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Hitting the ground running
Instantaneous expectations mean the days of the best young HR professionals in Australia building into their roles are long gone.
The industry has changed gears, and the next generation of leaders are wrestling with tougher demands and the need to be professionally adept and emotionally intelligent.
“The role of an early career HR professional has shifted significantly. A few years ago, many would be starting out in administrative and compliance-focused roles and working their way up,” says David Owens, managing director of Randstad HR Partners.
“Now, the runway has become much shorter and expectations have risen. They’re no longer starting out as process enforcers while they learn their craft, but are now expected to be advisors to leaders very early on.”
Justine Ferrer, senior lecturer in human resource management at the Deakin Business School, notes how tech fluency and data literacy are essential currencies for today’s new entrants.
“They are expected to interpret insights and make evidence-based decisions. Their remit is much broader, requiring them to understand and speak to the strategic intent of the business, not just operational HR functions.”
And she adds, “The profession is evolving quickly, and young HR professionals are being asked to step into these responsibilities earlier than ever before.”
This year’s Rising Stars are facing these hurdles head-on. HRD Australia invited HR professionals across the country to nominate their most exceptional young talent and selected a 32-strong cohort, who have earned their stripes with proactive leadership, adaptability and strong business acumen.
Across diverse industries, these emerging HR leaders are not just managing processes – they are driving strategic change, building inclusive cultures and delivering measurable impact.
Their abilities extend to:
organisational growth
complex change initiatives
implementing innovative solutions to improve employee engagement and retention
commitment to continuous learning
consultative approach to partnering with business leaders
passion for supporting people
Back-office to business partners
Australia is no different in being part of the global trend of HR shifting from a transactional back-office function to a core driver of business strategy.
Mark Whittle, vice president of advisory in the Gartner HR practice, explains, “CEOs are increasingly recognising the role HR plays in transformational growth, especially in aligning the workforce to power ambitions of the organisation.”
Source: Gartner
The business case for this shift is compelling. Research from recruitment firm Quantum Workplace shows that while 70% of CEOs expect their CHRO to play a central role in enterprise strategy, only 55% say this expectation is currently being met.
High-performing organisations are closing this gap by attracting top HR performers and empowering them to drive alignment, performance and innovation. In practice, this means deeper HR involvement in decisions on AI adoption, organisational design and business transformation to ensure that people and business strategies are inseparable.
For emerging HR professionals, this means showcasing a greater holistic understanding of how their organisations create value. This is a key differentiator that HRD’s Rising Stars bring to the table.
Dr. Ferrer adds that tech fluency must be matched by strong analytical capability. “They need to have the analytical skills to interrogate, interpret and draw from data answers to critical workplace questions and connect HR practices to business outcomes.”
Owens observes that these young achievers are already leveraging tech to improve employee experience and inform business decisions. He further notes, “This requires a level of commercial acumen and tactical thinking that was previously seen only in more senior roles.”
A strong bench of change leaders
With HR now central to business strategy, leadership capability is critical.
Jobs and Skills Australia’s labour June 2025 data showed the national vacancy rate at 70.6%. As hiring pressures ease, organisations are shifting their focus from filling roles to retaining talent and building a strong bench of leaders who can navigate disruption with confidence.
Yet, the challenge is significant. A recent Gartner survey found that 69% of managers feel unprepared to lead change. Industry expert Owens underscores the scale of transformation.
“Up-and-coming HR professionals have been on the front lines of an exceptionally fast evolving world of work. Not only have we seen the early onset of an AI/automation revolution, but we have also seen a large governmental influence on workplace law and policy.”
He adds that, for young professionals to thrive in this climate, agility and data fluency are critical.
“They need to learn fast, have a keen eye for data and be quick to recognise that verifiable information drives decision-making. They must be able to gather and apply knowledge effectively in our fast-changing world.”
This year’s Rising Stars have demonstrated these qualities. Many have built HR functions from the ground up, pioneered new systems and ensured compliance in complex environments.
Their nominators attest to their impact with statements including:
“From being ‘thrown into HR’ to becoming a self-motivated and passionate leader, her journey speaks to resilience, curiosity and natural talent.”
“He has taken on additional roles and implemented changes where things stalled. He is a huge asset and a dedicated high performer who is consistently looking to grow.”
