Most Influential HR Leaders of - 2022.pdf

Vol. 08 | Issue 05
How to
Create Next-gen
Impactful HR Leaders?
A Dynamic Era
Traditional HR Leaders'
Transition into Modern
Compassionate Leadership
Embarking Innovations
IN3X Consulting

T
Editor’s Note
A REALM OF
TRIUMPH AND
GLORY
The advancements in emerging technologies are
transforming the traditional working methods of
the business world. It is resulting in the creation of
a new transition for the way in which businesses execute
their virtual and modern-day operations. These
augmentations have led to significant enrichments in
management styles and requirements, especially for an HR
leader.
Over the past few years, HR leaders have been endeavoring
with less complex tasks and responsibilities like keeping a
track record of the management, adhering to compliance,
and fostering healthy employee relationships. However,
today, HR pros often find themselves in constant contact
with prominent business leaders all over the globe. With the
advent of technology, many tasks that were formerly done
with a manual approach are now being managed through
automated systems.
Today’s HR leaders find themselves to be responsible for
managing and strengthening the company’s culture,

Abhishek Joshi
Deputy Editor
abhishek.joshi@insightssuccess.com
managing fast-paced changes, and empowering employees
to ensure the smooth functioning of all the primary business
operations.
Above all these functions, HR leaders are prompt in
ensuring good communication and ensure that the
employees and the organization are synced with each other.
An essential trait of any coherent HR leader is exhibiting
integrity and instinctively caring for the employees in the
workplace.
A great leader is one who thrives with a vision—a result-
oriented approach, and a goal-oriented mindset.
Additionally, they also envision a secure future for the
organization with a strategy that maintains the identiﬁcation
of the working principles—mitigation of potential growth
opportunities while surmounting the challenges and
remaining ahead of the curve.
These leaders are also formulating and deploying their best
approach to attract, retain, and enhance the operations with
a shared vision to boost and scale the progress of the
organization through strategic talent management. All these
aspects need passion to plan out the essential functions by
continuous learning and developing the traits that
benchmark excellence for any organization.
Shedding some light on the staunch HR leaders in the
niche, Insights Success features some of the enthralling
stories of the “Most Inﬂuential HR Leaders of – 2022.”
Flip through the pages and indulge yourself in the odyssey
of exhibiting sheer brilliance and achieving the lifelong
learning that paves a path to achieving the most valuable
asset of your life.
Have a Delightful Read!

A r t i c l e s
16
08
Nitin Dheer
Empowering Businesses by Enhancing Human Capital
C o v e r S t o r y
28
How to
Create Next-gen
Impactful HR Leaders?
A Dynamic Era
Traditional HR Leaders'
Transition into Modern
Compassionate Leadership

C O N T E N T
20
24
32
The Best Business Strategist
for Your Growth Momentum
Falguuni Sheth
Bridging Businesses with
Right HR Resources
Giri Krishnan
Leadership Acumen with
Quintessential Qualities
Vidya Rajagopalan

Brief
Vidya Rajagopalan is an adept HR leader who grasps
these aspects and amalgamates them through her unique
skillset, a strong sense of empathy and leadership compassion
Vidya Rajagopalan,
Head HR
Divani Design Labs
Company Brief
Nitin Dheer is one of the promient human resource consultants
who empower organizations by strengthening their necessary
resources- employees and workforce.
Falguuni Sheth is a certiﬁed Graphologist, Numerologist and
psychometric professional along with HR Consultant.
Giri Krishnan has been playing a pivotal role in bridging the
business organizations to the deserving and rightly qualiﬁed
candidates
Nitin Dheer,
Founder and CEO
Falguni Sheth,
Head of HR
Giri Krishnan,
Founder and CEO
IN3X Consulting
New Horizon
Futures And Careers
Featuring

Nitin Dheer
The future of HR will be a
balance of HR tech managed
by smart HR practitioners, with
a focus on deeper measurement,
predictive analytics, and
Employee wellbeing and
inclusiveness, led by
purpose-aligned leadership.
C o v e r S t o r y
Empowering Businesses by Enhancing Human Capital
‘‘‘‘

