40 under 40 Awards 2025

HRAI H R

A S S O C I A T I O N

O F

Magazine

I N D I A

UNDER FORTY CELEBRATING THE CHANGEMAKERS

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EDITOR'S HRAI TEAM'S NOTE HRAI firmly believes in the power of teamwork and the value it brings. When diverse talents and perspectives come together, something extraordinary happens.

The collective synergy we create goes beyond what any individual can achieve alone and together we see the potential to make a lasting impact on the world.

Welcome to the 2025 edition of our 40 Under 40 Awards Magazine—a celebration of changemakers who are transforming the world of work before the age of 40.

This issue shines a spotlight on visionaries whose ideas, actions, and determination are reshaping industries, influencing communities, and driving meaningful progress.

They embody the spirit of a generation that balances ambition with responsibility, proving that true impact comes from purpose-driven change.

Their stories remind us that being a changemaker is not about a title, but about courage, conviction, and the ability to create ripples of transformation that extend far beyond themselves. Each journey featured here reflects resilience, innovation, and a commitment to building a better tomorrow.

As you turn these pages, may you be inspired by their drive, encouraged by their boldness, and reminded of the boundless possibilities that lie ahead when passion meets purpose.

Thank you for being part of this celebration of excellence.

T A B L E O F C O N T E N T S AAKANKSHA SAINI, SENIOR DIRECTOR PRODUCT, INNOVACCER

10

HARINI KRISSHNAN, GLOBAL LEAD - DEI & CULTURE, [24]7.AI INDIA

39

ABHAY MAHESHWARI, FOUNDER & CEO, ASM WEALTH

12

HASITA GAUTAM KALGUTKAR, MANAGER - LEARNING & DEVELOPMENT, BERKADIA

42

ABHISHEK GUPTA, HEAD - HR & ADMIN, ZEBPAY

15

HIMANSHU ARORA, CHIEF MANAGER – CORPORATE STRATEGY, PRAMERICA LIFE INSURANCE

42

AKSHAY BHATT, DGM, BLUPINE ENERGY PVT LTD

18

ISHWARYA SRINIVASAN, DEI LEADER, HRBP - PRODUCTION, DECATHLON SPORTS INDIA

47

APARAJITA AMAR, ADVOCATE & CO-FOUNDER, SHLC- SEXUAL HARASSMENT LAW COMPLIANCE ADVISORY

21

KHUSHBU RAINA, SENIOR MANAGER- LEARNING & DEVELOPMENT, MILESTONE INC

50

DEEPA DWARKANATH, COFOUNDER AND VP HR – DRIVEIT TECHNOLOGIES PVT LTD | CONSULTANT HEAD HR – DCUBE DATA SCIENCES LLP

24

KINNY ARORA, ASSOCIATE DIRECTOR HR, KYNDRYL INDIA PVT. LTD.

53

DR. DIVYA SAINATH, SENIOR MANAGER HR, ONITY INDIA

27

MONICA SWAMY, CORPORATE TRAINING SPECIALIST | ICFACCREDITED TRANSITION COACH, INDEPENDENT CONSULTANT

56

GAGAN ARORA, FOUNDER & PRESIDENT, VERTEX GROUP

30

NILESH KUMAR, HRBP & COMPLIANCE LEAD, HCL AVITAS PRIVATE LTD (HCL HEALTHCARE)

59

GAURAV NARULA, FOUNDER, SILVER STROKE COMMUNICATIONS

GAYATHRI R, DEPUTY MANAGER – HRBP, AJAX ENGINEERING LIMITED

33

36

PRAMILA CHINNAPPA, VICE PRESIDENT HUMAN RESOURCES, DATATRACKS SERVICES PVT. LTD

PRAMOD GANJI, FOUNDER & CEO, ZRIKA

61

64

I

EXCLUSIVE

NTERVIEWS

PRASHANT BAJPAI, CLUSTER HEAD HR, ARCELORMITTAL NIPPON STEEL INDIA

67

SEEMA SHIRSATH, HEAD - HR, DR. D. Y. PATIL VIDYAPEETH'S CENTRE FOR ONLINE LEARNING

100

PRASHANT KUMAR VAISHNAVA, ASSOCIATE GENERAL MANAGER & DY CHRO, VEDANTA LIMITED, LANJIGARH

71

SHALINI MISHRA, HEAD HR, SHUBHAM K MART PVT. LTD.

104

PRAVEEN ANASWARA, CHIEF MANAGER - EMPLOYEE RELATIONS, BHARAT PETROLEUM CORPORATION LTD

74

SHEENA VENGIYIL, SENIOR MANAGER L&OD, MAXIMUS INDIA

108

RAJAT JASUJA, MANAGERPEOPLE BUSINESS PARTNER, SENTINELONE

77

SONU GUPTA, FOUNDERCHRO, CODERSBRAIN

111

RAJIB SEN, ZONAL HRBP (EAST & WEST), BERGER PAINTS INDIA LIMITED

81

SREEHARSHA TANUKU, SENIOR MANAGER HR SHV ENERGY | SUPERGAS

114

REKHA MISHRA, MANAGERHUMAN RESOURCES INDIAN FARMERS FERTILISER COOPERATIVE LIMITED

84

SREEJA GOVINDANKUTTY, SENIOR MANAGER - HR, ZF WIND POWER

117

SAHIL NAYAR, HR LEADER AND INFLUENCER

88

SUMIT AGARWAL, ASSOCIATE, GREAT PLACE TO WORK INDIA

120

SAILESH BALAKRISHNAN, MANAGER/ASSISTANT DIRECTOR, HRBP, EY

91

TANUSHREE MAHANTY, LEAD – MEDIA RELATIONS AND EXTERNAL COMMUNICATIONS, BIRLASOFT

123

SAKSHEE SUD, HR DIRECTOR, BEIERSDORF INDIA SANTOSHI SHENOY, VICE PRESIDENT - HR, UNILIGHT INSURANCE BROKERS

94

97

TWINKLE NANAVATI, SENIOR MANAGER – HR BUSINESS PARTNER, APEXON INDIA PRIVATE LIMITED VATSALA SAXENA, ASSOCIATE DIRECTOR, WIPRO

127

131

T

he HR Association of India (HRAI), founded in 2020 is an esteemed non-profit

organization that has been playing a pivotal role in shaping the HR landscape in India.

Their primary focus is on exploring, discussing, and promoting the latest business scenarios, market trends, change management, and leadership in the HR industry.

HRAI is dedicated to creating a community of professionals, learners, and mentors who share their insights and learn from each other to elevate the standard of HR practices in the country.

HRAI's success is attributed to its commitment to excellence and tireless efforts

in

facilitating

interactions

between HR professionals and subject matter experts. Through its initiatives such as panel discussions, masterclasses, one-on-one talk shows, and Q&A sessions with

thought leaders, HRAI provides a platform for professionals to gain in-depth knowledge and practical solutions that can be applied in real-time.

In addition to their educational initiatives, HRAI also recognizes organizations' best practices and individual contributions through awards and conferences. These events celebrate the achievements of exceptional professionals and organizations that have made significant contributions to the HR industry in India. Over the years, HRAI has featured more than 1,000 experts and leading minds in the fields of HR, IT, Marketing, Finance, and more, making it a hub for learning and networking.

For HR professionals in India, HRAI offers unparalleled opportunities to connect with like-minded peers, learn from experts, and gain recognition for their hard work and achievements. By joining HRAI, HR professionals can stay updated on the latest trends, best practices, and strategies that can help them take their careers to the next level.

HIGHLIGHTS:

HRAI, founded by Dr. Ankita Singh, drives industry initiatives and organizes prestigious awards for organizations, emerging leaders, and trailblazing women leaders. Notable participants include Blue Star Limited, Reliance Retail, Landmark Group, Oracle, Birlasoft, Vedanta and more.

Our commitment to excellence is reinforced through partnerships with the Great Managers Institute and top 100 great managers, who have taken masterclasses and featured in Forbes Magazine.

Elite leaders like Dr. TV Rao, Harjeet Khanduja, and Prasenjit Bhattacharya have graced our one-on-one talk shows, enhancing our members' knowledge base.

Our article initiative showcases thought-provoking articles by eminent leaders from organizations like BCCL, Bajaj Energy, TimesPro, Jio, Welspun Group, Great place to work and Accolite Digital.

The 23 Of 2023 Initiative recognizes exceptional leaders and entrepreneurs based on a predetermined theme. Featured leaders include those from Adani, Reliance, IBM, Infosys, KPMG, as well as notable celebrities.

POINT

OF VIEW

T

he 40 Under 40 Awards celebrate dynamic professionals, entrepreneurs, and innovators who are making a significant mark before the age of 40. This recognition honors individuals who exemplify vision, innovation, and impact in their respective domains. From leading transformative initiatives and driving business growth to inspiring teams and fostering inclusive cultures, these changemakers embody the spirit of progress, resilience, and purpose.

Each honoree has been evaluated on key parameters including Impact and Contributions, Leadership Skills, Innovation, Overcoming Obstacles, and Impact on Stakeholders and Sustainability. Together, they represent not just organizational excellence but a broader influence on industries and society, paving the way for a future defined by bold ideas and meaningful impact.

T

he heart of the 40 Under 40 Awards 2025 lies the dedication and credibility of our esteemed jury. Comprising accomplished leaders, innovators, and experts from across industries, the jury reflects the very spirit of transformation, resilience, and progress that these awards honor. With keen judgment and a commitment to fairness, they meticulously assessed each nomination—ensuring that every recognition is grounded in true merit, impact, and authenticity. Their collective insights not only upheld the highest standards of excellence but also brought to light the remarkable journeys of changemakers shaping industries, communities, and the future at large.

AAKANKSHA SAINI SENIOR DIRECTOR PRODUCT, INNOVACCER

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Launching Innovaccer AI Suite for frontline workers in healthcare organizations stands out as the most impactful accomplishment of my career.

We ended up helping thousands of frontline workers help millions of patients better and faster with ohr products. It not only proved that breakthrough products can be delivered at startup speed in a highly regulated industry, but also reinforced the power of aligning vision with disciplined execution. The experience shaped my trajectory by giving me the confidence to take bold bets, rally diverse teams, and create solutions that meaningfully improve lives— setting the foundation for my journey as a product leader driving innovation at scale.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

For me, the most effective leadership combines clarity, empathy, and speed. Clarity of vision ensures that teams know exactly what they’re working toward. Empathy creates a culture of trust and belonging where people feel safe to challenge and contribute. And speed—making decisions quickly and iterating fast—ensures we don’t just build ideas, we build impact. Together, these principles have consistently enabled me to steer organizations toward success, even in uncertain or competitive environments.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have played a pivotal role throughout my career. I’ve been fortunate to have mentors who taught me resilience, customer obsession, and the value of leading with integrity. Their influence shaped

AAKANKSHA SAINI not just my skills, but my mindset, reminding me that leadership is as much about listening as it is about guiding. Equally, collaboration with peers across functions has been invaluable—every breakthrough I’ve been part of was born out of collective intelligence, diverse perspectives, and a shared drive to make a difference.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

I believe curiosity and adaptability are the two non-negotiables for staying relevant in a rapidly evolving industry like healthcare technology.

Curiosity drives us to constantly question the status quo and explore what’s possible, while adaptability allows us to pivot when market realities shift. Coupled with a relentless focus on customer outcomes, this mindset not only keeps innovation alive but ensures it translates into meaningful, lasting impact.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

My biggest advice is to focus on creating real impact rather than chasing recognition. Listen deeply to customers, understand their pain points, and channel your creativity into solving them.

Deliver at speed, but with thoughtfulness, and embrace challenges as opportunities to grow.

Recognition will follow naturally when your work builds trust, adds value, and leaves a tangible difference in the lives of people and organizations you serve.

ABOUT THE AUTHOR Aakanksha Saini is a product leader at Innovaccer, driving transformative healthtech solutions across the U.S. healthcare system. She spearheaded the launch of Innovaccer’s AI CoPilot, securing $10M+ in deals and reducing clinician burnout by cutting documentation time by 25%. Known for blending vision with execution, she continues to shape innovations that improve outcomes and reimagine care delivery.

ABHAY MAHESHWARI FOUNDER & CEO ASM WEALTH

INTERVIEW

Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

I believe that getting financially independent by the age of 31 was truly empowering. Just the ability to delay gratification in the face of sensory overload and make sensible choices for the first decade of my career is what I am proud of. I felt the need to extend the knowledge & wisdom I gained during this journey to others, so that they can use some tools and avoid some of the mistakes I made.

Hence, I am equally proud of the work I have done in the last 12 months - Starting up in the space of wealth management has been truly rewarding and satisfying. Getting on board the right team members and mentors, and being able to win the confidence of investors across the spectrum - right from retail investors to HNIs - has given me lot of courage & strength. I feel confident about taking giant strides in the coming few years and more importantly impacting people’s lives in a meaningful way.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

If each individual in the team knows his/her role with clarity and they have a sense of individual accountability, then teams will succeed. Accountability usually comes when they see their seniors as their well wishers.

Individuals are more motivated to work for people in whose presence they feel safe, and whom they trust, admire & respect, as opposed to working for big MNCs or brand names. Intention > Institution . In terms of strategy, I always tried to send the message to my team that “I am your friend; but I am not your best friend”. You want to be

ABHAY MAHESHWARI approachable but not foster learnt helplessness.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

I don’t think I would have achieved half of what I have if not for a couple of good mentors. They help you find the right direction, so you can skip the overthinking and just charge in that direction. Great mentors always give you lot of good tools and teach you thinking patterns. A good mentor never spoon - feeds you. They help you help yourself. My mentors helped me understand myself – my strengths and weaknesses. They helped me accept my shortcomings, which really bothered me and hurt my self confidence earlier in my career.

Discovering your strengths allows you to play to them; while accepting your areas of weakness helps you develop a lot of empathy & humility; and that combination is what creates good leaders. However, these can only be discovered with the help of good mentors.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In investing, the key mindset is that of steadiness & stability, or as its called in Sanskrit as “स्थिरता (Sthirta)” . To achieve that one needs a strong foundation of discipline that goes beyond the workplace. And being busy certainly helps. If I am busy with my life – my health, my study/ job/ business, my family & friends, that is the only way I can be away from the constant noise in the form of news, rumors or gossip. And when one has that clarity, is when he/she can really read between the lines and see beyond the obvious. The wealth management industry is always evolving in terms of new products, new technology and new ways of selling.

INTERVIEW

ABHAY MAHESHWARI

You have various firms developing new kinds of structured products, you have apps like Zerodha and Groww which have made transacting as easy as it can be. Finance news channels often have way more noise than even usual news or geopolitics.

But only when my mind is clear can I really answer the question, “Is this really going to add value to my investors?” In the world of investing, not taking any action is more rewarding than reacting to news on almost all occasions – hence, passive benchmarks beat most active managers.

But if one does not have that Sthirta, can they really stop themselves from acting out of greed or fear?

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

1) Don’t chase the recognition. Just do the tasks at hand to the best of your abilities.

2) Delay gratification - Make choices which are better for you 10 - 20 years down the line 3) Be willing to ask for help when you don’t have the answers 4) Focus on your daily life & discipline – as I mentioned in the earlier answer

ABOUT THE AUTHOR: Abhay Maheshwari, Founder & CEO of ASM Wealth, is a Chartered Accountant and MBA from Indiana University in the US. He has over a decade of experience in the IT & Financial Services Sector and international experience having worked in the Private Equity space in Singapore.

Abhay has been an active investor since his teenage years and already seen 2 full market cycles. Along with his team, he manages over 150 crore in investments across Mutual Funds and Direct Equities.

Abhay's goal is to empower people by teaching them about personal finance so that they can choose the right strategies & advisors, while not getting carried away by false promises, narratives and misselling.

Abhay can be reached at 9892696758/9987675877 Abhay.asmwealth@gmail.com

ABHISHEK GUPTA HEAD - HR & ADMIN ZEBPAY INDIA

INTERVIEW

ABHISHEK GUPTA

Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

When I look back, spearheading ZebPay’s cultural reinvention stands out as a defining accomplishment. We weren’t just navigating regulatory headwinds and hypergrowth, we were reimagining how trust and transparency could be woven into the DNA of a crypto company. That transformation wasn’t about launching fancy initiatives; it was about listening deeply, building psychological safety, and making values visible in everyday decisions. The aftermath was striking: higher engagement, more innovation, and, above all, a sense of shared ownership. That experience fundamentally shifted my mindset from “HR as facilitator” to “HR as architect of strategic resilience and trust.” It set me on a path where building culture became as businesscritical as driving revenue.

I owe much of my growth to the generosity of mentors who challenged me to think bigger and be braver. One taught me that clarity turns chaos into opportunity; another insisted vulnerability was a leader’s strength, not a weakness. I’ve also come to value reverse mentoring i.e. learning from Gen Z colleagues about new tech, new attitudes, and fresh models of work keeps me adaptable and humble. Some of my most meaningful projects came from unlikely collaborations, where cross-disciplinary thinking sparked new ideas. My career, in many ways, is a patchwork quilt- stitched together by advice, feedback, and a thousand little nudges from people who cared enough to help me grow.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

For me, it starts with clarity, clarity of purpose, intent, and communication. Teams rally when they understand the destination and their role in the journey. I’ve found that giving people autonomy, coupled with high accountability, unlocks surprising levels of ownership and creativity. I’m a believer in distributed leadership: empower others, encourage dissenting views, and make it safe to challenge the status quo. When people see that their voice matters, they bring their best selves to work. At the end of the day, it’s not about directing from the front, but coaching from the side and celebrating collective success over individual heroics.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

Without a doubt, it’s curiosity, coupled with a willingness to unlearn. I’ve seen “experts” become obsolete because they stopped questioning their own playbook. In crypto and HR alike, what worked yesterday is just history.

The professionals who remain relevant are the ones who treat disruption as a prompt, not a problem: they experiment, listen widely, and aren’t afraid to pivot quickly. For me, it’s about being a lifelong learner but also a lifelong questioner.

I try to surround myself with people who’ll tell me when I’m wrong- which, in this space, is a gift I value more than any credential.

INTERVIEW

ABHISHEK GUPTA

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

Don’t chase titles rather chase learning. Every visible role I’ve taken stemmed from saying “yes” to tough, even unglamorous, problems that no one else wanted. Build real relationships, not just LinkedIn connections.

The fastest way to grow is to seek out discomfort, because that’s where actual development happens. If you can build credibility and trust by doing what you say and saying what you do, recognition follows as a natural side effect. And never underestimate the impact of character: skills can open doors, but integrity sets you apart long after the spotlight fades.

ABOUT THE AUTHOR: Abhishek Gupta is the Head of People Care at ZebPay, one of India’s oldest and most trusted crypto exchanges, where he leads the people strategy in a fast-moving and highly disruptive industry. With over 15 years of experience spanning financial services, startups, and technology-led businesses, he has built expertise in HR strategy, performance management, talent development, and culture building. Beyond corporate leadership, Abhishek is an active academic contributor and visiting faculty at leading B-schools. Recognized as a thought leader, he has been featured in conferences, podcasts, and panel discussions for his ability to connect business imperatives with people strategy. Passionate about developing future leaders, Abhishek combines industry insights with practical frameworks, making him a trusted advisor for both organizations and aspiring professionals.

AKSHAY BHATT DGM BLUPINE ENERGY PVT LTD

INTERVIEW

AKSHAY BHATT

Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

One of the most impactful accomplishments in my career was transforming the manual project check list, SOP’s RFI from handwritten paper to mobile app., leading the digital transformation of our supply and field quality operations.

Throughout my professional journey, mentorship and collaboration have been pivotal in shaping both my leadership style and strategic thinking. I have been fortunate to have mentors who not only guided me through complex decisions but also challenged me to think beyond immediate outcomes. One such mentor is Mr. Sumit Barat, my manager, whose approach to leadership taught me the value of clarity, empathy, and strategic foresight. His influence helped me transition from operational execution to more visionary thinking, especially as I took on the Quality Lead role. Working cross-functionally with teams from e.g., “PMO, supply chain, supplier, and finance has shown me that collaboration is not just about sharing tasks— it’s about co creating solutions.

This initiative not only resulted in quantifiable outcomes—e.g., “a 25% reduction in time and operational costs and approx. 40% improvement in delivery timelines, but it also fundamentally reshaped how I approach leadership and strategic thinking.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

Effective leadership is often a blend of timeless principles and adaptive strategies.

Based on extensive research and observation across industries, here are some of the most impactful leadership principles and strategies that consistently steer teams and organizations toward success.

1. Clarity of Vision and Purpose, 2. Empowerment and Trust, 3. Emotional Intelligence, 4. Integrity and Authenticity, 5. Continuous Learning and Adaptability etc.

6. Setting Clear Goals and Expectations, 7. Regular Communication and Feedback, 8. Inclusive Decision-Making

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In a rapidly evolving industry landscape, the key mindset for staying innovative and relevant is a combination of curiosity, adaptability, and strategic foresight.

Here are some elements which may play a key role in adopting rapidly changing technology: 1. Growth Mindset, 2. Continuous Learning, 3. Customer-Centric Thinking, 4. Collaborative Agility, 5. Strategic Risk-Taking,

INTERVIEW

AKSHAY BHATT

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

Valuable Lessons for Aspiring Professionals are as below: 1. Master the Fundamentals, Then Evolve Build a strong foundation in your domain, but do not stop there.

Stay curious and open to evolving technologies, methodologies, and perspectives.

2. Build Relationships, Not Just Networks Genuine connections with mentors, peers, and cross-functional teams often open doors that skills alone cannot.

Invest in trust, empathy, and collaboration.

3. Own Your Growth Seek feedback actively and use it constructively.

Do not wait for opportunities - create them through initiative and persistence.

4. Lead with Integrity Recognition comes not just from results, but from how you achieve them.

Be consistent, ethical, and authentic in your decisions and interactions.

5. Stay Resilient and Adaptable Challenges and setbacks are inevitable. What defines your journey is how you respond.

Adaptability is a superpower in industries that are constantly shifting.

6. Mentor Others Share your knowledge and experiences.

Teaching reinforces learning and builds legacy.

Leadership is amplified when you lift others as you rise.

