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The Global Talent Acquisition Director says empathy, clarity, and courage guide his approach to talent mobility, helping employees feel supported, teams stay unified, and leaders recognise potential.
For Andrew Sam (pictured above), Global Talent Acquisition Director at Jabil, a good day at work is when he sees the tangible impact of his efforts on individuals, teams, and the organisation. It is a day full of meaningful interactions, whether assisting someone through a challenging situation, overcoming a hiring obstacle, or helping a leader recognise potential in their team. When he ends the day knowing that someone feels supported, a team is more unified, or a candidate is excited about their future with the company, it reaffirms his passion for his work.
Sam recharges by surrounding himself with people who bring positive energy, perspective, and honesty. He has a small circle of mentors, peers, and friends who challenge his thinking and help him reset. He also draws inspiration from being on the ground at Jabil, listening to employees, walking the shop floor, and reconnecting with the purpose behind the work. Outside of work, he recharges through travel and time with family, which grounds him and reminds him of what truly matters.
His leadership philosophy is defined by empathy, clarity, and courage. Together, these principles guide how he coaches leaders, shapes talent strategies, and creates environments where people feel safe to grow, adapt, and explore new roles across borders, functions, and career paths.
Speaking to Mary Ann Bundukin ahead of #TalentMobility 2026, Sam emphasises that talent mobility is no longer a programme but a strategic mindset. He wants leaders to see talent mobility not as “moving people around” but as intentionally designing pathways that future-proof the workforce while giving employees a sense of purpose, growth, and long-term career possibilities.
Q What does a “good day” at work look like for you?
Working for Jabil, a global leader in engineering, supply chain, and manufacturing solutions with over 100 sites in more than 25 countries and around 140,000 employees, is always dynamic and engaging. A fulfilling day in HR is when I witness the tangible impact of my efforts on individuals, teams, and the organisation. It’s a day brimming with meaningful interactions — assisting someone through a challenging situation, overcoming a hiring obstacle, or helping a leader recognise potential in their team. I thrive on bringing clarity to ambiguity and fostering connections where there’s discord.
When I end the day knowing that someone feels supported, a team is more unified, or a candidate is excited about their future with us, it reaffirms my passion for my work.
Q People often turn to HR for support, but who or what helps you recharge?
I recharge by surrounding myself with people who bring positive energy, perspective, and honesty. I have a small circle of mentors, peers, and friends who challenge my thinking and help me reset. Jabil is also a company that fosters an environment where everyone is empowered to contribute to the bigger picture, so I also draw inspiration from being on the ground — listening to employees, walking the shop floor, and reconnecting with the purpose behind our work.
Outside of work, I recharge through travel and time with family, which grounds me and reminds me of what truly matters. These moments of reflection help me return with clarity, empathy, and the resilience needed to support others.
Q Describe your leadership philosophy in three words — and how they guide you.
Empathy. Clarity. Courage.
Empathy allows me to connect deeply with people and understand their motivations, fears, and aspirations — critical when developing mobile and future-ready teams. Clarity ensures that direction, expectations, and purpose are always transparent so teams can move confidently amid change. Courage empowers me to make difficult decisions, challenge old ways of thinking, and push for bold transformations. Together, these three principles guide how I coach leaders, shape talent strategies, and create environments where people feel safe to grow, adapt, and explore new roles across borders, functions, and career paths.
Q As a speaker at #TalentMobility, what is the key message you hope attendees will take away?
The key message I hope attendees walk away with is this: Talent mobility is no longer a program — it is a strategic mindset. Today’s organisations win by creating ecosystems where skills flow freely, opportunities are transparent, and people feel empowered to move across functions, locations, and experiences. Mobility builds workforce resilience, accelerates capability building, and unlocks opportunities for both the organisation and the individual. I want leaders to see mobility not as “moving people around,” but as intentionally designing pathways that future-proof their workforce while giving employees a sense of purpose, growth, and long-term career possibility.
I want to attend the conference: If you're keen to attend this closed-door conference, kindly register your interest here. For speaking opportunities, please write in to Mary Ann Bundukin. We look forward to welcoming you!
I want to sponsor: Engage in meaningful dialogue through dedicated speaking slots, roundtable discussions, and at your booths! If your organisation provides any mobility talent solutions and products, you’ll fit right into this event. To learn how you can sponsor, please reach out to a member of our team now!
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