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  • EMEA Recruitment Podcast #168 - The Role of Finance in Developing Sustainable Business Strategy – Oriane Minger & Dr. Ilidio Silva

    EMEA Recruitment Podcast #168 - The Role of Finance in Developing Sustainable Business Strategy – Oriane Minger & Dr. Ilidio Silva
    2025/01/28
    The EMEA Recruitment podcast is proud to present a limited series in collaboration with Geneva Business School. Conversations with Finance Leaders will bring you the tangible experiences of specialist professionals with the expertise of the Business School’s leading academics. In the inaugural episode, Director John Bower welcomes Oriane Minger, Carbon Finance Manager at SCB Group, and Dr. Ilidio Silva, Professor of Finance Accounting and Sustainability at Geneva Business School, to discuss the role of Finance in developing sustainable business strategy. Please note: This conversation was recorded at the Geneva campus, which may cause some background noise and variations in sound quality. To begin, Oriane introduces SCB Group, an international B Corp company headquartered in Switzerland, which is guided by one mission: to build and promote a low-carbon future. She details the company’s evolution, carbon initiatives, achievements, and her advisory role within the business, involving daily discussions on a range of Environmental, Social, and Governance (ESG) topics. Dr. Ilidio reflects on the role of CFOs, referencing Deloitte’s article, The CFO as the Driver of Sustainability, which argues that CFOs act as catalysts, stewards and operators for promoting sustainability. They possess the necessary toolkit to align ESG goals with the company’s profitability, supported by strong organizational networks and in-depth expertise in data, processes and reporting, he explains. Oriane suggests starting with greenhouse gas (GHG) accounting, a methodology structured in three scopes. By combining Scope 1, which covers emissions from sources owned or controlled by a company (e.g. offices and company vehicles), and Scope 2, indirect emissions from purchased energy (e.g. electricity for the office and company vehicles), you can obtain a clear picture of what you can control and prioritize actions more easily. Scope 3 is more challenging, as it requires data and an assessment of the company’s entire value chain. Oriane recommends collaborating with a partner, as GHG accounting is very broad. She advises assessing your current data accessibility and working closely with your CFO and Accounting teams. Focus on prioritization, bring the right people to the table, and seek support where needed, she says. The conversation shifts to carbon credits. A carbon credit represents a verified emission reduction - one ton of CO2 equivalent that has been avoided, reused or removed from the atmosphere. Oriane cites SCB’s community projects in Nepal as an example of reducing and avoiding emissions. SCB Group identifies carbon credits by conducting due diligence on client projects. They work with reputable registries, ensuring projects are thoroughly tracked and results are publicly available. SCB also partners with trusted project developers and methodologies. In general, regulations are affecting an increasing number of organizations. Dr. Ilidio reiterates that now is the time for companies to embrace sustainability, provide training, and hire professionals with sustainability competencies. LinkedIn’s 2023 global skills report stated that one in eight workers had green skills. However, in Finance, only one in 15 had green skills, showing room for improvement. Additionally, the fastest growing skills in the EU included climate action planning (increasing by 152%), carbon emission accounting (by 131%), and carbon accounting (by 130%). To end the conversation, Oriane discusses her career journey in further detail. Originally, Oriane worked in Finance for seven years, before transitioning to sustainability out of interest and the demand for skills in the area. She then offers examples of similar methodologies and transferable skills between the functions. Upon entering the sector, stay curious, gather the skills, and bring the conversation to your company, she adds. The episode then enters a live Q&A session. The first question was addressed by Oriane, who explained that Scope 3 is a key topic in all current internal and external discussions. The conversation then shifted to how CFOs and Finance Directors, who prioritize the bottom line, perceive sustainability investments. An audience member asked whether these investments are viewed as costs. Oriane explained that it largely depends on the customer and organization. Companies that take proactive steps to address costs and implement sustainable processes now will benefit in the long term, both operationally and financially. Additionally, prepared companies are more likely to attract like-minded customers. Dr. Ilidio added that CFOs can be convinced to invest in sustainability by emphasizing its long-term financial benefits, such as attracting and retaining top talent. The topic of regulations followed, with specific mention of the Corporate Sustainability Reporting Directive (CSRD) and the challenges of navigating it. Some industries and companies are ...
