The “60 Seconds With A Rising Star” series

Welcome to “60 Seconds With A Rising Star,” where we spotlight the remarkable journeys and achievements of emerging leaders in various industries.

Through candid conversations and personal anecdotes, “60 Seconds With A Rising Star” offers a glimpse into the lives of those who are making a significant impact in their fields. We hope these stories inspire and resonate with you, just as they have with us.

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In our most recent edition of “60 seconds with a rising star” we interview Sarah Khan, HR Information Systems (HRIS) Specialist with Swire Shipping based in Singapore.

A graduate of Nanyang Technological University (majoring in Business Administration), Sarah is driven, personable, and very hands-on in her approach towards HR technology. Having accrued around 6 years of relevant experience, she started as an HRIS consultant before transitioning in-house as part of the HR and/or IT team.

In this article, Sarah shares with us her journey thus far and her thoughts on the role technology/system plays within the HR landscape.

What is your role in your current company and what does your typical working day look like?

My primary role as an HRIS Specialist is to oversee the main HR (SuccessFactors) and accompanying systems that the company operates on. In my day-to-day, I am responsible for troubleshooting technical system issues and working on people-related projects through an HRIS lens. There are also elements of HR Operations work in my day-to-day.

How and why have you chosen a career in HR? Particularly HR information systems (HRIS).

I secured my first role out of university with an HR transformation firm that provides consultancy services to companies that are looking to implement new HR systems. During my stint as an HRIS consultant, I had the opportunity to look closely at the HR processes adopted by different companies across various industries, particularly how HR systems are utilised for their HR processes. Being able to work with clients from all kinds of industries gave me a wider, holistic perspective and it felt really rewarding to see a system I had configured being used across the company.

You started as an HRIS consultant and made the transition to in-house more than a year ago. Why the change and how different has it been so far?  

I truly enjoyed my time as an HRIS consultant with all the ups and downs, including managing clients’ expectations and responding to their needs. However, I did start to feel that my role was getting a little too repetitive and thought the value-add to my knowledge and skills were less pronounced after close to five years. I then developed this thought that I would be able to contribute more and at a higher level in-house since I have already spent a good amount of time on the other side of the table (i.e. vendor perspective).

What are some myths about HRIS that you feel need to be debunked?

During my consultant days, one recurring observation during the implementation phase was how many clients expected every interaction to be done via the system, almost to the extent that interpersonal communications have been substituted. After the system has gone live, they then come to realise that this is not possible as HRIS is not meant to replace interpersonal communications. While it streamlines processes and comes with strong data management/processing prowess, it does not negate the need for employees and managers to engage in direct, productive conversations. Building relationships within the organization remains essential for effective collaboration and problem-solving.

Where does HRIS feature in the future of HR from your point of view?

As new trends emerge in the HR space (e.g. remote working), there will be greater reliance on HR systems to ensure that processes are consistent and aligned across borders. Furthermore, with the introduction of Artificial Intelligence (AI) technologies into HRIS to handle routine tasks, etc. HR professionals would likely see a shift in their day-to-day, away from menial operations and towards more strategic tasks.

What advice would you provide to young, aspiring HR professionals such as yourself?

I would advise them to keep themselves updated and abreast of new technologies that are being introduced to the market such as AI and consider how that may tie in with HR processes. This could range from the generation of job advertisement contents to the use of sophisticated chatbots to respond to queries etc.   

Tell us about yourself – what do you like to do in your free time? How would your friends and family describe you?

I enjoy spending quality time with my family whenever the opportunity arises. My friends and family would probably describe me as someone who loves to enjoy all that life has to offer.

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In our most recent edition of “60 seconds with a rising star” we interview Wen Jie Tan, Regional Reward Specialist at TP ICAP.

Wen Jie is a part of the rewards and benefits team looking after the APAC region for the TP ICAP Group, a world-leading provider of market infrastructure and data-led solutions. In his role, he supports the Head of Rewards and Benefits with compensation review cycles, compensation equity queries and participates in benchmarking for the region. He also works with stakeholders to review benefits plans and insurance renewals and coordinates employee engagement programmes.

In this article, Wen Jie shares with us the origins of his career journey and his transition from management consulting to an in-house corporate role.

What motivated you to pursue a career in reward?

I was doing executive compensation previously in a bank. Compensation is a very niche area, whereas executive compensation is even more specialized. Hence, I am motivated to learn more, grow and be exposed to total rewards. Being in total rewards will get me exposure to benefits and is a good opportunity to be involved in other areas of compensation which I think is very important for my career growth.

Your career path has been quite intriguing. Could you share insights about your transition from management consulting into an in-house or corporate role and your insights about moving from the banking sector to broking?

I started my career as a tax consultant with one of the Big 4 specializing in Singapore individual employment tax, I then moved on to an in-house role doing executive compensation with a leading financial services company, and now I am with TP ICAP, in the rewards and benefits team. While I was a tax consultant, because we had to manage different clients/engagements from various industries, I was exposed to different compensation types and assisted in advisory work. In contrast, while working in a bank as a specialist, work is very structured and the focus is on executive compensation. Now that I am in total rewards, I am still learning the ropes of benefits management and have more holistic learning surrounding total compensation. Nevertheless, technical skills and soft skills from previous organizations are still put into good use in my current role.

Having previously worked in the executive compensation field, how do you compare it with your current role in total rewards?

Whilst I was in executive compensation, my focus was on deferred compensation such as managing share-based award plans and the administration related to award settlement. TP ICAP has given me the opportunity to work in total rewards, I get to be involved in comp reviews, benchmarking and benefits management such as insurance renewals and coordinating well-being programmes. It’s a really great role, working with a great team, and I’m learning every day.

What guidance would you offer to young, aspiring reward professionals seeking to follow a path similar to yours?

Always keep an open mind and take up rising opportunities. Try to learn and be exposed to different areas while you are young, as it will be a great help for your future career.

From your perspective, what role do you see Rewards playing in the future of HR?

In the future, I believe Rewards are expected to be more personalized, not just incorporating a focus on monetary compensation. Non-monetary rewards and perks would need to be considered in depth to attract and retain top talent in a competitive job market.

Outside of work, what are your hobbies and interests? How do your friends perceive you?

Outside of work, I am passionate about badminton and enjoy playing the sport. I look forward to playing badminton every Sunday. It helps me decompress from a busy working week and refreshes me for the week ahead. I would like to believe that I am an easy going person and friends can always approach me for help.

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In our most recent edition of “60 seconds with a rising star” we interview Shanice Yeo, Regional Performance & Rewards AVP at MUFG.

Shanice is a Regional Performance & Rewards AVP within the HR function at MUFG Bank based in Singapore. A graduate from Nanyang Technological University (majoring in HR Consulting), she is switched-on, engaging and she has accrued HR experience within and beyond the financial services sector. She started as a generalist with broad-based understandings of the HR landscape and has recently transitioned into the specialist field of total rewards. In this article, Shanice shares with us the origins of her HR journey as well as how the past seven months in a new COE rewards portfolio has been for her. 

