Meet Laurias Eugene, Clinical Operations Manager at Parexel

Today, as a Clinical Operations Manager at Parexel, Laurias supports Clinical Research Associates while ensuring clinical trials meet the highest standards of quality and compliance. His leadership philosophy is centred on creating psychological safety, where his team feels confident asking questions, surfacing concerns early, and taking ownership of their work. By fostering open dialogue and honest feedback, Laurias has built a team that not only delivers results but genuinely supports one another through any clinical research challenges that may arise.

When did you join Parexel?

Hi, I'm Laurias Eugene. I joined Parexel in 2016 as a Clinical Monitoring Associate, then progressed from being a Clinical Research Associate I (CRA I ) to a Senior CRA, and now I am a Clinical Operations (Clin Ops) Manager.

What key moments shaped your career at Parexel? 

One pivotal moment was working with my first Line Manager at Parexel. He was exceptionally team-oriented and invested in developing his team's expertise in clinical research operations. As a Clinical Monitoring Associate, I supported CRAs remotely - a role that proved foundational to my professional growth.

During this time, I gained exposure to Site Start-Up processes and regulatory documentation essential to TMF compliance. The most valuable lesson came from managing the pressure of ensuring timely completion of Site Regulatory Packages. This experience taught me perseverance and the importance of meeting critical deadlines - qualities that have remained central to my career at Parexel.

Additionally, Parexel's Learning and Development courses have helped me develop as a whole person, both professionally and personally.

How do you build a "can do" mindset within your team?

I intentionally build confidence in my team through proactive preparation and collaborative problem-solving. When supporting CRAs preparing for their first oversight visit, I ensure we work together to assess Investigator Site File (ISF) compliance in detail. This creates a safe space for candid conversations about current state versus target state, allowing us to identify and address gaps before the visit.

I also actively coach CRAs through performance challenges. When concerns about a CRA's engagement arise, I investigate rather than accept feedback at face value. I've learned that perceived disengagement often stems from factors the COL may not fully consider: regional nuances, communication style differences from previous CROs, or misalignment with team expectations.

How has Parexel supported your career development?

Throughout my 5+ years at Parexel, I've been on both sides of mentorship—as a mentor and mentee.  As a leader, I've always been open to transparent communication and serving as a sounding board for ideas. This has helped me with self-development and learning how to take and use feedback.

It's somewhat like sharpening a sword. The sword has to grind against something to become sharper, just like how ideas sometimes need a second pair of eyes or a sound board to come to fruition.

How did you build a culture of psychological safety and open dialogue within your team. How does this approach impact team performance?  

I use the analogy of "sharpening the sword" to describe my approach to team development. Just as a blade requires consistent honing to maintain its edge, my team members need regular, honest feedback and open dialogue to perform at their best. This requires creating an environment where people feel genuinely safe to ask questions, admit uncertainties, and challenge ideas.

• Building Psychological Safety: I actively reinforce that there are no "dumb questions." When team members believe their questions won't be judged or dismissed, they're more likely to seek clarification, surface concerns early. I model this by asking questions myself, admitting what I don't know, and responding with curiosity rather than criticism.  This sends a clear message: vulnerability and transparency are valued here.
• Impact on Team Performance: This approach has measurable effects. Firstly, Early Problem Identification; when people feel safe speaking up, issues surface sooner rather than later - preventing small problems from becoming crises.
• Higher Engagement and Ownership: Psychological safety correlates directly with accountability. When team members feel heard and supported, they take greater ownership of their work and outcomes.
• Stronger Relationships: Open dialogue builds trust and genuine healthy working relationships. My team doesn't just work together—they genuinely support one another, which translates to better collaboration and resilience during challenging periods.
• Continuous Improvement: In an environment where questions are welcomed, my team becomes more innovative and adaptive.

 The "sword-sharpening" culture isn't just about individual development—it's about creating a team that's stronger, more resilient, and more capable of tackling complex clinical research challenges together.

You have been involved with Parexel's DE&I committees including BEACON. How does your membership with BEACON impact your leadership?

I remain actively involved with the BEACON (Black Employee Advisory Consortium) Committee, which supports recruiting black talent, enhancing career development, and retaining current black employees. While I'm unable to attend every meeting, I've shifted my focus to championing BEACON within my team and helping them understand its value.

I actively promote BEACON to my team members because I've learned that people are seeking deeper connection—both to their role and to the organization. BEACON creates community, fosters belonging, and provides a platform for diverse voices to be heard.

My involvement with BEACON has shaped how I lead:

• Inclusive Mindset: BEACON has reinforced my commitment to creating an inclusive environment where all team members feel they belong and can bring their authentic selves to work.
• Advocacy Over Attendance: True DEI leadership is about consistently advocating for inclusive practices and connecting people to resources that matter to them.
• Expanded Perspective: BEACON has broadened my understanding of how diversity, equity, and inclusion directly impact team dynamics and organizational culture.
• Career Impact: BEACON membership has reinforced my identity as a leader who prioritizes people development and inclusive culture. Strong teams aren't built on performance metrics alone—they're built on belonging, trust, and the belief that each person's voice matters.

What principles guide your decisions as a manager? How do they reflect the Parexel values?

My leadership is grounded in five core principles that I believe directly align with Parexel's commitment to excellence and people development:

• Consistency and Availability – I make myself accessible to my team members, ensuring they know support is reliable and present. This builds trust and demonstrates that their challenges matter.
• Radical Candor – I believe in honest, direct feedback even when it's uncomfortable. Rather than avoiding difficult conversations, I address performance and development opportunities head-on because my team deserves clarity about where they stand and what's expected.
• Ownership and Learning – I reinforce a culture where mistakes are treated as learning opportunities, not failures. I encourage my team to take ownership of their work and outcomes, understanding that accountability paired with psychological safety drives growth.
• Psychological Safety – I actively work to create an environment where there are no "dumb questions." When team members feel safe to ask for clarification, admit gaps in knowledge, or challenge ideas, they perform at their best and contribute more fully to our mission.
• Intentional Development – I balance managing output with developing the person. This means I'm not just focused on delivering results today—I'm investing in my team's long-term capability and career trajectory. I set clear expectations for performance while creating pathways for growth.

These principles reflect Parexel's values of integrity (through radical candor), excellence (through ownership and learning), collaboration (through psychological safety), and people-first culture (through availability and intentional development). Together, they create a team environment where people feel valued, supported, and empowered to do their best work.