Suvarna Nikam On How AI-First Campaigns are Reinventing Employee Experience?
By prioritizing skill mapping, scenario-based learning, and AI-enabled feedback loops, Visionet has created a culture of continuous upskilling that aligns employee growth with client needs. Its India delivery hub, already scaled fivefold in recent years, is positioned to absorb global talent shifts while driving AI transformation programs.
In the age of AI, reinventing employee experience has become both a strategic need and an operational requirement for organizations seeking to remain competitive. As automation and intelligent systems reshape workflows, employees expect more than just efficiency gains—they look for workplaces that empower them with personalized learning, seamless collaboration, and meaningful engagement. The need arises from a rapidly evolving talent market where AI skills are in high demand, and companies must demonstrate that they are not only adopting advanced technologies but also embedding them into everyday employee journeys. This ensures that workers feel valued, supported, and future-ready, while organizations benefit from higher retention, agility, and innovation.
The requirement, however, goes beyond intent—it demands structured frameworks, measurable outcomes, and human-centered design. Reinventing employee experience with AI means deploying tools that map skills to opportunities, create adaptive training pathways, and provide real-time feedback loops. It requires leaders to balance digital enablement with authentic human connection, ensuring that algorithms enhance rather than replace empathy in management. Companies must establish governance models, inclusivity programs, and AI-first cultures that prioritize transparency and trust. In this way, the reinvention of employee experience becomes not just a technological upgrade, but a holistic transformation that aligns workforce aspirations with organizational growth.
People Manager conversate with Suvarna Nikam, Global HR Head, Visionet Systems, how they are Reinventing Employee Experience with AI-First Campaigns
Q. 1: In a market where AI skills are in hot demand, how can internal AI culture itself become a magnet for attracting and retaining top talent?
Ans: Leading by example goes a long way in ensuring a genuine commitment to the cause of using and advancing upcoming technologies. Talent today is not looking at what the customer offers to work, but what the company offers to their customers on how their work can be delivered. An AI-first approach to many complex or newer areas reiterates the commitment of an organization and helps engage talent to stay put and nurture their interests. An AI program that brings focus to internal challenges and makes employees experience better highlights that an organization is walking the talk, and today, that is the main criterion for someone to get on with you on this ride and foster the journey.
Q.2: What measurable impact have Visionet’s GenAI bootcamps and internal sandboxes had on productivity, retention, or cross-functional collaboration?
Ans: Visionet’s internal AI initiatives have fostered stronger alignment between employee skills and customer needs. By leveraging data-driven skill mapping and personalized training recommendations, teams have become more agile and customer-ready, reducing ramp-up time for new hires and enabling cross-functional project deployment. Additionally, AI-enabled feedback loops and scenario-based learning have enhanced engagement and retention, creating a culture of continuous upskilling.
Q. 3: Can you share examples where employee-driven AI initiatives have directly translated into business or customer impact?
Ans: One such initiative is ‘Visionet’s power up your profile.’ It started by asking all our employees to build their career profiles in our employee self-service portal, capturing their skills, proficiency levels, industry and domain expertise, certifications, all at one place. Using the data available to us, we have been able to successfully match and align our talent pool with the future needs of our customers. Our skill match & analysis gives us an informed view of what we have, what we need to build capabilities on, and our readiness to meet business needs in changing market scenarios
Q. 4: Suppose a significant pool of Indian IT talent is forced out of the US due to H-1B fee hikes. How might that reshape Visionet’s hiring strategies in India and other delivery hubs?
Ans: Visionet India center has been in focus to cater to our growing talent needs globally for the past five years, and we have quickly increased fivefold in these five years. We are also not hugely dependent on H1 as compared to many other firms and have a diverse strategy to hire on merit and business needs in the US, irrespective of work status. We expect our goals to build and develop our talent pool in our India centers to remain unchanged despite H1 rule changes. Our priorities will be defined by how we better serve our talent teams’ aspirations and customer needs. Giving our team engaging work and making a positive impact for our customers’ success are key factors in our hiring plans for India centers, and we will continue to see growth on account of that. We have already invested in hiring SMEs and delivery leaders to scale for growth, as our Gen AI studio initiative and AI transformation programs are now being driven from the India center.
Q. 5: What new retention levers will companies like Visionet need to deploy to absorb and engage this talent influx without oversaturating the domestic job market?
Ans: People work for people and with people; this is a thumb rule that every HR leader and business leader needs to understand. In the era of AI-enabled, readily accessible advice and information, it is pertinent to not forget the human element in all that we do. I would suggest we stick to the basics, use all the processes, automation, and ease of information to enable better employee experience, but not forget that it is an enabler. The core of engaging with your team members is individual connection, so use all those many algorithms to zero in on a problem area or trigger the thought process on what could be a priority and potential solution, but don’t let it get overcrowded with just that. We will enable our managers to help them navigate a conversation, help them with taking out the noise and support them to focus on people’s success.
Q. 6: Could this disruption actually become an opportunity to accelerate Visionet’s AI-talent pipeline, given your employee-first AI adoption campaigns?
