FASIHA SHEERIN SAYAD

Balancing Strategic Excellence with Empathetic Leadership

FASIHA SHEERIN SAYAD

Director - Head of People Excellence

SISA

Empathy is no longer just a soft skill. It’s a critical leadership asset in today’s complex and fast-paced business environment. Leaders who excel today are those who understand the human side of business, focussing not just on performance metrics but also on creating meaningful connections with their teams. Fasiha Sheerin Sayad exemplifies this balance between results and relationships. With over 16 years of experience in the IT sector, Fasiha has built a distinguished career in human resources. Her journey began at Capgemini, where she spent over a decade mastering talent acquisition, HR operations, and employee engagement. As an HR Business Partner, she excelled at aligning HR strategies with business goals, driving organisational transformation while focussing on people development. At Larsen & Toubro Infotech (LTI), Fasiha further enhanced her expertise, tackling the challenges of digital transformation and leading impactful HR initiatives. These experiences have prepared her for her current role at SISA, where she continues to integrate strategic HR practices with a commitment to inclusivity and employee well-being. Fasiha’s leadership style is defined by her ability to balance strategic objectives with a deep understanding of her team’s needs. Her career reflects a dedication to driving business success while fostering a supportive and empowering work environment. Through her empathetic approach, Fasiha has demonstrated that effective leadership not only achieves results but also nurtures a culture where employees thrive. Speaking with TradeFlock, Fasiha shares more about her journey and success strategies.

What impactful HR initiatives have you led at SISA, and how have they boosted growth?

At SISA, I’ve spearheaded several impactful HR initiatives that have driven our growth. We revamped HR policies for increased transparency, which strengthened trust among employees. Implementing advanced HR tools streamlined performance management and boosted engagement. Standardising operations improved onboarding and talent management, aligning with SISA’s values and enhancing retention. Our agile learning programmes ensured the workforce stayed innovative, while the SISA Titan Programme nurtured future leaders, with many moving into leadership roles. Expanding benefits and organising diverse engagement events elevated employee satisfaction, reflected in higher Glassdoor scores. Additionally, the Intern-to-Hire Programme and job rotation initiatives attracted and developed top talent, building a versatile, resilient workforce. These strategies collectively enhance productivity, retention, and company culture, driving SISA’s ongoing success.

How do you balance organisational needs with individual employee needs?

Balancing organisational needs with individual employee needs involves clear communication of company goals, helping employees understand their roles’ impact on success. Simultaneously, I focus on aligning personal development with organisational growth. Flexibility is essential, supporting remote work and flexible hours to meet personal needs. I promote empathy among managers and provide tailored growth opportunities. Building a culture of respect through regular feedback, open forums, and inclusive decisionmaking aligns employee needs with organisational objectives. Prioritising well-being, fairness, and transparency, along with adapting to feedback, ensures ongoing alignment between personal aspirations and company goals.

What personal routines help you stay productive and focused?

To stay productive and focused, I maintain a positive and energetic mindset. My daily routine includes waking up at 4:00 a.m. to meditate, which centres my thoughts and clears my mind. I also hit the gym to keep my body fit and my energy levels high. Meditation helps me stay balanced and strengthens my personal and professional relationships. I stay connected with my network for fresh insights and support, enhancing both my work and personal life.

How will HR evolve, & what will your role be?

India’s HR landscape faces challenges in managing diversity, retaining talent, and adapting to technology. I address these by integrating AI and automation to streamline processes while keeping the human touch. I focus on personalised employee experiences and well-being, including mental health support and work-life balance. For remote and hybrid work, I implement strategies to maintain company culture and engagement. Continuous learning and upskilling through programmes like SISA Titan are prioritised. Advocating for DEI, aligning HR with business strategy, and promoting sustainability are key. Staying adaptable ensures HR drives both employee satisfaction and organisational success.

How do you boost employee engagement and retention?

To ensure high employee engagement and retention, I use a comprehensive approach centred on a positive work environment, growth opportunities, and a strong company culture. I emphasise open communication through town halls, feedback sessions, and an open-door policy to keep employees connected. Recognising achievements through various programmes makes employees feel valued. We support work-life harmony with flexible hours, remote work, and wellness programmes. Professional growth is fostered through continuous learning, career pathing, and succession planning. A strong company culture is built by embodying our values, involving employees in decision-making, and promoting diversity and inclusion. Effective onboarding, regular engagement surveys, and team-building activities enhance the experience from day one. Competitive compensation, leadership development, and a focus on retention metrics keep our team motivated and aligned with SISA’s success.

What are India’s top people management challenges and your solutions?

India’s people management landscape faces challenges such as a diverse workforce, talent retention, rapid technological changes, and adapting to hybrid work models. To address these, I focus on inclusive leadership by implementing diversity programmes and training. For retention, I offer a compelling employee value proposition with career development, recognition, and comprehensive benefits. I ensure adaptability to technological changes by prioritising digital literacy and agile learning programmes. Managing remote work involves robust communication strategies and virtual team-building. Mental health is supported through wellness programmes and open discussions. I stay

Can you share the story of a mentor who greatly influenced your career?

Mentors have been pivotal in my growth, shaping my leadership style. I’ve had the privilege of learning from many inspiring mentors. One taught me the power of assertiveness and intuition; another emphasised emotional intelligence and empathy in leadership; and a third highlighted the importance of stretching goals and team motivation. A fourth mentor showed me the significance of technology and analytics for HR’s future. Each has offered unique insights, reinforcing my belief that learning is a continuous journey for everyone we meet. updated with regulatory changes using automated compliance systems. Multi-generational needs are addressed with tailored programmes and mentorship, while talent development and succession planning are enhanced through job rotation and leadership initiatives. Promoting continuous improvement and using data-driven insights ensures organisational agility

How has a personal hobby or interest influenced your professional life?

My hobbies—baking, travelling, and yoga—greatly influence my professional life. Baking sharpens my attention to detail and patience, essential for complex HR tasks. Travelling enhances my cultural awareness and adaptability, aiding in workplace diversity. Yoga fosters mindfulness and balance, helping me manage stress and lead with composure. These interests enrich my creativity, resilience, and approach in HR.