Building organizational culture: Climate and organizational culture shapes human behavior and sensitivity at the workplace and HR is a major stakeholder in implementing and sustaining appropriate culture, diversity and inclusivity. This is executed in partnership with the top management, varied vendors, and PR of the organization. The aim is creating and fostering the culture to all its stakeholders through the principles of organizational behavior in the capacity of HR function. It also includes innovative HR practices and benchmarking them with industry standards.

HR business partner:HR is now an integral part of the business of an organization and therefore HR through its initiatives and activities strives to achieve business goals, mission, and vision. In this role HR facilitates all the activities that are a priority for the business. Thus, HR specialization is integrated with all the management functions of the organization.

Employee Relations: Focusing on adherence to labor laws, industrial relations, and industrial jurisprudence, with the intent of providing lawful conditions of work and welfare measures for the upliftment of employees. There is an emphasis on case law.

Designing HR roadmaps: Producing capable HR professionals in analyzing and managing the volatile, uncertain, complex and ambiguous (VUCA) world. Recognizing the importance of adaptability, agility and resilience in understanding people issues at local, glocal and global level. Emphasizing the importance of technology with a focus on HR automation, infosystems and analytics. Networking across organizations, industries and sectors for generating roadmaps for achieving individual aspirations and organizational goals.