Meet the Experts: Driving Supply Chain success with Chris Barr

Welcome to our Meet the Experts series, where we introduce the exceptional talent behind Six Degrees Executive and explore their unique journeys, industry expertise, and the value they bring to clients and candidates. This series highlights the specialised skills and perspectives of our team, showing how their experience helps shape the success of Six Degrees and the industries we serve.

In this edition, we’re featuring Chris Barr, Senior Manager of Supply Chain in Sydney, Procurement & Logistics, and has been part of the Six Degrees journey since 2018.  

If you’ve had the pleasure of a conversation with Chris, you would know his ability to build meaningful relationships with his down-to-earth approach and passion for helping others succeed. Chris brings deep market insights, commercialism, strategy, and genuine connection to every partnership. 

We sat down with Chris to learn more about his journey, the trends he’s observed in Supply Chain, and his advice for navigating today’s talent challenges. 

What led you to join the Six Degrees team in 2018, and what has kept you here over the years? 

When I started conversations with Six Degrees, I was considering leaving recruitment altogether. But the people-focused nature of the business drew me in. Everyone I met—from Paul and Alastair and to others in the team brought a different perspective to the conversation, yet there was a consistent message: people matter here. 

Six Degrees stood out as a business that truly backs and invests in its people. That was clear not only in words but also in action. It was the first time in my corporate career where I felt such genuine alignment between values and practice.  

Six and a half years later, I’m still here because that focus on people has only grown stronger – we stay true to our commitment to our people, our candidates and our clients. 

What do you consider your biggest accomplishment during your time at Six Degrees? 

Without a doubt, it’s my team. When I started, there were just two of us, and now we’ve doubled in size strengthening our place (and customer offering) in the market as experts in supply chain, procurement and logistics . But beyond growth, it’s been about seeing my team kick their life and professional goals – from buying their first homes, to getting married, starting a new life in Australia, taking that trip of a lifetime, and realising their full potential in all that they do. 

For me, it’s incredibly rewarding to create an environment where people feel they belong and can bring their true selves to work. I see myself as a bit of a toolkit, giving my team the tools they need to succeed and the training on how to use them. Seeing them flourish and hit their life goals is humbling and the part of my role I love the most. 

What key trends have you observed in the Supply Chain industry, and how have they evolved since you started your career? 

Whether it’s the end-to-end supply chain or specialised functions within it (planning, logistics, procurement), there are many different trends specific to each but there are common trends that link to all that looks past more than just technical skills and expertise.  

First, businesses are placing a much bigger emphasis on commercial thinking – the ability to think about how the dots connect from business to customer and the impact their roles can have on the success of a business achieving their goals.  

Second, soft skills have overtaken hard skills. Supply chain is complex, and people need to be adaptive and agile. Typically, people need the ability to problem solve, communicate and navigate tricky conversations, negotiate and influence outcomes, be innovative and most importantly be a collaborator and team player.  

Finally, to attract and retain talent is challenging businesses to think differently about their brand position in market and what makes working for them a compelling value proposition for candidates.  There are two key elements to this - “what makes your business a great place to work” and “what makes you a good leader to work for?”. If you cannot bring that to life you won’t attract or retain talent! 

What advice would you give to businesses looking to navigate talent shortages or challenges in today’s Supply Chain market? 

As mentioned, you have to have a compelling value proposition and a brand that connects with candidates. It’s not just about offering a competitive salary, it’s about engaging candidates on a deeper level by showcasing clear career progression pathways and L&D programs to help them get there, an ethos of doing meaningful work, and a business that’s a great place to work not only in words but also in action. 

Be openminded - the market is dynamic, and the unicorn candidate doesn’t exist therefore shift your mindset to “what is the reason to hire this candidate?” rather than “why shouldn’t we hire this candidate”. Everyone will come with areas of strength but also areas they need to acquire or enhance skills in…it’s part of the reason for them looking for a new role so focus on their transferable skills, be prepared to compromise and find that reason to hire. 

The last thing I’d say (and where we’re seeing a bigger increase in demand) is consider a Contractor. It’s the perfect solution when you need short-term people power, or you have critical gaps in your teams. They can be also be an excellent bridge during the hiring process for a permanent role and take that pressure off. There’s immense value in bringing onboard a Contractor on an interim basis. 

What do you find most rewarding about your role as a Senior Manager in Supply Chain? 

Two things. The impact we make on people and the impact we make on businesses. Personally, I find it humbling to know that the leaders I place in businesses are playing a key part in the strategic decision making and success of the businesses they join, and when I see a product on a shelf, a truck on the road, a new store opening or a new brand hitting the market, it’s a proud feeling to be a small part of that.  

Recruitment gives you a unique looking glass into businesses, you get to go behind the scenes and work with them closely on recruitment projects and in many cases help them shape their talent strategies and that’s pretty special.  

How do you approach building long-term relationships with clients and candidates in such a dynamic industry? 

Relationships have to be mutually beneficial. I see myself as a trusted partner and advisor with a genuine belief that partnerships are built on authenticity, credibility, trust, respect and shared values. 

I believe relationships have to add value and can be incredibly powerful whether that’s connecting people or businesses, being there to listen, to advise or to support and doing all of that because you have a genuine care and desire to help. 

What unique challenges or opportunities have you experienced while recruiting for Supply Chain roles in Australia? 

Working with businesses that are scaling up is particularly rewarding. These companies often have big goals but need the right talent to get there. By partnering with them, I can take their story to the market and attract exceptional candidates they otherwise may find challenging to reach. When I am out in market, I am a brand partner which is a real privilege for me. It’s about more than just filling roles - it’s about being part of a candidate or client’s growth journey and to do that you have to be prepared to build genuine connections with people and understand where you can add value to them. 

If you’re looking to build your Supply Chain team or need insights on navigating today’s talent challenges, reach out to Chris Barr for tailored advice and support.