Ans: At Visionet, we expect that we will challenge our teams to bring AI into everything they do, which leads to their success, ease or helps them achieve a larger business impact. We have taken many initiatives, from helping them decode and understand the basics to appreciating them, but at the same time, we have encouraged adoption in their own workdays and come up with innovative solutions to solve real problems. There is no AI talent pipeline that is nurtured independently anymore; we are nurturing our entire team to deliver boldly and drive growth with AI, evolving our knowledge base across the board. We aim to have our entire talent pool enabled by AI adoption. It begins at home for everyone, and this broad approach will certainly uplift our overall talent capabilities and build a pipeline of AI enthusiasts in every group. We have an exhaustive roadmap to get there, and our team is excited & engaged with it.
Q. 7: How can organizations move beyond intent and take meaningful, actionable steps toward advancing gender equity and inclusivity in the workplace?
Progress on gender equity and inclusivity demands more than intent—it calls for fast-paced action, clear goals with measurable impact, committed tracking, and above all, an unapologetic drive to learn and grow. We must start early, cultivate strong internal sponsors and champions across our teams and organization, and foster a culture of shared learning.
At Visionet, we believe the most powerful inspiration comes from within. Through platforms like Women of Visionet, we provide a safe space for our people to share their stories—stories that are often more impactful, relatable, and actionable than those seen across the larger industry. By learning from one another, we accelerate progress and drive meaningful change. Real change happens when we lead by example, transforming ambition into decisive action and tangible outcomes.
Q. 8: What is Visionet’s approach to talent management, and how has it impacted hiring and workforce quality?
Visionet follows the Talent Management philosophy of ‘Hire for Skill, Train for Role, and Coach to Perform.’ This approach is significant in both Business Process Management (BPM) and IT services, where adaptability is crucial. With this strategy, we have seen a growth of more than 200 per cent in hiring volumes and enhanced the quality of talent.
Q. 9: Can you give a brief profile of Visionet as a company?
Visionet is a leading IT services firm that redefines the landscape of digital innovation and business transformation. We deliver exceptional digital experiences, enterprise modernization, cutting-edge Data & AI applications, and managed IT services. Our tailored solutions leverage the synergy of digital, data, and cloud technologies, ensuring they meet the dynamic needs of our clients with unparalleled relevance and efficiency. We excel in problem-solving, agility, adaptability, and a steadfast commitment to customer-centric solutions.
Our strategic collaborations with technology giants like Microsoft, AWS, and Salesforce amplify our offerings, blending Visionet’s deep technical expertise with profound industry insights. This partnership model enhances our service delivery, ensuring cost-effectiveness and operational excellence, which fuels our clients; growth trajectories.
Echoing the ethos of ‘Engineering Simplified,’ we serve a diverse clientele across retail & CPG, healthcare, insurance, telecom, and banking sectors. We simplify engineering complexities, fostering an environment ripe for expansion and innovation. Our success is reflected in hundreds of successful global client partnerships, a testament to our commitment to excellence. The impact of our work is seen in the transformative experiences we deliver, the modernization we achieve in our clients’ enterprises, and our dedication to continual innovation and growth.
With a global footprint in North America, the EU, UK, APAC, the Middle East, and South Asia, Visionet is dedicated to delivering measurable business impact and a unique partnership experience. Our values and culture ensure predictability in execution and a commitment to achieving the business outcomes our clients desire.
A Quick take to HR Leader’s
Visionet is redefining the employee experience by embedding AI into the very fabric of its culture and operations. From GenAI bootcamps and internal sandboxes to employee-driven initiatives like Power Up Your Profile, the company demonstrates how AI-first campaigns can simultaneously elevate workforce agility, retention, and customer impact.
By prioritizing skill mapping, scenario-based learning, and AI-enabled feedback loops, Visionet has created a culture of continuous upskilling that aligns employee growth with client needs. Its India delivery hub, already scaled fivefold in recent years, is positioned to absorb global talent shifts while driving AI transformation programs.
Retention strategies emphasize the human element—empowering managers to cut through digital noise and focus on meaningful connections. At the same time, Visionet’s inclusive platforms, such as Women of Visionet, showcase how equity and diversity are advanced through storytelling and shared learning.
The company’s talent philosophy—Hire for Skill, Train for Role, Coach to Perform—has fueled a 200% surge in hiring volumes while enhancing workforce quality. With strategic partnerships across Microsoft, AWS, and Salesforce, Visionet continues to deliver enterprise modernization and AI-powered solutions across industries, echoing its ethos of Engineering Simplified.
In essence, Visionet’s AI-first approach is not just about technology adoption—it is about cultivating a workforce that is bold, future-ready, and deeply connected to customer success.
For further insights into the evolving workplace paradigm, visit
- Suvarna Nikam On How AI-First Campaigns are Reinventing Employee Experience? - November 28, 2025
- How Siemens India is redefining workforce transformation by embedding HR at the strategic core ? - October 28, 2025
- Risk Assessments for Employees Who Are Deaf or Have Hearing Loss: Tackling Physical Barriers with Practical Solutions - September 3, 2025