Business organizations across industrial sectors
function on the crucial pillars of infrastructure,
product offering, basic working systems, capital,
and workforce. However, the most contributing,
empowering, and value-adding function is its human
resource. They are the life and soul of any business
organization driving all the basic to essential functions into
productive motion.
People are one of the most important pillars of every
organization who contribute to most of the functions and
decision-making activities. Employees create resources and
opportunities for business growth, also displaying their
ownership role by protecting and safeguarding the company
assets.
However, managing people at times becomes challenging in
changing times. This is where the human resource
consultants come into the picture to play a pivotal role in
building, enriching, and boosting their potential. As one of
the prominent human resource consultants, Nitin
Dheer—Founder and Lead Consultant at Inqubex
People Solutions LLP—empowers the organizations by
strengthening their necessary resources- employees and
workforce.
The Beginning Moments
Nitin had an interesting career graph. With an MBA in HR
from XLRI, he started his professional journey by learning
the ropes of Industrial Relations with ITC Ltd in Kolkata.
He followed that up with a decade of HR Advisory with
large Consulting MNCs Andersen, Mercer, and Capgemini.
This phase took him all over India, Europe, the Middle
East, and APAC and helped him hone his consulting
capabilities; his last formal employment was with
Capgemini in the UK, working with clients in mainland
Europe and UK on assignments in Organization design and
change management.
At this stage, Nitin grew disillusioned with what he saw as
lacunae in client service with prominent consulting players
and their tendency to be overtly commercially inclined.
Boutique consulting outfits were often more driven and
client centric. This, along with the confidence acquired
through a decade of cross-border consulting, led Nitin to
develop the business plan for Inqubex.
The idea was to establish a boutique firm with deep
research-based methodologies, broad industry/domain
points of view, which operates at scale. Combined with a
strong implementation focus, client centricity, bespoke
solutions, a Key Account Management model, and an
integrative working style (as opposed to the talk-down
prescriptive style adopted by some consultants).
Inqubex was founded in 2009, keeping the above principles
in mind. The company operated with only one KPI for the
initial years – repeat business from satisfied clients. The
idea was to manage each account to ensure a prominent
level of service delivery and, therefore, client recall.
The second half of Nitin's career has been at Inqubex. This
journey has involved building robust methodologies and a
sustainable client base from scratch, nurturing and growing
a team of top-notch professionals, and building new offices
and expanding outside India. The last two years have been
dedicated to building HR tech and analytics capabilities to
ready Inqubex for the future and develop its HR tech
portfolio. A self-funded organization, Inqubex has been
profitable since its inception.
Nitin believes that a few factors have ensured this
successful journey:
• Staying true to the premise of deep customer service
• Being able to build a team of professionals with similar
values who have helped create the Inqubex story
We at Inqubex-inQsights
have embarked on this
journey through developing
cloud-based analytic solutions
and tools to help make our
advisory services more
data/measurement-based
and scalable.
‘‘‘‘

• Talking straight and being reliable
• Staying current with trends/new research and new ways
of working.
Promising Values
He believes the clients like the following aspects of his
personality:
• Humility and willingness to listen (rather than
prescribe)
• Cutting through the clutter and talking straight
• Understanding best practice/innovation/external trends
and being able to present them in a simple,
implementable/practical manner
• Deep functional knowledge and communication
capabilities.
The Sparkling Differentiators
Since its inception in 2009, Inqubex has serviced over 150
clients across geographies like India, MENA, APAC, and
Europe. The enormous success of Inqubex is that almost
75% of its business is repeat business from satisfied clients,
and over a third of its clients have worked with Inqubex for
more than five years.
Through this 13+ year journey, what has remained constant
across clients and projects, has been a high degree of
sensitivity to the cultural and operational needs of each
organization, and the focus on customized solutions and
delivery efficiency. This proposition was the starting point
of the Inqubex journey and continues to differentiate it from
its competitors. Its core values are exceptional customer
experience, agility, execution excellence, and a spirit of fun!
Core Functions of Lasting Impact
Inqubex is an HR analytics and advisory company that
provides enterprise clients with high-quality, efficient, and
implementable consulting services and cloud-based
analytics around organization structuring, talent
management, and employee engagement.
Most Influential HR Leaders of – 2022

