In her job, Sandra Schengen favors a human-centered HR approach, combining listening to employees, supporting managers and strategic partnerships with businesses.
Her background in psychology and her experience as a corporate psychologist strongly influence her vision of HR, based on empathy, assertiveness and respect for others.
Faced with the shortage of talent and market transformations, Spuerkeess focuses on innovation, internal development, continuing training and strengthening its employer brand beyond Luxembourg.
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Your current title is Head of HR and People Management. How do these two functions fit together on a day-to-day basis?
I am responsible for a team of around 40 employees, and I work closely with my team managers to ensure that each team member feels valued and supported in their professional development.
On the other hand, I listen to the needs of business units in the HR field to make Spuerkeess an employer of choice for attracting, developing, and retaining talent. A department that listens to its employees' needs gains maturity daily and can truly position itself as an essential partner to business units, ultimately convincing new talent to join the company.
What made you want to work in HR?
It was more by chance. After earning a bachelor's degree in economics and a master's degree in clinical psychology, I planned to work at a social institution with children. However, while studying in Strasbourg, I served as secretary and chair of the ACEL (Association des Cercles d'Etudiants Luxembourgeois), which involved frequent contact with sponsors when organizing events.
Ultimately, I joined the human resources department of a consulting firm. Since then, I have never regretted choosing HR. It is not always easy and can be challenging, but it is also very rewarding due to the direct impact of our actions on employees and the company.
“It is essential to always say things in a human way, with respect for the person in front of you.”
You worked as a corporate psychologist at the bank for over 10 years. How does this experience help you today?
My studies have helped me tremendously in my daily work since I started in HR. Understanding human nature and behavior, maintaining an open mind, and acting assertively, empathetically, and humanely are essential.
However, this does not mean that I hesitate to make pragmatic decisions. I am analytical and organized, and I base my actions on facts. When I have to convey a difficult message, I always do so with tact and respect. It is essential to me to always speak in a humane way with respect for the person in front of you.
What is the most recent significant training program that you have launched within the bank?
The latest was on Corporate Health Management and Business Psychology and was aimed at all our team leaders. The program aimed to raise awareness of how individuals function, what they need in terms of autonomy and a sense of belonging, and the skills needed to feel motivated and supported in the workplace. We wanted to provide them with an easy-to-use tool or approach to create a healthy and productive work environment.
“Passion, curiosity, the will to evolve, resilience, and a collaborative and engaging spirit are important characteristics for us.”
If you had to give one good reason for a candidate to consider an opportunity at Spuerkeess, what would it be?
Spuerkeess has the great advantage of offering a stable working environment in terms of conditions, as well as a dynamic one thanks to its focus on innovation and excellence. We prioritize the career development of our employees and offer excellent opportunities for internal mobility and virtually unlimited access to continuing education.
After applying, how can you maximize your chances of being recruited by Spuerkeess?
Nowadays, successfully passing the recruitment stage often depends on whether a candidate's skills match those required for the position. In addition to this, however, we value characteristics such as a positive mindset, passion for the field to which you are applying, curiosity, a desire to develop, resilience in a changing environment, and a collaborative and engaging spirit.
“You always have to be resilient, even if you have a well-defined HR strategy.”
What are the main challenges facing HR managers today?
I think one of the biggest challenges is anticipating the business's needs in terms of suitable profiles and skills. Even with a well-defined HR strategy, as is the case for us, you always have to be resilient. We share our vision and the steps needed to achieve it with the business managers, and they support us.
Then, of course, there is the need to strengthen the employer brand. We have a strong reputation in Luxembourg that still helps us attract talent. However, the talent shortage is forcing us to expand beyond Luxembourg and the Greater Region. In the face of these upheavals, we cannot rest on our laurels, so we are constantly evolving our recruitment processes to meet the expectations of candidates, particularly younger generations.
Sandra Schengen joined Spuerkeess in 2002. She initially worked in Training for 17 years before moving on to Recruitment and then Employee Development and Support. She then held the position of Corporate Psychologist for 13 years before taking on a leadership role within the HR function in 2019.
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