In this edition of our Quick 5 Interview Series, Divya Seth Sharma offers a refreshing perspective on how she begins her day with an intentional pause and what it means to show up with clarity and conviction in the HR world. She shares lessons that keep her grounded and learnings that have shaped her both as a person and a leader.
Engagement, according to her, isn’t a calendar activity, but how people experience the organization every day, with trust, purpose, and meaningful connections as the real levers of culture. She believes that the future of employee engagement and recognition will be hyper-personalized, real-time, and deeply integrated into the flow of work, with AI-driven platforms like AdvantageClub.ai enabling the shift.
Here is the excerpt from the candid conversation with Divya Seth Sharma, Assistant Vice President – Human Resources, OneAssist Consumer Solutions and a seasoned HR leader with over 16 years of experience across BFSI, AMC, Telecom, FinTech and Insurtech sectors. Currently, she heads HRBP & Talent Acquisition at OneAssist, and focuses on Employee Lifecycle Management, Talent Strategy, and Organizational Culture. She is also the recipient of the Most Admired Women Award 2025 by AdvantageClub.ai in the Pioneer category.
Read below
Q1. What’s the one thing you do every morning to ensure you’re mentally prepared for the fast-paced world of HR leadership?
A1. Honestly, the one thing I do every morning is pause before the madness begins. I take 10 quiet minutes, with no phone, no laptop, no distractions. It’s my time to breathe, reflect, and mentally align with what truly matters. Some days it’s over a cup of hot water, some days it’s just sitting in silence.
HR leadership isn’t just about solving problems; it’s about showing up with clarity, calm, and conviction every single day. I find that this pause gives me the space to be more intentional, and I like to be ready with a balanced mind, not just a day with a full calendar.
Q2. In your career, you’ve likely faced challenges that tested your resolve. What’s one life lesson that has helped you overcome difficult moments?
A2. One life lesson that’s really stayed with me is: You can’t control everything, but you can always control how you show up. Over the years, I’ve faced situations that didn’t go as planned, marked by tough conversations, unexpected exits, or just sheer pressure.
In those times, I’ve learned to pause, process, and remind myself of something I truly believe in: whatever happens, happens for good. It helps me stay grounded and trust the process. Even challenges come with hidden lessons, and they’ve shaped my perspective, strengthened my resilience, and shaped me the most, both as a leader and as a person.
Q3. In your opinion, what’s the biggest misconception companies have about employee engagement, and how do you challenge that mindset?
A3. One of the biggest misconceptions I’ve seen is that employee engagement is just about fun activities or occasional recognition. It’s not. Engagement is deeply connected to how valued, heard, and included people feel every day, not just during surveys or events. That’s the mindset I always aim to bring into the systems.
At OneAssist, I’ve been very intentional about linking engagement with trust, clarity, and purpose. For example, our recognition frameworks aren’t just ‘feel-good’, they’re outcome-driven and aligned to performance and values.
Q4. Imagine a world where recognition is not just top-down, but peer-to-peer, personalized, and instant. How do AI-powered solutions like AdvantageClub.ai enable this shift?
A4. That world isn’t far off, and honestly, it’s where recognition needs to go. People today want timely, meaningful appreciation from their peers in ways that feel personal and genuine.
Platforms like AdvantageClub.ai make this possible by breaking the old top-down model and enabling recognition to become part of everyday culture. What I like is how AI can help spot patterns, highlight quiet contributors, and ensure no great work goes unnoticed, even across distributed teams.
For HR, it’s a game-changer. It gives us real-time insights, wider participation, and the ability to build a recognition culture that’s inclusive, data-backed, and aligned to our values.
Q5. With all the advancements in HR technology and data-driven insights, where do you see the future of employee engagement and recognition going, and how do you plan to lead the charge in that space?
A5. I believe the future of employee engagement and recognition will be hyper-personalized, real-time, and deeply integrated into the flow of work. With the right technology, we’ll be able to move away from generic approaches and really understand what motivates each individual, not just teams or roles.
With the right tech, we can move from one-size-fits-all to truly meaningful moments of appreciation. I want to lead this shift by keeping it simple, inclusive, and authentic, by using data smartly, but never losing the human touch.
