In Conversation With: Tayrius Low of Ruder Finn Southeast Asia

At just 31 years of age, Tayrius Low is Ruder Finn Southeast Asia's HR Director. With almost a decade of experience under his belt, he brings a diversified portfolio of experience to the table. Previously with The Secret Little Agency as Head of Talent, we speak to him on the ups and downs of his career journey, and what it takes to make the cut in the HR industry today.

Why did you choose to join the HR Industry?

I would say it was a happy coincidence that I am working in HR today. Back when I was in Ngee Ann Polytechnic, I majored in HR. Subsequently, I was posted into the Manpower Branch for my national service where I was exposed to various HR programmes and systems. It was there that my passion and love for HR began.

What were some of the challenges you faced when you just started?

Meeting the expectations of management and employees were one of the greatest challenges I faced in my early years.

I remember there was an instance when the management placed pressure on me to improve medical benefits to " make the employees happier.'' However, I knew that on the ground, the employees (who were mostly in their twenties) were more keen on having flexi benefits, such as gym memberships.

I quickly set up focus groups to certify what employees really wanted and as a result, brought 43% in cost savings by focusing more on flexi benefits, and keeping the medical benefits as it is. It was a win-win situation for all.

Were there any memorable experiences you have experienced in your line of work thus far?

A few years back, the company that I was working at went through a major restructuring. From benefits to headcount, everything had to be slashed downwards regionally throughout 6 countries.

I remember having to work through the Vietnam office where the MD and myself had to tell employees that they were being laid off as the office was going through a closure. On top of the emotional pressure and language barrier, we were also working hard to make sure we could support the employees through this difficult time.

Through this experience I have learnt that at the end of the day, having a human touch, and having empathy cannot be emphasised enough — while we have to be professional, we are still managing people from varying life stages with different career needs, goals and challenges.

What do you look for in a candidate applying for a position in HR?

Having humility, empathy and an entrepreneurial spirit are the three criteria I look for in a candidate who wants to join HR. It is important to be able to connect with anyone at any level, roll up your sleeves when a challenge is present while always keeping your head down.

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What is the greatest contributor to your success as an HR professional?

I would say there are three main factors that have guided me to where I am today.

1. Planning ahead —having the foresight to anticipate business expansions or down-sizing will give you the time to prepare for the best possible outcomes.

2. Have a keen eye for talent - In the business of HR, it is always important to empower talents and connect with them to build a strong pipeline of candidates from different industries.

3. Know your people - Being the pulse of the people in the business, and understanding what they need is the most crucial factor for a HR professional in any company.

What advice do you have for aspiring HR candidates?

My advice is this — it is ok to say you do not understand, and it is also ok to make mistakes. Always remember that you are working in a business where people is everything — a balance of empathy, humility and professionalism is crucial. Above all, you will give most of your time and attention to everyone else in the company except for yourself, hence, remember to always take a step back to re-charge so you do not burn out.

[Great Reads to Recommend]

Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead by by Laszlo Bock, the previous Head of Google's HR

The Big Book of HR, Revised and Updated Edition by Barbara Mitchell

Data-Driven HR: How to Use Analytics and Metrics to Drive Performance by Bernard Marr