Francis is the co-founder and Executive Director of Titanium Law Chambers LLC (TLC).  He is a litigator and an employment law specialist.  As the head of the employment law team in TLC, Francis advises corporate clients of all levels ranging from MNCs to SMEs on contentious and non-contentious employment-related matters and on Singapore’s labour statutory and regulatory frameworks. He is also an adjunct professor teaching employment law in the Yong Pung How School of Law (SMU) and the SR Nathan School of Human Development (SUSS).  He is also a member of the Institutional Review Board of the Public Free Clinic Society and the author of the Singapore Labour and Employment Disputes Review published by The Law Reviews UK.

Titanium Law Chambers LLC started out as a specialist boutique firm but have now grown to a multi-practice law firm dealing in contentious and non-contentious specialist areas of law. Their firm serves a wide range of clients from MNCs, public listed companies, SMEs to the individual.

How Would You Explain Your Job to Someone Outside of HR?

Well, my answer might not be the typical one you’d expect. On one hand, I’m an employment and HR lawyer, but on the other, I’m also the HR director at my firm. So, I have a unique perspective when advising clients.

Officially, I’m an employment lawyer, but in simpler terms, I see myself as a problem solver for all things related to employment and HR. In the world of HR, problems and issues come in many shapes and sizes. For instance, imagine dealing with HR documents that are cobbled together from different employment contracts found online, each from a different country. These can lead to headaches down the line. There are also employee grievances, whistleblowing complaints, terminations, and even lawsuits from former employees. These day-to-day issues can be challenging to navigate without proper legal guidance, which I provide to our clients.

What makes my job interesting is that I don’t just offer advice; I’m often on the front lines as well. Clients frequently appoint me as an independent investigator to look into employee complaints. I interview witnesses, review evidence, and then prepare an investigation report with my recommendations for the company. I also am involved in conducting retrenchment exercises or the termination of employment.

When I take on these roles, my HR professional clients breathe a sigh of relief because they know I’m handling the tough parts. Nobody enjoys conducting uncomfortable interviews or making tough decisions like terminations, but sometimes I have to do just that.

What’s Something About You or Your Job That Would Surprise Us?

As an Employment Counsel for companies, people often assume I’m always advocating for the company’s interests. But that’s a misconception. While I do advise clients on what’s best for them, it doesn’t have to come at the expense of employees or other stakeholders. In fact, I often counsel clients that what’s good for their employees is ultimately good for their business.

I firmly believe that employment and HR issues should be approached not only from a legal standpoint but also from a human perspective. I emphasize this in my training sessions for HR professionals and students. One unforgettable experience exemplifies this: I was once hired to advise a company on employee layoffs. They asked if they were legally required to provide severance pay, and technically, they weren’t. However, I urged them to consider the human side of the equation. Many employees had dedicated decades of their lives to the company, and abruptly letting them go without any support would have been seen as unethical to some.  After some discussion and me pointing out the potential reputational repercussions to the company, the company decided to offer a decent package, resulting in a smoother transition for the affected employees. This case reaffirmed my belief that doing right by people often aligns with what’s best for a company in the long run.

What Has Been the Biggest Highlight of Your Career So Far?

While there have been several significant moments in my career, the most remarkable one was co-founding my own law firm, Titanium Law Chambers LLC, with my partner Anthony in 2021. This venture was a leap of faith, as it meant leaving my secure position at a prestigious law firm, especially during the pandemic.

Starting with just nine or ten employees, our firm initially specialized in commercial, employment, and insurance law. However, we’ve since evolved into a multi-practice law firm with over 20 employees and are continuing to expand. To our surprise, we were ranked on the Straits Times’ list of top law firms in 2023, placing us among the top 10 percent in Singapore. This recognition, less than two years after starting, has been incredibly encouraging, motivating us to keep striving for excellence.

What’s a HR Trend or Space You’re Watching This Year?

There are several trends in the HR space worth monitoring this year, including remote and hybrid work arrangements and mental wellness, both of which have gained prominence due to the pandemic. However, one area that particularly piques my interest, and one I encourage HR professionals to focus on, is the growing emphasis on Diversity, Equity, and Inclusion (DEI), especially anti-discrimination laws.

Employment practitioners like myself have been eagerly waiting news on the new workplace fairness law to be enacted in Singapore.  Just recently, the Tripartite Committee released their final report with recommendations which have been accepted by the government.  This is a timely development, as DEI and fair employment practices have gained prominence over recent years, and now employers finally have guidance on how to start preparing for the new law which is expected to kick in come 2024.  With this new law, companies will be legally obliged to adopt progressive HR practices, such as establishing grievance handling processes and adopting an anti-discrimination culture.  HR professionals should take this opportunity to ensure that their company’s practices are minimally aligned with the Tripartite Guidelines on Fair Employment Practices and to engage stakeholders (especially management) for buy-in.

