What has your journey at Fabric been like so far? How has the organisation evolved since you joined?

Celebrating my 12th work anniversary at Fabric, I reflect on a journey filled with both personal and professional growth. When I first joined, the company was in its first phase of operations scaling. Since then, we have undergone an incredible transformation—not just in business growth but also in our organisational culture. Over the years, we have made significant strides in fostering a more inclusive, transparent, and supportive environment for employees, both onshore and offshore. It has been particularly rewarding to see our HR operations team evolve alongside the company, implementing initiatives that empower our people to truly thrive.

What’s one of your proudest achievements during your time at the company?

One of my proudest achievements has been leading the transition to data-driven HR decision-making. I spearheaded the implementation of a new HR system and analytics platform that enables us to track and analyse key metrics such as employee turnover, engagement, and performance with precision. By leveraging data to guide our strategies, we have adopted a more proactive and strategic approach to talent retention, workforce development, and organisational planning. This initiative has not only enhanced individual performance but has also driven broader organisational effectiveness, ensuring stronger alignment with our long-term business objectives.

What do you see as the most critical aspect of leading an HR team in a company like ours?

The most critical aspect of leading the HR team here is staying agile and responsive to the company’s evolving needs while remaining aligned with our core values. It’s about striking a balance between strategic priorities and the human elements of HR. In a fast-growing organisation like Fabric, it’s essential to design scalable policies and processes that support expansion, while simultaneously fostering an environment where employees feel valued, heard, and engaged, as well as ensuring compliance with up-to-date regulations and industry best practices.

What’s one major challenge you’ve faced in HR, and how did you overcome it?

One of the biggest challenges I encountered was managing operational challenges to support fast organisational growth. As the company expanded, we needed to scale our HR systems, processes, and teams to meet increasing hiring needs—all while preserving a strong, inclusive company culture. This required revamping our recruitment strategy to attract diverse talent, expanding our HR team, and refining our onboarding process to ensure new employees felt integrated and aligned with our core values of openness, inclusion, and belonging. Additionally, we focused on creating more internal growth opportunities by developing programs for talent development, mentorship, and career progression pathways to help prepare employees for future leadership roles.

What’s a memorable moment or experience you’ve had with the team that you’ll always cherish?

One of my most cherished moments was when the HR team was publicly recognised during a company-wide meeting for our efforts in enhancing the employee experience. It wasn’t just about the recognition itself—it was about witnessing how much it meant to my team. Their hard work often goes unnoticed, so seeing their contributions acknowledged in front of the entire company was deeply rewarding. That moment reinforced the importance of celebrating both big and small wins and highlighted the vital role HR plays in shaping company culture.

What’s a piece of advice you would give to someone aspiring to be an HR Lead or Director?

My advice is to develop a leadership style that combines emotional intelligence with strategic insight. HR is fundamentally about people, so understanding their unique needs, challenges, and aspirations is essential. This requires empathy, trust-building, and the ability to connect with employees across the organisation. Equally important is being data-driven—leveraging analytics to guide decisions in talent management, employee engagement, and organisational development.  This ensures alignment between employee well-being and business objectives. In today’s dynamic business environment, HR professionals must remain adaptable, continuously learning, and proactive in responding to shifts in technology, workforce expectations, and regulatory changes.

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