SVP and Head HR/2X TEDx Speaker/ Economic Times Young HR Leader/HR 100 under 40/Author/National President- Future of Work/#possibilitariangauri

I help organizations institutionalize HR and CSR functions to drive sustainable growth, strengthen governance, and build high-performing cultures.

With 17+ years of experience across diverse industries, I have led large-scale transformations in organizational culture, digital HR, D&I, leadership development, and talent management while balancing performance with compliance and care.

My foundation combines an engineering background with postgraduate qualifications in Human Resources and Psychology, enabling structured, people-centric leadership.

I serve on advisory panels, mentor emerging leaders, and contribute to leading HR publications. My work has been recognized through national and global HR thought leadership platforms.

Key Expertise:
HR Strategy | Organizational Culture | Leadership Development | Talent Management | Diversity & Inclusion | Change Management | Performance Culture | Digital HR | Stakeholder Alignment

 Passion with compassion is my mantra.
 Reach me at gauri_dwivedi@rediffmail.com

Gauri Das

A great performer but not interested in managing a team ?

Sometimes promoting the best performer is the fastest way to lose them.

Because the skills that make someone brilliant at their job aren’t always the skills needed to lead others doing it.

Here’s what we often overlook:

Leadership isn’t a ‘thank you’ gift.  It’s a separate career.

Some people thrive when they own the work, not when they delegate it.

Managing people requires patience, coaching, and empathy, not just expertise.

The wrong promotion can quietly drain a team’s energy.

You don’t just lose a leader, you lose your top player too.

A smarter approach is to create two clear growth paths.

one for deep expertise and one for leadership and let people choose before the decision is made for them.

Agree ? 

#possibilitariangauri #Leadership #HR

Head HR & CSR | Institutionalising People, Governance & Culture | Builder of Systems, Talent & Growth

The happiest country in the world doesn’t look euphoric. It looks grounded and that's the key. 

At a pre-New Year gathering hosted by the Finnish Consul General and his wife, the room brought together diplomats, business leaders, government officials, and professionals from very different fields. The diversity was impressive. 

What caught my attention was the tone.

No hierarchy in conversations.

No rush to impress.

No performative confidence.

In many high-achieving cultures, we equate energy with impact and urgency with importance. But here influence showed up as listening, trust, and quiet assurance.

When dignity, fairness, and trust are built into systems, people don’t need to prove their worth constantly. And that changes how leadership feels.

Thank you Erik af Hällström and Nina af Hällström for hosting an evening that quietly challenged how we generally think about happiness and leadership.

What would change in our workplaces if calm was treated as a sign of strength, not disengagement?

#possibilitariangauri

We are quick to connect on LinkedIn, slow to meet in real life.

Connection requests are sent.
Accepted.
And then quietly archived.

No conversation.No curiosity.

Sometimes, not even a response to a message after they initiated the connection.

But during a recent trip to Central India, I experienced something different with a few wonderful LinkedIn connections.

We met.

We spoke.

Conversations flowed. Perspectives widened. Some meetings sparked ideas, some opened doors to collaboration, and some simply led to better understanding. No pressure to convert. No transactional intent.


Every one of them was worth the time.

It was a reminder that networks grow through presence, not just profiles.

A connection means very little if it never moves beyond a screen. The real value lies in dialogue, shared time, and the willingness to meet halfway, literally and otherwise.

Thank you Akshat Shrivastava Kripaali Rathore V. Maya Singh 

How do you build real bonds with your LinkedIn connections?

#possibilitariangauri

The best barometer for culture- how people feel on Sunday night.

Most people don’t quit their jobs, they actually quit a messy environment.

If you want to build a team that actually wants to stay, you don't need a big budget. 

You need INTENT and some simple rules. 

1. The "No-Surprise" Rule

Annual review is not the the time for first time feedback.

If there’s a problem, talk about it within 24 hours.

