See the human first, Rachael Fitzpatrick, Global HRBP, Maxeon Solar Technologies

SummaryRachael Fitzpatrick, Global HR Business Partner at Maxeon Solar Technologies, joins the podcast to share how 25+ years across tech, shipping, insurance, and solar energy have shaped her approach to HR leadership. Rachael discusses how she's built trust quickly when moving between vastly different industries, why networking (not job boards) is what gets you across the line when switching sectors, and how volunteering at Changi Prison taught her to lead with less judgment and more calm. She also opens up about her unconventional stress management technique (singing, loudly) and makes the case for HR leaders to adopt a coaching approach with their stakeholders without waiting until they feel "ready."Find Rachael here: https://www.linkedin.com/in/rachael-fitzpatrick-b617871/Key takeawaysHumans are humans regardless of industry. The fundamentals of what people need don't change, but how you deliver it in different environments does. Learning the business language, understanding cultural nuances and listening first is what earns credibility.Switching industries requires relationships, not job applications. Rachael's own move from software to manufacturing came through networking, not through applying online.Volunteering at Changi Prison reinforced a core HR principle: leave your judgment at the door and see the human in front of you. Most people have good intentions; some just faced higher hurdles.The Changi experience brought more calm to Rachael's leadership. When you've seen a wider spectrum of human situations, the surprises that walk through your office door become easier to navigate.Rachael uses singing lessons and karaoke to process the emotional weight of her HR role.You don't need ICF certification to coach your stakeholders. Get the basics of coaching conversations and start applying them immediately. Don't stay stuck in fixing mode.When coaching business partners, be prepared for them to not take your advice. If they made a different call, work through the outcome together. That's how you build trust for the next conversation.Ask "What outcome are you looking for from this conversation?" to figure out whether your stakeholder needs a coaching conversation or an HR answer.ChaptersIntroductionBuilding trust across different industriesWhy "at my last company" doesn't workSwitching industries through networking Mentorship and Mentor WalksA rising tide lifts all boatsVolunteering at Changi PrisonLeading with calm after seeing a wider human spectrumSinging your HR frustrations outTaking a coaching approach as an HR leaderJust start: you don't need to be fully certifiedKnowing when to coach vs. when to adviseKeywordsHR business partner, coaching approach, industry switching, mentorship, building trust, HR leadership, emotional wellbeing, stress management, stakeholder coaching, career transitions, networking, APAC HR