1. Briefly describe 3 HR initiatives that have had the biggest impact on the organization during the last 3 years.

Navin Upadhyaya: Espousing the ‘Performance Plus’ Philosophy Our purpose of Performance Plus is a reinforcement of 360 ONE’s core values of having a client-centric and people oriented culture, with change champions who are entrepreneurial, rigorous and risk conscious, and right in spirit and letter.

The clear articulation of our firm’s brand purpose and values gives our employees the confidence to drive sustained success and value creation for all our stakeholders. Our evaluation system goes beyond traditional metrics by emphasizing growth, resilience and agility. It rewards behaviors that contribute to the organization’s success. This approach fosters a culture of continuous improvement and excellence, while driving consistent growth and client satisfaction.

Resilient Business Model: We have quietly crafted a resilient recurring revenue business model meticulously designed to respond to client needs and achieve robust growth across market cycles. Our Annual Recurring Revenue (ARR) model is a market-leading wealth advisory model that has led our business to remarkable success. The alignment of interests among our clients, stakeholders, and employees has been successfully achieved through this transition to high-quality ARR, solidifying our position as an industry leader.

A Collective Articulation of Values: In line with our brand purpose of Performance Plus, our values are embedded into the framework of our organization. We ensure that these principles guide our actions and decisions on a daily basis, driving us toward excellence. These core values were developed through a collaborative process with insights from both employees and clients. To deepen our understanding, we conducted ‘Values Workshops’, led by our senior leaders, to explore how these values can be lived in our everyday work environment. In our commitment to continuous improvement, we have also integrated a 360 degree feedback process this year to gather perspectives on how effectively we are embodying these values. This feedback has been instrumental in refining our approach and ensuring that our values remain relevant and impactful.

2. Briefly describe each of the 3 problems/challenges and the corresponding HR solution.

Navin Upadhyaya: The wealth management sector in India is witnessing exponential growth driven by the rise in the number of UHNIs and HNIs. We at 360 ONE address these through skilling, reskilling, and upskilling our talent. To better serve the evolving needs of our clients, we implemented the Service and Operations Excellence Program.

This program enhances our employees’ skills around 5 key pillars: Strategic Vision, Client-Centric Service, Operational Efficiency, Technological Integration, and Risk Management. As part of our commitment to a high-performance culture and client-centric excellence, we have developed tailored learning journeys for each role within the organization.

Our comprehensive approach to skill development is delivered through a multifaceted strategy that includes online learning, industry expert session, face-to-face training, mentoring programs, webinars and high-quality publications. We annually host the RM Boot Camp, bringing together relationship managers to collectively learn, unlearn.

We are focused on developing future women leaders. Our Women of Wisdom program supports female talent through personalized group mentoring to enhance leadership skills and career progression for women. We have also partnered with Women Leadership Circle to empower women in corporate India and redefine the narrative of women in leadership and entrepreneurial roles.

The organization has made significant strides in building and investing in the future of talent. We believe in looking at it from a journey perspective, rather than a milestone, which supports constant refinement and adaptation.

The company’s hiring philosophy, focused on identifying individuals who are a cultural fit and possess the requisite skills, has ensured that the team is not only competent but also culturally aligned. By fostering a culture of growth, resilience, and agility, 360 ONE has been able to attract and retain top talent. The company’s focus on aligning incentives with broader goals has also contributed to a motivated and high-performing workforce.

3. Briefly describe how the HR function has improved its risk management ability.

We have a mechanism to identify, assess, monitor and mitigate various risks to key business objectives. We have a multi-faceted approach focused on reskilling, digital literacy, and robust risk management processes that is focused on enhancing our risk management ability.

By providing continuous learning opportunities, 360 ONE has ensured that employees are equipped with the latest industry knowledge and skills. This proactive approach helps mitigate risks associated with skill gaps. 360 ONE has implemented extensive training programs to enhance digital literacy.

The HR function at 360 ONE emphasizes open communication and leadership as key components of its risk management strategy. Leaders are viewed as advocates and coaches. Regular feedback sessions and performance reviews provide valuable insights into potential risks and areas for improvement. This approach ensures that concerns are addressed promptly and that the company can adapt its strategies to mitigate emerging risks effectively.

4. How much improvement in risk management has been achieved in HR in the last 3 years?

Navin Upadhyay: Over the last 3 years, 360 ONE has achieved significant improvements in its risk management practices within the HR function. This substantial progress stems from a comprehensive and continuous effort to refine risk management strategies and protocols. 360 ONE has adopted a proactive approach to risk management, investing in training and digital innovation.