HR is more than just policies and processes—it’s about building a culture where people feel valued, connected, and empowered. At Athena, Manasvini plays a key role in making that happen. With a passion for fostering inclusive workplaces, she focuses on creating an environment where employees don’t just work but thrive. In this conversation, Manasvini shares her take on HR’s evolving role—how it goes beyond operational support to shape culture, drive engagement, and even contribute to business growth.

Read on as she dives into her experiences and insights!

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Q. Beyond policies and processes, how do you see HR playing a key role in shaping an organisation’s culture and impact in general, and specifically Athena’s?

Manasvini (M): HR, alongside management and team leads, plays a pivotal role in shaping and strengthening an organization’s culture beyond just policies and processes. In a dynamic, mid-sized, and fast-growing firm like Athena, HR’s initiatives—ranging from talent acquisition and team engagement to recognition programs and policy frameworks—set the tone for how employees connect with the organization. These efforts foster a sense of belonging and ownership, encouraging employees to internalize and uphold Athena’s values as their own. By creating an environment where people feel heard, valued, supported, and aligned with the company’s mission, HR directly influences both cultural cohesion and overall organizational impact.

Q. In a remote work environment, managing crises effectively can be challenging. How do you keep the teams connected and resilient?

M: Remote work presents unique challenges, especially in fostering strong connections among colleagues. At Athena, we address this by ensuring a comprehensive onboarding experience that covers an organizational overview, technical training, and detailed HR and administrative guidance, giving new joiners a well-rounded start. To maintain team cohesion, we conduct regular internal check-ins, quarterly company-wide town halls, and virtual engagement initiatives such as knowledge-sharing sessions (brown bags) and fun contests. Additionally, we prioritize in-person interactions whenever possible through meetups and team lunches to strengthen both inter- and intra-team relationships organically. We continuously seek feedback and new ideas to enhance our approach, ensuring our teams stay connected, engaged, and resilient.

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Q. Beyond a function that supports people, do you think HR also plays a strategic role in business growth? How do you see your team contributing to the organisation’s larger mission and the core nature of its business?

M: HR and other support teams are integral partners in driving business growth. Beyond the common perception of HR as a transactional function, it plays a strategic role as a neutral bridge between employees and the organization—facilitating clear communication, aligning expectations, and fostering a cohesive work environment. HR’s insights are essential in shaping key management decisions related to hiring, retention, resource allocation, and policy evolution. By ensuring that the right talent is attracted, engaged, and retained, HR directly contributes to the organization’s larger mission and long-term success, aligning people strategies with business objectives to drive sustainable growth.