The Genesis of a Passionate Career: An Unlikely Beginning
Parul Sharma’s journey into Human Resources (HR) was far from conventional. It all began during an internship at L&T, India’s largest conglomerate, where she first encountered the intricacies of talent acquisition. Initially, she was a young, eager student, unaware that this internship would be the catalyst for her two-decade-long career in HR. “Walking into the L&T office, I was both overwhelmed and exhilarated,” Ms. Parul recalls.
She quickly realized that talent acquisition was not just about filling vacant positions but about understanding an organization’s DNA and aligning the right people with the right roles. This profound realization inspired her to pursue a career where individuals could thrive, and organizations could grow symbiotically. From L&T, she ventured into diverse industries—engineering, FMCG, project consulting, and media. These experiences shaped her strategic thinking and leadership approach, enhancing her understanding of both local and global HR landscapes.
A Global Perspective on HR: Learning from Different Industries
Having worked across a range of industries, Ms. Parul believes this diversity in experience has profoundly influenced her approach to talent strategy and organizational development. “Every industry has its own nuances. Engineering taught me precision; FMCG showed me the importance of speed and adaptability; project consulting emphasized leadership, and media refined my creativity and cultural sensitivity,” she explains.
Her tenure in the European and APAC regions further amplified her belief that one-size-fits-all HR solutions don’t work. Instead, HR strategies need to be adaptable and culturally sensitive, catering to the unique needs of each organization, irrespective of its geography or sector. This adaptability has become the backbone of her HR philosophy—flexible, responsive, and future-proof.
Leadership: Learning from Mentors and Shaping Her Own Style
Reflecting on her journey, Ms. Parul highlights several defining moments that have shaped her leadership philosophy. “The most defining experiences have come from learning from the leadership styles of my mentors and bosses,” she shares. Some of them led with clarity, others with empathy, but each contributed to her evolution as a leader. These lessons, combined with her own experiences, allowed her to develop an adaptable, people-centric, and results-driven leadership style.
One of the most exciting moments in her career came during a time when she played a key role in scaling an organization. Establishing a company from the ground up provided her with the opportunity to dive deep into all aspects of HR, from talent acquisition to organizational design and leadership development. This holistic approach further honed her belief that leadership is not just about setting direction—it’s about fostering an environment where individuals feel empowered to contribute to the larger vision.
Human-Centric Leadership: A Critical Element for Organizational Success
Ms. Parul firmly believes that human-centric leadership is essential for any organization aiming to succeed. She vividly recalls a challenging moment during an economic downturn, where she had to navigate difficult redundancy conversations. The experience left an indelible mark on her: “Leadership is not just about business decisions—it’s about people, especially during times of crisis,” she reflects.
This crisis moment deepened her commitment to human-centric leadership, where empathy and long-term growth are prioritized alongside short-term business goals. In the face of automation and AI advancements, she stresses that leadership must focus on upskilling and preparing employees for the future. “Empowering people to grow is vital, not just for their personal development but for the future of the organization,” she emphasizes. This forward-thinking approach to leadership will be essential as businesses adapt to the new age of technology and automation.
Organizational Design & Talent Strategy: Structuring for Success
As an expert in organizational design, especially within high-growth matrix organizations, Ms. Parul identifies clear communication and cross-functional collaboration as the pillars of an effective organizational structure. “A matrix structure needs clear communication and alignment to a central strategy while allowing flexibility at the regional level,” she elaborates.
Empowering cross-functional teams and ensuring that they can make joint decisions fosters both agility and innovation, which are essential in scaling organizations effectively. By focusing on autonomy within alignment, Ms. Parul’s approach ensures that organizations can move quickly without losing sight of overarching business goals.
Building Teams Amidst Change: Strategies for Scaling Effectively
Organizational change can be a tumultuous journey, but Ms. Parul has consistently demonstrated an ability to scale teams and organizations successfully. She highlights the importance of setting clear goals, empowering leaders, and fostering a culture of adaptability. “When scaling a business, especially in a global context, aligning everyone around a shared vision is crucial,” she explains.
Branding and networking also play a vital role in attracting top talent. “A strong internal and external network is essential for providing resources, insights, and partnerships that support growth,” she adds. In her view, organizational change should be treated as an opportunity for personal development, where employees are encouraged to grow alongside the organization.
Balancing Business Goals with Employee Well-Being
Striking a balance between business objectives and employee well-being is a theme that runs through Ms. Parul’s leadership journey. She underscores that this balance is vital, especially during the global pandemic when she focused on ensuring colleagues’ mental and emotional well-being. “Regular check-ins, upskilling initiatives, and prioritizing mental health support were key during that period,” she notes.
