Education
Health
A 31-year-old who lived on a chair… until his spine finally said, ‘Enough’
Ahmedabad (Gujarat) [India], December 20: A 31-year-old cybersecurity professional from Ahmedabad, like many young office workers across the country, spent most of his day on a chair, back-to-back meetings, deadlines, and a lifestyle that allowed everything except movement. What began as a mild ache slowly grew into a silent burden, until one morning his body refused to straighten. He arrived at IndoSpine Hospital bent forward, struggling to walk, frightened that his professional life and financial stability were at risk because his spine could no longer support him.
His story is not an exception; it is a growing socio-economic reality. India’s working population now spends 8–12 hours a day sitting, often without breaks, proper posture, or ergonomic setups. For many, health takes a back seat as productivity becomes the priority. In this case, clinical evaluation and imaging revealed a severe disc herniation compressing vital nerves, a condition made worse by years of uninterrupted sitting. After discussing medical findings and evidence based options, the spine team recommended lumbar decompression with pedicle screw fixation, an accepted procedure selected purely based on clinical need and the goal of preventing long-term neurological harm.
The transformation began just hours after surgery. For the first time in weeks, he stood upright relieved, steady, and hopeful. Over the following days, his posture improved and his confidence returned. With physiotherapy guidance and strict ergonomic corrections, he resumed his daily routine, now acutely aware of how work-related habits had pushed his body to the edge.
Speaking about the case, Dr. Tarak Patel, Chief Spine Surgeon at IndoSpine Hospital, shared, “This is the story of thousands of young Indians who work long hours in chairs. Their spine pays the price long before they realise it. Our role is to diagnose responsibly, communicate clearly, and choose treatment based solely on the patient’s clinical condition.”
The patient, who wishes to remain anonymous, said, “I always thought back pain is normal when you work long hours. But the day I couldn’t stand straight, I realised how serious it had become. Standing upright after surgery felt like getting my life and my career back on track.”
His parents added, “We never imagined that office work could lead to something this severe. Watching him walk upright again was an emotional moment for us.”
This case shines a light on a bigger issue, poor spine health is silently affecting productivity, mental well-being, and family life for millions of office workers. Ignoring symptoms or delaying evaluation can have long-term consequences. The spine doesn’t break in a day. It bends, warns, whispers and finally says “Enough.” Listening early can change the outcome entirely.
Disclaimer: This press release is for general information purposes only and should not be construed as professional medical advice. Always consult a doctor before taking any decisions.
Business
The Evolution of HR Roles in India’s Global Capability Centers (GCCs)
Bangalore (Karnataka) [India], December 23: India’s Global Capability Centers (GCCs) have undergone a remarkable transformation over the past two decades. What began as cost-effective back-office operations has evolved into strategic innovation hubs driving global business value for multinational corporations. As of 2025, India hosts over 1,900 GCCs, employing more than 1.9 million professionals and contributing significantly to the economy with revenues exceeding $64 billion. Projections indicate the sector could reach $100-110 billion by 2030, with a workforce surpassing 3 million.
At the heart of this growth is the evolving role of Human Resources (HR). No longer confined to administrative tasks like payroll and compliance, HR in GCCs has become a strategic partner, architect of talent strategies, and driver of organisational transformation. This shift reflects the broader maturation of GCCs from “capability centres” to “global value organisations.”
From Administrative Support to Strategic Business Partner
Traditionally, HR in early GCCs focused on operational essentials: recruitment for back-office roles, managing payroll, ensuring legal compliance, and handling basic employee relations. These centers leveraged India’s cost advantages and talent pool for functions like IT support, finance, and customer service.
Today, as GCCs expand into high-value areas such as AI/ML, cybersecurity, R&D, product development, digital transformation, and even ESG initiatives, HR’s responsibilities have expanded dramatically:
-
Global Workforce Alignment: HR ensures seamless integration between Indian teams and global headquarters, aligning roles, policies, and performance metrics with parent company objectives.
-
Niche Talent Acquisition: With demand surging for specialised skills in AI, data analytics, cloud computing, and emerging technologies, HR leads targeted hiring for “future-ready” roles. In 2025, AI-related positions are among the fastest-growing, with GCCs competing fiercely for top talent.
-
Leadership Development: Building local leadership pipelines is critical, as more global roles are shifting to India. HR invests in mentorship, cross-functional training, and programs to groom Indian professionals for senior positions, including those with $1 million+ compensation packages.
-
Cultural Integration and Employee Experience: Bridging global corporate cultures with local expectations, HR fosters inclusive environments, promotes diversity and inclusion (DEI), and enhances employee value propositions (EVP) through flexible work models, well-being programs, and career growth opportunities.
Key Trends Shaping HR in GCCs (2024-2025)
Recent reports highlight several transformative trends:
-
AI-Driven HR Practices: Tools for candidate sourcing, screening, predictive analytics, and even automating routine tasks like job postings and interview preparation are becoming standard, enabling faster and more efficient hiring.
-
Upskilling and Reskilling Focus: With skill gaps in advanced technologies, HR prioritizes continuous learning, partnerships with academia, and internal mobility to future-proof the workforce.
-
Expansion to Tier-2/3 Cities: To combat attrition in metro hubs and tap new talent pools, GCCs are moving operations to cities like Jaipur, Coimbatore, and Pune, requiring HR to adapt localized strategies.
-
Hybrid and Flexible Work: Post-pandemic models persist, with HR emphasizing engagement in distributed teams and gig/flexible talent for specialized projects.
-
Performance-Based Compensation and Retention: Amid rising voluntary attrition in high-demand sectors, HR shifts toward disciplined hiring, green skills development, and resilient team-building.
Challenges and the Path Forward
Despite the opportunities, HR leaders face hurdles:
-
Talent shortages in mid-senior levels and domain-specific expertise (e.g., regulatory knowledge in BFSI or healthcare).
-
High competition leading to attrition.
-
Balancing global standards with India-specific workforce dynamics.
The future of HR in GCCs lies in becoming “brain trust” rather than just backbone—leveraging data analytics for workforce planning, embedding innovation in culture, and driving business outcomes directly. As one industry expert notes, HR must understand “what keeps business managers awake at night” to truly partner in growth.
India’s GCCs are not just supporting global operations; they’re leading them. And HR is the key enabler turning talent into competitive advantage.
In this era of GCC 4.0, strategic HR will define which centers thrive as true innovation powerhouses. The evolution is ongoing—exciting times ahead for India’s talent ecosystem!
How Zyoin Empowers GCC HR Transformation
GCC HR today goes beyond hiring—it requires strategic workforce thinking. At Zyoin, we help GCCs build future-ready talent engines.
-
Strategic Talent Acquisition: Expertise in niche skills across AI/ML, cloud, and cybersecurity to build innovation-driven teams.
-
End-to-End HR Support: From leadership hiring to scale recruitment, supporting GCC growth across metros and tier-2 cities.
-
Future-Ready Workforce Planning: Proactive talent pipelines aligned to your 3–5 year business roadmap.
-
Local Insight, Global Standards: Deep India market expertise aligned with global GCC expectations.
In the GCC 4.0 era, strategic HR will define true innovation hubs—and the journey has just begun.
Ready to Transform Your GCC’s Talent Strategy?
Whether you’re building a new capability center or scaling existing operations, Zyoin is your trusted partner in turning talent challenges into competitive advantages.
If you have any objection to this press release content, kindly contact [email protected] to notify us. We will respond and rectify the situation in the next 24 hours.
