Award Categories

The Most Influential Global CHROs Award recognizes CHROs based anywhere in the world, irrespective of their industry or sector. Nominations will be reviewed for the impact they have had on their organization and on the industry or sector, among other things. It is recommended that submissions include supporting metrics and some evidence of the person’s ability to inspire, influence and create change.

Judges will look for

• A clear narrative of what has been achieved in the available context, the person’s reputation, credentials, experience, diversity in exposure, degree of influence and impact on relevant stakeholders among other factors
• Evidence of the impact the person has had on their organization, the industry, sector, community at large and other pertinent stakeholders
• Evidence of success with appropriate metrics, endorsements and any other relevant material

This award recognizes HR Leaders & Consultants based anywhere in the world, who are recognized as Thought leaders not just within their organization but across the HR community and Business world. It celebrates achievements of people that have made monumental contributions to both, the HR and business fraternity. This award is for people who have set challenging benchmarks for others in the HR fraternity to follow.

Nominations will be reviewed for the impact they have had on their organization and on the industry or sector, among other things. It is recommended that submissions include supporting metrics and some evidence of the person’s ability to inspire, influence and create change.

Judges will look for

• A clear narrative of what has been achieved in the available context, the person’s reputation, credentials, experience, diversity in exposure, degree of influence and impact on relevant stakeholders among other factors
• Evidence of the impact the person has had on their organization, the industry, sector, community at large and other pertinent stakeholders

Nominations will be reviewed for evidence of innovation & bottom line contribution through enhanced recruitment practices and improved retention. Entries could range from one-off projects in key areas to the implementation of new policies covering all resourcing activities. They should be presented in the form of a business case study supported by appropriate metrics.

Judges will look for

• Genuine innovation in recruitment practices and retention
• A clear narrative that demonstrates why the strategy was implemented and how it is having an impact on the organisation
• How the recruitment and retention strategy ties in with the organisation's employer brand
• Evidence of success: how it has strengthened the organisation - please use metrics, anecdotes and case studies.

Nominations should give details of how their company defines and spots talent, where the responsibility for managing talent lies, how they deliver relevant development opportunities and how the implementation / outcomes are monitored and measured.

Judges will look for

• An innovative talent strategy that addresses an important business issue
• A clear narrative that demonstrates how the strategy is having an impact on the organisation
• Evidence of success: how it has strengthened the organisation with - please use metrics, customer feedback and case studies.
• ROI and the impact the strategy has made since implementation

Nominations will be reviewed for usage of technology to move HR forward, either by implementing HR software and analytical systems, online recruitment, e-Learning programs, Talent Management & Development, MDP or Leadership Development.

Judges will look for

• A clear narrative that demonstrates why technology was implemented and how it is linked to broader business strategy
• Genuine innovation considering the organisation’s context
• Evidence of success: return on investment and how it has strengthened the organisation – please use metrics, anecdotes and case studies

Nominations will provide evidence of a well-thought out strategy linking employee engagement to the heart of the business. This can include motivation programmes that have made a significant difference to an organisation's productivity and performance.

Judges will look for

• An innovative engagement strategy that addresses an important business issue
• A clear narrative that demonstrates how the strategy is having an impact on the organisation, including metrics on improvements to engagement and productivity levels, and other relevant measures
• Evidence of how the engagement strategy is linked to improved key business objectives and outcomes

Nominations will be reviewed for an innovative approach to HR Business Partner practices, taking into account challenges pertaining to alignment of HR strategies to the dynamic business environment. Evidences to indicate how the HR plans, actions and execution considers the business need, customer preferences, and new age employee expectations while optimizing productivity and cost benefits, will be considered.

Judges will look for

• An innovative HRBP strategy that addresses important business issues
• A narrative that illustrates how the strategy was implemented and the journey from implementation to success
• Evidence of genuine board-level commitment to the HR business partnership
• Evidence of success: Productivity, cost efficiencies, top & bottom line growth and how it has strengthened the organisation – please use metrics, anecdotes and case studies.

Nominations will be reviewed for an innovative approach to Talent Development practices, taking into account challenges pertaining to diverse workforce that demands both standard and customized learning. Evidences to indicate effective investment in the development of people across an organisation; must include details of the business need, strategy aligned to the need and communication to the workforce.

