Nicole Halpern

She is the HR leader of a large IT company. Her experience as a clinical psychologist has provided her with the necessary tools to lead teams and create healthy and productive work environments. In addition to her professional role, Nicole is a mother in love with Max and Noa, her little children with whom she shares a thousand stories, laughs and experiences on a daily basis. And if that is not enough, when she takes off her working and mother suit, she transforms into an artist letting her flamenco soul escape through dancing, one of her passions.

Having a background as a clinical psychologist with a master's degree focused on adults, I have always found that my training serves as an invaluable tool in my HR career. Although I never practiced as a therapist, the skills I developed—understanding human behavior, empathy, and effective communication—have been pivotal in every HR role I’ve held over the past 12 years. For the last eight years, I’ve been working in HR Business Partner (HRBP) roles, and for nearly six years, I’ve been with Equifax. Here, I’m responsible for HR at one of our Product Engineering Centers, specifically the one in Santiago, Chile, where I oversee 300 IT engineers. My role is centered on ensuring that our people have the best possible work experience and choose Equifax as their employer each day.

Navigating the fluctuating monetary landscape has certainly been a challenge. In HR, we can’t always rely on processes or policies that require a budget. Instead, creativity and innovation become our strongest assets. One approach I’ve championed is involving employees directly in decision-making and processes, akin to a kind of internal crowdfunding. By engaging volunteers in initiatives like employee well-being, corporate social responsibility, diversity and inclusion, and educational outreach, we enrich our team and community without the need for significant financial resources.

Technology plays a crucial role in my HR strategy. It’s not just about adopting the latest tools but about leveraging technology to enhance the human experience. At Equifax, we’ve embraced cloud migration and use platforms like Google Workspace and Workday to streamline our processes. These tools allow us to analyze data and make informed decisions based on real-time trends, rather than disconnected observations.

“By engaging volunteers in initiatives like employee well-being, corporate social responsibility, diversity and inclusion, and educational outreach, we enrich our team and community without the need for significant financial resources.”

To ensure we offer an attractive benefits plan, we actively research what our competitors are doing and conduct internal surveys to understand what our employees value most. This continuous feedback loop has led to the development of innovative programs like hybrid work, extended parental leave for men, and comprehensive health benefits. These initiatives have become key reasons why our employees choose to stay with us.

Staying ahead of technological advancements requires continuous learning and adaptability. I make it a priority to stay informed about the latest trends in HR and technology by taking courses and engaging with our IT teams. Encouraging a culture of innovation where employees feel motivated to propose new ideas is also essential.

Looking forward, I believe HR’s role will continue to evolve, especially with the rise of AI and other emerging technologies. It’s crucial that we integrate the human dimension into these new patterns to remain relevant and effective. Not understanding this shift could leave us behind, which is why my team and I are committed to preparing for the future.

For emerging HR leaders, my advice is simple: be open to learning, step out of your comfort zone, and learn to live with imposter syndrome. Learning is a continuous process, and staying static will only hinder your ability to understand and support your employees as their needs evolve. Imposter syndrome, while challenging, can be a lifelong companion. Instead of trying to eliminate it, recognize it, learn from it, and use it to drive your growth.

Lastly, it’s vital to fully integrate HR as a strategic partner of the business. HR should be seen as a fundamental pillar of the company, where employees are the main protagonists in driving change and innovation. By fostering collaboration and integration, we can build stronger, more committed teams that make a real difference in the organization.