Sian Hooper, Co-Head of HR, APAC at Bloomberg

Sian Hooper is an accomplished, regional HR leader with more than 20 years of experience across HR and People roles in investment banking, professional services, retail, and in her current capacity as Co-Head of HR for APAC at Bloomberg. 

She is passionate about empowering and leading diverse teams, creating tangible outcomes for employees, and driving meaningful HR transformations. Originally from the UK, Sian has lived in Hong Kong and worked across APAC for 14 years, developing valuable insights into one of the world's most complex regions.

What The Fog* 2024, APAC’s First Menopause EVENT
What The Fog* 2025
2024 Leading the Way to a Menopause-Inclusive Workplace
2025 How to balance the human need vs the business need of menopause at work

Sian is a mother of two and plays an active role in Bloomberg's working families community. She is a strong advocate for flexible and supportive work environments which foster inclusion, and give everyone the opportunity to learn and grow. 

Her Story

I am currently supporting a senior female colleague through a very difficult time with perimenopause – fortuitously I bumped into her one morning and asked “how are you doing?  she started replying with the usual stock standard response…”oh you know work is crazy – so much going on…” I listened and sensing there was more to it I asked again – “how are you really doing?”. At this point she paused and tears filled her eyes.

She was days away from resigning – feeling so overwhelmed with the demands of work and life; exhausted due to insomnia; uncomfortable and embarrassed from the constant hot flushes; frustrated at her lack of concentration and forgetfulness – feeling like she was letting everyone down. She had just been given a promotion – and felt like she was failing. Her only option (in her mind) was to resign.

I encouraged her to talk openly to her manager (a man) – who it turns out was incredibly supportive. She is taking some time out to get access to the right medical and professional  support and advice (using our onsite women’s health service); we are reconfiguring her role to enable more flexibility and to help her manage work around her energy levels – and most importantly we are continuing to engage in an open and candid dialogue.

This is one example – and pure chance I bumped into her – we could have lost her without even a fighting chance to retain her. This has reinforced my belief that workplaces need to embrace menopause conversations—not as a taboo topic, but as a natural part of life that deserves care and attention.

On Menopause at Work

Menopause represents a significant life transition that can profoundly impact an individual’s physical, emotional, and mental well-being.

As an HR leader, I feel strongly that employers need to foster a culture rooted in empathy and understanding – we need to move way beyond box ticking with a policy. Encouraging open conversations around menopause can break down stigmas, ensuring individuals feel supported and valued during this pivotal time. Offering and promoting resources such as flexible working options, access to professional support and wellness programmes can environment where individuals navigating menopause can thrive.