Modern workplaces aren’t just about where we work, but how we connect, grow, and feel valued, making HR leadership more crucial than ever. Squadron Leader Deepaa (Retd), Head of People, Culture, and Administration at Attero, embodies this philosophy by blending discipline from her service in the Indian Air Force with empathy and purpose-driven leadership in the corporate world.
In this Quick 5 Interview series with AdvantageClub.ai, she shares how daily practices help her stay centered, how genba guides her approach to feedback, and why engagement must go deeper and beyond fun activities. Her focus on women’s empowerment, psychological safety, and Green HR practices reflects her vision of building inclusive, sustainable workplaces for the future.
Here is the excerpt from the candid conversation with Squadron Leader Deepaa (Retd), who is an accomplished HR and change management leader with over two decades of experience spanning corporate, consulting, and military sectors. She began her career as one of the first women engineering officers in the Indian Air Force, bringing camaraderie and strategic acumen to her corporate journey. Currently, she leads People, Culture, and Administration at Attero Recycling Pvt Ltd, where she drives organization expansion and HR transformation with a strong focus on building Green HR to align with Attero’s mission of sustainability and a greener future.
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. Yoga is my go-to stress buster as it helps me stay calm and centred. I also meditate every morning while listening to chants. This brings a steady rhythm to my thoughts and gives me clarity before I step into the day. Over time, this routine has strengthened my focus and awareness, both of which are essential in doing justice to my role as an HR leader.
Q2. How do you integrate feedback from employees into your leadership decisions, especially when it comes to enhancing workplace culture or recognition programs?
A2. We collect feedback through both formal and informal channels. The formal channel is an anonymous system that we review weekly. The informal side is just as important because casual conversations often reveal real insights that numbers alone cannot. I make it a point to be physically present at our headquarters, plant, and warehouse, and to connect one-on-one with team members. I follow the Japanese concept of genba, which focuses on the work floor as the place where true value is created. This approach helps create policies that are transparent, positive, and supportive of psychological safety.
Q3. As someone who plays a key role in shaping company culture, how do you keep employee engagement dynamic, especially when teams are adapting to new ways of working?
A3. The shift to remote and hybrid working has changed how people connect. At Attero, we maintain strong bonds through a mix of in-person and virtual activities. We celebrate birthdays, work anniversaries, and company milestones each month. Townhalls give employees a chance to interact directly with our co-founders. Festivals like Diwali and Holi are celebrated at both the headquarters and the plant. We also run wellness webinars, online activities, and on-site training sessions. All of these are planned with Indian culture in mind, which strengthens the sense of belonging across the organisation.
Q4. In your opinion, what’s the biggest misconception companies have about employee engagement, and how do you challenge that mindset?
A4. A common misconception is that employee engagement is limited to lighthearted activities like Fun Fridays. While those are enjoyable, engagement has to be deeper. At Attero, we have a Team Consonance policy where people managers organise quarterly in-person connects with their teams. We also run purposeful activities. For example, on Women’s Day, we held a session where female employees learned how to ride a bike. This was about building confidence and mobility. Quizzes, competitions, and cross-functional activities also keep the workplace vibrant and collaborative.
Q5. What is one legacy you hope to leave in your career, and how do you plan to build a sustainable future for both employees and the organisation?
A5. During my service in the Indian Air Force, I learned the value of helping women reach their full potential. In the corporate world, I aim to create an environment where women feel safe, respected, and motivated to grow. I want this to be part of my legacy for future HR professionals. On the sustainability front, we are introducing Green HR practices and guiding leadership towards ESG-focused strategies. These measures will help build a workplace that is both responsible and ready for the future.
Conclusion
Squadron Leader Deepaa’s journey underscores the power of resilience and purpose-driven engagement. By championing women’s empowerment at the workplace, where women feel safe, respected, and motivated to grow, and by introducing Green HR practices and aligning with ESG goals, she envisions a workplace that is equitable, sustainable, and ready for the future.
We have many more such interesting conversations lined up for you. Stay tuned!