What Advice Would You Give Someone Starting Out in HR?

First and foremost, don’t hesitate to seek guidance from your employment lawyer when in doubt—just kidding! In all seriousness, HR can be an intimidating field, depending on your scope of work. Whether you’re handling talent acquisition or managing various HR aspects, the legal side of things can be overwhelming.

Fortunately, there are plenty of resources available to help you navigate the legal essentials, such as the MOM and CPF websites. Start by understanding the basics needed to perform your job’s core functions. As you gain experience, you can delve deeper into scenario-specific issues like conducting investigations or terminations.

Furthermore, take the time to immerse yourself in your company’s culture and practices. HR processes should align with your company’s unique environment and values. Remember that big changes should be implemented gradually, as resistance to abrupt changes is common and encountering resistance may be discouraging. Balancing legal compliance with a company’s culture is key to successful HR management.

What’s One Thing You Can Keep Talking About for Hours?

My passion for travel tops the list. I love exploring local cultures and cuisines, and I try to avoid touristy spots whenever possible. Google Translate has become my trusty companion, helping me decipher menus in foreign languages. Travel experiences and discovering new foods are topics I could talk about endlessly.

What’s Your Favorite Movie/TV Show?

I’m a huge fan of food and travel, so my favorite shows revolve around culinary adventures. I enjoy watching documentaries like “Street Food Asia” and “Flavorful Origins” on Netflix, as well as various YouTube channels. These shows not only introduce me to mouthwatering dishes but also inspire me to try them myself. One notable experience was trying “Haig Road Putu Piring” after watching it featured on “Street Food Asia.” It’s amazing how a TV show can lead to such delightful culinary discoveries.

What’s Your Go-to Lunch Around Your Workplace?

I usually skip lunch because I enjoy eating a lot and compensate by hitting the gym during that time. However, when I do dine near my workplace, I’m a big fan of local hawker food. Salads and sandwiches aren’t my go-to choices. Luckily, there are fantastic hawker centers like Amoy Food Center and Maxwell Food Center nearby, where I can indulge in delicious local dishes.

If you’d like to be featured similarly in this series, click to join SHRI Membership – the only Professional HR Membership body in Singapore.

Mario Wong is a Business Consulting Leader at Spearing Executive Search Pte Ltd with over 15 years of experience leading and managing HR recruitment, Event Management and Business Development in various sectors, including financial services, banking, pharmaceutical, logistics, startups and government. His professional experience is international, having worked in Singapore and Hong Kong.

Mario’s expertise includes Digital Forensics & Cyber Security, Social Psychology and Counselling. He has an outstanding track record at all levels of recruitment, from a researcher, mass-level recruiter, executive search recruiter and recruitment startup. His passion and knowledge of the recruitment industry have been instrumental in the success of his clients and employers.

Spearing Executive Search Pte Ltd is recruitment service designed to help recruit the best people for your business. They are more than recruiters. They are your experts in hiring.

How would you explain your job to someone outside of HR?

As a Senior Investor in a recruitment agency, I provide financial support for hiring and talent acquisition setups. I also serve as an HR strategist, advising the company on best practices for retaining, attracting, and developing talent, particularly in the current climate. Furthermore, I work as a career coach, helping especially young individuals navigate their professional journeys and achieve their career goals.

What’s something about you or your job that would surprise us?

Interestingly, I became an entrepreneur purely by choice. Contrary to the common stereotype of entrepreneurs having no time for their family, I value my time as a father and husband. I strive to maintain a balance between work and personal life, which can be challenging for entrepreneurs. I believe it’s essential for overall wellbeing and satisfaction. This perspective also allows me to set an example for my children and create a supportive environment for personal relationships with staff and close acquaintances.

What has been the biggest highlight of your career so far?

One main highlight of my career as an entrepreneur and consultant is the successful and accomplished career punctuated by various awards. In 2013 and 2014, we received the leading HR and Management Consulting Services Provider award. Initially a runner-up, we eventually won in 2014, which was a testament to our improved service to clients. This recognition was a significant milestone for myself and the company. Additionally, the Asian SME award I received the same year underscored my success as a business leader and my impact on the Asian business community.

What’s a HR trend or space you’re watching this year?

This year, I’m closely observing the increased focus on mental health and wellness in the workplace. This trend includes providing resources for employers on mental health, promoting a positive work environment, and addressing workplace stress and burnout. Another area I’m focusing on is the shift towards remote and hybrid work models. The pandemic initiated this trend, but many companies are now reevaluating their traditional work environments, supporting remote work, and tackling associated challenges.

