David Law CFHRINZ

What was your first HR role 

My first job was as a cadet with the then Department of Labour, which led to a position associated with HR as a Factory Inspector. The role was an enforcement one involving Health and Safety and Industrial Relations combined. This involved inspecting workplaces to ensure that companies were operating safely, investigating accidents and where necessary proceed with prosecution. It also involved inspecting wage and time records to ensure that employees were being paid correctly under the current legislation and appropriate Awards and Industrial Agreements that were in place at that time. So much of my early work focused on building relationships with the Police, Mediation Service, Employment and District Courts and Union Delegates/Organisers. A challenging job but very rewarding as it set me up for a future in HR. 

Tell us about your 'career in HR' story - how did this become your career and what brought you to where are at today? 

After 15 years with the Department of Labour following a complete restructure, I accepted a position as Personnel Officer with the Auckland Harbour Board (now known as the Ports of Auckland). 

This was one of the most rewarding and challenging positions dealing with Shipping companies, Harbour Board and Waterside Workers Unions who at that time had their own legislation dealing with employment issues. Working under the excellent guidance of Keith Handley, HR Manager and together with an amazing HR team the work was varied from recruitment, personal grievances to reviewing over 150 years of traditional waterfront conditions that were in existence at that time but due to new technology were no longer applicable. However, these proved difficult to change or amend during extensive and sometimes rather abrasive negotiations.  

Following 3 years with AHB just prior to the formation of the Ports of Auckland I resigned and joined a recruitment consultancy firm which ran into difficulty during the 1987 share marketcrash resulting in my position being made redundant. 

I spent the next 3 years working as an Immigration Officer on the compliance team which while not within HR it enabled me to utilise my people and enforcement skills and gain valuable knowledge of the Immigration Act and INZ processes to be successful in this role.

My desire was always to get back into HR and when the opportunity presented itself, I joined the then recently formed North Shore City Council in 1990 as Personnel Officer following the first amalgamation of six local authorities into one. Working under the management of the late Ken Hicks HR Manager and along with Teresa Seux (HR professionals with whom I had great respect) my duties were very much in an HR generalist role centred around recruitment, change management, reward and recognition, remuneration, employment relations, change management, union negotiations (with 4 unions) and dispute resolution.  

During this time, under the HR management of the late Perry Skilton and then Glenn Harris (a former HRNZ National President) I worked closely with the Employers & Manufactures Association (EMA), Council solicitors, various consultancies and together with several HR people who joined during my tenure, many of whom I still have contact with and who have done exceptionally well in their careers. During this time was promoted to eventually that of HR Manager – Water, Transport, Finance & Corporate Services and took the opportunity in obtaining a Diploma in Business Studies at Massey University which aided me to understand more about business strategy. 

After 15 years I decided that with what I had learnt from my experiences and academically it was now time to set up my own consultancy business concentrating on employment relations and recruitment.  

During this time, I undertook several assignments, including, but not limited to, working with North Shore City Council assisting with the amalgamation of the new Auckland City, six months fixed term with the Waiheke Health Trust as HR Manager, recruiting for a variety of clients and attending many mediation and Employment Relations Authority hearings. 

Still retaining my consultancy business but owing to personal circumstances I took up the position as HR Manager with Vehicle Inspection New Zealand Ltd (VINZ) a company that had just gone through a significant change from a co-operative to being privately owned. This was a Greenfields role which involved setting up HR systems, drafting new policies, Individual Employment Agreements and recruiting. This was an excellent chance to put into practice my learnings. During my 10-year tenure I also managed to build the HR team to include an HR Advisor, H&S Specialist and a Learning and Development Specialist. A team that I was proud of and all of whom were and still are highly effective professionals and who moved on to progress in their fields of expertise. 

What continues to inspire you about this profession?

I joined as an Associate member with HRINZ (as it was known in May 1988). It had only been established for approx.18 months, and the meetings were then held in Northcote, Auckland. The National President at that time was Warrick Harvey and it provided a good opportunity to meet other HR professionals to discuss issues that were significant then. This enabled us to speak confidently about people management and how businesses could run efficiently and effectively. It was important to be able to provide an avenue giving HR a voice to illustrate how we can take a proactive involvement in adding value to the respective organisations.  

Since then, became a professional member of HRINZ in June 2002 and over the years HRNZ practitioners including myself have gained a seat at the table taking an important role as a member of the senior leadership team and as such been able to develop a deep understanding of how the organisation functions. That ability to build credibility and contribute strategically which is what makes the profession so impactful. 

Looking back across your career, what moments or achievements come to mind?

There are a few highlights that stand out for me, and one is obtaining a Diploma in Business Studies at Massey University in 1999 along with my daughter who achieved a Bachelor of Business Studies the same year. The other is becoming a Charted Fellow of HRNZ and being associated with an incredible group of HR professionals both during my career and as a member of HRNZ. I was a member of HRNZ Auckland Committee for two years during which time HRNZ was going through a tough period but thanks to the dedication of the Auckland Committee members plus current and past CEO’s and those who held and now hold a range of governance roles, including that of Branch President, National Council members, Vice President, and National President it is the success it is today. 

What wisdom would you share with early-career HR professionals? 

Looking back at my career I am amazed at where HR has come as a profession since I began in 1970. This includes everything from greatly improved technology and significant employment legislative changes, political involvement that have impacted on employees’ rights and employers’ ability to meet these challenges. 

I have seen it change from very much a male dominated profession which I believe came from a very confrontational ‘us and them’ approach to over time becoming very much a more positive relationship building environment creating an excellent opportunity for women to enter the HR profession and excel in their respective careers. 

I have seen many changes to the labour laws including the change from Awards and Industrial Agreements to that of Individual and Collective Employment Agreements. The introduction of the Equal Pay Act, ongoing discussions around pay equity, compulsory union membership abolished, introduction of Parental leave, increases in annual and sick leave etc. 

My advice to those entering the HR profession start to connect and create a network with others either those within HR or business in general. Join and become involved with HRNZ, use the courses they have on offer and attend events as this will connect you with others in the profession. I would seek out work as a generalist in HR as this provides a broad exposure across multiple HR disciplines. This will enable a better understanding of the areas of interest to you. Finally, I found that having a mentor was of tremendous help to me and will help you build  

confidence and enable you to focus on your career direction, especially with the introduction of AI which is going to be one of the challenges for HR now and in the future.  

What difference does HRNZ make for HR professionals?

HRNZ plays a critical role in supporting the profession. It provides resources, development opportunities, and a strong professional community. It also acts as a voice for the profession. It engages with government and the wider business community on what good people management looks like and advocates for improvements in policy and practice. The HR capability framework is particularly important, as it provides a clear pathway for professional development from entry level through to senior leadership. It connects New Zealand practitioners across the global HR community, which is valuable for sharing knowledge and remaining current. 

Becoming a Chartered Fellow is a significant achievement. What has the journey been like for you?

For me, it represents recognition from peers for the contribution made to the profession over many years. Since then, it’s been great to remain connected with many HR professionals as well as those employed by associated organisations such as the EMA and government departments such as MBIE and the mediation service. Over the years I have met some of the best and valued their collective experience.  

What are you excited about working on these days?

Today, I am semi-retired and while no longer a member of HRNZ continue to uphold HRNZ values and remain connected to the profession doing some mentoring, recruitment and industrial relations work contributing wherever I can.