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SheCanCode's Spilling The T
SheCanCode's Spilling The T
Navigating tech and diversity: A journey with Manisha Goswami
Join us in this episode as we dive into the remarkable career of Manisha Goswami, Global Head of People Technology at Wise. From her beginnings in HR-tech to witnessing transformative changes in the industry, Manisha shares insights into the evolving landscape of technology and diversity.
Discover the impactful initiatives she's spearheaded at Wise and the innovative approaches she's implemented. As we celebrate Internal Women's Month, Manisha's journey promises to inspire and empower, offering a compelling narrative of leadership and change in the HR-tech sector.
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Hello everyone, thank you for tuning in again. I am Katie Batesman, the Managing Director, community and Partnerships at she Can Code, and today we're discussing navigating tech and diversity. I've got the incredible Manisha Goswami, global Head of People Technology at Wise, with me today and we're going to dive into her remarkable career, from her beginnings in HR tech to witnessing transformative changes in the industry. She's here to share her insights into the evolving landscape of tech and diversity. Manisha, thank you so much for joining us today. It's a pleasure to have you here.
Speaker 2:Hello everyone, I'm Manisha. I'm the Global Head of People Tech at WISE, very excited to be here today. So what we do is my team is responsible for scaling our people function, enhancing the employee experience and ensuring we can grow at speed while staying efficient. And so, for those unfamiliar with WISE, we are a global fintech company on a mission to make international money movement faster, cheaper and more transparent.
Speaker 1:Amazing. Are you in the London office today in the T building? Is that the?
Speaker 2:building. That is correct. Actually, this week we are, you know, moving into our new office, which is five minutes more near to the Liverpool Street. So today specifically I am not, but usually, yes, I am in the T building.
Speaker 1:We'll be over there. I've been to that building. It's very cool. It's like a labyrinth. You go in for a smooth small door and there's all these buildings behind it. It's incredible. So we're going to chat a little bit today about navigating tech and diversity and a little bit about your journey. So can you share a bit about your career journey so far and what initially drew you to the intersection of HR and technology?
Speaker 2:yeah, absolutely so. My career journey, you know, has been always shaped by my fascination with both tech and people, right, um, so as an engineer, by education. Problem solving and innovation were always at the core of my work. But as I progressed in my career, and especially as a working mom, I became even more aware of how tech impacts the way we work, how teams collaborate and how organizations support their people.
Speaker 2:So when I first stepped into HR tech as an engineering graduate, I saw quite a clear gap between traditional HR processes which were not evolving very fast enough to meet the needs of our workforce, from hiring to career growth.
Speaker 2:So much of the employee experience felt quite outdated, disconnected and inefficient. And I realised, you know, there was a real opportunity to use technology at workplace, not just to make it more efficient, but also human centric and inclusive, and this is one area where you can very quickly see impact. So that's what led me to focus on, you know, implementing HR tool platforms, ai driven models and people analytics, because, you know, when tech is applied very thoughtfully, it not only helps to streamline process, but it empowers people, enables better decision making and helps organisation to be very, you know, agile and build that agile cultures and, as a working mum, I also saw firsthand how tech can create more flexible and supportive workplace. So it could be through your scheduling tools, carrier mobility platforms or AI powered insights that can really drive equitable opportunities. So that's what led me to really HR tech the intersection between tech and people, and how we can solve real challenges and tools can be explored and we can make a new way to make work better for people.
Speaker 1:Amazing Out of curiosity. What led you to tech in the first place? Did you see someone else doing it? Or school? What was it?
Speaker 2:first place, did you see someone else doing it? Or school, what was it? Um, actually, uh, it was. I was always very curious about, um you know, computer science, and I was very tech analytical minded, even growing up. Um, so you know, I had two choices while growing up and being from an Indian family. The two right choices you can make is either being a doctor or an engineer. So you know, that's what actually led me to engineering. Not very interesting topic, but I think, with the analytical bend of mind, it was the more right choice for me.
Speaker 1:Yeah, yeah, definitely, and over the years, what are some of the biggest changes you've seen in HR technology? You must have seen a few along the way, quite a few changes. So how has the industry also evolved in terms of diversity and inclusion along the way as well?
Speaker 2:So, over the years, I think HR tech has undergone quite a significant transformation, right Moving from administrative tools to strategic drivers of workforce management and employee experience, and some of the key changes that quite stands out is the rise of AI and automation, which streamlines many of our people processes, for example, right from recruitment, onboarding, performance management, helping HR professional make data-driven personalized decisions, and, additionally, the shift to cloud-based HR systems has improved scalability and real-time access to data.
