Bala V. Sathyanarayanan: The Maestro of Amplifying Voices in the Workplace
As companies seek to forge connections across diverse teams, they are on a pursuit to weave together strategies that elevate employee engagement and cultivate culture of continuous growth. The convergence of digital transformation, remote work, and a commitment to sustainability demands a visionary approach to human resources—one that empowers individuals and aligns with the broader mission of the organization.
Amidst this transformative cosmos, Bala V. Sathyanarayanan stands out as a paragon of leadership in the field of human resources. Under his stewardship, Greif is redefining engagement, ensuring that every voice is heard and valued. In this way, he is not just shaping HR practices; he is sculpting a future where individuals flourish and contribute passionately to a unified vision of success.
Quest For a Resilient Workforce
Bala V. Sathyanarayanan’s career journey is marked by a series of strategic roles and significant contributions in the field of human resources. He began as a graduate trainee with United Technologies/Otis Elevator Company, gaining exposure to various aspects of the industry, including an international stint in Malaysia.
Bala then moved on to Coca-Cola, where he continued to build his expertise in human resources. Following his tenure at Coca-Cola, he joined Hewlett-Packard (HP), starting as a Director and eventually becoming the Global Vice President, managing a substantial employee base across 30 countries. In this role, he led the human resource function for the Americas Enterprise Business.
In January 2012, Bala transitioned to Xerox Corporation, serving as Executive Vice President for Business Transformation and Human Resources for North American Operations.
Bala joined Greif in Nov 2018 as the Executive Vice President and Chief Human Resources Officer. At Greif, he focuses on delivering a world-class, diverse, and engaged workforce that aligns with the company’s vision of being the best-performing customer service company in the industrial packaging industry. His leadership is characterized by a commitment to servant leadership and the ability to build a dynamic team of human resource professionals dedicated to supporting Greif’s business strategy.
Throughout his career, Bala has been recognized for his contributions to the field of human resources, including being named to the list of Outstanding 50 Asian Americans in Business by the Asian American Business Development Center (AABDC) and honored as Executive of the Year by Columbus CEO Magazine. He holds a Bachelor of Science degree in Electronics and Communications Engineering, an MBA in General Management from the University of Madras, a Master’s in Human Resources from Rutgers University, and has completed the Advanced Management Program at Harvard Business School.
Crafting Agile Leadership for a Transformative Tomorrow
Bala Sathyanarayanan was attracted to Greif due to its unique mission and vision, which align with his passion for leadership, purpose-driven teams, and leveraging digital technologies to create an agile, world-class global organization. Greif’s commitment to thriving communities, zero harm environments, and engaged, diverse workplaces, along with its strategic priorities, resonated with Bala’s professional values and goals.
Bala’s extensive experience with companies like Xerox, Hewlett Packard, Coca-Cola, and United Technologies has significantly influenced his approach at Greif. Throughout his career, he has focused on business transformation through the intentional development and empowerment of leaders, which he believes is key to delivering an engaged workforce capable of executing a company’s business strategy. This experience has equipped him with the skills to handle diverse challenges, adapt to different industries and functions, and maintain a focus on business transformation.
At Greif, Bala applies these principles by ensuring the company delivers a world-class, diverse, and engaged workforce. He emphasizes the importance of simplicity in hiring practices, expanding talent pools through partnerships with universities and local communities, and leveraging digital technology to improve communications and service delivery. Bala’s approach is deeply rooted in servant leadership, breaking down organizational silos, and promoting a unified direction under the “One World, One Greif, One Team” philosophy.
In his role, Bala is responsible for leading the HR function and aligning HR initiatives with the company’s strategic objectives. His primary responsibilities include:
- Strategic Business Integration: Contributing to business strategy development alongside the executive leadership team, ensuring that HR initiatives support the company’s vision and strategy.
- Talent Development and Succession Planning: Collaborating with senior leadership to identify and develop future leaders within the organization, focusing on building a diverse and capable talent pool.