Some people-centric business problems which Inqubex
helps organizations solve are:
• Planning organization structure and workforce scale up
in line with growth strategy.
• Identifying high potential talent for leadership roles
and supporting personalized development journeys.
• Building career paths and career management
frameworks to provide dynamic and multi-faceted
growth to employees.
• Helping legacy organizations identify pockets of under-
productivity and restructure in line with current
business priorities.
• Measuring drivers of employee engagement and
driving team motivation, retention, Ex, and culture.
• Helping organizations establish an HR Strategy and
key policies/ core HR processes.
Inqubex operates out of offices in Delhi NCR and Mumbai
and is in the process of setting up its office in Bengaluru. As
of 2021, it started operations in the Middle East under the
brand inQsights, operating out of the UAE.
The Inqubex team is assembled from top-notch institutions
like XLRI, IIM Kolkata (Calcutta), TISS, and MDI,
amongst others. These professionals possess deep HR
expertise and have delivered solutions with blue chip firms
in internal HR roles as well as consulted across sectors with
Inqubex.
Technological Edge
Nitin strongly believes in the power of technology but also
recognizes the irreplaceable role to be played by competent
HR practitioners in solving talent and organizational
challenges.
He believes that the future of HR will be a balance of HR
tech managed by smart HR practitioners, focusing on
deeper measurement, predictive analytics, and Employee
wellbeing and inclusiveness.
On HR tech - There is already significant adoption of
technology from the perspective of digitization of HR and
automation of administrative and repetitive tasks using bots
and AI. In the Learning and Development and Employee
Experience areas, Augmented reality applications and
Metaverse will play a significant role in the future.
He visualized that the future of HR Advisory has also been
impacted by adopting tech-enabled solutions supported by
best-in-class advisors.
Nitin added that the entire team at Inqubex-inQsights has
embarked on this journey through developing cloud-based
analytic solutions and tools to help make its advisory
services more data/measurement-based and scalable.
Inqubex-inQsights is currently in the market with a set of
diagnostic platforms measuring organizational productivity,
conducting virtual assessments at scale, and running Ex
diagnostics.
Each tool in this suite is methodology-led, cloud-based, has
off-the-shelf capabilities (e.g., built-in assessment
simulations), and at the same time is customizable (bespoke
assessments or multi-source feedback) to client-specific
needs and easy to deploy.
While building these platforms, "We have tried to remain
honest with our core values of deep expertise deployed
simply. The capabilities of our tech suite represent burning
I strongly believe in the
power of technology, but also
recognize the irreplaceable role
to be played by competent HR
practitioners in solving the
talent and organizational
challenges.
‘‘‘‘

