Women in HR

Episode summaryClarissa Wang has built her HR career across some of the world’s most recognizable organizations including Google, Salesforce and Heidrick & Struggles. Today she leads people strategy at Endowus a rapidly scaling Singapore-based wealth management platform. In this conversation, Clarissa and Renee explore what it really takes to scale cultureacross multiple markets, why “I don’t know” is one of the most powerful things a leader can say, how AI is reshaping the day-to-day work of HR, and what it means to be a solo people leader at the top of a growing organization.Key takeaways•       Culture cannot be exported from headquarters — sharedvalues and purpose are the anchor, not uniformity across sites.•       Culture is not owned by HR; when HR waves the flag alone, culture becomes a poster rather than a lived reality.•       Saying “I don’t know” is a leadership strength, not a gap — seniority does not equal certainty.•       AI can automate onboarding, surface themes from engagement data, and replace expensive compensation benchmarking tools, but HRjudgment cannot be outsourced to it.•       As administrative work disappears, HR leaders face a real identity shift toward strategy, frameworks, and judgment.•       Every career move Clarissa made was guided by one question: what can I learn here, and what can I give?•       Loneliness at the top is real for solo HR leaders — building a tribe through coaching, LinkedIn, and peer communities is adeliberate act, not an accident.Connect with Clarissa: https://www.linkedin.com/in/clarissawang/KeywordsHR leadership, culture scaling, APAC HR, AI in HR, solo HR leader, HR community, career design, growth mindset, people strategy, Endowus, senior female HR leaders, HR career development, Heidrick & Struggles, Google, Salesforce

SummaryIn this solo episode, Reneeunpacks one of the most common patterns she sees in her coaching work: thehabit of delaying a career move while waiting for the “right moment.” Whetheryou’re thinking about leaving your company, going for an internal promotion, orrenegotiating your current role, the logic of waiting can feel sound. Reneemakes the case that it isn’t — and that the cost of inaction is higher thanmost people realize.She walks through three distinctscenarios, each with its own version of the cost of waiting: the financial costfor those considering an external move, the leverage cost for those ready for apromotion, and the career capital cost for those who need to reshape their rolefrom the inside. The episode closes with three concrete actions listeners cantake right now, whatever their situation.Key Takeaways•       The “one more year” plan applies to three groups: those considering an external move, those ready for an internal promotion, and thosewho need to renegotiate their current role.•       For external moves, the financial cost of waiting is concrete and calculable. A conservative 15% salary uplift on a USD 230,000base, including bonus, adds up to over USD 40,000 per year in foregone compensation.•       For internal promotions, the cost is about leverage. The best time to make a case for promotion is at a peak of momentum, not afterwaiting for things to calm down.•       For role renegotiation, the cost is career capital: every year spent in a role that underuses your strengths is a year not spentbuilding the skills and visibility your next move will depend on.•       Loss aversion, a well-documented psychological principle, explains why the invisible cost of waiting feels less real than thevisible risks of acting.•       The pattern is the same regardless of scenario: one reasonable reason to wait becomes two, two becomes three, and before long you’ve been “almost ready” for two years.•       You don’t have to be ready to start. One conversation, one update, one outreach is enough to build momentum.The formula mentioned in the episodeFor those considering an external move, Renee shares a simple formula to calculate your annual cost of waiting: Annual cost of waiting =(Current base salary × 0.15) + (Monthly salary × months of bonus × 0.15) Plug in your own salary andbonus to find your number.Three actions you can take1.    Set a real deadline, not a milestone. 2.    Make the cost visible. 3.    Start building from where you are. ChaptersIntro and welcomeWhat the “one more year” plan sounds likeThree types of career moveThe financial cost of waiting: external movesThe formula: calculating your annual cost The leverage cost: internal promotionsThe career capital cost : renegotiating your roleWhy we all wait: loss aversion The pattern: one reason becomes two Three actions to take right nowKeywordsHR career development, senior HRleaders, career coaching, women in HR, career transition, internal promotion,salary negotiation, role renegotiation, loss aversion, career capital, jobsearch strategy, APAC HR, strengths-aligned career, career momentum, HRleadershipResourcesJoin Renee’s newsletter: news.rchrconsulting.com/newsletter Connect with Renee on LinkedIn:linkedin.com/in/reneeconklin

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

Episode summaryYou're brilliant at developing everyone else's career. But what about your own?In this solo episode, Renee Conklin shares three patterns she sees repeatedly in the senior female HR leaders she coaches, patterns that are quietly holding them back from their next career step. Drawing on Sally Helgesen and Marshall Goldsmith's book "How Women Rise," Renee breaks down why intelligent, capable HR leaders get stuck and what to do about it.Whether you're targeting a Head of HR, CPO, or CHRO role, or simply feel like you've plateaued in your current position, this episode will help you identify the habits holding you back and take one concrete step forward.TakeawaysWhy the relationship-building skills you've worked hard to develop may not be benefiting your career The hidden assumptions behind "I don't want to use people" Why your expertise, can become the thing that keeps you stuckWhat perfectionism is doing to your ability to delegate, prioritize, and take risksThree specific actions you can take this week to start breaking throughThree Reflection QuestionsWhat is one relationship you could be leveraging right now to advance your HR career?What is one area of expertise you could let go of to make space for something more strategic?Which will you practice this week: delegating, prioritizing, or taking a calculated risk?Resources"How Women Rise: Break the 12 habits holding you back from your next raise, promotion, or job" by Sally Helgesen and Marshall GoldsmithKey wordsHR career development, senior HR leader, women in HR, HR career coach, CHRO, Head of HR, CPO, career plateau, career transition HR, HR career APAC, career coaching HR Singapore

