In this episode of the HR Engage Podcast, host Jonathan Mamaril, Director at South Geldard Lawyers, sits down with Trudi Liekefett, Manager of People & Capability at Isaac Regional Council in regional Queensland. Trudi shares her non-linear journey into HR and delivers candid, practical insights on building a meaningful HR career, developing manager capability, and preventing burnout.
A Career Path Like No Other
Trudi’s path into HR is anything but conventional. After studying law and completing a journalism degree, she found herself working in regional Queensland before securing an entry-level admin role at Rio Tinto during a major mine integration project—and never looked back.
“I started at the absolute lowest level. But I said yes to everything, and that’s what opened doors.”
Her advice for early-career HR professionals is clear: resist the urge to specialise too soon. Breadth of experience—across recruitment, employee relations, WHS, payroll, and learning and development—is what builds genuinely capable HR practitioners.
Why Regional HR Is a Career Launchpad
Trudi is a passionate advocate for regional HR roles. Working in regional Queensland, where external HR consultants are scarce and the HR team is often a team of one, forces practitioners to develop skills they’d never encounter in a large corporate environment. You become a generalist by necessity, and that breadth becomes your greatest professional asset.
Beyond career development, Trudi points to the lifestyle advantages: shorter commutes, a strong sense of community, and a pace of life that makes it easier to maintain the boundaries HR professionals need.
For those considering a regional move, Live and Work Regional offers practical information on opportunities and support available to those making the shift.
The Personal Story That Shaped Her HR Philosophy
Trudi shares a deeply personal experience that fundamentally shaped the kind of HR leader she became. Rio Tinto’s response during a difficult period in her life—offering extraordinary flexibility when she needed it most—showed her what it truly means for an organisation to show up for its people.
“That experience taught me that when organisations show up for people in their worst moments, it changes everything. It’s why I fight so hard for flexibility and empathy in the workplace.”
The Shift from Compliance to Strategic Partner
Trudi reflects on how dramatically the HR profession has evolved. The old model—HR as the “policy police”—has given way to something far more nuanced.
“I love that we live in the grey now. HR’s role is no longer just about compliance. It’s about being a genuine strategic partner and a wellbeing champion.”
This shift requires HR professionals to get out of the office and understand the core business they support. You cannot provide meaningful HR advice if you don’t understand what the people you support actually do every day.
The Biggest Challenge Facing HR Today: Manager Capability
When Jonathan asks Trudi to name the single biggest challenge facing HR professionals right now, her answer is immediate: manager capability.
“People don’t leave jobs—they leave managers.”
Poor leadership is the root cause of most employee relations issues that land on HR’s desk. Investing in building manager capability—emotional intelligence, communication, and the ability to have difficult conversations—pays dividends across the entire organisation.
For Australian businesses, the Fair Work Commission provides practical resources on workplace relations and best practice leadership standards.
A Perspective Worth Considering: HR and Unions
Trudi shares a view that might raise eyebrows in some HR circles: HR and unions are not adversaries—they share the same fundamental goal.
“At the end of the day, we both want accountability and protection for workers. The adversarial approach gets us nowhere.”
She advocates for a collaborative rather than combative relationship with unions, arguing that when HR and unions work together, outcomes for employees and organisations are almost always better.
Burnout: HR Professionals Are Sponges
HR professionals absorb the heaviest, most emotionally complex issues in any organisation. Trudi is frank about the toll this takes.
“You can’t fill anyone else’s cup if yours is empty.”
Her advice:
- Use your EAP. The Employee Assistance Programme exists for everyone—including HR. Use it without shame.
- Set firm boundaries. Know when to switch off.
- Busy is not a badge of honour. Quality of thinking matters far more than volume.
- Maintain your sense of humour. One of the most underrated tools in the HR professional’s kit.
For Australian workplaces looking to support employee mental health, Beyond Blue’s workplace mental health resources offer practical tools for both HR professionals and managers.
Key Takeaways
- Say yes to breadth early. Generalist experience in your early career is more valuable than premature specialisation.
- Regional HR is underrated. It builds skills and resilience that corporate environments rarely can.
- Manager capability is everything. Fix leadership, and most HR problems shrink.
- HR and unions can collaborate. A shared goal doesn’t require an adversarial relationship.
- You cannot pour from an empty cup. HR professionals must prioritise their own wellbeing.
- Do less, better. Busyness is not productivity.
About the HR Engage Podcast
The HR Engage Podcast is hosted by Jonathan Mamaril, Director at South Geldard Lawyers. Each episode features candid conversations with HR professionals, business leaders, and employment law experts on the issues shaping workplaces across Australia.
