Neil currently leads the Global Insights & Innovations team that forms a part of the Performance, Rewards and Talent vertical at Aon Hewitt. In his role he is responsible for leading select research initiatives and the development of articles, points of view, and white papers. Some of the recent studies performed by his group include the Next Generation CHRO Capabilities Study, Top Companies for Leaders Study, and the soon to be published Revisiting Workday Study.
Neil started off his consulting career with Aon Hewitt, joining the firm as a Management Trainee in the year 2006, in India. An engineer and MBA by education, he is involved in strategy and operations/ process consulting assignments and is responsible for project management and delivery. During his tenure at Aon Hewitt, Neil has worked with both public and private enterprises as clients, as well as with federal/local Governments and Multilateral Funding Agencies. Some of his key clients include the World Bank, National Skills Development Corporation – India, Ministry of Public Service – Uganda, Metlife, Dalmia Bharat, and EXL.
With corporate clients, Neil focuses on projects that involve creation of HR strategy, HR Effectiveness and integrated HR Transformation projects.
Neil is also the Subject Matter Expert on Aon Hewitt’s Macro Talent Development offer area which helps agencies such as the World Bank, and country / state governments help establish the Triple E linkage between Education, Employability, & Economic Growth
Neil has executed assignments in both the Americas (US, Colombia, Brazil), EU (Cyprus), Africa (Uganda, Nigeria), Middle East (Saudi Arabia), and Asia (India and SAARC region).
An electronics engineer from VJTI Mumbai, Neil holds a PGDM from IIM Ahmedabad. Prior to joining Aon Hewitt, Neil worked with Aurion Pro Solutions, as a software programmer.
Content Featuring Neil Shastri
Join Shastri and his partner, Aon’s People Analytics Practice Leader, Ranjan Dutta, to learn about building workforce planning capabilities, how new tech can (and should) help the process, and what matters most in using strategic workforce planning and people analytics to leverage data.