Women Driving Agile HR & Creative Work Beyond Legacy Systems

By: Pranjali Marathe Raje, Associate Director, FIS

Pranjali Marathe Raje an HR leader with nearly two decades of experience, who has developed talent strategies, which enhance performance and alignment. Her strengths in rewards, performance management, engagement and change activities give her the ability to establish strong partnerships which empower teams and creates a culture of accountability, growth and commitment.

In an insightful conversation with Women Entrepreneurs Review, Pranjali shares her views on the changing role of HR, leadership, and human-centered transformation in the contemporary workplaces.

From experience-driven cultures to empathetic innovation, she reflects on what really shapes the future of work. To learn more about her views, read the full article below

In recent years, we have seen HR transition from focus on process-driven to experience. How do you see this changing the future of work?

The shift from process-driven to experience-driven HR is redefining the future of work. Employees today seek for purpose, connection, and growth rather than an efficient system. This evolution positions HR as a strategic architect of culture and engagement, not just a policy enforcer.

Tools like design thinking, real-time feedback, and personalized development journeys are becoming the key. As work becomes more hybrid and dynamic, the ability to create meaningful, human-centered experiences will be a key differentiator for organizations aiming to attract and retain top talent in the coming years.

Many organizations are still dealing with shifting focus beyond legacy structures. What have you learned about balancing modernisation with stability during this change?

Having led HR transformation across FIS, EY and other organizations that I have worked with, I’ve learned that balancing modernization with stability is about respecting legacy while enabling progress. Legacy structures often carry deep cultural roots and trust, so change must be empathetic and intentional.

I’ve found success by aligning stakeholders early, anchoring new initiatives in shared values, and sequencing change to minimize disruption. Whether it’s restructuring, digitization, or leadership development, the key is to modernize without losing the essence of what makes an organization unique.

Could you share a time you creatively reimagined an HR system and it drove growth for the team?

At one of my previous organizations, we moved from a performance-driven system to a continuous feedback model. I collaborated with business leaders and overall HR team to redesign the approach by introducing quarterly check-ins, simplified goal tracking, and peer feedback. The shift made conversations more meaningful and the process more engaging.

Participation improved, and development plans became more actionable. It taught me that transformation doesn’t always require massive overhauls. Sometimes, small, thoughtful changes—rooted in empathy and purpose—can unlock real growth and impact for teams.

How do you help teams embrace flexibility while staying aligned to business desires?

Helping teams embrace flexibility while staying aligned to business goals is all about clarity, trust, and co-creation. In my experience across organizations like FIS, EY and others, I’ve found that when people understand the ‘why’ behind business priorities, they’re more open to flexible ways of working. Flexibility doesn’t mean lack of structure, it means designing work that adapts to people’s strengths while delivering what the business needs. It’s a balance of strategic intent and human-centered execution.

As HR continues to be data driven, how do you ensure that technology enhances, and does not replace, the human element that truly drives engagement?

Technology has given HR powerful tools to personalize, predict, and scale—but it’s the human element that drives true engagement. In my experience across organizations, I’ve seen that data works best when it informs empathy, not replaces it. I use analytical tools like power BI to uncover patterns, but I rely on conversations to understand context.

Whether it’s pulse surveys, sentiment analysis, or AI-driven platforms, I ensure they’re designed to elevate human connection—not automate it away. The goal is to create systems that listen, adapt, and respond—while keeping trust, purpose, and relationships at the center of the employee experience.

LAST WORD: Advice for Women Leaders to Stay Authentic While Driving Innovation & Impact

My advice to women leading change is: stay rooted in your values while being bold in your vision. I believe in leading with empathy, clarity, and purpose as this helps to inspire trust and drive transformation.