Judges will look for

• An innovative L&D strategy that addresses an important business issue
• A narrative that illustrates how the strategy was implemented and the journey from implementation to success
• Evidence of genuine board-level commitment to Learning & Development
• Evidence of success: return on investment and how it has strengthened the organisation – please use metrics, anecdotes and case studies.
• Impact and how this is evaluated by a particular country / region, or sector within your region

Nominations will be reviewed for evidences where an organization has closely aligned its benefits strategy to the business objectives in order to incentivise and enhance productivity. Also, how the strategy had a direct impact on employee engagement and subsequently, the organisation's bottom line.

Judges will look for

• A clear narrative that demonstrates why the benefits strategy was implemented and how it is linked to broader business strategy
• Explanation of why the strategy is innovative in its given context (e.g. an acknowledgment of external or internal challenge)
• How the strategy is a good fit for the workforce in the context of the organization’s wider strategy
• Evidence of success, including return on investment and how it has strengthened the organisation - please use metrics, anecdotes and case studies.
• How the strategy has benefited engagement, retention, productivity and other relevant measures

Nominations will provide evidence of communication strategy that can be part of an ongoing process or a one-off event or development in the organization. The communication strategy / initiative must be in place for at least 12-18 months to demonstrate its success.

Judges will look for

• An innovative communications strategy that addresses an important business issue
• Different communication channels used and their relevance
• A clear narrative that demonstrates the strategy's scale and it's impact
• Entries with measurable (rather than purely anecdotal) evidence that the communication process has proved effective in the medium to long term
• Evidence of success: return on investment and how it has strengthened the organisation - please use metrics, anecdotes and case studies.

Nominations will be reviewed for compelling evidence that their strategy for health and well-being in the workplace is not only effective but also has created a clear and measurable ROI.

Judges will look for

• An innovative well-being strategy that addresses an important business issue
• A clear narrative that demonstrates why the strategy was implemented and how it is linked to broader business strategy
• Evidence of success: return on investment and how it has strengthened the organisation - please use metrics, anecdotes, staff feedback and case studies.
• Entries that demonstrate how the strategy is linked to engagement and productivity levels

Nominations will be reviewed for an organization’s embedded corporate social responsibility across the firm, in particular through its people. Entries should demonstrate the role HR has played in the strategy and execution of CSR initiatives. Also how the CSR initiatives demonstrates a clear link between corporate strategy, community benefits and societal responsibility.

Judges will look for

• A clear narrative that demonstrates why the strategy/initiative was implemented
• Evidence of success, including how it has benefited the community - please use metrics, anecdotes and case studies
• How the CSR initiative/strategy is linked to corporate strategy and benefits the business

Nominations will include organisations that have completed a successful people-focused business transformation programme. Areas that will be assessed include making the business case for change, its communication, implementation and measurement. Entries can include those where external interim resources have been brought in, to achieve a positive outcome and successful merger and acquisition programmes.

Judges will look for

• An innovative change/transformation programme that makes a clear business case for change
• How effectively the programme is communicated, implemented and measured, including how it has overcome any resistance
• The role that HR has played in the programme, such as when HR was brought into the process and its impact
• Evidence of success: how it has strengthened the organisation - please use metrics, anecdotes, customer feedback and case studies.
• Programs that have been in place for at least 9 months to demonstrate its success.

Nominations are invited from organisations that have Diversity & Inclusion at the heart of its business, providing outstanding support and opportunities to women, people from diverse backgrounds, differently abled people etc. Also evidence that the intent is not to have a D&I strategy because it is a nice thing to do but to recognise and embrace the benefits of a truly diverse workforce.

Judges will look for

• A clear narrative that demonstrates why the D&I strategy was implemented and how it is linked to broader business strategy
• Evidence of the organisation's Diversity & Inclusion statistics and how these are evaluated
• A narrative on the strategy's implementation, communication and success - please use metrics, anecdotes, employee / customer feedback and case studies.
• Evidence that D&I strategy is part of the corporate ethos, not just with employment but also in how it serves customers

Nominations will be reviewed for an innovative approach to HR Risk Management practices, taking into account challenges pertaining to the evolving statutory compliances and regulations required to maintain a safe and healthy workplace. Evidences to indicate effective investment in technology, systems, procedures etc. to mitigate reputational risk of business, and effective communication to the workforce.