Speaker 2:Real-time access to data Now people analytics is another huge evolution which really helps HR teams to predict attrition, measure employee engagement, enabling more informed strategic decision-making. And I think we are also seeing quite a strong focus on employee experience through platforms that support well-being, learning, career growth and hybrid works. And in terms of your diversity and inclusion, I think HR tech has played quite a pivotal role because there are many AI-driven tools that helps reduce bias right now in hiring platforms, which I've never seen before 20 years ago, helping to create more fairer hiring process and compensation analytics tool that also helps address pay equity gaps. And also, you know, we get so many real-time diversity dashboard right now, which really helps companies to track the representation and set really measurable D&I goals. But having said all of that. I think the challenge still remains in whether tech itself is truly free and biased and that D&I is fully integrated into the company cultures, and I think we'll see more evolution of hr tech in that space going forward to make it. How do we make workplaces more exciting, more inclusive and more equitable?
Speaker 1:yes, definitely, and there have been so many changes, um in tech over the years. It is a really exciting place to work. For that reason, there's always improvements happening, especially around diversity and inclusion. Um, I think you'd agree it's quite uh, you're, you're. You can never get bored in tech. There's always something happening, um, whether you're highly technical or in a, you know, a non-techie role, whatever role it may be in in the tech industry, there's always something happening. So there's always change and new things happening at Wise. What are some of the most exciting or impactful initiatives you've led at Wise and how have they shaped the people experience within the company?
Speaker 2:So, yes, at Wise, you know, I had the opportunity to lead some quite impactful initiative that have transformed the people experience, fostering a culture of innovation and supporting on this new vision of money without borders that we have at Wise the implementation of a new people analytics tool, which we are going for, which will help us to give real-time insights into key workforce metrics. The tool has really empowered us to make more data-driven decisions around talent management, employee engagement and retention, so we can support our people better. We also introduced a new employee engagement tool in the last year which helps us to measure and improve satisfaction and well-being across the organization. It also helps us to connect with people in a more meaningful way and you know our people partners, our people team, can tailor their approach to the needs of the people more and bring more policies that are more meaningful to our employees. And another big win was streamlining our HRIS tool. So there were one entity within our WISE which was using a separate system for HRIS versus the other, so we just streamlined the processes and unifying it into one HRIS tool, ensuring better data accuracy and accessibility across the board.
Speaker 2:And the last one I think would be we rolled out a new ATS system. So a new recruitment tool that has improved our recruitment process, and implementing a more better scheduling system to offer employees more flexibility. So there is a lot happening, but we are still not done yet, because some of the more exciting stuff is along the way. We actually launched today our conversational people chatbot a pilot launch and they will help us to go towards more streamlined HR support. It will help automate responses, enhancing communication and elevating employee experience. So I think with all of these initiatives together, we are helping transform how we work at Wise, making process smoother, improving employee engagement and creating a better experience for everyone.
Speaker 1:Yeah, it sounds like there's always something fun going on, though it sounds like when you want to evolve, why is they? They let you come up with something new and a new way to help the workforce there. It sounds like a really exciting thing to be a part of that. You can evolve, so much.
Speaker 2:we are always at the forefront of innovation, right? So there is always that balance that, okay, if we are at the forefront of innovation, are we driving the same kind of experience for our internal workforce so that they can provide the similar experience to the customers? So it all starts in-house and then, you know, if they see a better experience, they can also offer the same to the customers, or the vice versa. You know, but that's what we try to achieve always better experience and better innovation, yeah, yeah um.
Speaker 1:In your experience, what are some of the biggest challenges when implementing new hr technology and how do you overcome them?
Speaker 2:Yeah. So in my experience, you know, implementing new HR tech comes with a key set of challenges, but each can be managed with a very proactive approach. So the first and the quite common one would be change resistance. People naturally stick to what they know and in order to overcome this, what we do at WISE is we involve stakeholders early, communicating the benefits clearly and providing thorough training and support. And next, I would say, is integration. So new people often needs to work with existing systems, like payroll and finance, so we conduct detailed system audit and use API to ensure everything connects seamlessly.
Speaker 2:Then we have data privacy. It is another biggest concern when it comes to HR systems, because you know they handle sensitive information, because you know they handle sensitive information. So what we do internally is we collaborate with legal and privacy team, we implement role-based access controls and scheduling regular security audits. And also, I think, the other thing, the other challenge, would be providing the return on investment, because if we do not know why we are doing some things, it can be quite challenging. So we set very clear success metrics, run pilot programs and continuously refine our processes based on real-time feedback. And lastly, I think balancing customization with standardization is very crucial, because we start with core functionalities and then gradually add custom features that align with our long-term business goals. So I think success in HR tech lies in focusing on people, not just tech. So that ensuring, you know, ensuring we do proper adoption, integration and value creation, because your tech is only successful if it is adopted well. So that's mainly the key focus at Wise.
