Barry McCabe is Chief People Officer at Hostelworld, a leading global Online Travel Agent (OTA) focused on the hostel market, inspiring adventurous minds to experience new places, meet new people and come back with extraordinory stories to tell.
We asked Barry to share his thoughts on HR, his career and the challenges facing him and Hostelworld.
HRHQ: Tell us about your career journey and what originally attracted you to a career in HR?
Barry McCabe:I started out studying computer science in DCU but quickly realised that I was more interested in the difference that people make in any team or organisation. I was fortunate that the University supported a switch to the Business Studies programme. I really enjoyed the HR elements of the course. I found it very practical, providing opportunities to learn from practitioners and applying learnings. That really showed me the difference our function can make. And then I got to try that on an internship with Gateway (PC manufacture and sales), who I worked with after finishing up in DCU.
HRHQ: What has been the most significant change in the HR world since you began your career?
BMC: I’ve been so fortunate in my career to work with fantastic mentors in great companies. That provided me an opportunity to see the boundaries pushed in where the HR function operates and has impact in. That broadening of the remit continues now, growing exponentially over the past few years.
From the level of data used, generating practical insights to drive the right conversations, to the focus on helping everyone to be at their best and inclusive, to changes in where and how we work, there is so much to focus on.
That said, I also recognise much has stayed the same, maybe more than we realise sometimes. That core activity in the function that is critical to our credibility and ability to agitate for change. Getting all the elements of the employee lifecycle, including hiring, performance management, and compensation, remains critical to our success.
HRHQ: What is the most important HR challenge facing you currently?
BMC: In common with many peers I’ve discussed it with, the challenge of nurturing culture in a hybrid setting is a key focus. We recognise that the challenge is one of building capability in working hybrid, rather than trying to go back to a five day a week culture in the hope that everything will be ok. The benefits of hybrid for both employees and companies is something we don’t want to lose. But developing the right intentionality about working in this formation is taking time to get right. I’m excited by the focus across Hostelworld on getting this right.
HRHQ: From an employee’s perspective, what does a great HR service mean?
BMC: Done well, great HR means that employees have, or are, better managers. I learned the phrase “My Manager is the lens through which I view the company” early in my HR career. And it has served me well to remember this. Employees look to their manager to help them make sense of the organisation. To help them understand what’s really important and what’s not. And I understand that being a people manager is both very rewarding and can be very challenging. It’s not for everyone. The HR team play a very important role in making sure the quality of people management is high through selecting, developing and inspecting the work they do.
I’d also say that beyond this, the HR function have to make sure where we directly interact with employees who come for something, we remember they are a customer in that interaction. Having easy to use services and products, without friction, should be an important focus.
HRHQ: How should HR professionals design their career and how much can you realistically career plan?
BMC: In terms of planning a career in HR, I think it’s like a lot of functions. The first thing to do is make sure you are in a role where you can do great work. Opportunities will come when you’re at your best, delivering in a role you enjoy. Then it’s important to be clear on what experiences you want to collect and work to secure these whether internally, or by scanning for external opportunities.
It’s important to understand that where you practice your craft also matters. I’ve had the opportunity to work in very diverse industries and cultures. I am proud to have been able to take something from my time in each role across Cadbury, Mondelez, Amazon and Gateway. Each company will bring different types of challenges and focus. That’s important to build into your plan.
HRHQ: What advice would you give a person at the start of their HR career?
BMC: Really understand what will make the business you are in successful. There can be many obstacles and distractions along the way. Your role is to stay focused on what will help your organisation be successful, creating opportunities for people in the team along the way.
I’d also say that you should keep exploring what great HR looks like for your organisation. There isn’t one size fits all. And “best practice” may not fit what you need. Keep scanning for what fits best.
HRHQ: What soft skills do you believe are key to progressing your career?
BMC: In the HR function, quite often there isn’t a clear right or wrong answer to a challenge. We’re often relied on to bring high levels of judgement to our decisions. There are a few things that help in building that muscle.
First, it’s important to keep developing strong listening skills. Quality listening can play a big role in building trust. And I believe there is a unique ability in the function to use our vantage point, across all functions, to really listen to what is being said, and what is not being said. To make helpful connections.
Then, I recognise that in our busy day we can often be faced with many decisions. It is important to build an awareness of what I call the “moments that matter” when making these. Sometimes we need to pause. The skill is to know when it’s a moment to manage, or to lead. These often arise when presented with a decision that can either reinforce or undermine the desired culture of the organisation. For example, it could be when asked for an exception to an HR policy. I’ve taken a principle (or a tenet) from Amazon to my current role that describes this. It recognises that no HR process or policy can be so well designed that it fits every situation. Being confident to apply judgement to these situations is so important when needed.
HRHQ: What experiences should HR professionals try to get as they build up their CV?
BMC: HR is a great place for those that want variety. And I believe the best careers make the most of that variety. So I always recommend that people spend time across all areas of the function, from operations, business partnering and in centres of expertise. I also recognise the importance of building commercial and people management skills. So I encourage people to spend time working with commercial teams if possible as well securing people management experience along the way.
HRHQ: What are you most proud of in your career?
BMC: That I took the scary job opportunities along the way. That included opportunities to spend time working in other functions, managing a team for the first time, and relocating to work in different countries. I was not sure I would be successful in any of the moves, but had some great people to help me along the way. If the move makes you feel like it’s a big step, it’s likely to be the right one!
HRHQ: What is the best part of your job?
BMC: Working with the People Team at Hostelworld is great. It’s a small but mighty team that leads from the head and the heart. No one says “that’s not my job”. We all roll up our sleeves and stay focused on creating a great workplace for our people.
I also love getting to work with such a diverse group across the wider business. I love what different life experiences and the perspectives that different functions or cultures bring to challenges and opportunities. I’m learning something new every day.
HRHQ: What do you think the Future of Work is?
BMC: Exciting! It is a great time to be in our function. There are so many new technologies and capabilities to master. Seeing the potential of both AI and hybrid working to improve the working lives of so many people is a great thing to be at the heart of.
HRHQ: Many thanks Barry for taking part and we wish you and Hostelworld the very best for the future.
