Denis Barre & Convergences: An innovative perspective on the evolution of human resources in Cambodia
- Christophe Gargiulo
- 24 hours ago
- 6 min read
From the Canadian Far North to the rice fields of Pursat, Denis's journey illustrates the interplay of professional and personal trajectories that span continents and cultures. Now based in Phnom Penh, where he founded Convergences, a firm specialising in HR transformation, he shares his impressions of Cambodia past and present, his professional experiences and his current projects.
Meet a human resources enthusiast who wants to share his expertise to help local organisations grow.
Can you introduce yourself in a few words?
My name is Denis, I'm in my fifties, originally from Alberta, Canada, and of French descent. As a father, I've always been driven by curiosity and a desire to meet new people.
Can you tell us about your career path?
I began my career with the ACCOR group at the Sofitel hotel, then located in Cambodiana. After a year and a brief stay in Jakarta, I returned to Cambodia at the end of 1993, where I worked until 2000, mainly as an administrator in an international organisation. Those years allowed me to travel throughout the country and get to know its provinces better.
I then returned to Canada, where my children grew up. I quickly decided to leave my career as a chartered accountant to devote myself to human resources. I worked for about 20 years in an oil company (Petro-Canada), holding various positions in HR.
This led me to spend a lot of time in the Far North, particularly in Fort McMurray. It is very cold there, but the people are warm and welcoming!
Once my children were grown up, my wife and I wanted to return to Cambodia for a project that was both personal and professional. So, at the beginning of 2024, I founded Convergences, with the aim of sharing my HR experience with professionals in the country.
What brought you to Cambodia?
My first job opportunity in Phnom Penh could have been short-lived, but I met my wife there. So it's mainly a matter of the heart. We started our careers in a country that, with the arrival of UNTAC, was only in the early stages of its development.
Our return in early 2024 is motivated by the desire to build something new and share the experience we have gained during these twenty years in Canada.
What were your first impressions when you arrived?
Even though I came back regularly, I found the country transformed. Phnom Penh has become a metropolis, its inhabitants true city dwellers.
The countryside now seems distant to many young urbanites, while in remote areas, the inhabitants maintain a simpler lifestyle closer to traditional values.
Can you describe your current professional activity?
Everyone associates us primarily with recruitment — and indeed, we have carried out around thirty recruitments over the past year, ranging from management positions to middle management roles.
What sets us apart is our ability to draw on our regional network when the profiles we are looking for are not available locally. We naturally give priority to Cambodian candidates, but we offer companies access to a wider pool when necessary.
However, my real passion remains organisational transformation. We offer HR consulting services: implementation of structural programmes, strategic planning and performance management, in order to support companies in their growth.
What projects are you currently working on?
We are currently working with the Cambodian engineering group DBD to formalise its HR processes in order to strengthen its competitiveness and harmonise its methods.We are also assisting Lagardère Travel Retail, a new player in Cambodia, with building its teams in preparation for the opening of the new airport. Finally, we are working closely with the Confluences group, for whom we have designed a goal planning and performance management programme. This project is part of a broader HR transformation initiative in line with the group's rapid growth.
Convergences offers innovative services. What do you think sets your approach apart in the Cambodian market?
Convergences was founded by three partners who bring together in-depth expertise in human resources, strong connections with the regional talent pool, and a keen understanding of the Cambodian economic landscape.
This combination allows us to provide not only first-rate operational services—such as executive search and payroll administration—but also to develop the more strategic aspects of human resources, which are often overlooked locally.
We work in partnership with our clients to identify the best talent and implement structured HR programmes, such as performance management frameworks, succession planning processes, and compensation policies designed to support long-term organisational goals.
It is precisely these components that are often lacking in the local market, where many providers focus primarily on the tactical aspect of recruitment.
Convergences' true added value lies in our ability to connect international HR best practices with the concrete realities of doing business in Cambodia.
Our understanding of economic drivers, combined with our practical experience and knowledge of the region, enables us to offer tailor-made, results-oriented solutions that go far beyond simple recruitment — we help build sustainable organisations.
Finally, Convergences Executive Search is part of a vast regional network, Executive Search Asian Partners (ESAP), which offers our clients privileged access to a virtually unlimited talent pool covering all economic sectors.
From your perspective, how has the executive talent landscape in Cambodia evolved over the last decade?
Over the last decade, we have witnessed two major developments that are reshaping the executive talent landscape in Cambodia.
Firstly, there has been significant progress in the development of local workforce skills. We are now seeing the emergence of Cambodian professionals with 15 to 20 years of operational experience in various sectors. Although there is still room for improvement, this generation is gradually taking on more responsibility, moving into management positions and bringing with them field expertise and in-depth knowledge of the local context, which were previously more limited.
Secondly, we are seeing the emergence of a pool of regional, mobile and diverse talent – made up of professionals from neighbouring countries or Cambodians returning from abroad – who are able to adapt quickly to the realities of the local market.
These profiles bring international exposure, solid technical skills and the ability to integrate harmoniously into the Cambodian ecosystem.
The combination of these two dynamics is very promising.
It allows employers to surround themselves with true experts who have both a keen understanding of the local context and recognised competitiveness at the regional and even global level. This development makes it increasingly realistic to build management teams capable of stimulating innovation and driving sustainable growth from within the country.
In your opinion, what will be the most important skills and qualities for the Cambodian workforce in the next decade?
In the next ten years, behavioural skills will be crucial. Emotional intelligence, adaptability and effective communication will play a key role in enabling employees to manage complex interactions and foster collaboration, which are essential in a constantly changing global environment. Developing a transformational mindset will also give employees the ability to embrace continuous learning and encourage innovation.
Internationally, skills such as intercultural sensitivity, digital literacy and strategic thinking are becoming increasingly essential.
As Cambodia becomes more integrated into global markets, it is crucial that employees cultivate these skills in order to remain competitive and contribute effectively to multicultural teams and international projects. A strategic vision, in particular, will help to address uncertainty and support organisational growth.
To equip employees with these skills, organisations should focus on internal programmes dedicated to developing soft skills. Workshops, coaching training and mentoring initiatives can help strengthen emotional intelligence and strategic thinking, transforming the way employees approach their responsibilities.
Investing in such measures means preparing a resilient workforce that is capable of adapting to market changes and making a decisive contribution to national development.
What are your extra-professional activities?
I am secretary-treasurer of CanCham, the Canadian Chamber of Commerce in Cambodia. Between the arrival of a new ambassador and preparations for the upcoming Francophonie Summit, we have a busy but exciting schedule.
On weekends, I take the train as often as possible to our family home in Krakor, in Pursat province. It's the perfect place to recharge my batteries, either with my family or simply by going for walks in the beautiful countryside.
What do you like most about Cambodia? And least?
Above all, I appreciate the spirit of family and community, which remains alive even in a rapidly expanding city like Phnom Penh. On the other hand, I regret the omnipresence of communication tools that can sometimes be schizophrenic, complicating exchanges. I therefore prefer face-to-face meetings as much as possible.