Headlines. Featured Where Leaders Make Your Legacy
Showcasing Advisory Impact
Gaining Unmatched Exposure
Establishing as Industry Authority
Featuring on International platform
A note from our Director
HR leaders are the architects of culture. Without them, strategy is just a dream.”
— Simon Sinek, Author of Start With
Why
DearEsteemedReaders,
WA New Benchmark for HR Leadership
e are highly delighted and extremely proud to
introduce our special feature on 'The Most PromisingCHROLeadertoWatch2025.'Our mission at Insights Success India has always been to recognize and honor the visionaries who are not merely evolvingwithchangebutactivelycreatingthefuturefortheir respective industries. This year, we place the spotlight on KapilGupta,GroupCHROatSterlingHospitals
In an age of great technological change and heightened reassessment of workplace culture, the function of human resources has never been more essential. Kapil Gupta's presidencyatSterlingHospitalsatteststothetransformation. HepersonifiesthecontemporaryCHRO,thekindofmanager whorecognizesthatacompany'sstrongestassetisitspeople, particularly in the challenging healthcare industry His strategicplans—rangingfrompromotingacultureofongoing learning to using technology to generate human-oriented solutions—are policies no more; they are a road map for lastingsuccess.
Innovation is the result of a combination of empathetic leadership and foresight is strongly reminded by Kapil's visionarystrategybecominganinspirationtobusinessleaders andHRprofessionalsfromallindustries.
Insights Success India is certain that his journey will be a beacontoguideothersonhowconsistencytowardsemployee welfare and organizational purpose can lead to outstanding performance.WeofferourwarmestcongratulationstoKapil Guptaandeagerlyanticipateseeinghisongoinginfluence.
Warmly,
Manish
Bansal
Director, Insights Success India.
THE ROLE OF HR IS NO LONGER JUST ABOUT MANAGING PEOPLE, IT’S ABOUT ENABLING THE BUSINESS THROUGH PEOPLE.”
— JOSH BERSIN, GLOBAL HR INDUSTRY ANALYST
Editors Note
A Promise of Infusing Healthcare with Best Human Resources –Kapil Gupta, Sterling Hospitals
Chief Human Resources Officer aka CHROs role has
shifted significantly in contemporary corporate realm. No longer are they relegated to backroom jobs, but today's CHROs are a strategic visionary, a culture architect, and an essential ally in organizational success. Of this new breed of leaders, Group Chief Human Resources OfficeratSterlingHospitalsKapilGuptaisthebestexample. With his revolutionary style of people management, he is rapidly making a name for himself as one of the brightest CHROleaderstowatchin2025.
KapilGupta'sleadershipischaracterizedbyadeepintuition thatwithinthehealthcareindustry,thequalityofcaredirectly relates to the quality and well-being of the staff. Turning human resources into a supporting function into the very essenceofthecompany'sstrategy,hehasadvocatedapeopleoriented approach addressing everything from strong recruitmentandongoingprofessionaltrainingtomentalwellbeingsupportandemployeeengagementschemes,withhim at the helm, Sterling Hospitals has made holistic talent managementitsmainfocus.somethingthatdirectlyimproves the quality of patient care, his schemes are aimed at making clinicalandnon-clinicalstafffeelvaluedandlookedafter A highly stressful industry, this is especially important in healthcare.
What most separates Kapil Gupta is his blend of strategic acumenandhands-on,empatheticapproachtoleadership.To power more efficient and transparent HR practices, he is a creativeleaderwhoemploysdataandtechnology.Todigitally reimagine employee experiences, streamline performance management, and use analytics to predict and address
workforceissueshehasspearheadedinitiatives.Togetmore of the soft things done in HR mentoring, career development, and creating a cohesive culture with the confluenceoftheseinnovations,notonlydoeshestreamline operations but also enables his team in achieving miracle. This emphasis on both technological advancement and compassionate leadership is future-proofing Sterling Hospitals' workforce and readying it to be adaptable and responsiveinarapidlychangingindustry
The influence of Kapil Gupta goes beyond his present position.HisstintatSterlingHospitalsisatemplateforhowa CHROcanbringsignificantchangebylinkingHRstrategyto corebusinessgoals.Heisproofoftheconceptthatthemost effectiveleadersarethosewhoviewtheirpeoplenotmerely asassets,butasthecorestrengthoftheorganization.
As the health sector continues to deal with multifaceted challenges, Kapil Gupta's capacity to develop a resilient, motivated, and highly competent workforce makes him a forcetobereckonedwith,and‘TheMostPromisingCHRO Leader to Watch 2025,’ of Insights Success India, whose trajectorywillbekeenlyobservedinthecomingyears.