Judges will look for

• An innovative Risk Management strategy that addresses reputational risk of business
• A narrative that illustrates how the strategy was implemented and the journey from implementation to success
• Evidence of genuine board-level commitment to the strategy
• Evidence of success: return on investment and how it has strengthened the organisation – please use metrics, anecdotes and case studies.

Nominations will be reviewed for the innovative approach and efforts put in by an organization to form strong relations with its staff/workforce. This may range in scale from industrial relations across large sections of the workforce or in the management of disputes involving individuals or how they deliver relevant development opportunities and how the implementation / outcomes are monitored and measured.

Judges will look for

• Evidence that the initiatives and actions of the employer are creating positive relations in the workplace for both the organisation and its workforce.
• A clear narrative that demonstrates the strategy's scale and its impact
• Evidence of success: return on investment and how it has strengthened the organisation - please use metrics, anecdotes and case studies.

Nominations will be reviewed for outstanding responses to manage the impacts of the pandemic situation, inculcating the regulations required to maintain a safe and healthy workplace and ensuring to mitigate reputational risk of business, and effective communication to the workforce.

Judges will look for

• How well the situation was assessed followed by sound decision making, and ongoing communication with employees.
• A clear narrative that demonstrates why the strategy was implemented and how it is linked to broader business strategy.
• Evidence of a well-being strategy and how it has strengthened the organisation – please use metrics, anecdotes and case studies.

This award recognises the game-changing HR directors of the future. It is open to any HR practitioner below HR director level, the rising stars who have already made a big impact on their organisations. Entrants can enter themselves or be entered by their superiors.

Judges will look for

• A clear narrative of what has been achieved and in what context – how much experience does the candidate have? What sector do they work in? (This will help the judges compare entries)
• Evidence of the impact the candidate has had on the HR strategy of the organisation in which they work - please include metrics, anecdotes and case studies
• Testimonials from HR and other business leaders on how the candidate has added value to the organization

This award recognizes the CHRO who has made an impact on his / her organization, business, people along with the larger HR community, industry and community at large. Evidences to indicate the person’s ability to inspire, excite, create strong values and engage with their workforce will be considered.

Judges will look for

• A clear narrative of what has been achieved and in what context – how much experience does the CHRO have? What sector do they work in? This will help the judges compare entries
• Evidence of the impact the CHRO has had on the HR strategy of the organisation, business, people, HR community, industry and community - please include metrics, anecdotes and case studies
• Testimonials from HR and other business leaders on how the CHRO has inspired and created an ecosystem for innovation and change across the spectrum

This award felicitates the CEO (or otherwise defined as the organizational head), who has created a sustaining impact on the organization by enabling extraordinary people practices. The award recognizes those organizational leaders who have not only enabled growth, but done it so by energizing and engaging with teams to create “Leading practices” for others to emulate.

Judges will look for

• A clear narrative of specific achievements and the context in which this has been done
• Depth of experience the CEO has and the sector they operate in; along with any peculiar challenges pertaining to that particular sector, and how the CEO has managed the same
• Evidence of how extraordinary people practises have resulted in creating organizational success and employee engagement. Metrics, anecdotes and case studies will be helpful in this context
• Testimonials from business leaders on how the CEO has inspired and created an ecosystem for innovation and change across the spectrum (this is not mandatory, but will add weight to the nomination)

This is the only PeopleFirst HR Excellence award that is not based on nominations or Jury selection. The decision for this particular felicitation is based on carefully analysed and assessed contributions of people; contributions that go beyond their organization or business and have an impact on the industry or the nation at large. This award therefore recognizes individuals that have transcended traditional boundaries of ownership and leadership and displayed unstinting efforts towards creating sustainable change.

Since this award is not jury-based, the PeopleFirst Awards team will arrive at a decision based on polling, feedback from business leaders and deep study of individuals who meet the criteria outlined for this recognition.

