The 10 Most Influential HR Leaders To Follow, 2023 March2023

Claire McMaster Execuve Head of Human Resources Fraser Alexander

Hire Character Trainskill

Exploring the Realm of Exceptional Attributes

ThefieldofHumanResources(HR)hasevolved

significantlyovertheyears,andwiththatevolution, theroleofHRleadershasbecomeincreasingly criticaltoorganizationalsuccess.InfluentialHRleadersare strategicthinkerswhocanalignHRinitiativeswiththe overallbusinessstrategy.Theyunderstandthebigpicture andcanidentifywaystoleverageHRtodrivebusiness outcomes.

EffectivecommunicationisacriticalskillforHRleaders. Theymustbeabletocommunicatewithalllevelsofthe organization,includingseniorleaders,managers,and employees.ThemostinfluentialHRleadersareadaptable andcanquicklyrespondtochangesinthebusiness environment.Theyareflexibleintheirapproachandare willingtoadjusttheirstrategiesasneeded.Datais becomingincreasinglyimportantinHR,andinfluentialHR leadersunderstandthevalueofdata-drivendecisionmaking.

Theyusedatatoinformtheirstrategiesandinitiativesand caneffectivelycommunicatetheinsightsderivedfromdata tostakeholders.HRleadersmustbecollaborativeandable toworkacrossdifferentdepartmentsandteams.Theymust beabletobuildrelationshipsandpartnershipstodriveHR

initiatives.InfluentialHRleadersareinnovativeand continuouslyseekoutnewwaystoimproveHRprocesses andpractices.Theyarenotafraidtotakerisksand experimentwithnewideas.

Finally,themostinfluentialHRleadersareempatheticand canconnectwithemployeesonapersonallevel.They understandtheimportanceofemployeewell-beingandare committedtocreatingapositiveworkplaceculture. Moreover,themostinfluentialHRleaderspossessaunique combinationofstrategicthinking,strongcommunication skills,adaptability,data-drivendecision-making, collaboration,innovation,andempathy Thesequalities enablethemtobeeffectiveintheirrolesanddrivebusiness outcomes.

MappingthejourneyofsuchexemplaryleadersintheHR nicheofthedynamicbusinessarena,InsightsSuccesssheds lighton"The10MostInfluentialHRLeadersToFollow, 2023."

Flip through the pages and indulge in the novelties that these adept leaders are empowering in the dynamic business arena.

NoteEditor’s

Empowering self-belief and Excellence

Laurette

Makhubele

Striving with the Attributes of Inclusive Leadership

Manish

Transcending the Facets of Advancements

Dana Bukhammas

Verma

Sheena Minhas

Leading Human Resource Function with Passion

Paul Marshall

Exemplar of Resolute Leadership

Editor-in-Chief

Merry D'Souza

Deputy Editor Executive Editor Assistant Editors

Visualizer

David King

Senior Sales Manager

Sihanee M., Rouniyar A.

Marketing Manager

John Matthew

Technical Head

Art & Design Director Associate Designer

Ankita Pandharpure

Business Development Manager

Peter Collins, Prathamesh

Sales Executives

David, Prakash

Business Development Executives

Steve, Joe

Technical Specialist

Jacob Smile Prachi Mokashi

SME-SMO Executive

Sagar Lahigade

Circulation Manager

Robert Brown

Digital Marketing Manager

Dominique T.

Research Analyst

Frank Adams

Database Management Technology Consultant

Stella Andrew

sales@insightssuccess.com

March, 2023

David Stokes

Abhishek Joshi

Revati Badkas

Jenny Fernandes

Anish Miller

FeaturedPerson

ClaireMcMaster ExecutiveHead: Humanresources

DanaBukhammas ChiefHumanResources Advisor

EswhinBooysen ChiefHumanResources Officer

HalaSaeed PeopleDirector

HuseinAldarawish HumanResources Director

KhouloudGhanem HumanResources Manager

LauretteMakhubele People&Culture Director

ManishVerma GlobalTalent Management& AcquisitionLeader

PaulMarshall GroupHumanResources Manager

SheenaMinhas

GroupVPHRand Headof GlobalTalent

The 1 Most INFLUENTIAL To Follow

LEADERS 2023

CompanyName

FraserAlexander fraseralexander.com

BahrainPetroleumCompany bapco.net

in2food in2food.co.za

Ericsson ericsson.com

ExcellenceLogging exlog.com

RealEstateConstruction& FabricationCompany recafco.com

JTISouthAfrica(Pty)Ltd jti.com

Brief

Clairehasbeeninstrumentalincreatingaworkenvironment thatblendssocialinitiativeswithtechnicalandcommercial achievements.

DanaBukhammas,ChiefHumanResourcesAdvisoratBahrain PetroleumCompany,isouttochampion,changeandmakean impact.

EswhinBooysenhasbeenthechiefhumanresourcesofficerat In2foodsince2018.Eswhinisaninternationallyexperienced humanresourcesprofessional.

Halaishighlycommitted,resourceful&resultorientedHuman ResourcesManagerwithdiverseexperienceindifferentHR fields.

Huseinispassionateaboutassistingemployeesindeveloping andachievingtheirbestperformance,proactivelyguidingand inspiringotherstoreachtheirmaximumpotential.

Khouloudisanadeptleaderwithexceptionaltraitsthat contributetoimmensesuccessoftheorganization.

Lauretteembarksonthevisionandmissionoftheorganization withherexceptionalskillset.

Cargill cargill.com

HowardPorter howardporter.com.au

STMicroelectronic st.com

Manishholdsanextensiveexperienceinleadinglarge-scale changeandOrganizationalTransformations.

AsaveteranintheHRandbusinesstrendsspace,Paulhas beenanadvisertobusinessstart-ups,andtosmall,mediumand largecompaniesandincludingacquisitionsandbuyouts.

Sheenaleads ahighly-talentedteamofexperienced professionalswhopartnerwithleaders toachievegreater peopledevelopmentengagementandretentionresultinginhigh impactbusinessresults.

Claire McMaster Execuve Head of Human Resources Fraser Alexander

Passionate about Human Capital Development in the Mining Industry

The company is the largest outsourced tailings management contractor, deposing more than 200 million metric tons a year. In addion, it treats over 25 million litres of water a day in its operaon of more than 30 water treatment plants in South Africa.

The 10 Most Influenal HR Leaders To Follow, 2023

AtthehelmofFraserAlexander’shumancapital pillar,isClaireMcMaster.FraserAlexanderisthe world’slargestoutsourcedtailingsmanagement contractorandagloballeaderinhydrore-mining.Withits headquartersinSouthAfrica,itisa100%SouthAfrican black-andmajoritywomen-ownedcompanyintheMining, Oil,andGasServices(MOGS)Group.Theorganisation wasoriginallyestablishedin1912asatailingsdeposition serviceontheWitwatersrandgoldfields.ClaireMcMaster brings25yearsofminingindustryexperiencetohercritical roleintransformingthewayinwhichthecompany supportsitspeopleanddrivesastrongperformance developmentculture.

SincejoiningFraserAlexanderin2018,Clairehasbeen instrumentalincreatingaworkenvironmentthatblends socialinitiativeswithtechnicalandcommercialachievements.Themajorityofpeoplewanttoworkinorganisationsthatareethical,championhighperformanceand createopportunitiesfortheiremployeestohaveameaningfulimpact.Givingmeaningtoone’sworkoftenresultsina heightenedsenseofjobsatisfactionandimprovedlevelsof employeeengagement.

