In a world where creativity and technology converge to shape the future of entertainment, HR leaders play a pivotal role in driving innovation and fostering inclusive workplace cultures. Dr Delna Dhamodiwala, Global Head of HR at DNEG, stands at the forefront of this transformation, steering strategies that empower global teams, elevate employee experiences and nurture diverse talent in the dynamic visual effects (VFX) and animation industry.

Through this exclusive interview, we delve into Dr Dhamodiwala’s inspiring journey from medicine to HR, her vision for the future of workplace culture, and her approach to balancing empathy with data-driven decision-making, among other insights.

This conversation is part of our pre-event campaign for People Matters TechHR Mumbai, where thought leaders and innovators in technology, business, and HR will gather to explore the evolving landscape of work and the future of business transformation.

Your journey from medicine to HR is fascinating and unique. How has this shaped your approach to leadership, especially in managing a global, tech-driven workforce?

My background in medicine has profoundly influenced how I lead and engage with people. Medicine instilled in me a deep sense of empathy, which has become the cornerstone of my leadership philosophy. It also taught me the importance of analytical thinking and holistic well-being—two traits that have proven invaluable in HR.

In a global, tech-driven industry like VFX, understanding the diverse needs of individuals and teams is critical. I approach leadership with the intent of aligning those individual needs with the organisation’s broader goals. This balance between care and strategy allows me to create an environment where creativity and innovation flourish. When people feel valued and supported, it leads to stronger collaboration and greater organisational success.

The creative and tech industries are evolving rapidly. What trends do you think will shape the future of HR and workplace culture, and how is DNEG staying ahead?

The HR landscape is undergoing a significant transformation, particularly in industries that sit at the intersection of creativity and technology. Hybrid work models are becoming the norm, AI-driven analytics are reshaping decision-making, and there is a growing emphasis on curated employee experiences. These trends are all underpinned by a focus on delivering measurable, results-oriented outcomes.

At DNEG, we are proactively embracing these changes. We’ve invested in advanced HR technologies to streamline processes and improve employee engagement. Our DEI initiatives are robust and continually evolving to ensure every individual feels valued and included. We also place a strong emphasis on upskilling, offering tailored programmes to prepare our teams for the future. The goal is to cultivate a culture that is not only agile but also deeply aligned with the rapid evolution of both creativity and technology.

DNEG is a leader in creativity and technology. How do your HR strategies ensure operational success while fostering innovation and inclusivity?

At DNEG, we believe that operational success and a culture of innovation are intrinsically linked. Our HR strategies are designed to empower individuals while fostering a sense of equity and belonging. We encourage open communication and collaboration across our global teams, ensuring that everyone has the opportunity to contribute their ideas and perspectives.

We’ve implemented a range of initiatives to promote inclusivity, including mentorship programmes and hiring practices that reflect our core values. We also invest heavily in creating safe spaces where diverse voices can thrive. When employees feel seen, heard, and inspired, they bring their best selves to work. This, in turn, drives both innovation and operational excellence. It’s about building an ecosystem where people feel they are not just part of a company but part of a purpose-driven mission.

With data and analytics playing a pivotal role in HR, how do you balance the numbers with a human-centred approach?

Data and analytics are powerful tools that allow us to make informed, strategic decisions, but they are only part of the equation. At DNEG, we ensure that data is used as a guide rather than a determinant. Human connection and empathy remain at the heart of every decision we make.

I firmly believe that the best outcomes arise when we balance insights from data with an understanding of the nuanced needs of our people. For example, while data might highlight trends or patterns in engagement or performance, it’s the conversations with individuals that reveal the underlying reasons behind those numbers. This dual approach allows us to make decisions that are both strategic and deeply empathetic.

Technology in HR is advancing quickly. What factors do you prioritise when selecting tools or systems for DNEG’s global workforce?

When evaluating new HR tools, my primary focus is on scalability and alignment with our organisational goals. It’s not just about adopting the latest technology; it’s about choosing tools that genuinely enhance the employee experience and support seamless collaboration across our global teams.

Ease of use is another critical factor. A tool may be powerful, but if it’s cumbersome or complex, it will fail to deliver the desired impact. Additionally, flexibility is key. At DNEG, we have a diverse workforce that includes both creative and technical talent, each with unique needs. Our HR tools must be adaptable to accommodate these differences while enabling data-driven decision-making and fostering a sense of connection across locations.

Upskilling is crucial in the fast-paced VFX industry. What are some of the key initiatives you’ve implemented to keep your teams future-ready?

In an industry as dynamic as VFX, continuous learning is essential. One of the standout initiatives we’ve introduced at DNEG is a global exchange programme. This allows employees to gain exposure to our overseas studios, fostering cross-cultural collaboration and the sharing of best practices. It’s an incredible way for our teams to gain insights into diverse workflows and bring those learnings back to their studios.

We also offer tailored learning and development programmes that focus on emerging technologies and industry trends. These programmes are designed to equip our teams with the skills they need to stay ahead of the curve. By prioritising upskilling, we not only future-proof our talent but also ensure that DNEG remains at the forefront of creativity and innovation.

The HR landscape is transforming rapidly. What advice would you offer to aspiring HR professionals looking to make an impact in this fast-changing world?

My advice to aspiring HR professionals is to embrace lifelong learning and remain adaptable. The world of work is changing at an unprecedented pace, and the ability to pivot and grow will be critical.

Building strong relationships is also essential. Whether it’s with employees, leaders, or external stakeholders, trust and collaboration are the foundation of effective HR. Leveraging technology is important, but it should never come at the expense of human connection.

Finally, focus on creating cultures of inclusion and innovation. These are not just buzzwords—they are the cornerstones of organisational success in today’s world. By leading with empathy and fostering environments where people can thrive, you will make an impact and help shape the future of work.

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