Managing Editor Gaurav PR Wankhade
CREDITS
Corporate Offices: sales@insightssuccess.in
August, 2025
Insights Success Media and Technology Pvt. Ltd. Survey No. 133/134, Brand Square, Office No. 512, Kunjir Chowk, Pimple Saudagar, Pune, Maharashtra 411027
Phone - India: +91 8793630422/24
Email: info@insightssuccess.in For Subscription: www.insightssuccessindia.com
Follow us on : www.facebook.com/insightssuccess/ https://x.com/insightssuccess
We are also available on
Copyright © 2025 Insights Success Media and Technology Pvt. Ltd., All rights reserved. The content and images used in this magazine should not be reproduced or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without prior permission from Insights Success Media and Technology Pvt. Ltd. Reprint rights remain solely with Insights Success. Printed and Published by Insights Success Media and Technology Pvt. Ltd. RNI NUMBER: MAHENG/2018/75953
Chief Operating Officer MEGHA MISHRA
EDITORIAL TEAM
Editor-in-Chief
Managing Editor
POOJA M. BANSAL
GAURAV PR WANKHADE
Assisting Editor KEDAR BORGAONKAR
Art & Design Director DESIGN TEAM SATISH GARDE
Visualizer SANDEEP TIKODE
Chief Growth Officer
Asst. Vice President Team Leader SALES TEAM
SWAPNALI VASAIKAR TEJASWINI WHAVAL ROSHNI PAMNANI
Technical Head
Technical Specialist DEVELOPMENT TEAM
PRACHI MOKASHI RAJESHWARI AVHAD
Digital Marketing Manager SME-SMO Executive SEO TEAM
SAGAR LAHIGADE BHARAT PATIL
In an era defined by constant evolution, particularly
within the dynamic healthcare landscape, leaders who champion both talent and trust are invaluable. Kapil Gupta, Group Chief Human Resources Officer at Sterling Hospitals, stands as a prominent beacon in this transformation. With over two decades of experience, his career embodies a rare fusion of multi-industry expertise, visionary leadership, and an unwavering commitment to people-first strategies. Kapil isn't merely managing human resources; he is fundamentally reinventing HR to align with institutional culture, ensure sustainability, and drive longtermstrategicgoals.
As organizations transition from reactionary to regenerative work cultures, Kapil's arrival at Sterling Hospitals in 2024 heralded a new era where business imperatives and human objectivesareintrinsicallylinked.
A Journey Forged Across Industries, Geographies, and Cultures
KapilGupta'sillustriouscareerjourneyspansadiverserange of industries FMCG, BFSI, Retail, Technology, and Healthcare—withleadingbrandslikePepsiCo,ICICIHome Finance,RelianceRetail,MaxBupaHealthInsurance,Apollo Health & lifestyle, Biz2Credit (FinTech), Meitra Hospitals (Part of KEF Holdings, Dubai), Sterling Hospitals in each sector His experience extends beyond industry verticals, encompassing multi-geographical exposure (India & UAE) and multicultural interactions with professionals across the US,UK,Australia,Canada,UAE,andIndia.
This rich and varied experience has not only broadened his horizons but has also sharpened his strategic acumen, enabling him to lead with agility, systems thinking, and profound empathy in every HR digitization project he oversees. "Each industry has taught me something special.," Kapil shares. "However, healthcare taught me something deeply meaningful: the business of healing starts with the peoplewhocare."
ArchitectingTransformationatSterlingHospitals
JoiningSterlingHospitals,apremierhospitalchainrenowned forclinicalexcellenceinGujaratandWesternIndia,asGroup CHROin2024,Kapilembracedaroledemandingbothspeed and substance. Recognizing that any great healthcare institution is built upon a strong team of dedicated individuals,Kapil'smandateiscomprehensive:toreimagine and reengineer the HR ecosystem across all businesses,
standardize people practices, cultivate robust leadership pipelines, and ensure workforce alignment with Sterling's sustainabilityobjectives.
In just 11 months, his influential changes are already taking shape:
• Developing HR Shared Services Models to enhance efficiencyandscalability.
• Leadingtalentstrategicrealignmenttomeetoperational needsandfosterastrongculture.
AThoughtLeaderShapingtheFuture
While Kapil Gupta often operates behind the scenes, hisimpactonIndia'sHRlandscapeisundeniable.With a leadership style rooted in substance over spotlight, Kapil contributes meaningfully to the national discourse on human capital, employee wellness, and theevolvingroleofCHROs.Hisinsightfulcolumnsin platforms like BW Healthcare World underscore his convictionthatHRmustbedeeplyintegratedwiththe broaderbusinessandsocietalcontext.