Why and how did you come into Human Resources (HR)?

My journey into the field of HR began during my university days, specifically through a transformative internship experience with Aspial. During that time, I was exposed to the intricate workings of HR, including talent acquisition, employee engagement and business partnering. 

What struck me the most then was the profound impact HR professionals have on shaping the culture of the organisation and supporting the growth and well-being of its employees. I was inspired by the opportunity to make a positive difference in the workplace and create an environment where individuals could thrive.

You have had an interesting career trajectory so far, starting as a generalist and now specialising in the field of total rewards. How has the transition been?

My decision to transition into the field of total rewards stems from a belief in the motivating power of rewards and recognition. During the earlier part of my career as a generalist, I gained a comprehensive understanding of the HR landscape, including the pivotal role that rewards play in attracting/retaining top talent and driving employee performance.

Hence when I was presented with the opportunity to move into rewards, I decided to take it up. I must admit that the transition from a generalist to a specialist, however, has been both challenging and fulfilling. Nonetheless, it has been a journey of continuous learning, particularly in an area that I am truly curious about.

What do you enjoy about your current role?

I enjoy the opportunity to design and implement benefit programs that will motivate employees and align those with our company’s objectives. It is incredibly fulfilling to see how these initiatives positively impact our workforce.

My role also allows me to engage in global projects within performance and rewards. Being part of these international initiatives not only broadens my perspectives but also allows me to collaborate with colleagues abroad and align rewards strategies in a manner that best meets the needs of our global workforce. 

How does total rewards feature in the future of HR from your point of view? 

I believe total rewards will play a crucial role in the future of HR. As workforce needs and requirements continue to evolve, driven in part by Covid-19 and broader economic uncertainties, attracting and retaining top talent will become even more competitive. Well-structured yet nuanced rewards programs are essential to raising employee engagement and satisfaction levels. 

What advice or thinking points would you provide for other HR peers who are deliberating between pursuing a specialist or generalist portfolio?

I would advise exploring both roles early in your career as much as possible to understand your strengths and interests. Specialisation offers the depth, while a generalist portfolio provides a broader set of skills. More importantly, it is about choosing a path that aligns with your long-term goals and interests and getting exposure to both paths has helped me understand myself better.

Tell us about yourself – what do you like to do in your free time?

I truly enjoy spending quality moments with my dog which is a huge source of happiness, especially over the weekends. Be it going for walks, playing fetch or simply lounging together, the companionship I receive from my furry friend provides a wonderful balance to my life outside of work.

I also love cooking during my free time because it allows me to explore my creative side. Experimenting with different recipes and creating new dishes bring joy to both myself and those whom I share them with.

Any hidden talents?

I can identify ingredients in a dish just by their scents! I also play the piano in my free time. 

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In our most recent edition of “60 seconds with a rising star” we interview Adelina Pacuku, Senior Human Resources Coordinator at PKF O’Connor Davies.

How would your friends describe you?

Caring, hard working and practical

Why did you choose a career in HR?

I chose HR as my career because I truly enjoy helping people. Being a part of the Human Resources team gives me the ability to help people fulfill their full potential and be successful in their role. This in turn, helps promote and retain top performers. HR plays an integral role of any corporate ecosystem and is the anchor for all organizations. From attracting and retaining talented candidates, continuously improving the organization, cultivating a work environment that people feel comfortable, safe and motivated everyday.

What advice would you provide to graduates thinking about entering a career in HR?

Don’t be afraid to ask questions and get involved wherever you can! HR isn’t always black and white, many times we work in the grey area. Having a mentor at work who you can shadow will help you progress professionally. HR is so broad and by exposing yourself to as much as you can it will help you narrow down your niche. Working with people every day can be challenging and yet so rewarding, it is important you remain confidential, take great notes, and be a good listener.

When thinking about future of the workforce, post-pandemic, what skills do you feel HR need now more than ever?

Be empathetic and think strategically. The workforce post-pandemic is a whole different world. It is important for us, as HR professionals, to be able to empathize with what someone is going through and provide any resources the organization has available in order to help them. Strategic thinking is critical to remain current and competitive with the market. Many workplaces have implemented a hybrid work model and by understanding the effects this has on employees, we can continue to promote a happy work environment.

After a big day at work, how do you most enjoy winding down?

Relaxing! Whether it’s reading a book or going for a walk, I most look forward to recharging after a stressful day at work.

In our most recent edition of “View from the top”, we interview Michelle Tan, Managing Director, Global Head of Employee Development and Engagement at PineBridge Investments.

What is your advice to your peers (other HR leaders) around DEI; why is this a business imperative and how can you ensure the organization fully embraces this rather than just paying ‘lip service’ to it?

A company’s long-term commitment to DEI has impact across an entire organization, from culture and engagement to productivity and innovation. Looking at DEI through a long-term lens is important because these are not one or two year initiatives. What really moves the needle is the authentic commitment by senior leadership to champion DEI efforts. This top-down sponsorship conveys credibility and encourages employees to both lead and support DEI initiatives.  In addition to senior leader sponsorship and firmwide commitment, companies need to form DEI committees and workstreams that are responsible for setting goals, evaluating progress through, internal metrics, external benchmarks, and rewarding desired behaviours. 

In addition, DEI efforts need to be embedded into a company’s policies, programs, performance management and training programs across the employee lifecycle from recruiting, onboarding, developing, promoting, engaging, and compensating employees.  An important component of a DEI infrastructure is maintaining a two-way communication pathway with employees.  Partner with your employee resource groups, conduct listening tours to learn more about their lived experience and how the company can improve its approach to DEI. This communication pathway can enhance the company’s cultural competence and serve as key inputs to their DEI strategic action plans.

What would be your advice to other HR leaders around the use of technology within the function and the wider business?

I am a strong supporter of HR utilizing technology to deliver their business objectives with quality and efficiency. Technology can decrease the amount of time our HR professionals spend performing manual tasks and increase the time for human-centered interactions such as strategically consulting with business leaders and intentionally interacting with employees.

I encourage HR leaders to have a thoughtful approach when deciding which technologies they should invest in. Take a holistic view of your organization’s business needs, capabilities and resources.  Consider the human capital required to install and maintain them; without dedicated resources, organizations may not fully realize the technology’s intended benefits. Some questions HR leaders and their teams should explore are: How will the technology help you achieve your business goals?  How much time will it take to implement and maintain? Will it support scale and efficiency?  How will the technologies interact with each other?  Finally, I encourage HR leaders to conduct their due diligence when selecting their technology partner.  It is essential to have a thorough understanding of the technology’s capabilities, limitations and how they will support your business requirements to prevent unnecessary workarounds or end-user disappointment. HR leaders should also speak with other companies utilizing the technology to get a direct account of their end-user experience from installation to maintenance and customer service.

Do you think HR is viewed as an attractive career option and what do you consider its key selling points?

