Leading Transformation with Purpose and Innovation
Executive Vice President Human Resources, Infrastructure and Sustainability,
Henkel
Change is inevitable, but true transformation requires vision, courage, and the ability to bring people along for the journey. For Sylvie Nicol, Executive Vice President of Human Resources, Infrastructure, and Sustainability at Henkel, leadership is about fostering an entrepreneurial corporate culture, embracing digitalization, and ensuring sustainability remains at the core of every decision. Her career, spanning nearly three decades at Henkel, is a testament to adaptability, forward-thinking leadership, and an unwavering commitment to people.
Sylvie’s journey began in marketing, a world she once believed would define her career. She joined Henkel in 1996 as a brand manager in the Beauty Care division in France. But her curiosity and desire to make a greater impact led her into sales leadership, where she discovered a passion for business strategy, financial responsibility, and leading high-performing teams. Her transition into human resources was a natural progression. “The more I learned about leadership, the more I realized the power of HR in shaping not just careers but entire organizations,” she reflects. Moving from France to Henkel’s global headquarters in DĂĽsseldorf, she took on increasingly influential HR roles, culminating in her appointment to the Management Board in 2019. Today, she oversees HR, infrastructure, and sustainability for a company with 48,000 employees worldwide, leading transformation efforts that prepare Henkel for the future while staying rooted in its values.
Sustainability is a defining pillar of Sylvie’s leadership. She is deeply committed to embedding sustainable practices in Henkel’s operations, not only through innovative products but also in the way the company functions internally. From reducing carbon footprints in production to evaluating the environmental impact of consumer product usage, she champions sustainability as both a responsibility and a business imperative. Equally crucial is her commitment to diversity, equity, and inclusion. She spearheaded Henkel’s initiative to provide eight weeks of fully paid parental leave worldwide, regardless of country-specific policies. She has also driven efforts to ensure inclusive leadership across the company, launching training programs on unconscious bias and fostering gender equity at all levels of management. “A strong and inclusive leadership culture creates an environment of trust and transparency that empowers decision-making and embraces entrepreneurial energy,” she asserts.
From her early days in marketing to leading global HR strategies, Sylvie Nicol’s career is defined by a relentless drive to innovate while staying true to core values. Whether it’s pioneering digital transformation, championing sustainability, or fostering a more inclusive workplace, she believes leadership is about creating lasting impact. “A career is not something that just happens to you,” she says. “It’s about taking ownership, embracing change, and shaping the future—both for yourself and for those you lead.” With this philosophy, she continues to shape not just Henkel’s trajectory but also the broader corporate landscape, proving that with the right leadership, transformation is not just possible—it’s inevitable.
For Sylvie, the future of business lies in a dual focus: agility and cultural strength. “If we want to remain competitive, as a company we need to change continuously — that starts with our organizational culture, but ultimately encompasses each individual.” Under her leadership, Henkel has launched the ACT (Accelerate Cultural Transformation) initiative, fostering an environment of continuous learning, feedback, and collaboration. The goal is not just to implement change but to embed it within the DNA of the company. Her influence also extends to how Henkel embraces digitalization. She recognizes that technology alone does not drive transformation—people do. “When it comes to digital transformation, everyone talks about technology. But there is no digital transformation without cultural transformation. People are the driver, not the software.” Her efforts have led to large-scale digital upskilling programs, ensuring employees across all levels and locations are equipped to thrive in an increasingly tech-driven world.
Transformation, however, is never without its challenges. “Not everyone wants to change,” Sylvie acknowledges. She understands that resistance is natural, especially in a company with 145 years of history. Her approach? Dialogue, active listening, and tangible action. By leading with transparency and focusing on long-term benefits, she helps employees see change not as a disruption but as an opportunity This perspective extends to how she approaches generational differences in the workforce. As younger employees prioritize experiences and flexibility over traditional career ladders, she ensures Henkel adapts its talent development strategies to match evolving expectations. “For my generation, growth was vertical. For Gen Z, growth means experiences. We must understand these shifts to remain an attractive employer.”
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