ABOUT THE AUTHOR: I am Akshay Bhatt, Deputy General Manager – Supply and Field Quality in the renewable energy sector. With a strong focus on sustainable operations, I lead initiatives that ensure the highest standards in supply chain efficiency and field quality across solar, wind and hybrid energy projects. My role involves strategic vendor management, quality assurance, and driving continuous improvement in field execution to meet global benchmarks. I collaborate closely with crossfunctional teams to align supply performance with project timelines and regulatory compliance. Leveraging data-driven insights and industry best practices, I work to minimize risks, enhance reliability, and support scalable growth in clean energy deployment. My commitment lies in fostering innovation and resilience in supply and quality systems, contributing to India’s renewable energy goals and the global transition to a low-carbon future. I can be reached out at 8800924682

APARAJITA AMAR ADVOCATE & CO-FOUNDER SHLC- SEXUAL HARASSMENT LAW COMPLIANCE ADVISORY

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

One of the most defining accomplishments of my career has been co-founding SHLC and integrating mental health support within the PoSH (Prevention of Sexual Harassment) framework to create truly safe and inclusive workplaces. Recognising a critical gap in addressing the emotional and psychological needs of all parties involved in PoSH proceedings, I spearheaded the empanelment of qualified counsellors at SHLC. This initiative reimagined the traditional approach to handling complaints by positioning counselling as an integral part of the PoSH process—not only for complainants, but also for respondents and Internal Committee members, making mental health an essential part of the process.

This experience reshaped my path, showing me that justice need not stop at resolution. When the legal is bridged with the emotional, systems can do more than protect—they can comfort, heal, and restore dignity.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

In my experience, effective leadership begins with empathy and inclusivity. I have seen that teams thrive when they feel heard, respected, and valued. Creating a culture where every voice matters not only builds trust but also fosters innovation and accountability. Equally important is focusing on long-term capacitybuilding rather than quick fixes. I’ve worked to design customised training modules, digital toolkits, and structured assessments that empower senior leaders—CEOs, CFOs, CHROs, CXOs—to create

APARAJITA AMAR workplaces where boundaries are respected and safe spaces are nurtured. By equipping leaders with the right knowledge and tools, we enable organizations to sustain cultures of respect and care well beyond any single intervention.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have been the cornerstones of my journey and the ethos of my work at SHLC. Early mentors guided me through the complexities of workplace law while instilling in me the values of empathy, fairness, and courage needed to address sensitive issues like sexual harassment. My clerkship at the Hon’ble Delhi High Court, where I observed landmark PoSH judgments, was equally formative. It offered not only a deeper understanding of the legal framework but also a close view of the practical challenges employers face in implementing it. These experiences, shaped by the guidance of my mentors, inspired me to research these gaps further and ultimately laid the foundation for SHLC—anchoring my commitment to bridging legal compliance with the creation of safe, inclusive workplaces. Collaboration has been integral to both my growth and SHLC’s impact.

Beyond working with our multidisciplinary team of lawyers, counsellors, psychologists, and trainers, collaboration also extends to the organizations we partner with— each shaped by its own industry, culture, city, scale, and the lived experiences of its people.

Understanding these nuances is essential, as no two workplaces are alike. This approach allows us to design solutions that are not only legally sound but also practical and culturally sensitive, ensuring safer and more inclusive environments that reflect the realities of the people they serve.

INTERVIEW Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In an industry that constantly evolves, the most crucial skill for staying innovative and relevant is adaptability, underpinned by a mindset of continuous learning. The pace of change today demands more than just keeping up with trends; it requires anticipating shifts and being proactive in embracing new ideas, technologies, and approaches. Moreover, staying relevant involves resilience—the capability to recover and grow stronger after challenges. Change can be disruptive, but viewing it as an opportunity rather than a threat fosters a growth-oriented approach. In essence, combining adaptability, continuous learning, curiosity, and resilience equips professionals to navigate uncertainty confidently. It helps them build forwardthinking strategies and maintain meaningful connections with evolving client and market needs. This mindset ultimately ensures sustained innovation and relevance in a dynamic, fast-moving industry environment.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

For aspiring professionals seeking recognition in fields like legal compliance and workplace safety, my advice is rooted in a few key lessons I've learned over the years. First, build your expertise deeply and stay grounded in the law. Credibility is everything, especially in sensitive fields such as PoSH compliance.

Develop strong subject-matter expertise to confidently guide organizations in creating safe and inclusive workplaces.

APARAJITA AMAR Second, cultivate excellent communication skills. Your ability to engage and connect with diverse stakeholders—whether HR teams, senior leadership, or employees at all levels—is essential for effective implementation and cultural change. Third, approach your work with sensitivity and empathy. Addressing topics like sexual harassment requires not just legal knowledge but a genuine understanding of people’s experiences, which fosters trust and openness. Fourth, be persistent and patient.

Building credibility and trust in a niche area takes time and consistent effort. Overcoming scepticism, especially in smaller or unorganized sectors, is a challenge that requires perseverance and continuous learning. Lastly, always aim to be proactive rather than reactive.

Help organizations not only comply with legal requirements but also cultivate environments that prevent issues before they arise.

ABOUT THE AUTHOR: Aparajita Amar is the Co-founder of SHLC-Sexual Harassment Law Compliance Advisory. She is a Certified Sexual Harassment and Workplace Diversity Advisor and an Advocate. She is the recipient of the “Exceptional Women of Excellence” award by the Women Economic Forum in 2019 & 2022. SHLC is a first-of-its-kind 360-degree service provider for end-to-end support in POSH compliances. SHLC provides documentation, consultation, and advisory services to organizations, assisting them in complying with the Sexual Harassment Laws. They work on drafting anti-sexual harassment policies, sensitization and awareness sessions, and IC capacity building, enabling workplaces to be inclusive, diverse, and genderneutral. Aparajita has designed and conducted 200 + training, sensitization, and awareness workshops for employees, supervisors, and senior management across diverse sectors, including government organizations, fintech, media, IT companies, colleges, and NGOs. She is an external IC member of several organizations. Through this work, she aims to foster safer, more inclusive, and equitable workplaces by promoting a deeper understanding of gender sensitivity, workplace rights, and the importance of robust redressal mechanisms.

DEEPA DWARKANATH CO-FOUNDER AND VP HR – DRIVEIT TECHNOLOGIES PVT LTD CONSULTANT HEAD HR – DCUBE DATA SCIENCES LLP

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

One accomplishment that stands out was building the entire HR function for our startup. With limited resources and no preexisting framework, I had to navigate challenges with agility and focus. A defining milestone was successfully hiring 20 professionals in just 10 days; without a hiring partner or dedicated resources, by personally shortlisting from over 100 profiles and managing the process end-to-end. Alongside this, I set up the company’s first HRMS from scratch, carefully selecting the right platform, integrating it seamlessly, and ensuring it supported both compliance and efficiency.

From policy design to culture-building, every step demanded strategic thinking while staying hands on. Learning to handle any noise with grace reinforced my resilience, adaptability, and ability to create meaningful impact in the most dynamic environments. I remain deeply grateful to the leaders, Dwarkanath Sundar and Anil Kona, who trusted my skills and gave me the space to prove myself; their confidence in me became a turning point that continues to influence my professional journey.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

For me, impactful leadership begins with genuine connection, cultivating strong interpersonal bonds and clear, open communication. It is about listening not just to respond, but to understand, and leading with compassion so that people feel valued and heard. Most importantly, I believe leadership is about example, not instruction;

DEEPA DWARKANATH when you live the values you expect from others, you inspire trust, respect, and the kind of commitment that drives lasting success.

“Success follows when leaders connect, communicate, and care.”

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship has been instrumental in accelerating my journey in the multifaceted world of HR, where policies, compliances, and state laws can vary widely. I have been privileged to learn from mentors like Mr. Sanjeev Menon and Mr. Praveen Pantula, both HR industry experts and whose guidance, encouragement, and knowledgesharing have profoundly shaped my professional growth. Collaboration has been equally vital. Being part of larger HR communities keeps me connected, informed, and inspired. On a broader stage, I draw lasting inspiration from Ms. Indra Nooyi, whose extraordinary career and graceful balance between home and work resonate deeply with me. Her success stands as a powerful reminder that dedication, hard work, authenticity, and vision can create a legacy worth aspiring to.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In an industry where the only constant is change, staying relevant means being a lifelong learner, open to new ideas, ready to adapt, and fueled by a never-give-up attitude.

Innovation thrives when grounded in strong subject-matter expertise and deep industry insight, sharpened by strategic thinking.

INTERVIEW

DEEPA DWARKANATH

At times, it is the courage to think beyond conventional boundaries that turns good ideas into breakthroughs, keeping you not just in step with change, but ahead of it.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

Give your best ‘always’ and let self-motivation be your driving force. In a startup environment, especially in a support function like HR, recognition doesn’t come easily.

Resources may be limited, and you may find yourself managing everything from strategy to execution. But that is where the strongest foundations are built. Every challenge you take on develops resilience, broadens your perspective, and sharpens your skills. To truly stand out, go beyond the job description, understand the business inside out, align with leadership goals, and deliver solutions that are both costeffective and impactful. Through it all, stay grounded, dedicated and grateful—because success isn’t just about the recognition you receive, but the character you build along the way.

ABOUT THE AUTHOR: A gold medalist in MBA-HR from ICFAI University, Deepa Dwarkanath began her HR journey after a brief family sabbatical. Her passion for HR was ignited during the MBA days, when she realized that managing people is often more challenging than managing technology. With a constant zest for learning and mentorship from industry experts, she built a strong foundation in her field and established herself as a trusted professional. As the Co-Founder at DriveIT Technologies Pvt Ltd, a growth stage Cyber Security startup, and Head of HR Operations at DCube Data Sciences LLP, she blends strategic insight with a deep compassion for people and thrives at the intersection of human potential and business growth. She is a certified POSH Trainer and Consultant, with recent credentials in Generative AI in HR from CHRMP, among other specializations. As a founding member of a startup, she has gained expertise beyond HR, adeptly managing diverse aspects of business operations, leadership, and problem-solving; making her equally comfortable in the boardroom and on the ground with her teams. Passionate about teaching, she considers it her responsibility to give back to society through knowledge sharing.

DR. DIVYA SAINATH SENIOR MANAGER - HR ONITY INDIA

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Early in my career, I was given an opportunity to work with senior executives on organization design and talent management. I went from executing plans to contributing to the design of talent reviews and succession planning for our leaders. This was a true inflection point. A crash course in the Csuite’s language. Their mindset. It allowed me to experience a simple yet powerful realization: business first. Always. You design the organization around the strategy, then you find the talent to fit.

I’ve seen practitioners try the reverse. That’s a recipe for chaos. This experience wasn’t just about processes; it was about people. I learned to facilitate conversations that matter.

To prepare, but not script. To listen for what's unsaid. These are skills you can’t get from a book. After discussing succession plans with executives, every other conversation seems… easier. This experience fueled my courage and confidence, a strength that has been instrumental throughout my career.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

Creating a common purpose, psychological safety, and belonging. Imagine a party.

Diversity throws open the velvet ropes, inviting a kaleidoscope of faces. A full house.

But is anyone dancing? Inclusion extends a hand, a dare to ditch the wallflowers. It's not just names on a list; it's a shared rhythm, a feeling of acceptance pulsing beneath the skin.

But belonging? That's the bassline.

DR. DIVYA SAINATH It's finding your tribe, where every move ignites applause, not raised eyebrows. It's where your soul feels at home. The real dance - the one that fuels success, is built on a foundation of psychological safety and a common purpose. This isn't just theory. I've seen it firsthand. Whenever my team took on seemingly impossible projects, we succeeded for this very reason.

We believed in the purpose. We belonged to the team. And because we felt safe, we had the courage to try new, audacious things.

To push boundaries. That's how we moved mountains.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

I've had the privilege of holding ten different roles across HR, and this journey was only possible because my mentors believed in me.

They didn't just guide me; they took a chance on me, entrusting me with assignments far beyond my experience. For their unwavering trust and belief, I am profoundly grateful.

Equally impactful have been my collaborators. My collaborators, including my stakeholders, peers, and team members, have been intellectual and creative powerhouses. I stand on their shoulders.

I've learned as much from those who reported to me as I have from my bosses. Their fresh perspectives and innovative ideas have been a constant source of inspiration.

It is a testament to the collective wisdom and support I've been so fortunate to receive. All accomplishments are truly shared.

INTERVIEW

DR. DIVYA SAINATH

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

But here's the real secret that nobody puts on a slide deck. Don't let your career become your entire life. Cultivate your friendships.

Cherish your family.

Learn, unlearn, and relearn. Fast. In an age where AI advancements and "AI washing" are racing each other, discernment is paramount.

It’s no longer enough to just know things; one must have an overall grasp of how things connect. The ability to distinguish between what’s truly transformative and what is simply hype is a critical skill. History shows us that things always change.

Take that vacation. And for the love of all that is good, prioritize your health. The most ambitious career is worthless if you don’t have the health or the people to enjoy it with.

So, chase your dreams, but make sure you have a life waiting for you at the finish line.

But through it all, learners have sustained.

This isn't just about adding new skills; it's about shedding old mindsets. The ones that got us here won’t take us there. It's okay not to know, but it's never okay to stop learning.

It's how we not only stay relevant but also lead the charge.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

My advice? Well, first, don't believe everything you see on professional networking platforms. It's perfectly okay, even recommended, if your 'aha!' moment doesn't come from your morning coffee or your shoelaces. The most valuable lessons I've learned were far too practical to be poetic.

Second, know your business inside and out.

Don’t just understand the people; understand the P&L. This is the language of the boardroom. For instance, when I work on compensation, I see it as managing 70% of the company’s costs. Next, strengthen your social capital. The best ideas often come from unexpected conversations, not formal meetings. Be open to change, be willing to learn - constantly.

ABOUT THE AUTHOR: Divya is an accomplished HR leader with a unique career journey. After a significant transition from the field of medicine, she has spent over 12 years building her expertise in Human Resources.

Her career is defined by successfully leading large-scale global transformation initiatives in Talent Management, Organizational Development, and HR Analytics. She has successfully led major initiatives, including HR automation and has experience in M&A integration.

On a regional level, she has directly managed Human Resources Business Partnering, Campus Relations, and Compensation & Benefits for the Asia-Pacific region. A dedicated advocate for inclusion, Divya has driven award-winning initiatives for Employee Resource Groups. She currently serves as a member of the Internal Complaints Committee, having previously held the role of Presiding Officer. Her work in these areas demonstrates a deep commitment to ethical governance and creating a safe and inclusive workplace.

GAGAN ARORA FOUNDER & PRESIDENT VERTEX GROUP

INTERVIEW

GAGAN ARORA

Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Transforming Vertex from a two-person garage startup into a global organization with five thriving business verticals is the accomplishment I’m most proud of. It taught me that resilience, adaptability, and peoplefirst leadership can turn even the most modest beginnings into globally recognized success.

This journey shaped my professional trajectory by proving that bold vision backed by consistent execution can open doors to global markets, attract top talent, and create the confidence to take on even larger, more ambitious challenges. It shifted my mindset from simply building a business to building a legacy of innovation, inclusivity, and sustainable growth.

Mentorship and collaboration have been pivotal in shaping my career. In my early years, I had the privilege of working with firstgeneration entrepreneurs across organizations of all sizes, from bootstrapped startups to large, investor-funded companies.

Collaborating directly with founders taught me invaluable lessons in resilience, adaptability, and the art of balancing vision with execution.

These experiences gave me a 360-degree view of business building, from resource constraints to scaling strategies. I also learned the importance of surrounding myself with people who challenge my thinking and bring diverse perspectives. The insights and encouragement I gained from these mentors and collaborators have stayed with me, influencing how I lead teams, make decisions, and cultivate a culture of shared ownership at Vertex.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

In my experience, three principals have consistently driven team and organizational success. First, people-first leadership, which is prioritizing employee well-being, professional growth, and a culture of trust; this creates a foundation for long-term performance.

Second, clarity of vision and transparency which ensures everyone understands the “why” behind our goals, which fosters alignment and ownership at every level.

Third, agility through innovation, especially leveraging AI and emerging technologies; this allows us to adapt quickly to market changes and keep delivering exceptional value to clients. By combining these principles, I’ve been able to steer teams toward results that are both measurable in performance metrics and meaningful in their impact.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

The most crucial mindset is adaptive curiosity, that is, staying relentlessly curious about emerging trends while being willing to pivot quickly when the landscape shifts. In a fast evolving industry, innovation comes from combining deep market awareness with the courage to experiment, even if it means challenging established ways of working. For me, this means continuously learning, embracing new technologies like AI, and creating an environment where fresh ideas from every level of the organization are encouraged and tested. It’s this blend of openness, agility, and execution discipline that keeps a company not just relevant, but ahead of the curve.

INTERVIEW Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

My biggest advice is to stay resilient, never stop learning, and build a strong network.

Have a clear vision, take calculated risks, and adapt quickly to market changes. Identify gaps in the market and focus on innovative solutions. Surround yourself with people who challenge and inspire you, seek mentorship from those with experience, and stay committed to your goals even when the path gets tough. Success is a mix of perseverance, agility, and the willingness to evolve with your industry.

In addition to these, he currently serves as Trade Commissioner at the Indian African Trade Council and Senator for India at the World Business Angels Investment Forum.

His entrepreneurial path has taught him that sustainable growth isn’t driven by ambition alone; it takes clarity of vision, adaptability, and the ability to lead through change.

Whether navigating through global expansion or unforeseen challenges like a pandemic, he has always believed in staying grounded and responsive to the evolving needs of people and business.

Under his leadership, Vertex has been recognized among the 50 Most Innovative Companies worldwide, and as one of the Best Places to Work in India for two consecutive years, with an ESAT score of 94% and a global engagement score of 92%. These milestones are a reflection of the incredible teams he has had the privilege to work with.

Accolades such as Best CEO (seven times), 40 Under 40, and Asia’s Youngest Entrepreneur (as featured on CNBC and ET Now) have been humbling, but he views them as markers of responsibility more than success. He has

GAGAN ARORA also been named among Forbes’ Top 100 Influencers in India (twice), recognized as Best People Manager by GMI three years in a row, and featured among the World’s Greatest Leaders by Asia One and ET Now. A certified Boston Group professional and branding powerhouse, he has also served as a mentor for the Jamaica Development Bank and is an active angel investor supporting early-stage ventures globally. He is passionate about building future-ready organizations, mentoring young leaders, and contributing to a larger narrative of innovation, inclusion, and impact in the global business ecosystem.

Through various social programs and faculty engagements, he also remains committed to societal upliftment and continues working closely with global regulatory bodies on shaping policy and leadership development.

ABOUT THE AUTHOR: A first-generation entrepreneur, Mr. Gagan Arora is the Founder & President of Vertex Group, a global business ecosystem that spans Vertex Global Services, Vertex Learning, Vertex Next, Vertex Technologies, and ILC Solutions. What began as a small setup in a Florida garage has grown under his leadership into a multi vertical, multi-continent organization. Over a five-year period, he led Vertex’s expansion into seven international markets: the United States, United Kingdom, India, the Philippines, Nepal, the Middle East, and Africa. Since then, the journey has been about scaling with purpose, building meaningful partnerships, and creating a culture that puts people first. Along the way, he has served in various leadership roles, including as an Executive Member of the Forbes Technology Council, Chair of the Delhi Chapter for the Foreign Investors Council, and Director - Global Education for the Asia Arab Chamber of Commerce, overseeing initiatives across 52 countries.

GAURAV NARULA FOUNDER SILVER STROKE COMMUNICATIONS

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

One of the most impactful accomplishments of my career was spearheading The Digital Lifeline Project during the pandemic. At a time when the hospitality industry was in crisis, I led Silver Stroke Communications to design hyperlocal, cost-effective campaigns that revived guest engagement and rebuilt revenue pipelines for hotels. This initiative not only helped our clients restore occupancy and regain trust but also reinforced my belief that adversity can be a powerful catalyst for innovation. It shaped my professional journey by teaching me that true leadership lies in leaning in during moments of uncertainty, building resilient teams, and aligning creativity with measurable business impact.

What began as a survival strategy eventually became a replicable model for many in the hospitality industry, positioning me as someone who can drive transformation with empathy, foresight, and agility.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

For me, leadership has always been about empathy, adaptability, and clarity of purpose.

In times of both growth and crisis, I’ve found that teams thrive when they feel trusted, empowered, and connected to a larger vision.

I focus on creating micro-teams with ownership, ensuring quick decision-making and accountability. At the same time, I encourage a culture of experimentation allowing space for bold ideas and learning from failures without fear. Transparency is another principle I hold close; whether it’s with clients or team members, clear communication fosters trust and resilience.

GAURAV NARULA Lastly, I’ve learned that balancing creativity with commercial outcomes is essential. It’s not enough to ideate; leaders must align inspiration with impact. These principles have consistently helped me guide teams to not only deliver results but also grow personally and professionally along the way.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have been cornerstones of my career. Early on, I was fortunate to work with industry veterans who taught me the value of storytelling rooted in purpose rather than vanity metrics. Their guidance shaped my ability to build strategies that balance creativity with business outcomes.

Equally, collaboration has been instrumental - whether it’s co-creating campaigns with clients, empowering young talent at Silver Stroke, or partnering with industry peers to exchange knowledge. One of the most lasting influences on my journey came not from a single mentor but from my teams, whose perspectives and resilience continually inspire me.

By fostering open dialogue and crossfunctional collaboration, I’ve learned to approach challenges with collective wisdom. Mentorship for me is now a two-way street—just as I’ve been guided, I feel responsible for nurturing the next generation of marketing leaders.

Silver Stroke Communications has firmly established itself as one of the best digital marketing agencies in hospitality—powered by invaluable mentorship and strong collaborations.

INTERVIEW Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In a rapidly evolving industry, I believe the most crucial mindset is adaptive curiosity.

The ability to continuously learn, unlearn, and reimagine approaches is what keeps one relevant. Innovation doesn’t always mean grand ideas - it often lies in spotting micro trends, listening to consumer sentiment, and responding with agility. For example, during the pandemic, our use of sentiment analysis tools and WhatsApp automation wasn’t just about adopting technology but about empathizing with shifting customer needs in real time.

Staying innovative requires combining data with human insight, balancing intuition with evidence, and most importantly, embracing change as a constant rather than a disruption.

The willingness to challenge one’s own playbook, while staying grounded in purpose, is the key to not just staying pertinent but also setting new benchmarks in a dynamic landscape.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

My biggest advice for aspiring professionals is to view recognition not as a goal but as a by product of consistent value creation. Focus on building credibility—by aligning your creativity with measurable outcomes and by staying authentic to your values. In today’s competitive environment, perseverance and adaptability matter more than overnight success stories. Failures are inevitable, but they can be powerful teachers if you approach them with resilience.

GAURAV NARULA Also, never underestimate the importance of relationships - whether with mentors, peers, or teams, it is trust that sustains careers far longer than accolades. Finally, invest in continuous learning.

Industries will keep evolving, but a curious, future-ready mindset will ensure that you’re always prepared to navigate change.

Recognition like this is gratifying, but the true reward lies in knowing you’ve created meaningful impact and inspired others along the way.

ABOUT THE AUTHOR: Gaurav Narula is the Founder and CEO of Silver Stroke Communications, a boutique digital marketing and branding agency established in 2014. Under his leadership, the agency has grown from a solo venture into a trusted partner for marquee clients across hospitality, real estate, FMCG, fintech, lifestyle, and education.

