Neetu Sidana brings over 15 years of experience in human resources, specializing in talent management, succession planning, and organizational development. With expertise in leading cross-cultural teams and driving strategic HR initiatives, she fosters innovation, collaboration, and excellence to advance business growth and sustainability.
In an engaging interaction with Women Entrepreneurs Review Magazine, Neetu shares her perspectives on the evolving market trends for attracting and retaining talent, the accounting industry's shift towards inclusive environments, and strategies for sustainable succession planning and leadership development to ensure long-term business success.
How is the accounting and consulting market evolving in terms of attracting and retaining human capital? Which innovative strategies will become essential in the next five years?
The competition for top talent in accounting and consulting has intensified, especially in the post-pandemic era. To attract and retain skilled professionals, organizations must emphasize work-life integration, continuous learning, and values-driven initiatives. Embracing hybrid work models, automation, and leadership development programs will be crucial. Employer branding will focus on diversity, sustainability, and employee well-being, while AI-driven recruitment and retention analytics will optimize workforce management. Firms that implement a dynamic, employee-first approach will thrive, whereas those that fail to adapt may struggle with increasing attrition.
How is the accounting industry evolving in its approach to creating inclusive environments? What strategies are you applying to ensure that this change is both sustainable and meaningful?
The accounting industry is making diversity, equity, and inclusion (DEI) a priority by focused initiatives in hiring, leadership development, and workplace culture. Firms are expanding their talent pools by recruiting from a wider range of cities and backgrounds. Fair hiring practices and clear career growth pathways help reduce bias and create equal opportunities. Policies like pay transparency, competitive salaries, remote work, extended parental leave, and return-to-work programs support a more inclusive workplace. Companies that use data-driven strategies and strong leadership support for DEI will help build a fairer, more diverse, and high-performing accounting industry in India.
How do you approach succession planning and leadership development to ensure the continuity of business success while preventing talent drain?
In India's highly competitive accounting industry, succession planning and leadership development play a vital role in retaining top talent and ensuring long-term business success. Firms are adopting talent assessments, high-potential employee programs, and personalized development plans to cultivate future leaders. Providing internal mobility, accelerated career progression, and cross-functional experience helps keep top performers engaged. By fostering an inclusive, growth-focused work environment and leveraging data-driven talent strategies, organizations can build a strong leadership pipeline and effectively reduce talent attrition, ensuring sustained success in an evolving industry.
As you work across global teams, what unique strategies have you developed for fostering collaboration and aligning diverse, cross-cultural teams with the organization’s mission and values?
Driving collaboration among diverse, cross-cultural teams is key to global success. To achieve this, we establish clear communication frameworks that align teams with the organization’s mission. Technology-driven collaboration tools, standardized performance metrics, and knowledge-sharing platforms enhance teamwork and efficiency. Regular global meetings, mentorship programs, and international mobility opportunities help create a shared vision and strengthen connections. Prioritizing cultural awareness, adaptability, and continuous feedback fosters engagement and innovation. By combining technology, leadership growth, and an inclusive work culture, we promote seamless global collaboration while ensuring excellence in client service and business performance.
How do you integrate compliance considerations into HR strategies while ensuring that employees’ professional growth is not hindered?
At Forvis Mazars, we seamlessly integrate compliance and employee development, ensuring that regulatory adherence supports rather than hinders career growth. Our approach incorporates compliance training, ethical leadership programs, and risk management into professional development, keeping employees well-informed without limiting their potential. Through mentorship, continuous learning, and leadership initiatives, employees gain the skills to advance their careers while maintaining compliance. By promoting a culture of transparency, accountability, and ethical decision-making, we create an environment where both employees and the organization flourish, enabling compliance to drive—not obstruct—career progression and innovation.
