Compass Group [LON: CPG]

Deborah Lee

This article is based on an interview with Deborah Lee, Group Chief People Officer at Compass Group.

Deborah has spent 25 years working in HR and learning and development. She has led global teams in different industries, has broad experience across a number of people functions and is a Fellow of the Chartered Institute of Personnel and Development.

Your Career Journey, Current Role, and Responsibilities in the Organisation

I am the Group Chief People Officer at Compass Group, a global leader in food and support services. Operating in around 35 markets globally and with a workforce of over 550,000, the role at Compass is hugely rewarding.

I’m responsible for ensuring our people plans support and deliver the business’s overall strategy, vision, and values. Ultimately, I am keen that we provide the opportunity of lifetime careers for the diverse talent we have working with us.

Prior to Compass, I gained the majority of my HR experience in telecommunications before moving to a luxury fashion e-commerce organisation. I've been fortunate to work on some really interesting cultural and digital transformation projects as well as some game-changing business acquisitions, divestments, outsourcing and new sector entries. The silver thread to all of these has been talent and culture.

Major Challenges in the HR Industry Today

The relationship that many people have with their employers has evolved. For decades, our function has been talking about the talent war, the impact of generational shifts, and the acceleration of technology, but it seems that, finally, we are being held accountable to solve these issues. More than ever, it is up to HR leaders to cut through the noise to deliver business outcomes that make a difference.

"The more you understand about the various functions in HR, the better you can understand the strengths and pitfalls of particular strategies"

Balancing top and bottom lines, growth and agility whilst building new world capabilities and people engagement is no mean feat. The old adage of ‘happy people, happy clients, happy profits’ remains true, but this means authentic solutions that take care of the physical, mental, and financial well-being of their employees. For me, this means creating an environment where people ‘come as they are’ and feel respected, included, and offered meaningful benefits that fit the modern world of work.

Flexible working is not a new concept (some countries and industries have been operating these practices for years), but talented individuals have greater choice nowadays, which means businesses need to find new ways of appealing to the talent. Whether that means innovative assignments, different working patterns, flexible locations, changing roles, free meals, ready access to earnings, new incentive packages, further training, and education - the ‘benefits’ alone will not retain talent if the culture is not genuine.  

Opportunities for HR Functions to Create Value for Their Organisation

Building a strong but inclusive culture which fosters innovation, agility and performance is our secret weapon. The one thing we can be certain of is change, and the more ‘change-ready’ our organisations are, the better and more likely we are to outperform the competition. For me, this means building organisations that are able to adapt, challenge themselves and be open to new ways of thinking. 

At Compass, we consider how we show ‘CARE’ for our global workforce. That means championing and growing the business’s caring, winning culture, ensuring meaningful career advancement opportunities are open to all, creating a supportive and empowering environment of respect, and nurturing our people through their careers with proactive engagement.

We are, of course, also evolving our own agenda using technology. AI can help the business become even more effective, whether it means less time on administrative tasks or more insight into how we can better manage, engage with employees, or reach our wider stakeholders. I feel the opportunity to create more rewarding roles for our people is something any HR professional should be excited about!

Advice to Anyone Seeking to Enter or Progress in the HR Field

Businesses that know how to capture the power, performance and imagination of their people will win. It's the people function that enables businesses to do this; however, to do it well, all the HR elements (policy and practice) need to work together.

The more you understand about the various functions in HR, the better you can understand the strengths and pitfalls of particular strategies. Ask lots of questions, get stuck in, read everything you have time to read, find a good mentor, and build your network of experts.

Talent attracts talent, work in a team from whom you can learn, contribute and grow – then, when you reach a higher position, help others up the ladder.