What advice would you give someone starting out in HR?

For beginners in HR, it’s crucial to familiarize yourself with employment laws and regulations. Developing strong communication and interpersonal skills is also essential, especially for the younger generation. Keeping up to date with current HR practices, trends, and technological advancements in the recruitment and selection process is vital. Understanding changes in permits and penalties regulations is also important. Lastly, building a strong network within the HR community by joining HR societies can provide crucial support and resources.

What’s one thing you can keep talking about for hours?

One topic I could discuss for hours is the importance of work-life balance, both professionally and personally. Having started a business and raising two daughters, I can share a great deal about maintaining close family relationships despite spending many hours at work.

What’s your favorite movie/TV show?

One of my favorites is “Friends”, which I rewatch quite often. The most recent show I enjoyed was a Korean show called “Reborn”. I find it intriguing for its unique narrative style, which is quite different from past Korean dramas.

What’s your go-to lunch around your workplace?

My go-to lunch spot near my office is Naan in the High Street Center. They have a place called Spices and Curry, which offers a fantastic chicken rendang.

If you’d like to be featured similarly in this series, click to join SHRI Membership – the only Professional HR Membership body in Singapore.

Diversity and inclusion have become crucial pillars in today’s workforce, shaping organisational culture and driving success. HSBC, the renowned banking institution, has not only recognised the significance of diversity and inclusion but has also taken remarkable strides to transform their workforce into a more inclusive and diversified community.

Their efforts were recognised at The 15th Singapore HR Awards, where they clinched the prestigious Gold Standard in the Diversity & Inclusion category. Let’s delve into HSBC’s exceptional accomplishments, the positive impact they have made, and how they emerged as trailblazers in promoting diversity and inclusion.

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Strategic Roadmap for Inclusion

HSBC’s success lies in their strategic roadmap, which encompasses globally aligned yet locally relevant initiatives. By focusing on accelerating inclusion, delivering commercial imperatives, investing in Employee Resource Groups (ERGs), and enhancing data and reporting, HSBC has demonstrated a comprehensive and holistic approach to driving inclusion at all levels.

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Creating an Inclusive Culture

HSBC has developed a robust mid-term to long-term diversity and inclusion strategy that fosters an inclusive culture and environment where talent can thrive. Their commitment extends beyond their employees, actively integrating inclusion into their business practices, ensuring that their actions positively impact the communities they serve.

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Empowering Female Representation

Recognising the importance of gender diversity, HSBC has implemented targeted initiatives such as inclusive hiring practices and leadership development programmes to promote female representation. Their efforts align with country and community requirements, reflecting a deep understanding of the diverse needs and aspirations of their workforce.

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Metrics and Continuous Improvement

HSBC has established a comprehensive framework for diversity and inclusion, setting ambitious goals and actively measuring outcomes. By regularly reviewing their progress and seeking opportunities for continuous improvement, HSBC ensures that their efforts drive meaningful change. Their approach extends beyond gender diversity, encompassing metrics for disability and generation, further exemplifying their commitment to inclusivity.

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Collaboration and External Engagement

HSBC understands the importance of collaboration and external engagement in fostering diversity and inclusion. They actively partner with organisations supporting Flexible Work Arrangements (FWA), participate in events, and leverage networking opportunities to foster collaboration beyond their internal stakeholders. This collaborative approach amplifies their impact and creates a ripple effect throughout the broader business community.

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Walking the Talk

HSBC’s commitment to diversity and inclusion goes beyond mere words. They have set realistic goals, allocated dedicated resources to support initiatives, implemented programmes to achieve those goals, leveraged ERGs to drive adoption, and used data-driven approaches to measure outcomes. HSBC’s unwavering dedication serves as a model for organisations embarking on their own diversity and inclusion journeys.

Key Takeaway

HSBC’s remarkable journey to the Gold Standard in the Diversity & Inclusion category at The 15th Singapore HR Awards showcases their relentless pursuit of creating an inclusive and diverse workforce. Through their strategic roadmap, inclusive culture, focus on female representation, metrics-driven approach, collaboration, and commitment to action, HSBC has set a shining example for organisations worldwide. By participating in The 16th Singapore HR Awards #16SHRA, you have an opportunity to showcase your organisation’s achievements and contribute to the collective progress towards a more inclusive future.

Join the Celebration
To learn more about The 16th Singapore HR Awards and access the nomination form, visit our website. Share your accomplishments with the HR community and be part of the journey to inspire excellence in diversity and inclusion.

