As HR Manager at Manning Elliott LLP, a Vancouver-based accounting firm, Andrew Rasheed has instilled a culture of inclusiveness, attentiveness, and encouragement. He operates with an employee-focused mindset, insisting on finding the ideal “work-life fit” for everyone at the firm. Andrew has acquired experience in effectively managing both organizational and employee needs. In this interview, Andrew speaks about his philosophy in HR management, his take on industry trends, and he shares advice for future leaders in the field.
Q: Andrew, what led you to choose a career in Human Resources, and what attracted you to Manning Elliott?
ANDREW RASHEED: I have always been inclined towards roles where I can improve on existing systems to make lives smoother, easier, and more productive. I enjoy being able to impact the professional lives of people in a positive way. A good human resources professional makes such a big difference in developing a company’s culture and making employees feel appreciated and empowered. When I interviewed with Manning Elliot way back in 2008, I found that we shared the same values and goals for creating a company culture. I’ve been blessed to be able to help them realize that vision.
Q: What do you believe are the biggest trends in HR right now, and how are you implementing them in your work at Manning Elliott?
ANDREW RASHEED: One clear trend is the realization that to attract and keep talent, you need to turn your company into an employee-centric workplace. When you prioritize appreciating and caring for your employees, the entire business benefits in terms of productivity and retention. At Manning Elliott, we’ve always believed in that mindset. We’ve implemented flexibility options for families, opportunities for wellness and career advancement programs, and a culture of engagement and exceeding expectations for everyone who works for us.
Q: How would you describe your leadership style?
ANDREW RASHEED: As the leader of our department, my focus is on transparency, empathy, and empowerment. I have an open-door policy for any ideas or grievances. Everyone knows they can come to me for anything. I believe in actively training our employees, offering opportunities for advancement within the firm and in their chosen career paths. So I lead by showing I care, and I’m working hard to make their lives within our firm better.
Q: Can you share a challenging moment you’ve faced in your career and how it shaped your approach?
ANDREW RASHEED: One of the bigger challenges was dealing with a structural change in the company. It wasn’t easy, since we had to handle both the logistical side and the psychological side of the transition, making sure everyone was clear on what was happening and what was expected of them, and of how their roles would be affected. I gained valuable insights into the need for effective communication and empathy in such cases; I organized information sessions and provided resources for career development and transition for those for whom the change was most imminent. It proved again how vital HR can be to creating order and comfort when change occurs.
Q: What advice would you give to someone pursuing a career as an HR professional?
ANDREW RASHEED: Practically, I’d stress the importance of building networks and keeping a consistent focus on balancing the voice of the employee with the voice of the organization. Learn to listen, really comprehend, and then be able to articulate the needs of your employees. As you grow into management positions, cultivate your strategic thinking skills – always look for ways to expand your horizons and implement ways to improve your department and your company. And lastly, be flexible and open to change. There are so many changes with technology and capabilities – it’s vital to stay on top of them all and make sure your employees are reaping the benefits.
