Huma Faruqui CFHRINZ

How did your career in HR begin, and what was the journey like to get to where you are now?

My first degree is Financial Services, that’s because my father told me I had to study law, accounting or medicine at university.  I quickly learned that I didn’t really enjoy working with numbers and the aspect I enjoyed the most was what was then called people management.  I went on to get a job in the financial services industry and again what really emerged for me was that I enjoyed working with people and helping them unleash their potential.  I was lucky enough to get seconded into a learning and development role and that really cemented my decision to pursue a career in HR.  My first real HR role was with Deutsche Bank as a Recruitment and HR consultant which was a fantastic learning opportunity.  As you can imagine, Deutsche Bank had some great HR practices and procedures and the opportunity to work on multiple interesting projects, including in the Organisation Development space, and that led to me eventually specialising in that area. 

From there I got an HR Manager role at Deloitte working across multiple legally diverse regions.  It was a great in experience in learning from some of the best in the field.  From there what has sparked my interest and energy the most has been working in culture and change and transformation roles with a heavy focus on OD.  That’s when I decided I needed to get a qualification in HR and I studied part time with through the Chartered Institute of Personnel and Development in the UK.  Through multiple GMHR level roles, sitting as part of Executive Teams, I got exposed to strategy, risk and governance and became deeply interested in the intersection between leadership and performance.  Specifically, the kind of leadership that enables people to not only perform at their best, but produce results and outcomes way beyond what is predictable, or even considered to be possible.  Now I work as a consultant specialising in supporting Executive Teams in big corporates to create new strategies and achieve remarkable uplifts in performance as well as supporting large, complex capital projects which require unprecedented levels of alignment between strategic partners, vendors, clients and contractors and I absolutely love it. 

What do you love about having a career in HR? 

The best thing about having a career in HR is undoubtedly in my mind the opportunity and privilege to make a difference to people.  There’s nothing better than making something happen that has a profound impact on the experience of others.  I’ve always considered it an honour and a privilege and I never underestimate the profound impact what we do can have on other human beings.  The best bit is when you can enable companies to succeed through enabling their people to succeed.

What are some defining moments from your career journey so far? 

For me the most defining moments have been when I’ve been able to create change and transformation in organisations through it’s people.  There a few notable roles that shaped who I am today.  The other defining moments were when I had the opportunity to work with some exceptional people at the CEO and Executive level.  I learned a lot from my colleagues along the way and I am deeply to grateful to everyone who contributed to my growth and development over the years. 

What advice would you give to someone early on in their HR career?

Early on in my career, I’m not sure I really knew exactly what I wanted.  I have to say I largely intuitively felt into the roles that I ended up accepting, and then took every opportunity that role afforded me to grow and develop.  Those roles were the ones that always led me to my next opportunity and the next direction in my career.  When I look back now, they took me in directions I could not have imagined when I first took them.  So, my advice would be, stay open, even when the role doesn’t match up with exactly what you are looking for, you never know where it could lead.  Focus on what you enjoy doing and working for the companies that most align with your values and what is important to you.

Why is HRNZ important for the HR community? 

I joined HRNZ when I first arrived in New Zealand all the way back in 2002 so it’s fair to say I’ve had a long standing relationship with HRNZ including serving on the Board and then as National President.  HRNZ has really transformed since then, becoming a truly professional organisation for the profession.  HRNZ now has some great training programs and pathways to achieving chartered membership which recognises the varied disciplines within HR.  One of the biggest advantages of being a member is that you get to expand your professional network significantly.  The HR capability framework provides a clear and structured pathway for professional development from entry level through to senior leadership, whether you are a generalist or a specialist. It also advocates for the profession and has strong links with other professional HR bodies around the world.

What was your path to Chartered Fellowship like? What did you enjoy about the process? 

Whilst I became chartered under the previous model it was a very positive and supportive experience for me.  I was serving on the Board when the new process was being developed and I am impressed with how  structured and rigorous it is and yet there is still plenty of support to help you get there. 

What is next for you in this chapter of your career? 

Well right now I’m loving what I’m doing, I get the opportunity to work with some great companies, often in different parts of the world and I can honestly say, I never stop learning.  Impacting the world of business at the intersection of leadership and performance is really exciting and provides the opportunity to be involved in some of the most complex environments, and the dynamic, ever changing world we live in.  I get to be involved in some of the most meaningful conversations shaping the business world today and that’s exciting.