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Building a Career at ICON: Susie's journey from HR Analyst to Senior VP

Posting date: 07/08/2025
Author: Inside ICON
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Building a Career at ICON: A Conversation with Susie McEvoy, Senior VP of HR

At ICON, career journeys are rarely linear – and Susie McEvoy’s story is a powerful example of that. From joining as an HR Project Analyst over a decade ago to her recent promotion to Senior Vice President of HR, Susie’s path has been shaped by curiosity, resilience and a constant drive to grow.

In a recent conversation, she reflected on her evolution within the business, the key moments that defined her trajectory, and the lessons she has learned along the way.

A Leap of Faith: Joining ICON

Susie’s journey with ICON began in 2013, a time when the company was still under 5,000 employees. She had been working in recruitment, a fast-paced, target-driven environment she enjoyed. But a chance encounter changed everything.

“I met the Head of HR at an event,” Susie recalls. “She told me, ‘If you want a real career, you need to find a company that will enable you to grow.’” That advice stayed with her. Her mother, also in HR, had instilled in her a passion for the profession from an early age – “other kids got bedtime stories; I got CV reviews,” she jokes.

That conversation led to an interview, and soon after, Susie made the move back to Dublin to join ICON. “It’s actually the same reason I’m still here now,” she says. “ICON gives you the unique ability to grow with the company. They take chances on internal talent – if you’re 80% of the way there, they’ll back you.”

Pivoting with Purpose

Early on, Susie recognised that staying still wasn’t an option. When project work began to slow, she didn’t wait to be assigned new responsibilities – she proactively approached members of the Senior Leadership Team to explore fresh opportunities.

“That’s how I ended up joining the Rewards team,” she explains. “I’ve always been eager to take on new work. Boredom is my biggest fear – I never want to be bored.”

This proactive mindset opened doors. Through mentorship from a business partnering lead, Susie was able to shadow her and gain hands-on experience in a space she hadn’t initially considered. “I realised I loved working directly with the business,” she says. “I started paying attention to the parts of my role I enjoyed versus the ones I didn’t – and that helped me shape my career.”

Over the course of her tenure, Susie has held eight different roles across multiple HR disciplines – from project management and rewards to talent development and strategic leadership. Each move was intentional, guided by feedback, self-reflection and a desire to expand her skill set.

The Mindset Behind the Move

So, what mindset enabled her transition from a junior analyst to a senior leader?

“Resilience is number one,” Susie says without hesitation. “You have to accept that not everything will be perfect – especially when you’re stepping into a new role. There are learning curves, setbacks and bad days. But resilience means you can say, ‘That was a bad day – it doesn’t mean this is a bad role.’”

She also credits collaboration and networking as critical to her success. “I’ve always sought feedback from others – mentors, peers, leaders. Having a network you can lean on is invaluable, especially in a company like ICON where people genuinely support each other.”

And then there’s the art of imperfection. “When I was younger, I thought everything had to be perfect,” she admits. “But in real life, nothing is ever perfect. The 80/20 rule applies – get it good enough, then move forward. Waiting for perfection can paralyse you.”

Leadership Lessons: Delegation, Balance and Self-Awareness

One of the most significant shifts in Susie’s career has been the transition from doing the work to leading others who do the work.

“The hardest – and most rewarding – part of my role is people leadership,” she says. “Letting go of control was a challenge. As a Project Analyst, I did everything myself. As a leader, you have to trust your team to deliver, even if they do it differently than you would.”

She recalls early feedback from a mentor: “He told me, ‘If you can’t unlock delegation, you’ll get stuck.’ And he was right. I had to learn – sometimes the hard way – that success isn’t about doing everything yourself, but enabling others to succeed.”

Susie also speaks candidly about her personal challenges. “I have a very low attention span,” she admits. “I get bored easily. So I’ve had to learn how to structure my day – taking breaks, switching tasks, staying focused. I’ve had to adapt my style so I don’t lose people in the room.”

