From Crisis Management to Culture Building
Divya Dang
Chief People Officer
Cloud Analogy
“If you can’t handle the hard decisions, you shouldn’t be in HR.” This is not just a statement but the ethos that defines Divya Dang, Chief People Officer at Cloud Analogy. A leader who doesn’t just manage HR but redefines its impact, Divya has transformed HR from a support function into a business accelerator, driving sustainable growth and organisational resilience. From standing at the frontline of difficult workforce decisions, like navigating salary crises and layoffs early in her career, to building one of the strongest HR teams from scratch, she has consistently turned challenges into stepping stones. At Cloud Analogy, she has architected policies that prioritise both business needs and employee well-being, leading to an unprecedented single digit attrition rate in today’s volatile job market. But her vision extends beyond corporate boardrooms. As co-founder of LearNowX, she is bridging the industry-academia gap, ensuring young professionals are equipped with in-demand skills to succeed in a rapidly evolving job market. She believes that HR isn’t simply about policies and processes but about understanding business, embracing change, and shaping the future of work. A professional with an unshakeable commitment to excellence, Divya is not just leading HR but revolutionising it from the very core. Speaking with TradeFlock, she delves deeper into her journey and work.
Legal expertise has given me an edge in mitigating risks and making strategic, well-informed decisions.
What’s the biggest lesson you've learnt in your HR journey?
If there’s one thing my HR journey has taught me, it’s that change is inevitable, and embracing it is the only way forward. We’ve navigated COVID-19, the Great Resignation, and now, the rise of AI. A recent Gartner report says AI in HR is at 30% today but will jump to 70-80% within a year. That’s a game-changer! With Gen Z entering the workforce, HR must evolve by adapting to technology, flexible work models, and shifting expectations. The key is staying agile, forward-thinking, and ready to shape the future of work.
How do HR and business law complement each other in your role?
HR and business law are more connected than most people realise. As my father always said, “The devil lies in the details,” and that’s exactly where HR plays a critical role—contracts, compliance, labour laws, and workplace policies. Legal expertise has given me an edge in mitigating risks and making strategic, well-informed decisions.
What innovative HR policies have you implemented to enhance employee engagement?
At Cloud Analogy, we build a culture where people thrive.
Our “Gift a Leave” policy turns compassion into action, allowing employees to donate leave days to colleagues facing personal crises. Through Financial Literacy Programs for Women, we empower financial independence, ensuring every woman has the knowledge to control her future.
I introduced HR Connect Sessions to keep leadership accessible—what started as personal interactions is now a structured initiative driving real change. Our Maternity Return Programme goes beyond policy; it guarantees flexibility, training, and job security for new mothers.
The result? A staggering single digital attrition rate, because when people feel truly valued, they don’t just stay; they excel.
What’s your advice for professionals facing career gaps or job loss?
Career gaps aren’t setbacks; they’re opportunities to grow. Whether due to layoffs, personal reasons, or industry shifts, every transition adds to your professional journey. Instead of focusing on what’s lost, invest in upskilling, networking, and exploring new industries. The key is adaptability—embrace change, trust the process, and stay prepared.
What’s an unexpected but positive experience that shaped your career?
My career has been full of surprises, each shaping me into the HR leader I am today. I started in an EdTech startup, managing both HR and project operations. When the company shut down, I pivoted, gaining diverse experience across industries like construction, banking, edtech, ITeS, Infrastructure Consultants, skill development and IT. A defining moment came when my mother suffered a neuro attack, forcing me to step away from my role. I questioned my future in HR, but challenges often lead to growth. In my current role, I rebuilt my career and established HR as a strategic driver. Building a people-first HR function in a 1000-employee organisation remains my proudest achievement.
Have you ever made an HR decision that challenged your values?
HR is about making the toughest decisions, even when they challenge your emotions. One of my most difficult moments early in my career with my first company was standing before employees who hadn’t been paid for months, knowing I had no immediate solution.
Ten frustrated employees gathered outside my cabin, demanding answers. I couldn’t offer false promises—I had to de-escalate with honesty and empathy. That moment reinforced a harsh truth: HR isn’t for the faint-hearted. If you can’t navigate difficult conversations and make hard calls, you’re in the wrong profession.
What inspired you to create LearNowX, and what is its core vision?
LearNowX was created to bridge the gap between academic learning and industry skills. During campus hiring, we saw a major disparity— graduates lacked job-ready expertise. With Ajay Dubey, CEO, Cloud Analogy, and Vineet Kumar’s, Co-Director, LearNowX, support, we expanded from internal training to partnering with colleges and upskilling underprivileged students in highdemand technologies like Salesforce and Zoho. So far, we’ve successfully placed over 100 students, and our goal is to scale this impact even further.