“Byensuringthatoursocio-economic,enterpriseand supplierdevelopmentprojectssupportthelocalcommunitiesinwhichmanyofourstaffreside,wecangivebackina

meaningfulwayandtangiblyconnectourteamstothe organisation’spurpose–totransformminewasteinto societal,environmental,andeconomicvalue,”shesays.

ThecompanywasrecentlyawardedaB-BBEELevel1 certificate—atremendousaccoladethatrepresentsyearsof socialandemployeedevelopmentprogrammesthatarenow entrenchedinthebusiness.

FraserAlexander’saimofcreatingvalueforothers resonatesdeeplywiththeiremployees,andparticularly whentheyareholisticallywell.Thecompany’svalueof caresteersdecision-making,andemployeewellnessisatop concern.ItissupportedbytheirBioPsychoSocialmodel thatidentifiesareasinwhichthecompanycanimproveand developitswellnessoffering.Asaresult,severalinitiatives areinplaceandtheseincludetheprovisionofaccessto privatehealthcareforemployees,andpsychological, financialandlegalsupportorguidance.

TransparencyisanothercriticalfactorthatClairebelievesis importantforempoweringdynamicandproductivework environments.Goalsandresponsibilitiesneedtobeclearly definedtofosterastrongperformancedevelopmentculture. Andthesearesupportedbycompetencygrowthandtalent management–necessaryforthelong-termsustainabilityof acompany,sheemphasises.

Theorganisationisfocusedonattractingandretaining talent.“Ourextensiverangeofflexiblecontractsallowsus toaccessmatureemployeeswhocontributerichlytothe businessbutworkonlimitedhours,andatthesametime, wealsoemployyounggraduates,learners,artisansand interns.Asaresult,weenterintoawidevarietyofcontracts withemployees,includingpermanentemployment,and wherethecircumstancesallow,homecouldbeCapeTown orColumbia,”sheadds.

Aflexible,whererole-suitable,workpolicyisalsoan aspectthatClaireconfirmscontributestoattractingand retainingtherighttalentforabusiness.Andthisworkfrom-homepolicywhichwasimplementedbeforeCovid19,certainlycametofruitionduringthepandemicasthe organisationwasabletocontinuewithbusinessasusual andnimblyadaptduringthemandatorylockdownperiods.

Mining is a dynamic and constantly evolving industry, a major contributor to the South African and global economies, and at the forefront of the ESG journey. As such, it has provided me with a hugely challenging and rewarding career to date.

“Whenweupdatedourhybridofficemodelpost-pandemic, wedidn’tmakerulesaroundfaceorofficetime.Rather,we encouragedemployeestodeterminewhentheyshouldbein theoffice,andforthemostpart,thishasworkedwell. Employeesmovebetweenourofficesbothgloballyandin SouthAfrica,andcometotheheadofficeforspecific engagementopportunities.Noonehasanindividualoffice inthebuilding,andallemployeesshareopen-planspaces, whichhaspromotedacultureofengagementacross disciplines,fosteringinformedandquickdecision-making andincreasedinnovation,”notesClaire.

Oneofthemostsignificantchangesinthehumancapital spacethatClaireanticipates,istherenewedglobalinterest indiversity,equityandinclusion(DEI)thatwillbirth meaningfulchangeinanorganisation’sapproachto diversitymanagement.And,althoughDEIisnotnewto SouthAfrica,itisanimportantenvironmental,socialand governance(ESG)themewhichisacorefocusformany miningcompanies.

FraserAlexanderhasaveryactiveDiversityandInclusion Committeethatissupportedbyvarioussubcommitteesthat covergenderdiversity,differently-abledandLGBTQIA+. DEIisdrivenfromanexecutivelevelanddiversityisalso encouragedamongitslabourpartnerrepresentation.More than60%ofthecompany’sinternsandgraduatesare femaleanditmeasuresitsgenderincomedifferential monthly Anumberofinitiativesareinplacetosupport genderdiversitysuchastheprovisionofgender-appropriate PPE;unconsciousbiasanddiversitytraining;andensuring thatallsocialinitiativesprovidesupporttowomen.TwentyfivepercentofSouthAfricanprocurementopportunities havebeenawardedtoBlackwomen-ownedbusinesses.In addition,throughthedeploymentofcertaintechnologies suchasourremotelyoperatedminingunits,thecompanyis alsoabletobettersupporttheachievementofitsdiversity targets.

Thecompany’sfemaleownership,boardrepresentation, leadership,andmiddlemanagementstatisticsarealso impressive,andthegoalistohave20%femalerepresentationthroughout,by2025.“Icontinuetochampiondiversity andinclusionwithinthecompanyandbringmyexperience andlearningsasapastchairofWomeninMiningSouth

Africa(WiMSA),tothetable.WomeninMiningFraser Alexander(WiMFA)isaspin-offofthisandishelpingus meetourgendertargetsthroughfocusedsupportand developmentofwomenintheorganisation,”comments Claire.

Shegoesontosaythatbarrierstoentryforwomenare oftensocietalandtothatend,sheandherteamatFraser Alexanderhaveplayedaninstrumentalroleindrivinga gender-basedviolencepreventionprojectwithrepresentativesfromAngloAmerican,SedibeloResources,andother MineralsCouncilmembers.Attheendof2022,anumber ofpartnerspledgedthenecessaryfundstosetupatleast fiveThuthuzelaCareCentrestoassistvictimsofgenderbasedviolenceinthecommunitiesinwhichtheyoperate.

Theassimilationofartificialintelligence(AI)into organisations,andthemanagementofthesedynamics,isa furtherthemethatClaireremarksisgoingtoimpactthe humanresourcesindustry,andwillinvolvecontinual upskillingandtheexplorationandadoptionoftechnology

Technologyhaschangedourlivesandsheexplainsthat whileithasthepowertoautomaterepetitivetasksandgive organisationsquickaccesstoreliabledataonwhichtobase informeddecisions,italsoprovideshumanresource personnelwiththetime,potentialandopportunitytofocus onthemoremeaningfulaspectsofthejob,andapply strategicandcreativeskillstoaddvaluetodeveloping humancapital.

Our BioPsychoSocial model looks to idenfy areas in which we can improve our wellness offering.

“Thefutureofworkmustremainacriticalagendaitemin ourdiscussionswithoursocialpartners.Astechnology createsefficiencies,itbecomesmoreimportantforstaffto reskillandupskilltobeabletotakeonthemanyrolesthat willbeonofferinthefuture.Suchroleswillprovide improvedqualityofworkbutwilldemandincreasedskills andeducation.AtFraserAlexander,wehaveagreedon targetsthatbalancetherecruitmentanddevelopmentof talent,bothwithin,andoutside,ofthecompany.Capacity buildingforourNxtGenerationSolutionsofferingisa priority,”shecomments.

Miningisadynamicandconstantlyevolvingindustry whichClairesayshasprovidedherwithahugelychallengingandrewardingcareertodate.Herroleinwellness,ESG impacts,culturechange,anunparalleledemployeevalue proposition,promotionofthedigitaljourneyandfuture skills,andembracingmanyoftheUnitedNations’SustainableDevelopmentGoals,isformidableinthecompany’s intenttofulfilitspurpose.

Lookingforward,Clairesaysshewouldliketoseemining housesrecogniseserviceprovidersthathaveastrongESG offeringandformpartnershipswiththemtodrivetheir purposeandgivebacktosocietyforthelong-termbenefit ofall.

