Human Resources is often described as the heart of any organization — where strategy meets people, and where challenges are as varied as the individuals involved. Nathan Bryant, HR Manager at Nauru Airlines, shares his candid journey and insights into what it truly takes to thrive in HR today. From his early days in the trenches to building an HR department from scratch in the aviation industry, Nathan’s story is a blend of passion, adaptability, and strategic thinking.
In this article, we explore Nathan’s experiences, his approach to people management, and the evolving landscape of HR. Whether you’re a junior HR practitioner, a senior leader, or simply curious about the human side of business, Nathan’s reflections offer valuable lessons and practical advice.
From Chance Encounters to a Career in HR
Nathan’s entry into human resources was not a planned career move but rather a serendipitous journey. While working nights at a loading dock, a chance meeting with a general manager opened the door to an HR administration role. Around the same time, a pivotal speech from Greg Creed, former CEO of Young Brands, inspired Nathan to switch his university studies from international business to human resource management. Creed emphasized that future leaders would be those who prioritize people and their development — a message that resonated deeply with Nathan.
This initial exposure laid the foundation for Nathan’s career, which spans multiple industries including food distribution, hospitality, and now aviation. His deliberate choice to work across diverse sectors was driven by a desire to embrace new challenges and continuously learn different skill sets. As he puts it, “HR in aviation is not the same as HR in hospitality. They’re different beasts entirely.”
The People Puzzle: Aligning Strategy and Individual Needs
One of the most compelling aspects of Nathan’s approach to HR is his view of people as a complex puzzle. Every individual in an organization has unique motivations, backgrounds, and ways of working, yet all must align toward the company’s strategic goals. Nathan finds this puzzle-solving aspect invigorating, especially when devising policies and strategies that work for diverse groups.
For example, when drafting an overtime policy, Nathan considers the different ways it impacts office staff versus shift workers, and salaried employees versus hourly workers. His goal is to create policies that don’t just impose rules but enhance the work experience for everyone involved. He describes policies and procedures as the “skeleton” of an organization — necessary frameworks that support the “muscle” of culture and individual personalities.
This thoughtful alignment ensures that HR initiatives are not just about compliance but about enabling people to succeed. Nathan emphasizes the importance of involving stakeholders in the process, gathering input, and understanding why certain practices exist before making changes.
Building an HR Department in Aviation: Challenges and Opportunities
Currently leading a team of five at Nauru Airlines, Nathan is at the forefront of building a growing HR department in a highly regulated industry. Aviation demands strict compliance with extensive rules and best practices, making Nathan’s role both challenging and critical.
Nauru Airlines is undergoing exciting growth, shifting its fleet composition and expanding operations across two countries. Yet, this growth is balanced by a focus on lean operations, efficiency, and cost control — a dual challenge that requires careful communication and stakeholder management.
Nathan reflects on lessons learned, noting that early communication should have been company-wide to get buy-in before launching projects. He stresses the importance of transparency and involving employees in change initiatives to reduce resistance and foster collaboration.
Why Passion Matters: Hiring for Strengths and Building a Balanced Team
Despite his broad HR experience, Nathan admits that recruitment is not his favourite part of the job. Recognizing this, he strategically hires team members who are passionate about recruitment to complement his own strengths. This collaborative approach ensures the HR department covers all bases effectively.
Passion is critical in HR because employees can sense when someone lacks genuine interest or dedication. Nathan warns that disengaged HR staff can negatively impact organizational culture and employee trust. High turnover in HR roles often signals deeper issues within an organization’s culture.
Advice for Early Career HR Practitioners
Nathan offers practical guidance for those starting their HR careers:
- Embrace Graduate Roles: These roles provide essential exposure and a solid foundation in HR.
- Gain Broad Experience: Work in medium-sized companies where you can wear multiple hats instead of specializing too early.
- Seek Mentorship: Find managers or senior HR professionals who can guide your development.
- Explore Different Areas: Touch on disciplinary processes, hiring, contracts, industrial relations, and more to identify your strengths and preferences.
He cautions against rushing into large corporations without knowing your path, as this can lead to feeling stuck or unfulfilled. Instead, build a generalist skillset first, then specialize based on your interests and strengths.
Senior HR Insights: Staying Resilient and Continuously Learning
For those further along in their HR journey, Nathan highlights two key pieces of advice:
- It’s Not Personal: HR professionals must separate their work from personal feelings, especially when dealing with intense issues like disciplinary actions or workplace conflicts.
- Never Stop Upskilling: The HR landscape is constantly evolving with new laws, regulations, and best practices. Staying current is essential to providing value and confidence in your role.
Nathan shares a personal experience of nearly letting his professional certification lapse, which reminded him of the importance of continuous learning. He also stresses the inevitability of challenging situations like Fair Work hearings or bullying complaints and encourages HR pros to prepare mentally and professionally to handle them.
The Impact of Information Overload and the Rise of “Google Experts”
With the explosion of online information and tools like AI and ChatGPT, Nathan observes a new challenge: employees and managers increasingly come to HR with “expert” opinions based on incomplete or out-of-context information. While access to information is valuable, it often lacks the nuance and historical context that seasoned HR professionals bring.
Nathan points out that the real value in HR lies not just in information but in how it is applied — understanding the unique circumstances, legal precedents, and organizational culture that shape decisions. This is especially true in areas like recruitment, where automated tools can assist but cannot replace the human judgment needed to assess qualifications and fit, particularly in regulated industries like aviation.
The Future of HR: Toward Professional Regulation
Nathan predicts the emergence of formal regulatory bodies for HR professionals, akin to those in law or accounting. While certifications and competency frameworks exist, the profession currently lacks a central authority to officially recognize individual qualifications and hold practitioners accountable.
He believes this will come as scrutiny increases and accountability becomes more critical, especially given HR’s role in managing people’s careers, workplace safety, and legal compliance. Such regulation would help define standards and protect both organizations and employees.
Challenging the “Old Guard” and Closing the People Management Gap
Nathan acknowledges the tension between modern HR’s strategic partnership role and some traditional managers who view HR as merely administrative or focused on hiring and firing. He stresses that HR’s purpose is to support managers in developing their people and managing processes effectively.
One persistent issue Nathan has seen is the gap in people management skills among technically proficient employees promoted to leadership roles without sufficient training or support. He advocates for comprehensive leadership development and succession planning to ensure managers are equipped to lead diverse teams.
He also highlights the importance of willingness to grow. Some employees dislike management roles or lack the aptitude for people leadership, which can create challenges for organizations.
Finding Balance: The Personal Side of HR
Outside of work, Nathan identifies strongly as a father and husband, emphasizing family as his top priority. He shares that prioritizing family not only enriches personal life but also earns respect in the workplace. This perspective is especially important in HR, where the emotional demands of the job can be intense.
To recharge, Nathan enjoys gaming with longtime friends and engaging in hands-on projects around his home, such as building garden beds and cat mansions. These hobbies provide a creative outlet and balance to the demands of his professional life.
Final Thoughts and Words of Wisdom
“Don’t underestimate the respect you get when you prioritize your family.” — Nathan Bryant
Nathan’s journey underscores the evolving nature of HR — from a role often misunderstood as administrative to a strategic, people-centered function vital to organizational success. His advice to embrace continuous learning, maintain passion, and balance personal well-being with professional responsibilities offers a roadmap for HR professionals at any stage.
Whether you’re solving the “people puzzle,” building policies that truly enhance the workplace, or navigating the complexities of compliance and culture, Nathan’s insights remind us that HR is as much about heart as it is about strategy.
