Underperformance is the structured approach to addressing performance gaps while preserving fairness, dignity, and accountability. It requires: • Clear performance expectations from the start • Objective evidence and documentation • Timely feedback and coaching support • Defined improvement timelines and action plans • Consistent follow-through Underperformance should be managed early — not ignored. When leaders act promptly and fairly, they protect team morale, maintain standards, and give employees a genuine opportunity to improve. #InsideHR #ManagingPerformance #LeadershipAccountability #EmployeeRelations #HRInsights #PeopleManagement #HRBestPractices
-
The Unconventional Leadership Podcast
Will 80% of HR Jobs Disappear in 5 Years? AI is reshaping the employee experience. Explore the stark choice: cling to old models like Kodak or innovate like Google. This clip challenges HR leaders to reinvent programs, metrics, and mindset before it’s too late. #HR #AI #futureofwork #leadership #digitaltransformation #management #talentstrategy #innovation #peopleops #executivecoaching
-
S S Sahrawat
Building High Performing Organisations Through Fractional CHRO Leadership Building a Strong Organisation Requires more than hiring People. It Requires Strategic HR leadership, Strong Talent Practices, Effective Organisation Design & a Clear People Agenda Aligned with Business Priorities. Key Strengths & Benefits Access to Senior CHRO-level Expertise & Strategic HR leadership Without the Cost & Commitment Of a Full-time Appointment, Providing the MD/CEO with an Experienced Partner to Strengthen Talent, Organisation, Performance, leadership, Culture & HR Governance while enabling Greater Flexibility, Faster Execution & improved Organisational Effectiveness. Ranish Human Capital Offers a Virtual Fractional CHRO Model to Provide Organisations with Access to experienced Senior HR leadership On a Flexible, Retained Basis. Fractional CHRO Would Drive Transformation & Strategic Agenda HR Strategy & Organisation Design Talent Management & Succession Planning Leadership Hiring & Talent Intelligence Performance Management & Rewards Organisation Development & Transformation Leadership Development & Capability Building Employee Engagement & Culture HR Governance, Metrics & Analytics HR Team Mentoring & Development Strategic People Advisory to the MD / CEO As Fractional CHRO Would Work Closely with the MD / CEO & leadership Team, Providing an Independent Senior Perspective on Critical People & Organisation Decisions. Physical Meetings Can be Scheduled As & When required, based on Business Priorities. The Model is Particularly Relevant for Mid-Sized & Growth-Oriented Organisations that want to Strengthen their HR leadership Without immediately Creating a Full-time CHRO Position At Ranish Human Capital, We Believe Fractional CHRO is not Simply an Advisory Arrangement. Its a Flexible way of Bringing Senior HR leadership into the Organisation Organisations Interested in Engagement of Fractional CHRO may Connect at SS Sahrawat Director & CEO Ranish Human Capital P ltd ss_sahrawat@ranish.co.in
-
People Matters
Senior HR leaders in India cite Performance Management and Disruption as their top workplace culture risks. Nearly half of HR leaders identify these as their organisation’s greatest challenges. The best workplaces are replacing evaluation with development — and responding to disruption with resilience. See how top workplaces are adapting in Gallup’s latest report, The Culture Imperative: Insights for India’s Next Chapter. https://lnkd.in/gmYqjiN5 #WorkplaceCulture #HRInsights #PerformanceManagement #OrganisationalResilience #FutureOfWork #HRTrendsIndia #LeadershipDevelopment #EmployeeEngagement #GallupReport #IndiaWorkforce
1 Comment
Explore collaborative articles
We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
Explore More