Meet Sarah | This Woman's Work

Meet Sarah...

By day Sarah is the People and Culture Director at Bauer Media Group, which means she lives and breathes 'people'.

(By night, she's been collared by us, but shhhh, don't tell anyone!)

Sarah has worked in and around HR, and everything People, for nearly 30 years; but perhaps most importantly, Sarah has never stayed still and has continued to develop herself, to make sure she can stay as relevant and helpful as possible. The woman even has a Masters in 'Strategic HR'.

Sarah loves helping people, and TWW's founder, Chops, knows this first-hand, because she used to help her a lot when Chops also worked for Bauer Media. Ergo why she was top of Chops call list when it came to expert advice for the hub.... and of course, because Sarah loves helping, she couldn't say no ;-)

Sarah has kindly written our first 2 info sheets for the hub:

Common interview questions to prep for.
Good questions to ask (back) to potential employers.

She has also given further intel on her role (below), including what it entails and what it requires in terms of qualifications and experience, in case you're interested.

Sarah's Linked In profile can also be found here: https://www.linkedin.com/in/sarah-barnes-ma-fcipd-47313815/

Director of People and Culture
Here are the things you need to know about what Sarah does and how she does it...

Obtain relevant bachelor’s degree or certifications

To become a Director of People and Culture, it is good to obtain a Bachelor’s degree in HR, Psychology, Business Administration, or other related fields:

This degree will prepare you to become a training and development specialist, human resources manager, or other related roles.
Getting an MBA would be beneficial if you have the time and the resources. While this is not a strict requirement, it can help you stand out from other applicants and advance your career faster but there are many other certificates if you wish to explore AIHR is a good bank of resource or the CIPD.

Develop expertise in specific HR areas

You must have solid expertise in the following HR areas to succeed in your Director of People and Culture position:

Strategic HR management: Implement HR strategies to support the company’s long-term growth
HR leadership and management: Lead a team of HR professionals to achieve department objectives
Organisational Development: Maintain a positive work culture while promoting Company values that align with the Company’s mission and vision
Change management: Oversee change initiatives, whether related to organisational restructuring, culture transformation, or process improvement
Employee engagement: Create programmes and initiatives that foster high employee engagement, satisfaction, and well-being.
Learning and development: Build development and training programs that enhance skills and career growth
Diversity, Equity and Inclusion: Foster diversity, equity, and inclusion within the workplace and implement initiatives that promote these values.
Talent acquisition and retention: Execute different recruitment, and retention strategies to attract and retain top employees
Employee relations: Expert in managing and resolving employee conflicts and grievances while ensuring a fair and respective workplace
Performance management: Develop and implement performance appraisal and feedback processes to improve employee productivity.

Learn key competencies

To become a Director of People and Culture, you should possess essential HR skills to shape your organization’s people and culture strategy effectively:

Strategic thinking: Identify the company’s long-term goals and find ways for HR can help achieve those objectives.
Business acumen: Have a solid understanding of the business and industry to make decisions that align with broader company objectives.
Human resource expertise: Extensive knowledge of HR principles and best practices: compensation, recruitment, employee development, and retention
Communication skills: Effectively communicate HR policies to stakeholders, partners, and employees.
Legal knowledge: Comprehensive knowledge of HR laws and regulations for compliance and risk management.
Problem-solving: Address complex workplace issues effectively.
Data analytics: Proficient in analysing HR data to make HR processes more efficient.
HR tech and systems: Familiar with (Human Resource Information Systems) and other HR technology tools that streamline HR processes and improve data management.
Crisis management: The ability to manage HR crises, like workplace accidents, harassment cases, and labour disputes effectively.
Emotional intelligence: Empathize with and understand the emotional needs of employees.

A woman at the office overlooking the ci

Gain solid HR work experience

Becoming Director of People and Culture requires due diligence and commitment. Generally, you must spend 10 to 15 years working in human resources to reach this role:

Start your HR career by applying for entry-level positions like recruitment associate, HR administrator, HR assistant/coordinator to gain exposure to HR operations.
Move up to HR jobs that offer more responsibility and new skills. This may include positions like HR Generalist, HR Manager, HR Business Partner. You can also choose to specialise in certain HR functions and be a subject matter expert in recruitment, compensation, and benefits or learning and development.
Apply for senior leadership positions like HR Director or Senior HR Manager when you have accumulated extensive experience and demonstrated your ability to lead HR functions.

Hone your leadership skills & Build your network

Strong leadership skills are critical to becoming a successful Director of People and Culture. As one of the leaders in your organisation, you’ll be tasked to shape the organisation’s culture, manage HR teams, and influence decisions that significantly impact the workforce. Attend HR-related events, conferences, and workshops to expand your network and stay updated on industry trends. Learn the latest HR best practices to apply to your HR career.