Welcome to October’s NAVBLUE Employee Spotlight Feature!
We’ve created these stories with the goal of shining a spotlight on the pivotal role our employees play in the tech and aviation field, their journeys so far, and how NAVBLUE aims to create an innovative and inclusive workforce with their help.
Today we are sharing the story of Alexa Jorgensen, Human Resources Business Partner (HRBP) in Hersham, United Kingdom.
Fun Facts
- She grew up on a wine farm in South Africa 🍇🌿
- Her favourite holidays involve adventure and usually somewhere remote 🏕️🌎
- 9 weeks ago she had never run more than 5km and next week she is doing a half marathon (21km)👑🏃🏼♀️
Q&A
–Thank you for joining us, Alexa! Can you share a bit about your background?
Thank you for reaching out, the Employee Spotlight feels like a great honour!
I moved to the UK in my early twenties and started my career in hospitality, where I would run large conferences and events such as weddings. Whilst I loved it, the hours were gruelling. So after 6 years, I decided I wanted a more 9 to 5 job so I joined NAVBLUE. I worked in the CX department and also did NAV+ delivery. I quickly fell in love with the company and its people so what was meant to be a fixed term contract covering maternity leave, I found myself staying and had the privilege of working in numerous departments. Enroute, Aerodromes, Charts, Production Manager in NAV+, Databoost, Business Improvement and finally, 14 years later, in Human Resources.
This journey has shown me the value of internal growth, how continually stepping into unfamiliar roles keeps work stimulating and builds adaptability. It feels strange to think that I have been here for so long, but by changing roles every few years has maintained that excitement and passion as if it were always my first day on the job.
-Can you tell us, in brief, what an HRBP is and what that role entails within NAVBLUE?
Our main objective is to “make NAVBLUE a top performing and attractive company thanks to its people”.
We each have our own country of responsibility where we ensure we stay up to date with the latest employment laws and regulations and ensure compliance, however, we get to do so much more. As NAVBLUE HRBPs, we are fortunate to have the opportunity to work on a broad scope of initiatives and activities throughout the business. We dabble in recruitment, compensation and benefits, employee engagement, Diversity & Inclusion and so much more. It keeps the role super dynamic and no day is ever the same.
Above all, and back to our main objective, our people! Our focus is on more than just operational or strategic tasks. It’s on the individuals behind every role. Our people play a huge part in what makes NAVBLUE great!
-This month we observed World Mental Health Day. This year’s campaign theme is Mental health at Work. Why do you think it is crucial to ensure a safe, healthy working environment?
We spend so much of our time at work and in this VUCA (Volatile, Uncertain, Complex, Ambiguous) world we live in, we need to do what we can to create stability, a sense of belonging and a safe and supportive environment which directly impacts employee wellbeing. By doing this, we can hope for lasting positive effects on both mental and physical health.
Mental Health and productivity are deeply connected. People who feel mentally well and supported tend to be more engaged, creative and productive. When you feel safe and respected, you are more likely to bring your best selves to work which benefits everyone involved.
To sum up, prioritising mental health at work isn’t just a trend, it’s a foundational aspect of a successful, sustainable, and responsible workplace. It benefits employees’ wellbeing, enhances productivity, and builds a strong, positive organisational culture.
-How does NAVBLUE support its employees in terms of mental health?
NAVBLUE has come leaps and bounds in terms of support. We have two trained mental health first aiders, with hopefully more coming soon. In July we launched a One Wellbeing App which is available to all employees. It has great resources for educating ourselves, helpful coping strategies as well as an Employee Assistance Program (EAP). We also publish a monthly Wellness & Unity newsletter which focuses on wellbeing as well as Diversity & Inclusion, and recently we hosted an open door session on Mental Health in the Workplace.
The biggest thing NAVBLUE is doing to support its employees is to help remove the stigma associated with mental health. By sharing knowledge and educating our peers, we hope to create an environment where employees feel safe, supported and encouraged to prioritise their mental wellbeing.
-How can we take care of our mental health at work?
NAVBLUE can throw every resource and support network in the mix, but it is up to us as individuals to take care of ourselves too. It is important to establish clear boundaries between work and personal life. Set your office hours in your calendar, make sure to take your lunch break and avoid looking at your work phone and emails over the weekend.
Know that you can speak up about how you are feeling and do this at the earliest stage possible so as to not let it fester and evolve into something more unmanageable. Simple techniques like mindfulness, deep breathing exercises, or even short walks during breaks can help reset and refresh our minds, especially during a demanding workday.
-And how can we support our colleagues?
Empathy. Patience. Compassion. Support. Confidentiality.
Whilst I appreciate these sound like ‘HR buzzwords’, they really are the best ways to support your colleagues. Try and imagine what your colleague might be going through. Respect their privacy, but offer support by taking a task off their hands or offering a non-judgemental ear to hear them out.
Another key to supporting our colleagues is to be mindful of the language we use. There is still so much stigma around mental health and by devaluing how someone feels, or using terminology which may cause offence, can cause our colleagues not to want to speak up or feel supported.
– If someone is having a tough time at work, what advice would you give them?
We are all unique and, therefore, we respond differently to situations and circumstances. And that’s totally ok. I would suggest they take a step back and try to identify the specific source of what is making it a tough time. Once this is clearer, I would encourage them to prioritise self care. And I don’t mean checking into the nearest spa, but even a walk with a friend or colleague to temporarily remove themselves from the stress and sometimes just talking it out with someone can really help. In the UK we would call this a ‘vent’ or a ‘rant’.
Don’t be too hard on yourself as we are often our own worst enemy or critic. Be patient and do what you can, when you can. Lean on your support network of friends, family or co-workers.
Use the wellbeing resources available to you but, most importantly, remember that this does not replace speaking to trained medical professionals.
All Wellbeing resources can be found HERE