Known for his foresight and creativity, Gaurav has been instrumental in helping brands like Marriott, Hyatt, Accor, Sarovar Hotels, Indigo, Cars24, PayU, DLF & more to achieve measurable growth through purpose-led storytelling and data-driven campaigns. His standout initiative, The Digital Lifeline Project, supported the revival of over 40 hospitality businesses during the pandemic, underscoring his ability to innovate under pressure.

A believer in empathetic leadership and collaborative growth, Gaurav has built a team culture rooted in trust, resilience, and experimentation. Recognized as one of HRAI’s 40 under 40 leaders, he continues to inspire the digital marketing industry with his vision, adaptability, and passion for impact.

GAYATHRI R DEPUTY MANAGER AJAX ENGINEERING LTD

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

One accomplishment that stands out is leading our ‘Namma Jana Namma Hemme’ initiative, designed to honour our unsung heroes security, housekeeping, gardeners, and drivers. The idea was to celebrate their contributions, which often go unnoticed, and make them feel equally valued as every other employee. I coordinated with various teams to plan the event, created a recognition format, and ensured it was inclusive and engaging.

The program included personal appreciation moments, team building activities, and storytelling sessions where their efforts were highlighted. The response was overwhelming many shared how it was the first time they had been publicly acknowledged at work. We saw a visible boost in morale, stronger bonds across departments, and improved engagement levels. This experience shaped my professional approach by showing me the deep impact of recognition and inclusion on workplace culture. It strengthened my skills in event planning, stakeholder management, and building initiatives that connect people emotionally to the organization.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

For me, successful leadership is built on three principles clarity, empathy, and empowerment. Clarity means setting a clear vision and ensuring everyone understands the goal and their role in achieving it. When the direction is clear, teams can align their efforts more effectively. Empathy is about listening, understanding challenges, and recognizing contributions.

GAYATHRI R During our ‘Namma Jana Namma Hemme’ initiative to celebrate our unsung heroes, I saw how genuine appreciation can boost morale and strengthen the team spirit.

Empowerment is trusting people with responsibility and giving them the tools to succeed. When individuals feel ownership, they become more engaged and innovative.

By combining these principles, I’ve been able to guide teams towards achieving results while building a positive, inclusive work culture where people feel valued and motivated to contribute their best.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have played a huge role in my career growth. I’ve been fortunate to work with mentors who not only guided me in developing skills but also shaped my values as a professional. One mentor, in particular, taught me the importance of people-centric leadership—focusing on empathy, active listening, and recognition.

Collaboration has been equally important.

Working closely with cross-functional teams has expanded my perspective and helped me find innovative solutions.

During any Employee engagement initiative, collaboration between HR, operations, and employee volunteers made the program impactful and meaningful for our employees.

The lessons I’ve gained from mentorship and teamwork continue to influence how I lead, solve problems, and build strong workplace relationships.

INTERVIEW

GAYATHRI R

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In a fast-changing industry, the key is adaptability and continuous learning. Things will always evolve technology, processes, and ways of working so being open to change keeps you relevant. I make it a habit to stay curious, learn new skills, and let go of old methods that no longer work. This applies to both technical skills and soft skills like communication and teamwork. Being flexible, open-minded, and willing to try new approaches is what keeps us innovative and ready for the future.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

My advice to aspiring professionals is to focus on three key areas commitment, continuous learning, and building strong relationships.

Commitment means giving your best to every task, whether big or small. Consistency is what builds trust and makes people see you as dependable. Many times, the opportunities I received came because I delivered well on small assignments that later led to bigger responsibilities. Continuous learning is equally important. The industry changes quickly, so you have to keep updating your skills and stay open to feedback. I’ve found that every challenge is a chance to learn something new.

The third lesson is about relationships. Treat people with respect, listen to their ideas, and support them when they need it. Collaboration often leads to better solutions and stronger teams. Appreciating others creates a positive culture where everyone wants to do their best.

“Recognition in your career doesn’t come overnight it’s built over time through hard work, adaptability, and helping others succeed along the way."

ABOUT THE AUTHOR: Gayathri R is an accomplished HR professional with over a decade of experience in Human Resources across diverse industries including IT and Manufacturing. Currently serving as Deputy Manager – HRBP, she has developed strong expertise in organizational structuring, talent development, and employee engagement. Gayathri has been instrumental in implementing people strategies that not only align with business goals but also foster a culture of collaboration, growth, and performance. Her career reflects a consistent focus on driving talent initiatives, enhancing leadership capabilities, and designing engagement frameworks that strengthen employee connect and retention. With her ability to partner closely with business leaders, Gayathri brings a balance of strategic thinking and hands-on execution, making her a trusted advisor in her field. She is widely recognized for her adaptability, people-centric approach, and commitment to creating workplaces that empower employees to succeed.

HARINI KRISSHNAN DIRECTOR - GLOBAL DEI & CULTURE, [24]7.AI INDIA

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Listening and leading from the heart has always been my mantra. Reflecting on my career, one accomplishment that I hold particularly close is mentoring and coaching my teammates, students, and friends through the practice of truly listening. This has been especially impactful because it has not only helped improve their lives but has also enriched my own journey. The continuous process of mutual learning has deepened my understanding, strengthened my leadership skills, and profoundly influenced the direction of my professional growth.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

In my experience, the leadership principles and strategies that consistently prove most effective in guiding teams and organizations toward sustained success involve leading with authenticity, demonstrating genuine empathy, clarity in goals and vision, and delivering honest feedback with kindness and respect. These approaches foster trust, encourage open communication, and create a positive environment where individuals feel valued and motivated to contribute their best.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have played a pivotal role in my career development, serving as foundational elements that have significantly shaped both my professional and personal growth. I am fortunate to have mentors whose

HARINI KRISSHNAN guidance and influence have left a lasting and profound impact on my journey. These mentors act as reflective mirrors, enabling me to recognize my true potential and capabilities, often revealing strengths and opportunities for growth that I might not have otherwise perceived. Their support has been instrumental in fostering my confidence, broadening my perspective, and inspiring continuous improvement.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

From my own experience, I’ve found that maintaining a positive attitude, being resilient and open to feedback are not just helpful, they’re essential. These qualities have allowed me to adapt, grow, and stay relevant amid constant shifts. It’s a reminder that innovation isn’t just about new ideas but also about cultivating the right mindset to embrace change and keep moving forward by continuous learning in an ever-changing industry.

“I’ve found that maintaining a positive attitude, being resilient and open to feedback are not just helpful, they’re essential.”

INTERVIEW

HARINI KRISSHNAN

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

For aspiring HR professionals seeking recognition, my advice is to prioritize and practice continuous learning and resilience. The HR landscape is constantly evolving with new regulations, technologies, and workplace trends, so staying curious and adaptable is key. Building authentic relationships is equally important, as HR ultimately revolves around understanding and supporting people. Lastly, a positive mindset can turn challenges into opportunities for growth. These lessons have been invaluable in my own journey and can serve as a strong foundation for anyone looking to make a meaningful impact.

ABOUT HRAI: With over 15 years of diverse experience in Human Resources, Harini brings a strategic yet human-centered approach to talent management, learning & development, employee experience, and organizational growth. An alumna of the Indian Institute of Management and a Computer Science Engineer, she is also a certified leadership hiring expert and mentor—driven by a deep passion for empowering people and creating inclusive workplace cultures. Harini currently leads the global Diversity, Equity & Inclusion, People, and Culture charter at [24]7.ai, where she designs and drives people strategies that foster belonging and enhance performance across the organization. Her work is anchored in strong advocacy for women’s empowerment, LGBTQ+ inclusion, corporate social responsibility, and building high-performing, engaged workplace cultures.

Harini’s contributions have been recognized through multiple prestigious awards, including: DivHersity Champion Global Women in Business Leadership Award HerRising Award – Women in HR/D&I Diversity Ambassador of the Year Outside of her professional life, she is a voracious reader, nature enthusiast, new plant parent, and a proud wrestling supermom to her teenage son.

HASITA KALGUTKAR MANAGER - LEARNING & DEVELOPMENT, BERKADIA

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

I began my career as a Voice & Accent trainer, focused on building communication skills. A few years in, I was given the opportunity to design a blended learning framework for the entire organization integrating leadership, behavioural skills, and performance coaching. Seeing teams become more engaged, productive, and confident was a turning point. It showed me that learning isn’t just about skills; it’s about driving business results and shaping culture. That project transformed my role from a trainer to a strategic L&D leader.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

Two leadership principles that have consistently driven results for me are balance and nurture. Yoga has taught me that balance is about being grounded in core values while staying agile to respond to change essential for navigating market shifts and organisational priorities. As a plant enthusiast, I’ve learned that growth requires the right environment, tailored care, and patience. Similarly, each team member needs customised development, clear expectations, and recognition to perform at their best.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have been instrumental in shaping my career. Anukulya Panda played a pivotal role in transforming me into a strategic L&D leader. Her belief that “Leaders are not born, they are made” inspired me to constantly explore new trends in L&D and, more importantly, apply them to solve real business problems. She has been the torchbearer of my journey for nearly seven

HASITA KALGUTKAR years, guiding with a witty smile, positive spirit, and boundless energy.

Marilynn recognised my potential early, entrusted me with higher responsibilities, and celebrated every milestone. Their trust, wisdom, and encouragement have left a lasting imprint on the leader I am today.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In a constantly evolving industry, the key mindset is curiosity with application continuously learning what’s new and ensuring it’s used to solve real business problems. And while doing all that, remember to keep it light because innovation works best when the journey is as fun as the destination.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

Stay curious and adaptable like yoga, be grounded in your values yet flexible to change.

Like caring for plants, nurture growth patiently, creating the right environment for skills to thrive.

Seek inspiring mentors, collaborate generously, and apply learning to solve real business problems making the journey as rewarding as the destination.

ABOUT THE AUTHOR: Hasita Kalgutkar is a Manager learning & development at Berkadia, with over two decade of experience in learning, leadership development, and organizational behaviour. She holds executive education credentials from the Indian Institute of Management (IIM) and is certified in Applied Theatre, leveraging creative methods to foster inclusion and engagement. Hasita architects enterprise wide learning strategies that elevate performance and leadership capability. Her expertise spans large-scale training design, content development, and performance management across complex organizational ecosystems. Passionate about people and growth, she brings energy and vision to every initiative she leads.

HIMANSHU ARORA CHIEF MANAGER – CORPORATE STRATEGY, PRAMERICA LIFE INSURANCE

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

A defining milestone was leading a customercentric transformation at CarDekho. What began as a mandate to measure satisfaction across six stakeholders evolved into enabling a customer-focused culture by linking NPS to frontline performance and creating personalized improvement playbooks, establishing data-driven feedback loops, journey-wise process enhancements and product changes for superior customer experience. Over the program period, seller NPS tripled and sustained at record levels. I was recognized internally, but more importantly, the company adopted a durable customer-first operating rhythm. Earlier at OYO, I contributed to building an AI-based content quality system that replaced manual checks and materially improved conversions.

A consistent focus in my journey has been disciplined execution and using data, empathy, and cross-functional collaboration to create measurable and sustainable changes.

HIMANSHU ARORA I also believe in empowerment with visibility.

People thrive when they can see the difference they are making. Recognition of small wins often snowballs into big results. Equally important is humility with a human touch. A casual bond built on respect gets more done than formal hierarchies ever will. And above all — be proactive, not reactive. I strongly believe in doing the groundwork myself — rolling up your sleeves isn’t a weakness, it’s how you earn credibility. When a leader understands the details, people listen, because you are adding value, not just delegating. In short: clarity beats chaos, ownership builds trust, humility makes you relatable, and proactiveness keeps you ahead of the curve.

That has been my leadership playbook.

“Nothing builds trust in a team faster than knowing their leader will own the outcome and back the team if anything goes haywire.”

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

For me, leadership starts with ownership — if a problem lands on my desk, I treat it as mine to solve, no matter the obstacles. Nothing builds trust in a team faster than knowing their leader will own the outcome and back the team if anything goes haywire. The second principle is clarity. Clear communication, crisp asks, and timelines create alignment.

Ambiguity is where most projects go to die — so I believe in spelling things out and removing guesswork.

I have been lucky to have mentors who shaped my approach in simple but powerful ways. One lesson I carry is that sometimes, speed of execution matters as much as accuracy — if not more. In fast-moving industries, waiting for the ‘perfect’ solution can mean missing the window entirely.

Another lesson: In a team-led role, aim to be a leader, not a manager. “The real measure? If your team would choose to work with you again — you have done it right.” That

INTERVIEW thought has guided how I build bonds and lead projects. Collaboration has taught me a different but equally important value — staying grounded. Titles, alma maters, or expertise can impress people briefly, but it’s approachability that creates lasting trust. I firmly believe “humility does not cost you anything but pays in compounding dividends.” I have also learned that mentorship can be informal and impactful at the same time.

A coffee chat, quick feedback, or someone backing you in a tough meeting can be helpful. Today, I try to pass it on. I may not have all the answers, but I always look forward to providing context, clarity, or confidence to a colleague whenever it is needed.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

Mindset is everything. I believe in constantly evaluating the status quo and acting on opportunity areas. Challenging times will always bring ambiguity and tight timelines — the key is to stay calm, learn fast, use resources wisely, and do more with what we have. That is the real power of mindset. If we can train ourselves to treat stepping out of the comfort zone as the new normal, half the battle is already won. When it comes to upskilling, online or offline courses help, but some of the best learning comes from colleagues on the job. As philosophical as it sounds, I would humbly urge: if someone reaches out, share what you know.

Cultures that exchange knowledge grow faster, and I am optimistic that we are well on our way there.

In the end, resilience, curiosity, and generosity

of knowledge are what keep us relevant in an ever-evolving world.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

My biggest advice is to be unafraid of failures.

They are inevitable and often uncontrollable.

But what you can control is how you respond — with fearlessness and persistence. Another lesson is to embrace your true character. In the rush to fit in, many try to change themselves, but authenticity always travels farther than pretense. While we should never get complacent, we must celebrate even the smallest wins and stay hungry for what is next. And finally, take time for yourself — hobbies, passions, or simply switching off.

A happy mind with a focused outlook is the best recipe for long-term growth. If I were to leave you with one challenge, it would be this: Aim to ace both work and life — and do it with your own style. “Career ho ya life — dono mein thoda swag zaroori hai.”

ABOUT THE AUTHOR: Himanshu Arora is a versatile professional with a track record of excelling across industries including insurance, automobiles, hospitality, edtech, and consulting. He has thrived in varied roles spanning corporate strategy, program management, sales, and marketing — consistently delivering impact whether as an individual contributor or a team leader. He holds an MBA in Sales & Marketing from T.A. Pai Management Institute and a Statistics (Hons) degree from Kirori Mal College, University of Delhi.

Recognized as a high performer over his 10-year career, Himanshu has demonstrated the ability to adapt quickly, execute with discipline, and collaborate cross-functionally. He has also worked closely with CXOs and senior leadership. Across his stints, he has been instrumental in enabling a customer-centric culture and driving business growth, including but not limited to AI-based solutions. Outside of work, he enjoys catching up with friends, playing table tennis, and going on long drives — both across India and abroad.

ISHWARYA SRINIVASAN DEI LEADER , HRBP - PRODUCTION, DECATHLON SPORTS INDIA

INTERVIEW

ISHWARYA SRINIVASAN

Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

One accomplishment that stands out is driving a sustained six-year upward trend in our Employee Net Promoter Score. When I stepped into the Happiness Leader role at Decathlon India, i lead with a purpose of manifesting happiness at work place. we wanted our team mates to truly experience the purpose of Decathlon and our unique culture facilitating to achieve the purpose. We have seen in general that surveys often felt like a tick-box exercise, with low participation and limited follow-through. I redesigned the approach—with leaders talking about our unique culture and how they live it on a daily basis and campaigned it through the length and breadth of the company. I simplified surveys and made it quarterly enabling us to take quick actions based on feedbacks which was critical during the building of culture during the initial phase of the company We trained leaders to not just ‘receive’ survey results but to have meaningful follow-up conversations with their teams. By ensuring anonymity, and more importantly, building a culture of continuous feedback and dialogue we built a culture of participation.

For me, the most effective leadership rests on three core principles: purpose, vision, and responsibility. Purpose gives meaning — it connects people to why their work matters and helps them see the larger impact beyond daily tasks. Vision provides direction — it’s about painting a clear picture of where we’re heading and translating it into achievable milestones so the team feels both inspired and guided. And responsibility is what binds it together — as leaders, we must own decisions and outcomes, but also create a culture of accountability and trust where people feel empowered to take responsibility themselves.

I’ve seen that when these three come together, teams don’t just deliver results — they feel motivated, included, and resilient. It’s a combination that sustains performance while building a healthy, thriving culture.

We had over 95% participation consistently for 6 years The result was remarkable: for five consecutive years we saw our Employee NPS grow steadily, with over 70% of teammates engaged very happily at work. This accomplishment shaped my professional journey by reinforcing a core belief: when team mates feel genuinely heard and see visible action on their feedback, engagement soars, and business outcomes follow. It taught me the importance of linking people's experience directly with organizational performance, and it continues to influence how I approach HR strategy today.

“It’s about painting a clear picture of where we’re heading and translating it into achievable milestones so the team feels both inspired and guided.”

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have been cornerstones in my career. Early on, I was

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ISHWARYA SRINIVASAN

fortunate to have leaders who not only guided me on HR processes but also encouraged me to experiment, make mistakes, and learn — that shaped my belief in creating safe spaces for growth. Their trust gave me the confidence to take on large-scale projects, like scaling employee engagement surveys and later driving DEI programs across thousands of teammates.

The most valuable lessons I’ve learned are, first, to anchor yourself in purpose. It helps to do meaningful work with consistency. For me, whether it was building DEI programs or driving employee engagement, the focus was always on impact. The next step is building credibility through trust and delivery. Early in my career, leaders placed their trust in me and gave me autonomy.

The role i am involved in with people and for people and I cannot do my work or claim my success in isolation. One of my biggest learnings has been that strong collaboration builds shared ownership, which makes change sustainable. So one imprint is take with me along my professional path is co-creating impact.

I realized that by consistently delivering with integrity, I was able to shape a strong leadership identity grounded in accountability and authenticity. Finally, it’s essential to stay curious and open. Since HR and leadership are constantly evolving, cultivating a mindset of continuous learning, unlearning, and collaboration is what keeps you relevant.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

Personally, I’ve pursued at least one course every year over the past five years, and each has added new dimensions to how I think and implement in my work. For aspiring professionals, my advice is simple — lead with purpose, stay open to learning, and commit to creating value.

For me, the most crucial mindset is adaptability. The landscape is rapidly evolving - with different generations in workplace, AI in people management activities, etc. What keeps us relevant is not just knowing the latest trends, but having the curiosity to keep learning, the humility to unlearn old ways, and the courage to experiment with new ones. In my own journey, whether it was embedding DEI into the business agenda or driving employee engagement through fresh approaches, I’ve seen that innovation comes when we stay open, listen actively, and co-create with our people. That blend of continuous learning and agility is what I believe keeps leaders and organizations both innovative and relevant.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

ABOUT THE AUTHOR: Ishwarya Srinivasan is a senior HR leader with over 16 years of experience at Decathlon India, where she currently leads Gender Balance initiatives and serves as HR Business Partner for the Production division. She joined Decathlon soon after her post-graduation and has since navigated a wide spectrum of HR roles, building deep expertise in business partnering, talent development, and organizational culture. In 2018, she took on the responsibility of driving Gender Inclusion and has since played a pivotal role in transforming representation across the company. Under her leadership, Decathlon has tripled overall gender representation and doubled the number of women leaders in just six years, embedding inclusion as a business priority.

Outside of work, Ishwarya is an avid yoga practitioner, cyclist, and Mandala artist. She is passionate about wellness and healing through art, blending her professional expertise with her personal interests in creating people-centric impact.

KHUSHBU RAINA SENIOR MANAGER- LEARNING & DEVELOPMENT, MILESTONE INC

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

One of the most defining moments in my career was leading Milestone Inc.’s cultural transformation initiative, “One Milestone,” which ultimately led to our Great Place to Work 2025 certification. What made this accomplishment particularly impactful was that it wasn’t just an award on paper—it was the culmination of months of intentional work to rebuild trust, unify our diverse workforce, and give people a workplace they genuinely felt proud to be part of.

We faced challenges along the way: doubts, silos, and the inertia of old ways of working.

My role was to bring leaders and employees together, create platforms for open dialogue, and instil practices that emphasized learnt-itall rather than know-it-all mindset. We introduced leadership circles, built measurable feedback systems, and emphasized customer empathy as part of our culture.

The transformation journey taught me that HR isn’t just a support function—it’s about shaping organizational identity, connecting business strategy to HR strategy, and inspiring a sense of collective purpose.

Watching leaders evolve into culture champions and employees rediscover pride in where they work has shaped my trajectory and expanded my role to lead holistic people and culture strategies.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

For me, the most effective leadership starts with empathy, clarity, and consistency. I have

KHUSHBU RAINA seen first-hand that when people feel heard and safe to speak up, they bring their best ideas forward. Pair that with clear direction— so everyone knows the “why” behind decisions—and you create alignment and trust.

At Milestone, we built on these principles through our “Taking Bold Steps” leadership program, which encouraged leaders to redefine their own roles—not as decisionmakers at the top, but as coaches and enablers for their teams. This required shifting mindsets from authority to accountability, from giving instructions to sparking curiosity.

The results were visible: better collaboration, growth mindset, ownership and accountability.

I have also learned that leadership isn’t about being flawless or having all the answers; it’s about being transparent and vulnerable at times and modelling the very behaviours you want to see in your teams. When leaders walk the talk, trust multiplies. And when trust thrives, performance follows.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have been cornerstones of my journey. I wouldn’t be where I am today without leaders and peers who invested in me, often at times when I wasn’t sure of myself. What mattered most was not just their advice—it was their ability to challenge me, trust me with stretch responsibilities, and create safety nets that allowed me to fail forward.

Each failure taught me resilience, resourcefulness, and a deeper appreciation that growth is not linear.

Collaboration, on the other hand, has been my greatest teacher. Working across

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KHUSHBU RAINA

geographies has given me an appreciation for diversity of perspective. I have often noticed that the best ideas emerge not from the loudest voice, but from the moment different strengths intersect. Every accomplishment I have been recognized for has always been the outcome of a collective effort, supported by mentors who paved the way and colleagues who walked alongside me.

For me, mentorship and collaboration represent two sides of the same coin: guidance that lights the path, and teamwork that makes the journey meaningful.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

If I had to choose one skill to stay relevant, it would be adaptability with a learning mindset. The world of work is evolving faster than ever, with trends like AI, hybrid work models, and shifting talent expectations. The only way to thrive is to stay curious, to unlearn, and ready to relearn.