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    55 分
  • EMEA Recruitment Podcast #167 - René Behr – Building Resilience to Power Performance

    EMEA Recruitment Podcast #167 - René Behr – Building Resilience to Power Performance
    2024/10/29
    We were proud to welcome René Behr, Chief People Officer at IWC Schaffhausen, onto the EMEA Recruitment podcast. “True success lies in shaping a future where people and business grow in tandem, leaving a legacy that transcends time.” René has always been fascinated by human dynamics and interactions. He believes that Human Resources is the most influential function in business, because people are critical to success. He cites figures like David Ulrich, the “Father of Modern HR”, inspirational speaker Simon Sinek, and former Google VP of People Operations, Laszlo Bock, as key influences. He also reveals the unexpected profession he’s trained in. Reflecting on his 25-year career, René is most proud of the lasting impact his efforts have had on businesses and people - an impact that goes beyond any single achievement or project. He shares a story about an apprentice from a challenging background who was initially resistant to positive change. Through persistent effort, the apprentice passed his exams and went on to open his own business, where he now educates young apprentices with similar backgrounds. When asked what he would do differently if he had his time again, René highlights that failure makes you stronger. He emphasises the importance of listening to your gut - though it should inform your decisions, not lead them, he adds. Paul highlights the quote René shared on his LinkedIn profile: “Be the change you want to see” by Gandhi. René explains that he interprets this as championing change and leading by example, fostering a culture of continuous improvement. The conversation then turns to IWC Schaffhausen’s resilience programme, which has been rolled out from the senior team across the organisation over a two-to-three-year period. This holistic programme equips teams to manage stress, adapt to change, and face challenges. It includes in-person workshops and lunch and learn sessions aligned with monthly themes, exploring personal resilience and extending into leadership. The sessions aim to break the stigma around mental health, with the goal of creating a supportive environment where conversations can lead to real changes in practice. René stresses that the programme’s success is measured both qualitatively and quantitatively through engagement surveys, tracking productivity, job satisfaction, and retention rates. It’s not just about making people feel good; burnout can be far costlier if not addressed. It’s also a long-term KPI that can’t be measured during the interview process or when onboarding new hires. When asked what advice he would give to his 21-year-old self, René focuses on embracing challenges and failures as learning opportunities, taking risks while remaining authentic, and staying curious. René’s next big dream is to continue shaping the future of work by creating an environment that empowers colleagues to innovate, collaborate, and grow. He looks forward to helping the company navigate changes in its business model and being part of a future where HR has a permanent seat at the table. The episode ends with René sharing his gratitude. He is thankful for his first manager, who saw potential in him and helped him transition into HR, and for his partner, who has supported him unconditionally. René reminds listeners to work on your personal relationships just as much as your business ones - don’t stop. If you’d like to learn more about René’s career, you can connect with him on LinkedIn. To find the part of the episode most interesting to you, please use the timestamps below: 01:15: The last thing that made René smile 03:50: Why René pursued a career in HR 07:00: René’s biggest career success 09:40: What René would change in the past 12:15: “Be the change you want to see” 14:00: Holding himself accountable 16:15: The Building Resilience to Power Performance programme at IWC 25:50: Measuring success 31:15: Advice for René’s 21-year-old self 33:10: His next big dream 36:05: Gratitude and what René appreciates most EMEA Recruitment is proud to partner with Operation Smile. To learn more about their vital work around the world or to donate to the cause, please visit: https://www.operationsmile.org.uk/partners/emea-recruitment/ If there are any topics you’d like us to cover in future episodes, please reach out to marketing@emearecruitment.com #emearecruitment #emearecruitmentpodcast #renebehr #paultoms #operationsmile #operationsmileuk #recruitment
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    40 分
  • EMEA Recruitment Podcast #166 - Kathy Magee – Helping the World Smile

    EMEA Recruitment Podcast #166 - Kathy Magee – Helping the World Smile
    2024/05/10