needs for clients in the market, especially post-pandemic,"
expressed Nitin.
Some of the relevant features include:
· Cater to hybrid working
· Low lead time to deployment
· Real-time and deep analytics
· Focus on Diversity and Inclusion
· Employee engagement measurement
· Serve to drive employee wellness and wellbeing
He hopes to further evolve these tools by incorporating ML
for deep analytics and predictive guidance on attrition,
compensation and productivity, and simulated assessments
and development journeys in the Metaverse over the
coming years.
Growing from Challenges
The current challenges in the industry impact its advisory
services and tech platforms differently.
There is a talent churn that is taking place post-pandemic.
Organizations must be innovative and authentic to attract
and retain talent.
Inqubex has managed to navigate this tricky period because
of the confidence of its clients. It is continuing to build to
serve them better. On the tech front, the inQsights team has
had major learnings. While building these tools during the
pandemic, they discovered the complexity of building tech
tools in a standardized manner yet keeping them adaptive.
Nitin hopes to keep learning and building superior
solutions.
Tips on Professional Foundation
Nitin advises young entrepreneurs to focus on business
fundamentals like the core value proposition, customer
service, team mix, and profitability. Once these elements
get established in any young start-up, all the good things
(the big funding) follow automatically.
Secondly, to the many people who baulk at the prospect of
quitting their jobs and taking up entrepreneurship, Nitin
points out that the risk-reward ratio is great if they base
their venture on expertise/innovation. However, if
individuals just chase trends, the picture might not always
turn out rosy.
Marching Towards a Positive Future
Nitin expressed his ambition of scaling over the next three
years through the following strategic thrusts:
• New geographical expansion of advisory across India
• Growth through its HR analytics platforms and related
services
• Growth in the MENA geography
Traits of HR Leaders
Nitin elaborated that a good HR leader should be authentic
and empathetic in her/ his communication – this will help
them listen to their customers better and be better coaches.
They should strive to understand the business they support
(makes them credible) and operate with consummate
service orientation (makes them reliable).
The new age HR leaders also need to be more analytically
aligned and measurement oriented. The ability to ride the
digital HR stallion will be a differentiator in the future.
Some client testimonials, as shared overwhelmingly, are
mentioned as under…
"HR is a hard area and exceedingly difficult to win trust
and admiration. But having worked with Nitin, I can say
that it has been a wonderful experience. All the best for the
future!"
- Samudra Sen, Founder and CEO, LearningMate
"You and your incredibly talented team have done a
remarkable job. Wishing you and Inqubex many more
successful years.”
- Elizabeth Nanda, ex-CHRO, Fabindia
"Great show, Nitin. You and your team's work were
outstanding. I wish you good luck for the future."
- Sankar Ramamurthy, ex-CHRO, PI Industries
Inqubex People Solutions LLP is recognized among the 10
most promising HR Service Providers of 2020 by Silicon
India magazine.

HR Leaders?
How to
Next-gen
Impactful
Create
he human resource department holds a tremendous
Tpotential of developing, retaining, and transforming
organizational work culture. It becomes crucial for
the management to recruit and develop highly effective and
productivity-boosting HR leaders. Once groomed to the
expected standards, these next-gen HR leaders will
contribute effectively to the holistic development of the
organization. Let’s identify the comprehensive procedures
adopted by various organizational management bodies in
creating effective and impactful human resource leaders.
Imbibing the Vision
The company vision is set on a specific objective to guide
all departments in working in the right direction. The HR
professionals are given vision-based training that includes a
complete understanding, purpose, and meaning of the
vision. Further, they are taught about communicating,
sharing, and imbibing the vision in all the employees. It
involves regular multi-level communication about the core
values and principles, including vision, mission, quality
policies, and code of conduct.
Sense of Responsibility
Work gets done with timely decisions. Decisions can be
taken when the individual is responsible for his work
KRAs. The importance of people at all levels and arranging
all the essential facilities for better and more efficient
working—forms the main function of human resource
leaders. Evaluating work performance with the respective
department heads, implementing the standard rules, and
instilling a sense of discipline among the employees.
Training on Strong Basics
The prospective candidates are trained for understanding,
learning, observing, and preparing reports on various
company matters. Their training involves various tasks and
skill development for gathering observational data from
direct and indirect means. Understanding the real pulse of
the people is very important for management. Apart from
the basic communication skills, they are trained to be open-
minded, positive individuals who can be approachable for
all types of discussions.
Developing Analytical Skills
The HR department forms the eyes and ears of the
company, which are an open window of complete employee
16 | August 2022 | www.insightssuccess.in

