In this episode, Hazel Hogben, Chief People Officer at Unilode Aviation Solutions, shares how she’s helped reshape culture across a global aviation logistics business — with teams in 36 countries, many of whom don’t sit at a desk.
From stepping into a newly acquired company, to rewriting values, overhauling communication, and building recognition programs, Hazel explains how Unilode is building emotional connection across a distributed, operational workforce. She shares what’s worked, what’s been hard, and why true alignment with the business is the only way to make culture change stick.
This episode is full of practical insight for anyone leading culture in complex, deskless environments.
Guest Information
Hazel Hogben is Chief People Officer at Unilode Aviation Solutions, a global leader in ULD management and repair for the aviation industry.
Unilode Aviation Solutions operates in 36 countries, serving major airlines and advancing sustainable logistics through aviation cargo solutions.
Episode Outline
1. Walking into a Business on a Burning Platform
Hazel joined Unilode during major change and shares why culture was as urgent as strategy.
2. Communication as a Culture Catalyst
With half the team offline, Hazel introduced tools and practices for relevant, two-way, multilingual communication.
3. Rewriting the Company Values
Hazel explains how Unilode refreshed its values to reflect purpose, growth, and sustainability.
4. From Admin to Strategic Talent Partner
She discusses transforming HR into a proactive, business-aligned function and building L&D from scratch.
5. Recognition That Travels
From Employee of the Year to personalized decals on cargo boxes, Hazel shares how recognition became meaningful and visible.
6. Measuring What Matters She outlines KPIs like labor turnover and internal promotions — and why floor-level conversations still matter most.
