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Radisson Hotel Group Targets 500 Properties in India, Projects Up to 80,000 Jobs by 2030

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Radisson Hotel Group has outlined an ambitious expansion strategy for India, projecting the creation of approximately 65,000–80,000 job opportunities as it aims to establish 500 properties across the country by 2030. Elie Younes, Executive Vice President and Global Chief Development Officer, described India as one of the group’s top three global markets. He noted that the planned growth—covering both operational and under-construction hotels—will not only expand the brand’s footprint but also open up significant employment and skill development opportunities. To support this growth, the hospitality major is investing in talent development through initiatives such as its Radisson Academy, alongside collaborations with the Tourism and Hospitality Skill Council, JobPlus, universities, and government bodies. The focus, Younes emphasized, is on building long-term careers while promoting local hiring. Currently operating over 200 properties in India, the group plans to drive expansion primarily through its upscale segment, with a strong presence across tier I, II, III, and IV cities, as well as resorts and spiritual destinations. Only about 15% of the planned portfolio will be five-star hotels, while nearly half will fall within the three- and four-star upscale categories, reflecting stronger investment viability in emerging markets. Geographically, around 55% of upcoming projects are expected in tier I cities, followed by 25% in tier II and III locations, with the remaining split between resorts and spiritual hubs. Addressing global uncertainties, Younes said operations in India remain stable despite the ongoing West Asia conflict, with cautious optimism for continued growth provided the situation does not escalate further. While some Gulf markets such as Dubai and Saudi Arabia have seen temporary dips in hotel occupancy, he expressed confidence in their recovery once conditions stabilize. The group also highlighted its preference for brownfield developments, citing faster market entry due to existing infrastructure, though greenfield projects remain attractive for their design flexibility. Source: PTI

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Wipro Sees Attrition Ease to 13.8% as Hiring Slows Amid Uncertain Demand

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Wipro reported a modest improvement in employee retention, with attrition declining to 13.8% in the fourth quarter from 14.2% previously. However, hiring momentum remained subdued, as the company added just 136 employees between January and March, taking its total workforce to 242,156. This comes after a significantly stronger December quarter, during which the company onboarded over 6,500 employees. Wipro stated that its hiring strategy is now more tightly aligned with project demand, reflecting a cautious approach in a volatile business environment. The company had earlier revised its fresher hiring target for FY26 downward to 7,500–8,500 from the initially planned 10,000. It ultimately hired 7,500 fresh graduates during the year but refrained from offering hiring guidance for FY27, citing ongoing uncertainty. Meanwhile, rival Tata Consultancy Services (TCS) reported a notable decline in its overall workforce for FY26, ending the March quarter with 584,519 employees—a reduction of over 23,000 compared to the previous year. Despite a slight increase in attrition, TCS added more than 2,000 employees sequentially and indicated that its restructuring phase has concluded. The company also signaled plans to ramp up campus hiring going forward. On the financial front, Wipro posted a 1.6% drop in annual revenue in constant currency terms for FY26, mirroring broader industry trends impacted by geopolitical tensions, slower deal ramp-ups, and disruptions driven by artificial intelligence adoption. The company’s total revenue stood at $10.48 billion for the fiscal year ending March 31. For the fourth quarter, Wipro reported revenue of ₹24,236 crore, marking a 7.7% year-on-year increase and a 2.9% sequential rise. Net profit declined marginally by 1.9% compared to the same period last year to ₹3,502 crore, though it registered a 12.2% increase on a quarter-on-quarter basis. TCS also reported its first annual revenue decline since listing, with a 2.4% drop in constant currency, attributing the slowdown partly to AI-led shifts in the industry. While ongoing tensions in West Asia have not yet materially impacted revenues, companies remain cautious and are factoring in potential risks if the situation persists. Source: Economic Times

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Nvidia Grants Stock Bonuses to India Staff, Payouts Reach Up to ₹1 Crore