    “You're changing a child's life, but you're also changing this world to be a better place.” We’re delighted to welcome Kathy Magee, Co-Founder, President and CEO of Operation Smile, to the EMEA Recruitment podcast. Operation Smile is a medical charity dedicated to improving the lives of children with cleft lip and cleft palate. Paul Toms, our Founder, shares a strong personal connection with the charity, which inspired EMEA’s long-standing partnership with the charity, now in its 4th year. To begin, Paul asks Kathy about the last thing that made her smile. She shares that smiling children bring a smile to her face, referring to those whose quality of life is improved by the treatment they receive. Kathy goes on to detail some key aspects of her role; driving key decisions, leading various teams and the strategic planning needed to be able to care for more children and their families in the future. Next, Paul and Kathy delve into the establishment of Operation Smile in 1982. Kathy shares that she was a paediatric nurse and her husband Dr Bill Magee a paediatric plastic surgeon with both dental and medical degrees, specialising in facial surgery. In 1982 the couple joined a team of 15 medical professionals visiting the Philippines to offer free treatment to local children with untreated cleft conditions. She tells us how the team were overwhelmed to find 300 children waiting when only 40 were able to be treated. Upon leaving, the team discussed a plan to help and now, over 42 years later, Operation Smile operates worldwide with a network of more than 6,000 volunteers, plus school clubs where students get involved in fundraising to help those in need. Kathy describes her husband as the visionary and herself as the implementer. In 1999, they set a goal: visit 18 countries in nine weeks and operate on 5000 children. To achieve this goal, they borrowed a medical plane and were able to complete the mission, nicknamed the ‘Journey of Hope’. Among many accolades, the Magees were recognised with the President’s Call to Service Award by George W. Bush in 2007, and in 2009 U.S. News and World Report named Kathy and Bill among “America’s Best Leaders”, an honour for which Kathy credits the entire Journey of Hope team. In this line of work, emotions run high. Kathy shares a heart-warming story of a dentist on the team helping a seven-day-old child in Vietnam who was struggling to eat. That child survived and a year later was one of the first to receive full corrective surgery courtesy of Operation Smile. Volunteers and donors are vital for the charity, which not only provides surgeries but also comprehensive care, such as speech therapy and nutrition at partner hospitals and during Operation Smile programmes. Kathy describes Operation Smile’s volunteers are as incredible; they care for the patients as if their own children, and run a wide variety of programmes including the ‘Champion’ programme – a scheme whereby experienced volunteers who’ve been with the charity for several years directly train the staff in district hospitals, and “Women in Medicine” that has the objective to help more women enter the medical field. There have been five all-women Operation Smile programmes so far around the globe and the charity provides education to support this aim. Paul asks Kathy if she is still as motivated as she was in 1982. She discloses that she recently visited Rwanda and was inspired upon meeting President Paul Kagame by his ambition to provide better healthcare for the people; a mission which Operation Smile is proud to take part in delivering. Kathy then talks about the students who undertake programmes with Operation Smile and are committed to giving back – an all-important aspect of this charity’s work. Paul has written a children’s book, Sloathar the Sloth, to help raise funds and awareness for Operation Smile, with all profits donated to the charity’s incredible programme of work. To order your copy, visit https://amzn.eu/d/awn1td7 Timestamps: 02:25 The last thing that made Kathy smile 03:50 How it feels to be Co-Founder, President & CEO of Operation Smile 07:35 How Operation Smile was established 13:45 Family-led impact and the shaping of Operation Smile 23:55 Being recognised with awards, including one from President George W. Bush 25:30 Managing emotions when in this line of work 31:55 The significance of volunteers to the charity’s programmes 35:45 Kathy’s participation and motivation forty years on The EMEA Recruitment podcast is hosted by Paul Toms, our Founder, and Rose Jinks, Marketing Manager. To share your feedback on the EMEA Recruitment podcast, please contact: marketing@emearecruitment.com #emearecruitment #emearecruitmentpodcast #kathymagee #paultoms #operationsmile #operationsmileuk #recruitment
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    42 分
  • EMEA Recruitment Podcast #165 - Using Change to Grow – Terhi Nori

    EMEA Recruitment Podcast #165 - Using Change to Grow – Terhi Nori