Although I’ve seen attention given to human capital topics such as employee engagement and leadership, there is still work to be done for showcasing HR as a career option. As a profession, we need to galvanize our resources and explain our profession’s value proposition beyond the more commonly known functions such as recruitment, payroll, and benefits. Today’s HR department is a strategic business partner that has representation at the C-Suite and helps organizations achieve their business goals through human capital.  Furthermore, we need to highlight the broad range of HR career options such as professional development, talent management, analytics, and employee engagement.

I am optimistic that we will see more HR executives featured on top-tier business news shows explaining the competitive advantage their human capital strategies have in their industry.  When this happens, it will elevate the HR brand and encourage prospective professionals to consider HR as a career option.  

What do you believe to be the key factors influencing current candidates when they are applying for jobs and have you developed specific strategies to attract millennials/what do these involve?

Many of our prospective candidates want to learn more about professional development opportunities, career growth, DEI efforts, culture, and hybrid/ flexible work arrangements. They often ask follow-up questions from information posted on our corporate website.  They are looking for an environment that will give them meaningful work that has impact, have opportunities to share their opinions, grow their careers and have a healthy work-life balance.  

We want all our candidates to have a positive experience when interviewing at PineBridge.  We appreciate the impact an interview has on the candidate’s early impression of our firm, and we want it to be a positive one that represents our inclusive culture.  We encourage candidates to ask questions so that they can make an informed decision if PineBridge would meet their professional needs and personal preferences.   

Our firm has a comprehensive interview process that embeds DEI best practices.  We seek to attract a diverse candidate pool through our job descriptions that are written with inclusive language.  Furthermore, hiring managers and interview panel members have access to interview training and resources that focuses on competency-based interviews, objective evaluation criteria and selecting candidates that are culture add versus culture fit. I encourage companies to continuously evaluate their talent acquisition strategies and collect candidate and interview panel feedback to influence process improvements. 

What is your advice to your peers (other heads of employee development and engagement) – how can they ensure they have a robust talent pipeline coming into the business when demand and supply of skills is in constant flux?

I strongly encourage HR leaders to have a robust talent management process that includes internal and external factors. Having a real-time pulse on the internal and external environment will enable your company to be agile to meet your company’s human capital needs. HR leaders should consult with their senior leaders on an ongoing basis and have formal biannual talent reviews. From an internal perspective, HR should evaluate their human capital metrics, including tenure, time to promotion, succession planning, diversity metrics, turnover and future headcount needs. Future headcount should be evaluated beyond skill sets and capabilities and should include work environment flexibility. Post Covid, talent has moved to a variety of geographic locations.  Candidates are seeking employers that offer work-life balance and flexible work locations. Highlighting your company’s approach to work-life balance and flexible work models such as hybrid and fully remote opportunities can give you access to a broader talent pool and a competitive advantage in winning talent. HR leaders can have a dual focus that balances giving employees flexibility in their work environment while meeting the needs of the business.

From an external perspective, you should utilize platforms such as LinkedIn Recruiter to evaluate the potential talent available across locations. HR should build and maintain relationships with recruiting agencies, colleges, and universities. Finally, I encourage HR leaders to have internship programs that can develop talent within their communities and build a strong talent pipeline for the future.

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In our most recent edition of “60 seconds with a rising star” we interview Olivia Rhein, Team Lead, Talent Acquisition at Success Academy Charter Schools.

When thinking about future of the workforce, post-pandemic, what skills do you feel HR need now more than ever?

The two skills that are the most important are active listening and self management. It is on us to make sure our clients are heard. It is also on us to make sure we execute at work and balance our personal and professional lives with the self management piece. 

What does success look like to you from a work and personal perspective?

Showing up as your best self in the office and at home. We are in the business of people, which requires us to be ‘on’ for those that we work with and the clients we partner with. We should be as empathetic and solution seeking with our coworkers as we are with our loved ones.

After a big day at work, how do you most enjoy winding down?

Reading a book on the ferry ride home is one of my favorite things to do. It is unplugged time just for me. I enjoy scheduling dinners with my friends and family as well. It is something to look forward to. Being extroverted makes me successful at work, but it also means I am recharged when I am surrounded by the people I love.

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In our most recent edition of “60 seconds with a rising star” we interview Daniela Slanina, HR Manager at Hearts & Science.

What did you find most challenging during the pandemic when it came to work? 

Definitely making time for myself. During “peak” pandemic there wasn’t much to do other than work, and I had a hard time stepping away from my computer. I found myself in a really unhealthy situation mentally and realized part of the reason was because I was working long days with no breaks. I started actually taking a lunch break and going on walks, which made a world of difference. Stepping away without responding to every email was hard to do at first, but I found not only my mental health but also my quality of work improved when I began to take breathers. 

Has your HR career lived up to your expectations so far?

It’s been exceeded by a long shot! I was lucky enough to attend a school that had Human Resource Management as a major (go RU!) which gave me a good idea of the different elements of HR. Actually being in the workforce and being able to apply so much of what I learned has been more exciting than I anticipated. As I’ve grown into my career over the years, something I didn’t expect, but am enjoying and embracing, is the strategic element of HR and how truly essential that aspect is to business functionality. 

What advice would you provide to graduates thinking about entering a career in HR?

Ask questions and get involved. There’s so much to learn and within HR–university lessons and textbook knowledge will not fully prepare you for real world situations. When you start out, your job will likely be heavily administrative, but asking to shadow is a great way to get exposure into other areas early on and will help prepare for when you’re managing your own situations. I also think getting involved in initiatives like business resource groups and joining events is a great way to engage and build relationships with employees while also supporting company culture.

After a big day at work, how do you most enjoy winding down?

Hopping on the treadmill and throwing on a Bravo show. I recently started running and it’s made a huge difference physically and mentally. I didn’t realize how much stress I held in my body until it started melting away when I ran. I’m also a huge reality TV fan and any lingering work thoughts I may have are kicked aside when the housewife drama starts! 

How would your friends describe you?

Definitely driven. Goal setting for myself is a major focus as I think it’s really important to establish things to work towards both personally and professionally. There’s an unmatched sense of accomplishment that comes with achieving a goal or crossing something off a list. I think my drive comes from working to meet the expectations I set for myself. I also like to think dependable. I try to make myself as available as possible to anyone in my life to be a shoulder to lean on. We never truly know what someone else is going through and even a little support can go a long way.

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In our most recent edition of “60 seconds with a rising star” we interview Brooke Murovannyy, a Recruitment Consultant based out of Chicago, IL.

What did you find most challenging during the pandemic when it came to work?

In the beginning of the pandemic, I felt it was difficult for me to connect with my colleagues on a more frequent basis. However, once time progressed, we allocated more time by getting into a good rhythm of connecting. 

How would your friends describe you?

Loyal, transparent, easy to talk to.

Has your HR career lived up to your expectations so far?