The award recognizes women leaders who have established themselves as a role model, by empowering and mentoring their followers, being innovative & by encouraging and inspiring their subordinates to reach their fullest potential.

Judges will look for

• A clear narrative of what has been achieved in the available context, the person’s reputation, credentials, experience, diversity in exposure, degree of influence and impact on relevant stakeholders among other factors
• If the person has Inspired others to work collaboratively and creatively
• Demonstrated initiatives to promote a work environment that is respectful, collegial and supportive
• Evidence of the impact the person has had on their organization, the industry, sector, community at large and other pertinent stakeholders

The award recognizes leaders who have demonstrated determination, drive, innovation, impact, vision, commitment, and sustainability. Have fostered initiatives that promote a collegial environment. Evidence to indicate the person’s ability to inspire, excite, create strong values and engage with their workforce will be considered.

Judges will look for

• A clear narrative of what has been achieved in the available context, the person’s reputation, credentials, experience, diversity in exposure, degree of influence and impact on relevant stakeholders among other factors
• Evidence of the impact the person has had on their organization, the industry, sector, community at large and other pertinent stakeholders

This award recognizes the innovative approach to people practices demonstrating passion of the team to make it work and taking into account the environmental / organisational challenges. Evidence of the impact of the HR strategy on the business/organisation, including operational and financial measures

Judges will look for

• A clear narrative that demonstrates how the HR strategy is having an impact on the organisation, and a plan for how its ambitions are committed to longer-term strategy
• Evidence of success would be seen through the lens of return on investment and how it has strengthened the organisation. ROI must be backed up by metrics with a clear demonstration of related KPIs, anecdotes, staff feedback and case studies

This award recognizes HR teams for their work within the function and their business partnering with other functions. The nomination must focus on overall team efforts and demonstrate the function’s collaborative approach and ability to attract and develop excellent HR Team and the business impact and outcomes of the HR team specifically.

Judges will look for

• A clear narrative that outlines at least two major HR initiatives or programs implemented and/or improved within the past 12-18 months that best demonstrate your team’s efficiency and spirit of innovation.
• An evidence that demonstrates how the team is having an impact on other functions and the wider business
• How has your team strengthened the organisation – please use metrics, anecdotes and case studies. Jury will consider feedback from internal customers and how this is sourced

This Award aims at promoting successful innovative practices being followed by organisations in order to make their workplace safer for women.

Judges will look for

• Evidence of practices which make your organisation harassment free workplace, a safe workplace devoid of any fear or hesitation, that welcomes anyone and everyone with open minds.
• Compliance to PoSH legal framework, best practices, and broader indices that reflect the culture of the organization
• The vision for the culture that percolates into the organisation for POSH consciousness, progressing towards building happier, productive, inclusive workforces (organisation's active interest in the cause of workplace safety)

The award recognizes HR leaders who have been able to positively influence stakeholders within and outside the organization to create value for the organization. Stakeholders could include employees, team members, channel partners, vendors, and strategic alliances. They do this through a right blend of impactful communication, crucial conversations, empathy, persuasiveness and a deep connect with stakeholders.

Judges will look for

• A clear narrative of what has been achieved and in what context
• The depth of experience the HR leader has and the sector they operate in; along with any challenges peculiar to that sector, and how the HR leader managed the same
• Evidence of the impact the HR Leader has had on organizational imperatives, employees, the HR fraternity, the community, and their industry. Metrics, anecdotes and case studies are recommended
• Testimonials from impacted stakeholders

The award recognizes Business leaders who have been able to inspire people within and outside their business or organization. They inspire deep loyalty and ownership among stakeholders and excel at leading change. They are able to scale the business and help the organization succeed even in time of crisis. They exemplify the stated values of the organization through their actions and behaviour.

Judges will look for

• A clear narrative of specific achievements and the context in which this has been done
• The depth of experience the leader has and the sector they operate in; along with any challenges peculiar to that sector, and how the leader managed the same
• Evidence of how extraordinary people practices have resulted in creating organizational success and shareholder value. Metrics, anecdotes and case studies are recommended
• Testimonials from impacted stakeholders

The award recognizes leaders who have demonstrated the ability to sense changes in their business environment and respond with agility and speed. They are able to build teams where people have a shared vision and purpose. They foster an enabling culture where collaboration, self-awareness and nurturing elements are given due importance. They help identify and develop change agents who work with them to lead the way through volatility, uncertainty, complexity and ambiguity.

