Mo's CV:
Arcadia Group, Topshop
The BBC - Senior HR Adviser
Parexel
Network Rail - HR Business Partner
UK Employee Relations & Industrial Relations Adviser, Shell
How did you get into HR?
My career started at the Arcadia Group’s flagship store, Topshop Oxford Circus, this role was crucial for me as I then knew that HR was the career that I wanted. Seeking to gain more exposure and experience, my next role was at the BBC as Senior HR Adviser, this is where I got my first taste of how managing an organisational change actually worked in a unionised environment. After the BBC I wanted to work in an international organisation which led me to Parexel, a medium sized Clinical Research Organisation which had operations around the world. Here I had my first taste of how working in a global matrix worked along with exposure to different laws and regulations in different countries which you would have to take into account when managing any kind of change programme. Having gained a taste for managing organisational change, project work and relationship building, I was looking for a role at Business Partner level which led me to Network Rail. This is where I got real hands on experience of what it was really like to sit across a table and consult with a trade union when proposing an organisation change and really partnering with the business on plans, ideas and execution. My career to date had given me some good experience in employee relations, which I also had real enthusiasm for leading me to my role at Shell where I have also been exposed to policy making, having been a working group member of the CBI looking at things such as the upcoming Agency Workers Directive and European Works Council Directive.
As a generalist you get a really good exposure to the variety of the HR portfolio in particular I have worked on many employee relations type issues and managing organisational changes. You also get the opportunity to widen this out to business experience, whichever company you work for, it’s always a good idea to do your own PEST analysis so you understand what you are working with, this has in particular been crucial in understanding the sensitivities of the oil industry. I have had exposure to finance, especially when looking at organisation change proposals and also understanding budgets for training and resource planning.
Did you know anything about HR before you went into this area?
My Business BSc had a module on HR which really broadened my understanding of what HR was actually about, the various facets and specialisms. Prior to my perception of HR was that the function was only there to deal with people when they had done something bad at work, I was pleasantly surprised!
Did you make the choice to enter into HR or did it happen more by chance, if so how?
I knew HR was the career for me having had my first role at Topshop and then achieving my Masters Degree. It was the variety of work and the interaction with people at all levels that really got me hooked.
Describe one or two of the key highlights of your career in HR
I have project managed a number of change programmes of various scales in a number of industries. A good example is a 1 year organizational change at Network Rail split over 2 UK locations and included an office closure. This project involved various elements of the HR portfolio including organizational design, job evaluation relocation and redundancy. I was also responsible for supporting Management with the trade union consultation which lasted 2 full days. This particular project was delivered to time and budget of which my role as the HR Business Partner was critical in achieving this.
Do you think the role and value of HR is growing, and how?
As a good Business Partner I have seen the expectation grow in terms of needing to be aware of various factors; the political and economic climates that your organisation is operating within, who the competition is and what’s different about your company to any others. In my experience it was previously enough to understand the internal mechanics of your organisation, who are your stakeholders, what is the vision and drive of the company and what the plans are for the next 5 years and how can HR help to achieve this. Understanding these things makes you more informed and credible when you are at the management table proposing pragmatic HR solutions and which gives you decision making.
Where has your career taken you in terms of different countries or meeting interesting people?
When I was working at Parexel I had a trip to Boston USA where I was part of a global project team looking at the introduction of a new Global HR information System. This is one of my most memorable career highs as I absolutely loved meeting my international counterparts and really getting an insight into how HR worked within their countries. Whilst a trip to Holland with Shell also introduced me to some really interesting people from countries I had never even thought of! What’s important with meeting new people, colleagues etc is how you network and use your links where you can to navigate yourself around the organisation and know who you can plug when you need a second opinion or a different insight.
What would you say to encourage someone to consider a career in HR?
I would always suggest speaking to people you know who already work in HR to see how they find it and also if you have a part time job, why not approach your HR Manager to see if you can get work experience, you never know, it might even get you a job, that’s exactly what happened to me!
What are the key qualities and skills you need as a person to succeed in HR?
When starting out in HR I would suggest getting a good basic understanding of general policies procedures and how the HR information system works. As go you go on in your career, the expectation on your knowledge and skills will become more sophisticated, so whilst everyone talks about relationship building skills, taking this even further is how you go about managing your stakeholders, especially if you are dealing with a very complicated or tricky situation which could have legal risks or have negative publicity on your organisation.
In my career I have experienced HR shifting its model or way of working, this can sometime be a little unsettling as just as you are getting used to a current model, you have to very quickly learn a new way of working, sometimes maybe too quickly I feel. I believe it’s important to give something a little time to work before dismissing it as a failure.
What are your ambitions for your HR career?
At the moment I really enjoy working for large companies, I have absolutely loved working with a wide range of HR Generalists and Specialists and I feel this has given me some really good exposure in not too much time. This is something I wish to continue to do building my career. I would at some point like to undertake a role as a Talent specialist to build my expertise in this area. Aside from that my ultimate aspiration would be to become a good number 2 to an HR Director of a large company.
And outside of work?
Outside of work I also mentor and coach aspiring HR professionals, I take a real interest in people and really take pride in supporting them where I can to realise their aspirations. As I have a real passion for eating, I always enjoy having a mentoring session over some nice food! I also enjoy weight training and kickboxing which allows me to balance my work and private life as it is really important to get away and unwind.