Suchita Chowdhury

The Bid Management Aficionado

Suchita Chowdhury

Associate Director - BID Management,


The future of human resources isn’t a mere concept—it’s a reality shaped by pioneers like Sony Kaur, Chief Human Resources Officer at Veridian Tech Solutions, whose expertise crafts innovative HR paradigms for tomorrow’s workplaces. Sony’s journey in HR wasn’t a conventional career path; it was a deliberate choice to challenge and transform traditional norms. Her entry into this domain marked the beginning of a relentless pursuit to redefine workplace dynamics, where she saw beyond the existing structures and envisioned a landscape ripe for evolution.
Distinguished by her proactive approach and an uncanny ability to foresee the evolving needs of modern work cultures, Sony became a catalyst for change within her organisation. Her initiatives weren’t just about resolving conflicts but about cultivating an environment where conflicts were catalysts for growth and innovation. Her strategic foresight went beyond conflict resolution—she crafted adaptable frameworks that embraced change as an integral part of organisational evolution. Sony’s initiatives focused on creating ecosystems where diversity thrived, empowering employees to bring their unique perspectives to the table and fostering innovation at its core.
Beyond her strategic acumen, Sony’s impact extended far beyond the confines of her role. She dedicated herself to mentoring and educating the next generation of HR leaders, igniting a passion for innovative practices. Her commitment to knowledge-sharing transcended corporate boundaries, where she actively engaged with university students and communities, leaving an indelible mark on those she encountered.
As Sony’s journey progressed, her visionary leadership qualities shone brightly. She not only recognised the potential of HR to shape the future but actively drove initiatives that embraced innovation as a cornerstone of HR practices. Her endeavours included implementing flexible work policies that catered to the changing dynamics of the workforce, advocating for mental health initiatives in the workplace, and leveraging technology to streamline HR processes for greater efficiency. At Veridian Tech Solutions, Sony’s leadership cultivated an environment where forward – thinking HR practises were the norm. Her influence wasn’t confined to solving conflicts; it was about orchestrating a revolution in how HR was perceived and practiced—an evolution that embraced innovation, adaptation, and a future-focused approach to workplace dynamics. In a conversation with TradeFlock, she discusses more about her responsibilities and experiences. 

How have your prior roles prepared you for the challenges and responsibilities of a CHRO position?

My prior roles have been instrumental in preparing me for the challenges of a CHRO position. Early on, adapting quickly to change became a hallmark skill, allowing me to navigate diverse workplace cultures. Working in varied team sizes honed conflict resolution and emphasised the value of team cohesion. Managing HRMS underscored the significance of seemingly minor tasks in impacting organisational operations. This diverse experience proved invaluable as I transitioned to leadership roles, such as CHRO in the staffing industry.

Could you share some key accomplishments or initiatives you're proud of from your professional journey?

In my professional journey, transitioning to HRBP was a pivotal accomplishment, providing invaluable insights into organisational functions and preparing me for high-stakes top management environments. Mastering conflict resolution has been a personal triumph, bringing satisfaction through negotiated outcomes that benefit all involved. Beyond my primary role, I’ve contributed as a career counsellor and visiting faculty member at Delhi colleges, guiding students on navigating workplace norms and preparing for professional success. Being acknowledged as LinkedIn’s TOP Voice (HR) underscores my dedication to sharing knowledge and supporting the HR community, a commitment I value deeply.

What skills or experiences from your career distinguish you as a CHRO?

As a CHRO, my success stems from honing strategic thinking and delving deep into financial intricacies while evolving into a capable leader. Expertise in talent and change management, paired with a focus on employee engagement and a mastery of legal compliance and effective communication, have been instrumental. My journey involved building a strong professional network, advanced education, and accumulating diverse HR experience, crucial pillars in my ascent to the CHRO role. I’m profoundly grateful for unwavering family support, particularly from Dr. Abhishek Kumar, and the invaluable mentorship I received from my managers, which significantly contributed to my growth and success. I’m also grateful to my son, Pratyaksh, for being patient when I had to work, leaving him at just six months old.

How is HR analytics evolving in a data-centric world? Are there any specific data-driven strategies you've used to enhance the employee experience?

HR analytics is evolving rapidly, empowering HR professionals to enhance the employee experience through data-driven strategies. Surveys and feedback analysis identify trends and retention needs, while predictive analytics helps anticipate turnover. Performance and compensation data optimise recognition, fair pay, and benefits. Data guides personalised learning, workforce planning, diversity, inclusion, and engagement efforts, even extending to wellness programmes and workplace optimisation. This data-driven approach ensures more informed decisions, ultimately leading to a more satisfying and productive employee experience.

Describe a time you applied an unconventional method to solve an ongoing HR challenge. What was the challenge, and how did your innovative approach resolve it?

When an internal project was ending, our challenge was to manage the change for our employees. We tackled it with clear and frequent communication, preparing them for the shift and providing the skills to adapt. Keeping everyone informed helped dispel rumours and maintain unity. We also developed backup plans for potential impacts, ensuring employees knew they’d be redeployed based on their interests. Back in 2013, these transparent methods were considered unconventional, but they effectively handled the situation.
















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