Gayathri Srinivassin — Head of Talent

I got into HR because people kept calling me a "people person" and said I was good at managing people. I believed them. Rookie mistake. Turns out, being labeled "good with people" doesn't prepare you for the actual job like explaining to a founder why the "we're a family" culture is why the best engineers are fleeing to competitors, or why that brilliant M&A deal is about to lose half its talent because no one thought to ask employees what they actually cared about. On my experience, Turns out, most "people issues" aren't people issues, they're design flaws. The work: Built people ops across APAC, which taught me that a one-size-fits-all HR policy is just a creative way to piss off five countries at once. Work on M&A where we kept the talent everyone said would leave (spoiler: they stayed because we actually asked them what mattered). Redesigned benefits frameworks that didn't require a PhD to understand, and performance systems people used instead of mocked in Slack The philosophy: Great HR isn't about having all the answers. It's about asking better questions: Why do our best engineers leave at the 18-month mark? Why does every reorganization feel like a surprise attack? Why do employees learn about strategy changes from LinkedIn before their managers tell them? Answer those honestly, and suddenly you're not "doing HR" you're building a company people believe in. I've worked at places that treated HR like a complaints department, fun task givers and party organizers, and others that expected us to be therapists with Excel skills. The truth? We're strategic operators who happen to care about humans. The business wins when people don't have to choose between doing great work and maintaining their sanity. What I'm after: Companies scaling across APAC that need someone who can build infrastructure without building bureaucracy. Leadership teams that want an HRBP who'll tell them the truth, not what's comfortable. Organizations where "people and culture" isn't a euphemism for free snacks and mandatory fun. If your exec team is arguing about headcount vs. culture and someone said "we need to hire an HRBP who gets it" I'm that person. Let's build something that doesn't suck to work at.

Stackforce AI infers this person is a strategic HR professional with expertise in people operations and talent management.

Experience: 9 yrs 8 mos