Outline your education and current position. Would you say it is a “masculine” or “feminine” profession? Give an annual vision of your work pace, the seasonal nature of the missions, the highlights.
I have a double hat as Human Resources Manager for Indosuez Singapore and Azqore Asia, and I am responsible for implementing HR strategies and initiatives to support the growth of the business. Having joined the Bank in 2016, I had the opportunity to manage and participate in multiple organizational and strategic projects, such as the integration of CIC and the spin-off of Azqore in Asia. As the Asian branches of Indosuez and Azqore continue to grow, my role as HRD for the two entities is also changing.
Our employees are our most precious resources, the HR team’s mission is to defend the culture and the raison d’être of the Group. Our multifaceted function requires us to be humble and agile in order to be able to move regularly from strategic to operational roles. The Covid-19 pandemic has presented us with challenges we could not have imagined: operating in crisis mode for much of 2020 and 2021, adapting to government health measures and maintaining employee engagement and connection. . As we settle into the new normal, the role of HR must also adapt to focus on our people’s need for adaptability and resilience, re-evaluate the employee experience to drive engagement and inclusion of all, including those who work remotely.
Discuss your professional career, the developments that have allowed you to access more responsibilities. Were you at the origin of these steps? How did you climb the ladder?
I started my career as an external auditor and quickly realized that I was not cut out for a job without a strong commitment. However, it has helped me build a solid foundation of financial, tax, and payroll knowledge. The data analysis skills acquired during my audit experience created an opportunity for me for an HR analysis and reporting position. This position gave me the opportunity to work closely with a team of seasoned and passionate HR professionals. This sparked my passion for HR so and when an opportunity presented itself, even though it was a difficult business function with major attrition issues, I applied for the position. and I have never looked back since.
A female manager at the beginning of my HR career inspired and motivated me a lot. In addition to being a manager and mentor who forged my commitment, she always displayed a positive, motivated and passionate attitude, even when facing difficult professional situations and juggling the care of 2 young people. children.
Talk about the barriers you have faced. How did you overcome them? On the contrary, do you find that being a woman has been an advantage? How do you balance professional and personal life?
According to studies, women tend to have more empathy and relational skills, two key skills required in HR. Although I don’t encounter any difficulties, the fact of being a woman in a position occupied mainly by women is neither an advantage nor a disadvantage.
Even in female-dominated roles such as HR, men tend to occupy the higher positions, and it’s only in recent years that the position of Director of Human Resources (HRD) has given us gender parity. There are also persistent stereotypes that women succeed in HR because of their natural affinity for human relationships. There is an additional constraint: we must demonstrate that we are as strong, if not better, in critical thinking and in our capacity for work, etc.
Women tend to underestimate their abilities more than men and to question themselves. It’s important for women to have more confidence in the skills and values they bring, because we can’t convince others when we doubt ourselves. Staying passionate about my work, continuing to learn and adapting to the changing environment are key values that keep me motivated. It’s also important to take a step back to recharge when enthusiasm wanes.
Give your vision of the changes you have observed and those you would like to see in the future. Give examples of initiatives already carried out. What were the obstacles and successes? Talk about the support provided by your management.
In recent years, the Group has demonstrated a strong commitment to gender diversity and action plans have been put in place to guarantee equality, development and the empowerment of women. As an HR professional and a woman in a leadership position, it’s important that my team and I are advocates for diversity and inclusion, and ensure that it’s not with a simple symbolic effort.
As we adapt to the new ways of working in the “new normal” and reassess our ways of engaging with associates, we must also pay attention to the impact of the pandemic on gender equality. The pandemic has exacerbated the problems facing working mothers. Many of them have seen their domestic responsibilities increase, making it even more difficult to juggle between home and work. More and more women are considering career changes or even leaving the workforce, which can be a potential setback to our gender equality efforts. As we approach the new ‘norm’ of flexible working, it is important to revisit policies that encourage equitable roles for men and women, particularly with regard to family care (i.e. such as encouraging paternity leave), involving men in gender initiatives and considering programs to help women re-enter the labor market.
Give concrete advice based on your personal experience.
Firm belief that women are equally confident, independent, intelligent and capable. Let’s not be afraid to challenge the status quo and be ready to embrace the transformative process that is taking place.