Judges will look for

• A clear narrative of specific achievements and the context in which this has been done
• The depth of experience the leader has and the sector they operate in; along with any challenges peculiar to that sector, and how the leader managed the same
• Evidence of how the leader navigated through a VUCA (Volatility, Uncertainty, Complexity and Ambiguity) situation or set of situations. Metrics, anecdotes and case studies are recommended
• Testimonials from relevant stakeholders

The Best ESG Strategy award honors organizations that have demonstrated outstanding leadership in integrating Environmental, Social, and Governance (ESG) principles into their core business strategy. This category recognizes those who have successfully aligned their operations, policies, and initiatives with sustainable and ethical practices, driving positive change in areas such as environmental stewardship, social responsibility, and corporate governance.

The winning organization will have implemented a comprehensive ESG strategy that addresses critical global challenges, such as climate change, diversity and inclusion, human rights, and ethical business practices. The strategy will reflect measurable outcomes, long-term sustainability goals, and a commitment to creating value for both the organization and society.This award celebrates organizations that are setting a benchmark for responsible business practices and leading the way in creating a more sustainable and equitable future.

Judges will look for

• clear explanation of how ESG principles are embedded into the business and operations, with a focus on their long-term value to the organization.
• Evidence of measurable outcomes, including metrics on environmental sustainability, social impact, and governance improvements, supported by case studies or examples.
• The organization’s ability to implement pioneering ESG practices that exceed regulatory requirements and set new industry standards.
• A demonstrated commitment to engaging key stakeholders and maintaining transparency in reporting progress and challenges in the ESG journey.

The Green HR Leader of the Year Award honors a visionary individual who has demonstrated outstanding leadership in advancing Green HR practices within their organization. This award celebrates leaders who seamlessly integrate environmental stewardship into HR strategies, driving initiatives that promote sustainable, socially responsible, and economically impactful practices.

The recipient of this award will have championed Green HR initiatives that align with sustainability goals, such as reducing environmental footprints through HR policies, fostering inclusive and eco-conscious workplace practices, and encouraging responsible resource management. Their leadership will have inspired a cultural shift toward sustainability within their organization and set a benchmark for Green HR practices across the industry. This award celebrates not just a leader, but a catalyst for change who exemplifies innovative, future-focused HR leadership for a sustainable world.

Judges will look for

• A clear narrative of specific achievements and the context within which these have been implemented.
• Depth of experience in HR, along with sector-specific challenges the leader has overcome to promote Green HR practices
• Evidence of the leader’s impact through Green HR initiatives. Judges will value concrete examples, metrics, case studies, or anecdotes that highlight innovative solutions and their effectiveness in creating long-term environmental and social value.
• Testimonials from relevant stakeholders reflecting the leader's influence and the organizational impact of their Green HR practices.

The HR Rising Star of the Year award recognizes an outstanding HR professional, early in their career, who has shown exceptional promise and has made a significant impact within their organization. This award celebrates emerging HR talent—individuals who demonstrate innovation, leadership potential, and a proactive approach to solving HR challenges.

The recipient will be someone who has contributed meaningfully to initiatives such as talent development, employee engagement, diversity and inclusion, or organizational transformation. Their ability to drive results, inspire teams, and embody the future of HR leadership sets them apart as a rising star.This award highlights the next generation of HR leaders who are shaping the future of the profession with their fresh perspectives, bold ideas, and dynamic contributions.

Judges will look for

• A clear narrative of what has been achieved and in what context – how much experience does the candidate have? What sector do they work in? (This will help the judges compare entries)
• Evidence of the impact the candidate has had on the HR strategy of the organisation in which they work - please include metrics, anecdotes and case studies that showcase the impact of these initiatives on talent management, employee engagement, culture transformation, or any other key HR areas.
• Testimonials from Seniors and other business leaders on how the candidate has added value to the organization