Diversity and inclusion have emerged as crucial pillars for creating thriving workplaces and driving organisational success. Companies that prioritise these values not only foster a more inclusive culture but also reap the benefits of a diverse and engaged workforce.

Among the trailblazers in this realm, Faith Music Centre stands out for their remarkable achievements in championing diversity and inclusion. Their efforts have earned them the prestigious Gold Standard in the Diversity & Inclusion category at The 15th Singapore HR Awards. Let’s delve into their inspiring journey and explore the positive impact they have made on their workforce.

Creating an Inclusive Workplace
Faith Music Centre’s commitment to diversity and inclusion is exemplified by their dedication to job redesign for inclusion. By recognising and leveraging the strengths of their staff with special needs, they have fostered an environment where every individual can thrive. This thoughtful approach showcases their deep sense of commitment and shared purpose to create a workplace that embraces and celebrates diversity.

Aligning Purpose and Mission
What sets Faith Music Centre apart is their seamless integration of diversity and inclusion into their organisation’s purpose and mission. It is not merely an add-on or an afterthought; it is a fundamental value that permeates every aspect of their operations. This alignment reinforces their commitment to creating a culture where every employee feels valued, respected, and included.

Investing in Training and Champions
Faith Music Centre’s dedication to diversity and inclusion extends beyond rhetoric. They invest in training programmes and empower champions who advocate for an inclusive culture. By upholding the principles of the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), they ensure that diversity and inclusion are ingrained in their organisational DNA, fostering an environment where everyone has equal opportunities to succeed.

Tailoring Roles for Individual Capability
Recognising the unique talents and capabilities of each individual, Faith Music Centre has adopted an innovative approach to job role redesign. By tailoring positions to fit the capabilities of employees, they not only promote inclusivity but also tap into the full potential of their workforce. This approach leads to a more diverse, engaged, and high-performing team.

Harnessing Data for Continuous Improvement
Faith Music Centre’s commitment to diversity and inclusion is backed by a data-driven approach. They monitor descriptive statistics, ensuring fair employee salaries and maintaining a balanced diversity and inclusion ratio. Leveraging data insights, they continuously refine their strategies and explore external sources to enhance strategic workforce planning. This commitment to data-driven decision-making propels their journey towards greater inclusivity.

Inspiring a Mission-Driven Culture
At Faith Music Centre, their commitment to diversity and inclusion is more than a checkbox exercise; it is driven by their mission to foster an inclusive environment where everyone can flourish. This unwavering dedication resonates throughout their organisation, inspiring employees, and setting a powerful example for others in the industry.

Key Takeaways
Faith Music Centre’s exceptional achievements in fostering diversity and inclusion have rightfully earned them the Gold Standard in the Diversity & Inclusion category at The 15th Singapore HR Awards. Their relentless pursuit of creating an inclusive workplace, aligning purpose and mission, investing in training and champions, tailoring roles for individual capability, and leveraging data-driven insights sets them apart as a beacon of inspiration for organisations seeking to build a diverse and inclusive workforce. Their success serves as a reminder that a commitment to diversity and inclusion not only benefits employees but also drives organisational excellence and growth.

Join the Celebration
As organisations across Singapore strive to embrace diversity and inclusion, The 16th Singapore HR Awards (#16SHRA) provides a platform to showcase achievements and share best practices. Join the celebration and nominate your organisation to be recognised for your outstanding efforts and accomplishments with the HR community.

To access the nomination form and learn more about this prestigious event, visit our event site.

In today’s ultra-competitive job market, every organisation is vying to attract and retain top-notch talent. And that’s where the whole idea of employer branding steps in. It’s about crafting a positive and appealing reputation for your company as an incredible place to work.

Now, there are several essential concepts that combine to create a captivating employer brand. In this article, we’re going to delve into these ideas and discuss how skilfully handling departing employees, prospective candidates, and stakeholders can truly skyrocket your employer brand.

Exiting Employees
When your team members leave the company, it can leave a lasting impression on your employer brand. It’s really important to ensure that they have a positive experience and feel appreciated until the very last day. Having exit interviews, offering support during their transition, and staying connected with former employees can all contribute to keeping a positive perception of your employer brand, even after they’ve moved on.

Future Candidates
The way candidates feel during their job application journey has a massive impact on your employer brand. From the minute you advertise the job to the moment you make the hiring decision, it’s essential to ensure candidates have a smooth and positive experience. That involves keeping communication crystal clear and on time, treating them with respect, and having a well-organised hiring process. All of these elements come together to shape a great employer brand perception, attract top-notch talent, and build a robust pipeline of future employees.

