In the dynamic world of human resources, every journey is unique. Hayley Fielding, Head of People and Culture, shares her refreshingly honest and insightful path into HR—a journey that began almost by accident but blossomed into a rewarding career shaped by leadership, learning, and a deep commitment to people-first strategies. From her early days in retail and hospitality leadership to mastering performance management and influencing at the executive level, Hayley’s story provides valuable lessons for HR professionals at every stage.
From Leadership to Human Resources: An Unplanned but Fulfilling Transition
Hayley’s entry into HR wasn’t planned. Originally from Perth, she moved to Brisbane after travelling around Australia in a camper van, having worked in industries like retail, hospitality, and healthcare—sectors often too small to have formal HR departments. Her breakthrough came when she shadowed a great HR manager at a hotel, which sparked her passion for the field. “I finally figured out what I wanted to be when I grew up,” she reflects.
What makes Hayley’s journey particularly inspiring is that she started her HR career later than most, bringing a wealth of leadership experience from her previous roles. This background allowed her to empathize deeply with people managers, understanding their challenges and the realities of “doing the doing” on the front lines.
Leadership Experience as a Foundation for HR Success
Before fully stepping into HR, Hayley was already coaching and leading teams. This experience gave her a unique perspective on how HR can support leaders effectively. She emphasizes the importance of workforce planning beyond simply replacing roles: “Don’t just replace that role when they leave. Use this as an opportunity to figure out what you actually need.” This strategic mindset has helped her roll out impactful projects, such as implementing a recruitment platform that, despite the workload on her lean HR team, brought tangible benefits to leaders and candidates alike.
Her empathy for leaders also translates into effective influence and persuasion. Having “been there,” she understands leaders’ time constraints and resistance to additional tasks like performance reviews. Yet, she knows the critical nature of these processes and works collaboratively to support managers in completing them.
The Journey Into HR: Learning on the Job and Finding Passion
Hayley’s initial exposure to HR was hands-on and grassroots. While working at the Ellie Beach Hotel, she helped an HR manager with onboarding and recruitment tasks, discovering the organizational importance of these behind-the-scenes activities. She notes, “It requires such organization, and I like to see everything fall into place.”
One of her favourite aspects of HR is how it touches every part of a business. “There are people everywhere, so you inevitably impact every team.” This holistic view of HR as a business-wide function has only deepened as she’s grown into executive roles, where understanding the commercial and operational facets of the business is essential for crafting relevant HR strategies.
Marrying HR with Business Needs: The ROI Conversation
Hayley stresses the necessity of translating HR initiatives into business value, especially when resources are tight. She advises HR professionals to be fluent in demonstrating the return on investment of their projects, whether through cost savings, improved engagement scores, or reduced turnover. For example, effective performance management can prevent costly disputes and legal issues, which is a compelling argument when budgets are scrutinized.
Knowing your audience is key. Some executives prefer data-driven facts, while others respond better to narrative explanations about why a project matters. Flexibility in communication style and a deep understanding of the business context are crucial for HR leaders who want to secure buy-in and drive meaningful change.
Influencing Different Personalities: The Art of Persuasion in HR
Working with diverse personalities—from executives to frontline managers—requires adaptability and emotional intelligence. Hayley acknowledges that some people are “prickly” or resistant, and advises HR professionals to build trust and show integrity. “They need to see that you’re asking for something for the right reasons.”
She also highlights the importance of not taking disagreements personally: “It’s just business.” By leaning into difficult conversations with kindness and patience, HR leaders can defuse tension and maintain productive relationships.
Ultimately, success in HR depends on understanding the unique culture and needs of each organization and tailoring strategies accordingly. Cookie-cutter approaches rarely work, so staying agile and open to feedback is essential.
Advice for Early Career HR Professionals: Patience and Reflection
For those starting out in HR, Hayley’s key advice is to be patient and embrace every stage of the journey. It’s tempting to focus solely on climbing the ladder, but she encourages professionals to reflect on their accomplishments at each level and to enjoy the learning process.
Hayley shares her own experience of starting in HR at age 30 as a coordinator, replacing someone much younger. Despite initial feelings of being “behind the eight ball,” her prior leadership skills became invaluable, especially in coaching conversations with managers. This blend of experience and fresh HR knowledge helped her thrive.
She also recommends volunteering for projects outside your comfort zone to discover new strengths and specialities. For example, Hayley’s postgraduate focus on employee relations helped her develop a niche, though she ultimately chose to return to a generalist role to maintain a broader perspective.