SummaryCatherine Chow, Head of HR at Nestlé Hong Kong, shares insights from her 20 year career in HR. In this conversation, Catherine discusses the gap between how HR sees itself versus how the business sees HR, the challenge of building credibility in male-dominated industries like manufacturing and automotive, and the cultural dynamics of working across Hong Kong and Mainland China. She opens up about career moves she made for the wrong reasons—chasing titles instead of fit—and the red flags she overlooked. Catherine closes with powerful advice on self-advocacy for women in HR: your competency won't speak for itself, so stop waiting for opportunities to fall in your lap.Connect with Catherine here: https://www.linkedin.com/in/catherine-chow-kawing/TakeawaysHR is still viewed as operational "firefighters" rather than strategic partners in many APAC organizationsWomen in HR face a double challenge: the function is seen as nurturing and supportive, which can undermine strategic voiceBuilding credibility starts with speaking the business language—understand their pain points and prove you can solve problemsCultural context matters: in Chinese business culture, there's a belief that competency will speak for itself, but in commercial environments you must advocate for yourselfRed flags to watch: being drawn to bigger titles or scope without examining if the role actually fits your strengthsHR professionals excel at advocating for others but struggle to promote themselvesDon't let self-doubt eliminate your previous achievements ChaptersIntroduction - Meet Catherine Chow and her 20-year HR career across APACThe perception gap - How HR sees itself versus how business sees HR, and why it's harder for womenSpeaking their language - Building credibility in male-dominated industries through business acumenCultural balancing act - Navigating APAC norms while pushing for progressive HR practicesCareer red flags - When bigger titles lead to wrong moves and what to watch forThe self-advocacy gap - Why HR professionals struggle to promote themselves and what to do insteadYou are good enough - Final advice on trusting yourself and voicing your aspirationsKeywordswomen in HR, HR leadership, self-advocacy, career development, Asia Pacific HR, building credibility, female HR leaders, strategic HR, business partnering, imposter syndrome, cultural dynamics, Hong Kong HR, career progression, male-dominated industries, HR career advice

SummaryIn this episode of the Women in HR podcast, host Renee Conklin discusses the unique challenges faced by accomplished HR professionalsin their job searches. She highlights how their behind-the-scenes roles can hinder their visibility and self-promotion, which are crucial for a successful job search. Renee emphasizes the importance of building a support network anddeveloping a tailored job search strategy that aligns with your strengths and experience. The conversation also touches on the emotional toll of job searching and the need for community and accountability.TakeawaysAccomplished HR leaders often struggle with self-promotion.Visibility is crucial for a successful jobsearch.Many HR professionals default to passive jobsearch strategies.Isolation intensifies during job searches for HR professionals.Support and validation are essential during the job search process.A tailored job search strategy is necessary for success.Building a peer community can alleviate feelings of loneliness.   Internal work is needed to uncover truestrengths.    A growth mindset is vital for careeradvancement.  Job search strategies should align with personal strengths. Chapters00:00 The Job Search Dilemma for HR Professionals03:08 The Challenges of Self-Promotion05:56 The Importance of Strategy, Support, and Structure08:42 Building a Community and Mindset ShiftKeywords: HR career, job search, self-promotion,visibility, networking, women in HR, job search strategy, support, isolation,personal brand 

In this episode, Sarah Boulton shares her personal experience of overcoming redundancy, rebuilding confidence, and landing a senior role at MSD. She emphasizes the power of networking, self-reflection, and strategic patience in a competitive job market-valuable insights for HR leaders seeking their next opportunity.Key TopicsThe importance of networking before you need itOvercoming the stigma of redundancy and rebuilding confidenceStrategic self-reflection to identify what you truly want from your careerHow to maintain patience and resilience during a job searchPractical tips on scheduling your job hunt and networking effortsThe value of intentionality in networking conversationsRecognizing transferable skills within your industryThe role of community and peer support during career transitionsHow to balance work-life priorities during a job searchTimestamps00:00 - Introducing Sarah Bolton and her careerbackground01:00 - How Sarah secured her role at MSD amidcompetitive market conditions02:39 - Navigating career changes and redundancy in senior HR roles03:19 - Key lessons from networking and focusing priorities05:00 - The importance of self-confidence and valuing your experience06:16 - How Sarah's participation in the Job Search Accelerator boosted her clarity07:20 - Networking strategies: Building genuineconnections with purpose08:33 - The significance of asking for help and removing stigma around job transitions09:48 - Balancing personal life and patience during unemployment or career shifts11:35 - Recognizing that staying within your expertise can be advantageous12:56 - The critical role of networking in securingstrategic opportunities14:24 - Practical advice on scheduling and managing your job search efforts15:39 - The importance of enjoying the present while planning for the future18:12 - Evolving your networking approach to include knowledge sharing and relationship building19:12 - Crafting your personal message and valueproposition in networking20:11 - Giving more than you receive and buildingreciprocal relationships21:42 - Final thoughts and gratitude for the shared journeyResources & LinksSarah Bolton's LinkedInJob Search Accelerator for Women in HRKeywordsHR career transitionsNetworking strategiesJob search tipsRedundancy recoveryCareer self-reflectionWork-life balanceTransferable skillsProfessional developmentHR leadership

