Sukhada Kulkarni
Founder and CEO, Elista Consultancy Services, India & UAE | Empowering Organizations to Thrive | Strategic HR Solutions HR & Recruitment Excellence | CIPD Certified HR Expert
Q1. Can you take us through your professional journey? What inspired you to step into the world of HR and strategic recruitment?
Starting my career in Mumbai with an MMS in HR and a CIPD Level 5 certification, I embarked on a journey rooted in the belief that HumanResources is the backbone of organizational success. My move to the UAE was a transformative milestone, granting me over a decade of invaluable experience in recruitment, HR consultancy, and employee engagement within a multicultural landscape. Over the years, I have honed my skills in crafting customized HR strategies that seamlessly align recruitment processes with organizational objectives. I believe recruitment is not merely about filling vacancies—it’s about identifying and nurturing talent that drives business excellence. By fostering employee engagement and cultivating a value-driven culture, we strive to empower businesses to retain top talent and create workspaces where employees feel inspired, motivated, and deeply connected to their organization’s vision.
Sukhada Kulkarni
Founder and CEO, Elista Consultancy Services, India & UAE | Empowering Organizations to Thrive | Strategic HR Solutions HR & Recruitment Excellence | CIPD Certified HR Expert
Q1. Can you take us through your professional journey? What inspired you to step into the world of HR and strategic recruitment?
Starting my career in Mumbai with an MMS in HR and a CIPD Level 5 certification, I embarked on a journey rooted in the belief that HumanResources is the backbone of organizational success. My move to the UAE was a transformative milestone, granting me over a decade of invaluable experience in recruitment, HR consultancy, and employee engagement within a multicultural landscape.
Over the years, I have honed my skills in crafting customized HR strategies that seamlessly align recruitment processes with organizational objectives. I believe recruitment is not merely about filling vacancies—it’s about identifying and nurturing talent that drives business excellence. By fostering employee engagement and cultivating a value-driven culture, we strive to empower businesses to retain top talent and create workspaces where employees feel inspired, motivated, and deeply connected to their organization’s vision.
Q2. Every success story has its hurdles. What were some of the biggest challenges you faced in the early years, and how did you overcome them?
My biggest challenge was stepping into an unfamiliar landscape. Dubai, being a multicultural hub, initially made me hesitant to pick up calls and communicate with people from diverse nationalities. However, in HR and recruitment, connecting with people is essential. Over time, I learned and adapted, and looking back, I’m truly proud of the personal and professional growth I’ve achieved.
Q3. If you had to define your success mantra in one line, what would it be?
Discipline and hard work pave the way for success and progress in life.
Q4. You specialize in helping organizations thrive through strategic HR solutions. What are some key strategies businesses often overlook?
HR is gaining more recognition today, yet many business owners still don’t treat it as a top priority. While they focus on revenue and operations, HR and recruitment often takes a backseat until it becomes an urgent problem.
I often hear excuses like “I’m too busy” or “I don’t have time for hiring,” but by the time they act, the ideal candidate has already joined a competitor. Delayed hiring not only costs great talent but also puts pressure on existing employees, leading to burnout and turnover.
Placing it as a part of strategy itself is needed. Prioritizing HR isn’t just about dealing with people and filling positions—it’s about building a strong, sustainable team. Companies that invest in their people will always have a competitive edge.
Q5. In today’s fast-evolving job market, what major hiring trends do you see shaping the future of recruitment and talent management?
I have had the opportunity to work with clients in both the Indian and UAE markets, each presenting distinct trends in hiring and work culture. In India, remote work remains widely accepted and continues to be a preferred mode of working, especially in certain industries. Many companies have successfully integrated hybrid or fully remote work models, allowing flexibility while maintaining productivity.
On the other hand, businesses in the UAE generally emphasize an in-office work culture, valuing face-to-face collaboration and on-site presence. While remote work is an option in some cases, the preference leans towards employees being physically present in the workplace. This difference in work preferences significantly impacts hiring strategies and talent acquisition in both regions.
Many of our clients operate in the UAE and prioritize hiring locally available talent for on-site roles. However, they also recognize the benefits of hiring remote teams based in India, particularly for cost-effective roles in areas like finance, IT, and customer support. This approach allows them to optimize operational costs while still accessing a skilled workforce. As businesses continue to evolve, balancing local hiring with remote talent strategies has become a key factor in workforce planning.
