HerSTORY: Arti Dua, National Talent Leader, EY India

Why It Matters

Dua’s approach links human‑focused culture with technology adoption, a formula essential for firms competing for talent in the AI‑driven economy. It also showcases how flexible, inclusive policies can retain and advance women leaders, setting a benchmark for the broader professional services sector.

Key Takeaways

• Arti Dua moved from tax roles to EY India's CHRO
• She embeds trust, flexibility, and empathy as core HR strategy
• EY's AI Varsity provides hands‑on AI upskilling for staff
• Programs like Break and Beyond aid women returning after maternity
• Leadership focus shifts from directing to enabling diverse talent

Pulse Analysis

Arti Dua’s ascent from tax intern to national talent leader at EY India underscores a broader transformation in HR leadership. Her career illustrates how deep domain expertise can evolve into people‑centric stewardship when leaders prioritize empathy, accountability, and authentic listening. By framing trust and flexibility as strategic assets, Dua aligns talent management with business outcomes, a shift that resonates across firms seeking to attract and retain high‑performing teams in a competitive market.

The rapid integration of artificial intelligence into professional services has forced HR to rethink traditional, siloed interventions. EY’s AI Varsity exemplifies this new paradigm, offering employees hands‑on projects, guided learning pathways, and real‑world use cases that embed AI capabilities directly into client work and internal processes. Yet, as technology automates routine tasks, emotional intelligence becomes the differentiator; leaders must blend human judgment with digital tools to drive innovation without sacrificing the human touch.

Dua’s advocacy for women’s career continuity—through initiatives like Break and Beyond, Back in Game, and Career Watch—highlights the tangible business impact of flexible, stage‑aware policies. By supporting caregivers and providing structured sponsorship, EY not only improves gender diversity but also strengthens its talent pipeline. This model signals to the industry that inclusive leadership, coupled with continuous learning, is no longer optional but a competitive imperative in the evolving world of work.