At Milestone, we introduced tech-enabled upskilling platforms that gave employees not just access to learning, but also the freedom to shape their own growth journeys. Alongside this, our career pathing framework provided clear direction on how each individual could advance in their role, ensuring that growth felt both personal and structured. When people feel they can experiment without fear, they approach change not as a threat, but as an opportunity.

Innovation, in my view, is more cultural than technological. New tools will keep coming, but if you build a culture where people feel safe to take risks, learn quickly and celebrate small wins, staying ahead becomes inevitable.

My advice is simple: get a GRIP on your career.

Growth – Commit to continuous learning.

Careers are not built in comfort zones; they’re forged when you take on challenges that feel daunting but ultimately equip you with resilience and new competencies.

Relationships – Invest in trust. The people you surround yourself with will often open doors you didn’t even know existed.

Seek out those who inspire and challenge you in equal measure.

Impact – Shift your mindset from tasks to impact. Ask yourself not just “What am I doing?” but “What difference am I making?” Impact is remembered long after tasks are forgotten.

Purpose – Align your work with what matters to you. When your professional path reflects your values, motivation becomes intrinsic, and recognition follows naturally.

I wish more aspiring professionals understood that recognition isn’t a destination, but a byproduct of consistent growth, meaningful impact, and staying true to purpose. Success doesn’t come from chasing titles; it comes from adding authentic value while keeping yourself future-ready.

ABOUT THE AUTHOR:

Khushbu Raina is a strategic People and Culture leader with 13+ years of experience in talent development, organizational growth, and cultural transformation. As Senior Manager – L&D at Milestone Inc., she helped secure the Great Place to Work 2025 certification while fostering an inclusive, high-performing culture.

Previously at TCS, she led large-scale initiatives enhancing engagement and effectiveness across global teams. Known for her empathetic leadership, Khushbu specializes in coaching, mentoring, and building scalable HR programs aligned with business goals.

KINNY ARORA ASSOCIATE DIRECTOR HR KYNDRYL INDIA PVT. LTD.

INTERVIEW

KINNY ARORA

Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

I’ve always believed that the most impactful moments in one’s career come from taking a leap of faith—especially when the path ahead is undefined. In 2017, I was offered an opportunity that didn’t come with a title, a roadmap, or even a clear role descript on. The challenge was simple: explore whether the tasks and services I was providing could be monetized. There were no precedents, no benchmarks—just trust and possibility. I embraced the ambiguity and treated it as a chance to create something from scratch.

Through experiments on, conversa on, and a lot of learning, I managed to earn $1,500. It wasn’t a large amount, but it was deeply symbolic. That moment marked a turning point—it proved that value can be created even in the absence of structure, and that innovation begins where certainty ends. That experience concludes to remind me that courage and curiosity are powerful catalysts.

It taught me that when you lean into the unknown with purpose, you don’t just break new ground—you build it.

To me, mentorship and collaboration on are deeply intertwined—both rooted in shared goals and reciprocal learning. I’ve always believed that if something can be achieved faster and with be er quality by bringing more minds together, then why do it alone?

Collaboration on isn’t just efficient; it’s enriching. It opens up space for diverse perspectives, creative problem-solving, and collective growth. Mentorship, in particular, has played a pivotal role in my journey—not just within organizations, but beyond them.

Some of the most transformative insights have come from mentors outside my immediate work environment, who bring fresh, outsidein perspectives that challenge assumptions and expand possibilities. Seeking guidance beyond organizational boundaries has helped me stay agile, curious, and open to new ways of thinking. Whether mentoring others or being mentored myself, I see these relationships as dynamic exchanges—where learning flows in both directions and growth is mutual.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

I believe in leading with transparency and integrity—conveying vision clearly, honoring boundaries, and staying rooted in empathy.

For me, leadership is as much about unlearning as it is about learning. It’s about evolving yourself continuously and creating space for others to thrive. Whether guiding teams or shaping strategy, I strive to lead with intention, humility, and heart.

I believe in expanding beyond the boundaries of one’s immediate field—exploring adjacent domains, embracing curiosity, and staying open to unexpected insights. Innova on thrives at the intersections, and some of the most powerful ideas emerge when we connect dots across disciplines. I believe in leading with an abundance mindset—one that embraces possibility, shares generously, and

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KINNY ARORA

sees growth as a collective journey. I value progress over perfection— leaning into MVPs to test, learn, and evolve quickly. For me, being outcome-oriented means staying focused on impact, not just effort.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

Start with data—it grounds decisions in reality. Leverage technology to scale impact and solve problems smarter. Prioritize culture add over culture fit to build diverse, dynamic teams. And most importantly, develop a thick skin—because growth, innovation, and leadership often come with discomfort. Stay curious, stay resilient, and always keep learning.

ABOUT THE AUTHOR: Kinny Arora leads Inclusion and Well-Being at Kyndryl India, bringing over two decades of experience across HR, learning, and transformation. She has pioneered initiatives such as India’s first Under-18 internship program, a second-career platform for women, and a strategy consulting capability centre. A certified coach and yoga advocate, Kinny blends mindfulness with leadership to foster resilience, inclusion, and holistic wellbeing. She has also shaped inclusive digital transformation by refining AI and NLP models to reflect India’s linguistic and cultural diversity. Her work continues to redefine the future of work at the intersection of inclusion, innovation, and human experience. Recognized for her purposedriven leadership, she has strengthened employee engagement, retention, and productivity through wellness-focused strategies. With her vision, Kinny continues to inspire organizations to align business growth with human potential.

MONICA SWAMY CORPORATE TRAINING SPECIALIST | ICF-ACCREDITED TRANSITION COACH INDEPENDENT CONSULTANT

INTERVIEW

MONICA SWAMY

Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

While recognitions like GlantorX Top 100 Powerful Personalities and features on MostPopularStories.com and StartoCure.com are humbling, my most impactful accomplishment was far more personal. One of my coaches, after years of setbacks, secured her dream job. Witnessing her transformation from self-doubt to confidence reinforced my belief that meaningful change happens one individual at a time. That moment shaped my professional journey by strengthening my commitment to work on the emotional and mental health of professionals—helping them lead not just in their careers, but in life. It also reminded me that success is not just about shiny objects and materialistic assets, but about empowering others to create their own success stories.

Mentorship and collaboration have been cornerstones of my career growth.

Transitioning from engineering to learning and development required guidance from those who saw potential in me before I fully recognized it myself. Several mentors taught me that true leadership is about service, not control—and that has shaped how I coach others. Collaborating with professionals across industries has broadened my perspective, helping me design training that’s both relevant and impactful. The most lasting influence came from those who challenged me to think bigger, take bold risks, and trust the process, especially when moving into uncharted territory like AI-era leadership development.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In today’s AI-driven business world, I’ve found that empathy, clarity of purpose, and adaptability are non-negotiable leadership traits. Leaders who listen deeply, align people with a shared vision, and remain flexible in the face of rapid change inspire trust and performance. I encourage leaders to blend data-driven decision-making with emotional intelligence—balancing technological efficiency with H2H (human to human) connections. A leader’s role is not to have all the answers, but to create an environment where the team feels safe to contribute, innovate, fail and take ownership. This human-centric leadership approach consistently drives both results and long-term engagement in teams and organizations.

In a constantly evolving industry—especially with AI transforming the way we work—the most crucial mindset is adaptive curiosity. It’s the willingness to keep learning, unlearning, and relearning without fear of being “left behind.” Innovation requires not just technical skills, but also the ability to ask the right questions, challenge assumptions, and integrate technology without losing sight of the human element.

For me, staying relevant means blending the efficiency of AI tools with the irreplaceable value of empathy, creativity, and ethical leadership. This balance ensures we don’t just keep pace with change, but lead it in a way that serves people and purpose.

INTERVIEW

MONICA SWAMY

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

Awards and recognition feel wonderful, but they’re not the destination—they’re just milestones on the journey. My biggest advice is to focus on the difference you’re making, not just the applause you receive. Pour yourself into your work, stay true to your values, and genuinely care about helping others grow. There will be setbacks—don’t fear them. Each challenge carries a lesson, and each failure can become a turning point if you let it. Build real relationships, be curious, keep learning both the technical and the human side of your craft, and remember that leadership is as much about heart as it is about skill. In this AIdriven world, the ones who will truly stand out are those who can balance innovation with empathy, and success with kindness.

ABOUT THE AUTHOR: From coding solutions at Accenture to coaching leaders in boardrooms, Monica Swamy has mastered the art of bridging technology and human potential. An engineer by training and an ICF-accredited coach by passion, she transforms professionals into emotionally intelligent, resilient leaders ready for the AI-driven future. With a career spanning leadership development, emotional intelligence, and strategic capability building, Monica’s programs inspire both performance and purpose. Recognized by GlantorX Top 100 Powerful Personalities and featured in MostPopularStories.com and StartoCure.com, she is celebrated for blending analytical precision with a deeply human touch.

Her mission is clear—to equip individuals and organizations to lead with innovation, empathy, and impact, creating ripple effects that extend far beyond the corporate sphere.

"In an AI-driven world, true leadership will always belong to those who lead with both competence and compassion."

NILESH KUMAR HRBP & COMPLIANCE LEAD, HCL AVITAS PRIVATE LTD (HCL HEALTHCARE)

NILESH KUMAR

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

One accomplishment that stands out is leading the design and rollout of a centralized Grievance Redressal Mechanism across 20+ healthcare sites at CL Healthcare. It wasn’t just about compliance—it was about building trust. We reduced grievance closure time by 40%, achieved 100% audit clearance, and saw a 3x rise in voluntary reporting. For me, the impact was two-fold: employees felt safer and more heard, while the organization became more resilient to compliance risks. This experience reinforced my passion for employee relations and shaped my journey as an HR professional who can balance both people empathy and legal rigour.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

I’ve found that transparency, consistency, and empathy form the strongest foundation. When employees know the process is fair, leadership becomes credible. When compliance is consistent, the organization stays resilient. And when empathy is embedded, teams feel valued and safe to speak up. I also believe in co-creating solutions with stakeholders rather than imposing them. This not only reduces resistance but also drives ownership. These principles have helped me navigate sensitive issues while keeping both employee trust and business priorities intact.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have been crucial throughout my career. I’ve had managers who trusted me to take ownership early on, which built my confidence. At the same time, collaborating with legal experts, compliance

officers, and site HR partners taught me the value of cross-functional perspectives. One mentor in particular emphasized that "compliance should never feel like policing—it should feel like protecting." That thought has stayed with me, and I try to carry it forward by mentoring juniors to see HR not as a rule-enforcer, but as an enabler of safe, fair workplaces.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

Adaptability and a learning mindset are the keys.

HR is no longer about static policies—it’s about integrating technology, behavioral insights, and compliance in ways that match the evolving workforce. For example, using AI-based sentiment tools like INfeedo or gamified learning for compliance wasn’t common a few years ago, but today they help us stay ahead. Staying curious, being open to technology, and continuously listening to employees are the skills that keep HR not only relevant but impactful.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

My advice is simple: balance empathy with accountability. Listen to employees with patience, but also ensure processes and compliance are never compromised. Use data to back your actions, but don’t lose the human touch. And always remember, credibility in HR is built over time—through consistency, fairness, and the courage to address uncomfortable issues.

Recognition will naturally follow when your work truly improves both people’s lives and organizational health.

ABOUT THE AUTHOR

Nilesh Kumar, Deputy Manager – HR at CL Healthcare (HCL Group), drives employee relations, compliance, and workplace governance across multi-location units. He led the rollout of a centralized Grievance Redressal Mechanism, improving closure timelines by 40%, achieving 100% audit clearance, and tripling voluntary grievance reporting. Recognized with the Business Enabler Award, he continues to champion transparent, compliant, and people-centric workplace practices.

PRAMILA CHINNAPPA VICE PRESIDENT HUMAN RESOURCES, DATATRACKS SERVICES PVT. LTD

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

One of the most defining moments in my career was leading diversity and inclusion initiatives within a traditional factory setup. It was an environment where conversations around gender equity, generational diversity and especially LGBTQ+ inclusion were either avoided or misunderstood.

Changing mindsets in such a space was incredibly challenging. Resistance wasn’t always loud, but it was deeply rooted in everyday behavior, language and long-held beliefs. We began not with policies, but with conversations. I worked closely with operations leaders, introduced sensitization sessions and created opportunities for open dialogue without judgment. Gradually, we implemented inclusive infrastructure, reviewed hiring practices and celebrated events like Pride Month on the shop floor, which had once seemed unimaginable. The shift didn’t happen overnight, but witnessing the journey from discomfort to genuine acceptance was truly rewarding. It reinforced my belief that inclusion isn’t a standalone initiative. It’s a leadership responsibility and the progress begins when empathy, education and persistence comes together.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

To me, the most effective leadership combines clear purpose with genuine human connection.

Leaders must clearly communicate the vision and link it to everyday actions so teams understand not just what to do but why it matters. This clarity builds focus and drives collective energy

PRAMILA CHINNAPPA toward shared goals. Leadership is more than strategy. It is about building trust through empathy and openness. When leaders listen attentively and welcome diverse perspectives, they create a culture where people feel safe to innovate, take risks, and grow. Another essential principle is agility. Success today requires leaders who can navigate uncertainty, pivot quickly and inspire their teams to embrace change instead of fearing it.

Encouraging experimentation and learning from failures fosters resilience and continuous improvement. Ultimately, leadership means empowering people to take ownership of their work and bringing out the best in them. When vision, empathy, and agility come together, teams not only meet their targets but also redefine what is possible.

“Inclusion isn’t a standalone initiative. It’s a leadership responsibility and the progress begins when empathy, education and persistence comes together.”

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

I have always learned the harder way. My mentors were tough, pushing me beyond my comfort zone and while I don’t believe everyone needs that same approach, it shaped who I am today. Some of the most valuable growth came from intense, sometimes challenging debates with business leaders who insisted I think beyond traditional HR and see the bigger business picture. These experiences forced me to stretch my thinking, question assumptions, and develop a more strategic mindset. Collaboration for me has

INTERVIEW never been easy or comfortable, but it has always been real and meaningful. The lessons I have gained from these rigorous exchanges have had a lasting impact on my career and leadership style. Today, I strive to create spaces where learning is encouraged and supported, but also challenging enough to push people to grow and innovate. I believe that the toughest lessons often deliver the deepest insights.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In an industry that’s constantly evolving, the most important mindset to have is curiosity. It is what keeps you open, alert and willing to explore what’s next. Skills can be learned but curiosity drives the willingness to unlearn, adapt and grow. For me, staying innovative means never getting too comfortable with what I already know. I make it a point to stay connected to emerging trends, experiment with technology and question how things can be done differently or better. It is not about chasing every new idea but about staying open to change and having the courage to try something new before it feels safe. Being relevant in this landscape also means listening more whether it is to your team, your business partners or the market. Innovation doesn’t happen in isolation. It comes from paying attention, asking better questions and being willing to move forward even without having all the answers.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

I would not advise anyone to chase recognition. It is a byproduct not the goal.

What matters

PRAMILA CHINNAPPA more is showing up with intent doing meaningful work and constantly pushing yourself to think beyond what is expected.

That is what builds real credibility over time. I have learned that depth matters. Do not just focus on your role. Understand the business ask the questions others are afraid to ask and look for the impact you can create beyond your function. That mindset has shaped my journey more than any title or promotion ever could. There is also no perfect moment to start.

Most of what I have learned came from figuring things out along the way. It is okay to be unsure as long as you stay curious and keep moving forward. And finally be real.

People connect with honesty not perfection.

Your unique voice perspective and energy are your biggest strengths. Use them with purpose.

ABOUT THE AUTHOR: Pramila is a forward-thinking professional known for her strategic mindset, business acumen and ability to drive meaningful organizational change. With a strong foundation in HR and a passion that extends beyond it, she has played a pivotal role in aligning people strategies with broader business goals. Pramila has led initiatives that have enhanced employee experience, strengthened leadership pipelines and fostered inclusive, multi-generational workplaces. Her adaptive approach and curiosity for emerging technologies have earned her a reputation for innovative, practical solutions that create real impact. She brings a unique blend of peoplecentric thinking and business agility to the table, often designing policies and processes that resonate across generations. Bold, energetic and unapologetically driven, Pramila brings passion and purpose to everything she does—constantly challenging the status quo and inspiring change from the front.

PRAMOD GANJI FOUNDER & CEO ZRIKA

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

One of the most defining moments of my career was building the Banking Alliances business unit from scratch at my previous fintech organization. Starting with zero GMV, we scaled it to ₹1.75 lakh crore in annual transactions, contributing over 50% of the company’s business. This wasn’t just about numbers—it was about changing the way banks and fintechs collaborated. I immersed myself in understanding bankers’ pain points, earning their trust, and designing solutions that balanced compliance, agility, and customer experience. That experience cemented my belief that impact comes from solving real, felt problems rather than chasing trends. It also gave me the confidence to start Zrika, where we are reimagining digital banking infrastructure with the same principle: build with the stakeholder, not just for them.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

For me, leadership rests on three pillars: empathy, clarity, and urgency. Empathy ensures you truly listen—to customers, team members, and partners—before acting.

Clarity means setting a well-defined vision so that everyone knows where we’re headed and why. Urgency is about execution speed; in fintech, delays cost not only revenue but also trust. I also believe in empowering people rather than micromanaging. At Zrika, my core team members are co-owners of their domains. I rely on them as experts, give them decision-making freedom, and ensure they have my full backing. This trust creates accountability and sparks innovation. When

PRAMOD GANJI people feel respected and heard, they don’t just work for you—they work with you to create something exceptional.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship has been a game-changer in my journey. I’ve been fortunate to work under leaders who didn’t just guide me, but trusted me with high-stakes responsibilities early in my career. They taught me that capability is built by ownership, not by instruction.

Collaboration has been equally critical— especially in fintech, where products succeed only when banks, regulators, and tech partners align. At Zrika, I actively recreate that culture: pairing young talent with experienced mentors internally, and fostering open dialogue with clients. My mentors played a key role in the leap from corporate to entrepreneurship—helping refine my vision, challenging my assumptions, and encouraging me to take calculated risks. Their belief in my ability still drives me to push boundaries.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

The most crucial mindset is active listening with future vision. In fintech, change doesn’t always come from technology alone—it often comes from understanding where customer expectations, regulatory landscapes, and global innovations intersect. You have to keep your ear to the ground with clients, regulators, and industry peers, while scanning global markets for emerging models. Agility is key: the willingness to pivot, upgrade, or even retire a product when it’s clear the market is moving. For instance, we already foresee

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wearables, biometrics, and frictionless authentication replacing traditional payment modes. Anticipating such shifts—and building flexible, compliant architectures today— ensures you remain relevant tomorrow.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

First, seek depth before scale—become truly exceptional in one domain before trying to master many. Second, solve problems that matter; recognition follows real impact.

Third, embrace discomfort. My biggest leaps came from taking on roles or challenges I wasn’t “ready” for on paper. Fourth, build relationships before you need them—trust is your strongest currency in any industry. And finally, balance speed with compliance. In regulated sectors like BFSI, moving fast is important, but moving right is nonnegotiable. If you can marry execution excellence with integrity and stakeholder empathy, you’ll not only earn recognition— you’ll create work you’re proud to stand behind.

ABOUT THE AUTHOR: Pramod Ganji, Founder & CEO of Zrika, is a visionary leader redefining India’s banking– fintech synergy. An IIM Ahmedabad alumnus with over two decades of corporate and entrepreneurial experience. He is known for his deep understanding of banking ecosystems, strategic partnerships, and customer psychology, Pramod combines sharp business acumen with empathy, speed, and clarity — values he has lived since taking his first job at 17. His leadership is anchored in creating AI- powered, compliance-first solutions that solve critical gaps for banks, regulators, and end-users alike.

PRASHANT BAJPAI CLUSTER HEAD HR – HAZIRA DOWNSTREAM, ARCELORMITTAL NIPPON STEEL INDIA

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PRASHANT BAJPAI

Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

Across my 13 years in Human Resources, I’ve driven high-impact initiatives in the specialty chemicals, automotive, and heavy engineering sectors. Among them, one that stands out as truly transformative is spearheading the recent cultural transformation journey at AM/NS India.

In my view, the most effective strategy is purpose-driven leadership, which is guided by the principles of empathy and accountability.

Purpose clarifies the 'why' behind the work, empathy builds the trust necessary for collaboration, and accountability ensures that goals are pursued with discipline and integrity.

When combined, these principles create a culture where people feel valued and are empowered to make a meaningful impact. This approach has been crucial in navigating complex organizational transformations. It compels leaders to listen intently, value diverse perspectives, and act with both compassion and conviction.

This initiative focused on building “OWNERSHIP” with key pillars of excellence, inclusion, and future readiness, has significantly shaped both my professional path and personal growth. We started by launching “Pulse,” a real-time listening tool that gave us a clear sense of the organization's heartbeat.

This laid the foundation for fostering emotional safety, creating an environment where employees felt secure enough to express ideas, innovate, and challenge the status quo.

From there, we transitioned to a flatter organizational structure, removing hierarchical barriers to boost agility, collaboration, and decision-making speed.

To ensure our workforce was future-proof, we integrated Virtual Reality into our training for more immersive, experiential learning and adopted Artificial Intelligence for predictive analytics and real-time monitoring.

These technologies aren't just tools—they are fundamentally reshaping the future of the engineering and steel industry.

This entire journey was a masterclass in balancing empathy with execution and reinforced my conviction that a well-nurtured culture is the ultimate competitive advantage and the primary engine of transformation.

When you pair empathy with accountability, you cultivate a high-trust environment where people are motivated by a sense of ownership, not just obligation. Ultimately, this style of leadership helps an organization evolve into an interdependent phase, where internal collaboration supersedes competition and collective growth becomes the standard. This mindset is vital today as industries like engineering and steel are being redefined by the forces of inclusion, innovation, and future readiness.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

In the dynamic field of Human Resources, mentorship and collaboration are more than just support systems—they are essential catalysts for growth and transformation.

Mentorship offers the wisdom of experience, helping you navigate challenges with greater clarity.

INTERVIEW Collaboration sparks shared learning and diverse thinking, which are the building blocks of a resilient, future-ready organization. Throughout my 13-year career, I have been fortunate to benefit from both.

I’ve worked with incredible leaders who didn’t just guide me—they challenged and inspired me to aim for excellence. Mr. Ganesh Mishra taught me the value of observation and absorption, showing me how to learn from every interaction. Mr. Manish Dwivedi and Mr. Manish Gupta instilled in me the core principle of pairing empathy with accountability, a balance that has become fundamental to my leadership style.

