How I went from HR basics to Organizational Leadership

https://www.soil.edu.in/career-in-organizational-development-alumnus-story/

PGDM Batch 2025-27 Orientation Start Date - 20^th June 2025

×

Filter Results

Topics

Audience

Industry

Year

Navigating a career in Organizational Development: A conversation with an alumnus of a leading B-School in India

3 Oct 2024
- admin
- Student Journey
Chandra Shekhar, a SOIL alumnus with over 12 years of experience, currently serves as an Organizational Development Specialist at Infosys Finacle. With a career spanning notable organizations like TVS Motors and Mahindra & Mahindra, where he led learning and development initiatives and worked as an HRBP, Chandra’s journey is a masterclass in career pivots within the HR space. A certified professional in Organizational Development and Change Management, he shares his insights on how HR professionals can transition into these lesser-explored areas, offering guidance for SOIL’s HRLP program graduates looking to diversify their careers.

How did I transition from being an HR professional to getting into the core Organizational Development

There’s no single way to enter OD and Change Management, and my journey wasn’t planned. After completing my HRLP program at SOIL, I joined Mahindra as an HRVP. In this role, I gained exposure to various functions—sales, pre-sales, marketing, and R&D—which helped me understand how organizations work as a whole.

On the HR front, being an HRVP means working closely with different Centers of Excellence (COE) like Learning and Development (L&D), compensation and benefits, and employee engagement. You get to see how various HR functions come together and deliver value at the grassroots level.

This experience also helped me understand Josh Bersin’s tripod structure of HRBP, HRCOE, and HR operations. The HRBP bridges HR’s work with business needs, HR operations handle the day-to-day, and COE brings in relevant practices. It’s all about aligning people’s strategy with business strategy and creating development interventions.

How has my work role changed from my first job to now?

My work role has evolved significantly over the years. In my first job, I was more focused on routine tasks and foundational HR processes. Now, I find myself deeply engaged in Organizational Development and change management. Each day brings new challenges, and I often find myself fighting issues that arise unexpectedly. The variation in my responsibilities has kept me on my toes and has allowed me to grow immensely.

What does a typical day look like for me?

Honestly, there isn’t a “typical” day anymore. Each day can be quite different depending on what comes up. For instance, in my earlier role at TVS, the data we had was limited, making it challenging to assess things like candidate experience scores.

In contrast, at Infosys Finacle, we have a robust data stack that allows me to focus more on value-adding activities.

I often connect with external partners, collaborate with leadership, and build rapport with HR business partners to drive effective organizational initiatives. This interplay makes every day unique and engaging.

How should HR students prepare for placements?

Confidence is great, but it must be backed by content. Leverage digital learning platforms like LinkedIn Learning, Udemy, or Coursera to gain knowledge in your area of interest—whether it’s Talent Management, Talent Acquisition, or Organizational Development.

Also, use the mentorship programs at SOIL to ask questions and seek advice from your mentors. Internships are another great opportunity to work on live projects and see how theoretical concepts translate into practice. The key is to stay focused and avoid distractions, especially during critical preparation periods.

What skills do recruiters value the most in HR students?

Upskilling is essential. Apart from technical competence, soft skills like being presentable and maintaining a positive attitude are crucial. Humility is just as important as competence during an interview.

Also, manage your expectations. Go into an interview with the mindset that it’s okay if you don’t get the job. This helps reduce stress and lets you focus on showcasing your strengths. Developing both competence and the right mindset is key to success.

What challenges do we see in today’s digital landscape for HR students?

We’re living in an age of digital overload, which can make it tough to pinpoint specific courses that will truly enhance our knowledge. While we often receive a lot of theoretical academic information, it’s essential to identify what’s genuinely relevant today. For instance, understanding Human Resource Information Systems (HRIS) and people analytics is critical, especially for making informed Organizational Development (OD) decisions.

What certifications should students consider to boost their HR resumes?

Skills have become the new currency in today’s job market. One way to demonstrate my skills is through the credentials I acquire. For example, if I’m focused on total rewards or compensation, it’s important to have recognized certifications from reputable organizations.

In my case, I earned credentials like Certified Rewards Professional and Certified Benefits Professional through a collaboration with Aon Hewitt. These certifications added substantial value to my resume, ensuring that it reflected not just cosmetic weight but actual expertise in Human Resources.

So, I encourage students to explore certifications that align with their interests and areas of focus, as these credentials can significantly enhance their understanding and marketability in the field.

What future trends do I see in HR over the next couple of years?

In the immediate future, I see a significant shift towards AI-driven tools, particularly in areas like talent marketplaces. These platforms reduce the need for direct interaction between HR and employees, shifting towards a machine interface. However, roles that focus on organizational psychology and HR business partnering are here to stay. While the content of these roles may evolve, the human element will always be crucial.

Register TO STUDY AT SOIL

Fill out a simple form and we will reach your shortly.

UTM Source*

Which roles should students target to ensure they won’t become obsolete?

Students should consider focusing on roles that integrate psychology and HR practices, such as organizational psychology and employee coaching. These areas require a solid understanding of human behavior and interaction, which are fundamental to effective HR practices. Additionally, certifications in psychometrics, employee counseling, and organizational behavior will be invaluable. As we move into a more technology-driven landscape, having that grounding in human psychology will set professionals apart.

What key skills do I think are essential for HR professionals today?

There are a few key skills that I believe are essential. First, curiosity is vital—being eager to understand what might not work in a project is crucial for improvement. Second, connecting the dots is important; insights can come from various informal settings, and synthesizing that information can drive better initiatives. Third, the ability to zoom in and out—balancing big-picture thinking with operational excellence—is critical. Lastly, a mix of quantitative and qualitative analysis skills is essential; understanding not just the numbers, but also the emotions and experiences of employees is key to effective HR practice.

How can students gain a solid grounding in psychology for HR?

It’s essential for students in HR to seek out credentials in psychology, sociology, and organizational behavior. Many MBA programs offer limited exposure to these subjects, but pursuing certifications or additional courses in areas like transactional analysis or psychometric assessments can provide a solid foundation.

Tools like Hogan assessments are becoming standard in organizations, and understanding these frameworks can greatly enhance one’s professional credentials.

In summary, the landscape of HR is rapidly changing, and professionals who can adapt, continuously learn, and apply psychological principles will thrive.

It’s an exciting time to be in HR, and I encourage students to embrace these opportunities!

Watch Chandra Sekha inspiring the budding HR leaders with his journey ascending and securing top roles in the Organizational Development space.

Our Top Stories to Read
PGDM vs MBA: Understanding the Key Differences to Make the Right Choice Founder & Chairman Mr. Anil Sachdev Learnings and Importance of Theatre
SOIL Live Digital Events

Meet the Admissions Team: SOIL PGPM & PGDM Programs
Learn More
Meet SOIL PGPM & PGDM Current Batch Students | 07:00 PM – 08:00 PM
Learn More

Didn't Find What you Were Looking For?

Never miss a beat. Get Blog updates regularly in your inbox