Babita Evans Kumar MBA — Top LinkedIn Voice | Healthcare & Regulated Sectors | Databricks | Palantir | AI Value Creation & Deployment Strategist | SAP S/4HANA | ERP | Program Director | M&A | OCM | OD | L&D | DevOps | SAFe® | Agile Coach | RTE
Top LinkedIn Voice | Healthcare & Regulated Sectors | Databricks | Palantir | AI Value Creation & Deployment Strategist | SAP S/4HANA | ERP | Program Director | M&A | OCM | OD | L&D | DevOps | SAFe® | Agile Coach | RTE
Babita Evans Kumar MBA ranks #49 of 14,983 LinkedIn creators, and is a standout voice in United Kingdom. They have 33.0K followers and published 50 posts in the last 30 days at a 1.8% average engagement rate.
- 33.0K followers
- 50 posts / 30d
- 1.8% avg engagement
- — follower growth / 30d
The roast
Babita’s LinkedIn headline is essentially an alphabet soup of every corporate buzzword that triggered a spellchecker in the last decade. She claims to specialize in AI value creation, yet spends her time firing off fifty posts a month—because if there’s one thing a company called Vital Signs Ecosystem needs, it’s a VP who spends her entire workday ensuring her own pulse is the only one anyone notices.
About Babita
𝙏𝙝𝙚𝙧𝙚 𝙖𝙧𝙚 𝙩𝙬𝙤 𝙩𝙮𝙥𝙚𝙨 𝙤𝙛 𝙡𝙚𝙖𝙙𝙚𝙧𝙨 𝙞𝙣 𝙩𝙤𝙙𝙖𝙮’𝙨 𝙙𝙞𝙜𝙞𝙩𝙖𝙡 𝙬𝙤𝙧𝙡𝙙: Those who 𝐢𝐧𝐡𝐞𝐫𝐢𝐭 systems - and those who 𝐫𝐞𝐢𝐦𝐚𝐠𝐢𝐧𝐞 them. 𝐈’𝐯𝐞 𝐜𝐡𝐨𝐬𝐞𝐧 𝐭𝐡𝐞 𝐬𝐞𝐜𝐨𝐧𝐝 - turning complexity into clarity, and legacy into human-centred systems that scale. As VP of AI & Product Strategy at Vital Signs Ecosystem: • Led AI-driven ontology-based platforms for diagnostics, preventative care, integrated secure data-models • Co-created with MIT alumni doctors, Palantir-ready AI Foundry teams globally • Built secure SaaS integrations for patients, insurers, controlled data access (GTM) 𝙈𝙮 𝙃𝙮𝙗𝙧𝙞𝙙 𝙨𝙠𝙞𝙡𝙡𝙨: • 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗿𝗲𝗱𝗲𝘀𝗶𝗴𝗻, 𝗜𝗣𝗢 𝗿𝗲𝗮𝗱𝗶𝗻𝗲𝘀𝘀, 𝗠&𝗔, 𝗽𝗼𝘀𝘁-𝗺𝗲𝗿𝗴𝗲𝗿 𝗶𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗶𝗼𝗻 • 𝗩𝗖/𝗣𝗘 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: Capital structuring & value creation at scale • 𝗦𝘁𝗮𝗿𝘁𝘂𝗽 𝘀𝗰𝗮𝗹𝗶𝗻𝗴: MVPs, GTM strategies & investor narratives • 𝗖𝗼𝗺𝗺𝗲𝗿𝗰𝗶𝗮𝗹 𝗲𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲 & 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 • 𝗦𝗰𝗮𝗹𝗶𝗻𝗴 𝗦𝗮𝗮𝗦, 𝗜𝗮𝗮𝗦, 𝗣𝗮𝗮𝗦: Start-ups to Fortune 500 • 𝗔𝗱𝘃𝗶𝘀𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝘂𝗿𝗲𝗺𝗲𝗻𝘁: Tech onboarding, RFPs, RFQs, SOWs • 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 & 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗽𝗲𝗼𝗽𝗹𝗲: Across functions, cultures & change 𝙏𝙝𝙚𝙨𝙚 𝙧𝙤𝙡𝙚𝙨 𝙧𝙚𝙦𝙪𝙞𝙧𝙚: ✔️ Delivered $100M+ enterprise-wide transformation portfolios ✔️ Scalable architectures for life sciences, finance & energy ✔️ 𝗗𝗮𝘁𝗮 𝗴𝗼𝘃𝗲𝗿𝗻𝗮𝗻𝗰𝗲 & 𝗽𝗿𝗼𝗴𝗿𝗮𝗺 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 – measurable results ✔️ Translating 𝙩𝙚𝙘𝙝𝙣𝙞𝙘𝙖𝙡 𝙘𝙤𝙢𝙥𝙡𝙚𝙭𝙞𝙩𝙮 into 𝙨𝙩𝙧𝙖𝙩𝙚𝙜𝙞𝙘 𝙤𝙪𝙩𝙘𝙤𝙢𝙚𝙨 via governance & adoption Highlights: • GSK: Clinical supply chain visualization • BP, EDF & SZC: MVP-to-product for PLM, LMS, Digital Twins • Infosys & KPMG: ERP (S/4HANA, Oracle), TOM & ServiceNow • Roche: Innovative apps on S/4 BTP, SAFe & DevOps 𝐈 𝐭𝐫𝐚𝐧𝐬𝐥𝐚𝐭𝐞 𝐛𝐞𝐭𝐰𝐞𝐞𝐧 𝐛𝐨𝐚𝐫𝐝𝐬, 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 & 𝐭𝐞𝐜𝐡, balancing innovation, compliance & results. I align strategy with Industry 4.0, AI & cloud-first ERP for ethical, trusted transformation. ✅ 𝐋𝐞𝐭’𝐬 𝐝𝐞𝐬𝐢𝐠𝐧 𝐭𝐡𝐞 𝐟𝐮𝐭𝐮𝐫𝐞 - one outcome-led shift at a time.