Claireadvisesthenextgenerationofaspiringbusiness leaders,tobeopentoallopportunities,tocommunicate well,toplanandberesponsive,tobecurious,toread extensively,togaindepthandbreadthofexperience,to listenandaboveall,toalwaysmaketheethicalcall.

“Don’tbescaredtofail;behumanandyourselfinall interactions;beopentoadviceandguidance;developyour network;ensureyouhavestrongmentors,coaches,and sponsors;joinprofessionalorganisations;andfocuson continuouslearning,”shechallenges.

Over the years, I have driven strong performance development pracces that are well supported by competency growth and talent management approaches in all the organisaons I have worked in. FA is no different and quickly develops a strong performance development culture.

Empoweringemployeestoexcelanddesigningstateof-the-artdevelopmentprogramsthatenable personneltodrivetheorganization’sstrategic objectivesandsustainablegrowth,DanaBukhammas, ChiefHumanResourcesAdvisoratBahrain PetroleumCompany,isouttochampion,changeand makeanimpact.

Dana Bukhammas Chief Human Resources Advisor Bahrain Petroleum Company

Danafoundherpassionaftershejoinedthe workforce.Asateamleaderinthesales department,sherealizedherpurposewasto helpothersintheirjourneyofgrowthand development.Fromthere,shepivoted andbuilthigh-performanceandhighimpactprogramsthatdeliveredvalue tobusinessesandcontributedtothe growthofcountlessindividuals.

Inanexclusiveinterviewwith Insights Success,Danasharesher beliefthateachpersonisunique andthateveryoneisbornwith naturaltalentsandgifts.She wishestodedicateallherefforts tocreatingmoresuccessstories thatproveherbeliefand empowertheyouth.

Below are the highlights of the interview:

Dana,pleasedescribeforour readersyourprofessionaljourney upuntilnow.Whatchallengesdid youfacealongtheway?

Myprofessionaljourneybeganthesame dayIstartedworkingatZainBahraininJuly 2003.Ihadnoideahowmonumentalmy

journeywouldbe.Ihadalwaysthoughtofmyselfasjustan ordinaryperson.Likemanyofus,IrealizedthatIhada particulartalentonceIjoinedtheworkingenvironment.I noticedhowmuchthecompanybelievedinme,promoting mefromonepositiontoanotherandmassivelyincreasing myresponsibilities.

Iwashiredaspartofastart-upteameventhoughIwasstill completingmybachelor’sstudies.Ibeganmyjourneyasa salesagent,andwithinthreemonths,Ibecameateam leaderforateamof10employeesattheAirportBranchthat weoperated24/7.IlaterlearnedIwasoneofthefirst womentoleada24/7branchinBahrain’stelecomhistory. Whileinsales,Iwentthroughaself-discoveryjourneyand realizedmypassionandpurpose,whichisaboutpeople’s growthanddevelopment.Aftertwoyears,Idecidedto movetotheHumanResourcesDepartment.

Over12years,Ibuiltmyportfolio:In2003,Ibecamea TeamLeaderintheSalesDepartment;by2006,Iwasa TeamLeaderintheHumanResourcesDepartment;andin 2009,IbecametheHRManager.In2015,Iwaspromoted toDirectorofHumanResources,reportingtotheChief ExecutiveOfficer.Itrulybelievethatthisisreflectiveof someonewhoenjoyedtheirjobandbuckleddownand workedhardandsubsequentlywasrecognizedbythe companyfortheireffortsandcontribution.Thatisakey messagetothenextgeneration.

Leadingtheaward-winningHRDepartmentatZain BahrainwithextensiveexperienceinNetworkUpgrade Projects,DigitalandCultureTransformation,Leadership DevelopmentandSuccessionPlanning,institutionalization ofcoachingcultureandstrategicallycontributingtothe SustainableDevelopmentGoalsshapedmeintoasuitable candidatetoleadtheHumanResourcesDepartmentofthe moststrategiccompanyinBahrain(Bapco)inJuly2021.

IgiveittothegreatleadershipandthewonderfulteamsI hadbeenandcurrentlyamworkingwith.

Whatsignificantimpacthaveyoubroughttothe HRindustry?

OneofthestrategicHRinitiativesthatIamsoproudtobe partofisZain’sYouthdevelopmentprogram.

Bapco has been in the lead regarding Leadership and Human Capital Development which resulted in winning prestigious awards for its efforts to recruit and employ the highest number of Bahraini nationals. These pride achievements happened with little fanfare, which is the way we work at Bapco.

InlinewithBahrain’sEconomicVisionof2030andthe aimtolessenthegapbetweenacademiclearningand successfulemploymentinalignmentwithUNDP SustainableDevelopmentGoals(SDG),Zainimplemented thisinitiativewhichIchampioned.IthighlightsSDGGoal 4.4,QualityofEducation,andGoal8.6,DecentWorkand EconomicGrowth.

In2009,theFutureUniversityNetworkprogram(FUN), laterrenamedtoZainYouth,waslaunchedwiththeaimof bridgingthegapbetweeneducationandemployment throughexposuretoactualworkexperiencewitha developmentplanthatisinspiredbythelatestworld economicforumupdatestopreparetheyouthforthe currentandfuturemarketrequirements.Morethan2500 Bahrainisbenefitedfromthisprogram,with85%leavingit within16monthsforabetteropportunity.ZainYouthtoday contributestothevisionofincreasingBahrain’spotentialas amagnetforgrowthwithinbothprivateandpublicsectors.

Today,atBapco,wearerunningayouthdevelopment programcalledYouthEnergy,withtheaimofpreparing BahrainiYouthfortheEnergySector,andtopreparefuture leaderstooperatetheworld-classrefineryandlargest investmentinthehistoryofBapcoandtheKingdomof Bahrain,thatwearecurrentlybusybuilding.

TellusaboutBahrainPetroleumCompanyandits foundationpillar.

TheBahrainPetroleumCompany(Bapco)wasregistered onthe11thofJanuary1929;thediscoveryandprocessing ofcrudeoilwasthestartingpointforthetremendous economicgrowthoftheKingdomofBahrain,andBapco continuestoplayacrucialroleinBahrain’seconomyand development.

BahrainPetroleumCompanylivestruetoitsvision, mission,andcorevaluesthroughtheoutstandingleadership drivingthecompanyonatransformationaljourneytowards “BapcoOfTomorrow,”theonevisionforwhichallemployees areinspiredtowards.

How does Bahrain Petroleum Company promote workforce flexibility, and what is your role?

Inadditiontotheeffortsemployedaroundremoteworking, digitalization,andsociallydistancedworkenvironments thatwasappliedduringthepandemicandhelpedusto continuetowork24/7,keeppeoplesafe,andcontinuetobe effective,Icontinuedmyfocusonempowermentwithinthe CompanyandourCountry Wecontinuetofosterstrategies ofdiversityandinclusivity;Bapcohasbeeninthelead regardingLeadershipandHumanCapitalDevelopment. Theyareverydedicatedtodevelopingfutureleadersat earlystages,andtoday,youthrepresent37%ofthetotal workforce,andprogramsareinplacetoempowerWomen andYouthintheworkingenvironment.

Whatisyourtakeontechnology’simportance,andhow areyouleveragingit?

WearelivingintheFourthIndustrialRevolution,where technologyiscontinuouslybecomingmoreandmore prevalentintheworldatlarge.HRDirectorsandManagers muststaycurrentbyutilizingavailabletechnologyto operateefficiently,makeinformeddecisions,andprovide thebestemployeeexperience.Wemustkeepeducatingour employeesonthelatesttechnologicaladvancements.We mustkeepourpeopleonthecuttingedgeofongoingand

sometimesdisruptivechanges.Itisadauntingchallenge thatIamhappytoembrace.

