Sabine Wisnioski, a Global People Change Leader, has a diverse background that reflects her global perspective and deep understanding of people dynamics. Born in Hong Kong to a Hong Kong Chinese mother and a Polish American father, Sabine’s upbringing was influenced by various cultures. Growing up in Singapore, during her undergraduate years at the University of Washington, Seattle, Sabine embarked on transformative study abroad experiences in Italy, Paris, and Kyoto, which exposed her to diverse cultures and ways of thinking. These experiences taught her valuable lessons about people dynamics and the importance of understanding others’ motivations. After completing her undergraduate studies in the US, Sabine returned to Singapore, where she worked at Google’s APAC Singapore and pursued a Master of Science in Knowledge Management at Nanyang Technological University. Her passion for living in different countries and connecting with people from various backgrounds drew her to HR roles that spanned international markets. Her inquisitiveness of how a strong organization correlates to building efficient and effective businesses was what piqued her interest in the field of HR. In 2016, Sabine made the bold decision to relocate to Tokyo from Singapore without knowing anyone in Japan. This move ignited her career in the tech and fintech startup space leading and managing HR teams. Joining Fusion Systems as the Head of HR, Sabine embraced the challenge of building and scaling the organization globally across 4 countries. “This role really helped me gain confidence in trusting my instincts to lead an organization,” Sabine recalls, emphasizing her role in scaling her first company in Japan by sourcing and hiring engineer and non-tech hires by tripling its headcount globally from 50 to 150 employees.
A Fascinating Journey in HR Leadership
Sabine’s journey in HR leadership is a testament to her resilience, adaptability, and unwavering commitment to driving change. Sabine utilized her APAC experience in HR operations at large MNCs and implemented her knowledge and skills into leading the People agenda for the Japanese and US start ups she worked for with a tailored approach for each for business’s expected outcomes. During her role at AlphaPoint, a NYC-based white-label payments and cryptocurrency company Sabine faced the challenges of working overnight hours while living in Tokyo to align with EST time zones. She was overseeing global HR operations with operations spanning multiple continents US, APAC, EU and LATAM. The US, EU and LATAM which were new markets for her to take on and lead the People Operations. She had to staff a team quickly to relocate to El Salvador to help build the national digital wallet to support 4 million of residents of the country of El Salvador. “The graveyard shift mostly didn’t bother me that much, or so I thought back then,” Sabine reflects. However, the toll on her health and well-being prompted her to seek new opportunities in Japan with more traditional work hours so that she could have a normal life again and put a halt on relocating to NYC for her future role instead. For my first company in Tokyo, Fusion Systems, I had to staff a brand new tech and customer service team out of Barcelona from Japan for our new sister entity under our Japan HQ all on my own, but at least I was in a closer time zone between APAC and the EU vs APAC and EDT.
It was during this search that Sabine’s path intersected with Wayfarer, a company initially outside her realm of interest in the hospitality industry. However, upon closer examination, Sabine recognized the potential for opportunity in areas such as change management; which the company needed at the time and saw this as another challenge to make a lasting impact for improvement. Joining Wayfarer in 2023, Sabine took on dual roles as Chief People Officer and Chief of Staff, leveraging her extensive HR expertise and experience across diverse industries and global markets. Under her leadership, Wayfarer experienced rapid growth, expanding from 25 employees to over 100 within 8 months and increasing its hotel portfolio from 3 to 10 hotels within six months In her most recent role, she helped scale the company while implementing crucial people processes that were lacking in infrastructure using systems and workflows to facilitate driving change management initiatives from engagement activities to employment surveys.
Sabine’s leadership style is characterized by her innate ability to communicate effectively and foster empathy through active listening, analyzing data collected from deep dive questionnaires to consider pain points that lead to driving change in engagement and innovation. She recognizes the importance of building personal connections in remote work environments, prioritizing the well-being of employees while pushing the boundaries of creativity and analytical thinking to achieve organizational objectives.
Reflecting on her journey, Sabine emphasizes the importance of strong leadership anchored in confidence, boldness, communication, empathy, and strategic thinking. As she continues to navigate the ever-evolving landscape of HR leadership, Sabine remains committed to driving positive change and fostering a culture of growth, belonging, and innovation within organizations.
Cultivating a Thriving Organizational Culture
Sabine believes that organizational culture encompasses various elements tailored to each organization’s unique context. However, at its core, she emphasizes three fundamental aspects: providing a sense of belonging, fostering personal and professional growth, and creating an environment where employees are genuinely motivated come to work every day. “HR has to find ways to make the organization an exciting place to work otherwise people could be off doing something else with their time, or working somewhere else.”
Sabine has witnessed firsthand the pitfalls of organizations that prioritize superficial measures over genuine investment in their people. She recalls instances where companies adopted trendy slogans or followed random fads from the internet but had no experience or clue how to execute the idea into their business strategy just to look cool as a brand while neglecting the core of their people strategy – the personal and professional development of their employees, winning them over with data and transparency which ultimately helps retain the ones who value the effort invested the organization. “Management teams wonder why they face challenges like high turnover rates or labor disputes,” Sabine observes, “but fail to realize that prioritizing their people’s interests and addressing their concerns according to the business roadmap is essential for a strong org. culture and steady growth.”
In Sabine’s view, investing in employees’ development is not only a moral imperative but also a strategic advantage. By fostering a culture that prioritizes growth, learning, transparency, and support, organizations can cultivate loyalty, and knowledge sharing, and ultimately, achieve higher returns, both tangible and intangible through the retention of knowledge and personnel.
