EVP EB Talent Management at Asian Paints

New Business Harmonization HR process

1. Disparities in Compensation, Total Rewards, and Policies Challenges in Aligning Talent Management Systems with Business Needs DEPARTMENTS ANALYSIS Emerging Businesses Existing Businesses No of Profiles Sourced 100 100 initial outreach and sourcing effort is similar across both segments Screening Round (Conversion %) 70% 90% a misalignment between the JDs and candidate expectations , or a lack of communication of company’s requirement Aptitude test or similar (Conversion %) 40% 50% candidates in emerging businesses may not be well-suited or well-prepared for standardized testing, where specialized knowledge could be more important than general aptitude Interview (Conversion %) 30-35% 50-55% a skills mismatch between these niche roles and the available talent . Final Selection 10-12 22-25 difficulties in closing the recruitment process successfully for these new segments with contributing factors including higher competition for niche talent , misaligned expectations , or unclear EVP for potential hires trategy tructure ystems hared V alues tyle taff kills Lack of a unified talent strategy for emerging business segments. Organizational silos between traditional and emerging business units Recruitment systems are not aligned with the unique needs of niche talent Inconsistent alignment of core company values with new business verticals Leadership may not be fully equipped to manage diverse business portfolios Talent gaps due to niche expertise requirements in home décor and waterproofing Lack of specialized skills in emerging sectors, leading to a longer hiring process No Proper Benchmarking Alignment Due to Diversification – Lack of Specific EVP Benchmarking Issues due to Diversification No Tailored EVP leads to Risk of Losing Talent Competitor Disadvantage against Niche Firms Internal Equity vs. External Competitiveness Need for Realigning Tailored Talent Strategies Adaptation Across Existing & New Segments Disparities in Total Rewards Harmonization Need for Unified Talent Intelligence Systems Ensuring Fair and Consistent Policies

2. Employer Branding EVP Congruence between employer brand and EVP has never been more critical Top preferences of Employees around the World Top reasons why Employees leave the organizations in India Top EVP drivers across world in various industries # Top Reasons for Leaving Major Findings with our Secondary Research # Employer Location plays a major role # Career Progression Concerns Lack of Work-life Balance Insufficient COLA due to Rising Living Expenses Limited & Rigid Career Growth Opportunities “One-size-fits-all” Benefits Framework Increase in On-Site Work Shift in Candidate Priorities to Non-Material Factors, beyond Salary Key Impact Factor in Overall EVP Strategies Location Consideration as part of Retention Plans Insufficient Offerings for High-Growth Talents Perception Gap of Below-Average Development & Growth Opportunities Need for Collaborated & Tailored Lifecycle Creation

3. Understanding what employees value in a workplace is critical to shaping an employer brand that resonates. These preferences should guide the design of your employer brand to meet or exceed what potential employees seek, as 86% of millennials ( Linkedin Report,2022) say they would take a pay cut to work at a company that aligns with their values. Employee Preferences Key factors influencing Employer Branding The financial resources dedicated to employer branding influence its reach and impact. Companies with larger employer branding budgets generally see a stronger return on investment. According to LinkedIn, companies that invest in employer branding typically reduce their cost-per-hire by up to 50% and decrease turnover rates by 28%. Additionally, organizations with strong employer brands see 50% more qualified applicants. Budget Allocation A study by PwC showed that 79% of executives say aligning employer branding with business goals improves recruitment and retention. Organizations that focus on people-centric strategies like leadership development, diversity & inclusion, and well-being programs tend to outperform those that don’t. For instance, companies with strong diversity initiatives report People Strategy A Glassdoor study found that 84% of job seekers consider a company's reputation before applying. Competitors with strong employer brands are more likely to win top talent, creating pressure for companies to differentiate. A clear example is the tech industry, where companies like Google and Microsoft have invested heavily in building a brand around innovation and culture. This has led to a 25% higher retention rate than industry averages People Strategy Effective employer branding relies on selecting the right communication channels to engage with potential and current employees. Studies show that 79% of candidates use social media in their job search, and companies that are active on platforms like LinkedIn, Glassdoor, and Instagram are three times more likely to attract top talent. LinkedIn’s data reveals that employer branding posts on social media receive 2.5x more engagement than regular company updates. Communication Channels Key factors influencing Talent Management D E L T A A diverse workforce brings varied perspectives and ideas, which can enhance decision-making, innovation, and problem-solving. Inclusive practices not only foster a better work environment but also drive business success. Diversity & Inclusion Employees seek growth opportunities and a clear path for career progression. When an organization invests in continuous learning, mentoring, and skill development, it boosts employee engagement, reduces turnover, and increases organizational agility Employee Growth Opportunities Leadership sets the tone for the organization's culture, influencing how talent is developed, motivated, and retained. A strong leadership culture fosters employee engagement, collaboration, and loyalty, which are crucial for long-term success Leadership and Culture Utilizing technology and data-driven analytics in talent management enables organizations to make smarter decisions regarding recruitment, performance management, and retention. Predictive analytics can help forecast talent gaps, optimize workforce allocation, and improve overall decision-making Technology and Data Analytics When talent management is aligned with business objectives, the organization ensures that its workforce supports and drives key goals like innovation, growth, and market expansion. This alignment results in a more focused and effective talent strategy, enhancing overall business performance Alignment with Business Strategy

