Driving Business Success Through People and Strategy
Nanthini Sathasivam
Director, Global HR Business Partnering & Projects
Plaza Premium Group
Strategy alone can’t spark success. It’s the people who ignite that fire! This realisation was a game changer for Nanthini Sathasivam leading her to transition from finance to human resources she discovered her true calling after completing an MBA in HR. Nanthini’s newfound passion enabled her to craft high-performing teams and connect people strategy with business growth. Nanthini’s HR initiatives are both budgetfriendly and aligned with the financial and operational goals of organisations. She optimises costs through effective workforce planning and compliance strategies, which boosts operational efficiencies and productivity. With a keen focus on employer branding and keeping abreast of HR market trends, Nanthini continues to prove that organisations thrive when strategy and people work in harmony. With over 29 years of experience in the hospitality sector, Nanthini has excelled in various HR roles, leaving a lasting impact. Her combination of extensive HR expertise and a background in finance and audit distinguishes her in the field. Nanthini has garnered numerous accolades, including four awards in one year for a luxury hotel and recognition as one of Qatar’s ‘Most Influential HR Leaders’ by the World HRD Congress. She has also achieved two Senior Fellow recognitions in Certified International Professional in Talent Development and Transformational Leadership by Cambridge Global Learning, UK, demonstrating her commitment to HR growth and innovation. TradeFlock recently discussed with Nanthini her work and strategies.
What universal HR principles apply across industries and regions?
Business landscapes may differ, but the essence of great HR remains universal. Great HR is universally rooted in diversity, equity, inclusion, and belonging, which drive transformation and strengthen company culture amid evolving consumer demographics and societal values to maintain a competitive edge. Another principle is that open, transparent communication fosters trust and collaboration, enhancing employee engagement and collective success.Essential HR practices also include continuous development, fair compensation, and work-life balance. Investing in training and career advancement boosts skills and supports growth, while competitive compensation reflects employee value, and flexible work options enhance well-being. Finally, data-driven HR strategies are crucial for optimising talent management, improving workforce efficiency, and ensuring organisational resilience in a dynamic marketplace.
What's the biggest lapse organisations have in unlocking human capital value?
Unlocking human capital value begins with clear vision and specific goals; frequent changes can weaken alignment, leading to disengagement and inefficiencies. Underestimating diversity and inclusion restricts inspiration and potential, as they fail to appreciate different perspectives.Neglecting employee feedback can hamper morale and commitment, while providing growth opportunities is imperative. Focusing on long-term talent development through training and wellness enhances skills and drives satisfaction, improving performance. Resistance to new ideas and lack of work-life balance can cause burnout and reduced productivity. In a competitive job market, offering flexible work options and recognising contributions is vital for attracting and retaining talent.
Which HR trend is overhyped, and which needs more focus?
Hybrid working is often seen as the future of work, promising flexibility and improved worklife balance, but its implementation can be challenging. Many organisations struggle to maintain company culture and ensure equitable participation between remote and in-office employees. Not all roles fit hybrid models, and disparities in home office setups can exacerbate employee inequalities. The assumption that hybrid work automatically enhances satisfaction overlooks individual preferences and management needs. Conversely, AI in HR is revolutionising the field by streamlining processes and enhancing decision-making. Organisations should communicate transparently about AI integration and position AI as an enabler whilst upskilling for a more agile, data-driven HR function.
What essential skills define today’s HR professionals, and how have they evolved?
In today’s dynamic business landscape, HR professionals have shifted from transactional tasks to transformational responsibilities that drive sustainable growth and enhance organisational attractiveness. Key skills sought include strong leadership and decision-making, with HR acting as strategic partners to influence change. This requires expertise in talent management, organisational development, and strategic planning. Additionally, data-driven decisionmaking is revolutionising HR by predicting talent trends and improving workforce projections, fostering continuous learning and development that supports employee growth and drives organisational success.
How do you meet the evolving expectations of Gen Z and Millennials in the workplace?
As we enter 2025, Millennials lead the workforce, closely followed by Gen Z. Their expectations differ from past generations, compelling organisations to adapt. Both generations thrive on policies that promote flexibility and well-being and seek employers aligned with their values, particularly in corporate social responsibility, sustainability and ethical practices. Integrating these principles into business strategies can attract and keep talent. They also demand mentorship, skill development and clear paths for advancement to foster belonging. Growing up in a digital age, they expect employers to leverage technology effectively by providing tools that enhance productivity. Additionally, economic uncertainties drive their desire for job security, stable employment, and competitive compensation, which are essential for building a resilient workforce.
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