Bronwyn's transition from law to leading HR initiatives has showcased her unwavering dedication to justice in numerous ways.
When one thinks of career trajectories, the leap from the courtroom to the boardroom is not typically the first to come to mind. Yet, Bronwyn Murray, group HR executive at Omnia, has precisely taken this path, transitioning from a career in labour law to a prominent role in human resources.
Bronwyn’s introduction to the field of human resources was anything but conventional. “I’m a qualified attorney,” she shares. Initially practising labour law, Bronwyn represented both employers and senior executives in various disputes. Her passion for human rights and justice drove her ambition to become a judge. However, a serendipitous encounter during a labour dispute case led to an unexpected career pivot.
“A client, whom I was representing in a dispute against a former HR executive, suggested I consider a career in HR,” Bronwyn recalls. This offhand suggestion planted a seed, prompting her to explore the corporate world from a different angle.
Despite her initial reservations, she took a leap of faith, moving into an executive HR role at an agricultural company. “I found my passion, which was actually assisting people in reaching their potential and growing,” she says.
Bronwyn’s legal background provided a unique lens through which she viewed HR challenges. “The benefit of being an attorney is that you see things from a strategic and risk management perspective, but also process-driven,” she explains.
Transitioning into HR enabled her to leverage her legal expertise across strategic business operations, spanning from labour disputes to talent management and development.
At Omnia, a company known for its complex operations in chemicals, fertilisers, and explosives, Bronwyn has found a diverse environment that constantly challenges and excites her. “Omnia is a purpose orientated company which is really passionate about people development,” she says.
This commitment is reflected in their comprehensive development programmes, which span from graduate training to executive leadership programmes. “We look at development across the employee lifespan. So, a lot of work that we do is with graduates that have studied within certain spaces such as chemical engineering, agronomists with agricultural qualifications, studies relevant to the mining sector and such. We also run programmes with employed and unemployed people, especially within some of the rural areas that we operate in for mining. These are more for building capacity, teaching people skills such as blasting certification. We also have leadership programmes tailored to our senior, middle to junior management, and emerging leaders as well. We have several collaborations with different universities on certain key processes in that regard.”
The broader impact of HR
At Omnia, the HR strategy is deeply intertwined with the company’s commitment to innovation and sustainability. “Our purpose innovating to enhance life, together creating a greener future, is embedded in our corporate intent,” Bronwyn says. This guides their educational initiatives and community development efforts. “Education is core to who we are, and it’s linked to our purpose of creating a better future,” she adds.
From providing practical skills training in rural areas to partnering with universities on advanced research, Omnia’s HR initiatives aim to uplift both employees and the wider community. “We want to give people the capacity to innovate and create a good future,” Bronwyn states, reflecting her belief in the transformative power of education and development.
Bronwyn’s career journey from a labour lawyer to an HR leader is a powerful reminder of the diverse paths one can take towards finding their true calling. Her story is not just about changing careers, but about integrating diverse experiences to make a meaningful impact. At Omnia, Bronwyn has found a platform where her legal expertise, passion for human rights and commitment to development converge, allowing her to drive significant positive change both within the company and in the broader community.
Overcoming challenges and learning curves
Moving from law to HR was not without its challenges. “The learning curve from law to HR involved a complete mindset change,” Bronwyn admits. Understanding business strategies, commercial jargon, and governance structures required a significant adjustment. “It was a huge development curve for me, understanding how businesses operate and what makes an investment viable,” she reflects.
Despite these challenges, Bronwyn found the journey rewarding. “What I found fascinating at Omnia is the complexity involved in producing fertilisers and explosives,” she notes. This intricate understanding of the business processes and the impact they have on communities and economies added depth to her role.
A significant part of Bronwyn’s role involves balancing the needs of Omnia’s diverse workforce, which includes factory workers, professionals, engineers, and scientists. “You have to be mindful that you are managing and supporting very different workforces,” she says. This requires a tailored approach to communication, workforce arrangements, and development opportunities.
Omnia’s efforts in this area are comprehensive. The company runs a Future Fund, providing bursaries to employees’ children for education at all levels, from primary school to tertiary education. “It’s meeting employees where they have a need, but also encouraging continuous development,” Bronwyn explains. Additionally, Omnia’s STEM bursary scheme targets science, technology, engineering, and mathematics students, building a pipeline of future talent for the company.
Personal passions and professional purpose
Bronwyn’s dedication to her work is matched by her commitment to her personal passions and family. “In my downtime, I love travelling and spending time with my sons,” she shares. Gardening and cooking are also among her favourite activities, providing a therapeutic balance to her busy professional life.
Her journey from law to HR has been driven by a core belief in purpose. “I am very purpose-driven and purpose-orientated,” she emphasises. This philosophy is evident in her approach to HR, where she sees her role as being not just about employment, but about making a broader impact on communities and individuals’ lives.
