Priti Patel
Chief People Officer
G2
Episode 53
Stop separating HR from ROI: A people-forward financial strategy for leaders.
Current chapter: This podcast is presented by Previ. Covering monthly expenses is the number one concern among employees
Built By PeopleSeptember 16, 2025 · 15:02
Thesis
“Successful HR leadership requires a deep understanding of business financials and a people-centric approach, proving that people-forward strategies directly drive measurable business ROI rather than being mutually exclusive.”
Show notes
Episode SummaryWhat happens when a former finance executive and meditation entrepreneur steps into the role of Chief People Officer? In this episode of Built by People, host Dave D’Angelo sits down with Priti Patel, Chief People Officer at G2, to explore her unconventional path to the C-suite and the powerful lessons she's learned along the way. From starting her career in mergers and acquisitions at GE to launching a meditation training business, Priti shares how every step of her journey informed her unique leadership philosophy.
Listeners will hear how conscious leadership, emotional intelligence, and a values-first approach have shaped her time at G2 — especially during career-defining moments like leading an early investigation, navigating feedback as a young executive, and challenging outdated notions of HR's strategic role. If you’re a people leader looking to lead with more clarity, context, and courage, this episode is for you.
Key Timestamps
[00:52] – Priti’s winding journey: From GE finance to meditation teacher to CPO of G2
[04:12] – Why a business foundation is her superpower in HR
[05:02] – A career-defining moment: Upholding values during a tough early decision
[07:20] – Facing “too much” feedback and reframing authenticity as a strength
[10:48] – The art of reading the room and leading with emotional intelligence
[12:45] – The legacy Priti hopes to leave: HR as a business driver, not a back office
[14:06] – Parting advice: Why tough decisions should always feel human
Takeaways
Build trust through consistent values, especially during difficult decisions
Balance business acumen with emotional intelligence to lead effectively
Adapt your communication style without losing authenticity
Get to know the “why” behind your leaders to gain deeper context
Treat HR as a strategic lever with measurable ROI
Stay connected to your purpose — or know when it’s time to move on
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What you'll take away
- 1Consistently upholding company values is paramount for strengthening organizational culture and building trust, akin to effective parenting.
- 2Developing emotional intelligence (EQ) and learning to 'read a room' allows leaders to adapt their communication for better outcomes, which is a strategic skill, not a departure from authenticity.
- 3HR leaders must proactively understand the motivations and strengths of individuals across the organization, especially senior leaders, to gain critical context for their strategic contributions.
- 4HR's significant impact on operational expenses, particularly in SaaS, positions them as strategic C-level leaders, making it crucial to demonstrate the clear ROI of their initiatives.
- 5Maintaining a deep connection to the 'humanity' in HR decisions is essential; if the 'tough' decisions cease to feel tough, it signals a potential misalignment with the role's core purpose.
What most organizations get wrong
- •Priti challenges the idea that one must always be 'authentically yourself' in professional interactions, suggesting that strategically meeting people 'where they're at' is a valuable skill for effective communication, rather than being inauthentic.
- •She pushes back against the false dichotomy of being either 'people-centric' or 'business-centric' as an HR leader, asserting that truly strategic HR leaders are both, focused on demonstrating the clear ROI of people-focused work.
In Priti's words
“My career journey may be a little bit unique in its, in its, what seems like windy path to getting to be G2's Chief People Officer for the last 4 years.”
This quote introduces her unconventional background, which ultimately shaped her unique perspective on HR leadership.
“Having the underpinnings of business in this role, I think, is my secret weapon. Maybe not so secret.”
She highlights the critical importance of business acumen and financial understanding for effective Chief People Officers.
“If we are consistently upholding our expectations of what a great culture is and what G2's culture is, I think over time that strengthens what it means to work here.”
This emphasizes the power of consistent adherence to values in building a robust and trusted company culture.
“it's actually like knowing your customer and knowing your, your audience in a way that they'll decode.”
She redefines authenticity in communication as adapting one's style to the audience for better reception and understanding.
“It's hardly ever the content, the topic of the conversation. It's almost always the context.”
This powerful statement from conscious leadership highlights that underlying motivations and emotions often drive workplace conflicts.
“I don't think doing what's best for people and doing what's best for businesses has to be mutually exclusive.”
This is her core thesis, challenging the common misconception that people-centric and business-centric goals are at odds.
The problems this episode addresses
- •Navigating C-suite dynamics and delivering critical feedback effectively, especially as a younger leader, can lead to imposter syndrome and challenges with perceived 'candor.'
- •HR leaders face fear and difficulty in making tough decisions, such as terminations, while simultaneously needing to uphold core company values consistently.
- •Proving HR's strategic value and demonstrating the measurable ROI of people initiatives is a common struggle for Chief People Officers, particularly in SaaS where HR impacts a significant portion of OpEx.
- •Misinterpreting the root cause of workplace conflicts by focusing solely on the 'content' rather than the underlying 'context' (feelings, egos, stories) can hinder effective resolution.
- •Maintaining empathy and avoiding disconnection from the 'humanity' of HR work in a high-pressure, decision-heavy role is an ongoing challenge for leaders.
In this episode
This podcast is presented by Previ. Covering monthly expenses is the number one concern among employees
Built by People
Dave Zirin has been G2's Chief People Officer for four years
How G2's Chief People Officer Started Her Career
What motivated you to make the transition into HR
What Motivated You to Make the Transition into HR?
Preeti says a termination at G2 was career defining moment
What's your most career-defining moment?
Preeti faced imposter syndrome early on in her career
Preeti On The Challenge Of Desiring Support
Any other input around that you, that you would provide to HR leaders on conscious leadership
WSJD Live: The Need for Conscious Leadership
Preeti, what's a legacy you hope to leave as a leader
What's a legacy you hope to leave for your team?
What parting advice would you like to provide to our broader HR community
What parting advice would you like to provide to your HR community?
Topics covered
Organizations and entities mentioned
Full transcript
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