“Despite being early in her career, she is widely regarded as a culture carrier and a trusted advisor across the business. She is not just a rising star, but a future leader in the HR industry.”
“From wellbeing to inclusion to systems-level transformation, she creates cultures where every person feels they belong – because belonging isn’t a ‘nice to have’; it is the foundation of every great workplace.”
“His passion, energy, compassion and empathy, commercial and strategic acumen is outstanding.”
These endorsements show that Australia’s next generation of HR leaders is already shaping both present and future, equipped not only to adapt to change but to drive it.
Out with the old, in with the AI
AI is reshaping the industry, and the newest entrants are expected to lead the charge by harnessing its power.
Recruitment firm Robert Half’s most recent data reveals that 9 in 10 HR leaders embrace AI and automation. Key findings include:
85% of Australian HR departments are using AI.
82% are using automation in some capacity.
27% of HR departments have extensively or fully integrated AI into their business operations and 23% of employers have done the same with automation.
This rapid adoption places new demands on HR professionals. Those who can combine technical fluency with critical thinking, empathy and proactive leadership are progressing and carving out reputations within the industry.
Ferrer explains, “A Rising Star in 2025 will be a purpose-driven professional who combines cutting-edge technical skills with the human skills needed to adapt, lead and influence.”
She emphasises the importance of mentorship and connection to professional networks to keep up with the pace of change.
“Young HR professionals need learning agility. They need to be curious but also open to feedback to help themselves improve.”
What defines HRD Australia’s Rising Stars 2025
Industry expert Owens identifies three key attributes that set the best young HR professionals apart:
commercial acumen to understand how HR directly drives organisational success and avoids failure
data literacy to tell compelling stories, support evidence-based decision making and shift HR from reactive to proactive
communication and people skills to navigate complex change, articulate a clear vision and build a positive future road map
He adds that those who have earned recognition early in their careers display emotional intelligence and judgement. “Their IT factor is their ability to talk, understand and influence the people in and those leading the business.”
Ferrer also describes a Rising Star as emotionally intelligent, resilient and agile.
“They have the confidence to question and disrupt, balanced with the ability to empathise, communicate and build strong relationships. What sets them apart is their ability to combine these people skills with technical fluency, particularly as HR analytics, AI tools and digital platforms become central to the profession.”
She also highlights critical thinking and communication skills as indispensable.
“There is no space for shyness or complacency if they want to get ahead. Communication is where emotional intelligence, empathy and cultural intelligence need to be evident.”
HRD’s Rising Stars in action
The best young professionals in Australia’s HR industry have proven their star power by tackling some of the most pressing challenges within their organisations. Their achievements illustrate how their generation of leaders are driving change.
HR manager Emily White of 3n Consultancy Group built all the company’s HR processes from the ground up. She introduced onboarding, compliance and performance systems, positioning herself as a trusted advisor to leadership. Her proactive approach not only established a strong HR foundation but shifted the company culture to value people and compliance.
At travel retailer Heinemann Oceania, Victoria De Gennaro launched leadership programs and mentoring initiatives to nurture capability and boost internal promotion. Her strategic orientation and investment in leadership development captures how the nominees are shaping the Australian HR sector to value sustainable growth and resilience.
“Supporting the business through a period of rapid expansion – from 5 to 30 centres – meant building everything from scratch while keeping people engaged,” says Dilek Senturk of Aspire Early Education & Kindergarten.
To support the school’s expansion, Senturk established a scalable people and talent function, embedded new HR systems, and launched leadership development and succession planning programs. By focusing on both operational efficiency and people development, she ensured sustainable growth without losing core values and employee engagement.
Another winner, Abby Durant, an employee experience partner for the Queensland-based data centre, NEXTDC, adapted to hybrid work demands through new onboarding processes, digital communication tools and flexible work policies. Her initiatives kept their teams connected and productive across remote and onsite environments.
Rather than wait for issues to escalate, the Rising Stars anticipate bottlenecks and act decisively. In competitive labour markets like legal and professional services, the nominees tackled the challenge of talent attraction head-on.
Ashlee Schafer revitalised her law firm’s recruitment by amping up employer branding, building talent pools and improving engagement with universities. These strategies not only attracted high-quality candidates but boosted retention rates.
Penny Edwards, HR advisor at a healthcare and disability services facility, responded to high turnover rates and low morale by launching recognition programs, wellbeing initiatives and refreshing employee value propositions. These efforts improved retention and fostered a renewed sense of employee trust and belonging.
