How did you get started in HR?
I studied psychology at university, and was drawn to the business psychology modules. Upon graduating, I knew I wanted to pursue a career that aligned people and business, which led me to securing a role as an HR administrator at Network Rail. I haven’t looked back since!
What is HR’s main challenge?
Before my current role, I worked at Hilton London Bankside for nearly two years. Attracting and keeping great talent is a big challenge, especially in the hospitality industry, where there’s a real shortage of skilled workers and a clear skills gap. I’ve seen first-hand that finding qualified people for specialised roles isn’t easy, leading to high turnover and competition for the best talent.
Read more: Skills gap to worsen by 2035, research suggests
Where should HR focus its efforts over the next five years?
Technology. Over the next five years, AI is set to transform HR by taking care of routine tasks, and freeing up HR professionals to focus on matters such as enhancing employee wellbeing and engagement. With AI handling the day-to-day basics, HR teams can dedicate more energy to building a supportive and positive workplace where everyone thrives.
What will soon become less important for HR?
The debate around flexibility and remote working.
When you retire, what issues will HR still be tackling?
HR will still be working hard to address employee mental health challenges. It can be difficult to see and fully grasp what someone is going through. HR will need to keep finding better ways to support employees, making sure everyone feels truly understood, valued, and supported at work. And HR’s approach will become a lot more personalised.
How do you plan to change HR for the better?
I want to put even more focus on wellbeing by supporting mental health and promoting a healthy work/life balance. My goal is to create a workplace where everyone feels truly valued, supported, and excited to come to work each day. More generally, it’s all about collaboration. As staff work more flexibly and remotely, I want to highlight the importance of face-to-face check-ins so that people can confide and learn from others in a way that’s not just through a computer screen. I want to ensure that HR doesn’t work in silos but instead reaches everyone throughout the organisation.
This article was published in the March/April 2025 edition of HR magazine.
Subscribe today to have our latest articles delivered to your desk.