A Dynamic Era

makes them popular motivators throughout the
organization.
Building Company-Employee Bond
Creating and imbibing a positive image about the
organization and rightly connecting it to the many benefits
offered, the HR team plays a pivotal role in developing a
good bond between the organization and its employees.
Employees look beyond the typical work formats and
responsibilities to connect personally as long-term family
members of the organization. The happy and satisfied
employees think good about the organization and spread
positivity echoing the vibes of the HR leaders.
Smart Lighthouses
Once trained and geared for their responsibilities, the HR
leaders steadily weave in changes to transform the entire
organization’s work environment towards a fast, efficient,
and self-evolving model. Their role and functions silently
contribute to moulding the employee mindset towards the
business objectives.
The tricky tasks of gauging the employee mindset can be
seamlessly achieved through the smart human resource
professionals who become the crucial bridge of
communication thereby helping in controlling and
managing diverse, challenging situations.
matters. Gathering observations and data figures is not
sufficient. They should create a logical inference from their
data and study. This either can become a valuable resource
on people’s behaviour, an essential aspect of making
policies, and crucial points for deciding on appraisals,
promotions, etc.
Identifying the Shinning Stars
Employees work on their specific tasks and perform their
duties. However, it is essential to identify the dedicated,
loyal, and silent performers who work exceptionally well
with consistency in their quality, work volume, and timely
delivery. The HR leaders are trained to identify these
prominent performers and appreciate their contribution.
These performers can be elevated to higher deserving
positions and entrusted with crucial roles and
responsibilities. Honouring the efficient contributors helps
create healthy competition among the employees for better
performance. Everyone starts aspiring to be efficient and
give their best results.
Developing and Driving Culture
HR leaders are the important representatives of the
management who build a good work culture in the
organization. They are trained in communicating the rules,
ethics, and mutual respect and cooperation. The culture is
built of collective efforts where homogeneous work
encourages learning and supporting each other.
Showcasing the Positive Perspective
Importance and meaning of being positive influencers are
imbibed through different approaches. HR leaders become
the hubs radiating enthusiasm and vigour. People look up to
them for learning of hearing something new, interesting,
and inspiring. They become the most trusted and revered
people-leaders. They become positive role models looked
up to by the employees as they exude confidence, energy,
and positive professionalism.
Enhancing the Productivity
Innovative motivation has been one of the prominent and
striking features of impactful HR professionals. During
their conversation with the employees, they ask certain
questions related to their performance and identify their
grey areas seamlessly. Suggesting the importance of time
management, productivity boosting tips, and quick working
-Kedar Borgaonkar

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Giri Krishnan
Bridging Businesses with Right HR Resources
Giri Krishnan
Founder and CEO
Futures And Careers