WhatwillbethenextsignificantchangeintheHR industry,andhowareyoupreparingforit?

IpracticedthephilosophythatmagichappenswhenallHR practicesareagileandintegratedintoonesystem, contributingtothecompany’soverallstrategyandallits stakeholders.HRneedstounderstandthebusinessandbe closetopeopletocreateandnurtureapeople-centric culturethatfocusesondimensionsthatexcelthecompany’s performanceandaccelerateitsgrowth.

WiththeintroductionofHRBusinessPartners(HRBP),this wasachieved,havingtheHRBPslocatedfull-timewithin Departmentstocontinuouslydiscussthebusinessand peoplechallengesandinstantlycomeupwithsolutions, improvecommunication,andreducethegapin expectations.

Whatareyourgoalsintheupcomingfuture?

Continuingtobuildanagile,progressive,diverse, proactive,fair,andsustainablecultureattheBahrain PetroleumCompanyisatthetopofmylist.Inthefuture,I wanttocontinuemyprofessionalandpersonalgrowth.I dreamofbeingacoachandhelpingpeopleonabroader scaletofindtheirpotential,actualizethemselvesand becomethepersontheyseeintheirdreams.

Ibelievethatallofushavegiftsandtalentsthattheworld needs.Iwantpeopletobelieveinthemselves,thattheyall havesomething‘special’andcanuniquelysucceed.

Myloveforpaintingisalsooneofmylatestselfdiscoveries;Iwouldliketoinvestmoretimeinit;itisa wayofexpressionandpartofleavingalegacy.

Whatadvicewouldyouliketogivethenextgeneration ofaspiringbusinessleaders?

Aspiringbusinessleadersneedtodevelopself-awarenessto findtheirpassionandpurposeinthislife.Allleadersneeda healthydoseofself-belief,resilience,andtruegrit.IfIcan doit,socananyoneelsewhosodesires.

Laurette Makhubele

Makhubele Laurette

Striving with the Attributes of Inclusive Leadership

Creatingadiverse,inclusiveworkforcerequirestime

andenergy,twoofaleader'smostvaluable resources.So,whatdrivessomeexecutivesto advocateforthiscause?Inadditiontoabeliefinthe businesscase,inclusiveleadersaremotivatedbytheir values,includingadeepsenseoffairnessrootedinsome personalexperience.

Inclusiveleadersbelievethatcreatingawelcomingculture startswiththem,andtheytakepersonalresponsibilityfor change.Whenexecutivesdevotetime,energy,and resourcestocultivatinginclusiveworkplaces—byinvesting inpeopleandinspiringotherstosharetheirpassionand goals—theiractionsdemonstrategenuinededication.

Open-mindedness,adesiretolearn,andadesiretobe exposedtodifferentideashavequicklybecomecritical leadershiptraits,particularlyindifficulttimes.Curiosity andopennessarecharacteristicsofinclusiveleaderswho seekoutotherperspectivestoreduceblindspotsand improvedecision-making.ThisiswhereLaurette Makhubele,People&CultureDirectorofJTISouth Africa(Pty)Ltd,excelsasapassionateleaderwhoaimsto enableahealthyworkenvironmentandstriveswiththe principlesofHumanityandEquality

This interview of Laurette conducted by Insights Success highlights her professional tenure and her journey so far in the dynamic business arena.

Below are the excerpts from the interview:

Briefouraudienceaboutyourjourneyasabusiness leaderuntilyourcurrentpositionatyourcompany. Whatchallengeshaveyouhadtoovercometoreach whereyouaretoday?

IamthePeopleandCultureDirector,basedin

Johannesburg.Ihaverecentlyworkedformultinationals, whichallowedmetoknowAfricaandtheworldalotmore. IstudiedHR,startingwithaNationalDiplomaandaBtech Degree.IputmyMBAonpausewhenmydadfell terminallyillsomeyearsago,butit'snowtimetocomplete thatjourneyformyself.

Igainedexperienceinsomewonderfulcompaniesin multipleindustries,includingFMCG,Gaming,Consulting, andFinance(Insurance).Likemostofus,Istartedworking atthebottom.TheexperienceIstillcherishtoday

WheneverIcomeacrossafreshgraduatewhothinkssome rolesarebeneaththem,Ialwaystellthemthey'llbetheboss oneday Andastheboss,howwillyouknowhowtoteach othersifyoudon'tunderstandthefullvaluechain?

Enlightenusonhowyouhavebeenimpactingtheniche throughyourexpertiseinthemarket.

Ibelieveincontinuouslearning,andasIlearnmoreabout atopic,Ievolve. Igrab opportunitieswhenever possibletogrowanddevelopothersaswell.This includesCoachingandMentoring, andspeakingat publiceventswheneverIcan.

Whatarethefundamentalsthatyou implementtodrivebettermentswithinthe workcultureofyourorganization?

TheprinciplesofHumanityand Equalityguideme.Istartedworking inanerainSouthAfricawhere Apartheidhadjustbeenabolished; employmentequitywasatopic approachedwithtrepidationby allthedemographicsinthe workplace.

Consistencyandpersistencehasledustohavemorehonest conversationstoday.Understandingthatallworkplace policiesandpracticesneedtoworkforeveryoneandnot justafewwillalwaysguideme.

Describeindetailthevaluesandtheworkculturethat drivesyouridealorganization.

Ihavealwaysthrivedinenvironmentsthathaveapeoplefirstapproach—havingfamilyvaluesandencouraging peopletolearn.Makemistakes,learnfromthem,anddon't repeatthem.

Peoplealsoflourishwhentheyareencouragedtobe themselvesandacknowledgetheirwholebeing.Thisway, theythrive,andsodoestheorganization.Manystudiesand

articleshavebeenwrittenaboutthebenefitsofencouraging diversityofthoughtsandapproachesintheworkplace.

Wheredoyouenvisionyourselftobeinthelongrun, andwhatareyourfuturegoalsforyourcompany?

IchuckleabitasIthinkofthisanswer.Theanswerkeeps changingeveryfewyears.Awhileago,Iwasvery determinedtoliveandworkindifferentcountriesandraise mysontobeaglobalcitizen.WhileIstillwantthatfor him,I'verealizedthatisnotverypracticalforourfamilyat thispoint.

Whatdrivesmenowisbuildingalegacyformyfamily.So, what'simportantformenowisnottolimitmyselfand explorework,businessandeducationopportunities.Andit lookslikethey'llallbecomingatmesimultaneously.So, cheerstoNhluvuko.Whichmeansprogressinmylanguage (Tsonga).

Whatwouldbeyouradvicetobuddingentrepreneurs whoaspiretoventureintothedynamicbusinessarena?

Knowyourself.Whenyouknowwhoyouare,youwon't allowotherswhomayseemmoreestablishedtotellyou whoyoushouldbe.Whenyouknowyourself,you'll perseverebecauseyourdreamswon'tletyougiveupon yourself.Whateveritisthatyouwanttodo,wakeupand start.Startandkeepmoving.

The principles of Humanity and Equality guide me.

Manish Verma, Global Talent Management & Acquisition Leader CARGILL

Manish Verma

Transcending the Facets of Advancements

Afterbeinginthetechindustryformanyyears,

ManishVermatransitionedintothefoodand commodityindustry.Headmiredhowfarmersof todayandtomorrowputinalotofeffortallyeartoensure thattheworldhassecurefoodsupply

ManishstartedhisHRcareerasaTrainee,advancedto Executive,andthenenteredthespecializedHRfieldof TalentandTalentAcquisitionmanagementwithafocuson national,regional,andinternationalHRagenda.