“Today’s CHROs are not just HR leaders—they’re driving culture and creating value,” says Kapil. “We havetobeasbusiness-savvyaswearehuman-centric.” His words resonate with a new paradigm of leadership—onewhereempathyandperformanceare not conflicting ideals, but essential, complementary forces.
The Heart and Mind of Transformational Leadership
What truly distinguishes Kapil is the profound thoughtfulness with which he approaches organizational culture. He views culture not as a passive element to be managed, but as a living, breathing strategic force that directly impacts employee loyalty, productivity, and the overarching mission His consistent efforts demonstrate an exceptional ability to influence culture, build trust, encourageinvolvement,andnurturetheorganizational heart.
Beyond his strategic vision, Kapil is a true "systems builder." He doesn’t merely lead teams; he constructs sustainable frameworks, processes, and platforms for growth.Whetherthroughsharedservicesinitiativesor theintegrationofHRtechnology,hisworkensuresthat businesses don't just grow—they scale intelligently andeffectively.
Atthecoreofhisleadershipliesanintrinsicempathy Kapil is highly regarded for a leadership style that beginswithactivelistening.Hechampionsindividual potential, always creating space for others to shine, grow, and evolve into more accomplished professionals. His calm demeanor, equitable judgment, and heartfelt compassion set him apart not justasacompetentHRhead,butasagenuineleaderof people.
ThesecollectiveattributespositionKapilGuptaasaforwardthinkingvoiceinpeople-centricleadershipfor2025.
TheFutureHe'sShaping
KapilGupta'svisionforthefutureofHRisbothstrategicand profoundly human. At the forefront of his agenda is the comprehensivedigitizationofHR,aimedatcreatingscalable, technology-driven people solutions. By leveraging automation, analytics, and digital HR platforms, he is transforming how Sterling Hospitals manages talent, performance, and employee engagement, fostering a more agileandtransparentsystem.
Equally critical to his roadmap is the cultivation of a robust leadership pipeline within the healthcare industry. Kapil is passionateaboutidentifying,nurturing,anddevelopingboth clinicalandnon-clinicaltalentearlyintheircareers.Hisgoal istoensurethatfuturehealthcareleaderspossesstheoptimal blend of skills, compassionate care, and cultural
understanding when they assume leadership roles. His leadership development strategy is built not solely on technical proficiencies, but on core values and long-term growth.
Furthermore,KapilissignificantlyexpandingHR'sinfluence byseamlesslyintegratingsustainabilityintomainstreamHR practices. By driving education and social outreach to local communities and championing inclusion and a responsible worker mindset, his vision clearly positions HR as a critical stronghold in establishing a truly purpose-driven organization.
Kapil embodies an ambition that transcends his immediate role.HeisnotcontentwithmerelyelevatingthebarforHRat SterlingHospitals;heisdeterminedtoimpactandinspirethe entirehealthcareHRecosysteminIndiaandbeyond.Witha deeply future-focused mindset and a philosophy that prioritizes people, he has undoubtedly set a new benchmark forHRleadershipinhealthcare.
FinalWord–ACHROfortheNewIndia
As India’s healthcare ecosystem undergoes transformative growth in a post-pandemic world, the need for resilient institutions is as critical as the demand for exceptional medical professionals. In this new era, where patient care intersects with cutting-edge technology, ethical considerations,andworkforcewell-being,theroleofHuman Resources has evolved from a mere support function into a decisivestrategicforce.
Kapil Gupta embodies this evolution. He grasps a fundamental truth often overlooked: Great people don’t just build great institutions—great systems, values, and cultures do And cultivating those foundational elements is the paramount responsibility of HR leadership that is both instinctivelystrategicanddeeplyhuman.
Kapilbringsarareblendofintellectualprowessandintuitive understanding to his role. His leadership is not transactional it is profoundly transformational. By anchoring his work in purpose, aligning talent with
organizational vision, and consistently placing people at the epicenter of every initiative, he is unequivocally redefining whatitmeanstoleadHRinasectorthatquiteliterallyholds livesinitshands.
“The heart of a hospital is not just in its ICUs or operation theatres. It beats strongest in its culture, in the way people treat each other, and in the shared sense of mission,” Kapil profoundlystates.
As a CHRO for the New India, Kapil Gupta is not merely managing change—he is architecting the future. A future wherehealthcareinstitutionsthrivenotjustthroughmedical excellence, but through empowered people, an inclusive culture,andvaluesthatendure.