In this episode of the Women in HR podcast, host Renee Conklin speaks with Yvonne Tan, a seasoned HR professional with over 25 yearsof experience. We discussed Yvonne's diverse background in HR, the importance of networking and vulnerability in job searching, and the impact of social media on career opportunities. Yvonne shares her insights on maintaining an abundance mindset, the significance of authenticity in HR, and the challenges of balancing motherhood with a career in HR. The conversation also touches on the complexities of navigating HR roles and advocating for employees within organizations. In this conversation, Yvonne Tan shares her insights on the evolving role of HR professionals, emphasizing the importance of self-assessment, communication skills, and personal branding. She encourages HR leaders to embrace fearlessness and curiosity in their careers, while also highlighting the need for self-care and mental agility. The discussion touches on the value of Toastmasters in developing public speaking skills and thesignificance of building trust and integrity in the workplace.Connect with Yvonne here: https://www.linkedin.com/in/yvonnetan/TakeawaysNetworking and vulnerability can lead to unexpected opportunities.Social media can amplify job search efforts when used intentionally.An abundance mindset fosters gratitude and community support.Authenticity in HR helps build trust and connection.HR professionals must prioritize their own wellness to support others.Balancing career and motherhood is a common challenge for women in HR.HR roles require a balance between compliance and nurturing talent.Devise a plan to enhance your HR skills.Communication skills can elevate your professional presence.Lean in with curiosity to learn and grow.Be fearless in your approach to HR challenges.Invest in your personal and professional brand.Self-assessment is crucial for career alignment.Public speaking can enhance your influence in HR.Follow up on commitments to build trust.Encourage others to find their strengths.Chapters00:00 Introduction to Yvonne Tan's HR Journey03:02 The Power of Networking and Vulnerability05:45 Intentional Job Searching and Social Media Impact08:58 The Importance of Gratitude and Abundance Mindset11:58 Authenticity in HR and Balancing Career withMotherhood15:07 Navigating HR Challenges and Standing Up for Employees18:19 Empowering HR Professionals21:52 The Importance of Communication Skills24:56 Embracing Fearlessness in HR30:44 Building Personal and Professional BrandsKeywords HR, networking, vulnerability, job search, social media, gratitude, authenticity, motherhood, career, employee advocacy, HR,communication skills, personal branding, professional development, leadership,self-assessment, Toastmasters, empowerment, career growth, fearlessness

Self-rejection is the biggest barrier senior HR leaders face in their job search—and most don't even realize they're doing it. When you see "100+ applicants" on a LinkedIn job posting, you assume the competition is fierce. But what if that number is a lie? Renee Conklin reveals the truth: 20-25% of applicants never finish their LinkedIn Easy Apply, and 30-80% don't meet basic job requirements. That means the real qualified candidate pool is much smaller than you think. But here's what matters more: if you're not applying, it'snot because of the numbers. It's because of the voice in your head telling you that you're not quite ready. This episode breaks down the difference between real market barriers and confidence barriers—and why senior female HR leaders talk themselves out of opportunities before anyone else gets the chance to rejectthem. Renee walks through a real client story of self-rejection, explains why networking and recruiter relationships matter more than online applications, and challenges you to stop the self-doubt and start applying for roles you'requalified for. If you're feeling stuck in your HR career and wondering whether you're ready for the next move, this episode is for you.Key takeawaysDon't panic about the number of applicants you see. 20 to 25% of applicants never finish the application.Women often self-reject due to confidence issues.Imposter syndrome can masquerade as pragmatism.Focus on your qualifications, not the applicant numbers.Networkingshould be prioritized in your job search.Take action despite self-doubt.Chapters00:00 Introduction to Women in HR Podcast00:45 Understanding LinkedIn Applicant Numbers03:14 The Real Barrier: Self-Doubt and Confidence06:00 Sally's Story: A Case Study in Self-Rejection08:11 Networking: The Key to Job Search Success09:06 Call to Action: Apply for That Role!Sign up to our newsletter at rchrconsulting.comLearn more about the "Job Search Accelerator for Women in HR" here: subscribepage.io/BeJ6jP