Mr. Ashutosh Telang and Mr. Devendra Gupta modelled resilience and courage, demonstrating how to lead with strength through uncertainty. Their guidance has left an indelible mark on my professional journey, shaping not only how I lead but, more importantly, why I lead. It serves as a constant reminder that behind every leader is a network of mentors who saw their potential from the very beginning. "Mentorship doesn't just shape careers—it shapes character. The right guidance at the right moment unlocks potential, builds resilience, and inspires a lifetime of purposeful leadership."

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In a sector as dynamic as steel and engineering, staying relevant and innovative requires more than just technical skill—it demands a growth mindset founded on curiosity, adaptability, and continuous learning. The rapid pace of change, driven by digital transformation and evolving workforce expectations, means we can no longer rely on past successes. What matters now is the ability to anticipate what's next, embrace new technologies, and reimagine what’s possible.

PRASHANT BAJPAI In my experience, the most critical skill is the ability to learn, unlearn, and relearn. This mindset has enabled me to navigate major shifts in organizational culture, adopt emerging tools like Virtual Reality and Artificial Intelligence, and guide my teams toward future readiness. It’s about staying open to collaboration, actively seeking diverse perspectives, and remaining grounded in your purpose. Innovation isn't a singular event; it's a continuous journey. Those who remain curious, empathetic, and accountable will not only adapt but will be the ones to lead the change.

“Always think outside the box and embrace opportunities that appear, wherever they might be” –

by Mr. Laxmi Mittal Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

In today’s fast-evolving professional landscape, recognition and impact are not just outcomes—they are reflections of authentic leadership. For aspiring professionals, one of the most valuable lessons I’ve learned is that being authentic starts with being curious and empathetic. Curiosity is the engine of growth.

It pushes you to explore new ideas, challenge the status quo, and stay open to learning— which is especially critical in industries undergoing rapid change. Empathy, in turn, is what allows you to connect with people, understand their perspectives, and lead with compassion. Together, these qualities build the trust and collaboration needed for innovation to flourish. Another key lesson is to remain

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grounded in your values while staying adaptable. The ability to evolve without losing your core principles is what distinguishes enduring leaders. Authenticity isn't about being perfect; it's about consistency, integrity, and the courage to lead with a clear purpose. My advice is this: invest in relationships, be open to feedback, and never stop learning. Leadership is a mindset, not a title. When you lead with curiosity and empathy, recognition will follow as a natural result of the impact you make.

"Leadership isn’t about having the loudest voice in the room—it’s about being the most attentive listener. Curiosity opens doors, empathy builds bridges, and purpose drives lasting impact."

ABOUT THE AUTHOR: Prashant Bajpai is a dynamic and purposedriven HR leader with over 13 years of experience across specialty chemicals, automotive, and heavy engineering sectors.

Currently serving as Cluster Head – HR for the Downstream Business at AM/NS India, he leads strategic HR initiatives for more than 50% of downstream business of AMNS India.

Known for his authentic leadership style rooted in curiosity, empathy, and accountability, Prashant has spearheaded cultural transformation programs focused on excellence, inclusion, and future readiness. His goal has always been to empower individuals to grow with purpose and confidence. Certified in HAY methodology job evaluation by Korn Ferry and guided by his Strengths—Learner, Maximiser, Achiever, Connectedness, and Input—he brings a unique blend of empathy, and strategic foresight. At AM/NS India, Prashant is not just driving HR transformation—he is building a culture of excellence, inclusion, and future readiness "Excellence is not about being flawless —it's about being fearless in the pursuit of better.

Every step forward, no matter how small, is a reflection of intent, discipline, and purpose."

PRASHANT KUMAR VAISHNAVA ASSOCIATE GENERAL MANAGER & DY CHRO VEDANTA LIMITED, LANJIGARH

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PRASHANT KUMAR VAISHNAVA

Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

My professional journey has been marked with multiple learnings in Operations and HR domain. One such instance was in my previous stint as Head HR at VGCB, Vizag. I had taken over as Head HR and there was a scheduled change of business partner in 3-4 months’ time. There were certain matters pertaining to employment continuity, terminal benefits for business partner employees being associated with establishment since long.

Absolutely you always come across great mentors in form your reporting managers, even reportees and colleagues who help you in navigating in career. I have been fortunate to have privilege of some great leaders. They were forward looking, had excellent business acumen and always raised the bar for the teams.

With the support of the leadership and strategic engagement with the key stakeholders we sailed through and that particular event allowed me to understand the importance of thinking big, importance of stakeholder management and working collaboratively for the larger benefit of the organization.

“Standing up for the team and a solution oriented approach in leadership are vital for organizational success.”

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

To me communication and transparency in expectations of the deliverables sought from the team always helps in achieving organizational success. Identifying talent early and empowering them does a great deal of building succession pipeline for the business.

Also leading by example, standing up for the team and a solution oriented approach in leadership are vital for organizational success.

Backing your team but also getting the work done was one of the key learnings I had. Also facing the adversaries confidently, letting go of personal ego and speaking to fellow colleagues is also one of the aspects that has helped me grow professionally.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

Growth mindset is of foremost importance, acceptance is the only way to move ahead in career. Learning attitude is another key attribute, up-scaling yourself and being relevant remains crucial for surviving the continuous evolving scenarios. Perseverance is the core skill that will help you navigate through tough situations.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

For all the aspiring professionals I would suggest following: a) More than your functional expertise it is your personal discipline that helps you grow in your career. The self-discipline enhances

PRASHANT KUMAR VAISHNAVA

INTERVIEW the thought process and make you more diligent and committed to work. b) Change is the only constant thing in lifeEasier said than done but any change will be difficult to start but how you respond and adapt helps you grow professionally. c) Always have learning aptitude- Keep learning continuously, upgrade yourself and remain relevant in fast changing present environment. d) Imbibe positives attributes of LeadersNo one is perfect however every leader exhibit positive attributes and we need to focus on those aspects. Observing leaders also helps in widening our thoughts. e) Be generous in sharing your experiencesPlease have a big heart and let your knowledge and wisdom be passed on to all those whom you encounter. Support and help your teams in their personal and professional growth.

ABOUT THE AUTHOR: Prashant Kumar Vaishnava is a seasoned industry professional with close to 18 years of cross functional experience in Operations and Human Resources. He transitioned from a maintenance professional to a HR leader through Vedanta’s Internal Growth Workshop talent program and has been part of the transformation of multiple business units.

At Vedanta he has worked across businesses in HR domain in Mines, Port and presently associated with the Alumina business. He takes pride in Vedanta’s people practices initiatives and strives to contribute towards the growth of the business and Vedanta Group at large.

PRAVEEN ANASWARA CHIEF MANAGER - EMPLOYEE RELATIONS, BHARAT PETROLEUM CORPORATION LTD

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

For me, the journey itself has been the true reward. Yet, one intervention close to my heart was “Run it like you own it” for our I&C Area Managers. The idea was simple— help them think like CEOs, not just sales managers. We pushed them to shift from transactions to transformation in the dynamic B2B energy space: decoding institutional buying behavior, sharpening pricing instincts, building a trader’s mindset, and learning to position our niche offerings with strategic storytelling. More importantly, it was about cultivating ownership, agility, and boldness in a world that’s brittle and fast-changing.

Seeing managers start to approach every client decision with P&L thinking, long-term relationships, and brand equity in mind was deeply fulfilling. It reminded me that leadership is not just about delivering numbers—it’s about shaping how people see their role and how they respond to uncertainty. This experience reinforced my belief that HR is not a support function; it is a transformation lever.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

Leadership, for me, begins with clarity and ends with trust. I’ve seen teams thrive when they know exactly what’s expected of them, have the right tools and training to deliver, and feel genuinely empowered to take ownership. Recognition—timely, specific, and heartfelt—matters more than we often acknowledge; it can transform engagement overnight. But the most powerful principle has been helping people “connect the dots”— showing them how their work fits into the

PRAVEEN ANASWARA larger vision. When individuals see that their effort directly contributes to the organization’s future, motivation becomes intrinsic. That sense of purpose is what sustains performance, even in difficult times.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

I’ve been fortunate to work with leaders who became natural mentors—people who shaped not just my career but also my outlook. Mr. Rahul Tandon inspired me with his trailblazing mindset and belief in speed over perfection. Mr. Akshay Wadhwa taught me humility, people-first leadership, and the value of continuous learning. Mr. Pushp Kumar Nayar pushed me to see HR as a true business partner, not just a function. Mr. Mahendra Kumar showed me what being a “best boss” truly means—progressive, supportive, and deeply invested in mentoring young talent. And Mr. George Thomas exemplified motivation, freedom, and the power of a “yes” attitude. Each of them left an imprint on how I lead, how I coach, and how I aspire to give back. For me, collaboration and mentorship aren’t side notes—they are the heartbeat of growth.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

I believe staying relevant requires balancing Planet, People, and Purpose (Profit). This anchors decisions in something bigger than quarterly results and brings intrinsic motivation. Beyond that, curiosity is my compass. Being inquisitive, open to unlearning, and practicing design thinking has helped me adapt faster. The world today is

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brittle and nonlinear, and the ability to stay agile, experiment on the go, and draw insights from unexpected places is what keeps us innovative. At the core, it’s less about tools and more about mindset—staying open, humble, and hungry to evolve.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

Recognition is never just about the individual—it’s about visibility, and with visibility comes the power to uplift others. My biggest lesson has been this: make conscious efforts to be seen. Share your ideas, your work, your story.

Visibility brings opportunities, and opportunities bring the chance to make an impact—on people, organizations, our nation, and even the planet. But this also comes with responsibility: to use that platform wisely, to mentor, and to create spaces for others to rise. If I could give one piece of advice, it would be—don’t wait for someone else to notice your worth. Step up, speak up, and let the world see the difference you can make.

ABOUT AUTHOR: Praveen Anaswara is a strategic HR leader with over 13 years at Bharat Petroleum Corporation Ltd., where he and his team have driven impactful transformations across Employee Relations and HR Business Partnering. Currently Chief Manager – Employee Relations at Kochi Refinery, he and his team focus on building a smarter, harmonious workforce while aligning HR strategy with business goals.

Earlier, as HRBP for the Industrial & Commercial and Gas businesses, he and his team led strategic manpower planning, talent management frameworks, and businesslinked learning programs that strengthened organizational capability. Known for balancing organizational priorities with employee well-being, he and his team have successfully managed complex industrial relations, long-term settlements, and large-scale engagement initiatives. Beyond his corporate role, Praveen serves on the Advisory Board of Executive Education at Woxsen University, reflecting his passion for research, mentoring, and leadership development. Recipient of the HRAI 40 Under 40 Award (2025), he continues to champion people-centric leadership with a Planet–People–Purpose ethos.

RAJAT JASUJA MANAGER- PEOPLE BUSINESS PARTNER, SENTINELONE

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

My most significant professional achievement has been the establishment and scaling of HR operations across the APAC region. Starting at a time when the organization was in its early growth phase, I was entrusted with developing comprehensive HR frameworks in areas such as talent acquisition, onboarding, compensation, benefits, and performance management. Despite having limited prior exposure to multi-market scaling, my curiosity, adaptability, and commitment to people enabled me to build trust with both leadership and employees quickly.

This journey taught me that with the right mindset and strategic approach, one can excel even in uncharted territory. I helped the organization grow from a small team to several hundred employees while creating scalable HR processes that could be applied globally. Navigating cultural nuances while ensuring consistency in people practices required innovative solutions that balanced global standards with local sensitivities. More importantly, this experience reinforced my conviction that stepping out of one’s comfort zone, staying agile, and embracing challenges with a problem-solving orientation are crucial for long-term success.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

I believe leadership is most effective when people are prioritized over processes.

Understanding individuals’ motivations, aspirations, and challenges allows us to design frameworks that genuinely serve their needs. The HR processes I helped establish

RAJAT JASUJA were successful because they were built on an employee-centric foundation.

Equally important is fostering a culture of innovation and continuous learning. For example, automating routine processes freed up time for more meaningful interactions.

Leading by example has also been central to my approach—my pursuit of professional certifications reflects my commitment to growth.

Psychological safety is another principle I deeply value. Empowering team members to share ideas, take calculated risks, and learn from failures without fear drives both innovation and loyalty. Finally, linking work to a greater purpose strengthens engagement.

My involvement in CSR initiatives, such as cybersecurity awareness programs and community collaborations, has shown that when people feel connected to something bigger than themselves, retention and motivation naturally improve.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaborative engagement have been foundational elements throughout my professional trajectory. I have had the privilege of working with esteemed leaders who not only provided guidance but also entrusted me with responsibilities extending beyond my immediate experience, particularly in the establishment of HR operations across diverse markets at SentinelOne. Their confidence instilled in me a rapid learning agility, the capacity to pose pertinent inquiries, and the development into a more resilient leader. These mentors imparted the critical importance of strategic foresight, always emphasising the

INTERVIEW retention of the human element in every decision. Collaboration has held equally significant importance; the HR function inherently precludes isolated efforts.

Partnerships with business leaders, managers, and employees across the APJ region have demonstrated that collective problem-solving consistently yields more robust and sustainable solutions. The cross-functional alliances I have cultivated have been instrumental in formulating holistic people strategies that are meticulously aligned with overarching business objectives. Furthermore, I am committed to reciprocating through mentorship. Whether offering guidance to colleagues, coaching employees, or participating in Corporate Social Responsibility initiatives such as educating schoolchildren on cybersecurity, I have experienced profound satisfaction in facilitating the growth of others. These experiences continually reinforce the understanding that leadership is not an individual pursuit but a shared endeavour.

The enduring impact of my mentors and collaborators is evident: maintain humility, commit to continuous learning, and consistently uplift others as you ascend.

“I advocate for cultivating a beginner's mindset: acknowledging knowledge gaps and demonstrating a rapid aptitude for learning.”

RAJAT JASUJA Q4: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In navigating an industry that continually evolves, the key skill or mindset crucial for staying innovative and pertinent is what I term "adaptive curiosity." This entails maintaining an ongoing inquisitiveness coupled with a strong capacity for adaptability to change.

This mindset has consistently guided my professional trajectory, encompassing transitions from traditional HR practices to Workday system implementations, process automation initiatives, and the development of data-driven dashboards. I advocate for cultivating a beginner's mindset: acknowledging knowledge gaps and demonstrating a rapid aptitude for learning.

For instance, when tasked with scaling HR operations across diverse markets, my inherent curiosity and adaptive capabilities enabled the construction of frameworks that operated effectively within varied cultural contexts.

The digital transformation within HR has been particularly compelling, embracing AIpowered recruitment tools, predictive analytics for employee retention, and the formulation of virtual engagement strategies during transitions to remote work. Fundamentally, innovation transcends mere technological advancement; it centers on relevance.

My direct engagements, ranging from Corporate Social Responsibility endeavors to educational institution visits, serve to ground me in real-world human challenges. Genuine innovation materializes when technology and strategy are judiciously employed to resolve authentic problems and cultivate meaningful human experiences.

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“Success is not contingent upon the pursuit of recognition, but rather on the creation of value for individuals” Q5: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

My primary recommendation emphasizes the authentic investment in relationships, as recognition is a natural consequence of impact, which is fundamentally generated through interpersonal connections. Whether cultivating trust during intricate organizational transformations or sustaining engagement with every employee, genuine relationships have consistently served as my most robust foundation. These connections serve as a vital support system during challenging periods and a collaborative network during phases of expansion.

Secondly, I advocate for embracing challenges that extend beyond one's established comfort zone.

Assuming responsibility for scaling Human Resources operations without prior multi-market experience could have been perceived as daunting; however, my intrinsic curiosity and proactive disposition transformed it into a pivotal career accomplishment. It is advisable not to await perfect preparation, as optimal learning frequently transpires when one is immersed in demanding situations.

RAJAT JASUJA Thirdly, a steadfast commitment to continuous learning is imperative. My certifications represent not merely credentials but rather instrumental tools that enhance my efficacy and adaptability. It is crucial to remain current with industry trends, emergent technologies, and evolving best practices.

Fourthly, cultivate a personal brand predicated on consistency and the delivery of demonstrable value.

Finally, contributing to the broader community is essential. Engagement in Corporate Social Responsibility initiatives, mentorship, and community endeavors has broadened my perspective and imbued my work with greater meaning.

It is important to recall that success is not contingent upon the pursuit of recognition, but rather on the creation of value for individuals, the resolution of tangible problems, and the contribution to a more expansive purpose. When the focus remains on generating impact, recognition naturally ensues.

ABOUT THE AUTHOR: Rajat Jasuja, a seasoned HR professional from Bhiwani, Haryana, brings over nine years of experience in Business Partnering, People Operations, and Employee Engagement. Currently serving as People Business Partner Manager for APAC at a leading global technology company, he has driven business integrations, built HR frameworks, and led cultural transformation initiatives across markets. Recognized with honors such as ETHR’s Employee Experience Champion, Rising Star, and inclusion in HRAI’s 30 Under 30 and 40 Under 40, Rajat blends strategic HR expertise with a peoplefirst philosophy. Passionate about CSR, he actively champions student awareness on cybersecurity alongside continuous professional learning.

RAJIB SEN ZONAL HRBP (EAST & WEST), BERGER PAINTS INDIA LIMITED

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

One defining accomplishment was leading a manufacturing unit of nearly 900 female workmen that had once was about been referred to the BIFR. Through transforming HR practices, rebuilding engagement, and driving compliance, we successfully passed stringent export audits. This turnaround reinforced my belief that strong people practices can directly influence business sustainability and gave me the confidence to take on larger leadership roles.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

In my experience, the most effective leadership principle has been building genuine people connect. Listening, understanding aspirations, and creating trust ensure that employees feel valued and naturally align with organizational goals. I also emphasize clarity of expectations, accountability, and consistent communication, as these provide both direction and confidence to teams. At the same time, I believe leadership requires balancing empathy with business priorities.

This balance has enabled me to guide teams through challenges, sustain engagement, and deliver measurable outcomes while creating a culture where people feel motivated and proud of their contribution.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

I’ve been fortunate to have mentors from both business and HR. The business leaders

RAJIB SEN taught me to think commercially and link every people decision to outcomes, while my HR mentors grounded me in empathy and trust-building. That blend shaped my leadership style — commercially sharp, yet people-first.

“Staying relevant means being open to unlearning old ways, embracing new technologies, and adapting quickly to shifts in business and workforce dynamics.”

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In an industry that’s constantly evolving, I believe the key mindset is agility with a learner’s attitude. Staying relevant means being open to unlearning old ways, embracing new technologies, and adapting quickly to shifts in business and workforce dynamics.

For me, curiosity and continuous learning go hand-in-hand with innovation. When leaders encourage experimentation, accept failures as part of growth, and keep people at the center of change, organizations not only remain relevant but also stay ahead.

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RAJIB SEN

“Stay curious, keep learning, and don’t hesitate to step out of your comfort zone — that’s where real growth happens.”

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

For aspiring professionals, my biggest advice is to focus on consistency, not recognition.

Recognition is a byproduct of the value you create. Stay curious, keep learning, and don’t hesitate to step out of your comfort zone — that’s where real growth happens. Build strong relationships, because collaboration often takes you further than individual brilliance. And most importantly, stay authentic; people trust and remember leaders who are genuine. Over time, these habits compound into both impact and recognition.

ABOUT THE AUTHOR: Mr. Rajib Sen is an accomplished HR professional with 16+ years of experience across HR, Industrial Relations, Administration, Safety, and Employee Welfare. As Zonal HR Business Partner (East & West) at Berger Paints India Ltd., he drives strategic HR interventions and oversees the employee lifecycle across geographies. His career spans leading organizations like Infosys, Reliance Retail, Voltas, and Berger Paints, with expertise in talent management, engagement, and HR operations. An MBA with executive certifications from XLRI, Rajib has been recognized with multiple honors including HRAI’s HR 40 Under 40.

He also serves as Honorary Treasurer of NHRDN Kolkata Chapter, actively contributing to the HR fraternity.

REKHA MISHRA MANAGER- HUMAN RESOURCES INDIAN FARMERS FERTILISER COOPERATIVE LIMITED

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Looking back at my journey in IFFCO, the accomplishment that stands out as most impactful is leading the digitization of HR operations, particularly the development of online SOPs and Micro Learning modules.

Conceived to address the knowledge drain from large-scale retirements, these initiatives built a structured and accessible knowledge base across departments. For me, it was more than a technology intervention—it was about safeguarding organizational wisdom, simplifying learning, and ensuring continuity for the future. This milestone marked my transition from a functional HR manager to a transformation-driven leader. Alongside this, I take pride in other defining achievements: digitizing the post-retirement medical scheme, which reduced certificate processing timelines from three months to five days; streamlining recruitment and onboarding through an online apprentice hiring platform and national outreach via the IFFCO YUVA portal; improving HRMS accuracy and employee self-reliance through data correction drives and “How To” guides; and achieving 100% HR audit and ISO compliance by standardizing processes. Being entrusted as the youngest Sectional Head at IFFCO Phulpur, responsible for managing the HR life cycle of 2000+ employees of two manufacturing verticals while mentoring my team, has been both humbling and empowering. Each milestone has strengthened my belief in leveraging digitization, compliance, and people-centric practices to create lasting organizational impact.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

REKHA MISHRA In my experience, leadership is less about authority and more about enabling people to realize their potential while aligning them with organizational goals. The most effective strategy I have found is leading with clarity, consistency, and empathy. Teams thrive when they understand the “why” behind their work, have the confidence that their leader will stand by them, and feel genuinely valued for their contribution. At IFFCO, I have seen that success comes when leadership balances people, process, and performance. This means creating structured systems that bring transparency and efficiency, while also nurturing a culture of trust, inclusivity, and collaboration. Whether it is managing industrial relations or driving digital transformation, I prioritize open communication, participative decisionmaking, and accountability at every level. I also believe that adaptability and continuous learning are essential leadership traits in today’s world. With a workforce that spans generations—from baby boomers to Gen Alpha—every decision must be sensitive to diverse perspectives while being future-ready.

Ultimately, I view leadership as a responsibility to build both performance and people. When teams feel empowered, supported, and inspired, they don’t just achieve targets— they create sustainable impact for the organization and themselves.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

I believe mentorship plays an important role at every stage of one’s career. In the beginning, the shift from college to the workplace felt like a big leap—suddenly there were no friends but colleagues, and one had to quickly learn the culture, processes, and ways of working.

INTERVIEW That is where mentors become invaluable, offering the much-needed handholding to help you find your path. I was fortunate to have my first reporting boss, Mr. Vishram Tripathi, who patiently guided me in those early years. At IFFCO, I have also been supported by leaders like CHRO Mr. Rajendra Prasad, who, understanding my appetite for challenges, assigned me individual projects that shaped my growth. Mentors such as Ms. Sumitra Das and Mr. Jagdish Bapat, pioneers in HR, gave me honest feedback and helped me see the larger picture.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In my view, the most crucial mindset for staying innovative and relevant in an ever evolving industry is adaptability. Change today is faster than ever—technologies, processes, and even business models are becoming redundant in the blink of an eye.