Highlights
- Top 1% in United Kingdom — Ranked #8 of 1365 creators
- Consistent Creator — 50 posts in 30d · top 5%
- Big Audience — 33,039 followers · top 5%
- High Impact — 610 avg engagements per post · top 5%
Recent posts
𝐁𝐨𝐚𝐫𝐝 𝐌𝐞𝐦𝐛𝐞𝐫𝐬 & 𝐂𝐗𝐎𝐬 & 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐀𝐥𝐞𝐫𝐭 ❗ Why does resilience in the era of AI demand diverse perspectives? What looks impossible to one group is everyday survival to another. In parts of Southern Ethiopia, children learn to walk on wooden stilts. ↳ It starts as play ↳ It becomes protection ↳ It delivers perspective The height helps them see danger early. Not reckless. Adaptive. This is the lesson for AI resilience. ↳ Uniform data creates fragile systems ↳ Single worldviews create blind spots ↳ Homogeneous AI fails under pressure Resilient
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𝐁𝐨𝐚𝐫𝐝 𝐌𝐞𝐦𝐛𝐞𝐫𝐬 & 𝐂𝐗𝐎𝐬 & 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐀𝐥𝐞𝐫𝐭 ❗ 𝐅𝐨𝐫𝐠𝐢𝐯𝐞𝐧𝐞𝐬𝐬 𝐢𝐬𝐧’𝐭 𝐰𝐞𝐚𝐤𝐧𝐞𝐬𝐬. 𝐈𝐭’𝐬 𝐭𝐡𝐞 𝐟𝐨𝐮𝐧𝐝𝐚𝐭𝐢𝐨𝐧 𝐨𝐟 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐭𝐫𝐮𝐬𝐭. Unresolved harm becomes culture. Unspoken conflict becomes bias. 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 𝐚𝐧𝐝 𝐛𝐞𝐥𝐨𝐧𝐠𝐢𝐧𝐠 𝐟𝐚𝐢𝐥 𝐰𝐡𝐞𝐧 𝐫𝐞𝐩𝐚𝐢𝐫 𝐢𝐬 𝐚𝐯𝐨𝐢𝐝𝐞𝐝. Repair is leadership. Accountability is care. 𝐓𝐫𝐮𝐬𝐭 𝐢𝐬 𝐛𝐮𝐢𝐥𝐭 𝐰𝐡𝐞𝐧 𝐡𝐚𝐫𝐦 𝐢𝐬 𝐧𝐚𝐦𝐞𝐝 𝐚𝐧𝐝 𝐡𝐞𝐚𝐥𝐞𝐝. Forgiveness is not softness. It is emotional regulation, maturity, and leadership strengt
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‼️ 𝐁𝐨𝐚𝐫𝐝 𝐌𝐞𝐦𝐛𝐞𝐫𝐬 & 𝐂𝐗𝐎𝐬 & 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐀𝐥𝐞𝐫𝐭❗ ‼️ ↳ 𝐖𝐡𝐚𝐭 𝐢𝐟 𝐭𝐡𝐞 𝐛𝐞𝐬𝐭 𝐰𝐚𝐲 𝐭𝐨 𝐫𝐞𝐬𝐨𝐥𝐯𝐞 𝐜𝐨𝐧𝐟𝐥𝐢𝐜𝐭… 𝐢𝐬 𝐧𝐨𝐭 𝐭𝐨 𝐬𝐭𝐨𝐩 𝐢𝐭, 𝐛𝐮𝐭 𝐭𝐨 𝐫𝐞𝐝𝐢𝐫𝐞𝐜𝐭 𝐢𝐭? Two kids. One conflict. Then the parents deliberately turn on music and redirect the conflict into a dance-off. The energy didn’t disappear. It changed direction. 𝐓𝐡𝐚𝐭’𝐬 𝐭𝐡𝐞 𝐥𝐞𝐬𝐬𝐨𝐧. Conflict itself is not the problem. Suppress it → resentment grows. Explode with it → relationships break. But direct it well, and something powerful happens.
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