If there’s a win, celebrate it within hours.


2. Protect Their Time

If a meeting can be an email, send the email.

If a meeting is necessary, keep it short.

Respect their time away. No texts after agreed time.

3. Clear Expectations is kindness 

Don’t ask people to "work hard." Tell them exactly what "done" looks like.

Clarity is the greatest gift a leader can give.

4. Public Praise, Private Correction

Call out great work in front of everyone.

Discuss mistakes behind closed doors.


5. Listen More, Talk Less

Ask your team: "What is one thing blocking your work this week?"

Then, ensure that block is removed. 

People stay where they feel seen, heard, and respected. It’s that simple.

Which one you think is missing the most ? 

#possibilitariangauri

The most valuable person on your team isn't the one making the most noise. 

It’s the one you never have to worry about.
Stop labelling your content people as  underachievers.

When someone excels at their job, stays drama-free, and says, "I’m happy exactly where I am," it unsettles people.  Because it breaks the "Hustle Culture" narrative:

The Myth: Ambition must be loud.

The Myth: Progress must be vertical.

The Myth: Value must look restless.

Content is not checked out.

Underachievers are disengaged. They avoid responsibility, do the bare minimum, and blame the system.

Content People are the backbone. They deliver. They are reliable. They have the rare clarity to know exactly what they want and what they don’t.

But many workplaces reward only aspiration. If you choose balance over acceleration, you are quietly penalized.


If you lead or influence others, here is how you protect your most reliable talent:

Challenge Your Assumptions: Silence 
is not  lack of ambition. Ask about their goals before you label them.

Separate Performance from Promotion: A "High Performer" rating shouldn't automatically trigger a "Promotion" conversation. They are two different metrics.

Offer Lateral Growth: Provide "Growth Choices" like new skills, projects instead of "Default Upward Paths Only" 

Stop the "Competence Penalty": Don’t overload high-performers with extra work just because "they can handle it." That’s a fast track to burnout.

Reward Reliability, Not Just Visibility: Make sure your "quiet winners" feel seen.

Strong cultures allow for more than one way to succeed. Agree?

#possibilitariangauri

Clean Harbors India

HR Business Partner

Public speaker at International forum, podcast,    B - schools. 
Mentor : HR SUCCESS TALK, Seekho, Navjyoti Foundation
Author: My Journey to Love and Peace
Community: Lean In, LinkedIn Local Mumbai, Attayn

Mentor | Author | Speaker

Pulse Secure

As a Global HR business partner and Lead -Talent Engagement and Experience with Pulse Secure, I had led following talent strategies:

Some of the strategy are:
1. Created a learning organization through empowering leaders to learn cross functionally
2. Created a performance driven culture through defining performance aspects of job level.
3.. Created a culture of collaboration through community outreach & wellbeing of individuals.
4. Created a brand for organization by realigning the various experience moments example, recruitment, Onboarding, off boarding, alumni network.
5. Coached /Mentored business leaders/managers to drive performance culture .

Manager HR (Aeries Technology Group) 

AAyuja, Inc.

Overall managing the HR Department with key responsibilities of :
- Talent Acquisition
- Talent Management
- Performance Management System
- C&B support
- HR Operations
 - Employee Engagement
-  Revamping HR Policies

PVR Limited

Key Responsibilities as the Business HR Partner: Managing critical HR activities in the employee life cycle  from hiring until the exit of an employee.
Team: 600+ Employees

Employee Engagement & Relations:
•	Formulating the Engagement plans for the cinemas and working closely with the operations heads in the execution 
•	Providing HR insights and employee pulse to senior management through various employee connect mechanisms
•	Rewards & recognition- planning, budgeting and implementation 
•	Core Committee member in organizing employee engagement events.