4. College to Corporate Experiential Program (Onboarding Odyssey) Phase 1 : Business & Culture Immersion (Weeks 1-2) Company Culture Immersive Storytelling Purpose Driven Workshops Phase 2 : Core Division Learning (Weeks 3-6) Niche Business Bootcamp Product Masterclasses Simulation-Based Learning Phase 3 : Strategic Project Immersions (Weeks 7-12) Innovation Spirit Leadership Shadowing Outcome Presentation Shadowing Rotations Peer Learning Program for industry experts (Mastery Pathways) High-Performance Track “ Nichepreneurship ” – Fostering Entrepreneurial Thinking Support Programs Intrapreneurship Development Mentorship & Coaching Network Program 1 : "Niche Mastery Labs" – Thought Leadership & Expert Autonomy Autonomy & Ownership Research & Thought Leadership Expert-Led Innovation Hubs Program 2 : "Masters of Craft" – Prestige based Social Recognitions Program 3 : "The Master Architect Program" – Career Progression & Skill Growth Dual Pathway Career Development Sponsored External Learning & Sabbaticals Program 4 : "Niche Expert Council" – Influencing Strategy & Direction Strategic Influence by Council of Niche Experts Co-Designing Business Strategy Target - New College Joiners Focus - Developing core technical competencies in “waterproofing” or “home décor” Learning - Gain exposure to technical, commercial, & leadership skills through “College to Corporate Experiential Program” Phase 1: Entry-Level Unified Career Lattice Target - New joiners who have advanced or mid-career industry professionals Focus - Leading projects or managing small teams Learning - Continue building technical expertise while engaging in business management Phase 2: Mid-Level Target - Seasoned professionals who are positioned to lead divisions or define strategy within their niche Focus - Driving strategy for new market opportunities in niche segments Learning - Participate in “Strategic Leadership Labs” where they help design the future direction of their division, and mentor rising talent within the organization Phase 3: Senior-Level

5. Unified Talent Integration Program Ladder Progression: Structured career levels (Entry → Junior → Mid-level → Senior → Leadership). Lattice Opportunities: Lateral moves and cross-functional projects (e.g., waterproofing experts contributing to home decor projects). New College Joiners: Start at entry-level roles with clear milestones for career progression and cross-training opportunities. Industry Experts: Begin in advanced roles with pathways to leadership and opportunities for lateral moves into new projects or roles Career Pathways Matrix Integration Career Matrix Design Total Rewards Philosophy Work Practices & Role Design Learning & Development New College Joiners: Competitive starting salaries, performance-based bonuses, and growth incentives. Access to learning stipends and mentorship programs Industry Experts: Performance bonuses, stock options, innovation-related incentives, and tailored benefits reflecting exceeded industry standards Work-Life Balance: Flexible working hours, remote work options, and wellness programs tailored to different career stages and roles. Customized Reward Packages Flexible Benefits College-to-Corporate Transition Paths: Structured onboarding, role-specific training Expert Development Program: Advanced training workshops, industry conferences, and leadership incubators for experienced professionals Mentorship Program & Knowledge Exchange Forums Experiential Learning Platforms Mentorship & Knowledge Sharing Hybrid Word: Options for remote, on-site, and hybrid working environments Project Based Task: Short-term & innovation sprints involving cross-functional teams Role Enrichment: Opportunities to lead innovative projects, engage in R&D, and contribute to strategy development Flexible Work Models Dynamic Role Structures Program Phase Implementation Phase 1 (Planning & Design): Conduct a needs analysis to identify required skills, then design career matrices, total rewards, and role structures aligned with both business goals and employee needs Phase 2 (Pilot Program): Implement the program in a selected division to test effectiveness, gather feedback, and refine it for alignment with business strategy and employee expectations Phase 3 (Full Rollout): Expand the program across all business units with seamless integration, while continuously monitoring effectiveness through reviews, employee feedback, and performance metrics Evaluation & Feedback Key Performance Indicators (KPIs): Measuring success in attracting and retaining top talent in niche fields. Regular surveys to gauge employee satisfaction with career progression, rewards, and work practices are required. Feedback Mechanisms: Conducting quarterly reviews with employees and managers to assess program impact and make necessary adjustments. Implementing feedback loops to ensure the program evolves with changing business needs and market conditions