- Global and Inclusive Perspective: Supporting inclusion and diversity initiatives, establishing global skills, and aiding leaders in skill-building to ensure a diverse and inclusive workplace.
- Focus on Employee Experience: Enhancing employee satisfaction and engagement through various initiatives aimed at redefining the best employee experience.
- Leveraging Technology: Utilizing AI and other technologies to improve the efficiency and effectiveness of HR services, including tools for enterprise search, knowledge discovery, and video creation for engagement and branding.
Creating a Responsive HR Environment
Bala leverages digital technologies to enhance HR practices and build an agile, world-class organization in several key ways:
Digitalization and Data Fluency: Bala emphasizes the importance of embracing digitalization of the employee experience and developing data fluency. This involves using HR tech platforms and analytics to improve decision-making and operational efficiency.
Leveraging AI and Automation: Advancements in technology, such as AI and machine learning, are utilized to generate cost savings, improve user experience, and increase data integrity. This includes the use of chatbots and mobile access to HR systems, allowing colleagues to interact with HR without requiring HR resources.
Systems Integration: There is a focus on fully utilizing systems and tools such as Workday, recruitment platforms, and Greif University to enhance efficiency in HR through systems integration and automation.
Agile Workforce Planning: Bala supports agile workforce planning to adapt to and manage hybrid work models, balancing the need for flexibility with maintaining organizational culture and collaboration.
Change Management: HR professionals under Bala’s leadership are proficient in managing culture transformation and deployment, acting as change champions and innovators to help the organization navigate through changes brought about by business transformation, geopolitical tension, and technological advancements.
Global and Inclusive Perspective: Bala ensures that HR has a global acumen and supports inclusion and diversity initiatives. This involves establishing global skills and supporting leaders in skill-building to ensure a diverse and inclusive workplace.
Focus on Employee Experience: Redefining the best employee experience is a commitment upheld by Bala. This includes improving employee satisfaction and engagement through various initiatives and leveraging technology to enhance the efficiency and effectiveness of HR services.
By integrating these digital technologies and strategies, Bala helps create a responsive, efficient, and inclusive HR environment that supports Greif’s strategic priorities and long-term success.
Bala recently made a significant impact on Greif’s business strategy through his contributions to the Early Career programs. These programs are a strategic investment aimed at building a talented workforce, fostering a culture of learning and development, and maintaining a competitive edge in the market. By nurturing talent from an early stage, Greif can shape individuals to fit the company’s culture, values, and skill requirements, which potentially reduces recruitment costs and improves retention rates. This initiative aligns with Greif’s broader strategic goals of cultivating a diverse and engaged workforce, which is essential for the company’s long-term success.
Harmonizing Innovation and Practicality
Bala balances the need for innovation with the practical requirements of managing a large, established industrial organization by focusing on several key strategies:
- Colleague Engagement and Development: Bala emphasizes the importance of colleague engagement and development through initiatives like the Greif Competency Framework. This framework helps colleagues develop behaviors and skills necessary for innovation while ensuring they are aligned with the company’s core values and practical needs.
- Sustainability and Efficiency: Bala supports Greif’s commitment to sustainability, which includes improving energy efficiency, minimizing raw material usage, and embracing renewable energy. These efforts not only drive innovation but also ensure that the company operates efficiently and responsibly.
- Diversity, Equity, and Inclusion (DE&I): Bala leads Greif’s DE&I strategy, which focuses on creating an inclusive culture that fosters innovation. By listening, engaging, acting, and developing colleagues, Greif ensures that diverse perspectives contribute to innovative solutions while maintaining a cohesive and productive work environment.
- Technology and Transparency: Bala advocates for the use of technology to enable 24/7 transparent service, which supports both innovation and operational efficiency. This approach helps Greif stay competitive and responsive to market demands.