WhileManishenjoyedhisroleasanHRexecutiveforthe past25years,hehasbeenextremelycuriousabouthow employeesprovidevaluetothecompanybybeingwhothey areandmaximizingtheirpotential.

Sincehementoredhisfirstmenteeandbeganworkingasa teamleadatalargemultinationalcorporation20yearsago, healwaysexperiencedgreatjoyfromencouragingand directingotherstowardtheircareerandpersonalobjectives.

HehasbeenaglobalandregionalHRleaderformorethan 15years;hementoredover30peopleandevenhelpedhis past,andcurrentcompaniesredesigncareerprogramsfor newrecruits.It'sachallenge,butthechancetokeepmaking adifferenceinthelivesofothersaroundhimkeepsManish inspireddaily

In an interview with Insights Success, Manish shares valuable facts highlighting his professional career and the journey in the niche.

Whatsignificantimpacthaveyoubroughttoyour industry?

Thesimplefactisthatjobsarevitaltooursocietyandour worthashumanbeings.IfIcanplayonesmallpartin helpingsomeoneunleashtheirfullpotentialandfinda workplacewheretheycanthrive,addvalue,andbevalued,

thenI’veaddedsomethingtothisworldwelivein.

Igobythisphilosophythatyouareheretosupportothers tobecomebetter,andIabsolutelylovewhatIdo.Onepiece ofadvicehavelearnedagreatdealaboutwheretospend mytimeandenergy

Tellusaboutyourcompanyanditsfoundationpillar.

Cargillexiststonourishtheworldinasafe,responsibleand sustainableway.Everyday,weconnectfarmerswith markets,customerswithingredients,andpeopleand animalswiththefoodtheyneedtothrive.

Wecombineourexperiencewithnewtechnologiesand insightstoserveasatrustedpartnerforfood,agriculture, financialandindustrialcustomersinmorethan125 countries.

Today,theneedtomakeourfoodsystemmoresustainable andresilientiskey.Fromourseatatthecenterofthe agriculturalsupplychain,wehaveauniqueability—and responsibility—tohelp.

Whatisyourtakeontechnology'simportance,andhow areyouleveragingit?

We’reworkingwithfarmerstoincreaseregenerative agricultureandreduceenvironmentalimpact.We’re creatingeverydayearth-friendlyitems,likefeedthat reducesmethaneemissionsandwaste-basedrenewable fuels.

Andwe’reharnessingthepoweroftechnology,using ArtificialIntelligencetokeepanimalshealthierwhile makingproducersmoreproductive.Inthefoodsector, technologyisbecomingmoreandmoresignificant,andthis trenddoesn'tappeartobeslowingdownanytimesoon.

Technologyisbeingusedbyfoodbusinessesandbrandsto

createnewproducts,enhancequalityassurance,andcreate amoresustainablesupplychain.Intheyearstocome,it's probablethatthefoodbusinesswillwitnessevenmore advancementsastechnologyadvances.

Sustainablefoodtechnologyhashadanimpactonthefood businessalongwiththeshifttomoresustainable alternatives.Oneareawherethisistakingplaceisthe creationofplant-basedmeatsubstitutes.

Thefoodsupplysystemisbecomingmoresustainable thanksinparttotechnology.Forinstance,verticalfarmsare beingdevelopedusingtechnology.Cropsarecultivatedin verticalfarms,whicharestructureswherelayersarepiled vertically.Sustainableagriculturalpracticesrequireless waterandlandthanconventionalfarmingpractices. Moreover,technologyisbeingleveragedtocreatenew, environmentallyfriendlypackagingmaterials.Businesses likeTetraPakarecreatingpackagingusingplant-based materials.Thiskindofpackagingiscrucialsinceitcan lessentheenvironmentalimpactofthefoodsector

Whatisyourtakeontechnology’simportance,andhow areyouleveragingit?

Inthefoodsector,technologyisbecomingmoreandmore significant,andthistrenddoesn'tappeartobeslowing downanytimesoon.

Technologyisbeingusedbyfoodbusinessesandbrandsto createnewproducts,enhancequalityassurance,andcreate amoresustainablesupplychain.Intheyearstocome,it's probablethatthefoodbusinesswillwitnessevenmore advancementsastechnologyadvances.

Thefollowingareafewofthemostprominenteffectsof technologyonthefoodindustry:

Ÿ Enhancedproductivityandefficiencyinthefood industry:Fromplantingandharvestingto manufacturingandpackaging,technologyhasmadethe entireproductionprocessmorestreamlinedand effective.

Ÿ Alterationsinfoodconsumptionpatterns:Technology hascontributedtothesechangesaswell.Forinstance, thepopularityofonlinegroceryshoppinghassimplified andimprovedthepurchasingprocessforconsumers.

Ÿ Agreateremphasisonhealthandsustainability:thanks totechnology,companiescantrackandmonitortheir environmentaleffectandtakeactiontolowertheir

carbonfootprint.Technologyhasalsomadeitpossible toemphasizefoodsafetyandqualitymanagementmore.

Ÿ Bettertrackingoffoodsafetyandquality,aswellas simplerdetectionandrecalloftaintedproducts,thanks totechnology

Ÿ Greenerbusinesspractices:Technologyhasmadeit possibleforcompaniestoembracegreenerbusiness practices,suchasemployingsolarelectricityorbuying energy-efficientequipment.

Ÿ Moretraceabilityandtransparency:Thanksto technology,it'snowsimplerforcompaniestokeeptrack oftheiringredientsandmakesurethey'rebuyingfrom ethicalandsustainablevendors.

Ÿ Abettercustomerexperiencethankstotechnology: fromonlineorderinganddeliverytoin-storetechnology likeself-checkoutanddigitalmenus,businessescan nowoffercustomersapersonalizedandinteractive experience.

Whatwillbethenextsignificantchangeinyour industry,andhowareyoupreparingforit?

Customerswhoknowtheirfoodwellwantmorehealthy

If I can play one small part in helping someone unleash their full potential and find a workplace where they can thrive, add value, and be valued, then I’ve added something to this world we live in.

optionsandmoretransparencyintheprocess.Brandsthat arecommittedtoreducingtheirimpactontheenvironment areexactlywhattheyarelookingfor.Inaddition,they requireagreaterdegreeofpersonalizationandconvenience forpurchasesanddeliveries.

Thereareseveralbranchesforfoodbusinessessuchas providingmoreproductsaleschannels,includingdirect-toconsumerchannels.Improvingpackaging,shippingand orderfulfillment.Increasingopportunitiestointeractwith customers.Expandingcustomizationcapabilitiesand SKUs.Smartbrandsencourageconsumerengagementby beingmoretransparentaboutservicesandtheirimpacton theenvironment.

Messageslike“ScanthisQRcode”toseehowmuchwater wasusedtomakethisbottleofsauce,consumers understandtheirfoodisdemandingmorehealthyoptions andamoretransparentprocess.Theyarelookingforbrands thatdemonstrateacommitmenttoreducingtheirimpacton theenvironment,andtheyseekagreaterdegreeof personalizationandconvenienceforshopping,purchasing, anddelivery

Second,digitizationoffood,itisimportantthateventhe smallestfoodproducersbecomefamiliarwithandinvestin digitaltechnologysotheycanmeetnewindustrystandards forincreasedtransparencyandsecurity

Thesechangesarenotonlydrivenbycomplianceissuesbut alsobyretailersrequiringtheirsupplierstobeableto participateinthedigitalsupplynetwork.Themoreyou investinmeasuringrawmaterialsandfinishedproducts,the easieritistoimproveyourperformance.

