I
Leadership succession
Succession discussions relied too heavily on individual nominations.
The full account
Chief Human Resources Officer · Australia · Global perspective
HarrietBarrett
Building the leadership, culture and capability to thrive.
I build the leadership, organisation and people capabilities that allow strategy to become sustained performance.
Open to
- Board appointments
- Advisory roles
- Speaking invitations
85%
Senior roles filled internally
Through a rebuilt succession pipeline
+31 pts
Engagement improvement
During a three-year transformation
52,000
Colleagues served
In 30 countries
40%
Women in leadership
Up from 18% in five years
People strategy must explain how the organisation will build the capability its ambitions require. I connect succession, organisation design and everyday leadership practice, with attention to fairness, privacy and the experience of employees.
Harriet Barrett
Chief Human Resources Officer
Areas of stewardship
Where accountability has been mine.
- ILeadership succession
- IIOrganisation design
- IIIPeople strategy
- IVCulture transformation
Selected work
Decisions, and what they changed.
II
Culture transformation
A major change programme needed different behaviours across functions.
The full accountIII
Workforce strategy
The business strategy was evolving faster than its workforce planning.
The full accountIn the boardroom
Stewardship beyond the executive role.
Calder Logistics
Independent Director
Nomination & Remuneration (Chair)
2022 — Present
The Skills Forward Foundation
Trustee
Programmes · Governance
2018 — Present
In the words of others
Trusted by those who appoint.
Our succession conversations became evidence-based and calm. That is a gift to any board.
A people leader the whole executive team trusted with its hardest decisions.
The journal
Perspective, set down with care.
Succession planning must reach beyond the list
A succession list is a starting point, not an account of readiness.
Read the essayCulture is experienced through operating decisions
Employees learn what matters from the way decisions are made, performance is recognised and difficult information is handled.
Read the essayWorkforce strategy starts with capability demand
A headcount plan does not explain whether an organisation can deliver its strategy.
Read the essayRecognition
Honours
- CHRO of the YearThe People Leaders Awards2024
- Best Workplace TransformationThe Boardroom Review2022
On record
As featured in
The People Leaders Journal · 2025
“Building a succession bench the board can trust”
The Boardroom Review · 2024
“What remuneration committees miss about culture”
The Leadership Ledger podcast · 2023
“Episode 117 — Culture on the night shift”
An invitation
The most consequential work begins with a conversation.
For board, advisory and leadership conversations where leadership succession matters.
Open to
- Board appointments
- Advisory roles
- Speaking invitations
office@harrietbarrett.example