Absolutely. I have learned so much in my seven years of recruiting and have been so fortunate to be given opportunities to continuously grow my skill set. I have learned a lot from various leaders and have had the opportunity to engage with many different individuals to help them find their next step in their career. It has been a very rewarding career so far. 

What have you learned about yourself since the start of the pandemic?

I have learned how to keep myself motivated and organized from the change of working in the office to being fully remote. I have learned how much I value remote work and how it works so well for my life.

What does success look like to you from a work and personal perspective?

Being able to achieve a balance between continuously learning and growing my skill set while engaging with candidates to help them land their next opportunity. 

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In our most recent edition of “60 seconds with a rising star” we interview Cindy Tran, Recruiting & Human Resources at Create Music Group.

When thinking about the future of the workforce, post-pandemic, what skills do you feel HR needs now more than ever?  

Adaptability – to communication and the environment. Being adaptable to different styles of communication – recognizing that not every individual communicates the same way and one style of communication is not effective for everyone; constantly checking in and having good follow up; and being adaptable in a changing environment that can be ambiguous – a lot of moving pieces, while keeping up with the volume and staying organized.

What did you find most challenging during the pandemic when it came to work?

Ambiguity and lack of structure was very challenging. It allowed me to find new ways of organizing myself which I found was the best way for me to be successful in any environment and be able to manage multiple shifting priorities.

Has your HR career lived up to your expectations so far and what have you learned about yourself?

It’s constantly changing in a positive way, I learn more about my strengths as I continue to progress in my career and become more exposed and involved in different areas with new opportunities I’m being provided with. I’m the most efficient, strategic and strongest communicator now than I ever was before and I’ve really seen the positive impact it’s had during my tenure and on a personal level.

What does success look like to you from a work and personal perspective? 

From a work perspective – excelling and being knowledgeable at what you do to bring value and make a positive impact to the team and the company and providing your knowledge to others. Also receiving continuous growth and development opportunities to reach your career goals.

From a personal perspective – fulfilling aspects of your life that will grant you happiness whether it’s hobbies, experiences or motivational drives.

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In our most recent edition of “60 seconds with a rising star” we interview Ally Johnson, HR Generalist at Tri Star Sports & Entertainment.

Has your HR career lived up to your expectations so far?

Definitely! I graduated with a Political Science major and ended up with a sales/recruiting job in New York City. I was specifically recruiting for HR professionals, and I didn’t realize until after I graduated and was working in the real world that this career was something that I would like to pursue. It is a rewarding feeling when your team members are receptive to a personable HR approach. Although we have many administrative and automatic tasks that must be done, I tend to feel the most successful when I am able to help my team with professional development of them and their team!

What does success look like to you from a work and personal perspective?

I feel most successful when people seek my advice or direction on something important to them. I have learned throughout the course of my personal and professional career that there is much value in listening to someone and understanding their perspective prior to offering solutions. What works for one team, might not work for another. I feel most successful when I can understand the issue on a personal level, and offer solutions based on what would work them.

What advice would you provide to graduates thinking about entering a career in HR?

This job is so cool because it will allow you to see the operations of an organization from a unique perspective, but at the end of the day, HR is in place to protect the team and the employer. It is important to remain neutral, be a good listener and know when to push the envelope (only a little bit). Also, find a good leader. I would not know half of what I know today if I didn’t have the support and knowledge of my previous/current managers. When you begin to interview for jobs, keep this in mind! The leadership I was exposed to early on in my career recognized the importance of teaching and growing their teams. Find an employer who will do the same for you.

What is the definition of an effective HR Generalist?

HR requires a combination of skills like service, leadership, patience, adaptability, attention to detail and relatability (to name a few). I believe an effective Generalist will master these skills and utilize them in their everyday tasks. An effective Generalist would not prioritize one skill over another, because they realize the combination of all of these is how we best serve our team.

When thinking about future of the workforce, post-pandemic, what skills do you feel HR need now more than ever?

Adaptability! I think that the pandemic really highlighted the importance of adaptability and versatility in the workplace. Companies were doing many firsts. For example, offering WFH options, prioritizing mental health initiatives, providing flex working schedules etc. Many organizations did not allow or provide these things until it was necessary for them to operate. As we shift back to “normal”, I think it is important to think about all the things we were able to adapt to when we were in a position of necessity.

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This edition of 60 seconds with a rising star features and celebrates the achievements of Tay Jia Wei, Team Leader, Talent Acquisition, Singapore and Southeast Asia Market at Sembcorp Industries.

Tell us about yourself, your views on the world, and your life at work. 

I am Jia Wei. Unboxed in mind, changemaker at heart.

Objectively, I think the world today continues to call for immense ingenuity and critical creativity. We have to solve novel problems without precedent cases we could refer to. Across public or private sectors, the “competitive edge” of any organisation is those able to execute solutions harnessed from the best critical thinkers on issues that matter most to the people of the organisation. On the other side subjectively, I feel the world today desires results at unprecedented speed where 10-years are realistically too long in strategic roadmaps as the world gets more brittle, anxious, nonlinear, unpredictable and paradoxical as ever before. Making those meaningful changes happen anywhere in organisations, in communities or in countries, moreover globally as with overcoming inertia to act on climate change, now more than ever calls to draw from people more courage, determination, wisdom and collective strength. To see through till the end when the outcomes finally help current and future generations continue to thrive in a sustainable world, wherever they live, work and play, and whenever they think, feel and act.

There were two important decisions I made in my work life so far. One, I started my career as an engineer in the shipyard. I learnt from the best on how to execute engineering projects. Building teams that build some of the firsts in the world safely, on time and within budget. Two, I switched my career to be a HR practitioner because I manifested a belief I had. That enlightened organisations can do more with designing careers where employees can galvanise their motivations, intentions, and achieve self-actualisation. Because I believe that being able to feel genuinely happy at work could help alleviate many fronts in the lives of these employees and their families. When I think about how I managed this career switch? I heeded the generous and wealthy experiences of many others including Einstein; replace the fear of the unknown by being passionately curious.

What’s your role in your company and what makes you happy at work?

I am currently based in Singapore as a team leader of two (one in Singapore, another in Vietnam) looking after Talent Acquisition for the Singapore & Southeast Asia Market at Sembcorp Industries. My team and I are responsible for delivery of end-to-end recruitment, working with external recruitment agencies, cultivating strategic employer relations with the community and education institutions to participate in targeted employer outreach events with prospects and candidates.

Happy at work because I get to put my belief into practice, where I can enable selected candidates to fulfil their career aspirations in roles they know they can thrive in the organisation. I am grateful to be in a strategic position because my work leads to positive impacts for both the organisation as well as people in Singapore and Southeast Asia.

What do you like to do in your free time?

I am a foodie of sorts. Having pints with friends and whipping up simple pasta, to voraciously consume a lot of articles from reliable sources to keep myself abreast of what is happening around the world, as well as browsing TikTok. 

What have you learnt about yourself recently or from after the pandemic?

