Please give a short guide to your career.
With a degree in Occupational Psychology, I have built a diverse and enriching career spanning several roles in Human Resources. My expertise lies in employee wellbeing, manager training, and coaching. I have gained significant experience in the technical, electrical and infrastructure sectors, leveraging my skills to drive organisational success and foster a positive work environment and concrete business results. Throughout the years I’ve had the fortune of being highly involved in daily operations with executive managers, thereby enabling me to be a strong strategic partner in the business, advancing the agenda of HR. Having been on both sides of the table, so to speak, has given me an important experience on the market. Having worked as a consultant strengthened my HR generalist capabilities and helped me train my practical skills of implementation and solution. Then, working within the companies, I have been able to tie that experience together with the intricacies of each business.
Please give us one or two stand-out achievements.
- I am proud of the work I’ve been able to do on an individual level, helping people with burn-out symptoms and other stress related issues. Through consultancy and guidance, I’ve helped them return to work, find new careers and increase their quality of life. Being able to work this closely with people is a privilege in the HR business in my opinion.
- I am very proud of my current job. After starting with DTE, a blooming business in the innovation field, I’ve helped develop and form a strong and supportive culture within a rapidly growing workplace. Our initiatives have created a very positive word of mouth on the job market, thereby helping us get access to highly qualified talent. A strong collaboration and engagement with the executive team and board of directors has helped us build an engaged workplace.
What attracted you to HR?
For me, it’s always been the psychological aspect of working and workplaces. Too often I’ve gotten the feeling that HR has been applied in the wrong manner, perhaps giving us a reputation of being the “work police”. I’ve never been attracted to SOPs or the “red tape” of HR, so I guess that would count as a weakness to some degree. My main agenda has been to impact people, not procedures. The human element has been all too often neglected in my opinion, forcing HR to approach workers in a mechanical way. I want to change this.
If you want to put it very simply; Helping others is what attracted me to HR.
