HR Fireside Chat Series!

Leyda:  Welcome to our fireside chat. Today, we have the privilege of speaking with a remarkable leader in the field of Human Resources, Pinar Yucealp. Pinar is the Human Resources Director of IBM Middle East and Africa. In her role, she leads IBM’s people strategy, focusing on skills development, enhancing employee experiences, and optimizing HR services across the region.

Pinar is not only a seasoned executive at IBM but also brings over 20 years of diverse experience in academia, consulting, and corporate settings. Appointed as MEA HR Director in 2022, she made history by becoming the first woman executive to take on this role at IBM in the region. Pinar joined IBM in 2017, initially serving as the HR leader for Turkey and MEA Industry Solutions and Business Development, where she significantly enhanced the perception and impact of HR both internally and externally. In 2021, she took on the role of MEA HR leader for IBM Consulting in Dubai.

Before her tenure at IBM, Pinar worked with various prestigious organizations, including DHL Express, Management Center Turkey, Groupama Insurance & Pension, and Zurich Insurance. She is known for her enthusiastic, outcome-driven approach and her commitment to creating an inclusive culture across IBM’s enterprise. Her expertise spans transformation, consultancy, and building alliances at multiple organizational levels.

Pinar holds a bachelor’s degree in English language teaching from Hacettepe University, specializing in adult education and educational psychology. She also lectured at Bilkent University, contributing significantly to the academic field.

Today, we are excited to delve into her insights on the challenges and innovations in HR and understand how she navigates the complexities of such a dynamic field. Pinar, thank you for joining us.

Pinar: Thank you, Leyda. It’s great to be here and have this opportunity to discuss my journey and the evolving landscape of HR.

Leyda: Absolutely, it sounds like you've had a remarkable journey. What initially drew you to this field?

Pinar: Personally, my fervor for creating positive change at work and even in life in general started long ago. I’ve always been interested in how people learn and retain new information, and my early work as an academician allowed me to practice adult development, educational psychology, and sociology. This foundation proved invaluable as I transitioned into the realm of Human Resources. I started my professional career with DHL, and later moved to MCT, Groupama Insurance and Pension, Zurich Insurance Group – and finally to my current position as the Human Resources Director for IBM Middle East and Africa.

Leyda: That’s a diverse background! Transitioning from academia to such dynamic roles in HR must have been quite the shift. Can you share one of the biggest challenges you’ve faced in your career and how you overcame it?

Pinar: Definitely, Leyda. One of the most significant challenges I encountered in my career was leading a cultural transformation within the organization in my initial years of working as the Head of HR. We recognized the need to shift towards a more innovative and inclusive culture to stay competitive in the rapidly evolving market. To tackle this challenge, I initiated a series of strategic initiatives aimed at fostering a culture of innovation and collaboration. This involved organizing workshops and brainstorming sessions to encourage creativity and idea-sharing among employees. Additionally, I implemented mentorship programs and cross-functional projects to break down silos and promote teamwork.

However, the most critical aspect of this transformation was leading by example. I made sure to embody the values and behaviors we aimed to instill in the organization, demonstrating openness to new ideas, embracing diversity, and celebrating experimentation. Through consistent communication, reliable leadership, and empowering employees at all levels, we gradually began to witness a shift in attitudes and behaviors across the organization. Over time, the cultural transformation took root, resulting in increased innovation, collaboration, and employee engagement. When I started working for IBM a few years later, this experience helped me navigate its diverse organizational culture that embraces change and empowers every individual to contribute their best ideas towards our shared goals.

Leyda: That’s truly inspiring. Leading by example is so powerful. Moving on, could you share some highlights from your career journey in HR?

Pinar: Throughout my HR career, several highlights have shaped my professional growth and taught me valuable lessons along the way. Building and leading a high-performing culture is a mindset that has shaped my trajectory. I always focus on fostering a culture of collaboration, trust, and continuous learning among teams. Empowering team members, offering performance coaching, and providing opportunities for growth and development lead to high-performing teams, drive successful business outcomes, and engage employees.

Overall, my career journey in HR has taught me the importance of strategic thinking, effective communication, empathy, and resilience. HR is not about policies and processes but about creating meaningful experiences for employees and driving positive change within the organization. And now, the advent of Generative AI has also proved to be a game changer for business and an opportunity for HR to innovate.

HR is not about policies and processes but about creating meaningful experiences for employees and driving positive change within the organization.  - Pinar Yucealp

Leyda: It seems like adaptability has been key to your success. Speaking of influential experiences, mentorship can play a crucial role in career development. Could you talk about a mentor who influenced your career?