Networking: Building Your Extended HR Community
Networking is an essential but sometimes uncomfortable part of career growth, especially for introverts. Hayley admits that networking didn’t come naturally to her, but she pushed herself to attend seminars and connect with other HR professionals. This expanded her support system and provided valuable insights and shared experiences.
She suggests viewing networking as an extended workplace where you can debrief, exchange ideas, and find encouragement. Platforms like LinkedIn also help facilitate these connections and keep you informed about industry events and trends.
For junior HR professionals, building a strong personal brand is equally important. Hayley encourages everyone to consider how they want to be perceived and to bring their authentic selves to their work. “HR people are just people,” she says. Diversity in style and approach enriches the profession, so find your unique voice and let it shine.
Challenges in HR Today: Managing Single Points of Failure
One of the biggest challenges Hayley faces in her current role at a mid-sized organization is dealing with “single point of failure” roles—positions where only one person holds critical knowledge or skills. This risk is compounded by lean staffing, which is common in many businesses today.
To address this, Hayley focuses on workforce planning and knowledge sharing. She insists on documenting work instructions and cross-skilling, even if it’s just an hour a week. “There has to be time for this. It’s a risk to the organization if it’s not done.”
She also emphasizes leadership accountability in this process, encouraging managers to block time for employees to document their tasks and share expertise. This not only mitigates risk but also supports employee development and well-being.
The Importance of Change Management and ‘The Why’
When introducing new initiatives, Hayley uses the ADKAR model of change management, emphasizing awareness and desire before knowledge and action. She notes that skipping the early stages often results in resistance: “People need to understand what’s in it for them.”
This approach is particularly relevant when encouraging documentation and delegation so employees can take proper leave without stress. Hayley shares her own experience of taking a holiday to Christmas Island without her work phone, highlighting the peace of mind that comes from having a well-prepared team and clear processes.
Perspectives on Culture: Why It’s Not Solely HR’s Responsibility
Hayley challenges the common assumption that HR owns company culture. She argues that culture is primarily the responsibility of the CEO and executive team, who set the tone and expectations. HR’s role is to provide tools and support to foster the desired culture but not to own it outright.
She explains, “Culture is way more than just one person’s job.” Without leadership buy-in, HR efforts around engagement and cultural initiatives can only go so far. Each executive is responsible for modeling and driving culture within their teams.
This perspective sparks meaningful discussion in the HR community, highlighting the complex interplay between leadership, HR, and organizational culture.
A Glimpse Into Hayley’s Personal Side
Outside of work, Hayley is passionate about exercise, often starting her day with a walk with her dog or a gym class. She values the mental clarity and mindfulness that physical activity provides, especially in high-pressure roles.
She also loves holidays, particularly tropical destinations where she can snorkel, relax, and enjoy good food with family and friends. A fun fact: Hayley was born on Christmas Island, a unique birthplace that adds a personal touch to her story.
Inspirations and Influences
Hayley credits her first HR leader, Dave, as a major inspiration. He took a chance on her despite her lack of formal HR background, trusting her leadership skills and potential. Their continued friendship and mentorship are a testament to the power of supportive leadership in career development.
Final Thoughts and Words of Wisdom
Hayley leaves us with a powerful quote from Bob Carter that resonates deeply in the HR world:
“The lack of planning on your part does not constitute an emergency on my part.”
This reminder to set reasonable expectations and maintain focus is vital in a field often characterized by urgent demands and competing priorities. It encapsulates many of the themes Hayley has shared—from patience and strategic thinking to leadership and continuous learning.
Key Takeaways for HR Professionals
- Embrace your unique journey: Whether you start early or pivot later, your diverse experiences add valuable perspective.
- Build empathy for leaders: Understanding their challenges helps you design better HR solutions.
- Focus on strategic impact: Quantify the return on investment and speak your audience’s language.
- Develop strong relationships: Trust and integrity are essential for influencing and collaboration.
- Be patient and reflective: Celebrate your achievements and enjoy the learning process.
- Network intentionally: Expand your community and learn from others, even if it’s uncomfortable at first.
- Address risks proactively: Document critical knowledge and cross-train to avoid single points of failure.
- Clarify culture ownership: Culture starts at the top; HR supports but doesn’t own it.
Hayley Fielding’s journey and insights remind us that human resources is a complex, people-centered field that requires both heart and strategy. Whether you’re just starting out or leading at the executive table, her experiences offer valuable guidance on how to thrive in HR and make a genuine difference in your organization.