Several Rising Stars identified that traditional diversity and inclusion efforts were often siloed and inefficient. In response, they developed unified frameworks that addressed cultural safety, mental health and employee recognition.
Bridie Williams refreshed her company’s DEI approach by designing a bespoke intersectional Belonging Plan and Equity Impact Assessment framework. Her initiatives help streamline governance and drive improvements in genuine representation and cultural safety across her organisation.
The winners demonstrate an exceptional appetite for learning, even in high-pressure situations. Managing sensitive employee relations cases and navigating complex compliance issues proved a steep learning curve, especially in unionised and high-risk environments.
Dana Comben, a workplace relations manager at an integrated facilities management provider, guided her organisation through high-stakes employee relations cases and represented the business at the Fair Work Commission. Through robust dispute resolution strategies, she ensured fair outcomes while strengthening her company’s compliance posture. This reflected technical mastery along with resilience, curiosity and a commitment to growth.
Conclusion
There is no doubt that Australia’s HR industry rests in capable hands.
HRD’s 2025 Rising Stars are proof that the next generation of leaders are not just ready to meet the profession’s evolving demands, but to shape its future by being:
data-driven
champions of culture, inclusion and wellbeing
resilient
effective, clear and concise communicators
comfortable with difficult conversations and feedback
lifelong learners with a growth mindset
commercially aware
empathetic
Abby Durant
Employee Experience Partner
NEXTDC
Alex Turner
Leadership & Talent Manager
KPMG Australia
Alexander Jolly
Senior Advisor, People & Culture
Federal Court of Australia
Alisa Shibalova
Communications & Engagement Specialist
Metso
Anushka Lakhwara
Senior People & Culture Advisor
Publicis Groupe
Ashlee Schafer
Talent Adviser, People & Culture
Cooper Grace Ward Lawyers
Bianca Jackson
People & Culture Business Partner AU
Downer
Bridie Williams
Inclusion and Experience Lead
Dental Health Services Victoria
Charles Nieuwoudt
HR Advisor
Medem Group
Dana Comben
Workplace Relations Manager
BGIS
Dilek Senturk
People & Talent Manager
Aspire Early Education & Kindergarten
Emily White
Human Resources Manager
3n Consultancy Group
Emma Cooper
P&C Business Partner
Richard Crookes Constructions
Emma Davy
People Operations Lead
Versent Group
Emma Wellman
HR Manager
My Ability Australia
Hamish Coffey
Senior People & Culture Advisor
Lycopodium
Jackson Merrett
HR Business Partner
Petstock Group
Jasleen Bhatia
Human Resources Coordinator
ProPharma
Jemma Gabriel
People and Culture Advisor
Village Roadshow Theme Parks
Joanne Abdo
HR Business Partner
dentsu
Kaley Purcell
Learning & Development Specialist
City of Parramatta
Mac March
Talent Acquisition Advisor
Yarra Ranges Council
Mary Sinmaz
HR Business Partner
Freedom Furniture
Michael Iroeche
Human Resources Advisor
Melbourne City Mission
Nicole Murraylee
HR Advisor
RWE Renewables Australia
Penny Edwards
HR Advisor
St. John of God Midland Hospital
Sarah Learmonth
HR Manager, LDB
L’Oreal ANZ
Tanmai Khairnar
HR Manager
Oracle Australia
Tayla Hupton
People & Culture Business Partner
Learning Links
Tuan Nguyen
People and Culture Advisor
Federal Court of Australia
Veronica Valente
P&C Coordinator
Insight PBS
Victoria De Gennaro
People & Culture Manager
Heinemann Oceania
Insights
As part of our editorial process, HRD’s researchers interviewed the subject matter experts below for an independent analysis of this report and its findings.
In May 2025, HRD Australia invited HR professionals across the country to nominate their most exceptional young talent for the Rising Stars list.
Nominees had to have HR work experience of 10 years or less, as well as experience in executing progressive HR initiatives, and be committed to a career in HR with a clear passion for the industry. Nominees were asked about their current role, key achievements, career goals and the contributions they had made to shaping the industry.
Recommendations from managers and senior industry professionals were also taken into account. The HRD Australia team reviewed all nominations, narrowing the list down to 32 of the sector’s most outstanding young professionals.