6. Name : Aarav Mehta Age: 23 Background: Recently graduated from a top-tier university with a Bachelor’s in Civil Engineering. Aarav has a passion for sustainable construction and has interned with a leading construction company during his final year. He is excited about entering the workforce and is looking for opportunities that allow him to learn and grow quickly while contributing to innovative projects. Name: Shreya Kapoor Age: 38 Background: Shreya has over 15 years of experience in the home décor industry, specializing in product design and customer experience. She has worked with several major brands and has developed a reputation for her innovative approach to design. However, she’s now looking for a new challenge where she can drive business innovation and mentor upcoming talent. Persona 1 : New College Entrant Goals Challenges Rapid learning and exposure to new technologies in waterproofing solutions Lacks industry experience. Career growth with clear progression paths Unclear on navigating corporate environments Opportunities to work on impactful projects Looking for structured learning but also wants autonomy in projects Mapping into Unified Program Persona 2 : Industry Expert Goals Challenges Lead high-impact projects in décor & gain attractive rewards based on contributions Transitioning to a new business with evolving goals Guide and mentor younger professionals Balancing leadership with the need for continuous learning Lateral mobility to take on new challenges Ensuring long-term satisfaction through innovation paths Aarav will start at entry level with clear progression paths and opportunities for lateral movement across projects, guided by mentors like Shreya Shreya , as a Senior Design Manager, will lead high-impact projects and mentor fresh graduates like Aarav while exploring new initiatives within the lattice structure Career Matrix Design Aarav will receive competitive entry-level compensation , performance bonuses, and learning stipends, guided by mentors like Shreya to shape long-term career goals Shreya’s rewards will include performance-based bonuses, stock options, and flexibility perks, with additional rewards for mentoring young professionals like Aarav. Total Reward Philosophy Aarav will work on project-based assignments with experienced professionals , gaining cross-functional exposure and collaborating with product designers Shreya will lead innovation in home décor while having lateral mobility to manage other projects, such as waterproofing product design and customer experience enhancements. Work Practices & Role Aarav will follow a structured onboarding program with targeted learning in waterproofing solutions and business strategy, receiving mentorship from experts like Shreya. Shreya will have access to advanced learning platforms and participate in leadership incubators to further develop her skills and lead large-scale projects. Learning & Development Aarav will participate in quarterly performance reviews , gaining feedback and exploring new projects to support continuous learning and career growth. Shreya’s leadership evaluations will assess her contributions and mentorship , allowing her to adjust her role, explore new initiatives, and receive leadership coaching. Feedback & Development Persona Mapping

7. Initiatives & Interventions CollabLab Features : Project-based collaborations, Innovation spirits, open showcases Impact: Employees get to know each other beyond their usual teams, promoting a collaborative mindset. The diversity of thought drives creativity, as people from different backgrounds and areas of expertise bring new ideas. Cross-Business Collaboration Labs (" CollabLab ") Features : innovation competitions, collaborative knowledge repositories, ai-powered collaboration tool Impact: Encourages a steady flow of new ideas and drives, cross-pollination between business units. The platform facilitates real-time collaboration across geographies, hierarchies, and divisions. Digital Collaboration & Innovation Platform Internal Digital Platform Features : Leadership shadowing, reverse mentorship, Impact: Employees at all levels learn from each other’s experiences and develop a growth mindset. Leaders are exposed to fresh ideas and new ways of thinking, while younger employees understand business leadership. Shadowing Program Shadowing Program Features : Innovation bootcamp, dedicated incubator team, venture-capital style funding Impact: Employees feel a sense of ownership over their projects, leading to higher engagement and “long-term retention”. The program accelerates “new product development” and opens new revenue streams for the company. Leadership Shadowing & Reverse Mentorship Idea Incubator Features : Diverse teams, monthly innovation challenges, reward system, cross-sector think-tanks Impact: Breaks down silos and enables a “fluid exchange of ideas” Continuously generates creative solutions to real business problems, driving innovation across the conglomerate Cross-Business Collaboration Pods The Hive Features : Micro-learning sessions, peer-to-peer learning, cross-disciplinary certifications Impact: Employees stay current on industry trends and gain skills from other business areas. Fosters a “learning-first culture” where employees freely exchange knowledge and ideas. Learning Communities CoLab Circles