HR Program Management: Interview with Aparna YV

Breaking into HR Program Management : Practice Interview with Mentor Aparna Srikanth

Transitioning into a new domain often brings a mix of excitement and uncertainty. For professionals shifting into HR Program Management from non-HR backgrounds—such as strategy or operations—the challenge lies in positioning their past experiences as relevant and valuable.

To help navigate this transition, our mentee participated in a focused mock interview for HR Program Manager Role with a large conglomerate with our mentor, Aparna Srikanth, an experienced HR leader. The JD required employer branding, governance, leadership hiring, and digital initiatives.

Here’s how the conversation unfolded:

Aparna: Why are you transitioning into HR Program Management after working in strategy?

Mentee: While my earlier roles and MBA specialization focused on business strategy, I’ve consistently been drawn to the people side of decision-making—how strategies are implemented through teams and culture. Even during my first MBA in HR, I was fascinated by leadership development and workforce planning.

The second MBA helped me gain a broader business lens. I now see HR not just as a support function, but as a strategic driver of growth. Program management in HR allows me to bring these two worlds together—business acumen and people-centric execution. It’s a space where I can build scalable, cross-functional programs that have lasting impact.

Aparna: What transferable skills do you bring to this HR role from your previous experiences?

Mentee: I’ve led city-wide volunteering operations at age 19, managing over 200 volunteers and 130+ children in a shelter home. That early experience gave me a grounding in team dynamics, stakeholder coordination, and program ownership.

stakeholder coordination, and program ownership.

From a professional standpoint, my exposure to strategic planning, data-backed problem-solving, and working across functions helped build:

Strong governance thinking
A structured approach to program design and tracking
Empathy-driven leadership

These directly apply to areas like employer branding, leadership hiring, and governance frameworks—key priorities in the HR role I’m exploring.

Aparna: How would you approach conflict management in a unionized workforce setup, such as in manufacturing?

Mentee: I recognize that managing conflicts in unionized setups is significantly different from typical corporate environments. While I haven’t directly handled such scenarios, I understand the importance of formal grievance procedures, compliance, and involving senior leadership in resolution.

I wouldn’t claim expertise here, but I’m open to learning. I would begin by observing existing mechanisms, taking guidance from senior HR leaders, and gradually building my knowledge. My aim would be to contribute respectfully, with a learner’s mindset, while being mindful of the sensitivity and structure such contexts require.

Aparna: Thanks, that’s a good attempt for a practice interview. Now let me share my feedback. I liked how you maintained a calm and thoughtful tone throughout. You brought out real examples, which helped ground your responses. Your transition story feels genuine and logical—it connects your past experience, academic journey, and personal motivation well.

Specifically, for the first question, I’d suggest highlighting how strategy has equipped you with a strong business lens and how HR Program Management is the perfect space to apply it. Don’t hesitate to bring out your aspiration to contribute more holistically to an organization—not just through numbers, but through people.

In the second response, your NGO experience stood out. That’s a powerful story, and I’d recommend writing it down clearly so you can deliver it with confidence. It shows not just leadership, but your inclination to work with and for people, even at a young age.

For the conflict management question, I appreciate your honesty. It’s important to be humble and acknowledge areas where you’re still learning. In unionized environments, conflict is often layered with compliance, formal protocols, and legal nuance. The fact that you’re open to guidance and don’t overstate your capabilities works in your favor.

Overall, you’re well on your way. Just keep your answers crisp, watch for the interviewer’s cues, and show up with curiosity. That blend of preparation and authenticity is what makes the difference.

GoCrackIt offers highly effective mock interviews online, connecting candidates with experienced industry professionals who understand what top employers are looking for. These mock sessions simulate real-world interview environments, helping you build confidence and sharpen your communication skills. Through this personalized approach, GoCrackIt ensures that your mock interview preparation is both targeted and practical. Whether you’re interviewing for a tech, product, or business role, their experts provide customized online interview practice to help you perform at your best.

If you need to have a mock interview with an industry expert, its just a step away!

Breaking into HR Program Management : Practice Interview with Mentor Aparna Srikanth

Here’s how the conversation unfolded:

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