The true measure of our success will be the number
of people touched and transformed by our success.”
- Angela Ahrendts
“Men build too many walls and not enough bridges.”
- Joseph Fort Newton
As we read the above quotes, both convey deep meanings.
Successful organizations are known to be those who value
their core assets-the people. Moreover, it needs great effort
to organize the recruitment process involving many key
managers. The best choice smart entrepreneurs make is to
hire professional HR consultants who work on customized
specific tasks to complete turnkey team set-up.
These market experts are well equipped with systems,
skilled teams, and suitable technologies and adopt specific
strategies which help business organizations to save time,
effort, and involvement of crucial personnel and portray a
positive company standard in the employment circles.
These consultants are important platforms with an excellent
network enabling deserving candidates to reach the right
positions. Their role is very instrumental in opening
valuable career opportunities for scores of professionals
worldwide.
Precisely one professional HR consultant who has played a
pivotal role in bridging the business organizations to the
deserving and rightly qualified candidates is Giri
Krishnan, Founder and CEO of Futures And Careers.
Giri, BE (Mechanical) with MBA (Operations), manages a
team of twenty senior recruitment consultants and has
successfully placed more than 3000 candidates pan India
and abroad since 2007! He has two decades of core
operational experience in PSU, MNC, and top Indian
companies. Giri has more than 15 years of extensive
experience in HR and business improvement strategies!
The Success Story
Mr Giri Krishnan, Founder and CEO of Futures And
Careers, is known for his extensive work in the field of
recruitment, placements, and HR solutions. He has been
working since 1987 with various manufacturing companies
for 21 years in different metro cities of India. He
experienced the plight of stranded job seekers being
exploited by job consultants as he was one of them too. He
decided to quit his full-time job as COO to support the
cause of such job seekers and founded Futures And Careers
-FAC on 1st June 2022.
Right from its inception in 2007, FAC has been a pioneer in
promoting women's entrepreneurship. FAC has provided
employment opportunities to talented women Pan-India.
Most of the team members have re-commenced their
careers after a break. Currently, FAC employs around eight
full-timers, 12 freelancers and four interns.
Admirable Attributes
Giri is a multi-faceted and multi-dimensional professional.
He has numerous admired professional qualities, including
his smart decision-making capabilities and leadership skills.
He has an enthusiastic personality and having empathy
towards colleagues in all the situations. Giri is appreciated
for effective time management, work speed, technical
abilities, dependability, and high-quality HR skills.
The Company Perspective
Futures And Careers is a 15-year proprietary firm started in
the year 2007, intending to satisfy both IT and non-IT
clients by providing top-quality HR services. Team FAC
believes in the philosophy – of ‘Client delight above
everything else,’ and this drives FAC every day to
continuously better itself and continues delivering top value
to every single client engagement within its diverse
portfolio.
FAC traditionally focused on core recruitment and
placement services, executive search, permanent and
contract staffing, Recruitment Process Outsourcing (RPO)
services, etc.
From 2015 onwards, the company began catering to IT
Client talent requirements and providing HR Policies
implementation services, including building JDs, world-
class KRAs, KPIs, implementing the Prevention of Sexual
Harassment Policy (POSH), business improvement
services, and more. Giri expressed the company’s objective
to be known as a one-stop HR solutions provider!
He further revealed that FAC differs from its competitors
because it provides one dedicated recruiter for every client
requirement. Its USP lies in being the pioneers in social
media recruitment and seamless adaptation to the new
technologies. Giri said, “Our speed of service with business
is our other corner stone where we provide opportunities to
job seekers with Zero placement fees. We aim to bring a
“

T r a d i t i o n a l
HR Leaders’
Transition into
Modern Compassionate
Leadership

odern companies in various industries have felt
Mthe need of getting the ‘extra edge’ in their
human resource management. The current
policies adopted have proved to be wearing out from the
perspective of human resource objectives of staffing,
induction, training, implementation of HR policies, steps on
controlling untimely attrition, and other miscellaneous
issues.
Numerous psychologists and HR experts have harped on
the need of dealing with compassion. Yes. Compassion is
the buzzword as it offers the most necessary ‘extra edge,’
bringing a win-win situation for both—the organization and
the employees. Compassion, as defined in the dictionary, is
a strong feeling of sympathy or sadness for the suffering or
bad luck of others and a wish to help them.’
One aspect that the company management and the human
resource department realized was the need for
implementing the ‘extra edge’ of compassion. The HR
department is known for implementing strict discipline and
implementing company policies as a top priority.
However, it became a known fact that the discipline has its
limits. Discipline is good, however, when implemented in a
controlled manner. It might become restrictive and uneasy
if implemented mechanically, thereby creating discontent
among the employees leading to affecting their work
performance and even turnover.
Ÿ Efficiency blooms in Freedom
Employees have given better work results when they are
allowed to work independently, giving them some time of
their own. This helps in boosting their creativity and
extracts their true potential required for the work execution.
As the workforce gets the liberty of working in a flexible
environment, their work happens faster with enhanced
quality.
Ÿ Listening is Respecting
HR professionals have stepped a step forward from a
humane perspective by taking one-on-one sessions as well
as group interactions to develop a good bond. Employees
are allowed to speak out their views, issues, and
suggestions openly. When they are heard by the HR team,
they feel valued and respected. This changes and improved
the perception of the company in their minds.