Performance Management System (PMS)
•	Completely managed the PMS process for the South region
•	Conducted pre-appraisal workshops for first time Managers
•	Recognized as the first region to complete 100% closure of goal setting and evaluation process
•	Trained and guided managers on rating normalization
•	Created ‘Talent review framework’ and coached managers on the same during promotions
•	Aligned manager’s feedback with the appraisal process.
•	Benefits administration- Conducted salary-benchmarking exercise and worked with Operations to identify corrective actions (salary correction, key resource ring fencing). 

Attrition Analysis & Retention Management:  
•	Key KRA- To arrest rising attrition.
•	Presented attrition analysis and retention strategies to the Corporate.
•	Identification of “At Risk” employees and risk mitigation plans.
•	Conducted reverse exit interviews to gather more intelligence from ex-employees.

Senior Executive - HR

Infiniti Retail Limited, Croma A Tata Enterprises

Key Responsibilities Managed as an Area HR

Managing key HR activities in the employee life cycle from hiring until the exit of an employee

On boarding:
•	Conducting ‘HR Policies Induction’, ‘New Employee Orientation’ and ‘Pehchaan’
•	Background verification process of the new joiners’.
•	Manage the new Joiner’s Buddy program.

On-Going HR Support:
•	Resolve Employees’ queries on policy related issues and conduct policy awareness sessions.
•	Database management for existing employees and new joiners’.
•	Prepared MIS, including headcount and attrition reports on a monthly basis.
•	Owner of the Mediclaim process and act as a liaison between employees and the agency.
•	Handled disciplinary issues, investigate if required and take necessary corrective action such as advisory/termination based on company policies.

Reward and Recognition:
•	Review and implement the rewards policy and programs along with the Senior HR team

Payroll Management:
•	Manage payroll related inputs for Bangalore location.
•	Liaise between payroll team, managers, and employees for timely redressal of queries and issues

Employee Separation Process Management:
•	Manage employee exits, transfers, and internal employee movements
•	Present analysis of Exit reports to management team
•	Liaison between teams to ensure timely processing of full and final/exit formalities

Sr. Executive - HR

SevenSeas Global Express Logistics Pvt. Ltd.

Handling the complete HR operations of pan India as an individual player.

Employee lifecycle management activities:
•	Organize company-wide fun activities, HR forums.
•	Devise and roll out retention strategies
•	Conduct exit interviews and propose retention strategies.
•	Administer and drive performance appraisal, salary corrections & other recommendations
•	Execution of Performance Improvement Plans [PIPs] & monitoring their progress
•	Policy awareness sessions and sessions on Performance Management, Goal setting, Normalization, Variable Pay

Pradot Technologies Pvt Ltd.

Played a key role as a HR generalist managing all the aspects of emp lifecycle i.e. hiring, salary negotiations, resource management and talent management to ensure business achievement of the organization.

HR Executive

A passionate HR professional who loves creating valuable relationships around her personally and professionally.
I believe the valuable relationships in an organization adds to an amazing experience to create the workplace : Great Place To Work! 

For me: HR is Human Relationships. Relationships in HR matter more than any other thing. That is: share a common purpose, respect differences, care for others, share experiences, grow together, and govern, accept, connect!

The passion for my profession gives me the opportunity to be an enabler, learner and creator for people development initiatives.

Starting my career in HR profession, I have gained and grown on my expertise with versatile industries Healthcare BPO, Freight forwarding, Retail and IT. 

As a passionate HR business partner, I focus on impact and guidance. By collaborating with leaders to drive the outcome on talent acquisition, employee engagement and creating a positive employee experience.

Competencies:-
Business Partnering
Employee Experience 
HR Operations 
HR Transitioning
Mentoring

HR is my passion and happy to share my professional experience as a Mentor/Speaker. You can reach out to me through dm or email me : nimisha.nlp@gmail.com


In Jan 2021,  I have also published my book in International and Indian market.
Available in Amazon.com: The Journey to Love & Peace. 
Available in Amazon.in and Notionpress.com : My  Journey to Love & Peace.

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