Manuela Wendland, CHRO at the BKW Group, talks about the topics that really move HR at the moment. In our series «10 questions for...», HR managers from Switzerland give an insight into their priorities, challenges and perspectives.
1. HR credo: What is your personal HR credo in one sentence?
HR is successful when it enables performance, accelerates development and systematically ensures fairness.
2. Culture in one sentence: If your culture were a dish - what would it be?
A cheese fondue: The cheese in the pot is the stable core - reliable and unifying. At the same time, you can decide every day what you want to add to it and what you want to dip into it. In this way, the dish remains constant and yet adaptable.
3. Tool diet: Which tool would you cut out today to gain focus?
No single tool. The real problem is the multitude of tools used in parallel. Each one is useful in its own right, but together they create complexity and a loss of focus. A small, clear number of tools would simplify many things. However, getting there is challenging.
4. AI in HR: Which AI-supported tool do you prefer to use - and why?
ChatGPT. The tool helps me to find answers quickly or even just to develop a new approach.
5. HR with added value: Can you give a specific example where HR has made a measurable difference?
Measurable HR added value can be seen in lower headhunter costs through more efficient Recruitment and in higher employee engagement through targeted initiatives - both classic but very effective levers.
6. Key figures with meaning: Which one HR key figure do you really track on a weekly basis - and why exactly this one?
HR key figures are essential. However, I deliberately don't track a single HR KPI on a weekly basis because HR works with people and cultural changes - and this effect only makes sense in the medium to long term.
7. HR agenda 2026: Which topics are at the top of your HR agenda for 2026?
A key topic for 2026 for me is conducting an employee survey. I believe it is fundamental to have a clear understanding of the company's strengths and weaknesses - and to do so consistently from the perspective of the employees. This feedback forms the basis for further targeted projects. At the same time, we are working intensively on a shared culture of leadership and values. This creates identity, orientation and therefore security for all employees at BKW.
8. HR revolution: If you could completely rethink HR: How would you revolutionise it?
I wouldn't call it a revolution. HR has undergone a necessary and healthy transformation in recent years - away from a primarily administrative function to a genuine sparring partner for the business. In my view, this journey is not yet complete and must be continued consistently. This includes HR further expanding its strategic importance and being represented where key decisions are made. This perspective is still lacking in many places, especially on boards of directors.
9. Looking to the future: What will HR look like in 10 years - what will change fundamentally?
In the next ten years, HR processes will increasingly be taken over by Technology. Routine tasks, administration and standard processes will be largely automated. This will shift the focus of HR even more towards the actual added value: strategic topics such as leadership culture, organisational development and change management. HR will manage less and empower, challenge and moderate much more.
10. Recommendation: Which book, podcast or film has recently inspired you and would you recommend?
I found "Outlive" by Peter Attia very inspiring. The book encourages you to think more long-term - about health, performance and responsibility for yourself. Many of the ideas can be applied to sustainable leadership and work ability.
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