Exclusive Interview with Tara Varjavandi, Vice President Of Human Resources, Nakisa
Posted on 12-03-2021, Read Time: Min
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Where do HR leaders draw inspiration from? What are their worst nightmares? How did they stand the test of the changing times?
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As Nakisa’s Head of Human Resources, Tara Varjavandi is responsible for all aspects of human resources at Nakisa. Her responsibilities include talent acquisition, talent management, employee career development, total rewards, learning and training as well as employee relations. Tara started her career as an educator and has many years of experience teaching grade 10-12 Mathematics and Physics. She holds a Bachelor of Engineering from McGill University and a Graduate Degree in Education from the University of New England in Australia. |
In an exclusive interview with HR.com, Tara shares what drove her to people management from an engineering background, what has been her journey in HR been like, and her learnings and challenges, among others.
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?
Tara: My HR journey has been untraditional in the sense that I did not go to school for HR or people management, and I did not end up working in HR until much later in my career. I actually have my Bachelor’s degree in engineering and worked as an engineer before finding my passion in HR.
I am proud of my engineering background, but always felt something was missing in my career. I found myself thriving and enjoying work most, when I was able to support and collaborate with others. I am grateful that I found the courage to take a leap and switch my career path, as my true passion is working in HR.
In my experience, my ability to embrace change and think creatively has had the most positive impact on my career. Nakisa was a growing start-up when I joined 15-years ago. With it came constant change, from new processes being developed to entire departments being created. Working in this environment pushed me to embrace the unexpected and never get discouraged in the face of change.
I am thankful for the experience of working in a fast-paced environment – this is what shaped me into the HR leader I am today.
I am proud of my engineering background, but always felt something was missing in my career. I found myself thriving and enjoying work most, when I was able to support and collaborate with others. I am grateful that I found the courage to take a leap and switch my career path, as my true passion is working in HR.
In my experience, my ability to embrace change and think creatively has had the most positive impact on my career. Nakisa was a growing start-up when I joined 15-years ago. With it came constant change, from new processes being developed to entire departments being created. Working in this environment pushed me to embrace the unexpected and never get discouraged in the face of change.
I am thankful for the experience of working in a fast-paced environment – this is what shaped me into the HR leader I am today.
Q: What were your challenges during the early days of your career? What are those today?
Tara: Both in the early days of my career and today, the most prevalent challenge has been finding the best talent. At Nakisa, our top priority is our culture and supporting our employees. We are dedicated to adding members to our team that best represent and contribute to our culture of being friendly, compassionate, unified and team-oriented.
When I first joined Nakisa, there was no strong emphasis on company culture in the hiring process, as there is today. Covid-19 pandemic has dramatically shifted employees’ priorities and what they are looking for in an employer. Offering flexible and remote work arrangements, opportunities for professional growth and employee wellness benefits are no longer just “nice to have”, but imperative for companies to retain and attract the best talent.
It has always been, and will continue to be, a challenge for HR leaders to find top talent and help them grow into the best versions of themselves. I consider myself lucky to be an HR leader at a time where it’s so rewarding to help our employees succeed and flourish.
When I first joined Nakisa, there was no strong emphasis on company culture in the hiring process, as there is today. Covid-19 pandemic has dramatically shifted employees’ priorities and what they are looking for in an employer. Offering flexible and remote work arrangements, opportunities for professional growth and employee wellness benefits are no longer just “nice to have”, but imperative for companies to retain and attract the best talent.
It has always been, and will continue to be, a challenge for HR leaders to find top talent and help them grow into the best versions of themselves. I consider myself lucky to be an HR leader at a time where it’s so rewarding to help our employees succeed and flourish.
Q: How do you see workplace culture changing over the years?
Tara: I see two major changes impacting workplace culture over the next several years. The first is a rapid shift to digitalization and remote work. Especially in the tech sector, I believe remote work is here to stay, and we will never go back to the traditional 9-5, in-office, five days per week model. As more companies begin implementing permanent remote work and hybrid work models, they will need to consider the impact on company culture.
Ensuring that employees remain engaged with their work, have equal access to training and development and feel connected to their colleagues will need to be a top priority. Those who are deliberate about fostering a new virtual company culture will come out on top.
The second way I see company culture evolving is an increased desire by employees for their work to be meaningful. While salary and benefits are still important to employees, they are not enough to keep employees happy and engaged at work. Employees want to feel that they are making a difference in the world.
As a result, it will be up to HR leaders to develop a company culture centered on kindness, humility, compassion and teamwork. Cultivating a culture around these values brings a higher sense of purpose to any role, which not only makes employees feel good, but also positively impacts business outcomes.
Ensuring that employees remain engaged with their work, have equal access to training and development and feel connected to their colleagues will need to be a top priority. Those who are deliberate about fostering a new virtual company culture will come out on top.
The second way I see company culture evolving is an increased desire by employees for their work to be meaningful. While salary and benefits are still important to employees, they are not enough to keep employees happy and engaged at work. Employees want to feel that they are making a difference in the world.