Pinar: I believe in both, mentoring and reverse mentoring equally. IBM was the first technology company that I worked for, and I was keen to build a mentoring relationship with a younger colleague who possessed the expertise in emerging technologies and digital trends. He, a 26-year-old new hire at IBM with 2 years of work experience, has proved instrumental in my growth journey. Through our mentorship relationship, he served as a valuable resource, providing insights and guidance on how new generations work and think. We engaged in discussions around how HR could leverage technology and merge the capabilities of the mixed generations at work. One of his most significant contributions was introducing me to new digital tools and platforms such as Trello and Mural.

Moreover, he helped me understand the importance of leveraging social media and digital communication channels to enhance employer branding and employee engagement efforts. Through our discussions, I gained a deeper understanding of how HR could utilize social media platforms to showcase company culture, share employee stories, and attract top talent. Overall, my experience with reverse mentoring has been incredibly enriching and valuable.

Leyda: It's fascinating how reverse mentoring can bring fresh perspectives into traditional roles. Switching gears a bit, how do you define leadership in HR, and what qualities do you think are essential for HR leaders today?

Pinar: Generative AI has proved to be a game changer for businesses and an opportunity for HR to lead. It not only impacts the human resources function itself but also helps implement change within the company culture, operating model, and the way we work. This provides HR leaders with an opportunity to impact the business and lead this transformation. A recent IBM report prepared in partnership with Oracle mentions how HR can be a strategic advisor to create a GenAI-empowered culture. This report addresses the top 10 “calls to action” for how human resources can help organizations reinvent employee experience to keep up with the shifting environment. To drive this, HR leaders should have strategic vision, change management, emotional intelligence skills, and, more importantly, a growth mindset. In my opinion, no matter the role you hold and the seniority you possess, there is always more to learn and further improve yourself.

Leyda: Absolutely, a growth mindset seems essential. Now, how do you nurture potential leaders within your organization?

Pinar: At IBM, continuous learning is part of our DNA. We provide personalized learning opportunities, career frameworks, and skill development activities to our employees. Yet, fostering potential leaders goes beyond structured initiatives; it’s about nurturing a culture of authenticity and empathy. To nurture leaders effectively, organizations must tailor initiatives. Personalized approaches, such as employee personas, acknowledge individual needs and preferences. Encouraging open communication empowers employees to voice concerns and suggest improvements, fostering a collaborative environment. Celebrating accomplishments, both individual and organizational, reinforces appreciation and morale. Empowering middle managers is pivotal. They play a crucial role in career development and talent recognition. By supporting them with development opportunities and emphasizing their role in fostering employee well-being, organizations create a fertile ground for leadership to flourish.

Leyda: What advice would you give to individuals who are just starting their careers in HR?

Pinar: If you ask me what the number one must-have skill for somebody entering today’s workforce, regardless of the industry you go into, regardless of the domain you are interested in, is the skill of continuous learning. Gone are the days when obtaining a university degree guaranteed a stable career spanning several decades. With the rate and pace of new technology, we now find ourselves in an era where job roles undergo rapid evolution, with the shelf life of skills diminishing by the day. It's no longer a matter of "if" your job will change, but "when" and "how." Some may argue, "But I'm not in a tech-related field; I'm pursuing HR, civil engineering, design, or art." However, it's crucial to recognize that every profession is undergoing transformation propelled by technology.

 It's no longer a matter of "if" your job will change, but "when" and "how." - Pinar Yucealp

Thus, the key determinant of success in one's career hinges upon the ability to adapt and acquire new skills continually. Now, you are not always going to have the opportunity to sit in a classroom and earn a degree. Nonetheless, the capacity to acquire new skills while on the job is paramount. This can be through observing, networking, asking questions, or seeking mentorship and coaching. These are all elements of a growth mindset, which will not only help you develop the skills to excel at the job you have today but also to prepare for the job you aim to have.

Leyda: Pinar, thank you so much for sharing this wealth of knowledge, particularly emphasizing the critical importance of continuous learning, not just for those entering the workforce but also for those already established in their careers.

Your insights encourage us all to rethink how we approach our professional development. The ability to continuously acquire new skills is crucial in today’s rapidly evolving professional landscape, making adaptability and a growth mindset essential for success across all levels and fields.

Your advice to observe, network, ask questions, and seek mentorship is invaluable. Thank you once again for this enlightening conversation and for inspiring everyone, regardless of career stage, to embrace continuous learning and proactively prepare for the future.

Pinar: Thank you, Leyda. It was a pleasure to chat with you. Very insightful questions.

Leyda: As we wrap up today's insightful conversation, I want to express our gratitude to Pinar for sharing her profound knowledge and experiences with us. It has truly been an enlightening session that has broadened our understanding of the challenges and innovations within the field of Human Resources.

To our audience, thank you for your engagement. We hope you found this discussion as stimulating and informative as we did. Please stay tuned for more sessions like this in the future. Have a wonderful day, everyone, and keep striving for excellence in all your professional endeavors!