Where do HR leaders draw inspiration from? What are their worst nightmares? How did they stand the test of the changing times? In this segment, we will trace your journey to the top. This is your story - a story that is made of extraordinary accomplishments, methods that helped you overcome adversity, innovative programs that you led, and fundamental changes that you brought in. It's your chance to inspire the next generation of leaders.

 

Claire Essex-Crosby is the Chief People Officer at Eagle Eye. She has over 20 years of experience in HR, having worked in governmental, healthcare, technology, and financial service sectors. She leads every aspect of the employee experience from attracting, developing, and retaining the right talent; to building Eagle Eye’s purple culture; and making Eagle Eye a great place to work. Previously, she held senior HR leadership roles at Hitachi Capital and Nielsen at both national and international levels.

In an exclusive interview with HR.com, Claire Essex-Crosby shares her HR journey and offers valuable insights on various workplace issues, building the HR team of the future, and much more.

Excerpts from the interview:

What has your HR journey been like, and what influenced you the most to positively impact your career?

Claire: My journey in HR has been challenging, complex, and sometimes frustrating; but mainly – exciting and rewarding. One of my primary reasons for getting into HR was to be able to make a difference and help business leaders navigate complex challenges.
 

I love the role of strategic business partner - being able to work with organizational leaders to solve mission-critical problems is a real privilege. And it’s that ability to build relationships with key stakeholders and make a difference that has most positively impacted my career. That and not being afraid to try new things and re-imagine HR in new ways.

What were your challenges during the early days of your career compared to those of today?

Claire: Three things that come to mind are proving HR’s place at the table and demonstrating it every day; navigating European employment law in a global market; and continuously looking for business process improvements in a new technology-driven world.

What according to you is one of the most overlooked issues facing HR today?

Claire: One of the most overlooked issues facing HR today is the increasing volume and changing nature of the challenges human resources professionals continue to face in the complex and uncertain post-Covid environment. Having to acquire new skills quickly; being able to pivot as new situations emerge; whilst not losing sight of the people who are the heart and soul of our organizations. As businesses put more of a premium on overall employee happiness by creating better employee experiences, much of the work falls on HR. We need to remain agile.

What can HR do about “Quiet Quitting?”

Claire: HR professionals at all levels must continue to engage with their employees. Look for those opportunities to learn and listen, and really listen to what your employees are saying to you. Foster a deep sense of purpose and connection regardless of whether you are office-based, hybrid, or working remotely.
 
At Eagle Eye, we believe in the power of e-NPS scores.  This enables us to get a sense of where our employees are and helps us to identify new ways of hearing their concerns; to ensure we are acting on the things that really matter. You can pay people more or invest in training for example, but if you don’t know what your organization is thinking, how can you be sure your efforts are targeted and are going to make a real difference?

Do you see any new job roles being created by the transformation?

Claire: I think there will be a continued focus on data insights and artificial intelligence (AI); diversity; and the future of the workplace.

Major HR trends you expect in the next 5 years

Claire: I expect to see more AI in HR processes, especially in hiring and the screening process. I also see HR continuing to reinvent itself and find more creative and agile ways of working. And more quiet hiring – upskilling and reskilling.

What is your leadership mantra?

Claire: Do what is right, not what is easy. And of course, treat others as you wish to be treated.

 
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