    2023/10/27
    We were delighted to welcome Terhi Nori, Global Lead for Project Workstream at ABB, onto the EMEA Recruitment podcast. “We create our own journey and our own story… it’s just a matter of choosing the next step if you want to pursue opportunities or make a change.” In this episode, we learn about Terhi’s passion for change management and her 20-plus year career at ABB, as well as her opinions on artificial intelligence, and the importance of authenticity. As the podcast is in partnership with Operation Smile, Paul Toms asks Terhi about the last thing that made her smile. She shares a heartwarming story of helping a man with dementia who required extra support. Terhi and the man enjoyed each other’s company for 45 minutes and found it sad to leave each other once support arrived, but she was very happy to experience that moment and help him get back home. Terhi has spent over 20 years at ABB and enjoys helping and meeting new people. At such a large company, she has had many opportunities to work with different people over the years; she enjoys continuously learning from each other. Staying with a company for over 20 years brings the opportunity to change roles and continue to meet new people in different functions, she explains. Paul asks if Terhi has ever experienced the “fear of missing out” as a result of remaining at ABB for so long. Terhi replies that it is human nature to think about what else there may be. However, she has not experienced that fear and hasn’t worried about missed opportunities outside of ABB, adding that she has enjoyed the journey and where she is today. She also believes that, if you really want to have certain opportunities, you have to open yourself up to them and seek them out. If you do that and you really want something, there is nothing stopping you from achieving that goal. Delving into a discussion around change management, we learn that Terhi likes organising her thoughts, using creativity, solving challenges, and putting the pieces back together. For Terhi, change brings excitement and creates a snowball effect; there is usually something very valuable brought to life after creating something new. However, change does come with uncertainty. But, in Terhi’s opinion, it is about learning to observe your mind, acknowledge these feelings, then practising self-talk, embracing the changes ahead, and taking it as it comes – there is always a solution. Also, trust your team and remember you cannot control everything, she says. Terhi’s passion for change comes from the many changes she has experienced in her life. She explains that change is good, and she has learned to love it. Once you face change and the potential fear, you will grow. Moving onto the topic of AI, Terhi believes that the artificial nature of the technology can complement human authenticity. People and the world have already embraced other kinds of industry evolutions, she adds. The development of AI allows us to reduce information overflow and use our intelligence and creativity, Terhi explains. It’s the beginning of a new era that will change leadership, she adds. The best way to approach it is with curiosity. Exploring the recruitment process, Terhi finds it important for candidates to be true to themselves. We must look at the different skills and knowledge base needed and how that would build into the current team. The recruitment process is exciting for Terhi; she enjoys finding those who can bring something new to the team and creating joint team development. Her current team learns from each other, with unique skills and experiences that bring a depth of richness. Paul shares his personal experience working with ABB and its culture. He explains that he has noticed the longevity in the staff members and the growth experienced by those who have joined the company in the last five to six years. He adds that the company onboards very good people, aligned with the culture, who stay with the business much longer than the industry average. Terhi agrees, and comments that there is great diversity in the company, too. To end the episode, Paul asks Terhi about the one thing she wouldn’t want to change. Listen to the full episode to find out what Terhi wouldn’t compromise! If you’re looking for a particular part of the episode, please use the timestamps below: 01:45 - The last thing that made Terhi smile 04:50 - A 20+ year career with ABB 08:00 - The fear of missing out 10:35 - Why Terhi enjoys change management 12:50 - Coping with the uncertainty of change 21:10 - Simplifying challenges 22:00 - The root of Terhi’s passion for change 23:45 - Terhi’s opinion of AI and future technology 29:45 – How authenticity has helped Terhi progress in her career 35:40 – Is authenticity ever a challenge in the workplace? 38:30 – The recruitment process 44:30 - The one thing Terhi wouldn’t want to change If you’d like to connect with Terhi, you ...