As the saying goes, it is true that an untamed mind is a minefield. I learnt how a lack of deliberate regulation and focus can make anything persuade you into thinking about anything. Focus on the water you have in your kettle. Avoid boiling the ocean. Draw on consciousness to make conscientious decisions which can dictate a day and do not draw energy from fear or impulses. Prevent perpetual procrastination by having a routine as a guiding compass to navigate the day.

What advice would you provide to graduates thinking about entering a career in HR?

Talk to several HR practitioners. Especially those with career profiles you aspire to become. Gather diverse views of what HR work is really about. Every career choice is a strategic one. Ground your expectations with reality. Be aware of confirmation bias. What you want to do is to know what are the tasks you like and would not like to do. Put them on a scale to find your balance. Because in any choice you choose, you would still encounter countless moments which would test your resolve on your chosen career path. Hedge against uncertainties with passionate curiosity, continuous learning and deliberate practice. Remember to enjoy the journey and drop your worries.

Feel free to connect with me on LinkedIn and I will be happy to share my HR experience over a cup of KOI.

When thinking about future of the workforce, what skills do you feel HR need now more than ever, as a result of the pandemic?

Change is an ageless constant. This constant will never change. We would need different skills at different times. As I write this in October 2022, with global inflationary pressures rising, a protracted war in Ukraine, the omnipresent geopolitical standoff in Taiwan, we know that critical thinking is one skill we need in our workforce now and I think we need to focus on character building as well. Because to overcome the tsunami of novel challenges which the world is facing at present and would experience in the future, we need strength in character such as having the grit and gumption again, as with our predecessors had in the past built the economy today from nothing.

Nearly every organisation is driving some kind of a business transformation. The current and future of the workforce needs to be empowered with skills on how to find calm and peace amidst uncertainties. How to disconnect and reconnect feeling recharged. We need skills to help us stay sharp in the long haul, such as taking “strategic pauses” which I have recently picked up from a book titled “A Minute to Think” where I quote that “when you take a strategic pause, you stop doing things and, instead, free yourself to think, feel, ponder, plan, create, reflect, question, dream or just rest. A strategic pause introduces white space into your day that can make your visible work more productive, purposeful and innovative. A white space mindset also means simplifying your work and home life to allow time for strategic pauses.” and this white space is not zoning out or being idle but it is a moment to introspect, to check in on your heart, mind and soul.  

What does success look like to you from a work and personal perspective?

I define success not as how many things you do. It is how well you do them. More is not better. Less can be more. The Pareto Principle holds. Success is defined by how happy you are at where you are and what you already have. For some, happiness is hoping to experience something else to what you have now. For me, happiness is not just to treasure what you already have. It is to continue to make intentional discoveries on what you already have in serendipitous and different ways. We may be taught that passion should drive our every thought, move, and decision, basically we are handicapped with the fear that we are not happy because we are not doing “enough”. Instead circle back and look at your North. Ask if this is still your North. Think a little less. Do a bit more. I wish to leave a legacy for future generations to harvest so they can afford to plant seeds for their next generation as well. To me, this is success in a sustainable way before each of us clock out.

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This edition of 60 seconds with a rising star features and celebrates the achievements of Jon Goh, SG Core Programmes and Governance Manager at Standard Chartered Bank.

Tell us about yourself. What’s your role in your company and what do you like to do in your free time? 

I am Jon Goh, and I am working at Standard Chartered Bank as a SG Core Programmes and Governance Manager. My key responsibilities are to ensure that we build a strong Singapore Core workforce within the bank, while prioritising meritocracy as a key value of our recruitment process, and to partner with government agencies and leverage on various government initiatives to support fresh graduates and mid-career switchers. Taking a break from my full-time profession, I like to spend my free time cooking and reading up about real estate and property investment.

How would your friends describe you?

My friends would describe me as someone who is logical, analytical and meticulous. In addition, I am seen as someone who is conservative and has to have a few contingency plans. 

Why did you choose a career in HR?

I will be honest and say that I did not start off choosing a career in HR. It started with what I think I did not like, followed by what I thought I would like to give a try. It was an opportunity given by my first manager where she decided to take the leap of faith to hire me as her intern because she saw the potential in me. I would have never entered the world of HR if it was not for her. Till this day, after eight years, I am ever grateful and thankful that I was privileged to be given this opportunity.

What have you learnt about yourself since the start of the pandemic?

The pandemic has definitely taught me to be adaptable to the way we work. What used to be taken for granted like daily face-to-face huddles or rolling your chair over to your colleague’s desk to ask a quick question was completely replaced with the hassle of setting up 15 min zoom calls. As with all changes, this was a rather painful change that we all had to get used to. Through this pandemic, we also realised the need to digitise and automate many of our HR processes. There were also many conversations with the government authorities to rethink and improve the existing manual processes. In a way, this pandemic brought out the creativity in us to think harder and work smarter. 

When thinking about future of the workforce, what skills do you feel HR need now more than ever, as a result of the pandemic? 

With technology at its forefront, it is inevitable that the way we work has transformed and will continue to do so. While technical skills such as coding and data analytics are good to have, I feel that, as HR professionals, it has become more apparent that we need to be fundamentally knowledgeable about HR policies, total reward philosophies, labour laws and government regulations. It is only by having these strong foundations that we can be the business partners that our businesses can trust and rely on. It is also only then we can be quick to react and be agile in the way we approach changes.

What advice would you provide to graduates thinking about entering a career in HR? 

Join a career in HR with an open heart, an inquisitive mind and a willing spirit to do and to learn.

What does success look like to you from a work and personal perspective? 

To me, success is being privileged in life to find something that you love doing, and you want to do it well today and do it better tomorrow.

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This edition of 60 Seconds With A Rising Star features and celebrates the achievements of Seah Yong Tat, Regional Special Projects, People Team at Shopee.

Where is the first place you want to visit travel-wise when the borders open up?

London. I am appreciative for the opportunity I had to visit there for one of my work trips. It was an eye opener for me – a city with rich cultural heritage and bustling modern vibrancy. Would love to go there again with my family.

How would your friends describe you?

On a candid note, some would say I am like an “Uncle!”. I guess it’s not the age, but the stage. I am a proud father of two kids, and perhaps sometimes I can be naggy or share seemingly traditional thoughts. Hey but old can be gold! 

Why did you choose a career in HR?

A choice has to be matched with an opportunity.

To start with, the intent was for me to pursue the accountancy pathway when I took on a bond with my first organisation. After completing my stint in HR, Finance and Strategic Development, the Chief Talent Officer (then) gave me the opportunity to pursue my expressed interest. I am grateful as that is the opportunity that started it all.

Perhaps, instead of sharing why I chose HR then, let me share why I am still in HR and what I enjoy about my work – they are: Purpose, Possibilities and Passion.

Purpose – People are the foundation of an organisation’s progress, and often, the competitive advantage to sustain success. This will remain as a motherhood statement until you are involved in translating that to practice. I feel the HR field is one of the most direct ways you can make an impact.

