Expert Insights, Skills, and Career Advice for Aspiring HR Professionals

Balasubramanian Sethuraman, Head of Human Resources at Parekh Integrated Services, in a conversation with Higher Education Review, described how the Human Resources space has transformed from an operational or support function to a strategic business function, and how that has created a shift in students’ career opportunities. HR is no longer a back-office function; it has become a proactive and transformative space that covers organizational performance, digital transformation and workforce innovation.

He advised students to develop their analytical thinking, business knowledge and technology abilities, and also to focus on empathy, communication skills and cross-functional collaboration in order to be successful in the ever-evolving HR field.

How has the role of HR involved in today's corporate world and what does it mean for students choosing HR as a career?

HR has transformed from a support role to a strategic business enabler. HR is now positioned at the strategic table and positively impacting business performance, culture and leading digital transformation. HR is no longer a passive career choice where they could be a part of the back office, now they are at the forefront of the business. It is a domain for analytical thinkers and innovators and change leaders. HR is the GPS of people strategy, interpreting difficult workforce dynamics while ensuring alignment with business objectives. HR is no longer about going through files and forms, but rather looking through the foresight and building the future.

What are the biggest myths students have about working in HR and what's the reality?

A common misconception among students is that a Human Resources (HR) career is limited to back-office tasks, event organization, culture management and employee issue management. However, HR has evolved into a data-driven, strategic, and increasingly technology-enabled role. Today, workforce planning and digital upskilling strategies directly impact the business scalability and HR playing a crucial role in resource mobilization, strategic workforce planning, and execution.

Which goals, skills and competencies should students focus on to build a strong foundation in HR?

HR is fundamentally about critical thinking and demonstrating empathy towards all stakeholders including the business, employees, and customers. In addition to these qualities, a proficient HR professional must possess data literacy, business acumen, effective communication skills, and a strong understanding of HR principles, technological tools, and platforms. Knowing labor laws and compliance frameworks implemented by analytical capabilities is essential for HR. Also it is important to engage in internships that provide real-world simulations and case studies.

Recruitment is a core HR function, what's your advice to students on understanding recruitment strategy beyond just a shortlisting series?

Recruitment is the marketing and sales function of Human Resources. It encompasses branding, marketing, analytics, concept selling, and psychology combined into one role. A good recruiter has to build talent pipelines, understand the employee value proposition, and utilize data analysis to reduce the time-to-fill because, business operations gets impacted when there is a manpower crunch. By using sourcing tools such as LinkedIn, competitors mapping, and increasing footprint through magazine branding, recruiters can reach beyond screening and connect with candidates directly and find ways to carve out their niche. Recruitment is not simply finding for talent, it is about matchmaking with strategy.

With the technology such as AI and HR analytics becoming important, how should students prepare for a tech-enabled HR landscape?

It is important for students to practice the concepts learned in their curriculum in practical scenarios and acquire proficiency in technical tools such as Power BI and Excel dashboards. Understanding the application of these tools, along with theoretical knowledge of Human Resource Information Systems (HRIS) such as SAP and Darwinbox is important. Equally important is the ability to analyze dummy data, identify patterns, and contribute as a value enabler to the team by offering insights on areas of performance improvement. While AI can assist in scanning resumes, the role of HR remains critical in ensuring the right fit for the right role.

In your experience you have mentored many HR professionals, so what drives or habits separate great HR leaders from good ones?

A great HR leader has very good listening skills and asks not only 'why' but 'why not' too. They interpret underlying concerns, challenge the status quo, and influence beyond formal authority. A great HR leader keeps a solution-oriented approach, with the intention of enabling business operations rather than solely enforcing policies. Policies serve as essential guidelines; however, the primary function of HR is to ensure business continuity and operational excellence. It is crucial to maintain readiness and timeliness while prioritizing productivity at all times. An effective HR leader listens attentively, while an exceptional HR leader drives progress with courage and clarity, ensuring HR remains a key enabler of organizational success.

How should students prepare for their first job interview and what do hiring managers expect from freshers?

It is important to demonstrate curiosity in an interview process. The right attitude and interest in the job role is critical to assessing candidates, rather than using common answers. Hiring managers focus lies on culture fit, attitude towards the role, problem-solving skills, effective communication skills, and candidate awareness. In addition, it is crucial to research about organizations before interview. This takes on many aspects including being aware of the company's values, how their business works, and the needs for the role. It is crucial to have a solid grasp of core HR concepts, enabling candidates to articulate them to the interviewer in a simple and effective manner.

What are some of the emerging HR roles or specializations students should explore in the coming years?

HR analytics, HR systems, employee design experience, HR tech project management, diversity and inclusion, strategic workforce planning and workforce mapping in service of business solutions are the key roles that will continue to exist. It is about developing solutions from the data to help the organization and moving those solutions forward. The future of HR lies in creatively integrating human elements with data science.

HR needs to remain people-centric but also leverage automation for better process. Aspiring HR professionals should focus on building a strong foundation in core HR principles and clearly define their unique value proposition and area of passion, whether in training, compliance, HR operations, or organizational development. Having this clarity from the outset is crucial, rather than attempting to discover it after entering the corporate environment.