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Nvidia has rewarded a large section of its nearly 10,000 employees in India with a one-time stock grant, with payouts ranging from over ₹5 lakh to as high as ₹1 crore over the vesting period, according to data from 6figr. The special reward, known as the “Jensen Special Grant,” was introduced in 2024 by CEO Jensen Huang. It offers employees an additional 25% of their initial restricted stock units (RSUs), reinforcing Nvidia’s push to retain top talent in the competitive AI and semiconductor space. How the Grant Works The stock grant is structured to vest over four years, beginning September 18, 2024, with 6.25% released initially, followed by quarterly installments through 2028. The valuation was calculated using an average Nvidia share price of $898.2, with conversions based on an exchange rate of ₹82.9 per dollar. In one example, a mid-level employee received eight additional RSUs worth approximately ₹5.3 lakh, on top of an annual equity grant valued at around ₹21.5 lakh. The employee’s total unvested equity reportedly exceeded ₹1.2 crore, highlighting how stock incentives are becoming central to compensation. Equity Driving Wealth Creation India is witnessing a surge in equity-driven wealth creation, particularly in global AI and semiconductor firms. At Nvidia India, stock-based compensation now makes up 50% to 75% of total pay, especially for mid- and senior-level roles. Highly skilled engineers—particularly in chip design and artificial intelligence—are seeing the biggest gains. Top professionals in these domains can earn between ₹2 crore and ₹3 crore annually, with senior engineers (IC6 level) averaging around ₹1.8 crore. Industry experts say this marks a shift in compensation strategy. Equity is increasingly replacing fixed salaries, aligning employees more closely with company growth and long-term value creation. Pay Trends Across Experience Levels Entry-level (IC1, 0–3 years): ₹10–22 lakh Early to mid-level (IC2, 1–8 years): ₹23–32 lakh Mid-level (IC3, 4–8 years): ₹27–51 lakh (top performers up to ₹85 lakh) Experts, including leaders from KPMG, note that in deep-tech sectors, the gap between average and exceptional talent is widening—making equity not just a retention tool, but a primary driver of wealth. While Nvidia has not officially commented on individual compensation details, the trend reflects a broader shift in the AI economy, where employees are increasingly becoming stakeholders in the companies they help build. Source: TNN

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Tata Sons Chairman Urges Air India Staff to Tighten Costs and Elevate Service Standards

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In a candid address to employees, Natarajan Chandrasekaran, Chairman of Tata Sons, called on the workforce of Air India to prioritise cost efficiency, enhance service quality, and remain grounded amid ongoing industry challenges. Speaking at a town hall held at the airline’s headquarters in Gurugram, Chandrasekaran acknowledged that while Air India has built a strong foundation for future growth, the aviation sector is currently navigating a difficult phase. He emphasised that despite a promising outlook, the present situation demands disciplined execution and a sharp focus on controllable factors. Reaffirming the group’s unwavering support, he stated that the Air India Board remains fully committed to the airline and will continue to collaborate closely with its leadership team. He urged employees to concentrate on improving operational efficiency, managing costs with precision, and maintaining a realistic perspective on the challenges ahead. The address comes shortly after the resignation of Campbell Wilson, who stepped down on April 7, well before completing his five-year term that was scheduled to run until July next year. His exit has added to the transitional phase the airline is currently undergoing. Despite these developments, Chandrasekaran praised Air India employees for their resilience, noting that they have demonstrated remarkable tenacity in navigating a “perfect storm” of challenges. He encouraged the team to continue with the same determination as the airline works towards stabilisation and long-term growth. Source: PTI

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Voluntary Retirement a Statutory Right, Not Just Exit from Service: Supreme Court

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The Supreme Court of India has clarified that voluntary retirement is not simply a resignation or discontinuation of service, but a distinct legal right available to employees upon completing the required years of service. A bench comprising Justices J. K. Maheshwari and Vijay Bishnoi delivered the ruling while deciding appeals filed by a bank against two 2019 orders of the Chhattisgarh High Court. The High Court had earlier directed that a bank employee be treated as voluntarily retired after completion of the mandatory three-month notice period and be granted all terminal benefits. Upholding this view, the apex court observed that once an employee fulfills the eligibility criteria—such as completing 20 years of qualifying service—and submits a valid notice, the retirement becomes effective unless explicitly refused within the stipulated period. The case involved an employee who joined the bank in 1983 and later served as a branch manager in Raipur. After submitting a notice for voluntary retirement in October 2010, he ceased attending work in May 2011, following the lapse of the notice period. However, the bank issued a chargesheet months later in connection with alleged irregular transactions. The court noted that the bank failed to formally reject the retirement request within the notice period. It emphasized that merely issuing a show-cause notice does not amount to initiating disciplinary proceedings or rejecting voluntary retirement under service regulations. Highlighting the legal position, the bench stated that if no refusal is communicated within the notice period, the voluntary retirement takes effect automatically by operation of law. Consequently, any subsequent disciplinary action, including dismissal, would not be legally sustainable. The court concluded that the employee was entitled to all post-retirement benefits, affirming the High Court’s decision and reinforcing the principle that voluntary retirement is a protected right under service rules. Source: PTI

