The founder of a digital business saw the need for a trusted advisor who could be his thinking partner even as he worked towards redefining his business direction, aligning his team towards this new direction and assessing the leadership bench strength to meet the new goals of the business. 

His partnership with Ganesh Chella helped him redefine and communicate the new direction, align his team and redefine the structure to achieve the new goals of the business. To achieve this progress, Ganesh used a structured process to engage with the promoter and his leadership team.

The CEO & MD of this German multinational in the engineering business found that his Organisation was grappling with several challenges of managing the huge growth opportunities that presented itself. The absence of an HR leader he could rely on to address gaps in organizational capabilities and structure and the absence of a responsive HR function to drive critical processes were leading to several challenges.

His partnership with Ganesh resulted in the framing of a clear HR agenda, a sound on-the-ground assessment of current realities and time based actions to address the defined agendas. He and his leaders were beginning to quickly find workable solutions to many of the problems that they had been living with for a while.

As soon as he took over as the MD and CEO of a highly respected media house, he realized that a sound HR function and a competent CHRO he could trust and rely on would be extremely critical for his success in turning around the business. His partnership with Ganesh helped him think through and arrive at his critical HR priorities, fill functional gaps in the HR team, drive programs to improve performance, launch restructuring efforts and of course search for and identify his CHRO.

Ganesh has worked with four Private Equity / Venture Capital firms as their HR Advisor. In this role, he has brought in the HR capabilities that these firms were looking for before investment in the form of HR Due diligence and after investment in the form of support and guidance to the entrepreneurs in the invested companies on HR matters. In addition, he has also supported the leadership and organizational needs of these firms themselves.

As soon as he took over as the MD and CEO of a highly respected media house, he realized that a sound HR function and a competent CHRO he could trust and rely on would be extremely critical for his success in turning around the business. His partnership with Ganesh helped him think through and arrive at his critical HR priorities, fill functional gaps in the HR team, drive programs to improve performance, launch restructuring efforts and of course search for and identify his CHRO.

The CEO of a large trust hospital realised that his organisation did not have a system of pay grades and work levels design and arising out of this the only visible parameter used to make decision was an employee’s date of joining. This was leading to a situation where there were huge internal anomalies, unhappiness among the more skilled younger employees, adhocism in hiring and lack of a clear basis for career progression. 

By educating and involving the medical and non-medial heads of departments, we were able to establish a system of grades and work levels, correct start anomalies, establish a progression policy, streamline ports of entry for hiring and set the platform for skill and performance based pay and progression.