With the rise of AI, the future of every profession across industries is being reshaped, and keeping oneself abreast of these shifts is no longer optional but essential. In the industry I work in, the diversity of the workforce itself demands adaptability—we have employees ranging from baby boomers to Generation Alpha. Navigating such a wide spectrum of expectations, values, and ways of working requires flexibility not just in processes but also in people management. For me, adaptability means being open to unlearning and relearning, embracing new perspectives, and adjusting to different situations without losing focus on the larger organizational goals. Equally important is fostering a continuous learning mindset—one that is curious, experimental, and resilient.

Innovation does not always come from grand ideas; it often comes from small changes and the willingness to try new approaches.

REKHA MISHRA By cultivating adaptability and a learning mindset, I believe one can not only survive but thrive in an environment defined by constant change.

“With the rise of AI, the future of every profession across industries is being reshaped, and keeping oneself abreast of these shifts is no longer optional but essential.”

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

For aspiring professionals seeking recognition, my foremost advice is to focus on consistency, adaptability, and people-first approach. Over my 13+ years in HR and IR, one of the most valuable lessons I have learned is that excellence is not achieved through a single milestone but through continuous effort, learning, and improvement.

In a manufacturing setup like IFFCO, I have realized that success comes from balancing strategic vision with operational excellence.

Be open to change—digitization, AI, and automation are reshaping our industry, and the ability to adapt, unlearn, and relearn is what keeps you relevant. At the same time, never lose sight of the human side of HR. Policies, systems, and processes are important, but what makes the difference is

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REKHA MISHRA

empathy, transparency, and building trust with people. Another lesson I emphasize is the value of collaboration. Change management, industrial relations, or engagement initiatives cannot be driven in isolation—they require collective ownership. I have seen how empowering employees through platforms like the Kaizen based Suggestion Scheme fosters innovation and ownership. Finally, recognition follows naturally when you remain authentic, uphold integrity, and focus on creating impact rather than chasing titles.

ABOUT THE AUTHOR: Rekha Mishra currently serves as Sectional Head – Human Resources & Industrial Relations at the Indian Farmers Fertilisers Cooperative Limited (IFFCO), overseeing HR and IR operations at both the Phulpur Unit and the Nano Fertiliser Unit.

Functioning in a strategic leadership role, she works closely with the Departmental Head and the CHRO on policy matters, strategic HR interventions, and change management initiatives.

She leads a team of HR professionals and is responsible for managing the complete employee lifecycle of over 2,000 employees, encompassing manpower planning, recruitment, onboarding, performance management, statutory compliance, industrial relations, grievance redressal, and postretirement benefits.

Her role also extends to driving employee engagement, welfare, and capability-building initiatives, ensuring a harmonious and futureready workplace. With over 13 years of professional experience, Rekha brings a blend of operational excellence, strong industrial relations expertise, and people-centric HR leadership, making her a trusted enabler of organizational growth at IFFCO.

SAHIL NAYAR HR LEADER AND INFLUENCER

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

If I had to single out one accomplishment, it would be building capability frameworks that weren’t just PowerPoint slides but living, breathing ecosystems inside organizations.

When you see a young manager grow into a leader, knowing you’ve nudged that journey, it’s priceless. For me, impact has always been about multiplying talent, not just adding to it.

This shaped my career by shifting my lens from being “a trainer in a room” to “a catalyst of culture in a company.” Like Satya Nadella says, “Don’t be a know-it-all, be a learn-it all.” My biggest achievement isn’t a trophy, but the ripple effect of people I’ve mentored who are now shaping boardrooms.

Legacy isn’t what you leave behind; it’s who you leave behind.

Titles retire. Impact doesn’t.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

Leadership isn’t about standing at the front, it’s about creating space where others want to walk with you. I’ve seen that three principles never fail: radical candor, relentless curiosity, and consistent empathy. When leaders practice candor with care, the trust curve skyrockets. Curiosity ensures that no matter how senior you are, you remain humble enough to ask questions. And empathy, well, that’s the ultimate currency in an economy of humans. To my mind a leader’s job is to align ambition with meaning. I believe in steering teams not by command but by conviction.

Because let’s face it: people don’t quit jobs, they quit leaders and managers. If leadership

SAHIL NAYAR is a title on your card, you’ve missed the point. If it’s a feeling in your team’s heart, you’ve nailed it.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have been my accelerators, some of them came as WiFi boosters, some as hotspots and some as dial up VPN connections in my career journey.

Without them, the growth would have slowed down. I’ve had mentors who taught me that sometimes the best answer is not a solution, but a sharper question. One of my earliest bosses instilled the value of “listening to learn, not to reply.” That has stayed with me, transforming how I approach people and problems. Collaboration, on the other hand, made me realize you can go faster alone but infinitely further together. Being liked by people is as important if not more than liking yourself. I’ve also mentored countless professionals, and trust me, teaching teaches you more than textbooks ever will. Every collaborator and mentee has left me better than they found me.

Mentors give you wings, collaborators give you wind. The real flight happens when you dare to soar.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

If there’s one currency that never devalues in a volatile world, it’s adaptability. The mindset of unlearning and relearning is the golden ticket. Alvin Toffler said it decades ago: “The illiterate of the 21st century will not be those who cannot read and write but those who

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SAHIL NAYAR

cannot learn, unlearn, and relearn.” Innovation isn’t about having the smartest idea in the room, but the courage to test, fail, and pivot. I’ve seen too many professionals freeze at failure when they should’ve danced with it. For me, staying pertinent is about living in beta mode, constantly upgrading, constantly questioning.

Curiosity keeps you relevant; resilience keeps you alive.

In an industry of shifting sands, don’t build castles.

Learn how to surf.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

Awards are not goals, they are by-products. Recognition is sweet, but relevance is sweeter. If you’re chasing titles, you’ll burn out; if you’re chasing impact, titles will chase you. My advice: 1. Be authentic. People hire skills, but they follow authenticity.

2. Stay consistent. Overnight success stories are usually 10 years in the making.

3. Find mentors and become one. Growth is exponential when shared.

4. Don’t just network, net-give. Relationships thrive when you give before you ask.

I live by this: Desire may get you started, but discipline keeps you moving. If younger professionals remember one thing from me, let it be this.

Don’t work for applause. Work for impact. The applause will follow.

ABOUT THE AUTHOR: Sahil Nayar is an HR disruptor, who loves blending data with intuition, strategy with storytelling, and innovation with impact. Whether he’s shaping talent strategies, mentoring future leaders, or challenging the status quo, he does it with wit, wisdom, and a relentless drive to transform the way we experience work. An award-winning HR professional, an author, a podcast host, and a Certified Happiness Coach, he’s been recognized over 50 times for his contributions to the field. When he’s not decoding workforce dynamics, you’ll find him on a mountain trail or cruising through Mumbai on his Royal Enfield.

SAILESH BALAKRISHNAN MANAGER/ASSISTANT DIRECTOR, HRBP, EY

INTERVIEW

SAILESH BALAKRISHNAN

Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

One accomplishment that stands out in my career was when I successfully I led a large scale HR tech transformation project. The teams were initially very anxious about integration, potential ambiguity in the way forward and way of working, usage of systems etc. I worked closely with leadership to design a communication strategy, team connects and created a detailed integration framework that emphasized transparency, inclusion and team bonding. This shaped my career in two ways by reinforcing my belief in the power of proactive HR interventions and it gave me the confidence to take up more complex projects.

Mentorship and collaboration stand atop to my career growth. I am a firm believer that no one truly grows in isolation and over the years I have been very fortunate to have some amazing mentor that I look up to constantly for career advice.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

I am a firm believer of a balance of valuedriven leadership and strategies that can translate to practical and achievable actions.

So, in my experience, having a clarity of purpose and vision, empathy and active listening, empowerment and accountability, consistency and integrity, adaptability and learning mindset and recognition and wellbeing are some principles/ strategies have proven most effective for me and my team.

“I am a firm believer of a balance of value-driven leadership and strategies that can translate to practical and achievable actions.”

They have not only guided me to technical aspects of HR but also helped me navigate on how to approach leadership and decision making. These experiences have left a lasting imprint and constantly remind me to pay it forward by mentoring others and to foster a culture of where collaboration is not just encouraged but also celebrated.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In my opinion, the environment that I am currently associated with, the key mindset for staying innovative and relevant is growth mindset coupled with adaptability and a strategy which is further outlined by smaller actionable goals. What has helped me stay ahead is the willingness to learn, unlearn and relearn.

Getting into an entirely new setup, I felt like a rookie again and I believe that openness to new ideas and new ways of working has what has kept this interesting and going for me.

The other key skill that has helped me over the years is the patience when things get tough and the persistence to never give up and to always be curious. I think these are some critical for one to be successful in their respective fields.

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SAILESH BALAKRISHNAN

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

The foremost important advice that I would like to pay forward that I had received early on in my career was to consistently focus on creating impact and not chase titles or applause as recognition is a byproduct of it and good work that creates impact would automatically get recognized. I would advise the Gen Next to focus on value creation, building strong relationships, staying curious and having a continuous learning attitude, balance empathy with courage and most importantly investing in yourself.

ABOUT THE AUTHOR: Sailesh Balakrishnan is an accomplished HR professional with over a decade of diverse experience in strategic HR business partnering, talent management and organizational development. He is currently associated with EY where he leads the Risk Consulting Talent Team, driving initiatives that align people strategy with business priorities. Throughout his career, Sailesh has partnered with leadership to shape highperformance cultures, enhance employee experience and enable sustainable talent outcomes. His experience spans workforce planning, performance management, employee engagement, and change management with a consistent focus on building trust and empowering people to thrive. Known for his empathetic yet resultdriven approach, Sailesh believes in the power of collaboration, mentorship and continuous learning to create lasting impact. With a passion for developing inclusive workplaces and a vision for long term growth, he continues to contribute meaningfully to both organizational success and individual career journeys.

SAKSHEE SUD HR DIRECTOR BEIERSDORF INDIA

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

One of the most defining accomplishments in my career was spearheading a project at the intersection of business partnering and talent management. The mandate was ambitious — align diverse stakeholders across functions to drive a critical business goal which required influencing without authority, navigating competing priorities, and galvanizing resources towards a shared vision. What made it truly impactful was how it demonstrated, both to me and to the leadership team, the pivotal role HR can play as a strategic enabler of business outcomes. By embedding talent insights into business strategy, we not only met our objectives but also strengthened leadership pipelines and enhanced team engagement. This experience had a lasting impact on me, it shaped my professional trajectory by reinforcing my belief that the true power of HR function gets unleashed when it acts as a true partner in value creation. It gave me confidence to take on larger mandates where the dual lens of business impact and people growth could be brought together to deliver sustainable results.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

In my experience, three leadership principles have consistently enabled teams and organizations to succeed. First, I believe in respecting the diversity of ideas. Great solutions rarely come from a single perspective; encouraging open dialogue and seeking buy-in early ensures alignment and creates ownership across all levels. Second, I focus on anchoring during turbulent times.

SAKSHEE SUD Change and uncertainty are inevitable, but when leaders provide clarity of direction and reinforce priorities, it gives teams the confidence to stay focused on what truly matters. Finally, I believe in leading from the front. Whether it is rolling up my sleeves in times of challenge or celebrating wins alongside my team, visible commitment builds credibility and trust. Together, these principles have helped me create resilient, engaged, and high performing teams that deliver not just results, but also a culture of shared success.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have been cornerstones of my professional journey. I have been fortunate to learn from several senior leaders — some I had the privilege to work with, others I met at different stages of my career. I often turn to them at critical crossroads, and their insights have guided me in making thoughtful decisions. What makes this network of mentors truly valuable is its diversity. They come from different industries, functions, age groups, and life experiences.

This variety ensures that I am exposed to multiple perspectives, which helps me examine challenges through different lenses rather than relying on a single way of thinking.

Collaboration, too, has been central to my growth. Many of my most impactful projects were successful because of collective ownership and shared expertise. Together, mentorship and collaboration have helped me stay grounded, open to learning, and more effective as a leader.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

INTERVIEW In an industry that is constantly evolving, I believe the two most crucial mindsets are adaptability and a digital orientation.

Adaptability ensures that as business realities shift, leaders and teams remain agile in embracing change rather than resisting it. It is about being comfortable with ambiguity, learning quickly, and pivoting strategies when required. For HR, this means proactively anticipating workforce needs and evolving practices to stay relevant. Equally important is cultivating a strong digital orientation.

Technology is no longer a support function but the backbone of how organizations operate, connect, and scale. Leaders who understand and leverage digital tools can unlock efficiency, strengthen decision-making with data, and create more personalized employee experiences.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

For aspiring professionals, my biggest advice is to view HR as a strategic driver of business success. When you approach challenges with both a people lens and a business lens, you create solutions that are impactful and sustainable. Second, invest in continuous learning and adaptability. The HR landscape is evolving rapidly with digitalization, new workforce models, and shifting employee expectations. Staying curious, upskilling, and being open to change will keep you relevant and future ready. Third, value relationships and collaboration. Much of HR’s success lies in influencing without authority, and that comes from building trust, listening deeply, and respecting diverse perspectives. In the end, HR is about people — and when you genuinely care, your impact multiplies.

Recognition then becomes a by-product of the value you create.

ABOUT THE AUTHOR: Sakshee Sud is a HR professional with experience 15+ years across multiple sectors including BFSI, Pharma, IT, Telecom and most recently FMCG. She currently works with Beiersdorf (home of brands like Nivea, Hansaplast, Eucerin etc) as HR Director. She is adept at leading change and developing high performing teams that enable business results and has led cross-cultural teams in APAC to execute people strategy. Her aim is to elevate employee experience and build an inclusive and high-performing future ready workforce. An electronics engineer from NIT Surat she shifted gears and decided to get into management and completed her MBA in HR from SIBM, Pune. On the personal front - She is an avid traveler who loves spending time with her toddler. She is also passionate about helping stray animals and dedicates her free time towards this cause.

SANTOSHI SHENOY VICE PREIDENT - HR, UNILIGHT INSURANCE BROKERS

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

One accomplishment that stands out in my career was the design and launch of our in house leadership assessment center. It wasn’t just a project—it was a strategic shift in how we identified, developed, and empowered future leaders. Faced with the challenge of scaling leadership capability across a growing organization, we moved away from outsourced models and built a robust internal framework. This involved training certified assessors, aligning competencies with business strategy, and embedding the process into our talent lifecycle. The impact was immediate: sharper succession planning, deeper leadership insights, and a culture of ownership around development. What made it truly transformative was the ripple eAect.

Leaders began to see assessment not as an event, but as a continuous journey. It fostered cross-functional collaboration, elevated coaching conversations, and positioned HR as a strategic enabler. This milestone shaped my trajectory by reinforcing a core belief: when HR leads with insight and intent, it doesn’t just support the business—it shapes it.

It taught me that sustainable impact comes from building capability, not dependency.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

The most enduring strategies I’ve seen—and practiced—are grounded in four interconnected principles: Purpose-Driven Clarity Effective leaders articulate a compelling vision and translate it into actionable goals. When teams understand not just what they’re doing but why it matters, alignment and motivation follow naturally.

SANTOSHI SHENOY Empathy as a Strategic Lever Empathetic leadership isn’t just about being kind—it’s about listening deeply, understanding context, and responding with agility. It builds trust, fosters psychological safety, and unlocks discretionary effort.

Empowerment with Trust and Accountability Empowering teams to take ownership while maintaining clear expectations creates a culture of responsibility. Leaders who balance autonomy with structured feedback cultivate resilience and innovation. This approach involves creating an environment where employees at all levels feel trusted to make decisions, take calculated risks and own their outcomes.

Authenticity and Continuous Learning In times of transformation, authenticity becomes a stabilizing force. Leaders who model vulnerability, embrace feedback, and evolve with their teams inspire a culture of growth and adaptability.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have profoundly shaped my leadership journey.

Early on, I was mentored by a leader who didn’t just guide me—he challenged me to think systemically, communicate with clarity, and lead with empathy. His influence still echoes in how I coach others today: through inquiry, not instruction. Collaboration has allowed me to harness the collective intelligence of my teams, fostering an environment where diverse perspectives converge to spark creativity and drive impactful solutions. Both mentorship and meaningful collaboration have not just helped me become a better version of myself but also catalysed in building communities of purpose and practice.

INTERVIEW These experiences taught me that mentorship isn’t a one-time conversation—it’s a continuum of growth. And collaboration isn’t about consensus—it’s about co-creation.

Together, they build trust, spark ideas, and leave lasting imprints on both careers and cultures.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In a landscape defined by rapid change, I’ve learned that innovation doesn’t come from certainty—it comes from adaptive curiosity.

It’s the mindset to learn, unlearn, and relearn with agility and purpose. For me, staying relevant has never been about having all the answers—it’s about asking better questions, embracing ambiguity, and challenging the status quo with courage and reflection.

Strategic agility has been my compass. It’s not just about reacting to change—it’s about anticipating it, aligning swiftly, and pivoting with clarity. I’ve seen how bold decisions, made with foresight and flexibility, can inspire confidence even in uncertain times. Resilience, too, has shaped my journey. It’s the quiet strength that sustains innovation— the ability to adapt, recover, and keep moving forward when the path isn’t linear. I’ve witnessed resilient teams turn setbacks into fuel, and feedback into growth. Navigating the everevolving currents of our industry has been exhilarating. For me, agility isn’t just a skill— it’s a lifeline. Embracing change has become second nature. It’s not about adapting—it’s about seizing the moment and transforming challenges into opportunities for bold, meaningful progress.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

SANTOSHI SHENOY For aspiring professionals, my advice is to lead with intent. In HR and leadership, success isn’t measured by titles—it’s earned through trust, clarity, and contribution. Early in my career, I focused on mastering the fundamentals: listening deeply, communicating with precision, and aligning people strategies with business outcomes. Over time, I realized that influence grows when you elevate others.

Another key lesson: stay relentlessly curious.

The industry evolves, and so must we. Whether it’s embracing digital transformation or rethinking engagement models, those who adapt with purpose stay relevant. And finally, build your credibility before seeking visibility.

Recognition follows when your work speaks louder than your words. Collaborate generously, mentor without agenda, and show up with authenticity—even when it’s uncomfortable. Your impact will enrich your life in ways you never imagined. Stay authentic and humble. Leadership isn’t a destination— it’s a discipline. If you focus on creating value, recognition will find you.

ABOUT THE AUTHOR: Santoshi Shenoy is a strategic HR leader, currently serving as Vice President – HR at Unilight Insurance Brokers Private Limited.

With 18 years of cross-industry experience spanning IT, manufacturing, pharma, and insurance broking, she has redefined HR as a catalyst for business growth and cultural evolution. Renowned for blending operational excellence with strategic foresight, she consistently delivers transformative results Her portfolio includes pioneering in-house leadership assessment centers, architecting milestone celebration frameworks, and spearheading digital HRMS transformation. A staunch advocate for inclusion, continuous learning, and recognition, Santoshi has built cultures that thrive on capability, collaboration, and care. Her empathetic yet execution focused style inspires trust across all levels, positioning HR as a strategic partner in shaping futureready agile organizations.

SEEMA SHIRSATH HEAD - HR MANAGER, DR. D Y PATIL VIDYAPEETH

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

One accomplishment that stands out in my career is leading the implementation of a Continuous Feedback Mechanism at Dr. D. Y. Patil Vidyapeeth’s Centre for Online Learning, replacing the traditional annual appraisal system. The aim was to foster a culture of ongoing development through quarterly check-ins, developmental conversations, and simplified competency tracking. The turning point came when a highly respected senior faculty member strongly opposed the change, fearing it would be time-consuming and irrelevant for academic roles. Instead of confronting the resistance, I adopted a collaborative approach —holding one-on-one discussions, providing customized demonstrations, inviting input for faculty-friendly modifications, and offering a pilot run. His eventual endorsement transformed him from a critic into a champion, accelerating acceptance across the institution. This initiative not only improved communication, goal alignment, and engagement but also strengthened my conviction that change management is less about enforcing systems and more about winning hearts and minds.

By embedding empathy, inclusion, and dialogue into transformation, I learned how to turn potential obstacles into opportunities for stronger buy-in. This experience has shaped my career trajectory, positioning me as a strategic HR leader who blends innovation with human connection to drive lasting organizational impact.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

SEEMA SHIRSATH In my experience, the most effective leadership strategies are rooted in empathy, inclusion, and adaptability—especially when driving transformation. I have found that success comes from placing people at the center of change, ensuring they feel heard, valued, and involved. For example, while implementing a Continuous Feedback Mechanism to replace annual appraisals, I encountered resistance from a highly respected senior faculty member. Rather than imposing the change, I engaged in one-on-one dialogue to understand his concerns, provided customized demonstrations, incorporated his suggestions, and invited him to participate in a pilot.

His eventual endorsement transformed him from a skeptic into a champion, accelerating acceptance across the organization. This experience reinforced my belief that collaboration over coercion creates lasting impact. Leveraging design-thinking, stakeholder engagement, and agile feedback loops in my HR initiatives—whether digitizing policies, launching wellness programs, or modernizing onboarding—has consistently improved adoption and outcomes. Leadership, to me, is not about directing from the top but about co-creating solutions, enabling teams with the right tools, and building trust through transparency and recognition. When leaders lead with curiosity, openness, and resilience, they not only achieve organizational goals but also inspire a culture of continuous growth and shared success.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have been central to my professional growth and the success of the initiatives I’ve led. I believe progress is rarely a solo effort—it is built on shared expertise, diverse perspectives, and the courage to learn from others.

INTERVIEW One of the most formative experiences came during the rollout of the Continuous Feedback Mechanism at Dr.D.Y.Patil Vidyapeeth’s Centre for Online Learning.

Facing strong resistance from a senior faculty member, I drew on guidance from mentors who had navigated complex change management scenarios. Their advice—to lead with empathy, seek dialogue, and involve stakeholders in co-creation—shaped my approach. By actively listening, customizing solutions, and inviting collaboration, I turned a critic into a champion, which accelerated institutional adoption. Similarly, crossfunctional collaborations—with academic deans, IT teams, and medical professionals— were instrumental in launching wellness programs, digitizing HR policies, and modernizing onboarding. These partnerships taught me that inclusive problem-solving not only delivers better outcomes but also strengthens trust across the organization. The influence of mentors and collaborators has instilled in me the belief that leadership is amplified when you create space for others’ expertise, share credit generously, and remain open to learning— values that continue to shape my professional journey.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In an industry defined by rapid change, the most crucial mindset for staying innovative and relevant is adaptive curiosity—the willingness to constantly learn, experiment, and evolve while keeping people at the heart of transformation. Throughout my career, I’ve embraced design-thinking, agile methodologies, and stakeholder collaboration to modernize HR processes, from launching a Digital Induction Suite for hybrid teams to digitizing HR policies and introducing a Continuous Feedback Mechanism.

