Dymphna Conlon is the People & Organisation Development Manager at Suretank Ltd. Suretank serve key sectors including Marine, Energy, Industry, and Infrastructure by delivering sustainable, future-ready engineering solutions around the globe. Suretank is a global team of innovators dedicated to designing, engineering, and delivering premium, certified products built to perform in the world’s most demanding environments.
We asked Dymphna to share her thoughts on HR, her career and the challenges facing her and Suretank.
HRHQ: Tell us about your career journey and what originally attracted you to a career in HR?
Dymphna Conlon: My path to Human Resources has been shaped by diverse experiences and a growing passion for people and organisational development. I began my career in Boston’s legal sector, working in real estate and litigation before moving into corporate law at a global organisation, gaining exposure to executive leadership and sparking an interest in strategic business development.
After 16 years in Boston, my family and I returned to Ireland, where I embraced a community-focused role, leading training initiatives and authoring accredited modules. It was here I discovered my passion for empowering individuals through learning and development. Motivated to combine this with my legal and corporate experience, I studied Human Resources at night-school while balancing work and motherhood, strengthening my expertise in employment law and HR.
I then spent seven and a half years with an engineering firm, growing the HR department as the company expanded globally, which in turn, solidified my love for strategic HR leadership. Since February 2023, I have been with Suretank, continuing to foster growth, enhance culture, and align people with purpose, reflecting my belief in the transformative impact HR can have on both individuals and organisations.
HRHQ: What has been the most significant change in the HR world since you began your career?
DC: Since the start of my career, the most transformative shift in Human Resources has been its evolution from a traditionally administrative function to a strategic cornerstone of business leadership. While global events like the COVID-19 pandemic accelerated trends such as flexible working and employee wellbeing, the deeper and more enduring change lies in how organisations now perceive the value of HR.
Historically, HR was viewed largely as a cost centre. Today, in forward-thinking companies HR is recognised as a vital strategic partner. It has earned its place at the leadership table, actively shaping long-term business strategy and driving organisational vision.
HRHQ: What is the most important HR challenge facing you currently?
DC: One of the most pressing challenges in HR today is navigating the pace of change while safeguarding the authenticity of organisational culture. Businesses are evolving at unprecedented speed driven by digital transformation, global expansion, flexible work models and shifting workforce expectations. In this landscape, HR is expected to be agile, responsive, and future-focused.
But agility alone is not enough. The real challenge lies in staying grounded amidst the change. It’s not just about rolling out new systems or adopting the latest technologies, it’s about ensuring that people remain at the heart of every decision. For HR leaders, this means designing frameworks that are flexible yet meaningful, scalable yet human.
HRHQ: From an employee’s perspective, what does a great HR service mean?
DC: A great HR service is about being human and that is not just a play on words. At Suretank, we take this even further by calling our department People and Organisation Development, because what we do goes far beyond policies and paperwork. It is about fostering growth, building genuine connections, and creating a workplace where people feel empowered to thrive.
In some organisations, HR is invisible until there is a problem and that can create fear or mistrust. But it should not be that way. HR should be a visible, approachable presence to support, guide, and advocate for fairness and transparency at every turn. A great HR service ensures that employees feel genuinely heard, respected, and valued. It’s about having a trusted partner who understands both the strategic goals of the business and the human experience at work. At its best, HR helps shape a workplace that feels like a true community.
HRHQ: How should HR professionals design their career and how much can you realistically career plan?
DC: It is important not to pigeonhole yourself into one niche too early. Instead, aim to build a broad foundation by gaining experience across various HR disciplines. This diversity not only strengthens your skillset but also helps you discover where your true interests and strengths lie. While long-term career planning is valuable, flexibility is key. The HR landscape is constantly evolving, influenced by changes in legislation, technology, and workplace culture. Staying informed about employment law and upcoming regulatory shifts is essential not just to remain compliant, but to anticipate future trends and position yourself strategically.
HRHQ: What advice would you give a person at the start of their HR career?
DC: Be prepared for variety, HR is one of the most dynamic roles in any organisation. The ability to multitask and adapt quickly is essential, as no two days are ever the same. You will be juggling everything from policy updates to sensitive employee issues, often all in one afternoon. Agility and resilience are key!
Your personality matters just as much as your skill set. While technical knowledge can be taught, qualities like empathy, discretion, and emotional intelligence are what truly set great HR professionals apart. You work closely with people, often during pivotal moments in their careers, so being approachable and trustworthy is vital.
There is no universal playbook in HR, every situation is unique, and experience is your best teacher. Stay curious, ask lots of questions, and seek out opportunities to learn across different areas of the field.
HRHQ: What soft skills do you believe are key to progressing your career?
DC: Strong communication is essential in HR and indeed all areas of business, but it goes far beyond simply sending an email or having a conversation. True communication means ensuring your message is clearly understood, and that it reflects fairness, transparency, and purpose. Misunderstandings can easily arise, so clarity and consistency are vital.
Equally important is the ability to lead and influence. Leadership is not just for those with formal titles it is about inspiring trust, fostering collaboration, and aligning people with a shared vision. That’s why we recently introduced a leadership development programme at Suretank, focused on engagement, alignment, and performance. It equips managers with the tools to stay connected to company strategy and communicate it effectively across their teams.
HRHQ: What experiences should HR professionals try to get as they build up their CV?
DC: I have always believed in staying grounded and proud of where I started. Every role I have held has contributed something valuable to my journey, whether it was a new skill, a deeper understanding of people, or a fresh perspective on business. HR professionals should aim to build a diverse portfolio of experiences across different industries and functions. Exposure to areas like employee relations, recruitment, learning and development, and change management will help you become well-rounded and adaptable.
Education is important, but the combination of learning, hands-on experience, and hard work truly shapes your career. Above all, never lose sight of the human element. Employees want to feel respected, valued, and heard. As HR professionals, we have the privilege and responsibility to create environments where people feel engaged and motivated.
HRHQ: What are you most proud of in your career?
DC: Like many HR professionals, I look back on the COVID-19 crisis as a defining moment. It was a time of immense uncertainty, and yet it revealed strengths I didn’t know I had. I discovered I could remain calm under pressure, think creatively without a clear roadmap and adapt quickly to changing circumstances, often overnight. Planning became instinctive, and anticipating the needs of both our employees and customers was critical.
HRHQ: What is the best part of your job?
DC: The most rewarding part of my job is the daily interaction with people whether it is supporting employees, collaborating with managers, or working alongside our leadership team. Every conversation is an opportunity to build trust, solve problems, and contribute to a shared vision. I am fortunate to work with passionate, dedicated individuals who are all moving in the same direction and that sense of unity makes the work incredibly fulfilling and an enjoyable place to work.
HRHQ: What do you think the Future of Work is?
DC: The Future of Work is being shaped right now. The workplace is agile, people-centric, and purpose-driven. The traditional boundaries of work are dissolving, making way for more flexible, inclusive, and collaborative environments. Technology will continue to play a major role, but it’s the human element, culture, leadership, and connection that will define success.
HR are no longer support functions; we are strategic drivers of innovation and resilience. I see the future as one where organisations invest deeply in their people, empower cross-functional teams, and build cultures that thrive on adaptability and trust. We are not just preparing for the future we are actively designing it with sustainability and employee wellbeing at the core.
HRHQ: Many thanks Dymphna for taking part and we wish you and Suretank the very best for the future.
