Dr. Jaimon Antony_ Driving HR Excellence and Organizational Change .pdf

Leading this new era of HR is Dr. Jaimon Antony, Head of HR for India and Bangladesh at ESAB India—a leader whose journey is defined by resilience, reinvention, and a deeply human approach to leadership. 

1. In today’s dynamic world of work, Human Resources has evolved far beyond its
traditional role. It is now the heartbeat of culture, the architect of transformation,
and the compass for organizational strategy. Leading this new era of HR is Dr.
Jaimon Antony, Head of HR for India and Bangladesh at ESAB India—a leader
whose journey is defined by resilience, reinvention, and a deeply human
approach to leadership.
With more than two decades of experience, Dr. Jaimon has not only shaped
workplaces but transformed lives, ushering in a culture where empowerment,
engagement, and evolution aren’t just values—they’re a way of life.
A Career Forged in Purpose and Passion
Dr. Jaimon Antony’s professional journey began in 2002 in the coastal city of
Kochi, Kerala, at Hindalco Industries Limited), part of the Aditya Birla Group.

2. Jimon quickly discovered his calling in Human Resources—a move that was as
bold as it was intuitive.
Before joining Hindalco, he pursued a Master’s in Human Resources (Rajagiri
School of Management, Kochi), followed by a General Management Program
from IIM Calcutta. From there, his career became a tapestry of diverse
experiences: telecom with Idea Cellular, IT with SIFY and Cognizant, heavy
engineering with Tube Investments of India, and even a stint in the Middle East
with ISYX before returning to India to lead HR at NTC.
At each turn, Dr. Jaimon adapted, learned, and led with people at the center. His
experience navigating sectors with varying maturity levels in HR gave him a
panoramic view of workforce needs and business alignment.
Transforming ESAB India: A Cultural Revolution
When Dr. Jaimon Antony joined ESAB in 2019, he encountered a traditional
manufacturing company rich in legacy but resistant to change. The organization
had deep roots—many employees came from the same families across
generations—but this familial comfort had gradually turned into complacency.
What he saw was a generational divide. On one end were employees aged 45–50
who had been with the company for decades, and on the other, fresh graduates in
their early 20s bringing innovation and a digital mindset. These two groups
operated in silos—different mindsets, different energies, different priorities.
Building Bridges, Not Walls
Dr. Jaimon Antony recognized this not as a problem but as a powerful
opportunity. He introduced flexible work policies, created inclusive platforms for
dialogue, and ensured that leadership was visible and approachable. His reforms

3. touched everything from performance management and rewards to
communication practices and career pathing.
The result? A workplace that became not just productive, but
progressive—earning ESAB the Great Place to Work Certification in 2024, a
monumental milestone in its 38-year history in India.
Leadership Rooted in Accessibility and Authenticity
Unlike traditional leaders who operate from a distance, Dr. Jaimon Antony’s
philosophy is hands-on, grounded, and deeply connected to his team.
There is no attendance system at ESAB. There are no gatekeepers to leadership
offices. There’s no hierarchy in the canteen—everyone eats the same food in the
same space. These gestures, though simple, reinforce a culture of openness,
equality, and trust.
Learning from Everyone
Mentorship at ESAB under Dr. Jaimon Antony is a two-way street. He believes in
reverse mentoring, learning from young professionals while also teaching them
the nuances of leadership. He regularly spends time on the shop floor, learning
welding from seasoned technicians. It’s a symbolic and literal act of breaking silos
between functions, generations, and job grades.
This humility and curiosity define his leadership style: inclusive, relational, and
continuously evolving.
Strategic Impact Through HR Excellence

4. Dr. Jaimon Antony’s leadership at ESAB has delivered not only cultural change
but remarkable business outcomes:
●​ 1,500+ hires in six years at ESAB
●​ 7,000+ hires across his career
●​ Attrition halved from 16% to 8.4%
●​ Revenue surge led to a 7x increase in share price (₹900 to ₹6,500)
●​ Employee engagement scores reaching 92%
●​ Burnout score lowered to 14%
These aren’t just metrics; they are a reflection of a culture rooted in care,
competence, and clarity.
Driving Social Responsibility: Skill, Safety, and Sustainability
Under Dr. Jaimon’s stewardship, ESAB’s CSR initiatives have flourished. These
aren’t just tick-box exercises; they are purpose-driven programs that uplift
communities while strengthening industry linkages.
Project Bandhan