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AI Era Sparks ‘Great Flattening’: McKinsey Calls for Leaner, Faster Organizational Structures

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A new leadership perspective emerging from McKinsey & Company suggests that the age of artificial intelligence may fundamentally reshape how organizations are structured—starting with eliminating excess management layers. According to insights highlighted in a report by Business Insider, companies are increasingly exploring how AI-powered systems and agents can streamline operations by reducing hierarchical complexity. The idea is simple: fewer layers, faster decisions. Speaking on The McKinsey Podcast, senior partner Alexis Krivkovich emphasized that AI is equipping leaders with what she described as a “superhuman capacity” to oversee broader responsibilities. This enhanced capability could allow organizations to flatten traditional structures and operate with greater speed and efficiency. Over the past decade, many companies have added one or more layers between top leadership and frontline employees—sometimes up to three. While intended to improve oversight, these additional tiers have often led to slower decision-making and increased operational costs. AI, however, is now being positioned as a solution that can simplify coordination, automate routine functions, and improve real-time decision support across departments like HR, finance, and legal. This structural shift is being widely referred to as the “Great Flattening,” reflecting a move toward more agile, horizontally aligned organizations. Industry leaders are already echoing this sentiment. At IBM, senior executive Mohamed Ali noted that businesses will need entirely new systems to manage AI tools alongside human workers, including frameworks for governance and oversight. Meanwhile, Eno Reyes of Factory highlighted that traditional org charts are likely to evolve into flatter, more collaborative structures as AI becomes deeply embedded in workflows. As AI adoption accelerates, organizations worldwide may soon find that success depends not just on technology—but on how effectively they redesign themselves around it. Source: TOI

AI Era Sparks ‘Great Flattening’: McKinsey Calls for Leaner, Faster Organizational Structures Read More »

Nokia Announces Major Global Restructuring; Over 14,000 Jobs to Be Cut

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Nokia is set to significantly reduce its global workforce by nearly 20%, impacting more than 14,000 roles worldwide, according to recent reports. The move is part of a broader restructuring strategy aimed at streamlining operations and aligning the company with evolving market dynamics. The layoffs will also affect Nokia’s India operations, coinciding with key leadership changes. Samar Mittal has recently taken charge as the business head for India, where he will lead go-to-market strategies and strengthen partnerships across telecom, AI, and cloud ecosystems. Meanwhile, Vibha Mehra is set to assume the role of country manager from April 1, overseeing corporate communications, public affairs, and CSR initiatives. While mobile networks continue to be Nokia’s primary business, the company is increasingly investing in emerging areas such as artificial intelligence and cloud technologies. Its acquisition of US-based optical networking firm Infinera reflects this strategic shift. Despite the restructuring, Nokia has reported strong financial performance in recent months. The company posted a better-than-expected operating profit of €435 million in the third quarter last year, supported by robust demand in optical networks, cloud services, and AI-driven data centre solutions. Additionally, Nokia’s network sales in India witnessed a sharp 75% year-on-year growth in the first quarter of 2025. Source: Economic Times  

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Median CEO Pay in India Rises to ₹10.5 Crore in FY26, Growth Slows Amid Market Volatility