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    49 分
  • EMEA Recruitment Podcast #164 -Sally Higham – Starting a Conversation around Menopause

    EMEA Recruitment Podcast #164 -Sally Higham – Starting a Conversation around Menopause
    2023/10/17
    To celebrate World Menopause Day, we were honoured to welcome back Sally Higham, Director – Head of Talent Attraction at Lonza and Executive Menopause Coach, to the EMEA Recruitment podcast. “I want to be able to shake the shame and start a conversation.” In this episode, Paul Toms and Sally discuss menopause: the symptoms, the challenges, and advice for those it affects directly and indirectly. To start the episode, we learn about Sally’s experience with menopause and entering this new stage of life. Many people assume menopause happens to people who are “old” and greying. For Sally, her symptoms began at the age of 46. The average age at which menopause arises is commonly between the ages 45 and 55 for women worldwide, according to the World Health Organisation, 2022. While living in Singapore, Sally went for an annual medical exam and was offered a bone density scan. Her results showed that she had osteopenia – a diagnosis that suggests a loss of bone mineral density, resulting in weaker bones. When someone goes through menopause, their levels of oestrogen and other hormones drop sharply, leading to the loss of bone density over time. Nevertheless, Sally’s doctor did not mention the menopause at this time. Some of the other symptoms that Sally had - and is still experiencing to some extent - are mood swings, fatigue, and achiness of the body. Some doctors unfortunately misdiagnose patients and prescribe the wrong medication to combat symptoms, she explains. Now living in Basel, Switzerland, Sally changed her medical support. The gynaecologists in Basel generally prescribe non-medical treatment to start with to see how the body reacts. Sally also had a conversation with her mother to hear about her experience with menopause and non-medical treatments; Sally tried evening primrose oil and black cohosh to help with her mood swings, which had a positive effect for a while. Sally is now taking hormone replacement therapy (HRT), which has been its own journey. HRT doesn’t eliminate all of Sally’s symptoms, but certainly helps. She doesn’t suffer from the night sweats or hot flushes that are typically associated with the menopause. Like a lot of females, Sally has had to piece her treatment together herself. The spark that encouraged Sally to talk openly about her experience was trying to understand what was happening to her and be able to provide advice to others, including those in the workplace. Bringing the subject up with managers can be tough. However, in Sally’s case, she has been lucky to have managers who listened – both of whom were male and younger than herself. It is important to reiterate that menopause is not an illness; it is a natural life event. Talking about it is the first step to breaking the taboo and changing the narrative in the workplace. It is a sensitive topic, and there can be a cultural layer to it, as well. Sally’s advice to others is not to be embarrassed by it and to talk about it - by doing so, you will inspire others to do the same. Sally discusses the fact that we are living in an ageing population. In the Victorian era, for example, the average woman died at the age of 59. Now, in the UK, one in four females will live to 100 years old – meaning that they will be hormone deficient for half of their lifetime, as the average age for menopause is currently 51. By 2030, it is estimated that over one billion people will be menopausal or post-menopausal (National Library of Medicine, 2019) across the globe. It is clear that workplaces will need to offer support for this. Sally was open and honest about how she was feeling and shared her story during a leadership call. For other females, they do not recognise that menopause is happening to them. Workplaces, organisations, and employers can support managers and employees in a range of different ways. As a suggestion, lunch and learns could be implemented, which can often lead to lightbulb moments for attending individuals. As an Executive Menopause Coach, Sally obtained her qualification from the Kathryn Colas Academy. The organisation uses a menopause traffic light system to provide structure on how businesses can approach the subject and work with communications/wellbeing teams to put a communications plan in place. The key for any organisation is to first share awareness, so that people can identify their symptoms and seek medical advice if they wish to. The best thing managers or employers can do is create awareness, acknowledge the knowledge gap, and create a psychological and safe environment to talk about it, Sally believes. Next, talk to leaders at varying levels, educate, and identify the workplace adjustments and policies that can be brought into the workplace. However, be aware that managers will not have all the answers for those affected; even as an Executive Menopause Coach, Sally is open about not knowing all the answers. Paul then shares his ...