Speaker 1:Yeah, I love that, not forgetting to focus on the people who is actually there for and you are right, there are. There can be pushback when you do new things, um from people and how to implement um that change, because sometimes you can forget about the people that are involved and just think about the tech part um. So it's great that you have all of that in place to really make sure that WISE remains very people focused throughout any changes that happen with their HR tech. As we celebrate International Women's Month, which is coming up in March, what advice would you give to women looking to build a career in HR tech or leadership roles within the industry? Is there any advice or anything you wish you'd been told before you went into that area?
Speaker 2:Yeah, thank you for that question and happy International Women's Month. As someone you know who is really passionate about tech and leadership, I would like to give a few advices for women looking to build their career in this field, and I've picked up those advice from really great mentors that I've had over my years of experience. Some of them I wish I knew really early on, so I would love to share them with all of you. So first, I think, own your expertise and speak up. Your background can be in HR, it could be in tech or a mix of both. It's essential that you trust your skills. Don't hesitate to contribute your ideas, challenge the status quo and advocate for change, because you know it's quite difficult sometimes to think about OK, what is others going to think about my perspective? Always remember that your perspective is unique and it is incredibly valuable. And I think next would be stay curious and embrace tech.
Speaker 2:The HR landscape today isn't just about managing people. It's about how do we blend people, data and innovation. So invest time in developing tech fluency, explore AI driven HR solutions, keep up with an industry trends. It will not only hone your expertise, but also position you as a forward thinking leader and build a strong network and find mentors. I think I found this to be extremely helpful for me. So surround yourself with inspiring leaders, both inside and outside your organization both inside and outside your organization and you know, you will be surprised to see how this group of network open doors of opportunities for you. You might not even have considered them, and mentors can actually provide invaluable guidance for you as you navigate your career path, things that you might not have thought about, areas that you might not have thought about developing. I always get like till today, I get surprised at how my mentors perceive me versus how I perceive myself. So it's really, really good and foundational to have strong network, and the other piece of advice I would say is push for inclusion and equity.
Speaker 2:Hr tech has a tremendous impact on shaping workplace culture, so use your voice to champion diversity, equity and inclusion, ensuring that tech driven decisions are fair and free of bias. And finally, be bold and take on leadership opportunities. And finally, be bold and take on leadership opportunities. You know it's common to wait until you feel you are completely ready before stepping into leadership roles, but growth often happens outside your comfort zone. So embrace those stretch assignment, promotions or leadership role, even they might seem very daunting, but those are the moments that really shape your career and you know, you will be surprised how much you can take on once you are up for the challenge. So, in a nutshell, I think, remembering that the industry needs very bold, tech savvy and people first. Leaders like you Say that to yourself over and over again and you'll be surprised what you can achieve.
Speaker 1:Yes, definitely. I love everything you just said. I totally agree with that. And finding a network, it's so important. How did you find your mentors? Did you find them internally, or you know networking important? How did you find your mentors? Did you find them internally, or you know networking events? How did you find yours?
Speaker 2:So it's a mix of both, actually a mix of couple of things. So obviously you can find mentors within the organisation and then when you move from one organisation to other, I still connect with my mentors from previous organization. I still go out for drinks with them, I go out for coffees with them. I understand I still remain in touch. And also, when I'm in a new organization, I try to build mentors within the organization.
Speaker 2:And it's a very personal thing, I think, because you have to like the way of leadership that the person is projecting. You have to have something that you admire in them and you need to. Whenever you find that that you really like something about someone, that you really like something about someone, don't let them go. Don't let them go. Try and get the maximum. Be like a sponge. Understand how you can achieve what you admire the most in that person. How can you achieve that within yourself? So, be like a sponge, understand all the details and try and replicate that. And the other I also found is I go to networking events, I go to some tech forums and if I see somebody who is really aspiring, I reach out to them. Sometimes I don't get response from them because you know, at the end of the day they are all busy people, but don't you know, don't feel defeated. If you don't get a response, Somebody, somewhere will take you on, and you know. You just have to wait for that moment.
Speaker 1:Yeah, that's brilliant advice, even if you just reach out and link in with them. You've made that connection in some way out and link in with them. You've made that connection in some way. Looking ahead, what trends or innovations in HR technology excite you the most? No-transcript.