SEEMA SHIRSATH Each initiative required not just technical know-how, but the openness to test ideas, gather feedback, and refine solutions based on user experience. Equally important is empathetic change leadership—understanding that innovation succeeds only when people adopt it. When resistance arose during the rollout of the Continuous Feedback system, I used dialogue, customization, and co-creation to convert a skeptic into a champion, ensuring long-term acceptance. Innovation is not about chasing every new trend; it’s about aligning technology, processes, and culture to create sustainable value. By staying curious, adaptable, and people-focused, leaders can navigate evolving landscapes, anticipate future needs, and deliver solutions that are both relevant today and resilient for tomorrow.

“By actively listening, customizing solutions, and inviting collaboration, I turned a critic into a champion, which accelerated institutional adoption.”

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

The most valuable lesson I’ve learned in my HR journey is that impactful leadership is built on empathy, adaptability, and collaboration. Recognition follows naturally when you focus on creating meaningful value for people and the organization. In my experience—whether launching a Digital Induction Suite, digitizing HR policies, or implementing a Continuous Feedback

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SEEMA SHIRSATH

Mechanism—success wasn’t just about the technology or process; it was about engaging stakeholders early, listening deeply to concerns, and co-creating solutions. One defining moment was turning a vocal critic of the feedback system into its strongest advocate through dialogue, customization, and inclusion. That taught me that resistance often signals an opportunity to refine and strengthen your approach. For aspiring professionals, I’d say: embrace change with curiosity, lead with humility, and measure success not only by efficiency gains but by the trust you build.

Leverage mentorship, seek diverse perspectives, and never underestimate the power of small, consistent improvements. When you focus on solving real problems and uplifting those you work with, recognition becomes a byproduct—not the destination—and your work leaves a lasting, positive imprint on both people and the organization.

ABOUT THE AUTHOR: Seema is an accomplished HR professional with over 14 years of experience across diverse sectors and currently serves as the Head HR Manager at Dr. D.Y. Patil Vidyapeeth’s Centre for Online Learning, Pune. Her expertise spans talent acquisition, employee engagement, performance management, policy development, and strategic HR operations. Throughout her career, she has led initiatives that enhanced employee experience, streamlined HR processes, and fostered a positive organizational culture. Skilled in building HR systems from the ground up, she addresses employee concerns with empathy while aligning HR strategies to business objectives. Holding dual MBAs in HR and Finance along with certifications such as CHRO, HR Analytics (IIM), HR Generalist, Lean Six Sigma, PMP, and TQM, Seema blends strategic insight with operational excellence. Passionate about creating transparent, inclusive, and futureready HR practices, she actively engages with professionals committed to driving innovation in human resources.

SHALINI MISHRA HEAD HR, SHUBHAM K MART PVT. LTD.

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

When I joined Shubham K Mart Pvt. Ltd., I didn’t start from zero—I began with a negative: I was the first member of the HR department, tasked with building an entire function from scratch. From selecting the right company fit to assembling a new team and establishing a brand-new department, the initial phase required vision, resilience, and collaboration.

Looking back over three years, I see how far we’ve come. We implemented comprehensive documentation, developed standard operating procedures, and defined processes that streamlined operations. We introduced a rewards framework that aligned with performance and culture, and we did so together as a cohesive team.

This journey transformed me from a lone contributor into a cross-functional collaborator who can balance strategic planning with practical execution. It reinforced the value of structured onboarding, clear process ownership, and data-driven reward systems in driving organizational growth and employee engagement.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

Carrying leadership with empathy, grace, and professionalism is a foundational determinant of effective leadership and sustained business success. People are our most valuable asset, and the way we lead them shapes outcomes as much as strategy.

SHALINI MISHRA Empathy as a leadership principle: Actively listening, understanding diverse perspectives, and acknowledging challenges fosters trust, collaboration, and psychological safety.

Grace under pressure: Maintaining composure, delivering constructive feedback, and modeling resilience helps teams navigate ambiguity and setbacks without eroding morale.

Professionalism as a standard: Consistent ethics, clear accountability, and respectful communication establish credibility and align behavior with organizational values.

Strategic prioritization through people-first lens: Prioritize initiatives that amplify team strengths, shorten feedback loops, and accelerate learning.

Transparent decision-making: Share rationale, involve relevant stakeholders, and communicate outcomes to sustain alignment and commitment.

Coaching over commanding: Develop others by enabling experimentation, delegating authority, and investing in growth opportunities.

Sustainable accountability: Set clear metrics, celebrate progress, and address gaps promptly with support and solutions.

In practice, these principles translate into a culture where high performance emerges from empowered teams, clear purpose, and consistent, value-driven behavior. If you’d like, I can tailor these into a concise leadership principles statement for your context.

“Carrying leadership with empathy, grace, and professionalism is a foundational determinant of effective leadership and sustained business success.”

INTERVIEW 3. How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have profoundly shaped my career, accelerating learning and expanding impact beyond what I could achieve alone.

Mentorship: Guidance through ambiguity: Mentors translate vague goals into actionable steps, reducing trial and error.

Skill amplification: Targeted feedback accelerates growth in leadership, communication, and strategic thinking.

Career navigation: Advocates widen opportunities and expand networks.

Psychological safety: Trusted mentors create space to experiment, fail fast, and iterate.

Collaboration: Cross-functional perspective: Working with product, engineering, finance yields holistic, value-driven solutions.

Shared accountability: Collaboration fosters ownership, transparency, and faster decisions.

Peer learning: Reviews, shadowing, and mentorship circles reinforce development.

Influential mentors and collaborators: Mentor: Provided strategic framing and helped transition from individual contributor to cross-functional leader.

Mentor: Challenged prioritization and introduced data-driven decision-making.

Collaborator: Brought domain expertise that sharpened our roadmap.

SHALINI MISHRA Collaborator: Modelled servant leadership and coached me in developing junior teammates.

Lasting imprint I actively seek feedback, value psychological safety, and integrate mentorship into routines.

I prioritize high-leverage collaborations and cultivate a culture of continuous learning.

Q: In navigating an Industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In a continuously evolving industry, the most crucial mindset is relentless learner + adaptive problem-solving.

Continual learning habit: Proactively seek new knowledge, trends, and technologies.

Dedicate time for reading, experimentation, and formal upskilling.

Curiosity with intent: Ask probing questions, test assumptions, and validate ideas with data and user feedback.

Adaptive mindset: Be willing to pivot strategies, reframe problems, and embrace iterative experimentation.

Systems thinking: Understand how changes ripple across people, processes, and technology to anticipate impact.

Cross-functional collaboration: Build diverse networks to synthesize perspectives and accelerate learning.

Bias toward experimentation: Develop a disciplined approach to hypothesize, run small tests, measure outcomes, and scale learnings.

Resilience and psychological safety: Bounce back from setbacks, share learnings openly, and foster an environment where risk-taking is safe.

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SHALINI MISHRA

In practice, combine a structured learning plan with a portfolio of experiments that align with core goals. If you’d like, I can tailor a personal development plan or a lightweight experimentation framework for your field.

“Listen deeply, value diverse perspectives, and model composure under pressure.”

Q. For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you have learned in your field?

For those seeking recognition in our field, the most valuable lessons center on continuous growth, adaptability, and integrity.

Commit to lifelong learning: Stay curious, upskill proactively, and translate knowledge into impactful practice.

Embrace change with agility: Anticipate shifts, experiment deliberately, and adjust plans without losing sight of core objectives.

Lead with empathy and grace: Listen deeply, value diverse perspectives, and model composure under pressure.

Maintain unwavering perseverance: Persist through challenges, learn from setbacks, and keep your long-term goals in view.

Balance professional and personal life: Sustain energy and perspective by safeguarding well-being and boundaries.

Uphold professionalism: Demonstrate reliability, ethical judgment, and respectful communication in every interaction.

Chase purposeful excellence: Strive for outcomes that blend quality, impact, and organizational values.

ABOUT THE AUTHOR: Shalini Mishra is the National HR Head at Shubham K Mart Pvt Ltd, with over 14 years of experience across manufacturing, agriculture, services, retail, international automobile, and education. She specializes in strategic HR management, talent development, and organizational transformation, having led diverse teams across geographies. A strong advocate of biasfree recruitment, Shalini champions fair, inclusive, and merit-based hiring practices to build high-performing, diverse, and future-ready workforces— an ethos she believes is vital for the retail sector’s growth and success.

SHEENA VENGIYIL SENIOR MANAGER L&OD MAXIMUS INDIA

INTERVIEW

Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

One of the most impactful accomplishments in my career was leading the transformation of our learning strategy to align with evolving business needs. By introducing a blended learning model and embedding capability-building into everyday workflows, we saw a measurable improvement in learner engagement and performance outcomes. This experience not only deepened my understanding of strategic learning design but also positioned me as a trusted partner to business leaders, shaping my journey toward more enterprise-level impact.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

Empathy, clarity, and empowerment have been my guiding principles. I’ve found that when leaders communicate a clear vision, listen actively, and create space for others to lead, teams thrive.

In the Learning function, this translates to co-creating solutions with stakeholders, celebrating small wins, and continuously iterating based on feedback. These strategies have helped build trust and drive sustainable change.

SHEENA VENGIYIL Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have been central to my growth. I’ve been fortunate to learn from leaders who modeled resilience, strategic thinking, and inclusive leadership. Collaborating across functions especially within HR, business heads, and tech teams has expanded my perspective and helped me design learning experiences that are both relevant and scalable. These relationships have shaped not just what I do, but how I do it.

“In the learning space, staying relevant means being open to new technologies, pedagogies, and learner expectations.”

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

Curiosity and adaptability are essential. In the learning space, staying relevant means being open to new technologies, pedagogies, and learner expectations. I’ve embraced a mindset of continuous learning whether it’s

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SHEENA VENGIYIL

exploring AI in learning or experimenting with microlearning formats. The ability to pivot, learn fast, and apply insights has kept our initiatives future ready.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

Stay learner-centric and business-aligned. The most impactful work happens when you deeply understand your audience and connect learning outcomes to business goals. Also, build your credibility through consistency and collaboration. Recognition often follows when you focus on creating value, not just visibility. And finally, never stop learning— your growth fuels the growth of others.

ABOUT THE AUTHOR: Sheena Vengiyil is a seasoned Learning & Leadership Development architect with over 16 plus years of experience in designing and delivering impactful learning solutions across industries. Her expertise spans strategic planning, change management, talent development, and technology-enabled learning. Sheena is certified in multiple L&D disciplines, including Learning Strategy, Analytics, Facilitation, and Change Agility, with accreditations from Brandon Hall, Dale Carnegie, Knolscape, and the Josh Bersin Academy. She has successfully led global, cross-functional teams and implemented outcome-driven programs rooted in adult learning principles. A recipient of the HR 40 Under 40 award by Jombay, Sheena is known for her influential communication and collaborative leadership.

Beyond her professional role, she is passionate about writing, public speaking, emceeing, and voiceover work bringing creativity and inspiration to every endeavour.

SONU GUPTA FOUNDER-CHRO, CODERSBRAIN

INTERVIEW

SONU GUPTA

Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

One of my most impactful accomplishments was founding CodersBrain in 2015 and transforming it into a trusted partner for startups and Fortune 500 companies to build high-performing engineering teams. By focusing on skill alignment, cultural fit, and ethical hiring, we reduced client hiring timelines by up to 50% and costs by 30%, while improving retention rates.

This achievement shifted my career from technology program management to HR-tech innovation leadership, earning awards like Best CHRO of the Year 2025 and HR Trailblazer Award. It reinforced my belief that true HR innovation is about human enablement at scale, not just technology.

Mentorship and collaboration have been the backbone of my professional evolution. I have been fortunate to work with leaders who encouraged me to blend technical expertise with human-centric leadership. Their guidance taught me to view challenges as opportunities for innovation. Collaborating with talented colleagues across electronics, and HR-tech sectors has expanded my problem-solving skills and cultural intelligence. One particularly influential collaborator helped me refine CodersBrain’s inclusive hiring framework, which has since become a core differentiator for the company. These experiences reinforced my belief that growth multiplies when ideas are shared, perspectives are respected, and success is built together.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

In my experience, the most effective leadership strategies include: Clarity of Vision – Clearly defining the “why” and aligning teams to a shared purpose.

Empowerment & Trust – Giving people autonomy, resources, and the confidence to take ownership.

Agility in Decision-Making – Adapting quickly to change while staying grounded in long-term goals.

Data-Backed Insights with Human Judgment – Balancing analytics with empathy in decisionmaking.

Continuous Learning Culture – Encouraging skill growth, innovation, and open feedback loops.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In a constantly evolving industry, the most crucial mindset is adaptive curiosity—the willingness to continuously learn, unlearn, and reimagine possibilities. Pairing this with skills in strategic foresight ensures you’re not just reacting to trends, but anticipating and shaping them. For me, staying innovative means blending data-driven decision-making with human empathy—leveraging technology to enhance, not replace, human potential. It also requires a resilient, experimental approach, where failure is treated as feedback and iteration is constant. This mindset has enabled me to keep CodersBrain relevant, future-ready, and at the forefront of HR-tech transformation.

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SONU GUPTA

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

My advice to aspiring professionals is to lead with a clear sense of purpose and always align your actions with your core values. Build meaningful relationships based on trust and collaboration, because opportunities often come through people, not just processes. Stay curious and adaptable—commit to continuous learning so you can navigate change with confidence. Focus on delivering genuine value in every role, knowing that recognition will naturally follow consistent impact. Above all, hold integrity as your compass; in the long run, ethical and sustainable growth is the most rewarding kind.

ABOUT THE AUTHOR: Sonu Gupta, Founder & CHRO of CodersBrain and an IIT Guwahati alumnus, is a distinguished HR-tech innovator blending technical expertise with people-centric leadership. With over 15 years of experience spanning aerospace, engineering, and HR leadership—including roles at Boeing, Airbus, Honeywell, and L&T—he has scaled CodersBrain into a fully bootstrapped, 100+ crore revenue enterprise operating across the USA, UK, Australia, Singapore, and beyond.

Under his leadership, the company has empowered over 10,000 developers, built a 200+ strong team, and championed inclusive hiring from Tier 2/3 cities and career returnees.

An author of Sustainable Human Resource Management and AI and founder of HR Adda, India’s peer-led HR community, Sonu is recognized with accolades such as Best CHRO of the Year 2025 and HR Trailblazer of the Year. He is committed to democratizing opportunity, amplifying human potential, and creating systems where innovation is guided by empathy, fairness, and transparency.

SREEHARSHA TANUKU SENIOR MANAGER HR SHV ENERGY | SUPERGAS

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Looking back, what stands out most in my career is not a single project, but the journey of working across vastly different industries and organizations—from nimble start-ups where every decision had an immediate impact, to large-scale multinationals where transformation required vision, patience, and strategic influence. In small organizations, I learned to be hands-on and resourceful, often managing the entire HR cycle—from recruitment and onboarding to performance management and cultural building— sometimes all in a single day. These roles sharpened my ability to act quickly, think creatively, and deliver results with limited resources. In larger corporations, I gained the depth of working within structured, global environments, leading initiatives in talent management, leadership development, and employee engagement across diverse geographies. The exposure to different cultural contexts taught me how to tailor strategies without losing the core values of an organization. At every step, I made a conscious choice to keep learning—whether mastering AI-driven HR analytics, understanding emerging workforce trends, or earning advanced professional certifications.

This commitment to growth ensured that, no matter the size of the organization or the complexity of the challenge, I could bring both agility and strategic insight to the table.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

In my experience, the most effective leadership stems from three core principles (CEE): Clarity, Empathy, and Empowerment. First, clarity of vision and direction ensures that every team member understands not just what needs to be done, but why it matters.

SREEHARSHA TANUKU This alignment drives focus and commitment.

Second, empathetic leadership builds trust. By genuinely understanding individual motivations, challenges, and aspirations, a leader can create an environment where people feel valued and engaged.

Finally, empowerment through accountability transforms teams. Providing autonomy, along with clear expectations and support, fosters innovation and ownership of results.

Strategically, I have found that blending these principles with data-driven decision-making— using analytics to anticipate challenges, measure engagement, and track progress— creates a balanced approach where people and performance thrive together. This combination has consistently enabled me to steer teams through change, drive cultural transformation, and deliver sustainable business impact.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration have been integral to my growth as a leader. Throughout my career, I’ve actively sought relationships where knowledge, perspective, and constructive challenge are freely exchanged.

Mentorship has expanded my strategic thinking, empathy in leadership, and datadriven decision-making—skills that directly align with the CMI Level 7 standard of strategic leadership, which focuses on influencing at the highest organizational levels and driving long-term business transformation.

Collaboration has reinforced another key CMI Level 7 principle: creating synergy across diverse teams to deliver sustainable results.

Whether implementing talent strategies, integrating cultures post-acquisition, or shaping leadership pipelines, I’ve seen how shared ownership accelerates success.

INTERVIEW One mentor in particular instilled in me the value of “listening deeply before deciding”—a practice that not only builds trust but also ensures strategic decisions are informed, inclusive, and impactful, exactly in the spirit of CMI’s senior leadership competencies.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In an industry that is constantly evolving, the most crucial mindset is adaptive curiosity—the willingness to embrace change, challenge the status quo, and actively explore new ideas.

This is not just about reacting to trends but about anticipating them and shaping proactive responses. From a skills perspective, I’ve found that combining data literacy with strategic thinking is key. Leveraging AI-driven analytics in HR, for example, has enabled me to uncover patterns, predict challenges, and create solutions that are both innovative and practical. Staying innovative and relevant also means maintaining a balance between technology and human insight—using data to inform decisions while staying deeply connected to people’s needs and organizational culture. This balance ensures that innovation is not just novel, but impactful and sustainable.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

For aspiring professionals, my biggest advice is to treat your career as both a journey and an investment. The most valuable lessons I’ve learned are: 1. Never stop learning – Stay curious, seek certifications, explore emerging technologies, and keep sharpening your skills. In my case, embracing AI in HR analytics has opened doors to greater impact.

SREEHARSHA TANUKU 2. Build genuine relationships – Success in HR and leadership is deeply rooted in trust and collaboration. Invest in people as much as in processes.

3. Balance empathy with evidence – Listen actively, understand people’s needs, but also ground decisions in data for credibility and sustainability.

4. Be adaptable – Industries shift fast; the ability to pivot gracefully is a career advantage.

5. Own your growth – Recognition often comes when you proactively take on challenges others shy away from. Ultimately, it’s about leaving a positive, measurable mark wherever you work.

ABOUT THE AUTHOR: Sreeharsha Tanuku is a seasoned Human Resources leader with proven 15 years if experience and expertise in strategic HR advisory, talent management, and organizational development. He brings strong experience in leveraging AI-driven data analytics to design robust metrics for employee engagement, leadership development, and informed business decision-making. His analytical skills have supported multiple strategic initiatives, enabling organizations to align people strategies with long-term goals.

Sreeharsha holds CMI Level 5 and Level 7 certifications from the Chartered Management Institute—Level 5 demonstrating advanced operational management capability, and Level 7 reflecting strategic leadership mastery at a senior executive standard. With a background in cultural integration, workforce planning, and change management, he is recognized for balancing empathy with strategic foresight.

Passionate about building inclusive, futureready workplaces, Sreeharsha combines human-centric leadership with data-led insights, ensuring organizations not only achieve results but also nurture environments where talent thrives.

SREEJA GOVINDANKUTTY SENIOR MANAGER - HR, ZF WIND POWER COIMBATORE, ZF GROUP

SREEJA GOVINDANKUTTY

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

If I had to choose one accomplishment that truly shaped my journey, it would be leading the cultural transformation through the ZF Way rollout. What makes it special is that it wasn’t just a framework handed down — it was cocreated by employees and leaders, hand in hand at the ZF Group level. That’s why it became more than a poster on the wall; it turned into lived values practiced day after day. ZF Way was brought alive through leadership storytelling sessions, bar camps – an innovative format of learning & sharing and inclusion-focused engagement interventions for adoption and sustenance. Being a ZF Way Champion playing a part in coining the ZF Way and being a Multiplier to etch it in every employee’s mind is something I take pride in. Driving this transformation was both grassroots and topdown. It sharpened my ability to influence, to involve stakeholders meaningfully, and to take people on the journey from awareness adoption excellence. The ADKAR model may describe it in theory, but living it in practice shaped who I am as a Transformation Agent.

The biggest lesson I carry is this: culture cannot be imposed; it has to be inspired. Change management is not about forcing adoption, but about creating an environment where people genuinely want to live the change.

Read about ZF Way @ ZF Way – It’s about community - ZF

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Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

True leadership is not measured by how many people you lead, but by how many people believe in the journey you are leading them on. For me, leadership has always been about taking people along.

Titles don’t make leaders — trust, authenticity and the ability to nurture talent do. I’ve seen teams thrive when leaders walk the talk, foster genuine collaboration and practice what is termed as innocent listening — listening without judgment, with a curiosity to truly understand.

Equally, I’ve come to believe that leadership is not about commanding followers but about becoming the kind of person people choose to follow. That choice is earned through consistency, empathy and integrity. Just as important as knowing what to do is knowing what not to do. Leadership weakens when it becomes the loudest voice in the room, when stress is passed down like a baton, or when facetime is valued over real impact. It falters when leaders dismiss perspectives or stifle innovation. And above all, leaders must stay conscious of their Johari Window — blind spots can make or break trust.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentors, to me, are not just those who show you the light at the end of the tunnel, but those who also walk with you through the path. My first mentor has been my mother, who taught me resilience and the courage to face adversity. And always, my inner voice remains my constant mentor — guiding me through every stage of life.

Listen to yours; it often knows the way before you do. Professionally, I’ve been fortunate to have mentors who trusted me, challenged me and stood by me when the road wasn’t easy. While I prefer to thank each of them personally, their imprint has been profound — they helped me grow first as an individual and then as a professional. Collaboration has indeed played a huge role in my journey. Some of the most meaningful work I’ve done has been possible only because people came together with openness and trust. Just like a garden doesn’t bloom unless the soil is nurtured, no idea or initiative can grow

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unless the people around it care enough to make it flourish.

offer as the most valuable lessons you've learned in your field?

“Be bold enough to stand apart. And above all, stay true to the impact you want to create”

Simply put, give your best in whatever you do.

No contribution is ever too small — what may feel ordinary to you could be life-changing to someone else. At every opportunity, ask yourself: what value am I bringing to the table?