Organizational management too identifies certain aspects
happening on the ground level.
Ÿ Communicating Emotionally
Emotional connection is very essential in developing a
healthy work culture in the organization. The human
resource personnel developed a friendly rapport with the
employees interacting on a regular basis regarding work,
office, professional as well as personal matters. The
management nowadays has stepped up in addressing
employee issues and offering solutions wherever possible
and feasible.
Ÿ Allowing Little Fun
Mixing with employees, sharing jokes, funny instances,
understanding their learning process at work, etc., have
been some of the numerous initiatives taken up by the HR
teams. Relaxation in between work breaks helps shed the
work pressure and refreshes their minds.
Ÿ Encouraging Participation
Various interesting activities are conducted by the HR
department that involve the active participation of the
employees in various cultural programs. Celebrating all
important national festivals enables the employees to enjoy
the festive fervour, building up their mood and adding value
to their working presence in the organization.
Ÿ Delegating ‘Beyond-work’ Tasks
Employees work based on their set KRAs and departmental
objectives. However, observing their innate qualities and
potential, the HR teams (in consultation with the
department heads) customize certain additional tasks to
certain employees. They are designated with a different
‘cute’ designation based on the project undertaken. This
gives them special importance and a sense of work
completion.
Ÿ Caring Through Sharing
Gathering for different purposes of lunch, tea breaks, and
before and after office interactions, they connect with
employees to share various aspects of experience, new
learning, feedback, and having lunch together. Employees
feel cared for and valued when the HR people connect
easily, interact with them, and are easily accessible to them.
Ÿ Leniency to a Certain Extent
Everyone has some minor limitations or daily challenges to
overcome. Many married employees must manage their
family responsibilities before and after office hours. Off-
station employees are given leverages in consideration in
early departures or late arrivals to benefit their travel
purposes.
Regarding the same, certain rules are eased in case of
reporting timings, optional work-from-home, choice of
taking leaves, and a few other miscellaneous factors. Such
leniency gives them essential breathers, making them more
loyal contributors in the long run.
Growing by Winning Hearts
As the company managements brace for productive goals,
the human resources have focused on polishing the ‘extra
edge’ of developing compassionate bonding with the
employees. This helps in developing a healthy work culture
connecting the employees emotionally with the
organization.
The management gains access to the employees and
understands the standard mindset, expectations, and
personal issues. This helps to control employee efficiency,
attrition, and respect for the organization as one big family.
Happy and satisfied employees contribute to the best of
their abilities and enhance others to offer value to the
organizational objectives.
-Kedar Borgaonkar

In the modern business arena—if there is a fundamental
that plays a crucial role in scaling any organization’s
growth and progress towards greater heights—it is
indeed human resource management. It is a proven fact that
successful HR leaders are those people who are skilled
enough for fulfilling a wide variety of roles and also those
who can effectively encourage the organization’s staff to be
at their best.
A Human Resource manager is an individual who is always
involved in more comprehensive and various aspects of
management in an organization—from framing the different
HR policies and their strategies to reaching out to the
employees—with a solution towards their concerns or
issues. Moreover, these professionals comprehend the
precision of staying alongside the latest trends, and best
practices in their profession, with immense discipline and
dedication.
Vidya Rajagopalan, Head HR for Divami Design Labs is
an adept HR leader who grasps these aspects and
amalgamates them through her unique skillset, a strong
sense of empathy and leadership compassion which
completely believes in her team’s potential.
A Leadership Redefining Human Resources
Vidya made her foray into HR in 2015 as a fresh MBA
Graduate working and setting up HR in a cybersecurity
start-up. Vidya has worked on setting up the HR Processes
and Policies for a leading labelling manufacturer in the
world.
Vidya understands the nature of the business, and she’s the
SPOC for all the HR activities.
She participates actively in Management Meetings and is
involved in critical HR management decisions.
With her effective skillset that ensured effortless working
for all the employees and assured safety, Vidya devised a
Work from Home Policy suiting the Company's needs. With
her exceptional expertise, Vidya is one of the key
stakeholders in Digital Marketing and SEO efforts for
Divami.
Vidya has been in the industry for nearly a decade, with
over eight years in HR Business Partnering. She has an in-
depth and rich experience in all areas of HR, making her a
seasoned HR professional. She is responsible for Divami’s
growth in terms of people and has played a pivotal role in
Employee Engagement and Retention.
Amalgamating Innovations with Qualities
Divami's USP is willing to exceed expectations and deliver
what its clients require. There were situations where the
team went beyond the agreed scope of the project to
provide the right solutions.
This is one of the primary reasons most of the clients return
to Divami because once the company signs a project with
its client, Divami takes up complete and absolute ownership
of the project, enabling its clients to focus on their business.
And at the end of the day, the designs make Divami, its
clients and their products successful.
Rajagopalan
Leadership Acumen with Quintessential Qualities
Most Influential HR Leaders of - 2022

