Warwick Harvey DistFHRNZ

What was your first HR role, and where are you today? 

Towards the end of my final year at university, the consultant at Personnel Recruiters asked me to come back in and offered me a job which I accepted. Now fifty four years later I am enjoying retirement which has been made enjoyable by grandchildren, voluntary work, and returning to singing in a choir. Until last May I was on the Board of the New Zealand Choral Federation and had been chair for three years. 

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

My career in HR had several phases. The first was in recruitment where there was a significant challenge to convince organisations that they should use a recruitment agency to assist. Today’s tech was a still some years away. I would hand write resumes. They would be typed and posted to clients!

I ended the recruitment phase of my career as Managing Director of Opal Consulting Group who provided both recruitment and temporary help services and had offices in Auckland, Wellington and Sydney 

My work then broadened out from recruitment into broader HR management consulting, firstly with Australian owned consultants WD Scott before I joined the consulting division of Deloitte specialising in HR and organisation change. A career highlight was being appointed a partner in Deloitte even though I wasn’t an accountant. 

The next phase was in corporate HR, firstly as HR Manager for the general insurance business of Royal Sun Alliance and then as HR Director for the RSA group which then included what are now Vero and Asteron, and Guardian Trust. 

The final phase of my working life was owning and running the employee assistance programme known as Stratos before it was bought by a subsidiary of Covermore Travel Insurance and rebranded as Benestar. Benestar has since been acquired by Telus Health who provide health services in 160 countries around the world.

What continues to inspire you about this profession?

As I watch from the sidelines, I am heartened to see the ongoing development of the profession, its ability to help ensure that work forces are effective partly because of their focus on the growing recognition that employee well being makes a real difference to organisational success. HR practitioners now have tertiary qualifications and in many organisations are recognised as key contributors at the senior management table.

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

I enjoyed the challenge of assisting Boards and the State Services Commission with the recruitment of Chief Executives. A highlight of a five month project with the State Services Commission was explaining to the Cabinet the implications of the State Sector Act and then working with Ministers to help them prepare performance agreements for the Chief Executives of their portfolio departments. Another memorable experience was directing a study of remuneration in the Fiji public service. The standout experience of my 13 years running Stratos & Benestar was leading our provision of support in Christchurch following the earthquakes, the shooting of MSD staff, and the horrific mosque attack.

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

Early career HR professionals now have the advantage of undertaking HR oriented tertiary education. Apart from making sure they have a really good understanding of relevant legislation, I think understanding the business their employer is in, developing relationships with staff at all levels of the organisation, and continuing their professional development ( both formally and informally, are vital. Some time in a line management role could add breadth to their experience. 

In a world where the future is undertain, there will be an increasing demand for organisations to be flexible and adaptable. Alongside technology ( including Ai) competency, HR  professionals are going to need strong EI, critical thinking skills, sound judgement, and superb communication skills.

 What difference does HRNZ make for HR professionals?

HRINZ offers a range of professional development opportunities across a range of topics and chances to network with experts and peers. These can make a real difference in the development of a career in HR.

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

My early involvement in the Institute ( which was then known as NZ Institute of Personnel Management )  began at the regional level in Auckland where I was a committee member and then regional chair. I was later elected to the National Council in 1985 and was President from 1991 to1996 

It was some time before the Institute had a sole full time employee so my Institute involvement was working alongside teams of volunteers organising meetings and conferences. While there are now more staff, volunteers around the country remain critical to the continued success and reputation of the Institute.

What are you excited about working on these days?

Retirement as given me time to read more widely (both fiction and non fiction). My degree was in Political Studies and History and I am pleased to rekindle my interest in politics in an increasingly undemocratic world. In particular I am  reading, thinking about, and researching the role that deliberative democracy could play in making political processes better fit for purpose.