That question keeps you sharp, purposeful and relevant. And when you add your own signature touch — that secret ingredient that makes your work unmistakably yours — you don’t just complete a task, you leave a mark.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

Recognition is never about chasing the spotlight; it’s about leaving footsteps clear enough for others to follow. When you do that consistently, success finds its way to you. So be unique. Be bold enough to stand apart. And above all, stay true to the impact you want to create — because in the end, it’s not about being noticed, but about being remembered.

Curiosity is the key. The moment we stop asking questions, we stop growing. For me, staying relevant has always meant being a lifelong learner — open to unlearning what no longer serves and ready to relearn with fresh eyes. I often remind myself that the human mind is the most complex machine on earth.

It can create breakthroughs, but it can also resist change with equal force. To stay innovative, you need the courage to sail through those storms — both your own and the ones around you. At the same time, innovation cannot come at the cost of losing our humanity. In every transformation, I’ve seen how the humane touch makes the difference between compliance and commitment. Technology, processes and strategies may change, but empathy and connection will always remain timeless skills.

In an industry that keeps evolving, the mindset that matters most is one that combines curiosity with compassion — the drive to learn and the heart to listen.

Q: For aspiring professionals seeking recognition like yours, what advice would you

ABOUT THE AUTHOR: Sreeja PG is a people-focussed business driven HR leader whose career has been defined by the belief — ‘Our People, Our Success’. Over the past 14 years, at ZF Wind Power Coimbatore, she has championed Learning, Leadership Development, Employee Engagement and Inclusion with the conviction that every small action can create meaningful impact. Steering a High-Performance Culture that values individual contributions, Building a pipeline of talent be it for leadership or niche critical roles and Retaining key talent through Organizational Development interventions are other areas that Sreeja drives with Passion.

What sets Sreeja apart is her ability to make transformation feel human and relatable. She believes HR is at its best when it shapes not only organizations, but also the lives of people within them — creating workplaces where trust, respect, integrity and compassion are as valued as performance.

SUMIT AGARWAL ASSOCIATE, GREAT PLACE TO WORK INDIA

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

The most defining moment in my career came when I turned rejection into opportunity.

After being rejected by 30 schools, 6 MNCs, and countless other roles, I decided to stop waiting for permission and start my own agency. Within just a few years, we crossed ₹24 lakh in annual revenue—something I had once thought impossible for someone like me, born with cerebral palsy and facing a lifetime of underestimation. That milestone wasn’t just about financial success; it was proof that resilience, creativity, and grit can rewrite the script life hands you. It gave me the confidence to expand my impact—designing DEI strategies, delivering workshops, and later being invited to platforms like TEDx, IITs, and IIMs. That entrepreneurial leap taught me that the greatest turning points often come disguised as setbacks, and that building something of your own can be the most liberating and empowering choice you ever make.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

I believe leadership is less about hierarchy and more about creating spaces where every voice matters. In my work, I’ve found three principles to be most effective: psychological safety, inclusive decision-making, and leading by example. When people feel safe to speak up without fear of judgment, creativity flourishes. When leaders use participatory tools—like Liberating Structures, World Café, and Appreciative Inquiry—they invite teams to co-create solutions rather than passively execute orders. And when leaders themselves model vulnerability, they signal

SUMIT AGARWAL that it’s okay to admit mistakes, ask for help, and learn openly. I’ve also seen the transformative impact of celebrating small wins. It builds momentum and reinforces that everyone’s contribution counts. In diverse teams, the leader’s role is not to have all the answers but to ask the right questions, connect the right people, and create conditions for growth. In short, the best leaders are like gardeners—they nurture the environment, remove obstacles, and let each person grow in their own light.

“Some collaborators have taught me patience, others courage, and some the art of letting go of control to make space for co-creation.”

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship has been one of the most transformative forces in my journey. Early on, I met people who didn’t just advise me—they challenged my self-doubt and reminded me that my lived experience was a strength, not a weakness. They gave me frameworks to think bigger, take risks, and trust my own voice.

Collaboration has been equally powerful.

Whether designing inclusion strategies for global corporations, running workshops for educational institutions, or working with grassroots communities, I’ve learned that the best results happen when diverse perspectives meet with a shared purpose. Some collaborators have taught me patience, others courage, and some the art of letting go of control to make space for co-creation. My most meaningful professional milestones— whether a high-impact workshop, a national campaign, or an award—have been the

INTERVIEW product of collective effort. The lasting imprint is clear: no matter how skilled you are individually, your reach and impact multiply when you walk alongside others, learning and building together.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

If I had to name one trait that has kept me relevant, it would be curiosity. In the DEI and facilitation space, change is constant— workplace cultures shift, social narratives evolve, and new tools emerge every year. My approach is to remain a lifelong learner. I regularly explore and adapt frameworks like Design Thinking, Gamestorming, Inclusion Nudges, and Journey Mapping to fit different contexts. But beyond skill acquisition, the mindset matters more—staying humble enough to admit you don’t have all the answers and open enough to experiment without fearing failure. Innovation often comes from simply listening deeply to the people you serve, identifying patterns in their challenges, and co-creating solutions tailored to their reality. It’s also about unlearning outdated approaches, even ones that once worked well. The moment you think you’ve “arrived” is the moment you start becoming irrelevant. The professionals who stay ahead are those who combine expertise with adaptability, grounded in a genuine desire to solve problems that matter.

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

Awards and recognition are milestones, not destinations. My journey taught me that the real measure of success is the impact you create when no one is watching. Focus first on

SUMIT AGARWAL mastering your craft—whether that’s speaking, facilitating, designing, or leading—and let recognition be the by-product of consistent, meaningful work. Embrace your unique story; it’s the one thing no one else can replicate, and it will be your strongest differentiator in any competitive space.

Build relationships with authenticity and generosity, not just when you need something. Be willing to share credit and celebrate others’ wins.

And never underestimate the power of resilience —there will be rejections, setbacks, and moments of self-doubt. Use them as fuel rather than roadblocks. Finally, remember that growth is a lifelong process. Keep learning, keep listening, and keep showing up with purpose, empathy, and courage. Recognition will follow—but the real reward will be the lives you touch along the way.

ABOUT THE AUTHOR: Sumit Agarwal is The SDG Ambassador for DEI and Icon of the Election Commission of India.

Born with cerebral palsy, Sumit has built a career guiding organisations — from startups to Fortune 500s — to become more inclusive, resilient and performance-driven. He’s spoken at 350+ events including TEDx, IITs and IIMs, serves as an Associate at Great Place to Work and was recognised as a LinkedIn Top Voice for Disability Advocacy.

Sumit blends rigorous frameworks with playful, participatory tools to create change that sticks.

He draws on Design Thinking, Liberating Structures, Gamestorming, Sketchplanations and the Doodle Revolution, and uses ThinkPaks, LEGO® SERIOUS PLAY®, Moth Cards, Design Thinking Cards and Real Conversation Cards to translate strategy into practice.

His keynotes and workshops fuse storytelling, evidence and actionable frameworks — helping leaders design inclusive policies, equitable recruitment pipelines and psychologically safe teams that deliver measurable impact.

TANUSHREE MAHANTY LEAD – MEDIA RELATIONS & EXTERNAL COMMUNICATIONS, BIRLASOFT

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

It is difficult to single out one accomplishment, as my journey across varied industries has been defined by many pivotal experiences that have paved critical learning curves at different stages. Each milestone brought its own challenges, but also invaluable lessons that strengthened me as a professional.

Managing a large-scale B2C product launch early in my career taught me ownership and accountability. Experimenting with blogger engagements and influencer collaborations when they were still emerging concepts gave me fresh perspective on how PR can drive consumer engagement in innovative ways.

Winning new business opportunities and transitioning into a managerial role reinforced the importance of perseverance and leadership.

Some of my most rewarding experiences came from high-stakes assignments - navigating crises through meticulous planning, repositioning a brand to rebuild consumer trust, shaping the narrative of a major acquisition to reassure investors and employees, and leading leadership profiling campaigns that elevated media visibility.

What may appear as ordinary milestones today were, at the time, significant leaps that pushed me beyond my comfort zone. Even now, I believe growth comes from embracing the unfamiliar. In a field where impact is often invisible, these wins - big and small - continue to fuel passion, purpose, and progress.

Q: In your experience, what principles or strategies in leadership have proven most

TANUSHREE MAHANTY effective in steering teams and organizations toward success?

Over the course of my career, I’ve realized that the most powerful leadership strategies are often the simplest in practice but profound in impact. One that has stayed with me is creating space for quieter voices. Often, the most original ideas come from individuals who hesitate to speak up. By encouraging them to share their perspectives with senior leaders, I’ve seen confidence grow, fresh ideas emerge and their equity within the organization strengthen. Recognizing silent contributions behind the scenes has been equally important in keeping teams motivated and valued.

Resilience with empathy has also proven vital.

In difficult times, I believe in being transparent about the realities while showing compassion. This balance builds trust, and trust invariably drives performance. Giving people ownership of their work without micromanagement encourages them to go beyond expectations and cultivates a sense of pride in what they deliver.

I also see continuous learning, open feedback, and collaboration as cornerstones of strong teams. Each promotes growth, sparks innovation, and ensures that ways of working remain dynamic and relevant. When these strategies converge, organizations evolve into vibrant ecosystems of creativity, adaptability, and sustain success.

“In difficult times, I believe in being transparent about the realities while showing compassion.”

INTERVIEW Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

I have been fortunate to work with some great leaders, amazing managers and colleagues whose influence has left a lasting imprint on my career. Many recognized potential in me before I saw it myself - giving me the confidence to explore, the courage to take on new roles, and the resilience to navigate challenges. While some days were tough, those experiences strengthened my conviction and sharpened my decision-making.

Each mentor imparted something invaluable: the importance of timing in the fast-paced world of PR, the craft of storytelling across diverse media, the ability to handle difficult clients with pragmatism, and the discipline of cultivating the right mindset for self and teams. Constructive feedback encouraged me to embrace tough questions and think strategically, while genuineness and trust became guiding principles in my work.

Collaboration has also been a defining force.

Every new business pitch or crisis reinforced the power of collective effort - how diverse perspectives and fresh thinking elevate outcomes beyond what any one individual can achieve.

For me, mentorship has never been a single relationship but a continuum of learning across different stages. What endures is not only the advice, but the example set through actions that continue to inspire purpose.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

The PR industry is one of constant reinvention – defined by technology, shifting

TANUSHREE MAHANTY consumer behaviors, changing business models and the speed at which narratives are created and consumed. In my view, the single most crucial mindset for staying relevant is adaptability anchored in curiosity. It is not enough to master one channel or style of communication; one has to continuously unlearn, relearn, and experiment. Innovation rarely comes from doing things the same way.

The ability to spot emerging trends, test new formats and platforms, and adapt strategies quickly ensures that you stay ahead of the curve rather than react to it.

Equally important is authentic storytelling. In a world flooded with content, only narratives that are clear, relatable, and human-centered truly resonate, whether it’s traditional media, digital ecosystems, or AI-driven engagement.

Finally, collaboration fuels innovation.

Working across functions - marketing, digital, product, and drawing insights from diverse voices helps create communication that is not only creative but also grounded in real impact.

To me, staying pertinent in PR means embracing change fearlessly, seeking what’s next, and telling stories that matter.

“In a world flooded with content, only narratives that are clear, relatable, and human-centered truly resonate.”

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TANUSHREE MAHANTY

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

If I were to share one overarching lesson with aspiring professionals, it is that recognition should never be the goal - it is the outcome of consistency, curiosity, and courage. PR is a demanding field: long hours, unpredictable challenges, and moments when the impact feels invisible are part of the journey. What sustains you is the passion for storytelling and the belief that communication, done well, can shift perceptions and build lasting trust.

Transparency remains non-negotiable. Ideas expressed with honesty and integrity always stand out. Equally important is adaptability the ability to evolve with shifting platforms, audiences, and technologies, including mastering the art of writing in an AI-driven world where clarity and originality matter more than ever.

Relationships also define success. Building networks of respect - with colleagues, clients, media, and mentors, creates a foundation of trust that supports growth. Along the way, never underestimate the value of small wins.

Every pitch secured, every narrative shaped, every piece of feedback absorbed becomes a steppingstone.

Above all, be ethical, compassionate, and resilient - yet assertive when needed.

Recognition in this profession does not come from visibility alone, but from credibility, impact, and purpose consistently demonstrated over time.

ABOUT THE AUTHOR Experienced Communications Professional with 12+ years of work experience in the communications industry. Skilled in Strategic Communications, Client Management, Content writing, Media Relations, Influencer Relations and Team Management

TWINKLE NANAVATI SENIOR MANAGER – HR BUSINESS PARTNER, APEXON INDIA PRIVATE LIMITED

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

One of the defining moments in my career was leading a large-scale transformation that brought together multiple legacy organizations into a unified culture. I spearheaded three critical pillars: creating a global performance and rewards framework, digitizing HR processes via a global HRIS, and building trust through communication and onboarding programs. This wasn’t just a structural integration; it was a people-first shift that empowered employees to own change. Seeing employees not just adapt but embrace the change as their own was deeply fulfilling. This experience shaped my leadership philosophy: transformation succeeds when people feel involved, not instructed. It also strengthened my passion for combining technology and empathy to deliver sustainable HR solutions.

Mentorship and collaboration have been the cornerstones of my journey. I’ve been fortunate to learn from mentors who challenged my thinking, encouraged vulnerability, and modeled resilience in the face of change. These relationships taught me that the greatest leaders are also lifelong learners. Their influence endures in my commitment to pay it forward: mentoring the next generation and fostering environments where people can stretch, collaborate, and truly thrive. Every transformation I’ve led succeeded because it wasn’t done to people, it was done with them.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

For me, leadership begins with clarity, empathy, and co-creation. Clarity ensures alignment, empathy builds trust, and cocreation fosters ownership. During the integration journey, we avoided a “one-sizefits-all” approach and instead engaged diverse voice from executives to employees —through active feedback and pilot programs. Another guiding principle is agility with accountability.

In today’s world, it’s vital to adapt quickly without losing sight of our commitments.

Lastly, I believe recognition is a growth driver, not an expense. When teams feel valued and heard, they don’t just meet goals —they exceed them. To me, leadership is not about directing change but making people part of the change story.

“When teams feel valued and heard, they don’t just meet goals—they exceed them.”

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

Adaptability anchored in learning is nonnegotiable. Today’s HR landscape demands more than expertise—it calls for tech fluency, data literacy, and human-centric thinking.

During our transformation, we actively embraced AI and predictive analytics—not to replace the human touch but to strengthen it.

Equally important is curiosity. Constantly asking, “What if?” keeps us ahead of change.

Last but not the least is resilience—the ability to pivot without losing momentum—is a superpower in an evolving industry. For me, balancing digital intelligence with emotional intelligence is the winning formula for staying relevant and future ready.

INTERVIEW Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

My first piece of advice is to focus on impact, not titles. Genuine recognition follows when you create real, lasting value for people and business. Second, blend strategy with empathy — HR excels not just on robust processes, but on trust and relationships. Be relentlessly curious and tech-savvy, as the future of HR is digital, and early adopters will set the standard.

Finally, build relationships—mentors, peers, and teams who believe in your vision amplify your success. Every milestone I’ve celebrated was achieved by collaboration and continuous learning. And above all, Finally, believe in your power to transform challenges into opportunities—that’s where the greatest growth happens.

ABOUT THE AUTHOR: Twinkle Nanavati is a forward-thinking HR leader with over 15 years of experience in driving organizational change through technology, strategy, and empathy. She has played a pivotal role in large-scale transformation initiatives, harmonizing multiple legacy organizations into a unified culture. Her leadership approach combines clarity, cocreation, and agility, ensuring change empowers employees rather than imposing on them.

Passionate about HR automation, analytics, and digital integration, she leverages technology to enhance employee experience while keeping the human element at the core. A certified PPA Practitioner and Workplace Happiness Coach, she believes adaptability, curiosity, and resilience are the keys to thriving in today’s evolving business landscape. Her philosophy is simple yet powerful: focus on impact, embrace innovation, and lead with empathy. For Twinkle, every challenge is an opportunity to reimagine HR and build workplaces that are future-ready and people-centric.

VATSALA SAXENA ASSOCIATE DIRECTOR, WIPRO

INTERVIEW Q: Reflecting on your career, can you share an accomplishment that stands out as particularly impactful, and how did it shape the trajectory of your professional journey?

When you're given the chance to build something that doesn’t yet exist, you discover what you're truly capable of. That moment came for me when I was tasked with building and leading a high-impact transformation, an area I had never worked in before, backed by the belief of my leadership in my potential rather than my credentials. It demanded me to step beyond the boundaries of my role, take risks, and commit to learning at speed to deliver something truly impactful. With a clear vision, a passionate team, and the steadfast support of leadership and extended stakeholders, we built something extraordinary. The transformation didn’t just deliver, it significantly impacted key organizational metrics that were central to our strategic agenda. Watching those outcomes unfold was deeply rewarding, not just for what we achieved, but for how we achieved it: through trust, collaboration, and relentless focus.

This experience fundamentally reshaped my professional trajectory. It taught me that leadership isn’t about having all the answers, it’s about asking the right questions, mobilizing people, and staying anchored in purpose. It instilled in me a mindset of possibility, one that embraces challenge, values belief over pedigree, and empowers others to rise. Today, I lead with clarity, confidence, and a deep commitment to creating space for others to step into their own defining moments.

Q: In your experience, what principles or strategies in leadership have proven most effective in steering teams and organizations toward success?

In a world where technology evolves faster than titles, the most effective leadership isn’t

VATSALA SAXENA about control, it’s about creating clarity in chaos and momentum in uncertainty. I’ve learned that success doesn’t come from having all the answers, but from building environments where people feel safe to ask bold questions, take risks and challenge the expected.

One principle that has consistently shaped outcomes is the courage to lead beyond the job description. When leaders stretch themselves, learn something new, take on what hasn’t been done before, their teams begin to mirror this energy too. This mindset fuels innovation, especially in fast-moving tech landscapes where yesterday’s expertise may not solve tomorrow’s problems. Equally powerful is trusting potential over pedigree. When you believe in people before they believe in themselves, you unlock energy, ownership and creativity. I’ve seen teams transform when they are empowered to co-create not just execute.

Thus, Leadership today is not just about adaptability, empathy and intentional learning.

It’s also about listening deeply, acting decisively and evolving constantly. The most effective strategy I have embraced is to lead with purpose, model courage and build cultures where growth is not just encouraged, it’s inevitable.

Q: How do mentorship and collaboration factor in your career, and have there been mentors or collaborators whose influence has left a lasting imprint on your professional path?

Mentorship and collaboration haven’t just supported my career, they’ve shaped it’s very architecture. I’ve been fortunate to learn from mentors who didn’t just guide me, they challenged me to think bigger, lead deeper, and stretch beyond what I thought was possible.

Their influence wasn’t always immediate, but over time, their wisdom became embedded in how I approach

INTERVIEW complexity, growth, and leadership.

The experience of mentoring others has been equally transformative. It gently compels you to grow alongside them, to reflect more deeply, and to rise to the responsibility of being the mirror in which they begin to see their own potential. Collaboration too, has been a cornerstone. Working across diverse teams and ecosystems has taught me that progress is rarely linear and never solitary.

The most powerful ideas emerge when different voices are invited in, when assumptions are challenged, and when trust is built across boundaries. Together, mentorship and collaboration have taught me that leadership is not about control, it’s about connection. The most lasting impact isn’t in what you achieve alone, but in how you enable others to rise with you. Growth, I’ve learned, is a shared journey and the most meaningful paths are the ones we walk together.

Q: In navigating an industry that continually evolves, what, in your view, is the key skill or mindset crucial for staying innovative and pertinent?

In a world where change is the only constant, the most powerful mindset isn’t just adaptability but intentional adaptability.

Staying relevant isn’t about reacting faster, it’s about evolving with purpose. It’s the ability to pause amidst the noise, ask why and choose what truly matters. Innovation doesn’t come from chasing every trend, it comes from curiosity with direction, humility with conviction and foresight with empathy.

Curiosity keeps us open to what’s emerging.

Humility reminds us that expertise is temporary Foresight enables us to connect today’s signals to tomorrow’s possibilities

VATSALA SAXENA And empathy ensures we never lose sight of the human impact behind every innovation.

Equally pivotal is the courage to unlearn, to let go of legacy thinking, outdated assumptions and the comfort of “how it’s always been” In my experience, those who lead in evolving industries aren’t just agile, they are anchored.

They know what they stand for even as they reinvent how they deliver it. Lastly, relevance isn’t a race, it’s a rhythm. Those who master it don’t just adapt to change, they shape it. In a landscape that reinvents itself daily, the true differentiator is not how fast you move but how intentionally you evolve.

“The most lasting impact isn’t in what you achieve alone, but in how you enable others to rise with you.”

Q: For aspiring professionals seeking recognition like yours, what advice would you offer as the most valuable lessons you've learned in your field?

Recognition is never the goal, it’s the byproduct of consistency, courage and clarity.

I’ve learned that success doesn’t come from doing more, it comes from doing what matters, with intention. The most valuable lesson has been to stay anchored in purpose while remaining open to evolution. Industries change, roles shift, and expectations rise, but your values and your ability to learn must remain constant. Another lesson is don’t wait to be ready, growth always begins where comfort ends. Some of the most defining moments of my career came when I said yes

INTERVIEW

VATSALA SAXENA

before, I had all the answers, trusting that I would figure it out along the way.

Recognition is rarely earned in isolation. The communities, networks and teams you build around you will shape your trajectory more than any title or milestone. And finally, giving back.

I have had the privilege and honor to have been both a mentor and a mentee, it is truly rewarding to have seen how transformative it is to support others. When you lift others, you rise too, and that more than any accolade is the true measure of impact.

ABOUT THE AUTHOR: Vatsala Saxena is a trailblazing HR professional with over 12 years of crossindustry experience, including 9 years in Human Resources. Her career began in recruitment, where she mastered the art of leadership hiring across diverse domains. In her current role as Associate Director Program Management for the leadership hiring function, Vatsala leads enterprise-wide initiatives across strategy, transformation, operational excellence, and employee engagement. She has also contributed to highimpact HR projects spanning Inclusion & Diversity, Employer Branding, and other strategic focus areas in HR collaborating with diverse teams to drive meaningful, organization-wide change. Her personal mantra, “Experiment to Experience,” reflects a mindset of bold exploration and continuous learning. Whether she’s leading high-impact initiatives or coaching talent to think beyond limits, she brings empathy, creativity, and strategic foresight to every endeavor. Through her blog, #vatsalainsights on LinkedIn, she shares reflections that inspire others to think differently. Outside work, she’s an explorer at heart drawn to books, music, and photography.

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