Q&A with Sairan Aqrawi on HR and Preparing for the Future

Sairan Aqrawi is both an engineer and business strategist, dedicated to helping individuals and organizations unlock their full potential through a powerful blend of technical expertise and strategic business insight. With a focus on transforming midlife in just 28 days, Sairan empowers her clients to gain clarity, take bold, decisive action, and achieve meaningful, measurable results that last.

Her unique approach combines the precision of engineering with the foresight of business strategy, enabling leaders to make smarter, more impactful decisions that drive both operational efficiency and sustainable growth. Sairan works with clients to create custom solutions that seamlessly align technical capabilities with overarching business goals, fostering innovation and setting the stage for long-term success.

Whether individuals are navigating a career transition, or organizations are looking to optimize their business operations, Sairan’s guidance ensures that they take purposeful, well-informed steps toward their desired outcomes. Through her strategic coaching and hands-on expertise, her clients transform their challenges into opportunities, turning midlife into a powerful launchpad for lasting personal and professional success.

In this Q&A, we speak with Sairan about her journey into coaching, the biggest challenges in HR today, and how organizations can better support workforce transitions, leadership development, and career growth. You can also follow and connect with Sairan on LinkedIn at https://www.linkedin.com/in/sairan-aqrawi-m-sc-993bb61a3/.

I actually started out in engineering, which really helped me develop a strong problem-solving mindset and systems-thinking approach. But over time, I realized that my real passion was in leadership, coaching, and mentoring, especially helping midlife women unlock their hidden talents.

That realization led me to transition into business coaching, where I help women launch successful side businesses. One moment that really solidified my mission was mentoring a mid-career professional who turned a lifelong hobby into a thriving business. Seeing that transformation firsthand was incredible and reinforced why I do what I do.

For me, it’s all about helping people unlock their untapped potential, especially midlife professionals who feel stuck or think they’ve already hit their peak. A lot of them have spent years—even decades—building expertise, but they don’t always recognize just how valuable their skills are beyond their current roles. I love helping them shift that mindset and take action. 

One client, for example, was really hesitant about starting her own consulting business. She doubted her abilities and felt like stepping outside her comfort zone was too risky. But over 28 days, we worked through her strengths, built a strategy, and took small but meaningful steps. By the end of the program, she landed her first paying client, and that one win completely transformed her confidence.

Those are the moments that keep me going, helping people move from self-doubt to real success. It’s not just about launching businesses; it’s about showing people that so much more is possible for them at this stage in life.

One of the biggest challenges HR leaders face is finding the right balance between automation and human connection. AI and digital tools are making HR processes more efficient, from hiring to workforce restructuring. But in some cases, companies rely so much on automation that they lose the human touch during sensitive situations like transitions.

I’ve seen companies handle layoffs entirely through automated emails, and it’s just not the way to do it. Employees are left feeling disconnected, undervalued, and frustrated. That kind of approach damages company culture and employer branding in the long run. The best HR leaders understand that while technology is a great tool, empathy and clear communication should always come first.

At the end of the day, the challenge isn’t just about adopting new tech. It’s about making sure digital transformation doesn’t strip away the human side of HR. The best leaders know how to integrate automation without losing the personal connection that makes a workplace thrive.

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One project that really stands out for me was designing a leadership development program for mid-career women moving into entrepreneurship. We focused a lot on building confidence, identifying business strategy, and turning existing skills into profitable businesses.

One participant had just been laid off and was feeling completely lost. Within a few months, she took what she had learned, started her own coaching business, and found success. Seeing her go from uncertainty to full confidence in herself was an incredible experience.

HR has shifted dramatically in just a few years, and one of the biggest changes is the move toward flexible work. Hybrid and remote models are now the norm, which has forced companies to rethink not just where work happens, but how they keep teams engaged and productive.

Another huge shift is the focus on employee well-being. Mental health and work-life balance aren’t just nice-to-have perks anymore; they’re essential for keeping employees happy and retaining talent. More companies are investing in benefits such as wellness programs, flexible work policies, and resources that support long-term employee health.

We’re also seeing a major shift toward skills-based hiring. Companies are realizing that talent isn’t just about degrees; it’s about real, practical skills. A friend of mine transitioned from hospitality into tech without a formal degree. She used online courses, self-study, and mentorship to land a competitive role. This kind of career pivot is becoming more common, and it’s changing the way companies think about hiring.

At the core, HR is moving toward flexibility, well-being, and skills-first hiring, all of which are reshaping the modern workplace.

Employee retention and engagement are huge challenges right now. People aren’t just looking for a paycheck anymore. They want growth, purpose, and work-life balance. If companies don’t offer that, they risk losing their best people.

I worked with a company that was struggling with high turnover, especially among mid-career employees. After digging into employee feedback, it became clear that people felt stuck in their roles with no clear path forward. So the company introduced structured career growth plans, mentorship opportunities, and professional development programs. As a result, retention improved and employee satisfaction went way up.

HR leaders today need to do more than just offer competitive salaries. They have to create workplaces where employees see a future for themselves. That’s what keeps people engaged and invested in the company long-term.

Over the next decade, career transition and outplacement services are going to become more personalized and tech-driven. AI-powered career coaching, virtual networking, and data-driven job matching are already starting to change the game.

But no matter how much tech evolves, soft skills will always be important. The ability to adapt, communicate your value, and build a strong personal brand will set people apart in an increasingly competitive job market. Those who master storytelling, like framing their experiences and skills in a compelling way, will have a real advantage.

Companies will also need to invest more in continuous learning so that employees can upskill and pivot as industries evolve. The future belongs to those who embrace lifelong learning and career agility.

My biggest advice? Stay agile. The workplace is changing faster than ever, and rigid policies just don’t work anymore. Successful HR leaders are the ones who embrace change, whether that’s integrating new technology, rethinking hiring strategies, or implementing flexible work policies. To stay ahead, HR leaders need to be proactive, strategic, and willing to adapt. The ones who foster flexibility will be the ones who thrive.

If you’re early in your HR career and want to step into leadership, focus on building strong relationships and developing a strategic mindset. When I started out, I thought technical expertise was the most important thing. I quickly learned that the best HR leaders are the ones who can communicate, influence, and think long-term.

I mentored a junior HR professional who started in an admin-heavy role. Instead of just sticking to her assigned tasks, she took initiative by volunteering for diversity and inclusion projects, building relationships across teams, and seeking out leadership opportunities. Over time, she moved into a leadership role and made a real impact on workplace culture.

The key is to take action. Find mentors, get involved in high-impact projects, and never stop learning. Leadership isn’t about waiting for a title; it’s about stepping up, making an impact, and showing that you’re ready to lead.

We loved getting to work with her, and you would too. Make sure to reach out to her with the contact information listed above.

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Cynthia Orduña

Cynthia Orduña is a Career and Business Coach with a background in recruiting, human resources, and diversity, equity, and inclusion. She has helped 50+ companies around the world hire and retain talent in cities like LA, SF, NY, Berlin, Tokyo, Sydney, and London. test She has also coached over 300 people, from entry to senior levels, in developing their one-of-a-kind career paths, Her work has been featured in publications such as Business Insider, The Balance Careers, The Zoe Report, and more. To learn more you can connect with Cynthia on LinkedIn.