The HR Profession: A HR Leader's Journey

The HR Leader Spotlight with Mary Collins

In this interview, Mary Collins, Director of Talent Management at Boston Scientific, shares her inspiring journey of a dedicated HR leader who discovered her calling through hands-on experience supporting small businesses and developing leaders. Mary opens up about the challenges that reshaped her approach and reflects on the lessons she learned along the way, the mentors who helped shape her career and the evolving future of HR leadership. Mary's story offers valuable insight and encouragement for anyone considering a meaningful career centered on people, purpose and positive impact.

Q1.Was this the career path you had always planned? What avenues did you take to bring you to where you are today?

I completed second-level school at 17 with no idea of what I wanted to do. I saved for a year, then started college - Bachelor of Business Studies, specialising in my final year in Services Marketing. I was thrilled to be selected to work for a Board of Directors in Kilkenny, who mentored me to manage an Enterprise center and support small business start-ups. I learned so much there and with Kilkenny County Enterprise Board, where I worked alongside Training and Development providers to support the development of small businesses. This experience, with the focus on leader development, is what brought me into the HR profession. However, when I joined in a HR Generalist role, I found myself learning more broadly about the employee lifecycle and gained experience across Employee Relations, Talent acquisition, Compensation & Benefits, and Employee policies. My direct approach to managers on what they could do better always fell on deaf ears, so I trained as a coach. This focused me on my own development, helping me, in turn, to better partner with and support leaders in their development. With time, I gained more clarity on my purpose, more HR leadership positions came along and I now find myself full-time focused on development, in the role of Global Talent Management Director with Boston Scientific. In this role, I lead a global team to deliver learning and development solutions across our network, partner with HR Business partners on talent strategies and change management and support global organisational effectiveness initiatives.

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

In my early career, I was very fortunate to have had mentors who believed in me and encouraged me to bring my ideas to life. So give things a go, at worst, we learn from the experience.

As I progressed in my career and sat on Leadership teams, I was always curious how some Leaders were better able than others at highlighting the blockages to progress and moving the team towards alignment. I asked one of my colleagues one day, how do you capture the essence of the issue in a way that all can hear and understand it and bring the team to alignment. He responded on the importance of framing what you observe and hear in a non-judgemental way with the aim of finding a win-win solution for all. I did some coach training through the Cape Cod training program which helped me develop this skill and become a more effective thought partner for change.

I have only ever worked with committed HR colleagues who continually strive to do their best by people. Their resilience and dedication, especially in difficult times, are truly commendable. HR professionals often quietly pick up the pieces, balancing compassion with the needs of the business, and I'm grateful for their unwavering commitment.

Q3.For those considering a career in Human Resources, what is one piece of advice you would give them?

I am observing HR careers continuing to evolve with more access to data for storytelling, navigating greater uncertainty and leading transformation rather than continuous improvement. In smaller organisations, HR needs to navigate all areas, whereas in larger organisations, it's possible to focus on one area of HR. If you want to progress to HR Leadership, you need an understanding of all areas of HR. If you stay curious and focused on your personal development, you will get greater clarity on your why, your values, and your authentic self, all helping you navigate and build healthy relationships and become a trusted partner to the business.

Q4.In your view, what are the top 3 strengths that define a successful HR professional today?

Business Acumen is essential for HR to partner with the business Leader. HR must understand the business challenges and be able to articulate them as they advocate for the business to the employees and advocate for the employees to the business leaders. This is critical to success.

Navigating VUCA - volatility, uncertainty, complexity, ambiguity. It's all around us today as HR professionals, we need to be comfortable in this grey space so we can support the business with change management.

Core HR skills to include strategic thinking, org design, developing the talent strategy, storytelling with data and communication skills.

Q5.Over your career, what would you consider to be your best memory or achievement?

For me, working in HR has come with a wide array of emotions, and I am grateful for every challenge that has shaped my perspective. Among my proudest achievements are supporting colleagues’ development and progression, advocating successfully for leadership to extend benefits and policies to employees, and helping to ensure fairness throughout the organisation. These moments have demonstrated the positive impact HR can have on individuals and the broader company.

Of course, the journey has not been without its challenges. I have experienced disappointment when outcomes were not as hoped, and at times, the “don’t tell HR” jokes and a lack of appreciation for the HR profession have been disheartening. Nonetheless, I have only ever worked with committed HR colleagues who continually strive to do their best by people. Their resilience and dedication, especially in difficult times, are truly commendable. HR professionals often quietly pick up the pieces, balancing compassion with the needs of the business, and I'm grateful for their unwavering commitment.

One recent achievement I am particularly proud of was leading a project team to deliver a set of core behaviours for the enterprise. Sponsored by the CEO and Executive Committee, we gathered input on current behaviours from every geography and location, held inclusive workshops, and identified themes. The resulting set of core behaviours aligned with our company values, and our efforts were recognised with a Winning Spirit award. Having the privilege to meet one of the company’s co-founders as part of this recognition was an inspiring reminder of the positive impact our work can have.

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

Entering today's workforce is different from when I entered it, but some of the same principles apply. You need a good attitude, a good work ethic, ambition, and to be open to learning and mentoring.

If I were entering the workforce today, I would be intentional about skill-building, seeking out mentors, and leading with solutions that embrace AI.

Q7.If you weren’t in your current profession, what possible path would you have chosen?

I would have studied Law as I loved employee relations and its complexities. But perhaps that would have still brought me to where I am today. I would also have loved to start my own arts and crafts business and still haven't ruled that out!

Thank you Mary - a truly fascinating journey that highlights the strengths that define a modern, strategic HR professional today. We are especially grateful for your heartfelt tribute to the resilience and dedication of HR colleagues; it’s a powerful and often unsung part of the profession. Your story will undoubtedly resonate with and guide other HR leadership and professionals.

Mary Collins supports the ElevateHR Mentoring Programme designed to advance the HR profession in the West of Ireland.

ElevateHR Mentoring Proframme