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    46 分
  • EMEA Recruitment Podcast #163 - Being a Woman in Finance – Susanne Rothstein

    EMEA Recruitment Podcast #163 - Being a Woman in Finance – Susanne Rothstein
    2023/09/20
    We were honoured to welcome Susanne Rothstein, Vice President Finance Hydro Building Systems at Norsk Hydro, onto the EMEA Recruitment podcast. “When I have the opportunity to help young women in their careers, I take that opportunity.” To kickstart the episode, Paul Toms, our Founder, asks Susanne about the last thing that made her smile. Susanne is generally a positive person, however, receiving photographs of her nephew never fails to make her smile. Positivity is something that comes naturally to Susanne; she always strives to see the positives in the smaller things. Delving into Susanne’s career, she explains that Finance was not an ambition of hers while growing up. Before attending university, she gained a realistic view of working after high school and enjoyed the prospect of a career in an international setting. Susanne began working in Finance, then moved into Strategy, and became the VP of Sustainability CSR, working with branding and internal communications. Five years ago, she decided to return to Finance. At Norsk Hydro, Susanne’s amazing team challenges her to become the best version of herself. She thoroughly enjoys her role, along with having the opportunity to constantly learn in a dynamic function that touches everything in the business. In a global organisation, new things appear often. For example, having previous experience with sustainability helps when the business model is anchored in sustainability and circularity. Susanne has had nine different roles within the past 16 years at the business and credits the company for rewarding good work and providing opportunities. Susanne really enjoys manufacturing and dealing with a physical product. Her advice for those contemplating staying or moving to another organisation is to consider that, if you stay, you are building knowledge and competence in an industry that becomes transferable, you also get to know the people in your network and identify those who can move the needle behind the scenes. Alternatively, jumping between industries, you start from zero. Although this provides an opportunity to reinvent yourself, you will have to formally follow the hierarchy for support before you get to know people. We discuss how Finance remains a male-dominated discipline. In her first position as Business Controller, Susanne’s original contract used the pronoun “he” and Susanne was the only woman in the room. As a female, you are more visible, which you can sometimes use to your advantage, but Susanne admits there have been challenges. In the past, she felt like she had to fight to have her voice heard, but has had plenty of good managers who didn’t care what gender you are, as long as the job is being done. She stresses the importance of choosing the right type of manager for you. Reflecting on the progress within the organisation, three out of four Business Unit heads are women in Susanne’s division. She feels proud to have the opportunity to help young women in their careers and has removed the gender pay gap she experienced when she joined. Discussing an efficient and effective recruitment process, Susanne explains that she works in collaboration with a Human Resources Business Partner. Diversity is important when recruiting, as a balance of different perspectives and viewpoints is crucial for good team performance, she adds. Personally, Susanne prefers to focus less on what people have done and more on what the person has the potential to do; what allowed them to achieve the things they have done is maybe not what will be needed to take them to the next level. She adds that people in the organisation shouldn’t view the career journey as a ladder, but instead view it as a jungle gym – it is not always up and down, sometimes there are side steps. Paul and Susanne explore the true cost of the wrong hire. Firstly, it is rare to hire a rotten person; the issue usually arises when it’s a bad match to the role or the manager’s expectations. The real cost of the wrong hire is more difficult to measure when the job is done insufficiently. As a result, the team and manager usually have to step in to pick up the workload and de-prioritise other tasks. It is important to take the time to complete the recruitment process correctly the first time around – that, in itself, is a skillset. We uncover Susanne’s strategies for managing and prioritising her workload. She cycles to and from work, which helps structure her mind for the day. Susanne wishes someone had told her sooner the importance of prioritising health and delves into the benefits of physical exercise on the brain. Paul ends the episode by asking Susanne about her goals for the future. She shares a personal aspiration of tackling a challenging hike next summer. Her professional goal is to always continue learning. If you’re interested in a particular part of the episode, please use the timestamps below: 01:40 – The last thing that made Susanne ...