Stakeholders – Values, Purpose, and Business Goals
To really nail stakeholder management, it’s crucial to align your employer brand with your organisation’s values, purpose, and business goals. You need to keep the communication flowing by regularly sharing your company’s mission, vision, and core values both inside and outside the organisation. That way, you ensure there’s consistency and transparency all around. Don’t forget to get your stakeholders involved in discussions about your employer brand and listen to their input. By including them and demonstrating how your employer brand lines up with their values and aspirations, you can foster trust and loyalty.

Managing All Three
To effectively manage employees leaving, potential candidates, and stakeholders, there are a few strategies you can try out:

a) Consistent Messaging: It’s important to keep your employer brand messaging consistent across the board. Whether it’s your recruitment ads or internal communications, maintaining that consistency helps build trust and reinforces the desired perception of your organisation as an employer.

b) Employee Advocacy: Get your employees excited and empowered to become brand ambassadors. Provide them with chances to share their positive experiences and recommendations through social media, testimonials, or employee referral programmes. When your employees genuinely advocate for your brand, it can make a massive difference in how candidates and stakeholders perceive your employer brand.

c) Continuous Feedback and Improvement: Make it a habit to regularly seek feedback from your employees, candidates, and stakeholders to get a sense of how they perceive and expect things. Take proactive steps to address any concerns and make the necessary tweaks to align your employer brand with their needs and aspirations. By doing so, you demonstrate your dedication to constant improvement and foster a culture of ongoing growth.

d) Internal Communication: Develop a robust internal communication strategy to keep your employees informed, engaged, and aligned with your employer brand. Utilize various channels such as newsletters, town hall meetings, and internal social platforms to disseminate updates, share success stories, and highlight growth opportunities. Effective internal communication fosters a sense of belonging and helps employees understand how their work contributes to the overall success of the organisation.

Building a strong employer brand is all about taking a smart and all-encompassing approach that includes everyone from existing employees to future candidates and stakeholders. When you handle these aspects effectively, you get to shape how people see your brand as an employer, attract the cream of the crop, and build a culture of enthusiasm and triumph.

Investing in employer brand management is a smart move that can contribute to the long-term growth and sustainability of your organisation. It’s an investment that holds immense value for the future of your company.

Here’s the exciting part—Is your organisation looking to enhance its understanding of employer branding? We’ve got you covered with our brand-new Master Class on “Building a Strong Employer Brand” taking place on July 5th!

During the session, you’ll gain practical strategies and priceless insights that will take your employer brand and employee engagement to new heights.

Click here for more details on the class!

Leslie is a non-typical, multi-skilled talent development professional with stints as Programme Chair of Singapore’s first and only 3-year full-time healthcare management diploma programme; the first ever Training and Program Manager of Singapore’s largest CET and Adult Education provider; and is currently a L&D partner with Singapore’s only legally approved lottery & gaming company. He’s also a highly self-motivated and adaptive individual with strong business acumen developed through a professional journey spanning more than 25 years, honing his suite of highly transferable complementary and adjacent business and life skills from exposure to myriad business functions such Sales and Marketing, Business Development, Account Management, Finance, Quality, Event Management and Service Operations, often with P&L responsibilities.

How would you explain your job to someone outside of HR?

I encourage, facilitate, and support an individual’s professional and skills development for an organisation, so that they can be more effective in the work that they do. My role as a Training Manager is to support organisational talent development efforts, in alignment with organisational strategic intents, and for the future of work.

What’s something about you or your job that would surprise us?

Before becoming a talent development professional for the last 11 years, I was privileged to have the opportunity to take on varied business roles over the first 17 years of my professional career, which included stints in areas of accounting, sales & marketing, event management, business development, corporate development, service operations and quality management. These experiences are a tremendous value-add during my conversations with the business units as a Learning Partner due to my ability to speak the same language and lingo, enabling me to develop a higher level of trust with the stakeholders while facilitating a deeper conversation of the business needs of the unit, and how we will be able to work together for a winning solution, that may or may not include training as part of that solution.

What has been the biggest highlight of your career so far?

I would say that it would have to be my stint as a Course Manager with one of the polytechnics, where I get to not only witness cohorts of students who joined the programmes as freshies, before graduating proudly with their diplomas three years later but accompanying them in their journey and seeing them transform. At every graduation ceremony when I gazed upon the happy looks of the student’s parents, and the many words of appreciation received from both students and their parents alike, it was the greatest sense of achievement and satisfaction that words are often not enough to express.

What’s an HR trend or space you’re watching this year?

