From factory floors to virtual offices, a new generation of HR visionaries is rewriting what culture and performance truly mean.
Across industries, from luxury performance icons like Ferrari, to innovation hubs like Ethos HR, to fintech disruptors like Zum Rails, people leaders are reshaping the way organizations think about leadership, culture, and connection.
In conversations with three dynamic HR leaders, we explored how they’re tackling generational shifts, hybrid work challenges, and fair compensation, while modeling the kind of emotionally intelligent leadership that defines the next era of business.
Simona Curci — Head of Lifestyle HR, Ferrari
Transforming Workplace Leadership Through Emotional Awareness and Multigenerational Understanding
At Ferrari, where engineering excellence meets human performance, Simona Curci brings her background as an organizational psychologist into one of the most revered cultures in the world. Based in Maranello, Italy, Ferrari is not only synonymous with speed and craftsmanship, it’s also a company in cultural evolution, emphasizing that “our talented individuals are our greatest resource.”
Curci focuses on creating environments where people perform at their best by emphasizing emotional intelligence, respect, and authentic connection. “When leaders let go of micromanagement, employees rise to responsibility,” she shared.
One of Curci’s core priorities is bridging generational dynamics. She noted that Gen Z enters the workforce with energy, expectations, and a more fluid workstyle, while Gen X comes from a culture where flexibility wasn’t always an option, and credibility had to be earned through results first.
“It’s not a clash,” she said. “It’s an opportunity for growth.”
According to recent workforce data:
The global workplace now spans five generations, each with distinct expectations for feedback, flexibility, and leadership.
77% of Gen Z employees expect their company to offer hybrid or flexible options, compared to 66% of Gen X.
Gen Z prioritizes learning, purpose, and belonging, while Gen X emphasizes reliability and work ethic. ([Deloitte, 2025])
At HIC Consulting, we specialize in creating immersive simulations and interactive leadership labs that help teams see, feel, and solve these dynamics in real time, bridging gaps between generations and unlocking empathy and understanding through experience.
Curci’s personal journey mirrors this shift: from being a workaholic to integrating mindfulness, reflection, and self-awareness into her leadership style. “You can’t pour into others if your own cup is empty,” she reflected.
Karin Kojima — CEO/Founder of Ethos HR
Redefining HR’s Strategic Role in the Era of Hybrid Work
At Ethos HR Labs, we partner with founders like true partners by shaping the people strategies, leadership models, and organizational rhythms that unlock scale. They go beyond traditional HR to help startups grow with purpose, clarity, and culture at the center.
As organizations navigate the tension between flexibility and visibility, Kojima is focused on intentional hybrid models that balance autonomy with connection. “Leaders can’t rush people back without purpose,” she said. “We need to explain the why, not just the when.”
According to data from the World Economic Forum and McKinsey:
75% of organizations now require some in-office presence, up from 63% just a year ago.
However, only 19% of employees with remote-capable jobs are fully back on-site; 55% remain in hybrid roles, and 26% are fully remote.
The biggest differentiator between successful and struggling return-to-office efforts isn’t policy,it’s leadership behavior, communication, and trust.
Kojima also advises startups on PEO (Professional Employer Organization) and HR Framework strategies, outsourcing HR, payroll, benefits, and compliance to a partner so early-stage founders can focus on growth. “A PEO gives access to benefits, reduces risk, and helps startups offer competitive packages before they’re ready for an internal HR team,” she explained.
Her mission is clear: to elevate HR from administrative to strategic, ensuring people operations sit at the center of innovation. She works with founders to design scalable compensation systems, level frameworks, and engagement programs that align culture with business goals.
Jelena Radecki — Head of People & Culture, Zūm Rails
Building Culture Through Fairness, Connection, and Strategic Adaptability
Based in Montreal, Zūm Rails is one of Canada’s fastest-growing fintech platforms, combining open banking with instant payments in one powerful solution. Following its $10.5 M CAD Series A, the company is rapidly expanding into the U.S. market and scaling its team.
At the heart of this growth is Jelena Radecki, who leads People & Culture with an approach grounded in psychology, transparency, and fairness. “Understanding human behavior is the key to organizational success,” she said.
One of Radecki’s current focuses is fair compensation, a topic that runs deeper than numbers alone as it reveals both her values and leadership philosophy. “Total compensation isn’t just a number,” she shared. “It’s how you show people they’re seen, valued, and respected.” “It’s the full experience an organization provides — title, growth opportunities, benefits, and the feeling of being valued and supported.”
Her team is building a new compensation structure backed by benchmark data to ensure equity across roles and geographies. According to a 2025 Mercer study, companies with transparent pay practices report 30% higher employee trust and 25% higher engagement scores, metrics that directly impact retention and brand reputation.
After recently returning from maternity leave, Radecki brings a renewed perspective on flexibility and inclusivity. “Work-life balance isn’t a perk, it’s a foundation,” she emphasized.
She also underscored the importance of adaptability and ongoing dialogue between leaders and teams. As I discuss in my upcoming leadership book, Supercharged Teams: How Every Manager Can Create a Culture of Excellence, agility and adaptability are core principles for organizational growth, especially as we approach 2026, where hybrid teams, AI integration, and rapid scaling will redefine what leadership looks like.
According to the World Economic Forum, 92% of HR leaders cite adaptability as the top skill for future managers, surpassing technical expertise or tenure. Radecki’s work at Zum Rails is a living example of that insight in motion.
The Common Thread: A New Era of Leadership
Across Ferrari, Ethos HR, and Zum Rails, one theme is unmistakable: HR is no longer a support function, it’s the strategic heart of business.
Today’s leaders blend psychology, data, and empathy to create cultures where trust, balance, and purpose drive performance. They’re architecting the future of work.
How HIC Consulting Supports This Evolution
At HIC Consulting, we help organizations activate these very principles. Through immersive management training, interactive simulations, and behavioral insights, we partner with leadership teams to transform culture from the inside out, helping them communicate better, lead with empathy, and navigate generational and workplace shifts with confidence.
Here’s How You Can Amplify My Work (3 Quick Actions):
Tell your HR team about the Supercharged Management Accelerator — a program designed to help managers at every level navigate organizational dynamics.
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