Where do HR leaders draw inspiration from? What are their worst nightmares? How did they stand the test of the changing times? In this segment, we will trace your journey to the top. This is your story - a story that is made of extraordinary accomplishments, methods that helped you overcome adversity, innovative programs that you led, and fundamental changes that you brought in. It's your chance to inspire the next generation of leaders.

 

Pallavi Gupta, CHRO at Zopper, brings over two decades of experience in HR. Pallavi has worked across diverse industries, including manufacturing and tech, honing her expertise in areas like talent management, performance, and HR automation. Since joining Zopper in April 2024, Pallavi has played a key role in scaling the company's HR operations, helping to guide the organization through significant growth while maintaining a strong people-first culture.

In an exclusive interview with HR.com, Pallavi shares insights into her career journey, the evolving nature of workplace culture, the future of HR, and her strategies for building a high-performing workforce.

Excerpts from the interview:

Q: What has your HR journey been like and what influenced you the most to have a positive impact on your career?

Pallavi: Through my career trajectory, I was fortunate enough to have worked with multiple seasoned leaders in the present and past, and have only imbibed their positive traits in the current growth journey. The most influencing factor that stands out today is always having a business-first approach to HR initiatives.

My journey at Zopper started in April 2024. Since then, the overall HR function has been constantly increasing on the statistical front and organizational commitments. From a reasonable cluster of 100 folks in 2022, we mushroomed into a sizable workforce of 700+ strong today. With this meteoric growth, various challenges have been rapping on the doors of HR management. We realized that a more agile, data-driven approach is the modus operandi to convert these complexities into objectives.
 

Q: What is your biggest challenge at this moment? How do you plan to address it?

Pallavi: Laying the foundation for a scalable, future-ready organization, coupled with the right talent pool, is an area that needs some work.

Our greatest asset is our dynamic workforce. We are dedicated to providing a secure and engaged work environment where every employee can thrive. Our people-first work culture is shaped by our commitment to being an equal-opportunity employer.
 

Q: How do you see workplace culture evolving over the years?

Pallavi: People and organizations should examine themselves regularly. Culture is a powerful element of success. At Zopper, our mantra is simple: 'We are guided by speed and driven by ownership.'

The scenario has undoubtedly evolved; what happened a decade ago won't hold true versus what's happening now and shortly. Many companies are shifting toward flexible strategies that enable swift responses as market trends and consumer demands evolve. However, the rigidity of traditional company culture can hinder these developments. Ideas pass through significant numbers of people before implementation, and as a result, innovation often slows while customers struggle to get timely support.
 

Q: Where do you draw inspiration from? What do you say to those struggling to find a place in the boardroom?

Pallavi: Creating a positive impact on people's lives can work wonderfully. My inspiration is my set of people who have motivated me to stay the course and courageous, and helped me achieve the right things at work or in my personal life.

Coming to the point of boardroom struggle, my mantra is straightforward: Be confident, humble, and always put yourself out there, taking no second guesses! Always be on the front foot and have your style because confidence has no competition!
 

Q: How do you draw the line to achieve work-life balance?

Pallavi: Work is a part of life, and maintaining a steady balance is crucial. I ensure a seamless flow between professional and personal lives by adjusting work priorities and knowing when to focus on what.

Q. How have you transformed the work culture at Zopper?

Pallavi: Early last year, we launched our learning initiative, “Zopper Academy,” a dedicated effort to foster a culture of continuous learning and professional development within our organization.
 
In today's rapidly evolving corporate landscape, staying updated with the latest advancements and acquiring new skills is more crucial than ever. Therefore, we identified a few courses designed to be accessible and relevant - helping our employees expand their expertise, keep pace with emerging trends, and achieve career aspirations.

We have a very strategic approach to our recruitment process. We ensure that we are not merely filling positions but also building a talent pool that aligns with our long-term vision. By prioritizing talent density over volume, we aim to create a workforce equipped to innovate and adapt in a rapidly changing industry.

Our focus will be more on the perspective of technology and enhanced skills, not so much on the last-mile volume. Our organization is committed to utilizing artificial intelligence to enhance operational efficiency and enrich the employee experience. We prioritize innovation while maintaining a focus on human connection.
 

Q: What are the major trends you see affecting HR in the next few years?

Pallavi: The next few months will likely change HR as organizations evolve in response to various forces. Here are some of the major trends I see shaping the future:

Closing the Generational Gap: HR will increasingly focus on bridging the generational gap as the workforce diversifies. This means recognizing and addressing the differences in work styles, communication preferences, and values between Baby Boomers, Gen X, Millennials, and Gen Z. There will also be a greater emphasis on knowledge transfer, particularly as Baby Boomers retire and the need for mentoring relationships between younger and older employees grows.

New Tech and New Work: The digitization of work will drive HR to adapt new technologies, tools, and platforms for managing talent, communication, and workflows. AI-powered recruitment, performance tracking, and employee well-being apps will become commonplace. HR analytics will evolve, allowing organizations to make data-driven hiring, training, and retention decisions.

Performance Management Processes: Traditional performance reviews are on their way out. Many companies will continue to move toward more continuous feedback loops, emphasizing growth, development, and real-time performance management over annual reviews. The focus will shift from measuring performance against rigid metrics to understanding how employees contribute to the broader organizational goals and how they can develop within the organization.

Managers—The New Buddies: Managers will become more coaching and mentorship-oriented than supervisors. This shift will occur as companies realize the importance of fostering strong relationships between managers and employees to improve engagement and retention. Managers will be seen as key enablers of employee development, helping to guide personal and professional growth.

 
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