How Workplace Learning is increasingly becoming a very important and essential component of the L&D ecosystem, to support the development of knowledge and skills through multiple touchpoints and avenues. It is not something easily achievable, but when done correctly, it will have a profound effect at an enterprise level, in terms of not just the learning culture, but also business outcomes.

What advice would you give someone starting in HR?

Be open to taking on various job tasks or projects that come along your way and use them as learning opportunities. They would help you develop a deeper understanding of how an organisation functions, and how the different business units support the organisation to achieve its strategic objectives and mission.

What’s one thing you can keep talking about for hours?

Having a curious mind, the self-agency to develop oneself both personally and professionally, and lifelong learning. They are all interlinked and it is surprising to know that till this age and time, there are still many who view themselves as having completed their learning upon graduating with a Diploma or first degree. I have been a strong advocate of lifelong learning and how it has a strong correlation with career agility. I usually cite myself as an example having developed a set of highly transferrable complementary and adjacent business and life skills through exposure to myriad business functions, supported by continuous learning throughout my professional life obtaining 10 academic and industry qualifications and several internationally recognised professional accreditations.

What’s your favourite movie/TV show?

I have several favourites but if I were to cite a more recent movie, it would have to be ‘The Greatest Showman’. A fantastic movie musical with scores of original songs and great singing from actors/actresses whom you would not typically associate as being one like Hugh Jackman and Zac Efron. But the greatest surprise has to be Keala Settle who sang the hit song ‘This is Me’. If you watched the making of the movie, it was an emotional audition for Keala Settle and all the cast involved. The movie-musical itself is based on the story and life of P.T. Barnum (although some details were exaggerated) , whose perseverance and ability to keep perspective and be inspirational, allowed him to reinvent himself after his museums were burned down.

What’s your go-to lunch around your workplace?

It would have to be Fortune Centre where there are many F&B options available, depending on your mood for the day. Simply spoilt for choice.

If you’d like to be featured similarly in this series, click to join SHRI Membership – the only Professional HR Membership body in Singapore.

Leonard is the founder of LS Creativo. He enjoys meeting people and talking to them about issues. In short, he’s a conversationalist. His favorite activities are spending time with his family, running and playing badminton to keep himself active and healthy. Currently, he is actively building new businesses that will enable himto create more jobs in Singapore.

LS CREATIVO is a provider of quality products that are customized according to their client’s needs and expectations. Their clientele is mainly B2B including top companies across different sectors such as Oil and Gas, Information Technology, Telecoms, Banking, FMCG, and Education in Singapore and beyond.

How would you explain your job to someone outside of HR?

I love the nature of HR because curating talents is akin to finding suitable gems, and sustaining their lustre so that they can bring greater benefit to those around them and the company.

How’s something about you or your job that would surprise me?

It is satisfying to find the right fit and see the effect of 1+ 1 with a result greater than 2.

What has been the biggest highlight of your career so far?

As HR, we sometimes play the role of Auntie Agony to our staff. And knowing that they can approach us openly to share their difficulties and dilemma about their work, is a milestone that I treasure deeply. Even after I have left the company, we are still in contact as friends because of the bond that has been formed.

What is an HR trend or space you’re watching this year?

In recent years, it has been difficult to engage and sustain the millennials. Similar to COVID, these are new unprecedented times learning to work with them and align their aspirations with the company’s vision so that the team can be strong as one, regardless of age, specialisations, roles and positions.

What advice would you give someone starting in HR?

While it is a very satisfying people’s focused role, It is not all unicorns and roses in HR. Many of us don’t enjoy dealing with conflict and being sandwiched between people. Don’t bring the problems and negativity out of the office and don’t take things personally. Just do your best and that alone is enough.

What’s one thing you can keep talking about for hours?

I love to know more about the people that I am with, how they are feeling, and what they are doing. I feel great to be connected with people, knowing that I am a part of their life.

What’s your favourite movie/TV show?

I love all Marvel movies because it is comforting to know that we all have a hero inside of us – that when the going gets tough, the tough gets going.

What’s your go-to lunch around your workplace?

That will be any nearest kopitiam. Local authentic SG fare is my favourite, with my favourite ice kopi-peng siu dai.

If you’d like to be featured similarly in this series, click to join SHRI Membership – the only Professional HR Membership body in Singapore.

Ai Chin is the Founder & CEO of BestOfMe, the first Asian-based digital coaching platform, integrating mentoring, training and learning to bring out the best in individuals and organisations.

