In an era where workplaces are evolving at lightning speed, Layal Abou Ghanem stands out as a transformative force in the HR and organizational development space. As the Organizational Development Manager at C.A.T. Group and Co-Founder of Solutions for Training and Consultancy (STC), she champions a human-centered approach that blends data-driven insights with empathy and purpose.
With over 15 years of HR leadership experience, Layal has shaped dynamic workplaces across industries most notably in the high-stakes arena of greenfield healthcare projects. In this interview, she opens up about the power of alignment, the strategic use of data, and her vision for building agile, resilient organizations that put people at the core.
Where It All Began
We started the interview by asking, “What inspired your passion for people-centric HR strategy, and how has it evolved over your career?”
Layal Abou Ghanem replied, “My passion for people-centric HR began early in my career when I saw firsthand how empowered employees could drive extraordinary outcomes. Over the years, I’ve learned that HR is more than compliance or policy—it’s about shaping a culture that values purpose, transparency, and growth. I believe people thrive when they feel connected to the organization’s mission. That belief has evolved into a strategy: always align people, purpose, and process. Whether it’s performance frameworks or leadership programs, I ensure each initiative reflects this alignment. Today, with more data at our fingertips, we can also make smarter, more empathetic decisions. But even with analytics, the heart of HR remains human. My goal has always been to build workplaces where people feel seen, heard, and driven to do their best—not because they have to, but because they want to.”
Effective Leadership
How do you define effective leadership in the context of organizational development?
Layal Abou Ghanem replied, “Effective leadership, to me, is all about clarity, courage, and connection. In organizational development, it’s not just about setting the vision—it’s about bringing people along with you. I believe great leaders listen more than they speak. They create spaces where others feel safe to share, challenge, and contribute. That’s when true development happens—when people are part of the change, not just subject to it. I’ve also learned that consistency is key. Whether you’re building a new competency model or rolling out a culture initiative, leaders must lead by example. Their behavior sets the tone. I’ve had the privilege to work with leaders who embody this and teams that mirror that energy. Leadership isn’t about control—it’s about trust and alignment. When leaders and teams are aligned, transformation becomes not just possible, but sustainable.”
When Change Became Transformation
Can you share a moment when you knew STC was making a real impact?
Layal Abou Ghanem replied, “One moment that stands out is when we helped a mid-sized healthcare organization prepare for international accreditation. They were overwhelmed, with limited systems and no clear structure in place. At STC, we didn’t just deliver a checklist—we partnered with them to co-create a customized HR framework, align leadership goals, and empower staff with practical training. Within months, we saw a cultural shift: communication improved, accountability increased, and employees began owning their roles with confidence. The organization not only passed their accreditation—they exceeded benchmarks. That was the moment I knew STC was more than a consultancy. We were creating meaningful change. Seeing people feel proud of their work and realizing their potential—that’s the real impact. Our work is about building foundations that continue to grow long after we’ve stepped out. It’s incredibly fulfilling and reminds me why I started STC in the first place.”
Breaking the Stereotypes
What’s the biggest misconception about HR you’d like to change?
Layal Abou Ghanem replied, “One of the biggest misconceptions is that HR is just an administrative function—focused on hiring, firing, and handling paperwork. That couldn’t be further from the truth. HR, when done right, is a strategic partner in every aspect of business growth. We influence culture, drive performance, support innovation, and shape the future workforce. I’ve worked with executives who now see HR as essential to organizational resilience, especially after experiencing the results of people-aligned strategies. HR isn’t just about rules—it’s about relationships. It’s not just compliance—it’s culture creation. When HR is brought to the leadership table from the beginning, everything improves—from recruitment to retention, from engagement to impact. I always say: the real power of HR lies in its ability to make organizations more human and more high-performing at the same time.”
Balancing Innovation with Intention
Lastly we asked, “How do you stay grounded and inspired in such a fast-evolving HR landscape?”
“Staying grounded in HR means never losing sight of why we do what we do—people. Despite the tools, trends, and tech constantly changing, the core of our work is still about human connection. I stay inspired by learning continuously—from my teams, clients, and the community. I’m also deeply involved in professional networks and forums, where we exchange insights and explore new ideas. But most of all, I stay energized by impact—when I see someone grow, a team transform, or an organization evolve because of something we co-created, it reminds me why I started this journey. I also make time for reflection—stepping back helps me see the bigger picture. Balancing purpose with self-awareness is key in HR. It’s not just about leading others; it’s about leading yourself with clarity and compassion. That’s what keeps me moving forward, no matter how fast the world moves around me.” Layal Abou Ghanem concluded
Connect with Layal Abou Ghanem on LinkedIn
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