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    46 分
  • EMEA Recruitment Podcast #162 - The Journey to Fundraising 100 Smiles – Hugh Tamlyn

    EMEA Recruitment Podcast #162 - The Journey to Fundraising 100 Smiles – Hugh Tamlyn
    2023/07/11
    We were proud to welcome Hugh Tamlyn, Director – Treasury & Prudential Risk at Beacon Search, onto the EMEA Recruitment podcast. This episode focuses on our partnership with Operation Smile, the international medical charity delivering free surgery to children with cleft lip and palate. Hugh and Beacon Search are on a mission to fund 100 surgeries by raising £15,000 during 2023. To donate, please visit https://www.justgiving.com/campaign/beaconsearch100smiles2023. You can also follow Hugh on TikTok or Instagram to follow his journey - @hughtamlyn To start the episode, Paul Toms asks Hugh about the last thing that made him smile. Hugh smiles daily, but most recently visited India where he went on a safari and managed to see some tigers in the wild. He adds that his dog, Cooper, also makes him smile and reveals the humorous reason behind Cooper’s name. Uncovering the reasons why Hugh began a partnership with Operation Smile, he shares that he was born with a cleft lip and palate and, as he aged, he felt like he should contribute to the community and help others. He began fundraising via a charity bike ride, which has adapted in length over the years and eventually cultivated in a corporate partnership. Delving deeper, Hugh reveals that he didn’t talk about his condition for several years up until his late 20s. Speaking about his differences more regularly helped him become confident in himself. He now provides a pathway for children and is happy to have conversations with parents, answer questions, and provide a level of support. Fundraising efforts ramped up after Hugh started his own company, allowing him to dedicate more time to training for events. For Hugh, partnering with Operation Smile made sense for several reasons – taking ownership of his condition, social responsibility, and a passion to give back. Both Paul and Hugh open up further about their experiences, the benefits of being open to people, touching on a more accepting world, and the importance of helping others, especially in the developing world. Next, we find out Hugh’s impressive agenda for future fundraising efforts: Ford Ride London An indoor 100-mile challenge on a static bike in London Everesting Challenge - 8,849 meters of uphill cycling in South Wales Irish Ride Challenge - 100 miles a day for 15 days ending on 6th October (World Smile Day) at the Operation Smile office in Dublin London to Brighton - 60-mile bike ride Hugh began cycling and racing between the age of 12-16 and later swapped cycling for rugby. It was only when he moved to Amsterdam four to five years ago that he integrated himself into the Dutch culture and took up cycling again. The next bucket list challenge for Hugh may involve mountaineering - although he doesn’t want to complete all seven summits and refuses to do Everest. Kilimanjaro has been on his list for a while. Paul later shares EMEA Recruitment’s fundraising activities and mentions our London Marathon fundraiser, which was completed by Associate Director, Neil Cope. Paul also gives a synopsis of the children’s picture book he is creating and writing for Operation Smile. Moving away from his charity efforts, Hugh discusses his career journey. He has always enjoyed working and helping people. Originally, he planned to do a football-related career in Wales, but he ultimately took a risk and moved to London, eventually joining a recruitment company. As the business grew, he helped set up an office in New York and, later, Amsterdam. During COVID, Hugh felt confident in setting up on his own and has always been competitive, self-motivated and willing to take risks. So far, it has been a rollercoaster experience, but he is enjoying the process with a new challenge every day. Paul shares EMEA Recruitment’s backstory, which involved building the business alongside his wife using their personal networks and reputation, without having a business plan in place. Ultimately, EMEA grew, built on trust and an aligned mindset. Towards the end of the episode, Hugh shares his greatest achievements. He emphasises that there have been many small wins throughout his life. The opportunity to live and work in different places with different cultures was one of his greatest achievements, and completing the Irish Ride Challenge and raising funds for Operation Smile will be another. You can follow Hugh’s journey on social media @hughtamlyn The episode ends with Hugh attempting to persuade Paul to get involved in the London to Brighton 60-mile cycle! To find a particular part of the episode, please use the timestamps: 00:40 - Last thing that made Hugh smile 01:30 - The reason Hugh’s dog is named Cooper 02:10 – Partnership with Operation Smile 04:20 - The turning point: Hugh accepting himself 07:25 - Confidence and bringing change 10:25 - The benefits of talking about experiences 13:05 - Hugh’s fundraising activities 16:25 - When Hugh began cycling 19:20 - The ...