Driven by her strong belief in the boundless potential of every individual, she founded BestOfMe to empower people to unlock their full capabilities. Her passion for empowering individuals has been recognized, and she was named as one of the Top 50 Women Influencer Leaders of 2023 by HR Tech for her innovative contributions in the HR technology field. Under her leadership, BestOfMe has been recognized as the Most Pioneering Digital Coaching & Mentoring Platform of 2023 by APAC Insider. With over 17 years of experience in the finance and banking industry, Ai Chin served as the Chief Strategy Officer of an MNC prior to establishing BestOfMe. Ai Chin is also a proud mother whose daughter looks up to her as a role model and aspires to follow in her footsteps as an advocate of human potential.

Since its launch in August 2021, BestOfMe has emerged as the top choice for individuals and corporations in search of coaching, mentoring, training, and micro-learning solutions. BestOfMe’s extensive network of over 100 professionally trained and certified coaches from 11 countries has enabled it to serve employees from well-known organisations such as SMRT, NUS, M1, and Keppel Data Centres.

How would you explain your job to someone outside of HR?

As the founder of BestOfMe, my mission is to make coaching accessible to everyone. Coaching is a powerful tool that can help individuals unlock their full potential and achieve their goals. However, traditional coaching can be expensive and time-consuming, making it inaccessible to many people. My platform aims to change that by using technology to make coaching more scalable and affordable, and this mission drives my daily life.

I start each day by reviewing our platform’s metrics and analyzing customer feedback to ensure that we’re providing the best possible coaching experience to our users. Throughout the day, I work closely with our team to develop new coaching programs and partnerships that will help us reach even more people. In the evenings, I often attend networking events or host webinars to promote our platform and connect with potential customers. My daily routine is centred around empowering individuals to achieve their goals and reach their full potential, and I’m grateful for the opportunity to make a positive impact through BestOfMe.

Our goal is to empower individuals to achieve their goals and reach their full potential, regardless of their background or financial situation.

What’s something about you or your job that would surprise us?

People are often surprised by my story of leaving my 17-year corporate job, where I held a decent C-level role in a multinational company. Furthermore, it was during the Covid period that I started my own business in a completely new field. I began my career as an actuary, then moved to a strategy role, and eventually founded a start-up in the human tech space. It’s a journey that many people initially thought was unconventional for me, but my passion for people development drove me to take the leap. Despite the challenges, it has been an incredibly rewarding journey. The greatest joy and fulfilment for me now come from seeing members of BestOfMe break through and transform after coaching.

What has been the biggest highlight of your career so far?

The biggest highlight of my career so far has been founding BestOfMe. Moving from a corporate job to entrepreneurship has demanded a paradigm shift in my mindset and skillset, and I am constantly acquiring new knowledge and experiences in this novel role. The journey has presented its share of obstacles, but it has also been incredibly satisfying and enriching. I am particularly grateful for the excellent team at BestOfMe, including my two supportive co-founders, who have helped make this venture a success.

What’s an HR trend or space you’re watching this year?

I am closely keeping an eye on Learning & Development trends, particularly in digital coaching. In today’s rapidly evolving workplace, organisations are recognizing that traditional, one-size-fits-all training programs are no longer effective. Personalized coaching has emerged as a new trend for talent development, allowing for a more tailored and regular approach to driving sustainable change in employees. I firmly believe that digital coaching (coaching by a human coach via a digital platform, e.g. video conferencing, phone calls, chat), will play a significant role in shaping the future of employee growth and development. It is inspiring to see many corporations and government agencies adopting 1:1 digital coaching on a large scale, and I am excited to see where this trend will lead in the future.

You may have also heard of the recent rise in AI coaching. To me, coaching requires emotional connection and human coaching is still essential for providing effective coaching services. While AI coaching can be a useful tool for supporting learning and development, it should not replace human coaching entirely. The human touch is still essential for providing effective coaching services that address the emotional and psychological needs of clients.

What advice would you give someone starting in HR?

Cultivate a growth mindset, listen actively, and have a genuine passion for people.

In HR, you will encounter a variety of situations and problems. Having a growth mindset can help you approach them with a positive attitude and a willingness to learn and improve.

Active listening is also an essential skill in HR. As an HR professional, you will need to be able to communicate effectively with employees, managers, and other stakeholders. Listening carefully and leaving your assumptions at the door can help you better understand their needs and concerns, and find solutions that work for everyone.

Finally, having a genuine passion for people is crucial in HR. This means being empathetic, approachable, and dedicated to creating a positive workplace culture where employees feel valued and supported. When you truly care about people, it shows in the work you do and can make a significant difference in the lives of those you work with.

What’s one thing you can keep talking about for hours?

