The role of Human Resources in organisations is undergoing a significant transformation. Long viewed primarily as a support or compliance function, HR today is increasingly expected to influence business outcomes, culture, and organisational sustainability. This shift formed the foundation of the “HR to CEO” workshop conducted by Ethika Insurance Broking Pvt. Ltd. on December 20 in Bellandur, Bengaluru.
The workshop brought together HR professionals and senior leaders to explore a fundamental question: What happens when HR begins to think like a CEO? Rather than focusing on policies or administrative frameworks, the session examined how HR can operate as a strategic function—one that directly impacts productivity, employee energy, and long-term business performance.
The session was led by Susheel Agrawal , Founder and CEO of Ethika Insurance Broking Pvt. Ltd., who introduced participants to the concept of HR as a Chief Energy Officer—a role responsible for shaping employee experience, engagement, and organisational culture.
“HR already influences the most critical asset of any organisation—its people,” Agrawal said. “The question is whether HR sees itself only as a support function, or as a driver of business outcomes.”
From HR Operations to Business Ownership
A key focus of the workshop was shifting HR mindset from operational execution to business ownership. Participants discussed how HR decisions—ranging from hiring practices to engagement initiatives—have a direct impact on organisational productivity and profitability.
The workshop highlighted that when HR leaders understand business drivers and align people strategies accordingly, they contribute far beyond compliance or administration.
Discussions emphasised that HR professionals who think like CEOs are better equipped to balance employee well-being with organisational goals.
Participants shared experiences where HR involvement in strategic discussions led to better workforce planning, reduced attrition, and stronger alignment between teams and leadership.
Introducing “Return on Happiness”
One of the core concepts explored during the workshop was Return on Happiness (ROH)—a framework that links employee happiness and engagement to measurable business outcomes.
Rather than treating happiness as an abstract or “soft” concept, the workshop positioned it as a tangible driver of productivity, retention, and organisational stability. Participants examined how disengaged or stressed employees impact output, decision-making, and long-term growth.
Agrawal explained that organisations often track financial ROI meticulously but fail to measure the cost of low morale or burnout. “When employee energy drops, performance follows. HR plays a critical role in reversing that trend,” he noted.
HR as the Custodian of Culture and Energy
The workshop also explored HR’s responsibility in shaping workplace culture. Participants discussed how culture is influenced not by statements or policies, but by everyday experiences employees have at work.
HR professionals were encouraged to view themselves as custodians of organisational energy—ensuring that systems, processes, and leadership behaviours support rather than drain employees.
Discussions highlighted that organisations with high employee energy tend to be more resilient, adaptive, and innovative.
HR’s role in sustaining this energy was positioned as a strategic business function rather than a support activity.
A Practical Mindset Shift
Unlike conventional workshops, “HR to CEO” focused on practical mindset shifts rather than theory. Participants were encouraged to evaluate their current role, influence, and decision-making approach through a business lens.
The workshop concluded with reflections on how HR leaders can reposition themselves within organisations—not by seeking authority, but by demonstrating impact.
By reframing HR as a business driver, the workshop reinforced Ethika’s belief that sustainable organisational success begins with empowered, strategic HR leadership.