As a result, it will be up to HR leaders to develop a company culture centered on kindness, humility, compassion and teamwork. Cultivating a culture around these values brings a higher sense of purpose to any role, which not only makes employees feel good, but also positively impacts business outcomes.
Q: Can you share the top three learnings from the challenges you faced?
Tara: Here they are:
- Welcome change. Approaching change as a positive opportunity, rather than a setback, is one of the most important lessons I’ve learned throughout my career. Welcoming change helps you grow as both an individual and employee – and it teaches you invaluable lessons about yourself and your strengths.
- Never lose sight of your values. This is something I learned from our CEO, Babak (Pasdar). It’s important to work hard and be disciplined, but that is not the only thing that matters. Ensuring that you remain true to yourself and humble in your work are just as important as delivering results.
- Never get discouraged. There will be always challenges and people always mistakes, but these help you grow as an employee, leader and individual.
Up and Close Name: Tara Varjavandi Title: Vice President of Human Resources Company: Nakisa Total number of employees: 250 – 300 When did you join Nakisa: 2006 Total (years) experience in HR: 15 years Hobbies: Playing with my cat, reading books and articles, hiking and walks in nature What book are you reading currently: Escaping the Build Trap: How Effective Product Management Creates Real Value |
Q: Where do you draw inspiration from? What do you have to say to those who are still struggling to find a place in the boardroom?
Tara: I draw inspiration from the meaning in my work. How HR leaders treat employees will have a ripple effect across the company and the rest of the world. Instilling empathy, kindness and compassion throughout Nakisa brings me inspiration to come to work each day.
My advice for those who are still struggling to find a place is to focus on your journey, not just your goal. Foster your talents, discover your weaknesses and refine them, lean-in to your strengths and be flexible on your path to whatever goal you set. If you prioritize continuous learning and growth, you will reach your desired outcome.
My advice for those who are still struggling to find a place is to focus on your journey, not just your goal. Foster your talents, discover your weaknesses and refine them, lean-in to your strengths and be flexible on your path to whatever goal you set. If you prioritize continuous learning and growth, you will reach your desired outcome.
Q: Where do you draw the line when it comes to work-life balance?
Tara: With increased remote work, the line between work and home is continuing to blur. How you feel at work impacts your home life, and vice versa. Every employee’s ideal work-life balance is different, and it’s important for HR leaders to cultivate a flexible workplace so each employee can thrive.
At Nakisa, we have a “flexible hours” policy so employees can choose a schedule that best fits their lifestyle. By setting core working hours from 10:00 am – 3:00 pm and allowing employees to take control over their schedule, we can demonstrate that we are committed to their wellbeing and trust them to get their work done.
At Nakisa, we have a “flexible hours” policy so employees can choose a schedule that best fits their lifestyle. By setting core working hours from 10:00 am – 3:00 pm and allowing employees to take control over their schedule, we can demonstrate that we are committed to their wellbeing and trust them to get their work done.
Q: What fundamental changes, in terms of culture, have you brought into your company?
Tara: Over the years, the company culture at Nakisa has become more unified and equitable. When I say unified, I do not mean “sameness,” but rather unified in our differences. We understand the value that unity in diversity can bring to an organization. When different perspectives and backgrounds are brought to the table, in a collaborative setting, more creative and innovative ideas are fostered.
We also have a strong emphasis on equity and equal opportunity for all employees, regardless of an employee’s background or how they identify. Whether it’s pay equity, opportunities for learning and development, or flexible work arrangements, all employees at Nakisa are treated equal. I’m proud to say that Nakisa’s culture is centered on celebrating our differences, cultivating an open and safe environment and being unified towards a common goal.
We also have a strong emphasis on equity and equal opportunity for all employees, regardless of an employee’s background or how they identify. Whether it’s pay equity, opportunities for learning and development, or flexible work arrangements, all employees at Nakisa are treated equal. I’m proud to say that Nakisa’s culture is centered on celebrating our differences, cultivating an open and safe environment and being unified towards a common goal.
Q: What are some major changes you see affecting HR within the next few years?
Tara: One major change that will impact HR for years to come is increased technology implementation. HR leaders need real-time organizational design and workforce analytics to keep pace with continuous business transformation. This technology will allow HR to be more strategic in hiring, structuring teams, increasing DE&I efforts and determining compensation and benefit packages.
Another major change that will impact HR in the next few years is an increased focus on global expansion. HR will continue to source international talent in response to the worker shortage. As more companies go global, HR teams will have to not only be well-versed in international hiring laws and protocols to remain compliant, but also ensure they are fostering a cohesive and united company culture to keep employees connected and engaged.
Another major change that will impact HR in the next few years is an increased focus on global expansion. HR will continue to source international talent in response to the worker shortage. As more companies go global, HR teams will have to not only be well-versed in international hiring laws and protocols to remain compliant, but also ensure they are fostering a cohesive and united company culture to keep employees connected and engaged.
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