My Expat Life Has Changed the Way I "Do" HR

Living as an expat has profoundly transformed how I approach my human resources (HR) work. Being immersed in different cultures has allowed me to see HR through a new lens—one that is not only more empathetic but also much more adaptable to the nuances of human experience. The exposure to diverse backgrounds, ways of thinking, and values has made me realize that while cultural practices and workplace dynamics may vary, there are universal truths that connect us all. Respect, belonging, and purpose are fundamental human desires, no matter where you are in the world.

As I’ve navigated through various cultures, I’ve learned that HR cannot simply follow a “one-size-fits-all” approach. In some countries, hierarchy and formality govern the workplace, while others thrive on collaboration and flat structures. This insight has reshaped how I design and implement HR programs. I’ve become more intentional about creating flexible policies that reflect the needs of a diverse workforce—whether that’s flexible work hours, family support, or inclusive team-building initiatives. This adaptability is key to fostering environments where every individual feels respected and included, regardless of where they come from.

But despite the differences, one of the most powerful realizations I’ve had is how much remains the same. Across all cultures, people desire recognition, respect, and the ability to feel like they belong. In HR, it's easy to get caught up in policies, metrics, and programs, but living abroad has made me focus more on the human side of the job. I’ve learned that listening to employees' stories, recognizing their unique challenges, and acknowledging their contributions can transform workplace culture. It’s not just about diversity numbers—it’s about creating a space where people feel valued for who they are.

Being an expat has also kept me humble, reminding me that there's always more to learn. Even with global experience, I’ve found that just when I think I’ve grasped a particular work culture, there’s still so much more to uncover. This sense of curiosity and continuous learning has enriched my HR practice, making me more open to feedback, new ideas, and different ways of solving problems.

How HR Professionals Can Apply These Learnings:

1. Create Flexible, Inclusive Policies: Different cultures have different values, and HR needs to tailor programs accordingly. Be open to creating policies that respect these differences, like offering diverse benefits or holiday recognition, and ensuring flexibility in how work is done.
2. Foster Open Communication: Regular feedback channels and active listening sessions can help you stay connected to your workforce. Understanding employee experiences allows HR to respond with empathy and respect, no matter the cultural background.
3. Prioritize Cultural Competency: Offer leadership training focused on emotional intelligence and cross-cultural awareness. This equips managers to handle differences with respect, promoting inclusion across all levels of the organization.
4. Align Purpose with Employee Goals: HR should ensure employees find personal purpose in their roles. By making clear connections between individual tasks and the organization’s broader mission, employees feel more engaged and motivated.
5. Celebrate Diversity: Recognize and celebrate different cultures through events, acknowledgments, and inclusive practices. This reinforces a sense of belonging and respect in the workplace.

Being an expat has taught me that while HR policies can be standardized, the human experience cannot. This realization has made me more adaptable, more open to differences, and more focused on embracing the universal human need for connection and purpose.