Leading Talent Development in a Multilingual Hybrid World at the National Bank of Belgium with Siska D’hoore

Andy Storch recently welcomed Siska D'hoore, Head of HR at the National Bank of Belgium, to The Talent Development Hot Seat podcast for an in-depth conversation about building inclusive, resilient, and future-ready HR practices in a uniquely complex environment. With over 20 years of experience across multiple continents, Siska shared actionable strategies for managing talent, embracing diversity, and designing development programs in a hybrid, multilingual workplace. Here are the key steps and insights from their discussion that you can leverage to elevate your HR and talent initiatives.

Embrace Career Journeys Beyond Traditional Paths
Siska’s HR journey is proof that great talent and leadership aren’t confined by traditional backgrounds. Trained as an engineer, she discovered a passion for HR after years in IT and organizational consulting. Her advice: Don’t be afraid to cross career boundaries. The skills you develop in other domains—organizational design, people management, process optimization—are invaluable in talent development. Encourage this mindset in your organization to foster a culture of growth and adaptability.

Prioritize Face-to-Face Engagement, Even in Global Teams
Having managed teams across Europe, India, and Latin America, Siska stressed the critical impact of face-to-face connections, especially across cultures. She found that visiting local sites—even when challenging—built trust and vastly improved collaboration. Whenever possible, invest in in-person opportunities to deepen relationships, onboard new colleagues, and strengthen partnerships, both locally and globally.

Create a Flexible and Inclusive Hybrid Work Model
The National Bank of Belgium’s hybrid work evolution is a lesson in data-driven, people-centric design. Rather than reverting to pre-pandemic norms or swinging to extremes, the Bank adopted a 50/50 in-office and remote model (with flexibility), based on extensive employee feedback. Regularly evaluating your organizational model and adjusting for personal circumstances—like quiet space at home or family needs—ensures that hybrid work works for everyone, not just a select few.

Enable Continuous, Connected Onboarding Experiences
Welcome new hires with a highly personalized onboarding program. At the National Bank of Belgium, onboarding is both comprehensive and community-oriented:

• New hires join peer groups, receive a warm welcome from HR, and are paired with a “godfather/godmother” mentor for real-world support.
• Onboarding stretches over two years and features both functional and cultural learning—like team-building events and organization-wide “TED Talks” introducing each department.
• Foster early internal networks that bind employees together for years to come, supporting belonging and organizational loyalty.

Champion Multilingualism and Cultural Nuance
In Belgium’s trilingual context (Dutch, French, and German), inclusive communication is essential. The Bank’s language policies ensure that presentations, conversations, and even performance reviews happen in the employee’s preferred language.

• Offer language learning and translation resources for all staff, and set expectations for leaders to be at least conversationally bilingual.
• Recognize that language is a critical component of true diversity, equity, and inclusion—just as meaningful as cultural background or identity.

Design Three-Tiered Leadership Development
Siska’s approach offers targeted growth opportunities for aspiring, new, and senior leaders:

• “Ambition to Lead”: Give future leaders a realistic preview of managerial responsibilities to assess fit and readiness.
• “Start to Lead”: Provide practical, just-in-time learning on people management, coaching, compliance, and operational know-how.
• Senior Leadership Development: Facilitate peer learning and networking, with an annual leadership day and small-group sessions that promote shared problem-solving.

Broaden Diversity, Equity, and Inclusion Beyond Gender
While the Bank’s DEI journey began with closing the gender gap, Siska and her team quickly recognized the importance of a broader approach:

• Proactively support employees with disabilities—including invisible or neurodiverse differences—through testimonials, open dialogue, and accessibility resources.
• Back dedicated employee networks for LGBTQIA+ colleagues, and foster open, visible support, such as participating in local and international Pride events.
• Tackle generational diversity, facilitating intergenerational dialogue that engages and values all ages without controversy.

Make Career Development Transparent and Dynamic
Internal mobility is front and center in the Bank’s approach:

• All roles are posted internally first, keeping opportunity top-of-mind for employees.
• Experiment with project marketplaces and temporary assignments so employees can gain new experiences without changing roles permanently.
• Collaborate internationally to enable short-term exchanges, building skills and widening networks.

Safeguard Data and Responsible Innovation, Especially with AI
As a highly regulated, risk-averse organization, the Bank takes a cautious, compliant approach to introducing AI, using it for low-risk areas like e-learning creation. The lesson: Balance innovation with security and regulation requirements, especially in finance and public sector roles.

Be Intentional About Social Cohesion
After adopting hybrid work, spontaneous workplace interactions dissipated. Siska’s advice: Leaders must proactively create opportunities—like team days and shared lunches—to maintain connection and trust within teams, especially during onboarding or amid organizational change.

Building a talent strategy in a complex, multilingual, and regulated environment requires intentionality, flexibility, and a relentless focus on inclusion. By following Siska D’hoore’s example—valuing diverse perspectives, meeting people where they are, and supporting growth at every stage—you can future-proof your HR and learning programs for lasting impact.

Tune in to the full episode of The Talent Development Hot Seat podcast for even more actionable strategies from Siska D’hoore’s remarkable HR journey!