Comprehending
the Role of a Talent Strategy Expert in Redening the Organizational Progress
With today's rapidly changing and highly
competitivebusinessenvironment,organizations have realized that their most valuable asset is perhaps not cutting-edge technology or enormous pools of funds,butindividualswhodrivechangefromwithin.Within the intricacies of workforce behaviors, talent scouting and holdingontothem,andorganizationalengagement,notime has ever been more critical for an organizational human capital management strategy Enter the talent strategy specialist—aveteranpractitionerresponsibleforsittingatthe heart of ensuring an organization's talent is in step with its longer-term objectives, ultimately reshaping what organizationaladvancementinthemodernagewilllooklike.
The talent strategy specialist is so much more than a human resourcespractitioner.Thisfunctionworksattheintersection of business strategy and talent management, making sure a company's talent pool is enabled fully, empowered, and prepared to meet immediate and future needs. Through the analysis of labor market behavior, assessment of strengths within, and forecasting of skill needs, talent strategy professionals develop end-to-end strategies for acquiring, developing, and retaining best talents. Their work enables businesses to be competitive, not just by way of innovation and delivery but also by virtue of managing change with a capableandresilientworkforce.
Workforce planning is probably one of the most essential functionsofatalentstrategyspecialist.Thismeansthatthey should have a grasp of the long-term vision of the company andknowwhatkindoftalentitneedstomakeithappen.From filling skills gaps to future-proofing for tech-enabled emergingjobs,workforceplanningputstherightpersoninthe rightjobattherighttime.Theexpertusesdataandforecasting analyticstopeeraroundthecorner,lowerturnover,andclose skills gaps. This proactive strategy enables companies to expand organically, unfettered by backward-looking hiring andtalentdisalignment.
No less valuable is the expert's contribution to succession planningandstaffgrowth.Understandingthattalentnotjust needs to be attracted, but also grown, the expert works with managers and executives to design career trajectories, development programs, and leadership pipelines. So doing generates internal capacity and eliminates the necessity to recruit externally, fostering development internally. Succession planning is more effective if it isn't an after-thefacteventbutasustainedprocess—somethingtalentstrategy expertsadvisewithprecisionandurgency
Byputtingpeopleattheforefrontoforganizationalstrategy, they make development human and sustainable. These specialistsworktogetherwithleaderstoembedDEIintothe organization's culture so that it is not seen as a box-ticking activity but as a genuine attempt towards creating a diverse workplace.Thisenhancesthereputationandattractivenessof thecompanyinthetalentmarket.
In a time of digital transformation and accelerated automation, the talent strategy specialist is also the change guide who guides firms through transformation while upskillingworkers.Whenworkrolesarebeingrewrittenand new skills are a requirement, these specialists assist in
creating learning programs and creating a culture of continuous learning. They also help to align human ability withdigitaltoolssothattechnologyenableshumancapability instead of replacing it. Through enabling adaptability and resilience, talent strategy experts enable companies to flourishamidstdisruptioncausedbytechnology
The worth of a talent strategy expert spills over to employer brand and talent attraction. With talent having choices in a worldwherehighperformersexist,astrongemployerbrandis what can distinguish between the hiring of high performers versus losing them to walk out the door and move to a competitor Thesespecialistscreatethestoryforwhatitislike toworkforanorganization,withemphasisonculture,values, anddevelopmentopportunities.Byrecognizingwhattoday's employees desire flexibility, meaning, career growth—advisors assist in building strong employee value propositionsthatattracttherighttalent.
Also, a talent strategy specialist has the key function of aligning business strategy with HR technology With technology becoming more important to HR, having a strategic professional guide their deployment is critical in ordertoaccessthevaluablebenefits.
During periods of crisis or transformation—restructuring, acquisitions, or mergers—the talent strategy professional is even more critical They are the conductor of change, sustaining morale, and aligning teams to new directions. Theirexperienceincommunication,transitionplanning,and culturalintegrationguaranteesthatthechangeisprogressing smoothlyandthattheworkerscontinuetobeengagedinthe process. Aggressive change management is the difference between stagnation within an organization and effective transformation.
Briefly,thetalentstrategyprofessionalisastrategicdesigner of contemporary organizational success. With workforce planning, leadership, employee engagement, diversity, and digital alignment, they construct the people side of success. As challenges become more compounded for organizations and they move toward sustainable growth, the skill of these professionals guarantees not only talent management but its multiplication. By transforming how organizations think abouttheirpeople,thetalentstrategyexpertisinstrumentalin creating future-proofed, resilient, and purpose-driven organizations.
