Laura
Current Focus
Talent Strategy & Development
Building agile talent supply chains and developing high-potential individuals. At Travel Radar, led talent development supporting 35M+ MAU with 16.7% YoY organic growth.
Organisational Effectiveness
Data-driven organisational diagnosis, process optimisation (30% efficiency improvement), and strategic structure design across multiple business units.
Cross-Cultural Team Management
Building and managing high-performing teams across time zones and cultures. Experienced in UK compliance frameworks and South Asian markets.
Blog & Insights
I share my thoughts on HRBP strategy, organisational development, cross-cultural team management, and AI in HR on Medium.
Why Medium?
I write deeper, longer-form articles on Medium where I explore:
- HRBP strategy and practical frameworks
- Building agile talent systems in fast-growing companies
- Cross-cultural team management across time zones
- Data-driven organisational effectiveness
- AI applications in HR and talent management
- Lessons from building startups and managing organisational change
💡 Follow me on Medium for regular insights on HR strategy and organisational development. New articles published regularly.
Education & Certifications
Degree Education
Professional Certifications
Professional Experience
Reading List
Books that shaped how I think about organisational effectiveness, talent strategy, and international business
Organisational Development & People
International Business & Cross-Cultural Management
Technology & Data-Driven HR
AI in HR — Projects & Exploration
Exploring practical applications of AI and data analytics in talent management and organisational effectiveness
Philosophy
I believe HRBPs should understand technology, not be replaced by it. AI should amplify human judgment, not substitute for it. My goal is to explore how automation, data analytics, and AI can solve real HR problems while maintaining focus on human relationships and organisational culture.
Current Projects
Developing data dashboards to track key HR metrics (attrition rate, internal promotion rate, team effectiveness) to provide data-driven insights for resource allocation and strategic planning.
Tools: Excel, BI tools, HR data systems
Focus: Translating HR data into actionable business insights
Evaluating AI tools and approaches for resume screening, candidate ranking, and assessment to understand where AI adds value and where human judgment is essential.
Focus: Practical evaluation of AI recruitment tools, bias detection, and responsible implementation
Learning: AI is excellent at scaling and pattern recognition but requires human oversight for nuanced decisions
Exploring how data analysis can predict trends (talent retention, organisational capacity, team performance) to support proactive HR strategy.
Approach: Analyzing historical HR and business data to identify patterns and inform talent strategy
Key Learning: Data quality and proper interpretation are more important than complexity
Key Principles
✓ AI & Automation Work Best For: Routine tasks, data analysis, pattern recognition, initial screening, process standardization, and scaling repetitive work
✗ AI Cannot Replace: Nuanced judgment, understanding context, handling sensitive/emotional issues, building relationships, and strategic decision-making
🎯 My Approach: Use AI to handle 80% of routine work, freeing HRBPs to focus on strategic, human-centric, value-creating activities that drive organisational effectiveness
Learning & Development
I'm continuously exploring AI and data science applications in HR:
- Data analytics and BI tools for HR metrics
- Responsible AI and bias prevention in talent decisions
- Automation tools that enhance rather than replace human judgment
- Emerging trends in AI for organisational development
💡 Interested in AI × HR? I'm always eager to discuss practical applications, share learnings, and explore innovative approaches to using technology in talent and organisational development.