Forexample,youcanoptimizeaproduct'sshelflifeifyou canbetterunderstanditswatercontentusingaccuraterealtimemeasurements.Theabilitytocollectdatafromyour farmwillalsohelpstandardizeworkandreducerelianceon thetribalknowledgeofkeypeople.

Inthiscase,that'snotabadthing.Enhancinghuman decision-makingwithdata-drivenscienceisgoodfor business.Bigdataminingwillalsoinformfoodscience, suchascoldchainmanagementandrelatedR&D.

Whatadvicewouldyouliketogivethenextgeneration ofaspiringbusinessleaders?

Getathoroughunderstandingofthefoodindustryandits trends:Becurrentonthemostrecentdevelopmentsinthe

foodindustry,whethertheyarerelatedtofoodchoices, healthawareness,orsustainability.

Beimaginativeandinventive.Thefoodmarketisfiercely competitive;therefore,originalideasarenecessarytostand out.Makesomethingfresh,unique,andintriguing. Developasolidnetwork.Inthelongrun,youcanbenefit yourbusinessbyconnectingwithpeopleinyoursectorand otherbusinessleaders.

Haveacrystal-clearvisionandmission.Clearlydefineyour goalsandobjectives,thenworktorealizethem.You'llbe moredrivenandconcentratedifyouhaveaclearvisionand objective.

Takeadvantageoftechnology:Asthefoodbusiness develops,technologywillbecomeincreasinglyimportantto itsfuture.Usetechnologytoimprovecustomerexperience andstreamlinebusinessprocesses.

Beadaptableandflexible:Becausethefoodsectorisso unpredictable,itneedsleaderswhocanquicklychange coursewhennecessary.Beadaptableandpreparedto updateyourbusinessplanasnecessary.

Putqualityfirst:Yourbusinessoperationsshouldbe centeredonquality.Buildingaloyalcustomerbaseand establishingasolidmarketreputationwillbeeasierby providinghigh-qualitygoodsandservices.

PaulMarshall

Exemplar of Resolute Leadership

Theadvancementoftechnologyandthe improvementofsystemshaschangedtheway businessesvirtuallyoperate.Theseadvancements alsopromptedchangesinmanagementstyleand requirements,particularlyforanHRleader.

However,SuccessfulHRmanagersunderstandandembrace theirroleastheconscienceoftheirorganizations.HR professionalsareentrustedwithmanydifferenttypesof confidentialinformation,andnothinglessthantheabsolute

securityandprotectionofthatinformationfrom unauthorizeddisclosureisacceptable.HRprofessionals mustexhibitcompletehonestyanddiscretionwhen workingwitheverymemberoftheirorganization.

HRprofessionalscouldpotentiallybemanagingemployees acrosstheglobe,performingmanydifferentactivitiesor projectsthroughouttheday,andcommunicatingwith employeesatalllevelsofthecompany

Theymustknowhowtobridgegapsincommunicationand seamlesslytransitionfromtasktotaskwhilerunningthings efficiently.Standingoutwiththesignificantattributeswith atransformativeapproachisPaulMarshall,GroupHR Manager HowardPorter at

InaninterviewwithInsightsSuccess,Paulshares significantfactshighlightinghisprofessional tenureandhisjourneysofarinthedynamic businessarena.

Below are the excerpts from the interview:

Paul,pleasebrieflydescribeyour professionaljourneyupuntilnow. Whatchallengesdidyoufacealong theway?

Myearlierdayswerespentinseveral differentrolesthatincludedmanual work,salesandsmallbusiness.Ilater enrolledasamature-agestudentin TAFEandenjoyeditenoughto complete3diplomasandsomeother accreditationsandthenlaterenrolledat university.

IinitiallyenrolledinAccountingand BusinessLawbutinthesecondyearwas

Paul Marshall Group HR Manager Howard Porter

drawntoHumanResourcesandIndustrialRelationsand completedaBachelorofCommercewithadoublemajorin HumanResourcesManagementandIndustrialRelations. Afterthat,IwasworkingforaStateGovernment department(LabourRelations)andthenIsteppedinto privateenterprise.

ThemainchallengeIfacedwasdecidingtoeitherposition myselfasa"generalist"ora"specialist."AsIcontinuedin thisindustryarea,IalwaysfoundIwasbeingexposedtoa widerangeoftasks,includingsometasksthatwouldn'tbe classifiedasHumanResourcesManagement.

Morerecentlyandconsideringmyselfthesedaysalmosta polymathormultipotentiality,thethoughtofspecialisingin asmallspecificareainanoccupationthatencompassesso muchwasabitlimitingtome.

I found the generalist thing much more attractive whilst maintaining a strong and current employment law skillvery much needed in HR and people tasks.

WhatsignificantimpacthaveyoubroughttotheHR industry?

IhaveauthoredtwobooksonBusinessandPeople Management,andIsharemanyofmypastreal-world learningsandexperience.Ifyoulikewhatyoureadinthis article,thenchancesareyou'regoingtolovethesebooks.

Likeagoodbakingmixreadytogointotheoven,featured inthesebooksarewell-researchedandtestedrecipesand ingredientsandIhavepreparedthemreadytobepoured intothereader'sminds.

Theovenistheworkplace,soasyoureadjustkeepturning uptoworkandeventuallytheseideaswillbebakedinto yourmindandyourknowledgeofthesetestedtipswillbe gettingtheattentionofsurroundingpeopleasafreshly bakedcakeremovedfromtheovenissuretogetthe attentionofyourguestsatthedinnerparty.

Golden Tips to Turbo Charge Your Business, Make More Money and Get Rich

Golden Tips to Turbo Charge Your Employees, Skyrocket

Productivity and Get More Output

ThesebookscanbepurchasedfromAmazon.comorany goodonlinebookstore.

Howard Porter is an industry leader, well-established and still a family-owned company that designs and builds quality transport equipment for the mining, resources, and general transport industries.

TellusaboutHowardPorteranditsfoundationpillar.

HowardPorterisanindustryleader,well-establishedand stillafamily-ownedcompanythatdesignsandbuilds qualitytransportequipmentforthemining,resources,and generaltransportindustries.

IfIhadtoselectjustonepillar,itwouldhavetobefinancial growthandstability.Growthandstabilityrequirefocusand definition.Innovationandefficienciesarealwayswelcome butasaCompanygrowsbigger,thenacquisitionsbecome anattractivestrategytoaddfinancialgrowthfastand enhancestability

In2015HowardPorteracquiredSteelbro,whichisa140year-oldNewZealandcoach-buildingbusinessthathada richhistoryandiswellknownforitsworldwideproductthe "sideloader"–atransportsolutionfeaturingtwoonboard cranes.

IwasgroupHRManageratHowardPorteratthetime Steelbrowasacquired.Steelbrodidnothaveanydedicated HRpresence,soIacceptedthatitwasgoingtobemethat wouldstronglycontributeHRservicestothisacquisition projectandwiththeaimtomaketheSteelbrobusiness profitableagain(anewpriority)aswellasproviding servicestotheothergroupbusinesses.

IworkedcloselywiththeBusinessDirector(Owner)and theChiefFinancialOfficer(CFO)toreview,restructureand developthenewlyacquiredbusiness.Wealsoworkedwith theGeneralManagerofSteelbro.Atthetimeofacquiring Steelbro,thebusinesscashflowhadstoppedandthe businesswasrunningwitha$300,000permonthloss.

