HR Unscripted… With Claire Wright
Ever thought about a career and family adventure overseas?
“Embrace the fear and seize the opportunity—life’s too short not to explore new experiences.”
In this HR Unscripted…. Nick Allwood is chatting with Claire Wright (HR Director - Global Supply Chain and Research & Innovation) at LIPTON Teas & Infusions. The talk focuses on the ambition, practicality and the benefits of uprooting your family and HR career to take on a promotion within a new employer and move overseas. Which is the journey Claire embarked on 18 months ago when she moved from the UK to the Netherlands to join LIPTON Teas & Infusions.
What were the main factors that influenced your decision to move to a new country with your family?
Our decision was driven by a shared hunger for adventure between my husband and me. We were very happy with our lives in the UK, with both sets of family nearby, which made childcare a given.
However, we wanted to explore new opportunities and experiences. Instead of focusing on potential risks, we thought about the best possible outcomes and decided to seize the chance. It was about embracing the unknown and discovering where it would take us. We envisioned a life where we could grow both personally and professionally, and this move seemed like the perfect opportunity to do so.
My husband had travelled extensively in his earlier years, and I had studied and worked in the UK, so we both had a keen sense of adventure. We wanted to instil this sense of adventure in our child as well, by exposing him to different cultures and ways of life.
Why did you choose the Netherlands specifically?
We were open-minded about which country to move to. For example, there had been discussions about opportunities in other countries much further away. However, the Netherlands offered a promotion to my first HR Director role with global responsibilities, which perfectly aligned with my career aspirations. The country has proven to be an ideal choice for our first international move, and we're excited about future adventures.
The Netherlands appealed to us due to its high standard of living, excellent education system, and welcoming culture. The role itself was a significant factor, as it marked a major career milestone for me and provided the opportunity to work in a global capacity.
We've now caught the adventure bug and are open to exploring other parts of the world in the future.
What were some of the biggest challenges you encountered when making the move?
The administrative tasks were overwhelming. From registering in the country to navigating utilities and contracts in a different language, it was a significant challenge. Although the Netherlands has a high level of English proficiency, we still relied on Google Translate frequently.
As a parent, there was also emotional pressure to ensure our child adjusted well. Establishing new friendships and professional networks was challenging but rewarding over time. We had to adapt to a new system of healthcare, education, and even simple tasks like grocery shopping. The emotional strain of ensuring our child's well-being during the transition was considerable, especially as he had to adjust to a new nursery and later school.
We also had to rebuild our support network, as we left behind our babysitters and family support.
How has the relocation impacted your career in HR?
The growth I've experienced in the past 18 months is beyond what I could have achieved in five years if I had stayed in the same location.
Working in a global role has heightened my awareness of cultural differences, labour laws, and communication styles. It's made me a better HR leader, and I feel well-prepared for future opportunities.
The international environment has exposed me to diverse perspectives and ways of working, which has been invaluable. I've learned how to adapt my communication style to effectively engage with colleagues who speak English as a second or third language.
This experience has also marked my transition into private equity and global HR leadership, which I believe has prepared me for future challenges within my current organisation and beyond.
I've gained a deeper understanding of what matters to our people across the globe and how that might manifest differently depending on the location. For instance, what motivates and engages our employees in Poland may differ significantly from what drives our teams in Pakistan, the US, or Japan. This nuanced understanding has allowed me to tailor our HR strategies to better meet the needs of our diverse workforce, ensuring that we're supporting and empowering our people in ways that are meaningful to them, regardless of where they are based.
How has your family adapted to the new environment?
We've made a conscious effort to integrate into the community through my son's school and local activities. Initially, it was tough, but now we enjoy the Dutch lifestyle—cycling, exploring canals, and being close to the beach.
We're trying to embrace every experience and make the most of our time here. We've found that the Dutch culture is very welcoming, and we've made some wonderful friends through our son's school and sports clubs. We're also enjoying the unique aspects of Dutch life, such as the vibrant festivals (King’s Day) and the love for fireworks on New Year's Eve.
The first few weeks were challenging as we settled into our new home and navigated the local systems, but now we feel more at ease. We're making the most of our weekends by exploring the countryside and enjoying family activities like sailing on the canals.
Have you noticed any significant differences in workplace culture and HR practices in the Netherlands compared to the UK?
The Dutch are known for their directness, which I find refreshing.
They prioritise work-life balance and lifestyle, focusing on health and family. Employment laws are strongly in favour of employees, with robust protections like works councils. These cultural nuances create a supportive environment that enhances employee engagement.
The Dutch approach to work-life balance is particularly appealing, as it allows for a healthier lifestyle and more time with family. The works councils play a significant role in ensuring employee rights are respected, which contributes to a positive work environment.
I've noticed that these practices are gradually influencing UK policies as well, with more emphasis on employee protections and work-life balance.
What advice would you give to other HR professionals considering a similar move?
Be open to any opportunity abroad, as it differentiates you professionally. Communicate your aspirations clearly within your network, and ensure alignment with your family about potential sacrifices and benefits.
Embrace the fear and seize the opportunity—life’s too short not to explore new experiences.
It's crucial to be honest about your ambitions and to prepare thoroughly. If you're moving as a family, having open discussions about how this will impact your lives is essential. Ensure that both partners are on the same page regarding career goals and potential sacrifices. Networking is also key; let people know you're interested in international opportunities, as you never know where it might lead.
Ultimately, the experience will be incredibly rewarding, both personally and professionally.
And finally, would you be willing to offer advice or mentoring to others pursuing similar paths?
Yes, I'd be happy to help guide others through their relocation journeys. It's a challenging but rewarding process, and I'm more than willing to offer support and guidance to anyone navigating this path.
Whether you’re looking for that next career move or recruiting into your HR team, RedGreen Partners believe that who you partner with can make all the difference.
To have a confidential chat with Nick Allwood, Director at RedGreen Partners, please email nick.allwood@redgreenpartners.co.uk or call 07968748577