1. Could you briefly introduce yourself? Who are you, what has shaped your professional journey, and what should people know about you?
I’m 43 years old and live in the city of Zurich with my partner. My hobbies include travelling and exploring new cultures, cooking, going to the gym, and spending time with friends and family.
I started my career in journalism and organisational communications. Over the years, I’ve worked for various international companies in Switzerland and gradually shifted from communications to employer branding and company culture. Today, I run my own consulting company, XCulture, where I support organisations with leadership, company culture and employer branding.
One fun fact about me: even though I’m Swiss, I prefer the sea to the mountains.
2. What does HR mean to you personally, especially in an international or intercultural context?
To me, HR should be a key driver of change in a company. It provides the guidance and the framework for the company’s culture and leadership culture — not just policies, but clear principles and everyday practices.
Especially in an international or intercultural context, HR also creates the platform and tools that enable employees, regardless of their cultural background, to work well together: shared standards for communication and collaboration, fair processes, and an environment where people feel included, respected and able to contribute.
3. You are very well connected: What role has networking played in your own professional development?
Networking has always played a key role in my professional development — both in my earlier work in communications and now in the organisational culture space. It has led to meaningful connections, opened new doors, and, honestly, the best part is getting to know new people who sometimes even become friends. I’ve always been curious, and that curiosity is also why I’m excited to build the international HR community within the ZGP together with Kavitha.
4. What motivated you to support the ZGP in building the International HR Community?
What motivated me was the simple fact that there isn’t really an international HR community in Zurich yet — even though the city is full of international organisations and HR professionals. I’ve built several communities in my life, and I know they thrive when there’s a clear purpose and when members actively shape them through sharing, asking and contributing.
Supporting the ZGP in building the International HR Community was a natural fit for me: it can create a space for exchange across industries, languages and cultural backgrounds. Regular dialogue with other HR professionals brings fresh perspectives, practical solutions and inspiration and it also broadens everyone’s network in a meaningful way. In the end, it’s about helping HR people learn from each other, feel connected and strengthen their impact in their organisations.
5. What do you currently see as the biggest challenges for HR professionals working in international environments?
In my view, the biggest challenges for HR professionals in international environments are balancing global consistency with local realities and turning cultural diversity into real collaboration and business value. Policies and values may be global, but expectations around communication, hierarchy, feedback and decision-making are often very local — and HR is often the bridge.
Also, international HR needs to support leaders in leading across cultures: giving them practical tools and clear standards for how people work together day to day — not just training, but routines that actually stick.
6. Which topics or questions should definitely have a place in this community?
In my view, the community should focus on topics that international HR professionals deal with every day: practical, exchange-driven and easy to apply.
For example:
• Leading across cultures: communication styles, feedback, hierarchy, decision-making and conflict handling
• Inclusive HR practices: bias-aware recruiting, fair performance management, promotions and pay equity
• Swiss context for international HR: local labour law basics, permits, onboarding internationals and cross-border employment questions
• Talent attraction and retention: employer branding, employee experience and building belonging in diverse teams
• Hybrid and global collaboration: trust-building, psychological safety and managing across time zones
I’d also include space for real case discussions (“how would you handle this?”), because the peer learning is often the most valuable part of a community.
7. What can ZGP members expect from your involvement and experience?
ZGP members can expect a high level of engagement, professionalism and a strong focus on creating real value for the community. I bring an open mindset, curiosity, and a willingness to listen and continuously develop the format together with the members, because a community only thrives when it’s shaped by its people and a clear purpose.
From my side, I can contribute different perspectives from my leadership and consulting experience, especially around leadership, organisational culture, employer branding and collaboration in diverse teams.
Most importantly, I want to help build a trusted space where members can exchange openly, learn from each other through real cases and expand their networks in a meaningful way.