She also advocates for reverse mentoring as an integral part of talent strategies. “By having senior leaders learn from junior employees, we create a two-way exchange that fosters engagement, growth, and belonging,” she explains. In this context, employee well-being is seen not only as a human-centric necessity but as a strategic driver for business success.
Succession Planning: Overcoming Modern Challenges
Succession planning remains a critical challenge for many organizations, especially in light of changing workplace dynamics and the need for diverse leadership pipelines. Ms. Parul addresses this by incorporating mentorship and business shadowing into the process. “Pairing emerging leaders with senior mentors creates a more holistic leadership pipeline,” she explains.
By also integrating reverse mentoring, she believes that companies can prepare leaders for a broad range of challenges, especially in an era marked by rapid change. Diversity and inclusion (D&I) are integral to succession planning, ensuring that leadership teams are equipped to handle diverse perspectives and challenges.
Leadership Development in a Fast-Changing Business Landscape
In an increasingly complex and fast-paced business environment, leaders must cultivate adaptability, emotional intelligence, and an eagerness to learn. Ms. Parul highlights the role of neuroscience coaching, a technique she believes is key to helping leaders better understand stress, decision-making, and emotional regulation. “Leaders who understand how their brains respond to stress and change are better equipped to manage uncertainty,” she says.
This cutting-edge approach to leadership development—blending emotional intelligence with scientific insights—has been particularly effective during crises, such as the COVID-19 pandemic, where managing uncertainty became a daily challenge.
Driving Change and Sustaining Employee Engagement
Managing organizational change is a complex task, but Ms. Parul has consistently relied on clear communication and a culture of continuous learning to drive and sustain transformation. She mentions business shadowing as one of the key strategies in embedding change into the organizational culture. By giving leaders across levels an opportunity to collaborate closely, organizations can ensure that change is not only accepted but embraced.
Employee engagement, especially during challenging times, is another key area of focus for Ms. Parul. She emphasizes the role of talent reviews in maintaining motivation. “When employees see that their growth is actively supported and aligned with company goals, they remain motivated,” she states. In addition, providing opportunities for skill-building through cross-functional projects keeps employees engaged and invested in the organization’s success.
Executive Coaching: Preparing Leaders for the Future
Executive coaching plays a central role in building strong leadership teams, and Ms. Parul’s approach is personalized and tailored to the individual leader’s needs. “High-potential leaders benefit from reflecting on their strengths and areas for growth, especially in areas like emotional intelligence and decision-making,” she states.
By also incorporating neuroscience coaching techniques, she ensures that leaders are not only high performers but also emotionally resilient and equipped to handle the evolving business landscape.
Staying Ahead of Regulatory Changes
As HR compliance and employee relations continue to evolve rapidly, staying ahead of regulatory changes is essential. Ms. Parul stresses the importance of a proactive approach, engaging legal teams regularly, and ensuring open communication channels with employees. “Fostering an inclusive culture where compliance is seen as a natural part of the workplace helps businesses stay ahead of the curve,” she adds.
Diversity and Inclusion: Building Truly Inclusive Workplaces
Ms. Parul is a staunch advocate for diversity and inclusion, seeing it as the cornerstone of organizational success. To create truly inclusive workplaces, she believes organizations must do more than just hear diverse voices—they must value them. She highlights the role of continuous education and leadership tools to address biases as essential in creating an inclusive environment.
Workshops on D&I awareness and cross-functional collaboration through business shadowing are just some of the ways organizations can foster inclusion. In this context, leadership becomes a driving force for change, ensuring that all employees feel supported and empowered to contribute.
Sustainability and Talent Management: A Strategic Alignment
Sustainability is an integral component of today’s organizational strategy, and Ms. Parul is committed to ensuring that sustainability principles are embedded in talent management. She shares an example of how she helped embed sustainability into leadership development programs, creating a framework for decision-making that integrates environmental and social responsibility with business practices.
The Future of HR: Trends Shaping the Landscape
Looking to the future, Ms. Parul predicts that AI, automation, and hybrid work models will dominate HR practices in the coming years. “While AI will automate administrative tasks, it’s crucial to remember that human-centered leadership remains the foundation of success,” she notes. This balance between technological advancement and human connection will be key to navigating the future of work.
Leaving a Legacy of Empowerment For Ms. Parul, the ultimate goal is to leave behind a legacy of empowered leaders who are strategic, adaptable, and empathetic. She hopes to create organizations that not only perform well but are resilient, sustainable, and aligned with long-term growth. “If people feel valued and are given opportunities to grow, organizations will thrive, and that’s the impact I hope to leave on the world,” she concludes.