
Transforming Workplace with Transparency and Trust
Amit Kaul
Head HR,
OPaL
The petrochemical industry is exceeding annual revenue of $620 billion and companies still struggle to recruit and retain skilled talent. This indicates that beyond high salaries, the petrochemical sector demands more to attract and retain the best. At the forefront of this transformative approach is ONGC Petro Additions Limited (OPaL) with a vision that stretches beyond traditional perks and compensation, OPaL is unleashing a new era in employee engagement and corporate culture. We recently interacted with Amit Kaul, Head of Human Resources at OPaL. Amit shares a profound belief that resonates
At OPaL, it's not just about job satisfaction—it's about life satisfaction. The company places its people at the heart of every strategy, making it a standout among the best companies to work for.
throughout the company: “Employee First.” This philosophy is a cornerstone of OPaL’s efforts to empower its employees to find and pursue their passions. Join us as we explore how OPaL has crafted a workplace where individuals are celebrated for who they are, creating a culture where they can truly thrive and grow
Please share with us the core values that define OPaL's work culture and how they contribute to the company's success.
Since its commissioning in 2017, OPaL has emerged as a pivotal force in the petrochemical sector. Our foundational values — Openness, Partnership, Achievement, and Leadership — form the acronym OPAL and are integral to all our endeavours. Our success lies in these core values;
Openness: We promote
a culture where everyone
communicates candidly and
creates an environment that
builds trust and transparency
in the organisation.
Partnership: We believe in
our people, share common
goals with all our employees, customers and society at large to achieve success and create a win-win relationship
Achievement: We promote a culture of accomplishment. We focus not only on the ‘what’ but also the ‘how’ to achieve standards of excellence.
Leadership: We believe in promoting leadership in everything that we do, from being a business leader in petrochemicals to nurturing future leaders of business who will work as visionary thinkers and inspire others for exceptional performance.
How does OPaL ensure a healthy work-life balance for its employees, and what initiatives have been most effective?
At OPaL, every employee gets a life beyond work. Our flexible leave policies allow employees to take time off as needed, accommodating various personal needs. We’ve recently transitioned to a fiveday work week, setting a new standard in the petrochemical industry. Beyond these policies, we encourage our team to join clubs, participate in wellness programmes, and adopt a healthy lifestyle through the “HumFitTohOPaLFit” campaign. Plans are also underway to develop a township complete with shopping centre, parks, recreation facilities and relaxation zones for our employees. We recognise that maintaining a work-life balance is essential not just for productivity and employee satisfaction but also for preventing burnout. At OPaL, we’re committed to providing these opportunities to help our employees thrive both professionally and personally.
Could you discuss the principles that guide OPaL's decisionmaking process regarding hiring and, if necessary, firing?
At OPaL, termination is a last resort reserved for cases of underperformance or breaches of ethics and integrity. As a company promoted by two major Maharatna PSUs – ONGC and GAIL, our hiring philosophy is to attract the best talent to enable ethical growth. We advertise job opportunities across various channels, including social media, print, and websites. Anyone meeting the qualifications is assessed fairly by an experienced interview board. The decision to hire is based on the comprehensive evaluations and recommendations of this panel. “We aim to provide opportunities to bright talent nationwide, welcoming diverse individuals from every corner of the country—from J&K to Kerala and Gujarat to Assam.”
What are the unique benefits and perks that OPaL offers its employees, which set it apart from other companies in the industry?
At OPaL, we go beyond the norms by focusing on benefits that genuinely enhance employee satisfaction. Our offerings include “the best tax-saving components” in our compensation packages, and we provide employees with everything necessary for their roles, such as training and the latest technology. We also recognise their hard work with personalised awards like “Excellence Awards”, “Hats -Off” recognition etc. Additionally, we provide top-tier transportation and comprehensive medical insurance that covers not just hospitalisation but also outpatient services, ensuring the well-being of our team
In an industry known for high turnover rates, how does OPaL manage attrition and retain top talent?
Recognising that every employee may seek better opportunities, OPaL focuses on understanding and addressing their concerns to retain top talent. We conduct regular pulse and opinion surveys to gauge employee sentiment. We also conduct detailed stay / exit interviews to identify reasons for departures, whether they’re due to push or pull factors. For example, at the start of this fiscal year, we addressed compensation issues by providing monetary relief, which significantly curtailed attrition. At the core of it, we strive to build a culture of trust through robust communication, including surveys, town halls, and personal interactions—I personally conducted about 80 one-on-one conversations last year. This approach has proven effective; despite not being the highest-paying employer in the sector, OPaL maintains low turnover rates due to its positive work environment and proactive problem-solving.
How does OPaL develop effective leadership and what key qualities are essential for leaders in your organisation?
We believe that “Leadership is not just a position or a title, it is action and example,” and it reflects the ethos at OPaL. We are in the process of implementing an advanced succession planning framework that identifies high-potential employees through scientific assessments to prepare the next line of leaders. Our hands-on approach to leadership development includes increasing responsibilities, facilitating job shadowing, and providing enrichment opportunities that prepare leaders professionally and personally. “We are also partnering with leading management institutes for competency development programmes, maintaining a ready pipeline of leaders who are well-equipped to steer the company forward.”