What are the broad outlines and major challenges of the current HR policy at Lombard?

“Lombard’s success is built on our people. The Lombard spirit reflects the passion of our people; the passion to succeed and to “make it happen”. Our aim, in HR, is to support the business in achieving its goals by developing an effective and committed workforce.  Our strategy and policies are designed to recognise, retain and offer a great career to our people.

Maintaining our team spirit is fundamental and each employee must feel integrated within the Company. Variety, challenge, interest and enjoyment in the job are top priorities; at the same time each employee, whatever their role, takes responsibility for their own development.

What is the direct impact of the crisis on your job and/or your function?

“In some respects it is business as usual, less recruitment, but still a big emphasis on our people. It’s even more important now to make sure they get the development opportunities and the working environment that attracted them to Lombard in the first place. We are focused on keeping Lombard efficient, ensuring everyone is effective in their respective roles.

At the same time, we need to be innovative and agile in our response to the current economic situation, without losing sight of future growth and being prepared and well placed when things begin to turn around.

Regarding the hiring of talent, what sort of profiles are you currently looking for?

“We are at the forefront of our industry. As Lombard has grown and become more complex, we have had to increase the number of more experienced, senior technical people – legal, fiscal, compliance roles, for example.

Of course, we look for excellence in technical capability but it’s equally important to have a good cultural fit, people who will contribute to our entrepreneurial mind-set. With 26 nationalities, speaking more than 10 European languages, we are a truly international company always seeking to add to this unique mixture of cultures.

What criticism, if any, do you have of the way candidates write and present their CVs?

“With over 12,000 CVs received in 2008, we find that many people apply for positions that are not aligned with their profile. People forget that this is their only opportunity to create a strong first impression. It’s important that they attract our attention by showing us quickly how well they suit our requirements. We have found that the quality of CVs is varied and, in order to support the new generation of school leavers, we provide coaching on CV writing and interview techniques to final year students locally.

What is your opinion of new methods of recruitment, particularly the Working Worlds salon in Second Life?

“We fully support and participate in these new methods of recruitment. These are innovative ways of attracting young, talented people. In 2007, we launched our interactive recruitment website http://www.careers.lombard.lu where prospective candidates are able to take part in online discussions with our HR team. We have had a fantastic response to this.

Although these ‘virtual worlds’ are a great place to meet potential talent and have been very useful, they should be used alongside (and not replace) real job fairs and one to one interviews.

What are the current trends regarding remuneration?

“We operate a pay and benefits system that is fair and equitable. We have developed a corporate job evaluation methodology to support pay and grading decisions and we promote high performance.

In addition to our standard set of benefits, we have also realised that smaller gestures can have a huge impact. At Lombard we have a very youthful staff, the average age being 34, so one of the things we introduced was a “well-being” subsidy. This is not a huge cost to Lombard, but our people really value it. It’s seen as an investment in them.

What expectations do your employees have with regards to the development of their skills?

“We recognise the importance of investing heavily in our people to ensure that the whole of the Lombard team not only have the required expertise but also the motivation and commitment to succeed.

Training is of enormous value, and not just the technical training needed to be able to carry out the job, but also the soft skills that encourage personal development. As mentioned earlier, our staff are empowered to take responsibility for their own development. People work with their line managers and HR to develop their training plans.

What is your definition of the term “quality of life” (or “well-being”) at work?

“Our aim is for all our employees to strike a balance between their private and their professional life. This is of vital importance to us. We understand the ever-increasing need for flexible working hours and part-time working positions.

With all the challenges we are currently facing, taking care of our health is more important than ever. With this in mind, we have organised various “well-being” events. These currently include weekly Tai Chi and Yoga classes together with seminars on health-related topics, such as “Stress Management” and “Cardio-Vascular Health”. As mentioned earlier, we also provide a “well-being” subsidy for all employees that may be used for any type of self-development or health purposes.

What measures have you taken to ensure equal opportunities?

“At Lombard, we fully subscribe to equal opportunities. We are committed to fostering a work environment in which all individuals are treated with respect and dignity. We want each staff member to feel they work in a business-like atmosphere that promotes equal employment opportunities. Lombard provides equal opportunities regardless of gender, race, age, ethnicity, sexual orientation, physical capacity or religion, and all individuals are treated fairly.

What role do human resources play in marketing today? To what extent do they contribute to the brand image of your company?

“One of the most crucial tasks is to bring marketing and HR together to create a corporate culture that is brand and strategy oriented and, ultimately, more effective at delivering  results. In the simplest terms, nothing is as powerful as word of mouth, and no other medium can distribute your message as honestly as your employees.

HR plays a key role in helping marketing develop internal communications that demonstrate how employees should “live” the brand. Experience proves strong collaboration between HR and marketing increases successful recruiting, overall employee understanding and support of the brand.

In your opinion, what are the advantages and disadvantages of working in HR? And what essential qualities are required to perform your duties?

“What has helped me most of all is my 10 years’ experience in Lombard’s operational area, prior to moving to HR. This knowledge of the company enables me to have a very clear view of day-to-day operational issues.

You need to be passionate and a good listener. HR is evolving all the time and demands a strong ability to adapt to change. Of course, you need to be human too, someone who employees can relate to and trust.

To conclude, what advice would you give to young people looking to follow in your footsteps?

“Be positive, flexible and optimistic. Learn your business inside out and listen to your clients. Because you’re always dealing with people, HR can be fascinating and rewarding. The best thing is to believe in what you want to achieve and go for it!”

CV

FROM SOUTH AFRICA TO LUXEMBOURG

Wendy is a Welsh national, raised and educated in South Africa. It was here that she began her career in retail banking. She moved to London a few years later to work in the City at the London Stock Exchange.

In 1990, Wendy moved to Luxembourg to pursue a career in Fund Accounting with Chase Manhattan Bank.  In 1993, she joined Lombard, where she spent 10 years, also in Fund Accounting operations. 

It was in 2003 that Wendy made the move to HR where she was given the task of setting up a new department. Wendy's knowledge of the internal working of Lombard together with her previous experience in the financial sector gave her the necessary insight to develop HR at Lombard.