Watch the full conversation with Naz Jabbar on MambaHR: The Playbook.
I just wrapped up one of the most insightful conversations I've had on MambaHR: The Playbook, and I can't stop thinking about what my guest, Naz Jabbar shared. If you've ever wondered how HR can truly become tone of the most strategic function in your organization, or if you're looking to break into or advance in the HR field, this conversation is worth your time.
Naz's journey from receptionist to HR executive isn't just inspiring; it's a masterclass in strategic career development. What struck me most wasn't just where she ended up, but how intentionally she built value at every step of the way. She didn't wait for the title to start acting like a leader. She didn't wait for permission to solve problems. She saw gaps, filled them, and made herself indispensable long before anyone officially recognized her contributions.
The Power of Showing Value Before You Have the Title
One of the most powerful concepts we discussed was this idea of demonstrating value before you have the formal authority. Naz shared how she consistently identified pain points in her organizations and took initiative to address them, even when it wasn't technically her job. This approach didn't just accelerate her career; it fundamentally changed how leadership viewed HR's potential impact.
Think about this in your own context. Are you waiting for the perfect role, the right title, or official permission to start making a difference? Or are you actively looking for ways to contribute beyond your current scope? The professionals who advance fastest are those who expand their influence before they expand their authority.
Transferable Skills: Your Secret Weapon
What fascinated me about Naz's story was how she leveraged transferable skills from every role she'd held. Her receptionist experience taught her the importance of being the first impression and understanding customer pain points. Her various positions gave her a 360-degree view of how businesses actually operate, not just how they're supposed to operate on paper.
This is crucial for anyone looking to transition into HR or advance within the field. You don't need a traditional HR background to be successful. You need to understand people, business operations, and how to connect the two. Whether you're coming from sales, operations, customer service, or any other function, you have valuable perspectives that can make you a more effective HR leader.
The Strategic Mindset That Changes Everything
What separates good HR professionals from great ones isn't just their people skills; it's their ability to think strategically about the business. Naz emphasized how successful HR leaders must understand how people programs directly tie to business outcomes. They can't just implement policies; they need to influence leaders, push back strategically when necessary, and drive real change.
This means getting comfortable with being "in and on the business" simultaneously. You're not just managing day-to-day HR operations; you're actively shaping the strategic direction of how your organization attracts, develops, and retains talent. You're anticipating challenges before they become problems and positioning HR as a competitive advantage.
Change Management: Where Most Companies Get It Wrong
One of the most eye-opening parts of our conversation was Naz's insights on change management. She explained how most companies approach change backwards. They focus on the process and timeline instead of building genuine buy-in and reducing resistance. Real change happens when people understand not just what's changing, but why it matters to them personally and professionally.
This resonates far beyond HR. Whether you're leading a team, implementing new systems, or trying to shift company culture, the principles remain the same. People don't resist change; they resist being changed. When you involve them in the process, address their concerns, and help them see the benefits, resistance transforms into advocacy.
The Relationship Factor
Throughout our conversation, one theme kept emerging: relationships matter more than resumes. Naz's career progression wasn't just about her skills or experience; it was about the trust she built, the problems she solved, and the value she consistently delivered. She became the person leaders wanted on their team because she made their jobs easier and their organizations stronger.
This is a reminder for all of us, regardless of our field. Technical competence gets you in the door, but relationship building and consistent value delivery are what accelerate your career. People hire and promote those they trust, those who make their lives better, and those who consistently exceed expectations.
Looking Forward: The Future of HR Leadership
What excites me most about conversations like this is seeing how the HR profession continues to evolve. Leaders like Naz are proving that HR isn't just about compliance and administration. It's about strategic business partnership, culture development, and organizational transformation.
For those considering HR as a career path, this is an incredible time to enter the field. Organizations are finally recognizing that their people strategy is their business strategy. For current HR professionals, the opportunity to elevate your impact has never been greater.
Your Next Steps
If this resonates with you, I encourage you to think about how you can apply these insights in your own career:
• Look for opportunities to show value before you have the title
• Identify how your unique background and transferable skills can benefit your organization
• Start thinking strategically about how your work connects to business outcomes
• Focus on building relationships and trust, not just completing tasks
• Approach change as an opportunity to involve and engage, not just implement
The professionals who thrive in today's environment are those who see beyond their job descriptions and actively contribute to their organization's success. They don't wait for permission; they create value and let their results speak for themselves.
What's one way you can start showing value beyond your current role this week?