In the world of global talent acquisition, Renee Barber isn’t just navigating the landscape, she’s reshaping it. With over two decades of experience spanning Fortune 500 giants, nimble startups, and international staffing agencies across continents, Barber has carved a niche as a visionary leader who understands the pulse of global talent. Currently, as Global Director of Recruiting for TYR Talent Solutions, she’s the architect behind worldwide recruitment transformations, specializing in strategic hiring, employee development, and candidate engagement.
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From Startup to Global Vision
Barber’s journey began in a startup that blossomed into a 40,000-resort global empire. Wearing multiple hats, she discovered her passion for recruitment—a passion ignited by the profound impact of connecting the right people with the right opportunities. Since then, she’s become a Master of Data-driven hiring, seamlessly integrating cutting-edge technology, and crafting robust retention programs that empower employees to chart their career paths. From managing executive searches to grassroots talent acquisition, Barber’s expertise spans the spectrum of recruitment.
Leading with Heart: Servant Leadership and Global Impact
Known for her servant leadership, Barber prioritizes her team’s growth and fosters a collaborative culture where innovation thrives. Her tenure at RocketPower and Randstad further solidified her reputation as a program management and recruitment powerhouse. Driven by a desire to change lives, she embodies TYR Talent Solutions’ values of honesty, integrity, and a personalized touch.
“My start in HR was accidental,” Barber shared with HR Daily Advisor. “But it was in that startup, seeing the impact of finding the right people, that I knew I’d found my calling. I truly felt like I was changing lives.” And that’s exactly what she continues to do, one global talent tapestry at a time.
Who is/was your biggest influence in the industry?
I have had a lot of great influences in the industry. I had a great mentor, Dennis Burback, who was a sales manager when the company first started and who ended his career by retiring as the Vice President. The biggest influence he had on me was how much he loved people. Wherever he went, he greeted everyone who crossed his path, and he believed without a doubt that everyone in a company, whether their role is big or small, has the potential to make a big impact. One of his biggest lessons that I quote daily is “When you’re ripe you’re rotten, when you’re green you’re growing”, meaning that it is important to always be learning. You might be good, but you can always be better, so push yourself to learn new skills – being uncomfortable isn’t fun, but it is a good reminder that you have room to grow. If you feel you know your job better than anyone else and you have no more room to grow, then you’re rotten.
What’s your best mistake and what did you learn from it?
My biggest mistake has been not always trusting my gut. Sometimes when you are interviewing, you have a lot of pressure to fill the role immediately. In the past, that unfortunately has led me to being too quick and hiring someone who was not the perfect fit, even though my gut warned me against it. Hiring someone is extremely difficult to “un-do” and this was a huge lesson for me to remember to slow down, learn to crawl before walking and really listen to what my gut is trying to tell me to do. It is much better to take longer than planned to fill a role with the right person, than filling it quickly with the wrong one.
What’s your favorite part about working in the industry? What’s your least favorite part, and how would you change it?
My favorite and least favorite parts of this industry are the same: the people. This industry is so people-focused, and I love that it gives me so many opportunities to connect with people from such unique backgrounds. I enjoy working with the leadership team and consulting with market trends, which can help find the perfect candidate for any position. However, it is a catch 22, and sometimes working with people can lead to challenges with making sure everyone is happy and fulfilled. Clear communication is vital in our line of business, everyone has a need to fill a seat, but organizations also need to understand that there is more to filling a seat than just a job description.
It sounds like through your experience you really care about people, and you want to help them feel safe and comfortable, which is important in the industry. Please elaborate here.
Yes, you’re right! In HR and people-focused roles like talent acquisition, the ultimate goal is to create a culture where individuals feel not only comfortable but also empowered to bring their best selves to work. It’s about fostering trust, inclusivity, and support. By prioritizing the well-being and growth of employees, HR can drive both individual and organizational success.
How can HR most effectively demonstrate its value to the leadership team?
To effectively demonstrate its value to leadership, HR must demonstrate its value to the leadership team by strategically aligning its initiatives with the organization’s broader goals, delivering measurable results, and showing how HR contributes to the overall success of the business. Use data and metrics to demonstrate the impact of HR initiatives. Some key metrics HR can track and report on include:
- Employee Engagement and Productivity: Employee engagement is directly linked to productivity. HR can demonstrate how initiatives like training, wellness programs, and leadership development contribute to higher employee morale, retention, and performance.
- Turnover and Retention Rates: High turnover is costly for organizations, both in terms of recruitment expenses and the loss of knowledge and expertise. HR can show the impact of retention programs, such as mentorship and career development, by tracking improvements in retention and cost savings.
- Talent Acquisition and Quality of Hire: HR can present how effective recruitment strategies lead to better hiring decisions, which in turn improve the quality of work, reduce turnover, and contribute to organizational success.
- Training and Development ROI: HR should demonstrate how employee training programs improve job performance, leading to measurable results like improved customer satisfaction, higher sales, or more efficient operations.
By presenting clear metrics like these, HR can make the case that its activities are not just “people management” but key drivers of business success. Positioning HR as a strategic, data-driven, and results-oriented function, HR can prove that it is a key partner in achieving the organization’s business objectives and overall success.
Where do you see the industry heading in five years? Or are you seeing any current trends?
The HR industry is undergoing significant transformation driven by technology, shifting workforce expectations, and evolving business needs. Over the next five years, HR will likely continue to evolve in response to these forces, and we can already see several emerging trends. Here’s where I see HR heading and the key trends that are shaping its future:
- Technology: Leveraging AI, automation, and data analytics to improve decision-making and streamline operations.
- Remote and Hybrid Work: Expanding flexible work models and integrating global talent into the workforce.
- Employee Well-Being: Prioritizing mental health, work-life balance, and holistic support systems for employees.
- Diversity, Equity, and Inclusion: Driving measurable progress on DEI initiatives and creating inclusive work environments.
- Agility and Resilience: Ensuring organizations and employees are adaptable and equipped to navigate change.
- Personalization: Creating personalized employee experiences through tailored development, benefits, and work arrangements.
- Ethics and Corporate Social Responsibility: Fostering transparent, ethical practices and aligning business goals with social responsibility.
Ultimately, HR will become even more integral to business strategy, helping organizations navigate the future of work while ensuring that employees are engaged, well-supported, and empowered.
What are you most proud of?
I’m most proud of the individuals who have reached out to me over the years to thank me for seeing their potential and helping them grow. It’s been an honor to help people recognize and develop their unique talents—what I like to call their ‘superpowers.’ There’s something truly fulfilling about working with someone who may not initially stand out but has the potential to shine. By pushing them in a healthy, supportive way and encouraging them to take risks, I’ve had the privilege of watching them step into their greatness.
I actually have a story that still blows people’s minds about a hire I made and where this person is in life now.
Do you have any advice for people entering the profession?
- Learn the business: Understand your company’s goals, challenges, and strategy.
- Use data: Leverage analytics to inform decisions and measure success.
- Develop strong communication: Be an active listener and communicator.
- I remind people you have two ears and one mouth for a reason. Listen more, talk less
- Be adaptable: Stay flexible and open to change.
- Champion DEI: Advocate for diversity, equity, and inclusion.
- Maintain ethics: Uphold a strong sense of integrity and confidentiality.
- Build relationships: Always be networking and building meaningful connections.
- Focus on development: Help people reach their full potential.
By following these principles, you’ll not only excel in any HR/People driven field but also contribute positively to the culture and success of the organizations you work with. HR is all about people—and if you’re passionate about helping others grow and succeed, you’ll find great fulfillment in this career.
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