Q6. How can companies build a strong and inclusive workplace culture that not only attracts but also retains top talent?
In my view, the most crucial factor in employee retention is clear and transparent communication. No matter how much workplace dynamics evolve, open communication remains the foundation of a strong and engaged workforce. Employees want to feel valued, heard, and aligned with the company’s vision. Effective communication goes beyond just sharing business goals—it involves fostering a culture where employees feel comfortable voicing their concerns, providing feedback, and understanding how their contributions impact the organization. When leadership clearly communicates expectations, company direction, and growth opportunities, employees are more likely to stay motivated and committed. Additionally, regularly engaging with employees through team meetings, one-on-one check-ins, and open forums helps build trust and a sense of belonging. Miscommunication or lack of transparency, on the other hand, can lead to disengagement, uncertainty, and ultimately, higher turnover. Businesses that prioritize clear and honest communication create a work environment where employees feel valued and connected, making it easier to retain top talent in the long run.
Q7. CIPD Certification & Global HR Trends: Being a CIPD-certified HR expert, what global HR trends do you think companies in India and beyond should adopt for long-term success?
Companies must adopt inclusive workplace practices by broadening its diversity, equity, and inclusion (DEI) efforts going beyond just beyond gender to address factors like caste, religion, ethnicity, and regional backgrounds. E.g., UAE’s model focuses on merit-based opportunities, government-backed diversity initiatives, and inclusive hiring policies that embrace a multicultural workforce. India can implement similar approaches by enforcing unbiased recruitment practices, promoting workplace policies that ensure equal growth opportunities, and fostering a corporate culture that values diverse perspectives. Encouraging public-private partnerships and setting clear DEI benchmarks, as seen in UAE, can help businesses create a more holistic and intersectional approach to workplace inclusivity.
Q8. HR professionals often walk a fine line between employee advocacy and business needs. How do you strike the right balance?
Striking a balance between management and employees is at the heart of HR’s role. HR is not just a bridge between these two groups but also a facilitator that ensures both sides are aligned and working towards common goals. While HR plays a vital role in executing strategies that reflect the company’s vision and mission, it also has the responsibility of safeguarding the interests of employees. This balance is delicate and requires HR to be both objective and empathetic in decision-making. Furthermore, HR must ensure that the voice of employees is heard and their needs are considered, all while ensuring compliance with relevant laws, regulations, and ethical standards. In this way, HR acts as a mediator and enabler, creating a work environment where both management and employees can thrive together.
Q9. What advice would you give to young professionals looking to build a career in HR and recruitment?
HR may seem like a glamorous career to many, but the real function of HR begins with a deep, ground-level understanding of how to effectively communicate. It’s not just about talking; it’s about listening carefully, responding thoughtfully, and not reacting impulsively. It requires a great deal of patience and emotional intelligence. Managing a large workforce comes with its own set of challenges, and it’s far from an easy task. The success of HR is not measured by just numbers or processes—it’s driven by human behavior, which is inherently unpredictable. Each employee brings a unique set of experiences, emotions, and expectations, making it essential for HR to be adaptable, understanding, and proactive in dealing with the complexities of managing people. This makes the role incredibly rewarding, but also demanding, as HR professionals must navigate the delicate balance of maintaining both organizational objectives and employee satisfaction.
Q10. Looking ahead, what impact do you hope to create in the HR industry, and how do you want to be remembered for your contributions?
I am a firm believer in the power of open communication and transparency, and this principle is one of the core values that our entire company adheres to. Whether we are working with clients or candidates, we make it a point to clearly set expectations for both parties from the very beginning. We ensure that all communication is transparent, and feedback is provided on both sides—whether it’s from the client or the candidate—even after the candidate has been successfully placed. This ongoing dialogue helps to maintain strong, transparent relationships and ensures that both parties are satisfied with the outcome. I truly believe that this commitment to clear and honest communication is what sets us apart from others in the industry, and it’s a key reason why our clients and candidates trust us.
Q11. Would you like any specific angles or a lighter, more personal touch to some of the questions?
I am passionate to take Elista lead in the industry, where we become their preferred hiring partner in their expansion and growth plans over different regions.