The rise of hybrid workplaces is transforming how organisations operate, manage talent, and foster innovation. For HR leaders, this shift brings both opportunities and challenges—balancing flexibility, inclusivity, and efficiency in a rapidly evolving environment.

Ms. Kirat Dhillon, Director and Head of HR at SHRM India, APAC & MENA, shares her insights on navigating these changes. Drawing from years of experience in aligning HR strategies with business goals, she highlights how organisations can build inclusive, future-ready teams that thrive in hybrid settings.

In this discussion, we explore practical strategies to help organisations adapt and succeed in this new era of work.

How do you see integrating emerging technologies like AI and automation redefining how organisations manage talent and foster innovation? What critical skills will employees need to stay relevant in this changing landscape?

AI and automation are transforming talent management, making processes smarter, faster, and more personalised. Predictive analytics now guide hiring decisions, performance evaluations, and career development, while AI-powered assessments help identify high-potential talent. These tools also craft tailored learning journeys that enable employees to upskill efficiently.

Administrative tasks are being streamlined with chatbots and virtual assistants, giving HR professionals the bandwidth to focus on strategic initiatives. AI aids in analysing trends, generating insights, and fostering innovation through gamified scenarios and immersive experiences. Automation further strengthens this by predicting workforce needs and preparing employees for emerging roles, ensuring smooth transitions during disruptions.

The key, however, lies in blending AI with human intelligence (HI). This synergy allows organisations to combine the precision of technology with human creativity and empathy, unlocking new possibilities.

To stay relevant, employees must develop critical skills, including digital literacy to navigate AI tools and data analytics platforms. Equally important are soft skills like critical thinking, emotional intelligence, and collaboration. Awareness of technology ethics, including data privacy and governance, is also essential.

What strategies can HR leaders adopt to create a future-ready workforce that thrives in an era of constant change and disruption? Could you share examples of organisations successfully navigating this transition?

In times of change, HR leaders play a vital role in building adaptable and future-ready teams. A culture of continuous learning is fundamental. Offering personalised training and growth opportunities empowers employees to stay ahead of evolving demands.

Encouraging experimentation and innovation is equally important. Initiatives like hackathons and innovation hubs inspire creativity and normalize learning through failure. Cross-functional collaboration breaks silos, while predictive analytics highlights skill gaps and future trends, enabling strategic workforce planning.

Leadership development is another cornerstone. Equipping leaders to drive digital transformation and foster a forward-thinking culture ensures long-term success.

Examples of Success:

• Infosys: Their Digital Reskilling Platform equips employees with future-ready skills in AI, blockchain, and cloud computing.
• TCS: Through its Lifelong Learning Platform, TCS provides tailored training using AI.
• ITC Limited: Their Agri-Business Division leverages cross-functional teams and digital tools to innovate agricultural supply chains.
• Mahindra Group: The "Rise for Good" initiative integrates sustainability with technological advancements in talent strategies.
• Aditya Birla Group: Gyanodaya, their global leadership centre, drives continuous learning aligned with organisational goals.

With the rise of flexible and hybrid work models, how can organisations balance operational efficiency while ensuring inclusivity and equitable employee opportunities across diverse roles and locations?

Flexible and hybrid work models require a fresh approach to maintaining operational efficiency and inclusivity. Focusing on outcome-based work models and smart task allocation helps ensure productivity across diverse setups.

Creating equitable opportunities is essential. This includes universal access to learning and development programs, mentoring initiatives, and coaching support that extends to personal growth. Gender-neutral policies and inclusive practices foster belonging and level the playing field.

Organisations like those adopting gender-neutral remote work policies demonstrate how flexibility can coexist with inclusivity, enabling employees to balance personal and professional responsibilities effectively.

Mental health has become a growing concern in hybrid workplaces. What proactive steps can companies take to support employees' psychological well-being, especially when physical interactions are limited?

Supporting mental health in hybrid workplaces is crucial. Organisations can nurture an inclusive culture by hosting regular virtual or in-person team meetups to maintain connections. Strong internal communication ensures employees feel supported and heard.

Upskilling managers to lead hybrid teams effectively is another critical measure. Regular check-ins and structured touchpoints with remote employees help address challenges and boost engagement. Mental health resources, including mindfulness programs and dedicated mental health days, provide tools for managing stress and achieving balance.

By prioritising mental well-being and inclusivity, organisations can build resilient teams equipped to thrive in any environment. In a hybrid setup, maintaining a sense of connection and engagement is a challenge. 

What innovative practices or tools have you seen or implemented that effectively foster collaboration and belonging in dispersed teams?

Fostering connection and engagement in hybrid teams calls for innovative approaches. Virtual team-building activities, such as gamified quizzes or online fitness challenges, build camaraderie. Structured agendas and asynchronous communication tools like Loom ensure everyone’s voice is heard.

Buddy systems and mentorship programs strengthen relationships, while virtual recognition platforms like Bonusly encourage peer appreciation. Celebrating milestones and cultural events through online meetups fosters a shared sense of achievement.

Initiatives that focus on diversity, equity, and inclusion (DEI), such as hosting virtual workshops and creating Employee Resource Groups (ERGs), further enhance belonging across dispersed teams.

How can HR leaders redefine well-being policies to go beyond traditional benefits and address the evolving needs of employees in terms of flexibility, autonomy, and work-life integration? What role does leadership play in driving this shift?

Redefining well-being policies requires a holistic approach. Providing virtual fitness classes, mental health resources like mindfulness apps, and dedicated mental health days addresses employees’ diverse needs. Financial counselling and literacy programs further support overall well-being.

Leadership plays a key role in this transformation. By championing well-being initiatives, modelling work-life integration, and fostering a culture of trust and empathy, leaders can inspire employees to prioritise their mental and physical health.

Through proactive and inclusive policies, organisations can create a work environment where employees thrive while achieving organisational goals.