- Circular Economy: Bala promotes the innovation of products and processes that support a circular economy. This not only drives new product development but also aligns with Greif’s sustainability goals, ensuring long-term viability and compliance with environmental standards.
By integrating these strategies, Bala effectively balances the drive for innovation with the practicalities of managing a large, established organization like Greif.
Creating a More Inclusive Workplace
Bala has highlighted several effective approaches for integrating Diversity, Equity, and Inclusion (DE&I) principles into Greif’s corporate culture:
- Commitment to Respect and Integrity: Greif’s corporate culture is deeply rooted in a commitment to caring for people and conducting business with respect and integrity. This foundational approach helps foster an inclusive environment.
- Recognition and Engagement: Greif has been recognized as a Top 100 Global Most Loved Workplace for 2023 and 2024, which underscores the company’s efforts in creating a positive and inclusive workplace. Bala emphasized the importance of genuine engagement and commitment to inclusion among colleagues.
- Inclusion and Engagement Relationship: Data from Greif’s DEI Dashboard shows a strong relationship between feeling included and being engaged. Colleagues who feel included are significantly more likely to be engaged, which highlights the importance of fostering an inclusive environment to boost overall engagement.
- Survey and Feedback Mechanisms: Greif utilizes surveys to measure inclusion and engagement, with specific metrics such as “At work, I am treated with respect” to gauge the inclusivity of the workplace. These surveys help identify areas for improvement and track progress over time.
- Action Plans and Communication: Following survey results, Greif emphasizes the importance of State of the Team conversations and developing action plans. Communication and collaboration are key to addressing issues and fostering an inclusive culture.
- Recognition of Achievements: Celebrating achievements and recognizing the efforts of colleagues in promoting DE&I is a crucial part of Greif’s strategy. This not only boosts morale but also reinforces the importance of DE&I within the corporate culture.
These approaches collectively contribute to integrating DE&I principles into Greif’s corporate culture, making it a more inclusive and engaging workplace.
A Forward-thinking HR Framework
Bala foresees several future trends and challenges in global human resources and communications. These include:
- Digital Transformation: The increasing reliance on digital tools and platforms for HR operations and communications. Greif is preparing by investing in advanced HR technologies and digital communication tools to streamline processes and enhance employee engagement.
- Remote and Hybrid Work Models: The shift towards more flexible work arrangements. Greif is adapting by developing policies and infrastructure to support remote and hybrid work, ensuring that employees remain productive and connected regardless of their location.
- Talent Management and Development: The need for continuous learning and development to keep up with the evolving job market. Greif is focusing on robust talent management strategies, including performance development reviews and personalized career development plans.
- Diversity, Equity, and Inclusion (DEI): The growing importance of fostering a diverse and inclusive workplace. Greif is committed to DEI initiatives, ensuring that all employees feel valued and included.
- Employee Well-being: The emphasis on mental health and overall well-being of employees. Greif is implementing programs and resources to support the physical and mental health of its workforce.
By addressing these trends and challenges, Greif aims to create a resilient and forward-thinking HR framework that supports its global operations and workforce.
For Print and Design
Edition: Bala Sathyanarayanan: Leading Global HR and Communications with Expertise in Strategy, Innovation, and Boardroom Excellence Across Multinational Giants
Name of the Organization: Greif
Featured Person: Bala Sathyanarayanan
Designation: Executive Vice President and Chief Human Resources Officer
Quotes:
“At Greif, we’re not just shaping policies; we’re creating an environment where innovation thrives, fueled by the diverse talents and insights of our people.”
“I believe that a truly engaged workforce is one where individuals feel empowered to contribute their unique ideas. Our success hinges on fostering that culture of inclusion.”
“Embracing digital transformation isn’t just a strategy for us; it’s a commitment to enhancing the employee experience and ensuring that our teams are equipped for the future.”
“Sustainability and efficiency go hand in hand. By aligning our business goals with responsible practices, we create not only a better workplace but a better world.”