Thebusinessacquisitionwasattractiveastheproduct complimentedHowardPorters'productlinesandHoward Porterhadtheplant,equipment,andpeopletomakethis

productfaster,betterandpushitoutthroughsomealready establishedsaleschannels.

Scalingadisorganizedbusinessdoesn'tworkwellbutin 2018aNetProfitofover1millionwasachievedfromthe newlyacquiredbusinessprovingwewereasomewhat organisedbusiness.Todayit'shittingwellabovethisand hasbeenanotherwinningmoveinthequesttocontinuously deliverfinancialgrowthandstability.

OtherkeydeliverablesinthisacquisitionfromtheHRdesk included:

Ÿ Regardingbudgetaryexpenditure,weundertookthe acquisitionandnewbusinessdevelopmentprocesses withinthenormaloperatingbudgetoftheHR departmentbysuccessfullysecuringFederal Government(GrowthGrant)funding.

Ÿ Successfullyright-sizedbusinessandsavingaround $736,880perannumbyreducingthesalesdepartmentin theacquiredbusinessandwhilstretainingtoptalentand thereafterincreasingsalesvolumes,

Ÿ Avoidedindustrialdisputationwithunionsorcourts duringtheacquisitionandbusinessdevelopmentprocess whichincludedredundancies,communication improvementstrategiesandperformancemanagement enhancements,

Ÿ Accessedandpartneredwithanexternalqualifiedand experiencedbusinessconsultanttoformulateawellresearchedandcomprehensivestrategicBusinessand AggressiveGrowthPlan(BusinessEvaluationReport) fornocost,

Ÿ Secured$20,000Governmentgranttoassistwith securinganewBusinessDevelopmentManagerand settingupanadditionalsalesofficeandpresencein Brazil,

Ÿ Savedaround$100,000oninternationaltalentsearch feesbyin-housesearch,recruitment,selecting,and onboardingkeyBusinessDevelopmentandSales ManagersforBrazilandEurope(Sweden)andonthe eastcoastofAustraliaresultinginanincreaseof internationaldistributorships,salesandmarketsharein Brazil,EuropeandAustralia,

Ÿ Implementingafair,equitableandresults-driven remunerationsystemforsalesstaffwhilstalso maintaininganethicalsalesandbusinessprocess,

Ÿ Collaboratingwiththeproductionmanagerand achievingISO9001:2015Certificationfor2Australian Entities.ThiscertifiedQualityManagementSystem (QMS)droveandachievedasignificantimprovementin

thequalityofproduct,traceability,andproduction systems.Italsoactedasasoundcommunicationand integrationcatalystduringtheacquisitionprocessand enhancedefficiency,collaborationandsynergybetween theoldandnewentities,

Ÿ Introducedanddroveanewsystemtocaptureand recordproductionconformancesandwarrantyclaims ensuringallnon-conformityinformationiscaptured, storedandreviewedtoeliminatefuturereoccurrences. Thisincludedimproving,formulating,capturingand nowevaluatingkeyperformanceareasinProduction and/ortargetswithavisualandsystematicprocess.

Byexecutingtheaboveandotheracquisitionstrategiesand byutilisingexistingproductionresourcestoincreaseprofit marginperunitby12-15%theacquisitionwasanattractive solutiontoimprovethefinancialgrowthandstabilitypillar ofthebusiness.

ThegreatworkdonebytheownersandCFOwhilstholding theBIGpicturefocusandwithotherbusinessManagers executingsomeothereffectivegrowthstrategiesandthe staffandpeoplecontribution,theSteelbrobusinessisnow trulyaninternationalcompany.

Abusinessthatseemstobeforeverimprovingbrand recognition,extensivelygrowinganetworkofworldwide distributorsandagentsallwhilstbeingdrivenbyan aggressiveNationalandInternationalmarketingandgrowth strategy

HowdoesHowardPorterpromoteworkforceflexibility, andwhatisyourroleinit?

BecauseweareoperatinginWesternAustraliaandmining projectsintheregionarecurrentlyrapidlyincreasingdueto highcommoditiespricesfindingpeoplehasbeenabig challenge.

Withafullsalesbookandlotsofovertimeavailableit's beenachallengefortheCompanytobesuperflexiblebut insayingthat-itsonlydayshiftsthatareperformedandfor nolongerthan10hoursperday

Therefore,employeescangetsomegoodtimewithfamily andfriendsandpursueotherout-of-workcommitments.It's beneficialfortheworkforcetopursueotherout-of-work activitiesaswehavefoundthatthisgreatlyassistsin keepingpeoplebalancedandforthebusiness–keeping peopleforthelonghaul.

Whatisyourtakeontechnology'simportance,andhow areyouleveragingit?

Iftechnologyoffersanopportunitytosavetimeordollars, thenit'sagreatthing.It'swhenitcreatesmorework, consumesmoretimeandofferslittlereturnoninvestment–thenitmaynotbeattractive.Iamalwaysapessimistabout technology

Ihaveseenbusinessesinstallexpensivesystemsonlyto pullthepinonthemmonthslaterwastingvaluabledollars. Butifyoucanshowmethesavingsintimeormoney,thenI amallears.Beingabletorecruitworldwideusingjustthe Internetorbeingabletosavetimewithonboardingtools havebeenofbenefitforusbutknowingpeopleonafaceto-facebasishasalwaysbeengoodforbusinessandstillis.

Whatwillbethenextsignificantchangeinthehuman resourcesindustry,andhowareyoupreparingforit?

Therehavebeensomegreattechnologicaladvancementsin HRsystems,butnotallhavebeensuccessful.HR onboardingsystemssuchasZenefits,GustoorBambooHR seemtobeleadingtheway.Morerecently,andastheAI spaceseemstoberampingupandwebegintoassess systemssuchasXOPAAItodeterminewhetherthese systemscanofferarealadvantage.

Eachbusinessisdifferentandwithdifferingvalues, priorities,andapproaches.IfanHRMISorintegrated

onboardingsystemisbeingconsidered,thentheCompany mustdosomeseriousresearchandanalysisbefore selecting.Factoringintheimplementationandbuy-inofthe peoplewillbekeyalso.

Currently,weareseeingmanyAustralianbusinessesbeing prosecutedforhugeunderpaymentsofwages.Although technologyofferspotentialefficiencyimprovementsonce implemented,it'slikelythatitstillmustbemanaged correctlyespeciallywhenitcomestopayroll.

IdofinditamusingwhenCompaniestalkabouthowgreat theircultureis,andtheverysameCompaniesareinthe mediachannelsforshort-changingtheirstaffwagesby millionsofdollars.HR101:getthepayrightbeforeyou startspruikingabouthowamazingyourCompanyculture is.

Whatareyourgoalsintheupcomingfuture?

Assistingyoungerpeopletonavigatethenewworld.It'sa veryquicklychangingworldatthemomentandhasseen andexperiencedmanypastventuresthatalwaysprovidea depthofknowledgethatcanbeshared.

Whatadvicewouldyouliketogivethenextgeneration ofaspiringbusinessleaders?

Don'tunderestimateface-to-facecommunicationasbeing effectiveinbuildingtrustwithanotherpersonordecisionmaker.Sure,theremaybetimeswhenonline communicationisneededbuttryandconvinceapersonto partwith$20,000ormoreonline.Notaneasythingtodo unlessthepersonorpartywithdollarscanverifythe businesshistoryand/orthepersonontheotherendofthe onlinecommunicationmedium.

