How Digital HR Transformation Leader Sambit Panigrahi Is Building Revolutionary Systems

According to Gartner, almost half of all HR leaders (48%) plans to increase technology budgets in 2024. In the meantime, Deloitte’s 2025 report emphasizes that automation and AI’s HR technology strategies emerge as the main priorities.

Today, digital transformation is located at the forefront of the HR agenda. While companies invest in HR information systems and cloud -based HCM platforms, manual work remained in the past. Artificial intelligence is increasingly applied for recruitment and chat boots are becoming more common at the operating level. Nevertheless, this progress brought a new challenge. The systems are increasingly complex and difficult to manage. Most of these technologies are so complex that even experienced HR leaders struggle to effectively manage them.

A central question lies at the root of this complexity: How can HR systems simplified without sacrificing performance? For Sambit Panigrahi, a senior HR technology based in Miami, this question shaped all his professional journey.

Sambit, who is currently the largest nursing home and palliative care organization in the USA, has come to the forefront in the efforts of large organizations to promote the modernization of major organizations in the form of supporting and looking at employees. Sambam has successfully controlled the implementation and introduction of new generation of management systems for organizations with more than 50,000 employees, and played a key role in the integration of different systems and procedures among sectors such as health, insurance and financial services during major transitions such as merger and technology upgrades. What distinguishes it is that it focuses on people; It makes these changes not only technically robust, but also to be easy and smooth for the personnel who trust them daily.

Solve a hidden point of pain

One of Sambit’s most influential contributions came during his time in Deloitte Consulting, where he designed a tool to solve a common problem in large -scale cloud HCM applications. This is called the installation remover. What is it used for? In Oracle HCM cloud distribution, HR and IT teams often struggle to manually monitor the configuration setting changes in development, test and production. For functional consultants and engineers working on large -scale software projects, not having a simple way to compare technical environments was a constant point of disappointment. Conclusion? Delays, inexhaustible test cycles and customers who are not satisfied.

This vehicle was created using BI Publishers and XML). It helps to extract, version and document configuration installations. Increases traceability, reduces errors and reduces manual work. The installation remover reduced the transition by 75 percent, reduced its distribution time by 40 percent and adopted in more than one business project in Deloitte. Deloitte has developed both the quality of application and customer satisfaction significantly.

“It has a unique satisfaction to see that a well -prepared strategy is implemented in uninterrupted functioning of a complex solution, Sam says Sambit. “And you can actually see how it has a positive impact on employees’ daily work.”

Research -oriented Cost Reduction with ERP Cloud

HR processes can be costly, labor can be intense and usually lack of visibility throughout the organization. Under the pressure of the economy, prices are rising, and uncertainty worldwide are asked to do more with less resources than HR leaders. SAMBİT, who benefited from decades of practical experiences for various industries with complex HR solutions, wrote the article “ERP BULUT SOLUTIONS: Strategies and Results” and “Organizational Cost Reduction: Strategies and Results”.

The article explains how smart systems reduce costs and how to increase productivity and help companies grow in a digital world. The article details how the use of automatic tools, centralization of HR systems, improved reporting and facilitating HR processes can reduce errors, save time, improve operations, and make businesses more flexible in the processing of employees. These strategies are already helping companies to reduce general expenses, increase labor activity and move towards a more digital and scalable future.

“Cost optimization in HR does not only mean head count or freezing recruitment, Sam says Sambit. “It requires rethinking how resources are distributed to the organization.”

Fueling innovation beyond the workplace

Sambit’s passion for creating better systems goes far beyond his daily business. By accepting his contributions to the field, Sambit was invited to participate in Hackathon Raptors Association as a member. It is a selective technology network of leading companies, including Faang and Fortune 100. Scholarship status is only given to professionals with an important and measurable effect in their fields.

Through this platform, it cooperates with new generation of HR solutions, from artificial intelligence -oriented system to estimated wear vehicles. Hackathons runs, leads technology workshops, and manages panels to help HR teams to bridge critical knowledge gaps.

“You can see it when you are limited to an environment so far, Sam says Sambit, Sambit. “But when you connect with people from different fields, possibilities increase.”

Sambit believes that real innovation never stays behind the office door. On the contrary, such platforms provide access to cooperation with new minds, connecting with various ideas and developing solutions that make businesses for the future together. It emphasizes that most of the ideas that look at the future are caused by such collaborative areas -it is difficult to explore working in silos in an organization.

A systemic response to a challenge throughout the industry

Today, the HR faces a series of urgent difficulties: the increase in complexity in technology, increasing operational costs, low transparency and lack of technical skills between practitioners. The future of HR depends largely on a number of factors: embracing digital tools for purposes, creating data -oriented cultures, reconstructing teams and keeping their employee experience at the center of every decision. Sambit Panigrahi produces practical, forward -looking solutions to each of them.

But he doesn’t stop there. Currently, it is investigating how virtual reality can be applied to HR workflows – the goal of creating systems that do not replace people but help them unlock their full potential. A promising example is VR On Boarding, who can immerse new recruitment in real -time, interactive sessions, and from the first day to the company culture, vehicles and automatic workflows. It aims to create tools that allow the study to be more intuitive and more people -oriented.

Orum I believe in people’s potential, and this is what makes me grow, to succeed and really develop systems that make me grow, and really developing. ”