Next, Possibilities. There’s a wide spectrum of roles you can be involved in – ranging from recruitment, talent development to employer branding and more. Being part of the regional special projects team in Shopee, the scope provides the latitude to partner with various functional roles, and across regions to deliver impact. It’s my first step into the e-commerce sector, and I look forward to more discoveries ahead.

Lastly, Passion – can’t really explain it but I enjoy what I am doing.

In summary, to me, having a career in HR has quite a charm, and I continue to be intrigued by it.

Has your HR career lived up to your expectations so far?

Yes and beyond! I see my career as a runway of experiences. Looking back, it has been quite a fruitful and exciting ride. I have been very fortunate to be exposed to a range of roles, and involved in several meaningful projects.

How’s it been at Shopee so far?

The colleagues around me have been a great help in onboarding me. The open and collaborative culture here creates an environment for constructive discussion and learning. For myself, I learnt to prioritise the work streams on hand and be practical in how we problem-solve. In a dynamic environment like this, I also learnt to be adaptive and take on an iterative approach as we move along in our projects.

What’s your biggest takeaway since the start of the pandemic?

Pandemic disrupts, not destroys. The biggest takeaway is to adapt to the changes, anchor the objectives for deliverables, and navigate towards achieving them. Do not fall into the trap of using the pandemic as a convenient excuse for delays or mistakes.

What advice would you provide to graduates thinking about entering a career in HR?

Understand the business. We have heard a lot about HR being a strategic partner in academics. If you unpack that, fundamentally, it’s about understanding the business. When you are not familiar with the structure, operating model and business priorities, at best, you can only value-add to HR, and not be value-adding HR to the business. With that sense of the business, HR is not just a function, it is a capability.

Another piece of advice would be “don’t settle”. As young graduates – be observant and learn from the best around you, be open to what comes, and always seek to improve yourself. Experience is not about doing the same thing for a long time; it’s about exposure to new areas, learning from people around you and sharpening your perspectives.

When thinking about future of the workforce, what skills do you feel HR need now more than ever, as a result of the pandemic?

A typical response would be digital skills, people analytics, future of work & more. These are important, but again, I feel that the fundamental anchors back on connecting to your business. The pandemic struck us hard and fast. The agility to respond fast is important to help an organisation in navigating the unexpected challenges. Like a set of gears, we need to interplay with the business and other stakeholders well to move collectively. 

Without a core understanding of the business environment and priorities, HR, as a unit, may not be able to pivot fast and respond with practical solutions. 

What does success look like to you from a work and personal perspective?

In work – in the past, I believe career progression is the most straightforward yardstick. Now, I hope I can play a part in helping the team to be better versions of themselves. One of my managers told me that leadership is a choice (not just a privilege). Once you lead, you are accountable for people’s growth. I am still learning along the way.

On a personal front, I have a simple wish – a happy and healthy family. There’s nothing else I will exchange for that.

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This edition of 60 Seconds With A Rising Star features and celebrates the achievements of Kianna Goh, HR Advisor at Linklaters.

Where is the first place you want to visit travel-wise when the borders open up? 

South Korea! I have been wanting to visit my friends in Seoul and Jeju because I have not met them for years. I already have a list of restaurants I want to try and I also can’t wait to go hiking and cycling with my friends there during the spring/autumn season. 

How would your friends describe you? 

Quick witted and reliable. Hence, I’m often the friend in the group they go to when they need advice/to confide in. 

Why did you choose a career in HR? 

I have always chosen HR as my major since polytechnic and university days. Hence, it was natural for me to choose a career in HR. It’s an area which I have always been interested in. 

Has your HR career lived up to your expectations so far? 

Definitely. I have been really lucky to have met inspiring managers and mentors throughout my career and also had many opportunities to stretch and challenge myself. I am also thankful for the appreciation and recognition from my stakeholders which motivate me to strive and do better each day! 

What have you learnt about yourself since the start of the pandemic? 

Working from home is the new norm ever since Covid-19 happened. This means that the line between work and personal time tends to be blurred quite frequently and that resulted in me sitting at the desk to work continuously for a long stretch of time without breaks which led to me feeling burnt out from time to time. To manage this, I learned the importance of keeping a healthy and active lifestyle during this new norm. To achieve that, I make it a point to go for walks everyday after work and I also plan to sign up for weekly yoga classes.

What advice would you provide to graduates thinking about entering a career in HR? 

When you’re starting your first role in HR, some of the tasks may seem too small/administrative. However, you should persevere and do your best for each task because by doing as these tasks, you are building up your knowledge which can be very useful for you in the future as you move up to more senior roles (you would be able to know the various considerations and impact (to processes/firm etc.) when giving advice to stakeholders). Hence, I would advise graduates to see it as opportunities to learn and gain new knowledge as knowledge is something that no one can take away from you. 

When thinking about future of the workforce, what skills do you feel HR need now more than ever, as a result of the pandemic? 

Empathy, resilience and having business acumen. This pandemic has brought about a lot of changes – the way businesses operate, the way we work and the way we live. In such an environment, as HR professionals we must remain resilient in the face of uncertainty and rapid changes. On the business front, this means that we need to adopt a forward-thinking approach and have business acumen when giving HR advice to help the firm stay ahead of the challenges and remain competitive. On the staff front, we must be empathetic and be even more connected to staff on the ground through more frequent check-ins and also provide them with adequate mental and health support as everyone is adjusting to the new way of working in these unprecedented times.

What does success look like to you from a work and personal perspective? 

Being able to truly enjoy what I’m doing at work and having the time to enjoy life such as spending quality time with friends and family, picking up new hobbies and gaining new experiences through activities such as traveling.

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This edition of 60 Seconds With A Rising Star features and celebrates the achievements of Nadiah Bohari, HR Advisor at Linklaters.

Where is the first place you want to visit travel-wise when the borders opens up?

That’s a tough one! My next trip out will probably be to Japan – specifically a road trip in one of their more rural prefectures. Road trips are great for exploring scenic areas and I like travelling without having to stress too much about catching specific trains / buses etc. to get to the next destination.

How would your friends describe you?

I think they see me as someone that’s approachable and… smiley? I genuinely enjoy smiling – it can go a long way in brightening up someone else’s day. I’ve also been told that I can strike a conversation with just about anyone.

Why did you choose a career in HR?

It was never planned.. I studied Economics and wanted to major in psychology – but it was extremely difficult to secure the limited modules and I had to drop the idea midway else I couldn’t graduate in time! I ended up taking a few HR modules which I found interesting, and that’s when I learnt more about what HR practitioners actually do.

I’ve always wanted to explore a career in which I could interact with as many people in the organisation, and have the ability to improve their working experience in some way. I was also mindful about choosing a path which can’t be easily replaced by technology. HR felt like it might be a good fit for me.