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    44 分
  • EMEA Recruitment Podcast #161 - Simplifying Complexity - Pehr Magnus Karlsson

    EMEA Recruitment Podcast #161 - Simplifying Complexity - Pehr Magnus Karlsson
    2023/07/04
    Thank you to Pehr Magnus Karlsson, Head of Finance Transformation at EF Education First, for joining us on the EMEA Recruitment podcast. “Learn to deal with complexity, but also learn to simplify.” In this episode, Paul Toms begins by asking Pehr about the last thing that made him smile. Pehr had a call with a few technology specialists who were able to provide him with a demo solution and think outside the box, cultivating a great interaction. Next, we learn why Pehr has spent over 20 years with EF Education First. He shares that he has been surrounded by great people and has worked with great managers. He adds that it’s never boring, as things arise unexpectedly, and he enjoys a challenge. In essence, being stimulated and surrounded by great people is what keeps Pehr loyal to the company. As Head of Finance Transformation, Pehr compares his role to a rollercoaster that is slowly ascending to the top – fun, exhilarating and a little scary. The company is about to go live with a new accounting system that will affect 50,000 people in 100 countries, which Pehr is looking forward to implementing. For those who wish to replicate Pehr’s rise to the top, he emphasises the ability to simplify complexities. In Finance, the role requires you to sort, absorb and simplify information for the business, people, or processes. Later in the episode, Pehr lists a few leadership qualities that help him in his role. These are: having the ability to teach, but not lecture, and having the ability to listen. During his extensive career, he has been given opportunities throughout the function, leading Pehr to become a generalist, enhancing his ability to jump into different situations and provide solutions. Discussing his time management skills, Pehr reiterates the importance of communication in his role; with a lot of meetings in place, he must be mindful of the tasks he has to tick off. Onto the pandemic, we learn that Pehr did not find the COVID period very tough personally; he felt supported by the company, and working from home wasn’t an issue, due to becoming accustomed to other conferencing tools and methods. He adds that people were innovative during the pandemic, coming up with new ways of working. However, he does acknowledge the struggles other employees may have endured. Paul asks Pehr about the next goal he wishes to fulfil. He shares that he loves to travel in his career and has spent time with colleagues in Latin America, which has inspired him to lean Spanish. Listen to the end of the episode to find out if Pehr has any hidden talents. If you’re interested in a particular part of the episode, please use the timestamps below: 00:00 – Introduction 00:45 - The last thing that made Pehr smile 01:55 - Why Pehr has stayed with EF for over 20 years 05:20 - Head of Finance Transformation at EF 07:45 - Advice for those looking to secure a leadership role 10:20 - Characteristics of a Finance leader 17:45 - Time management 21:25 - Connecting with people during COVID 26:10 - The life goal Pehr wishes to achieve 29:10 - Finding out if Pehr has any hidden talents EMEA Recruitment is a proud partner of Operation Smile, an international medical charity that provides life-changing surgery to children with cleft lip and palate. To support us in our goal of creating 100 new smiles through this partnership, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/ This episode is hosted by Paul Toms, our Founder, and Rose Jinks, Marketing Manager. To find out more about our specialist recruitment services, please visit our website: https://www.emearecruitment.com/ You can also stay up to date with us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/ If you’d like to connect with Paul, you can find him on LinkedIn: https://www.linkedin.com/in/paultoms/ Or Twitter: https://twitter.com/paul_toms If there are any topics you’d like us to cover in future episodes, please get in touch with Rose: rose.jinks@emearecruitment.com #emearecruitment #emearecruitmentpodcast #pehrmagnuskarlsson #paultoms #operationsmile #operationsmileuk #recruitment #finance
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