By Lisa Kopochinski
Talent management specialist
Gerald Wu is truly a global citizen. Born in Hong Kong and educated in the UK from the age of 12, Wu moved to Toronto nearly 20 years ago with a plan to land a human resources position. But things didn’t quite work out that way initially.
“I was not able to find an HR position,” he said,“so I decided to learn about the banking industry.”
Armed with an impressive education that includes a Master of Arts degree in hotel and catering management from the University of Dundee, Scotland; a Master of Science from Edinburgh Napier University, Scotland; and an MBA from the University of Warwick, he began his banking career as a part-time teller with Canada Trust (now TD Canada Trust) before moving up to financial advisor and then manager of customer service within four years. During that time, he was able to build a great deal of fundamental, transferable skills that became critical to his success in HR.
In 2001, he was hired by CIBC in the staffing department to support telephone banking before once again moving up the career ladder to become a senior HR consultant. He then left HR to become a director of integration and organization effectiveness within the technology group in CIBC, leading large, complex transformational organization programs, followed by an opportunity to work in Hong Kong for HSBC as regional manager of the Career Path Program supporting Asia Pacific.
“This was a great experience for me to go back to my hometown and work for a large, international organization. However, I didn’t like the lifestyle of Hong Kong so I moved back to Canada two years ago and rejoined CIBC as the director of human resources supporting technology business,” said Wu. “I also recently completed my Master of Science degree in health economics, policy and management from the London School of Economics and Political Science, and am currently a chartered member of the Chartered Institute of Personnel and Development and a Certified Human Resources Leader (CHRL).”
HR Professional recently caught up with Wu to talk about why HR, and talent management in particular, is such a passion.
As CIBC’s director of talent management, what are your main areas of responsibility?
Gerald Wu: I am responsible for the development and implementation of CIBC’s talent management framework across Canada. The objective of the framework is to attract, develop and retain a strong leadership pipeline to deliver on the company’s future strategic goals.
My key tasks include executive recruitment and talent management; providing developmental and career coaching to senior leaders; partnering with HR business partners to support senior leaders in managing talent; and participating in talent discussions and developing talent strategy.
What was your motivation for choosing an HR career and talent management as a specialty?
GW: People are a critical ingredient for an organization to gain a competitive advantage. I wanted a career where I could apply my business knowledge with my passion for people to help organizations be successful. I believe HR is a critical strategic function that has tremendous opportunities to make a difference at both the organizational and individual employee level.
As for specializing in talent management, this is a growing field within HR and both an art and science. The work allows me to match an organization’s needs with an employee’s aspirations and potential.
What do you love about your job?
GW: I love becoming a trusted advisor to leaders in terms of supporting them in meeting their business objectives and personal needs by becoming a coach. I like having an impact on both business and personal success.
Tells us what a typical day at work looks like.
GW: My days normally involve quite a few one-on-one meetings, either providing advice on career development for leaders or conducting interviews for an executive position. I am also involved in a number of strategic initiatives as well as some thinking time, which allows me to plan how we can advance the talent agenda for CIBC.
What are some of the challenges you experience?
GW: I would say my biggest challenges are balancing strategic and day-to-day priorities and how to ensure ownership of talent management. There are a lot of urgent things that need to be done, such as recruiting for an open vacancy or conducting a development conversation. However, at the same time, we want to ensure we spend enough time thinking about longer term talent management priorities, such as how to enhance the overall capability of our leaders in managing talent as well as mature in our talent management practices. It’s about finding the delicate balance between the roles and responsibility of talent management activities. For example, what is HR accountable for vs. the business leaders?
What skills do you possess that make you a great fit for your position?
GW: I am able to connect with a wide variety of people. Coaching, active listening and questioning skills are critical. I also have a strong knowledge of business and the ability to implement ideas.
Ultimately, I would like an HR role where I can provide a strategic impact and help an organization gain competitive advantage in the marketplace.
What advice do you have for others interested in pursuing a career in talent management and for those who are already in the field looking to move up the ladder?
GW: For people pursuing a career in talent management, it’s important for them to improve their business knowledge to ensure they have a good understanding of the business and the ability to translate those needs into talent needs.
For those wanting to move up the ladder, be sure to improve your strategic and critical thinking capabilities so you have credibility with senior executives. Keep up-to-date with talent management practices, and definitely practice your coaching skills.