In-person,humaninteractionoffersgreatreturns.Onecan communicatedirectlytoanotherpersononone'sownterms andwithanaddedin-personemotionalexperienceand withouttraceability.

Oronecanchoosetocommunicatewithanotherperson throughaplatformontheplatform'sterms,withverylittle emotionalexperienceandwiththecommunicationbeing recordedandstored( ).Both for training purposes of course havetheirplaceinbusiness,butBruceSpringsteenoffers somegreatadviceonthis:"Ain't no kindness in the face of strangers – Ain't gonna find no miracles here."

Sheena Minhas Group VP HR and Head of Global Talent ST Microelectronics

Sheena Minhas

Leading Human Resource Function with Passion

Flyingonthehorizonsofsuccessasa formerAirforceOfferandmappingan efficaciousodysseyasaHuman ResourceProfessional,SheenaMinhashas excelledwithastaunchleadershipacumenand hasbeenmakinganimpactwithastrong focusonstrategicandoperational improvementsthatenhanceanorganization's performance.

Shehasaproventrackrecordofleading internationaltransformationsforpeople management.ShehasexperienceinHR managementandCOEsinvarious businesssectors,includingEngineering, Automation,R&D,Marketing&Sales, andSharedServices.

Sheenahasalwaysexcelledinher earlycareerandcontinuestoleverage technologyforlarge-scalepeople processesinorganizations.Shealso bringsmilitarylessonstothe corporateworld,leadingwithcare, compassion,andcollaboration.She strivesforexcellenceasa leadershipcoachandconsultant withaprogressiveentrepreneurial mindset.

In 2016, Sheena was ranked as one of the top 13 HR Influencers in APAC, and she remains committed to advancing her field. Overall, her expertise and skills make her a valuable asset to any organization.

TheCommencementofProlongedExcellence

Inherearlycareer,Sheenasoughttochallenge herselfbyapplyingfortheinitialbatchesof femalefightercontrollingselectionprocess.She wasoneofthefewselectedfor.Afterbeing commissionedasaPilotOfficer,shestudiedat theCollegeofAirDefencetoqualifyasaFighter Controller.Sheacceptedassignmentsinremote locationsasakeenobserverandquicklearner. Shelearnedearlyinlifetohavetheconfidenceto standalone,thecouragetomaketoughdecisions, andthecompassiontolistentotheneedsof others.

Sheenavolunteeredtoleadaconvoyforlowlevelflyingoperationsneartheborderand receivedcommendationsforsuccessfully managingtheoperations.Shelearnedabiglesson duringherAirForcetraining,whichwasto"Keep CalmandAviate,Navigate,Communicate."

Technology has always been an important aspect of HR processes in Sheena's experience. As a technology-savvy HR professional, she has always leveraged new trends in people processes and enhanced engagement across the organization.

Aftercompletinghershortservicecommission, Sheenadecidedtomovetothecorporateworld andfacedhercorporatetransformationwith Honeywell,whichwasundergoingsignificant changes.Shewasexcitedtobepartofthechange andleadthetransformation.SherealizedthatHR isincrediblyinfluentialandhasasignificant impact,eventhoughitmayseemhiddenfromthe non-HRworld.

Sinceleadingtransformations,Sheenahasmoved tothepositionofBusinessHRtobeclosertothe customerandgainanoutside-inperspectiveto makethefunctionmoreimpactful.Asa leadershipcoach,sheencouragesleaderstoown thepeopleprocessesandembedallOD interventionsintheirdailyworkflow,holding themaccountablewithfullsupport.This approachincreasedretentionandengagementand directlycontributedtobusinessgrowth.Sheena hasneverlookedbacksinceandremains committedtomakingapositiveimpactinthe corporateworld.

ExpandingtheHorizonsofSuccess

Forthepastdecade,Sheenawasworkingwith ABBinvariousrolesandhasjoinedST MicroelectronicsasGroupVPHRandHeadof GlobalTalent.Shealwaysstrivestotransform theorganizationtowardsbetterproductivity, service,andcustomersatisfaction.

Sheisacontinuouslearnerandavidreader.Most ofherHRskillsarepracticalapproaches supportedbydifferentprograms,fromthe LondonSchoolofEconomicstotheIndian InstituteofManagement,Ahmedabad.She continuouslyupskillstokeepabreastoftheeverchangingPeopleprocessesintheHRworld.

AsaHumanResourceleader,Sheena'ssuccessis significantlyinformedbyhavingmastered mentorshipasamilitaryofficer.Sherecognizes thatnoonepersoncanhavealltheanswersto everyquestionandbeinghumbleandtransparent buildstrust.Havingmentorsandlearningfrom themhasalwaysbenefitedher,andmentoring othersispersonallygratifying.Itbenefitsthe entireorganizationbyfosteringacultureof

excellenceinwhichemployeesareempoweredto betheirbest,leadingtopredictablesuccess outcomes.

Sheena'scommitmenttolearning,herpractical approachtoHR,andherfocusonmentorship havecontributedsignificantlytohersuccessasa HumanResourceleader.Sheremainspassionate aboutmakingapositiveimpact,continuously upskilling,andbuildingacultureofexcellencein organizations.

SheenahassignificantlyimpactedtheHR functionasapartnerofchoicetoleadpeople transformationprograms.Hermilitaryservicehas instilledinherahighsenseofdiscipline,a strategicapproach,andprojectmanagementskills thatkeepcompletioninmindwhileempowering herteamandmakingthejourneyexciting. AnotherlessonshehaslearnedfromtheAir Forceisto"WatchmyBackandkeep Communicating"tokeeptheteamtogetherand ensureprojectsuccess.Shehasalsobeenableto thinkdifferentlyduringtimesofcrisis,remain calm,andmaketherightdecisions.

AdvancingwiththeTechnologicalRevolutions

Technologyhasalwaysbeenanimportantaspect ofHRprocessesinSheena'sexperience.Asa technology-savvyHRprofessional,shehas alwaysleveragednewtrendsinpeopleprocesses andenhancedengagementacrossthe organization.Shebelievesthatempoweringline managersandleaderswithpeopleprocessesin technologybringshugecredibilitytoHR professionalsandallowsthemtositthrough discussionsandstrategyformulationratherthan doingoperationalworkallthetime.

TheHRfunctionitselfisundergoingahuge change,especiallyafterthepost-Covidflexing betweenitshistoryasasupportfunctionandits futureasastrategicpartner.Inheropinion,HR leadersneedtodrivemoreagileandfluid organizations,shifttheroleofbusinesspartners, anddrivetheemployeeexperience,allwitha clearleadershipmandate.HRneedstoshiftits focusfromapure-processorientationtoa customerjourneyapproach,identifyingthe

"momentsthatmatter"foremployeesin theirinteractionswiththecompany.

TheContinuumofBrilliance

Sheenaiscurrentlytransitioningintoa newrolewithSTMicroelectronicsas GlobalHeadofTalentandleadingHR transformationprograms.Sheplansto keepdoingtherolesthathavethe maximumimpactandbringchange leadershiptowardsamorebusinessfocusedapproach.

IndulginginthePearlsof Wisdom

Sheadvisesthenextgeneration ofaspiringHRleaderstofirst understandthebusinessandits customersandhowpeople processescanenablegrowth, profitability,andcustomer success.HRnowhasacenter seat,andleadersare demandingthattheHR functionbepartnersin buildingstrategic capability.Beingauthentic, havingagilityinprocesses, policies,tools,andbeinga rolemodelforchange willbekeytohavinga successfulcareeranda seatatthetable.