We are one of the
top ve global
UX agencies,
according to Clutch.
Co - the top rating
and review platform
for prominent IT,
marketing, and
business services
companies.
Vidya Rajagopalan
Head HR
Divami Design Labs

Kindness, empathy, adaptability, and a strong sense of
ownership are some of the qualities clients and colleagues
appreciate the most. Out of these, compassion and a sense
of ownership play a crucial role.
Adding to this, Vidya expressed, “Empathy; because only
when one can step into different shoes and understand the
points of view of other stakeholders (employees, the
management, and the clients) can one come up with
compelling ideas to promote the welfare of all.” A sense of
ownership is essential to building trust with one's
colleagues and the management that one will get the job
done at the end of the day.
Embracing the Post-Pandemic Strategy
When asked about the challenges of the industry, especially
in the post-pandemic era, Vidya shared, “In the post-
COVID era, a lot has changed in the UI/UX business. Most
companies have now come to understand the importance of
scalable solutions and having a strong online presence. As a
result, the primary focus of the companies is now on
optimizing the online user experience. Security, usability,
and accessibility are also being given much greater
importance.”
“On the brighter side, in light of these factors, we have seen
an increase in SaaS, FinTech, and EduTech platforms. Right
now, Divami's strategy includes growing its clientele and
establishing itself as the undisputed leader in these sectors,”
she added.
Evolving with the Emerging Tech
Sharing her opinions on how adopting modern technologies
like AI and ML impact the UI/UX designing niche, Vidya
expressed, “Over the years, visual designers have come a
long way – from graphic and web designers to interaction
and product designers and now experienced designers. With
AI and ML coming into the picture, designers would
leverage data to determine automated systems' behaviours.”
“AI and UX can collaborate efficiently. There are a lot of
similarities between the workings of these two branches. AI
applies continuous learning by exploring data. UX
continuously tests and optimizes products based on user
feedback,” she added.
Word to the Wise
As advice for the budding aspirants willing to venture into
HR management, Vidya shared, “When it comes to
entrepreneurial solutions in the HR space, there are tons of
start-ups developing a wide range of innovative solutions
for recruitment. Still, many tech applications aren’t
designed to boost employee engagement.”
“In this era of The Great Resignation, such solutions can be
game-changing. And budding entrepreneurs in the HR Tech
space need to pivot and think in this direction,” she added.
Incorporating the Opportunities
Divami is rapidly expanding. With increasingly long-term
clients and a growing number of projects, Divami is looking
to expand its talent pool dramatically ng years dramatically.
At this point, getting equipped with the necessary tools,
training, and talent pool is essential to deliver efficient
excellence in every project. To cater to emerging demands,
Divami is preparing to be future-ready and is creating
solutions for new trends like Metaverse, Web 3.0, AR/VR,
IoT, and more.
Entering the Hall of Excellence…
The Confederation of Indian Industry acknowledged
Divami’s designs as the best. Furthermore, numerous
reputed journals have recognized Divami as India’s top
UX/UI Design company. Divami has also been featured in
the Harvard Business Review.
“We are one of the top five global UX agencies, according
to Clutch. Co - the top rating and review platform for
prominent IT, marketing, and business services
companies,” concludes Vidya.

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Most Influential HR Leaders of - 2022.pdf