Another key lesson? Avoid inertia. “It’s easy to get so caught up in day-to-day operations that you lose sight of the bigger picture,” she says. “But to bring best-in-class HR to the business, you have to stay connected to global trends, macroeconomics and industry shifts. I’ve had to consciously pull myself up and create space for reflection – for me and my team.”

Advice for Early-Career HR Professionals

For those just starting out, Susie’s message is clear: don’t be afraid to ask for help.

“When you start, there’s often a reluctance to admit you don’t know something,” she says. “But everyone started somewhere. The more you ask, the faster you’ll learn.”

She also encourages early-career professionals to build their networks. “You spend so much time at work – it’s important that you enjoy it. Find people you connect with. Have a team around you.”

And above all – take risks. “Some of the roles I took on early in my career, I probably wouldn’t give to myself now,” she laughs. “But back then, I was maybe naive – and that helped. I didn’t focus on the risks; I focused on the reward. Early in your career, it’s easier to take leaps. Don’t be afraid of opportunities that seem too big. Nothing is too big if you put your mind to it.”

Mentoring with Intention

Now in a leadership role, Susie pays it forward through mentoring. She believes mentorship doesn’t have to be formal – it can come from line managers, colleagues or even informal connections.

“I try to tailor my approach to each individual,” she says. “Everyone has different strengths, development areas and aspirations. It’s not about shaping them in my image – it’s about understanding what they want and how I can help.”

She also creates a safe space for her team to try new things. “I make sure they know they’ll be supported, even if they fail. That’s how people grow.”

Susie uses tools like Insights Discovery to understand communication styles – she identifies as ‘yellow and red’ (energetic and results-driven), while many at ICON are ‘red and blue’ (analytical and structured). “I have to adapt my style to my audience,” she says. “It’s not about changing who I am – it’s about meeting people where they are.”

Why ICON? Purpose, People and Progress

What keeps Susie motivated after more than a decade? For her, it’s ICON’s mission.

“This is an industry I didn’t know before I joined,” she says. “I came from investment banking. But ICON’s purpose – helping patients, advancing healthcare – is incredibly rewarding. When friends and family members faced illness, it hit home. I work for a company that makes a real difference.”

She also values the strategic role HR plays at ICON. “HR has a seat at the table. We’re not just support – we help shape the future of the business. ICON wants HR to be the best in the industry, and they give us the backing to make that happen.”

Looking Ahead: The Future of HR

As for the future, Susie sees three key opportunities for HR:

  1. Embracing AI and Technology – “We need to stay ahead of the curve. AI isn’t replacing HR – it’s enhancing what we do. But we have to be proactive, not reactive.” 
  2. Lifelong Learning and Career Mobility – “People no longer stay in one function for life. They want to move across disciplines. We need to create programmes that support retraining and continuous development.” 
  3. Redefining Work-Life Integration – “Work-life balance is outdated. Work and life are intertwined. We need to adapt to how people live and work now – flexibly, sustainably, humanely.”

She also believes there’s no longer a playbook for HR. “In the past, consultants or experts could tell us how to handle various situations that arise in the workplace. Now, we’re all learning in real time. The only constant is the need to adapt.”

Final Thoughts: Build Your Own Path

As the conversation closes, Susie offers one final piece of wisdom: focus on the responsibilities and activities you enjoy – not just the title.

“No job description is the same as the job you end up doing,” she says. “Roles evolve. What matters is understanding what excites you, what motivates you. If you know that, you can shape any role to fit you.”

She encourages others to embrace their unique journey. “My path wasn’t traditional. I didn’t follow a standard business partnering track. But that’s the beauty of ICON – you can build a career that’s truly your own.”

And to those wondering if they’re on the right path? “Ask yourself: do you like your job more days than you don’t? If yes, you’re doing well. If not, it might be time to make a change.”

Susie McEvoy’s story is one of courage, curiosity and continuous growth. It’s a reminder that at ICON, careers aren’t just built – they’re shaped, reshaped and reimagined. And for those willing to take the leap, the possibilities are limitless.

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