The Dynamic Role of HR
Sabine finds the dynamic scope of HR both exhilarating and challenging, as it trains her to be attune to her instincts and intellect simultaneously. HR encompasses a wide array of generalist responsibilities crucial for organizational success. From managing day-to-day operations to driving strategic initiatives, HR plays a pivotal role in keeping businesses competitive and thriving.
Sabine’s passion for HR extends to data analysis and process improvement. She derives satisfaction from studying the data collected from HR systems, building efficient systems and processes from the ground up, and witnessing their impact on organizational efficiency. “I enjoy connecting with others and introducing new projects and initiatives,” Sabine notes. She thrives on communication, ensuring that new initiatives are effectively communicated across the organization to garner support and participation.
Delving into surveys and conducting “deep-dives” to analyze potential issues and identify areas for improvement is another aspect of HR that Sabine finds fulfilling. She sees it as an opportunity to uncover insights and drive positive change within the organization.
Sabine is particularly intrigued by the potential of People Analytics projects, viewing them as a powerful tool for storytelling with data. She believes that harnessing the insights derived from People Analytics can provide invaluable support to management teams in making informed decisions. “In the broader context, HR is a multifaceted field that means different things to different people,” Sabine reflects.
Sabine is passionate about fostering connections within the workplace, believing that strong relationships are the foundation of a vibrant organizational culture. As a natural connector, Sabine often takes on the role of the “central node,” facilitating relationships and creating opportunities for employees to come together.
One of Sabine’s initiatives to promote connectivity is the culture and engagement program, which she champions with enthusiasm. With a diverse workforce, Sabine sees these events as an opportunity to celebrate the organization’s international and multicultural identity by cross-pollinating departments and teams and across ranks. By encouraging employees to share their national dishes and inviting friends and family to participate, Sabine creates an inclusive environment where personal and professional relationships can flourish. “These events are powerful in strengthening our bonds with coworkers. ,” Sabine reflects.
Another example was when Sabine worked at AlphaPoint, a NYC based company that had an international remote workforce across APAC, EU, LATAM and the US. Since the entire remote organization met in El Salvador where we were supporting a major client — the El Salvadorian government — to roll out their national digital wallet, I organized a spa day for all female employees to meet at a fancy spa and we discussed issues within the company and other macroeconomic issues which we could potentially implement into the company going forward. As a remote workforce, everyone was working from different parts of the world and across time zones. Since it was a crypto company and we only had a handful of women, a few enthusiastic male employees joined us for a sun-soaked evening by the pool for massages, drinks and joined the discussions.
To support these initiatives, Sabine allocates a small budget for hosting events and encourages participation through gamification. She envisions expanding these efforts into the organization’s learning and development program, promoting peer learning and empowering employees to drive innovative projects. “We want to encourage and support creativity among our employees,” Sabine emphasizes.
Unveiling the Value of HR
Sabine believes that “HR brings invaluable insights to the table by delving beyond the numbers and Excel sheets, uncovering the underlying issues that impact organizational performance and competitiveness.
Leveraging data collected from various sources, including performance evaluations, exit interviews, and training records, HR professionals can diagnose root causes and advocate for necessary changes within the organization. “We serve as information brokers, uniquely positioned to understand the pulse of the organization more than any other department can,” Sabine asserts.
Through effective communication and relationship-building, HR professionals can gain a comprehensive understanding of employee perspectives and advocate for initiatives that address their needs and concerns. This, Sabine believes, is key to building trust and credibility within the organization. “Don’t underestimate the ‘sorcery’ of HR,” Sabine quips, acknowledging the nuanced blend of 1. possessing boldness and courage, 2. emotional intelligence and 3. analytical prowess required to navigate the complexities of human dynamics and its results within the workplace.
While acknowledging the potential of AI in streamlining HR processes and enhancing efficiency, Sabine emphasizes the importance of leveraging technology to augment, rather than replace, human capabilities. She envisions AI as a tool to support HR professionals in predicting workforce trends, analyzing employee sentiment, and crafting data-driven strategies to retain top talent and drive organizational growth. “I believe HR professionals should have exposure to the commercial side of business,” Sabine suggests. By understanding the intricacies of both human dynamics and business operations, HR professionals can identify opportunities for improvement and drive impactful change within the organization.
Embracing New Frontiers
Sabine’s career is defined by her passion for exploring new horizons and making a meaningful impact. I still have ex-employees who reach out to me with questions or just to remain friends. It is so rewarding when you know you have touched someone’s life and brought them some peace or happiness by choosing to show your sincerity and authenticity. We have to remind managers to let employees show up as their entire selves at work, which brings back the topic of belonging and culture. While she enjoys working across diverse global markets, Sabine is also eager to embark on new educational endeavors to further enhance her skills and knowledge. “I am ready to go back to school to learn something new,” Sabine shares. Considering in employment law and the emerging field of blockchain, crypto, and digital assets law, Sabine sees further education as an opportunity to broaden her perspective and experiences and explore new career pathways internationally.
Despite her enthusiasm for learning, Sabine remains selective about her career opportunities, emphasizing the importance of aligning with organizations that prioritize the development of the individual. “For me, it’s crucial to find leaders who embody good human values and prioritize the People agenda,” Sabine explains. “Without the right leadership in place, it’s not worth pursuing.”
In addition to her professional pursuits, Sabine is passionate about promoting social impact initiatives, particularly empowering single women and single mothers in Japan who hover at the poverty line without much government support. With a vision to provide them with opportunities for personal and professional growth, Sabine envisions creating her company in the skincare business someday to provide women with opportunities to develop into management roles while supporting their families. This means upskilling and training single moms in poverty into more emerging fields tailored to their interests and capabilities, while allowing them time and the freedom to take care of their families, ultimately empowering them to pursue fulfilling careers.