Erin Louw’s career path is anything but typical. Armed with a background in sports medicine and psychology, she began by studying human performance and wellness. It might seem a far leap from healthcare to banking, but that human-centric foundation gave Erin a unique perspective on business challenges. She eventually transitioned into the world of finance and technology, accumulating over a decade of experience in consumer finance and FinTech. “I’ve always been fascinated by human behaviour and what motivates people,” Erin says – a curiosity that carried her through her career shifts.
At TymeBank, Erin applies that people-first mindset to drive organisational strategy. She is passionate about creating engaging workplaces that spark innovation and align people strategy with business goals. Whether launching an employee wellness programme or spearheading culture-building initiatives, her focus remains steady: create an environment where people thrive so the business can thrive too.
Leading a rapidly scaling FinTech presents unique challenges, but Erin believes the key to success is people-centric leadership – putting employees at the heart of every decision. Growing a business, she argues, isn’t just about acquiring customers or launching new features; it’s about nurturing the team that makes it all happen. “If you want to build a successful FinTech, you need to build a strong team first,” Erin says, underscoring that technology and innovation thrive only when the people behind them are supported and empowered.
At TymeBank, Erin has championed initiatives to maintain an agile and collaborative culture amid growth. Open communication, continuous feedback, and a spirit of creativity are deliberately cultivated, keeping the company from becoming rigid or siloed as it grows. FinTech markets change fast, and Erin ensures the People team can pivot just as swiftly as the product teams. By encouraging cross-functional teamwork and being willing to iterate on policies as needed, she helps preserve a startup mindset even as the organisation matures.
Erin also opened up about being a mother while holding a demanding leadership role. Far from hindering her career, parenthood has honed skills that benefit her in the workplace. It has taught her to prioritise what truly matters, master time management, and remain calm amid chaos – all qualities that are invaluable when steering a burgeoning FinTech through rapid growth. Erin’s story shows that with the right support and mindset, it’s possible to excel as both a parent and a business leader.
A standout theme in Erin’s conversation with Darren was the power of people analytics. In an age where data informs decisions across the board, Erin brings that mindset into HR in practical, accessible ways. Importantly, she notes, you don’t need expensive software to start – even simple tools like Excel and Slack can reveal rich insights. “You’d be surprised what you can discover with a basic spreadsheet and attentive listening on Slack,” Erin quips. By tracking patterns in employee engagement surveys and even the tone of conversations on Slack channels, her team can gauge the organisation’s health in real time.
TymeBank’s People and Culture team uses data as an early-warning system for the business. Regular eNPS (employee Net Promoter Score) surveys and open feedback channels provide quantitative and qualitative signals about team morale. Rather than waiting for issues to escalate, Erin reviews these data points proactively for any signs of burnout or disengagement. If a particular department’s scores dip or Slack chatter suggests rising stress, her team will intervene – whether by redistributing workloads or facilitating candid team discussions.
Erin notes that data never replaces the human touch – it simply guides where to focus empathy and action. This blend of analytics and emotional intelligence ensures that TymeBank’s growth is supported by a healthy, resilient workforce.
In the interview, Erin also shared her philosophy on acquiring and developing talent. Many companies chase “unicorn” hires to boost growth, but Erin challenges this approach. Instead, she champions hiring for potential and then cultivating that talent within the organisation. “You can’t always find a unicorn ready-made for your needs – sometimes you need to grow your own,” she jokes, highlighting the importance of mentorship and continuous development.
At TymeBank, this outlook translates into investing in employees’ growth. Rather than hiring outsiders for every new skill, the company looks inward – offering training and stretch opportunities so team members can rise to new challenges. This approach builds loyalty and a strong culture. Erin notes that tapping into referrals and personal networks can uncover strong candidates that traditional recruitment might miss. Platforms like the Pear Network, an initiative that broadens talent search through community referrals, are examples of how TymeBank extends its hiring reach beyond traditional job boards. Ultimately, it’s about quality over quantity – bringing in people who align with the company’s values and growth mindset.
Erin emphasised that modern HR leaders need a mindset blending agility, creativity, and emotional intelligence. Traditional HR playbooks don’t always keep up with the breakneck speed of FinTech innovation. HR leaders must be flexible enough to pivot policies or team structures as quickly as the market shifts, creative enough to find unconventional solutions to talent and culture challenges, and emotionally intelligent enough to lead with empathy through constant change.
Agility might mean reconfiguring teams or tweaking processes on the fly; creativity could involve running a hackathon-style recruiting event or a fresh peer recognition programme; and emotional intelligence is crucial when guiding teams through uncertainty or supporting colleagues in tough times. She encourages HR professionals to break out of silos and really understand the business, so they can anticipate needs and respond in real time.
Erin’s success at TymeBank suggests that when HR is as innovative and data-savvy as the rest of the business, the organisation benefits.
Erin Louw’s insights provide a masterclass in modern FinTech leadership, demonstrating how blending people-centric values with data-driven HR strategies can create a thriving, agile culture. From her unconventional journey into banking to her emphasis on simple tools and compassionate leadership, Erin exemplifies the kind of HR leader innovative companies need. Her approach shows that when you invest in your people, stay curious with data, and lead with agility and empathy, you build a foundation for sustainable success.
Erin’s experience suggests the future of talent development in banking will be shaped by those bold enough to break the mould and put people first. If you’re inspired by these ideas and want to continue the conversation, consider joining the Pear Network – a community-driven platform that connects talent, HR innovators, and FinTech leaders. Together, we can build smarter teams and more inclusive, agile organisations. Learn more about Pear Network.
TymeBank emphasises a culture of integrity, fairness, and responsible banking practices. The bank’s Code of Ethics outlines clear expectations for engaging with stakeholders, including customers, shareholders, regulators, suppliers, colleagues, and the communities in which it operates. Employees are encouraged to act honestly and demonstrate integrity in every aspect of their work.
TymeBank offers various career development opportunities, including training programmes and mentorship initiatives. The bank focuses on creating an environment where employees can enhance their skills and advance their careers.
TymeBank is committed to fostering a diverse and inclusive workplace. The bank actively promotes financial empowerment for underserved consumers and values the unique perspectives that a diverse team brings to the organisation.
TymeBank’s leadership maintains open lines of communication with employees through regular meetings, internal newsletters, and feedback sessions. This approach ensures that staff are informed about company developments and can voice their opinions and concerns.
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