Human Resources is rarely a straight path—and Claudia Faulkner’s journey through the field exemplifies this truth. From her Canadian roots and UK upbringing to becoming a cornerstone of Australia’s engineering sector HR, Claudia shares how her early immersion in industrial relations forged a versatile, “Swiss-army-knife” mindset that continues to guide her three decades later. Her story offers invaluable lessons on resilience, recruitment, retention, and the evolving challenges HR professionals face today, especially in dynamic industries like engineering.
From Industrial Relations to HR Generalist: Forged in the Fire
Claudia’s HR career began in a crucible of industrial relations (IR) at the Australian Chamber of Commerce and Industry. Working alongside some of the best IR professionals during a transformative era for Australian labor law, Claudia gained firsthand experience that shaped not only her career but the broader HR landscape. The late 1990s, particularly around 1996-1997, were pivotal years that influenced the formation of the Fair Work Act, a cornerstone of modern Australian employment law.
This early exposure to complex IR challenges was not just a job—it was a formative experience that ignited Claudia’s passion for HR. It inspired her to pursue a formal HR degree while working full-time, embedding a deep understanding of employee relations, legal frameworks, and organizational dynamics. She describes this period as being “forged in the fire of IR,” setting the foundation for a career marked by adaptability and a broad skill set.
Why Engineering? Finding a Language and a Home
Though Claudia initially thought engineering and HR spoke “two different languages,” her nearly two-decade tenure in the engineering sector tells a different story. She found synergies that transcended technical jargon, appreciating the fast-paced, project-driven environment that demanded agility and resilience. Engineering, with its varied external clients and fluctuating market conditions, has been both a challenge and a playground for her HR expertise.
Her experience during the Global Financial Crisis (GFC) exemplifies the resilience required in this sector. Facing mass redundancies and economic uncertainty early in her HR journey, Claudia developed a pragmatic, compassionate approach to workforce management. She supports her engineering colleagues not just to perform their best but to “enjoy the ride” despite the industry’s sometimes “fast and furious” nature.
The Swiss-Army-Knife HR Mindset: Generalist with Owner’s Mentality
Claudia proudly identifies as an HR generalist, a role she enjoys because it allows her to engage with many aspects of people management. Her knack for creating and shaping HR teams across multiple states demonstrates her ability to wear many hats effectively. This versatility earned her the nickname “Swiss Army knife” in HR, reflecting her readiness to tackle any challenge that arises.
What truly distinguishes Claudia is her “owner mindset.” She approaches every HR role as if she owns the business, a philosophy that permeates her recruitment, retention, and leadership strategies. This mindset drives her to present decision-makers with clear, well-considered advice and options, empowering them to make informed choices while she remains deeply invested in the outcomes.
“I walk into any role as though I’m the owner of that business. When I’m selling the dream, I know it—I understand the team, the work, and why we do it.”
Recruitment as Culture-Building: Selling the Dream
Recruitment is more than just filling vacancies for Claudia—it’s about storytelling and culture-building. Drawing on her deep understanding of engineering roles and teams, she crafts narratives that resonate with candidates, helping them see how their skills and personalities align with the company’s vision and culture.
She recalls a memorable moment when a new employee’s spouse remembered Claudia’s interview style, emphasising the emotional impact of a well-handled recruitment process. For Claudia, recruitment is about ensuring candidates walk away feeling positive and valued, setting the stage for them to thrive in their roles.
Retention and Feedback: The Heart of HR
Retention, Claudia argues, is often a bigger challenge than hiring. While attracting talent is important, keeping great people engaged and growing within the organisation requires ongoing effort, transparent communication, and honest feedback. She encourages early and open conversations about issues, believing that many workplace conflicts can be resolved before they escalate if addressed promptly.
Her approach to feedback is tough but empathetic. She stresses that feedback is a gift that supports growth, and withholding it does a disservice to both the individual and the organisation. Even difficult conversations, when handled with care and clarity, build trust and psychological safety within teams.
“If you don’t give feedback and they stay unhappy, that’s worse than if you give feedback and they leave. We want people to thrive, and that means honest conversations.”
Challenges in Modern HR: Talent, Communication, and Remote Work
Claudia highlights several pressing challenges in today’s HR landscape, including finding and retaining quality talent, navigating complex communication dynamics, and addressing the unintended consequences of remote work.
She notes that while recruitment competition is fierce, retention demands even more strategic focus. External factors such as client demands and dispersed worksites complicate efforts to maintain cohesive teams. Communication, especially early and transparent dialogue, is essential to managing perceptions and building trust.
Perhaps most provocatively, Claudia discusses the impact of long-term remote work on junior employees’ growth. She observes that while remote work is a necessary evolution, it risks stunting the informal learning and mentoring that occurs naturally in physical workplaces—particularly in knowledge-heavy fields like engineering.
She argues for a balanced approach, emphasising the community and cultural benefits of in-person work while acknowledging the need for flexibility. Claudia’s perspective challenges the current enthusiasm for remote work by focusing on intergenerational knowledge transfer and team cohesion.
Advice for HR Professionals: Early Career and Senior Leaders
For those starting in HR, Claudia offers practical wisdom:
- Be ready for anything: The HR field is unpredictable; cultivate a broad toolkit to navigate diverse challenges.
- Don’t take no for an answer: Advocate passionately for ideas and initiatives that benefit people and the business.
- Take every opportunity: Growth often comes from stepping outside comfort zones and embracing risks.
- Don’t take it personally: Maintain perspective and separate yourself emotionally from workplace challenges.
For senior HR leaders, her advice focuses on decision-making and professionalism:
- Consider all angles: Avoid rushing to conclusions; seek a holistic understanding before advising or deciding.
- Be professional, curious, practical, and transparent: These qualities build trust and respect, even when decisions are difficult or unpopular.
- Enjoy challenges: Embrace the energy that comes from solving complex problems and leading change.
Personal Insights: Beyond HR
Claudia’s passion extends beyond HR and into her personal life, where she cares deeply for her “fur family” of dogs and cats, enjoys gardening as a reflective and creative outlet, and dreams of interior design. Interestingly, before her HR career, she trained as a makeup artist for TV and film, a testament to her diverse interests and adaptability.
Her inspirations include early mentors who exemplified ownership and leadership, and she credits them for shaping her philosophy of “owning” every role she undertakes. These influences continue to inform her approach to HR, leadership, and life.
Recommended Resources and Closing Thoughts
Claudia recommends Dare to Lead by Brené Brown as a must-read for anyone leading teams. The book and podcast provide profound insights into communication, vulnerability, and leadership that resonate well beyond the workplace.
“Be strong but not rude. Be kind but not weak. Be humble but not timid. And be proud but not arrogant.”
This quote encapsulates Claudia’s balanced approach to HR—firm yet compassionate, professional yet approachable. Her owner mindset, combined with genuine care for people, creates a potent formula for success in HR, especially in challenging sectors like engineering.
Final Reflections
Claudia Faulkner’s journey reminds us that HR is as much about mindset as it is about skills and processes. Her story encourages HR professionals to embrace ownership, remain nimble, and center their work on meaningful relationships and honest communication.
In a world of rapid change, where industries pivot overnight and workplace norms evolve, Claudia’s Swiss-army-knife versatility and owner’s perspective offer a roadmap for thriving amidst complexity. Whether you’re an early-career HR professional or a seasoned leader, her insights inspire a proactive, people-centred approach that drives both business success and individual growth.