Speaker 2:Yeah. So, looking ahead, I think there are several trends in HR tech that are quite exciting and I believe they will dramatically reshape how organization, for example, approach talent management. We are seeing a lot of focus on AI moving just beyond automation into intelligent decision making, which is going to be quite a key, and then we have AI powered talent acquisition, performance management, predictive analytics. That is going to help us create that hyper personalized employee experience, often tailoring career path and even proactively addressing retention issues. Another exciting trend is a shift towards skills-based workforce model. So, moving away from rigid job description, we are going into more dynamic skills-first approach. So I think AI-driven talent marketplace reskilling programs will become quite significantly big in the next couple of years, and there is also the rise of employee experience platform, which really integrate wellness tools, learning resources and real-time feedback. So all of these will really help transform how employee experience work on a day-to-day basis. Transform how employee experience work on a day-to-day basis. And on the ethics front, ai governance and D&I tech will become very critical. As AI becomes more embedded in HR process, ensuring fairness and eliminating bias will be top priorities. So D&I analytics will help reshape equitable workplace policies and ethical AI will help drive transparency in decision making. So we are also going to see a lot of people analytics becoming a true strategic powerhouse.
Speaker 2:Hr will move beyond traditional reporting to more predictive and prescriptive analytics. And, the last but not the least, hybrid and remote work is on the rise. Hybrid work take will play a huge role. Virtual collaboration through AR, vr and digital tools will bring more connection across dispersed teams and foster inclusivity. So I think, in short, hr tech won't just be a tool of operations. It will become more like a strategic enabler for the business transformation. More like a strategic enabler for the business transformation. And, as HR leaders, we will need to embed AI and automation to drive efficiency while maintaining the human touch. So we will make it people analytics to make smarter, better decision-making, prioritizing employee wellness and ensuring that AI is ethical and inclusive. So I think it's all about balancing innovation with empathy. That is what people tech is all about in the future.
Speaker 1:Yes, innovation and empathy From your side. You must have to have quite a wide range of soft skills to work in your area because it's forever changing, even the things you said there about you know remote working. That has changed so much since the pandemic and now AI is coming in as well. From from your side, you, you just must have to have so many soft skills to be able to keep you know moving and to remain agile but still be able to have that empathy for the people that you work with as well. I suppose some of our community. They tend to say to us that when you work in tech, you think it's going to be all tech skills and you don't quite realise how many soft skills you have to have when you work in the tech industry. But is that something that kind of surprised you in your area of tech? But is that something that kind of surprised you in your area of tech? Or did you just think you know what? That it just comes with the job and I'm just good at communicating, for instance.
Speaker 2:Oh no, it's such a true topic that you've brought up, like there is always. Especially in people tech, where we are dealing fundamentally with people, soft skills is extremely important, and when I say soft skill is understanding why certain decisions are made, what goes on and what will bring. How can we even get the decision made? It requires a lot of collaboration, a lot of work with the stakeholders and, at the end of the day, we are just not product people. Right, we are not just working on a product. Our product is actually. Our customers are actually real people, internal real people. So there is a lot of communication skills, a lot of collaboration, a lot of working with teams.
Speaker 2:How do we collaborate with wider team, not just people tech? How do we bring people into that journey of that tech and build that tech mindset? When I say scaling of people team is one of our top priority, it means how do we bring them in that journey of tech? Not everybody is tech savvy, but how do we get them to speak the language of tech? And you know, once we build that trust between the stakeholder and the tech team, everything falls into place. They are with you. So how do you make that trusting relationship? How do you collaborate with them? How do you make that trusting relationship? How do you collaborate with them? How do you bring them in the journey, show them your vision and bring them into a vision that they are all ready to dive in. You know your vision should be so powerful that everybody is in that with you.
Speaker 2:So how do you do that? That requires a tremendous amount of soft skills that usually I can tell you like as an engineer, that was never my point of focus when I was graduating right. So it requires a lot of work outside tech to be that tech person who is working towards a more seamless experience journey, and we put a lot of stress on showing that we are not just implementing tools or we are not just giving you a product. We are actually creating an irresistible experience for you. So it requires a lot, honestly, and um, I can't tell you that how much we have to spend on our on our tech team as well to to take them to that level, because it doesn't come naturally to tech teams. Um, so it's, it's a, it's a skills that they need to learn and grow, and it becomes way, way stronger as you go up the ladder yeah, I love that we cover so many roles on this podcast.
Speaker 1:Um, and uh, it's been a pleasure today chatting with you about people, tech and hr tech um, because it's a an area in our community that I know our ladies will absolutely love to hear about, because there are just so many corners of the tech world that we love to cover. So, but, manisha, we are already out of time. Thank you so much for coming on and sharing your insights today. It's been an absolute pleasure. Thank you for having me and to everybody listening, as always. Thank you for joining us and we hope to see you again next time.