5. A flagship initiative that trains unorganized sector welders on safety and best
practices. It bridges the gap between livelihood and safe working environments.
“Bandhan,” meaning bond, is symbolic of the project’s aim—to bring families and
communities together through safe, skilled employment.
Welding Institute
A vocational training center that provides free skill development for rural youth,
enabling them to secure employment in the welding industry in association with
SIMA.
Centres of Excellence
Collaborations with PSG Tech, SSN University, and IIT Madras facilitate
cutting-edge research in welding technology. ESAB even holds a research chair at
SSN, and its scholars conduct real-time projects in ESAB’s R&D labs.
These initiatives earned ESAB the National CSR Award from the Government of
India in 2022, and recognition from the World CSR Council.
Championing HR Tech and AI Integration
True to his forward-thinking mindset, Dr. Jaimon Antony is leading digital
transformation in HR. ESAB has begun integrating AI-powered systems into
recruitment, learning, HR operations, and even predictive maintenance on the
shop floor.
KPIs linked to AI innovation are now embedded into performance goals across
ESAB’s Asia operations. From talent analytics to chatbot-led onboarding, ESAB’s
HR function is becoming smarter, faster, and more intuitive—without losing the
human touch.

6. Mentorship and Giving Back
Dr. Jaimon Antony believes in shaping the next generation of leaders. Through
the Konfidant Program at Kalinga School of Management, he mentors 13
students, guiding them through career planning, ethics, and leadership
development.
He treats mentoring as more than a responsibility—it’s a calling. By investing in
youth, he’s ensuring a legacy of leaders who are grounded, compassionate, and
visionary.
A Voice on Global Platforms
Over the years, Dr. Jaimon Antony has emerged as a respected thought leader,
sharing his insights and experiences across several prominent external forums
and industry platforms. His contributions consistently reflect a deep-rooted
passion for people-centric strategies, organizational development, and creating a
lasting social impact.
Dr. Jaimon has spoken extensively on the strategic role of Strategic Human
Resource Management (SHRM) and its tangible impact on organizational
performance, particularly within SMEs and large manufacturing organizations.
His sessions offer practical frameworks to align HR strategy with broader
business goals for sustainable growth. This was his Research Topic for his
Doctoral Degree with the Swiss School of Management.
Another core theme of his engagements has been Culture Transformation—where
he shares actionable insights on building inclusive, agile, and purpose-driven
workplaces that foster innovation while staying aligned with company values.

7. He has been a tireless advocate for Continuous Learning and Capability Building,
emphasizing certifications, structured growth, and mentorship as critical
elements for preparing future-ready teams.
In his engagements on Diversity, Equity, and Inclusion (DEI), Dr. Jaimon
highlights the importance of psychological safety and the need to embed DEI into
the culture of even traditionally non-diverse sectors like manufacturing.
On CSR and Sustainability, he has showcased impactful initiatives like the
Welding Institute, Project Bandhan, and Centre of Excellence partnerships that
unite industry, academia, and community for meaningful progress.
He has also spoken on Employer Branding and Talent Strategy, explaining how
principles like trust, transparency, and digital enablement helped position ESAB
as a Great Place to Work.
His thought leadership on Employee Recognition and Engagement—highlighting
tools like the FLASH program, the SHAPE values framework, and gamified
onboarding—has resonated with audiences looking to inspire and retain talent.
Finally, Dr. Jaimon Antony connects HR with business outcomes through his
talks on HR Tech and Analytics, showing how smart data use can power strategic
decision-making and build agile, future-ready teams.
Recognition and Awards: A Testament to Impact
Organizational Awards:
●​Great Place to Work (2024)
●​National CSR Award (2022)

8. ●​Best HR Practices – India Today and FICCI
●​Best Companies to work for in Asia 2022
●​Green Sarathi Award – Financial Express
●​National Manufacturing Excellence – CII
Personal Honors:
●​Global Transformation Leader Award – UK Parliament (2025)
●​Exceptional HR Manager – Business World
●​Young HR Manager Award (2021)
●​Duke of Edinburgh Award (1997)
Legacy of Transformation: Leadership That Listens
Dr. Jaimon’s story is not just one of professional success. It’s a masterclass in
empathetic leadership, where listening is as powerful as acting, and trust is as
important as technology.
He believes that real transformation happens when leaders stay close to the
ground—understanding challenges, co-creating solutions, and celebrating human
potential.
As industries across the world evolve, Dr. Jaimon Antony remains a beacon of
progressive HR leadership—one that uplifts, empowers, and builds organizations
where people and performance grow hand in hand.
8 Key Takeaways from Dr. Jaimon Antony’s Journey
1.​Empowerment unlocks innovation

9. 2.​HR is central to strategy—not a support function
3.​Open-door culture builds trust
4.​DEI isn’t optional—it’s foundational
5.​Mentorship shapes both mentee and mentor
6.​AI is a tool—human connection is the driver
7.​Culture transformation is a journey, not a project
8.​Leadership is service, not status