As I had no prior experience, I knew I had to get my foot into the field before graduation, so I sought an HR internship during my final year, and managed to secure one with a Finance firm. It was a generalist role and I got to try a little bit of the different HR functions (recruitment, payroll, learning & development..) – I even had the opportunity to support different countries later on. It was really valuable exposure and I’m glad I took on the internship to know for sure that HR was where I could see myself 20 years down the road.

Has your HR career lived up to your expectation so far?

Yes – and more! What I particularly love about my role now is that no two days are the same. The HR function is constantly evolving and we always have to keep up with new laws, best practices, HR systems.. It can be quite overwhelming at times, but I like that I’m always learning something new.

At times, we also have to deal with very complicated and grey issues – and I’ve grown to enjoy the challenge of advising our people how to navigate situations like these.

What are the greatest lessons you have learnt in your career to date?

It’s very important to separate Work and Personal relationships in the office. It was a real struggle for me initially when friends at work were involved when I had to facilitate difficult conversations, say No to someone who wanted to bend the rules, or follow up with someone to complete an HR task – I had to thread carefully to not burn bridges. I’ve now learnt how to draw very clear lines in situations like these.

We should also never forget to work as a team with different departments, as they would be the experts in their field. So say I’m dealing with a difficult Immigration case – I’ve learnt to make sure I get advice from teams like Tax, Risk and Finance too, in case I might have missed out any important considerations before coming up with a proposal.

What advice would you provide to graduates thinking about entering a career in HR?

If you don’t already have a clear preference from the start – read up on the different areas of HR and try them out before you decide to specialise in one! You might be surprised at what you feel more aligned to in the end.

I would also make the effort to keep abreast on how different companies are managing their people, whether it’s via reading resources online, networking or joining HR groups. This would greatly help you later in your role to advise leaders on how to tackle certain issues which you might not find in your textbook. COVID is a great example – it lead to many new processes for us to manage, and I found it useful to speak to other HR practitioners to find out how their organisation has been dealing with the pandemic so that we continuously improve our own procedures and knowledge on the matter.

What does success look like to you from a work and personal perspective?

Success to me is when people around regard me as someone who is reliable – whether in the capacity of an HR partner, or in my personal life as their friend or family member. It’s something I strive towards everyday.

This edition of 60 Seconds With A Rising Star features and celebrates the achievements of Windsor Low, Talent Acquisition Manager for South East Asia at Willis Towers Watson (WTW). 

Tea, coffee or bubble tea?

Coffee, always. Maybe too much sometimes.

Favourite Singaporean food? 

Favourites are irrelevant when your wife decides what you eat.

What is the best thing about your job?

Recruitment at its core is about the human element, and the very essence of being human. The best thing about my job is being a part of the growth of an organisation from the macro end, and on the micro end of it, the career growth of an individual. More so the individual, because any organisation is only as extraordinary as its people. It’s my greatest privilege to be able to build such relationships, witness personal and professional growth, and to lend a listening ear when needed.

Tell us about an individual that inspires you…

When I first started out my career fresh out of school in 2010, I had the pleasure of working under Mr. Heinrich Grafe, the former General Manager of Conrad Centennial Singapore. I was very impressed that he remembered all 500 employees at the hotel by name and seeing how he managed personal relationships with each individual on a daily basis inspired me to a leader like him one day. It wasn’t about how people saw him or commended him as a leader that inspired me, but how he made every individual feel seen and valued that really shaped me. His spirit of hospitality resonates with me, in the sense that the internal hospitality matters just as much as external hospitality. This value stays with me to this day.

What advice would you give to your younger self?

Trust your gut because it has served you well, so thank you (or me), but remember to be kind to yourself too.

Any hidden talents?

And it remains hidden. 😛

What attracted you to a career in HR?

It was more so the other way around, where HR knocked on my door instead. As an intern, I was the only hospitality student at the Conrad who had the chance to intern at the HR department while all other interns were working in front-of-house functions. Following that, in my National Service days, I was posted to the Naval Personnel Department of the Royal Singapore Navy in MINDEF (which is essentially Navy’s HR department). Thereafter, when I had to do another internship during my university days, I rang up my previous HR manager at Conrad, and was lucky enough to be accepted back again for a second internship. This time, I was converted to a full-time role upon graduation and that’s what officially started my HR career.
 

Affinity more than attraction, perhaps?

How has your role been impacted to ensure business continuity during the pandemic?  

I am extremely blessed to be able to say that it is still business-as-usual for me! The pandemic has had low to no impact on my daily workflow. WTW has always been a strong advocate of agile working, i.e. allowing employees to manage how they work and thrive on flexible work arrangements. This culture is practiced even prior to the pandemic, so using tools and technology such as webinars or skype meetings for remote working are not new to me and my colleagues. Being in a regional role, the arrangement of working from home doesn’t affect my work. Though, I would note, a positive impact I have seen is that there has been an increase in skype calls to catch up with my colleagues around the world who are also stuck at home. We are connecting more on a personal level now that we are all (as one human race) going through the same global pandemic, facing the same global uncertainties, and this has definitely brought the team closer together.

What have been the highlight in your career to date?

Recruitment itself is a never-ending highlight, because people are an ever-evolving bunch. If I must pinpoint to a single moment, it would be when I left the HR generalist function to join an executive search firm. That’s when I got a peek behind the curtains of the recruitment world. 

How has your organisation/mentor/work experience encouraged and helped to grow your skillsets?

At WTW, we have a very open culture. Our willingness to share information helps me understand the business needs better and, in turn, effectively hire the right people for the organisation. I can always grab my colleagues for a coffee or a call, and they will be happy to selflessly share their specialty and/or line of business knowledge with me. This helped me tremendously when I first entered this industry. With the amount of people I meet and connect with, I have come to understand that this culture is a precious torch to be passed on to any new joiner because it is not commonly found in every organisation.

Nigel Young, my mentor and manager in WTW, has given me consistent support, trust and freedom so I have ample room to perform my role. In fact, he might not even know this but, I take a lot of notes on his leadership style, and use that as a guide when managing my team members too!

If you could invite two individuals to a dream dinner party, who would you they be and why?

Both my late grandmother and my late grandmother-in-law. They’ve never met as one passed on before I met the other.

My grandmother had a huge role in shaping my childhood and it was then that I learned some of my most important life lessons. There aren’t expectations in place where parents would have, and they aren’t afraid to spoil you. I learnt from her that caring for a person is the simplest form of guiding future potential and performance. This still rings true in the way I guide my team or candidates who look to me for career advice, because genuine concern and empathy are more powerful than expectations alone.

I met my grandmother-in-law for the first time when I was 22 years old, before I stepped into the workforce. Having been a powerful business woman, her world views shaped my adolescent years. She taught me that no matter how far you may go in your career one day, you should never take yourself too seriously because the ability to laugh at yourself shows humility and bravery. She showed me a business world that is complicated yet delicate, and that EQ is hearing yourself from someone else’s perspective.

Seeing as how these two amazing women impacted me so much in life, I would love to be able to bring them both to the same dinner table and express my gratitude, for without their teachings, I wouldn’t be who I am today.

