HR Management: A HR Leader’s Journey

The HR Leader Spotlight with Barbara Gilleran

Meet Barbara Gilleran, whose inspiring career journey shows how curiosity, courage and compassion can shape a meaningful path in HR management. From early experiences that sparked her passion for fair treatment at work to global roles in Talent Acquisition and Learning & Development at companies like Meta and LinkedIn, Barbara’s story is one of growth, resilience and purpose. She shares powerful insights on advocating for yourself, leading with integrity and building trust and compassion in the workplace, qualities that continue to define her impactful approach to HR management and leadership.

Q1. Was this the career path you had always planned?

Not at all! My journey into HR was more like the Beatles’ Long and Winding Road. Early in my career, I worked for a company that treated staff poorly. There were no contracts, sporadic payslips and even workplace bullying. Researching employment law opened my eyes to workers’ rights and sparked my interest in HR.

After departing that company, I travelled to Australia and landed a job in a HR department, and I loved it. I’ve always been drawn to people and relationships, so HR felt like a natural fit.

When I returned to Ireland, I joined MBNA’s call centre in Carrick-on-Shannon, starting in collections. After completing a year-long Manager Development Programme, I moved into recruitment. From there, I joined the Talent Acquisition teams at Meta and later LinkedIn. I loved knowing that when a candidate accepted an offer, it would potentially change the trajectory of their life, opening doors to new careers, relationships, travel and opportunities.

Moving into Learning & Development (L&D) was a natural next step. I’m fascinated by psychology and behaviour. Helping people understand themselves, manage their triggers and play to their strengths can be life-changing, for them and everyone around them.

Trust – The foundation of all strong relationships. Create psychological safety so people feel comfortable speaking up without fear of being punished. Honesty and respect should go hand-in-hand.

Q2. What was the best piece of career advice you ever received?

“Don’t talk badly about other people.” I avoid office politics and won’t engage in negative conversations about colleagues. I often say, “What you permit, you promote.” If you’ve got an issue, address it directly, privately and respectfully, adult to adult. It’s far more constructive.

Q3. What advice would you give someone considering a career in HR?

Advocate for yourself. Early on, I assumed my work would speak for itself. After delivering two major global projects, I casually mentioned to my manager that I hoped to be considered for promotion - only to see shock on his face. It hadn’t crossed his mind. I followed up with an email outlining my impact and was promoted at the next review cycle.

Don’t assume hard work is enough. Be ready to articulate your value.

Q4. What three strengths define a successful HR professional today?

Business Acumen – Understand your organisation’s goals and build strong stakeholder relationships so HR initiatives support the bigger picture.
Compassion – Empathy is valuable, but compassion goes further: feeling what someone feels and acting to help. It’s not about being “soft”; it’s about making a difference.
Trust – The foundation of all strong relationships. Create psychological safety so people feel comfortable speaking up without fear of being punished. Honesty and respect should go hand-in-hand.

Q5. What's been your proudest achievement?

I remember the excitement of being accepted onto MBNA’s Manager Development Programme. The selection process was akin to “Britain’s Got Talent” at the time. It was highly competitive.

After a secondment in Employee Experience at LinkedIn, a senior leader commented that my “fingerprints were all over the culture” and I had “raised the bar”. Being told I had that impact from someone I deeply admired, meant a great deal.

But over time, what I’m most proud of are the relationships I’ve built.

Q6. If you were entering the workforce again, what would you do differently?

I dropped out of college after two years but later returned as a mature student to complete my HR degree and MBA. If I could go back in time, I’d get proper career guidance earlier to understand my strengths and make better choices sooner. In hindsight, I’d like to have studied psychology.

That said, it hasn’t held me back. I’m a lifelong learner and I am currently studying AI and Change Management with UCD Professional Academy. I continue to ‘sharpen the saw’ regularly.

Q7. If you weren’t in HR, what would you be doing?

An Oscar-winning actress (at least in my dreams!) OR I’d love to own a social enterprise coffee shop, employing people with disabilities and retirees.

A huge thanks to Barbara for sharing her HR career journey with us. Barbara's story proves that curiosity, courage and compassion can lead to a deeply meaningful career in HR. From her early awakening to workers' rights to her roles at companies like Meta and LinkedIn, she has consistently championed the human side of business. The invaluable insights Barbara provided on the importance of self-advocacy, building trust and leading with integrity are lessons that will resonate with everyone in the HR field.