What do you love about Switzerland and why?

It’s a country where there are rules and structure, it’s very safe and habitants come from all different backgrounds. It makes the people very interesting as every canton has its own traditions.

Switzerland offers a good work-life balance! Also, there’s lots to do with natural environment such as the mountains and the lakes, I like its diversity of cultures, languages, and cuisines!

I also like that there are many multinational companies in Switzerland so often a professional career in Switzerland can offer Regional / International scope; which makes it very interesting.
 

What are your growth plans?

On a professional side, to reinforce the regional organisation structure. Coming from when there was no regional structure at all. Reinforcing the relationship between corporate, regional and country level. Maximising how we can work efficiently all together.

Then also to strengthen the HR team I have in the region.  There are now 9 HR Directors within 10 countries and all at different maturity levels. To enhance skills within HR and increase the way HR can make a difference.

Thirdly, is to focus closely on the industrial labour relations, be able to identify areas of high risk and develop mitigating responses, key focus areas in Europe for Swissport.

All of this needs to lead to profitability as this is really what the company focus is now, after the acquisition (HNA Group). We’re all focused on ” a profitable growth”?!
 

Being a sparring partner is a pre-requisite for an HR Division- what do you feel makes an effective sparring partner?

For me, I always believe that HR has to act as Business Partner to the business; without a close link to business HR doesn’t make sense. We can work on a lot of things, but if the business doesn’t need it then it’s senseless. We have to focus on what the business needs first.

” Sparring”? for me is about an HR department that is consistent, structured but also fair. Today, we have to live with the globalisation trend and much more focused on talent management.

I strongly believe that the new generation is different and looking for different things. Technological advancements mean young people know much more than we knew at their age. To capture them and to motivate them to come and work for us, we have to be innovative. HR is not about pay and administration anymore but we have to be really embedded within the business and a sparring partner with other functions in the business.
 

What recruitment challenges do you face?

For me here, the challenges are about targeting the right people for the right country because some people will not be good in some environments. For example, if you need to hire someone for Spain where do they go after that? Many people would not fit within an international environment. How do we attract people who can potential move to another country?
 

Why is mobility important to Swissport?

We want to gain knowledge and improve in all areas and mobility is crucial to spreading that knowledge across the business so we need to find people adaptable to different environments which isn’t always easy.  We still require people with experience, but sometimes those people are less likely to move country and adapt as easily. Ideally, we would have a pool of employees which can move around. Those who are younger tend to have grown up in a more international globalised way but then it’s a trade off against experience which we also want. Therefore, there’s a skillset gap in what we need to improve.
 

What advice would you give to future aspiring leaders, and why?

First, get out of your own country. Travel, get to know the world for me this is the most important, you must get international exposure. Learn languages otherwise you will no longer be in the driving seat and learn about different cultures and different ways of thinking!

Secondly, specialise in a field. Donâ €™t be too generalist. In the beginning, choose a department which fits with your character. For that, you have to know yourself and be your own consultant.

Don’t be too attracted by a job that pays well. You must follow your ambition and make sure you fit the company and role you are in.

Believe in values. People who succeed today have work ethics, not just technical skills. Those values you will learn with different cultures. In my career, it helped me a lot to have lived across Middle East, Asia, and Russia.

For HR specifically, be pragmatic. Don’t create policy for the sake of policy.
 

Who was your most admired person when you were in your childhood and why?

My Dad. He always worked hard. I am a triplet; have two twin sisters and a brother! Four children at home and every evening we always had a family dinner which he never missed. For me, it was very important that we had this time. Throughout his professional career, although in difficult times, he always succeeded to overcome problems and never gave up.

He also brought us up with strong values. If someone does something bad, don’t try to enact revenge but understand why. I believe he helped me a lot in my career!

*Views and opinions contained within our Executive Interviews are those of the Interviewee and NOT views shared by EMEA Recruitment.