1. You have had an incredible 30-year journey in HR, spanning both global corporations and smaller businesses. Looking back, what’s one experience that really shaped the way you lead today?
"One defining experience was leading a complex M&A project involving multiple global teams. It challenged me to balance strategic business objectives with empathy for employees navigating uncertainty. That experience reinforced my belief that strong leadership isn’t just about managing change - it’s about guiding people through it with transparency and respect."
2. Joining a start-up like Oii.ai is a big shift from working with large organisations. What drew you to this new challenge, and what excites you most about building a people strategy from the ground up?
"I was drawn to because it offers a rare opportunity to shape culture, and people practices from day one. After years of working in established structures, the idea of building something fresh, innovative, and impactful was incredibly exciting. What excites me most is the chance to create an inclusive, high-performance culture that truly supports the company’s mission and its people."
3. You have worked across so many industries - from telecoms to consulting. How has that variety influenced your approach to HR and leadership?
"Working across diverse industries has taught me that while businesses vary, the core of HR remains the same - it’s about people. Each industry has its nuances, but the key to successful HR is adaptability and understanding how to align people strategies with unique business goals. It’s made me more agile and open-minded in my approach to leadership."
4. Creating workplaces where people feel valued is clearly a passion of yours. What’s one simple but impactful way leaders can build that kind of culture?
"It starts with listening. Leaders who actively seek out and value employee feedback create a sense of trust and belonging. Simple actions, like regular check-ins or acknowledging team contributions, go a long way in making people feel seen and appreciated."
5. With your experience in HR transformations and M&A projects, how do you balance the business side of change with the human side?
"Balancing both sides requires clear communication and empathy. While the business objectives drive the change, the human side ensures its success. I focus on transparent communication, providing support through coaching and training, and fostering open dialogue to help employees navigate transitions smoothly."
6. You’ve recruited top C-suite talent in your career. What’s the secret to spotting not just the most qualified candidates, but the right fit for a company's culture?
"Beyond skills and experience, I look for alignment with the company’s values and vision. It’s about emotional intelligence, adaptability, and leadership style. I pay close attention to how candidates talk about people and challenges - it reveals a lot about whether they’ll thrive within the company culture."
7. AI is making waves in so many fields - how do you see AI shaping the future of HR, and what role do you think it can play in creating better workplaces?
"AI has the potential to streamline administrative tasks, freeing HR professionals to focus more on strategic, people-focused initiatives. It can enhance recruitment by reducing bias, improve employee engagement through data-driven insights, and personalise learning and development programs. But it’s crucial to use AI responsibly, ensuring that technology complements rather than replaces the human touch in HR."
8. As someone who’s led large-scale restructures and change management programs, what advice would you give to leaders navigating tough transitions?
"Communicate early, often, and honestly. Even when the news is tough, employees appreciate transparency. Pair that with empathy - acknowledge the emotional impact of change and offer support where possible. Leaders who balance clear communication with compassion tend to navigate transitions more successfully."
9. If you could give one piece of advice to a young HR professional just starting out, what would it be?
"Stay curious and never stop learning. HR is constantly evolving, and the best professionals are those who stay adaptable. Build strong relationships, listen more than you speak, and remember that at the heart of HR is the ability to make a positive impact on people’s lives."
10. If you could invite anyone, dead or alive, to a private dinner party, who would it be?
"I’d invite Maya Angelou. Her wisdom on humanity, resilience, and leadership is timeless. I imagine the conversation would be filled with powerful insights on life, empathy, and the importance of lifting others up."
