HR Leader Podcast Network Momentum Media

Driving growth should be on every leader’s mind, however, with the uneasiness of the modern workforce and the challenges that come with that, leveraging growth can be difficult.

Helping to break down these barriers is Damien Andreasen, HiBob’s vice president APJ. In this episode of The HR Leader, he reflects on his experiences in building high-performing work teams, both during his time at HiBob and in previous roles.

Continuous development and upskilling have only become more important as tech advancements require teams to be educated and up to date on digitally evolving processes. However, there is a clear opportunity, says Andreasen, as this tech can facilitate effective growth.

Purpose, culture, and engagement are crucial aspects of business that are becoming increasingly important considerations for candidates, with Andreasen noting that these components can be utilised to drive performance.

Also under discussion is the importance of communication, and how processes can break down when lines of communication aren’t upheld. Andreasen touches on his experiences at both start-ups and large organisations, and how many themes overlap, no matter the size of the company.


For leaders looking to drive growth, he says that a vision needs to be established, and that vision needs to be clearly communicated as early as the hiring process. One major challenge in the modern workforce is the multigenerational cohort of employees. Rather than seeing this as a challenge, it should be seen as an opportunity, as these differences can create diversity of thought, which can drive creativity and innovation.

There are plenty of variables that all play a part in influencing the job market. With so many outside influences, the state of recruitment is, unsurprisingly, very unpredictable.
In this episode of The HR Leader, Jas Singh, managing director of SKL, dives into the current trends in the recruitment market, outlining the shifting dynamics in employer-employee relationships and strategies for jobseekers and employers alike.
According to Singh, the market is transitioning from the 2023 trend where there was a high demand for employees. It is neither entirely an employer’s market nor an employee’s market but rather a balanced scenario. Companies are now more cautious, aiming for sustainable long-term productivity instead of panic hiring, which was common post-COVID-19.
With this in mind, Singh urges candidates to showcase flexibility. Upskilling and staying updated with the latest technology trends are crucial in the modern workforce but should be balanced with personality, as these considerations make for an attractive candidate.
The episode also touches on bias in recruitment. Bias is inherent in all humans, often unconscious, and can impact hiring decisions. Companies need to be aware of and address these biases, whether an SME or a large multinational company.

The modern workforce, in the offset of the pandemic, has caused an immense rise in remote and hybrid working. While processes have certainly changed, employee wellbeing shouldn’t take a hit as a consequence.

In this episode of The HR Leader, oVice’s chief human resource officer, Megan Reed, delves into the crucial yet often disregarded world of employee wellbeing in remote working models.

Reed outlines just how imperative communication and connection are in upholding healthy work environments, especially in remote and hybrid work settings. The conversation also touches on the duty of care that employers have and how this doesn’t end just because you can’t see your employees. Isolation and loneliness can occur as a result of these working models, which can be mitigated through effective communication and connection.

The challenges and opportunities presented by remote and hybrid work models are ever-present. However, companies like oVice are innovating to meet these demands. As the workforce continues to evolve, the lessons shared in this discussion can assist leaders seeking to navigate the complexities of managing wellbeing and fostering a positive company culture in a remote-first world.

The evolving role of human resources in the modern workplace should not be understated. Technology can help to propel this change.
Dimitri Boylan, founder and chief executive of Avature, joins The HR Leader to share invaluable insights into the future of HR strategy and the pivotal role technology plays in shaping it.
The discussion touches on the increasing integration of HR into strategic planning, a trend that has gained momentum, particularly in the wake of the COVID-19 pandemic.
Boylan points out that the pandemic served as a catalyst, propelling HR professionals to the forefront of executive decision making, largely due to the human-centric crises it triggered. This shift underscores the growing recognition of HR’s strategic value beyond its traditional administrative functions.
The conversation then delves into the implications of remote work policies, which remain a topic of ongoing debate among companies. Boylan argues that the uncertainty surrounding work policies continues to keep HR in crucial conversations at the C-suite level, highlighting the need for HR to adapt to its newfound strategic role.
HR has a critical relationship with technology, especially as the workforce undergoes digital transformation. Boylan emphasises the importance of a robust partnership between HR and IT departments to navigate these challenges effectively. Similarly, artificial intelligence (AI) is of key concern as the workforce approaches this tech with cautious optimism. While acknowledging the potential of AI to transform various HR functions, such as recruiting and talent management, he also highlights the ethical considerations and potential biases that come with AI deployment.

The passage of legislation allowing for a right to disconnect for Australian workers provides business owners across the country an opportunity to challenge the paradigms they hold around flexible working and design a workplace that works for their employees and fosters productivity, argues one director.
In this episode of The Boutique Lawyer Show, from HR Leader’s sister brand, Lawyers Weekly, host Jerome Doraisamy welcomes in house nous director Natasha Hannah to discuss what is meant by the term “right to disconnect”, whether and how organisations are responding to the passage of its legislation, the concerns that employers have, and hurdles to be overcome in the new environment.
Hannah also details the contractual and policy changes that small-business owners will have to undertake, the various conversations that should be had both with one’s staff members and a company’s clients, how to navigate those conversations and textual changes, designing a workplace accordingly, striking the right balance with generational attitudes and business needs, undertaking such changes against the backdrop of other firm concerns, and seeing the new legislation as a business opportunity.

The vital yet often under-discussed realm of work health and safety is a must-know for employers and employees. Education and clarity in this area help protect people in the workplace and avoid legal issues.
In this episode of The HR Leader, Kerry Kingham, chief executive of the Chooze Shop, sheds light on the multifaceted nature of workplace safety, its integration into organisational culture, and the evolving challenges in the era of remote and hybrid work.
Kingham emphasises the foundational role of work health and safety (WHS) in establishing a company’s culture and standards. Unfortunately, WHS often goes unnoticed until a crisis unfolds. The alignment of WHS policies with an organisation’s vision, mission, and values not only reinforces safety standards but also fosters a culture of care and responsibility.
She also points out the necessity of regular reskilling and upskilling to keep pace with evolving safety standards and risks. Moreover, the legal and compliance landscapes have become increasingly stringent, with negligence in WHS potentially leading to severe consequences.
The remote and hybrid work models can sow confusion with WHS, as it’s unclear where responsibility lies. Kingham stresses the extension of WHS responsibilities into the home office, challenging traditional boundaries of workplace safety.