In this exclusive interview, Komaal Kalane, Human Resources Executive shares what it truly means to lead people-first HR in fast-growth, tech-driven environments. From building scalable processes in startups to shaping cultures rooted in empathy, clarity, and recognition, Komaal opens up about the human side of high-performance workplaces. She reflects on the rise of AI in hiring, the power of storytelling in culture-building, and why emotional intelligence remains HR’s irreplaceable edge. As a podcaster and people leader, she’s on a mission to create workplaces where ambition and well-being can thrive together.
Having worked with fast-paced organtizations, what’s one lesson about people management you carry with you across roles?
One of the biggest lessons has been that clarity and empathy go hand in hand. In high-growth organizations, priorities shift constantly, creating confusion or frustration. I’ve learned that setting clear, transparent expectations while truly listening to employees : their doubts, feedback, even unspoken fears is the key to building trust. When people feel heard and respected, they’ll give you their best, no matter how challenging the environment. That combination of structure and compassion is something I try to carry forward in every role.
Another lesson that stands out is the power of recognition. No matter how busy or ambitious the team, people want to feel valued. Small acknowledgments, a thank-you message, a shoutout, a moment to celebrate wins , go a long way in building loyalty and motivation. It’s often overlooked in fast-paced workplaces, but it’s what keeps morale high even when challenges pile up.
What part of the HR journey excites you most, talent acquisition, culture building, or org strategy? Why?
Culture-building, hands down. Talent acquisition is important, but culture is the soil in which talent grows. Without the right culture, even the most skilled employees will struggle to thrive. I love creating a culture that encourages openness, psychological safety, and continuous learning. It’s rewarding to see people genuinely excited to come to work, and to watch them support each other and grow together. Building a strong culture is a way to create a ripple effect , if you get it right, it multiplies impact across the entire organization.
The other part of culture-building I love is its storytelling power. Culture is shaped by the stories people tell about work , how they feel about the mission, their leaders, their peers. Shaping those stories through positive rituals, consistent values, and open communication is powerful. It means you’re not just managing people but inspiring them to co-create something bigger than themselves.
AI is becoming a big part of recruitment from CV screening to predictive hiring. What changes are you already seeing, and where do you think it might fall short? In your opinion, what’s one underrated HR skill that can’t be replaced by AI?
AI is definitely transforming the hiring process, it’s speeding up resume screening, helping match keywords, and even predicting candidate fit based on data. But what it lacks is context. People are more than their resumes: their growth potential, soft skills, their life story , all of that gets missed by algorithms. That’s why human skills like empathy, intuition, and the ability to build genuine relationships are so critical. You can’t replace the human touch of sitting across from a candidate and seeing their passion, their body language, or their resilience shine through. I believe empathy is the ultimate superpower in HR, and that will always stay human.
Also, AI cannot fully understand cultural nuances or the subtle signals of potential , someone’s ability to grow, adapt, or contribute beyond what’s on paper. That’s where human recruiters will always have the edge. Technology can guide us, but the final decision should still rest with a human who can see beyond the data.
What inspired you to start podcasting, and how do you choose the topics you speak about?
I’ve always been drawn to storytelling and authentic conversations. Podcasting became a way for me to explore the human side of work and tech, to capture voices that might not otherwise get heard. It’s a medium that lets people open up in such a raw, unfiltered way. I choose topics based on what sparks my curiosity, questions I find myself asking, things I wish someone had spoken about more openly, or themes I see people struggling with around me. It’s about building a space where honesty is welcome, and where we can learn from each other’s lived experiences.
Over time, I’ve also realized podcasting lets me connect with diverse people across industries and geographies, a rare gift. Each conversation teaches me something new, helping me grow personally and professionally. It reminds me that while technology and industries change, our stories, our challenges, dreams, and hopes connect us all.
What does “impact” look like for you in the next 5 years within HR, podcasting, or beyond?
For me, “impact” is about building things that last , whether it’s culture, communities, or confidence. In HR, I’d love to contribute to workplaces that balance ambition with well-being, where employees don’t have to choose between growth and mental health. With podcasting, I hope to highlight more underrepresented voices, breaking down biases and stereotypes. I see myself creating content and programs that genuinely empower people to move past fear, to speak up, and to own their stories. Five years from now, I want to look back and see that I helped build not just careers, but a sense of belonging and purpose for people.
I also see impact as being about legacy. If I can leave behind tools, practices, or mindsets that continue to inspire others to build healthier workplaces and more open communities, that would feel like success. Ultimately, I hope to help people see their own potential more clearly and give them the courage to chase it.