HR INNOVATION TODAY MODERN TRENDS
With the rate of technological revolution, shifting
expectations of the workforce, and ubiquitous global disruption, the human resource (HR) function itself is poised for radical change. HR is no longer viewed as an administrative or service function by organizations but as business-focused, strategic empowerment At the center of this revolution is HR innovation—a people, systems, and culture management approach that is responsive to the reality of the modern workplace.
HR innovation is the implementation of new practice, technology, and mind-sets in an attempt to tackle HR challenges, improve organisational performance and employee experience.Among the most popular innovations thatareleadingthismovementaretheinnovationsofdigital HRsolutions.Cloud-basedHCMsolutions,AI-drivenhiring,
predictive analytics, and workflow automation are enabling HR departments to perform better and more strategically. These technologies free up HR professionals from clerical worksothattheymayspendmoretimedoinghigh-leverage activitiessuchastalentbuildingandorganizationalculture.
Employee experience is the second contemporary trend transforming HR innovation. Companies have now discovered that engagement, motivation, productivity, retention, and innovation all lie in contented employees. Today's HR leaders are creating experiences that go far beyond old pay and benefits These include tailored onboarding sequences, flexible work schedules, continuous feedbackcycles,andcareerpathingsolutions.Theemployee experience is being addressed just as customer experience—is through attention to detail, personalization, andhuman-centereddesign.Thus,HRinitiativesareworking withmoremarketing,IT,andoperationstocreateholisticand motivatingworkplaces.
Diversity,equity,andinclusion(DEI)havealsoemergedasa key area of HR innovation. As regulatory compliance or corporate social responsibility, DEI is today business imperative.Companiesareinvestinginbias-freehiringtools, open reporting cultures, and inclusive leadership training to create inclusive and diverse workplaces. HR leaders are leading the charge to push equitable representation, pay equity, and psychological safety for every employee. Others encompassanonymousresumescreening,diversityinterview panels, and live dashboards of inclusivity metrics to keep progressandaccountabilityincheck.
Use of people analytics is the second characteristic of HR innovation. Through applying data that can assist in the generation of insight into workforce behavior, trends, and outcomes,HRfunctionscannowmakedata-drivendecisions thatdriveperformanceandworkerengagement.Whetheritis identifying flight risk within high-performing employees, measuringthereturnsfromtraininginitiatives,orforecasting future talent needs, data are becoming more center stage in HR planning. This evidence-based revolution has redefined HR as a proactive, evidence-based function rather than a reactiveone.
Learninganddevelopment(L&D)isanotherareawhereHR innovation is having a humongous impact. The new workforce is a believer in ongoing development, and companies are fulfilling the need by offering on-demand, tailored learning.Artificial intelligence-driven learning path recommendation portals, gamification to increase involvement, and microlearning units for adjusting to hectic life styles are the new normal. These not only enhance skill acquisitionbutemployeeretentiontoothroughvisualization ofzealforpersonalandprofessionalgrowth.
Another less discussed yet potent HR innovation trend is wellness and mental health. Advanced HR functions are investing in full-range well-being initiatives that are supplemented with mental health services, money management initiatives, and work-life blending initiatives. The pandemic left no question that there was a need for empathy and compassion, and the HR executives are responding by building well-being-first cultures It is achieved by providing mental health days, access to counselingandtherapyapps,andcorporateinitiativestoavert burnout.
Finally, HR's impact on organizational culture is increasing with increasing HR innovation. Culture is no longer a mythical variable but rather treated as a quantifiable, controllable force and therefore within grasp in business success. HR professionals are increasingly using surveys, sentiment analysis software, and engagement platforms to track real-time employee attitudes and values alignment feedback. This type of information provides organizations with the capability to aggressively develop culture towards catalyzing innovation, inclusion, and speed. HR leaders are notjustimposingculturebutco-creatingitwithemployeesat alllevels.
HR innovation is definitely no fad but a necessity in the modern workplace. By adopting technology, data analysis, employee-first experience, and inclusive behavior, HR professionalsareshapingthefutureofwork.Theyaremaking organizationsmorehuman,faster,andmoreresponsiveinan increasingly complicated world. With shifting workforce goals and global challenges having a continued bite, the abilityofHRtoinnovatewilldetermineincreasinglywhether ornotorganizationsareabletosource,inspire,andretainthe besttalent.Therevolutionkeepsgoingon,andthefutureHR excellenceshallbeshapedbythoseforward-looking,peoplefocused,andresponsiveleaders.
You cannot discuss HR innovation without discussing how performance management has been transformed. The staid, once-a-year review process is being overhauled by more regular, responsive systems of feedback. These practices sustainemployeemoraleandsupportbusinesscontinuityina spreadworkenvironment. August, 2025
