In a world where firms often struggle to attract and retain the proper talent, where ambition meets opportunity, Francesca Anoja is a shining inspiration. With a passion for driving change and promoting excellence, she exemplifies the spirit of innovation in the Professional Services industry.
Her dedication to creating an environment in which people can thrive benefits not only her firm but also the lives of those around her. Francesca’s leadership style is marked by a relentless quest for progress, challenging her team to push limits and reach their greatest potential.
Francesca is the Chief Human Resources Officer at BIP Group, a company she founded in 2023 with six other senior CEOs. With an eye toward accelerated growth, she has created a culture that values both individual and group accomplishment.
Her approach to human resources focuses on respect and teamwork, ensuring that each employee’s unique skills are acknowledged and exploited. Francesca promotes an entrepreneurial attitude throughout her team, which not only drives financial outcomes but also creates an environment dedicated to creativity and innovation.
Below are the interview highlights:
Please brief us about yourself and what inspired you to embark on this sector.
I chose the company inside this industry, not the sector itself. Professional services is a sector that attracts people who are naturally ambitious, change agents, challengers, and continuously seek improvement. It appeals to those who thrive in intellectually demanding environments. Although these qualities can also be found in other stimulating sectors, I chose our company because we strive for excellence.
Our company provides incredible opportunities for career growth and development. We have a unique key success factor: allowing each employee to be entrepreneurial and creating an environment where competencies, expanding knowledge, and performing at the top level are a must.
Could you give our readers an insight into your company’s inception story?
BIP Group was founded in 2023 by 7 senior leaders. Since Day 1, our founders have set a vision for our accelerated growth, bringing together a team of partners from various industries and disciplines. The company has grown year over year for the last 21 years, maintaining both its growth speed and its focus on providing the most cutting-edge services in the market.
We operate in teams of consultants supported by vertical practices, which allow us to nurture an environment where each discipline can thrive. Our clear focus is on creating long-lasting value for our clients, our company and employees, and our society.
Can you describe your leadership style and how it impacts your approach to managing the HR department?
I am a marathoner, and this gets into every aspect of my life: being laser-focused, driven, and having clear objectives, striving to be the best we can be as individuals, is only the foundation for building an incredible team.
Perseverant, disciplined, loyal, ethical, constantly curious, and willing to overcome my limits, this mix allows me to provide opportunities to all our HR talents while setting clear boundaries: personal success should be an enabler for team success.
How do you ensure that your HR strategies align with the overall business goals and objectives of the organization?
I start with respect. As professionals, we believe and respect that our business leaders are the engine of the company, possessing very distinctive capabilities. We also believe in and respect the HR competencies and specific skills needed to deploy the business strategy.
It is a respectful, long-term, two-way relationship in which HR strategies enable the business strategy. In a nutshell, live, breathe, and eat business every day while continuously monitoring and forming market trends, being change agents, and embarking on a continuous journey of improvement.
What methods do you use to cultivate a positive and inclusive workplace culture, and how do you measure the success of these initiatives?
We have a clear answer to this question: We start by not labeling anyone. We create an environment where every individual’s uniqueness is not only welcomed but also leveraged for the benefit of the person (right career), the company (right delivery), and our clients (right results).
We foster an environment where each of us is in the right place to authentically express our competencies and achieve success.
How do you approach talent acquisition and retention, and what steps have you taken to ensure that your organization remains competitive in the market for top talent?
The key to our talent acquisition and retention is our ability to attract talented individuals from alternative sources, daring to go beyond traditional methods. We train consultants and collaborate with universities to create ad hoc courses and master’s programs.
We attract professionals who prioritize their development, ensuring we provide opportunities that ignite their passion and allow them to enjoy their work. Join, enjoy, and jump.
How do you handle employee relations issues, and what steps do you take to ensure that conflicts are resolved fairly and effectively?
We work every day to foster positive employee relations. Our aim is not to manage issues but to prevent them by creating an incredible environment that is both challenging and demanding, yet highly rewarding. Being present to listen and anticipate is the key ingredient.
Can you share an example of a particularly challenging HR issue you’ve faced in your current role and how you went about addressing it?
I do not find any situation particularly challenging. We believe in daring and see probing moments as blessings that help us become better professionals. Our approach involves data analysis, setting clear goals, maintaining incredible ethical behavior, and never fearing great innovation and change. I have never stopped learning and continuously self-assessing.
How do you build and maintain relationships with key stakeholders, such as executives, managers, and employees, to ensure the success of HR initiatives?
Relationships are the pillar of our success and delivery and thus should be one of our priorities. Through relationships, we gain clear input, sounding boards, warning signals, and understanding. One-on-one and group meetings are scheduled every week, and I make sure I nurture those relationships with perseverance.
What advice would you give to someone looking to pursue a career in HR, particularly in a leadership role like CHRO?
Do not lose focus: people are our core; they will always be. But we must support the delivery of the business strategy. Aim to create an environment where business results are a priority, facilitated by an authentic, inclusive, and developmental atmosphere. People and business results are not in opposition; they mutually empower each other. Our job is to combine the two.
