Laureen McHaffie

Head of Human Resources at Phyllis Court Members Club

Why we chose Laureen

Laureen was hired by Phyllis Court in 2017 and asked to completely refresh and renew their entire HR strategy. She’s implemented a great deal of change in that time, taking Phyllis Court to new places and continuing their success.

What’s your ‘why’? How do you balance work and life responsibilities to fulfil it?

I’ve had many fabulous, strong and kind female role models in my life which I know makes me fortunate. I aspire to be a role model to not just other women in the workplace but to all those I interact with through my job and life in general.

It can be hard to be yourself at work, especially as I have traditionally worked in male-dominated work environments – cruise ships, wholesale retail and hospitality – but I believe in standing up for everyone and that we all should be treated equally. Other women may see this as a strength, I see it as being a role model and having strong values and beliefs.

I always believe that you should work for a company with values that you connect with personally, allowing you to love what you do every day. I’ve had a varied career in a number of different industries. It's always been the values they demonstrate and language used that has attracted me to the company and influenced me to be a better person.

I love to work with people that challenge and encourage me to think differently. I learn so much from them. I try to be approachable so that all staff can stop and have a chat with me about anything they’re interested in or would like more information about. It can be easy in HR to get sucked into meetings and paperwork but maintaining a connection with the team keeps me grounded and connected to what people are thinking.

I like to spend time with people that make me happy – friends and family give me balance. I strive to make the time to enjoy the people and places that allow me to be away from work and I switch off my phone and emails when I’m with them.

And I like running and doing yoga in my spare time, love getting lost in a book, and a cup of tea solves most problems in life.

Can you explain an initiative you've implemented that has made an impact in your workplace?

I initially looked at staff pay and benefits, and last summer we changed all staff onto new contracts to harmonise pay and conditions. This means all of our staff are paid for the role they perform and the level of responsibility they have. It’s not based on gender, which has helped shrink the pay gap – but it's still a work in progress and something I like to keep an eye on.

All staff love to share their opinions, so I worked with a group of young leaders in the Club to help them form a Staff Consultative Committee (SCC), giving all staff a voice. The committee works on initiatives that impact the entire workforce and not just their areas. They share these at our regular staff meetings and through the monthly staff newsletter. We’ve just appointed our first female chairperson to the SCC and also have a female deputy chair.

We implemented Perkbox as one of our staff benefits and the recognition platform has taken off. Staff have really connected with the use of technology and the app, and we now see staff members saying thank you and sending messages of recognition that we can all view – it's really helped with communication and engagement between teams at the Club.

We have recently changed our recruitment practices and now offer all open roles out to internal candidates as a priority – they’ll always get an interview and feedback as we believe it’s an essential part of career development. Several internal moves have happened since we initiated the change – retention has improved and staff are way more knowledgeable about different roles and departments around the Club.

As a female leader, what have been the most significant barriers in your career?

My biggest barrier used to be confidence in my own ability to do my job well. I think imposter syndrome is quite common, especially for women, and can feel isolating at times. I’ve been lucky enough to meet several ‘coaches’ during my career journey who’ve helped me put my qualifications, experience and knowledge into perspective – helping to make me a better leader and HR professional.

All feedback is good feedback and everyone is entitled to an opinion or to disagree with your point of view. I now enjoy these conversations and see them as an opportunity to see things in a different way.

What advice would you give to the next generation of female leaders?

​Don't rest on your laurels. It's very easy to get complacent in the workplace and go along with the same ideas for a long period of time. My best work has come from challenging the norm and thinking outside the box. Don't be afraid to push back if you don't think something is right – you never know where it might lead you and the results you can achieve.

What advice would you give to the next generation of female leaders?

Be yourself, look for strong female role models in your life and take inspiration from them.

It’s ok to be emotional but identify and manage your own emotions. Pick up on the emotions of others as this will help you build trust with others and help influence change.

Wear a uniform that makes you happy and comfortable in the work environment – don’t conform!