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The median compensation for professional, non-promoter CEOs in India increased by 5% year-on-year to ₹10.5 crore in FY 2025–26, according to a report by Deloitte. However, this marks the slowest pace of growth since the COVID-19 period, reflecting changing compensation structures and broader economic uncertainties. The report highlights a shift in executive pay design, with greater emphasis on incentives, stock-linked compensation, and emerging leadership roles such as Chief Digital Officers. Experts note that subdued equity market performance over the past 12–18 months and rising geopolitical risks have contributed to more cautious salary increments. Among top executives, Chief Financial Officers (CFOs) saw the highest rise in compensation. This trend is driven by increased demand for financial expertise, a strong focus on capital efficiency, and direct accountability to shareholders. Notably, around 15% of companies in the NIFTY 50 witnessed changes in CFO positions, indicating significant churn and high demand for experienced talent. The study also points to a transformation in remuneration strategies. Companies are moving away from a uniform approach and adopting multiple long-term incentive plans tailored to different employee groups. While larger firms, especially those in the NIFTY50, are implementing complex multi-year Performance Share Plans, smaller organisations continue to rely on traditional stock options or ESOPs. Additionally, firms are increasingly linking executive rewards to internal performance metrics rather than stock price movements alone, aiming for sustainable value creation. Strengthened governance practices, clearer executive contracts, and improved transparency in compensation decisions are further shaping the evolving CXO pay landscape. The findings are based on the seventh edition of the Deloitte India Executive Performance and Rewards Survey, released in September 2025, which covered insights from over 350 organisations across the country. Source: PTI

Median CEO Pay in India Rises to ₹10.5 Crore in FY26, Growth Slows Amid Market Volatility Read More »

India’s GCCs Rapidly Rise to Global Leadership Roles, Driven by AI and Strategic Expansion

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India’s Global Capability Centres (GCCs) are increasingly stepping into influential global roles, reflecting a significant shift in how multinational companies leverage their India operations. According to insights from ANSR and Deloitte India, nearly 20% of GCCs now hold strategic authority—up sharply from just 5% a decade ago. The number of global leadership positions based in India has surged dramatically, rising from just 115 in 2015 to over 6,500 today. This figure is projected to reach 30,000 by 2030, with artificial intelligence expected to further accelerate this trend. Major global corporations are already entrusting their India centres with critical functions. Walmart oversees its global retail technology operations from Bengaluru and Chennai, while Target manages key aspects of its digital commerce and supply chain from Bengaluru. Similarly, Microsoft develops core components of Azure in India, and Amazon builds technologies for Alexa and Prime Video within the country. A study by Ernst & Young highlights that 45% of GCCs in India now participate in global decision-making. However, the transformation remains uneven. Around 40–45% of centres still focus on back-office and IT support, while another 35–40% contribute to engineering and product development but lack control over pricing, market entry, or customer engagement. Industry experts point out that while technical capabilities are strong, true strategic ownership is still limited. Many GCC leaders do not yet have full authority over budgets or product direction, keeping them more aligned with execution than decision-making. That said, newer GCCs are being established with clearly defined strategic mandates from the outset—such as leading cloud transformations or global AI deployments—allowing them to mature faster. These account for 30–35% of new centres today, a significant rise from under 10% a decade ago. Companies like Samsung are already empowering their India teams with ownership of product lines and innovation. Similarly, Alstom and Wabtec have assigned product responsibilities for local markets to their India operations. Meanwhile, the engineering depth in India has made centres of Google and Microsoft increasingly indispensable. Despite this momentum, experts caution that not all business decisions will shift to India. Strategic choices tied closely to local markets—such as retail merchandising or financial services decisions—are likely to remain near headquarters. However, the growing role of AI is reshaping this dynamic. As much of the development and deployment of AI systems happens in India, influence is gradually shifting closer to where the work is executed. The next phase of evolution for GCCs will depend on whether global headquarters are willing to extend greater decision-making power alongside this technological leadership. Source: Economic Times  

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Flipkart Announces 105% Bonus Payout for Employees Following Strong 2025 Performance

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E-commerce giant Flipkart has declared a 105% bonus payout for eligible employees for the year 2025, reflecting the company’s robust growth and steady progress toward profitability. According to an internal communication accessed by PTI, employees up to the Senior Director level will receive their bonus payouts in March. Meanwhile, those at the Vice President and Senior Vice President levels will have their bonuses disbursed after the completion of the annual performance review cycle. In an email to staff, Chief Human Resources Officer Seema Nair highlighted that the company’s performance multiplier is driven by achievements across key business, financial, operational, and people-focused metrics. She emphasized that Flipkart has continued to build momentum while moving closer to sustainable profitability. Backed by Walmart, the company has also made notable progress in strengthening its core business segments while expanding new growth avenues. The bonus announcement aims to acknowledge the contributions of employees across all levels of the organization. Flipkart has not issued an official public statement in response to media queries regarding the development. Source: PTI

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