 Hi, my name is Shalu Kulkani. I'm a partner with Hydric Consulting. Increasingly, we see the CHRO as being more involved as top voices in the table because we are seeing organizations recognize human capital as a core and key strategic asset. So we see CHRO as being a lot more involved in strategic decision making that boards make, that leadership teams make much earlier in the process than we may have observed in the past. Looking ahead, CHROs we would say are looking at about two or three key challenges. The first being dealing with a hybrid workforce in every definition of the word. So whether it's an intergenerational workforce that they have to deal with or from a physical perspective a partially remote workforce equally with the introduction of automation, robotics, etc. a lot more about exploring where the human automation angle starts to work closely together. The other one would be to look in terms of data. So data, analytics, AI, these are aspects that they would have to deal with both from a broader organization perspective but also what this means from an employee experience perspective. And the third one is again probably linked to the pandemic but certainly a big topic and brought to the fore now is the psychological well-being and safety of the employees. How do you manage and take care of them and what's your duty of care towards them? So at Hydric we constantly research what the leaders of the future look like and we also work with clients. We are continuously learning from them, advising and guiding them. What we see are sort of two or three key attributes for leaders of the future particularly CHROs. One is agility, so continuing to sort of flex to a rapidly changing and disrupting environment. The second is to be a lot more leading in terms of inspiring and influencing with empathy, bringing that aspect into your organization. And the third one, which we see a lot more relevant in today's times is digital dexterity, being very, very comfortable with data, with analytics, with information at your fingertips. Change is a constant. We recognize that business disruption is going to be a continuous in the times that we work in. For any aspiring new young CHROs, our guidance would be firstly, keep building towards your learning skill sets. Keep looking at agility, building upon your understanding of where the organization is going and where the markets are going. The second one is to keep networking. The more you engage with your colleagues and peers, the more you can share stories with them and the more you can support. And the third one is to constantly challenge yourself in the way you approach problems and problem solving. So how you sort of process data and information, the processes you make, the prioritization approaches that you apply, the more you can constantly adjust and adapt the more successful you'll be.