Interview
Dr. Brillian S. K
Executive Vice President & Chief People Officer, TimesPro
With 27 years of experience in human resources, Brillian is the EVP & Chief People Officer and Head of Places and Processes at TimesPro. He is passionate about empowering and enabling learners and leaders in the education sector.
Brillian is a lifelong learner and experience collector, always looking for new opportunities to grow and make a difference.
Q:How do you define Excellence, and what does it mean to you personally?
A:For me, excellence is a continuous journey of fulfilling my purpose: being a trusted resource for people seeking knowledge or assistance. My goal is to empower others by equipping them with the information they need to make informed decisions. Adaptability is the key, I strive to continuously learn and expand my knowledge base. This allows me to evolve and serve users in the best possible way, providing them with the most relevant and helpful experience. Ultimately, excellence for me is about making a positive impact on people's lives by fostering understanding and knowledge acquisition.
Q:How do awards and recognition impact HR team morale?
A:Awards and recognition have a significant positive impact on HR team morale. Awards and recognition show their work is valued by the organization. This leads to a sense of pride and accomplishment, boosting motivation and engagement in their roles. It drives a sense of purpose and reinforces the value HR brings to the company's success. This strengthens their sense of purpose and can inspire them to go the extra mile.
Q:How do you approach talent development and succession planning?
A:Talent development begins with identification of skills gap that exists alongside the current and future skills and knowledge. It is crucial to promote a culture of learning. Encouraging collaboration and knowledge sharing among staff across departments. On the succession planning front we are attempting to implement the 9 box framework implemented. We have started with High-Potential identification. The succession plan is reviewed 6 monthly and is a living process and not just a document. IJP's and internal role reassignments are undertaken on a periodical basis, giving staff opportunity to move within the company subject to fitment.
Q:How important is diversity and inclusion to your organization, and what key steps are you taking to advance these goals?
A:DEIB is a core value at TimesPro, and we're committed to ongoing progress. We believe in a meritocratic culture that fosters a diverse workforce, not just in terms of demographics, but also in ideas, thoughts, and perspectives. Our commitment to equal opportunity ensures that selection is based solely on merit. We're proud that many returning women have found meaningful growth opportunities with us and are thriving in their careers. We're actively working on unconscious bias training, diverse interview panels, mentorship programs for underrepresented groups.
Q:As a Jury for the PeopleFirst HR Excellence Awards, what criteria do you evaluate when reviewing applications?
A:For me, the key differentiators in selecting the winners came down to two crucial aspects: innovation in approach and the reach and impact of the initiatives. It was exciting to see organizations tackling HR challenges with fresh perspectives, and the positive impact these initiatives was truly impressive. Equally important was the vision. Initiatives that demonstrated scalability, meaning they could be adapted and implemented across different departments or locations, stood out. Additionally, clear measurement criteria showcased a strategic approach to assessing and sustaining the initiative's long-term success. This emphasis on future-proofing their HR practices resonated strongly with me.