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Keeping with the theme of #IWD2020 this month, our 60 Seconds With A Rising Star features and celebrates the achievements of HR Manager at William Grant & Sons, Shayne Goh. 

Coffee or Tea?

Definitely tea. I thrive on Earl Grey, am widely known as a bubble tea addict, and I love my Singaporean teh peng.

Favorite Singaporean food?

Lai Huat Sambal Fish @ Upper East Coast Road – it’s my go-to and the one thing I really miss whenever I’m overseas. The chili is amazing.  

What is the best thing about your job?

It’s really about being a true partner to the business & turning HR from an operational team to actively driving the business. That means understanding the company, the market, what we do, how we’re responding to it, and setting the wheels in place for our people to be successful. I love the products, I love what we do, and I love being a part of building success now and for the future.

Tell us about a woman that inspires you…

Karen Fogarty – my first boss & the managing partner of Colquhoun Murphy Lawyers. She has such insight into each person’s strengths and development areas, and she’s got a knack for drawing the best out of you and helping you grow by putting you through challenges you don’t even realise are challenges until you’ve overcome them.

She’s a great lawyer, truly believes in developing people, and she’s always been a huge champion for women’s rights – she herself has achieved so much and she’s so keen to bring others along with her. Karen has such a wealth of experience, yet still remains down-to-earth at the same time. She’s always made me want to be a better person, to find that balance between career and personal success, and I would not be where I am without her support (even today).

What key theme’s surrounding International Women’s Day do you think still needs greater awareness?

#EachforEqual is so much about equality, and one huge part of that is recognising and addressing bias.

Bias is really interesting because, as the name suggests, it’s something you have as a blind spot, which means more often than not, you won’t see it yourself. We talk a lot about equal rights, treatment, opportunity, but a lot of this is hindered by the fact that people don’t see the differences or hurdles to equality due to their own bias.

It’s not about finding fault or blaming people for having these biases, but more on encouraging them to be curious, self-aware, looking at their own behaviours with a different lens to overcome these and to actively work to remove their bias from behavior, systems, and societies.

What advice would you give to your younger self?

Lean in into difficult feelings and conversations. It’s okay to not be okay, and it’s not weak to need help – never be afraid to ask. Your biggest growth comes from times where you are the most uncomfortable.

Which male allies do you find inspiring in their support for women’s equality?

My father, his brothers, and my partner. It’s never about about what you cannot do, but always what you could possibly achieve.

My dad and my uncles are part of large family – 7 sisters, 4 brothers – with a strong matriarch at the head even though my grandfather was the breadwinner. I was brought up in an environment where women are equal, if not stronger figures. I’m also incredibly lucky to have a partner (and I use this term intentionally) who is equally supportive. They may not be the ones banging the drums at women’s marches, but it’s the little things that count – actively seeking input from the women in their lives, challenging men on behavior that doesn’t spell respect for women… I really think these things make a difference and it’s people like them that help drive the change slowly but surely.

Any hidden talents?

Being able to sing an unusually large repertoire of 70s and 80s songs (not necessarily in tune).

What was the last thing you googled?

How to get to…multiple locations e.g. a Greek restaurant, my regular bar – I can navigate Singapore on roads without a map for the most part, but leave me at a bus stop and you’ll soon realise I can’t figure out public transport routes!

If you could invite two individuals to a dream dinner party, who would you they be and why?

Brené Brown and Arunachalam Muruganantham.

I first came across Brené Brown’s work in the TEDTalk on the power of vulnerability, and she’s done fantastic work across daring leadership (leading with courage), applying self-compassion, as well as research into shame & vulnerability. It’s hugely applicable to most of us in daily lives, and to both formal and informal leadership. I really believe these skills are essential to helping us become better people, better leaders and to effectively drive authentic change – what better than to have a strong female leader herself driving this.

You may think it’s an odd combination, but I would absolutely love to meet Arunachalam Muruganantham too. He’s better known as India’s period man, who’s made revolutionary strides in making menstrual products more accessible and reducing stigma around menstruation in India. We face huge challenges with equality, particularly in the developing regions of the world – the progress he’s made in India is hugely impressive, and it is heartening to see that women’s rights aren’t a fight that women run on our own, that we have male champions helping drive and persist in driving this journey forward. 

I would love to bring them together to have a conversation about the challenges we face in making equality more of a reality, particularly in the developing countries. To me, this is what IWD is about – reflecting on yourself & what you can do to build an equal world, how you can help enable others to do so, and to find and build relationships where we partner each other to work towards our shared goal. It’s #EachforEqual and beyond.

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In this interview, Jason Neo shares his passion for recruitment, his greatest career lesson to date, and what he likes most about working at QBE Asia Pacific. Jason heads up recruitment for South Asia and is based in Singapore. Along with his colleagues in the region, he supports all recruitment strategies and activities within the Asia Pacific Division for the insurance service.

What attracted you to a career in HR?

Having worked for a non-prof organisation previously where the core value is “People Matters” and being involved in counselling work, it’s inevitable that I would look for a role that evolves around “people” and the opportunity to impact and make a difference.

Why did you decide to specialise in recruitment?

I began my career in HR as a HR Business Partner and eventually found my passion and forte in recruitment. If you look at financial services in this increasingly commoditised world, the only thing that differentiates one company from another is the people. In recruitment, you play a tangible role in bringing in the right talent to the company and that’s where it all begins.

A recent survey found that nearly three quarters (74%) of employers are affected by a bad hire. Furthermore, it found the average cost of one bad hire is approximately SGD$20,000, but the average cost of losing a good hire is almost double that.

This is also a role that plays to my strengths of connecting groups of stakeholders to a positive outcome.

What do you think are the biggest challenges for recruitment?

There are two things: Hiring managers insisting they need the same skills as before. Our world is changing, and skills for today may not be relevant for future, what is therefore important to see is mindset and learning agility. Diversity in thinking is very important and can sometimes get missed out if we hire to the same prototypes. With digitisation and technology often being discussed, it’s vital for recruiters to know and deploy what’s available in the market without losing that human touch. I always view recruitment as an art & science combined function. There’s always data to back decisions but the human element must always be present.

What are the greatest lessons you have learnt in your career to date?

There’s nothing too big to tackle (with the right resources/ team) and there’s nothing too small you should not handle (with the right mindset).

What advice would you provide to graduates thinking about entering a career in HR?

Before embarking a career in HR, ask yourself if people matter. Regardless of your specialization, don’t ever lose sight of the passion for people that caused you to embark on the HR journey in the first place.  

What is the thing that you like the most about working at QBE?

The lack of bureaucracy and the chance to work across levels, most leaders are genuinely open to hearing new ideas and suggestions yet give us (as experts) the leeway to do our roles.  

I love being on the frontline and understanding how each decision impacts not just a singular business function or country, but learning more about different effects in the other divisions for each decision made.

I love the spirit of excellence the team carries #rampitup and how everyone across the region pulls their weight whenever required #together

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