I love having a discussion about leadership and coaching with leaders and could go on for hours without getting tired. I am a firm believer in the potential of every individual and their ability to be at their best. Some people find it amazing that I can coach and train for the whole day without losing energy, but for me, it’s a passion that drives me forward. I believe that coaching is a powerful tool for personal and professional growth, and I even use it with my 9-year-old daughter!

What’s your favourite movie/TV show?

One of my all-time favorites is The Blind Side. It’s a heartwarming true story about the power of human kindness and the difference one person can make in someone’s life. The story follows the journey of Michael Oher, a homeless and traumatized boy, who is taken in by the Tuohy family and given a chance to turn his life around. The beliefs of Leigh Anne Tuohy in Michael Oher and her determination to unlock his potential truly inspire me.

What’s your go-to lunch around your workplace?

I work remotely from home most of the time, so I’d say home-cooked lunch is the best!

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Huzaifa Bandookwala is a Crewing Professional and an RPA Developer. Born and raised in Udaipur, India, he has always had a passion for the Oil & Gas and Marine Industry. In his free time, he enjoys learning new skills.

With 23 years of experience in the Marine HR Function, Huzaifa has had the opportunity to work with various individuals and organizations. Over the years, he has developed a strong set of skills in Marine HR and People Management. He is a hard-working, dedicated, and creative individual who always strives to produce the best results. Currently, Huzaifa is working on a project within his company to increase automation through a system they are developing. This system aims to support staff by enhancing productivity and reducing errors.

Nimbus Marine Group is a licensed Crew Management company that has been providing exceptional ship crew for various vessels for many years. They develop crewing solutions for shipping companies’ operations in Singapore and around the world. As a recruitment company, they offer global recruitment services to the oil and gas, subsea construction, and offshore vessel industries. Crew members provided by Nimbus Marine Group range from senior officers to crew members who have received direct training on board.

How would you explain your job to someone outside of HR?

I am in a Marine HR role for the last 22 years. Marine HR is a function where we need to fulfil HR requirements for the Marine industry, it is different from normal HR functions as it is more of a contract or project-based role and it is paid per project or tenure, not full year salary. People are assigned role on a rotation basis, so you need to double the number of people than required so that when one person goes on leave after his tenure another person join to take over the role from him. My job involves shift planning (or Rotation planning), monitoring certification and skill requirements of a person with the requirements we have, payroll of persons employed on a rotation basis, and periodical performance appraisal done to gauge if an individual assigned to a position is meeting the requirement or he/she needs to be guided to get more skill and certification to meet all the high-risk requirement of the position. Mobilization activity when one person comes for his leave and another person goes for the job their movement is arranged by my team to/from the project location.

What’s something about you or your job that would surprise us?

It is a 24 by 7 job as when people move on rotation, their mobilization activity is managed by the HR mob team which takes care of individual flights, visas and other travel-related arrangements while the person joins or disembarks project location. As the people are on rotation, there can be ad hoc gaps due to various reasons which need to be controlled and filled on an immediate basis as the project can’t be delayed if any person is not available and so a replacement immediately needs to be arranged. There are many more ad hoc requirements in my job which are not present in a normal shore-based HR role.

What has been the biggest highlight of your career so far?

The biggest highlight of my career was when I solely handled a full crew (Marine HR) management of ADNOC (Abu Dhabi National Oil Company) fleet size of 97 vessels during my tenure with my last company (Vships Global) Where the number of staff(Seafarers) I managed was around 1300 people include both onboard and onshore seafarers.

What’s an HR trend or space you’re watching this year?

I will be concentrating on Profile preparation guidance for all Marine HR professionals across the globe and try to showcase how a seafarer updates his/her LinkedIn profile so that the employer can find him/her easily through LinkedIn search. As LinkedIn is not made specifically for Marine Industry.

What advice would you give someone starting in HR?

I always believed in a Win-Win situation, there is always a third way by which we can achieve a win-win situation, try to find that third way so that both employee and employer are in a win-win situation so that both are happy.

New Hybrid working culture can be implemented and for that can maximize the use of Process Automation which can make again win-win situation for both.

What’s one thing you can keep talking about for hours?

How to make processes better in HR function by making them automated and which can reduce human errors and avoid any repeated task.

What’s your favourite movie/TV show?

My favourite movie is “The Matrix Resurrections” and the TV show is HBO’s Game of Thrones”.

What’s your go-to lunch around your workplace?

Subway in Funan Mall.

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Evelyn is the founder of DecodeHR, a Singapore-based strategic HR consulting firm that serves clients from around the world. With over a decade of corporate human resources roles across Asia, Evelyn’s consulting portfolio includes global companies in sectors such as finance, healthcare, technology, energy and manufacturing amongst others. A hands-on professional with strong cross-cultural exposure, she is passionate about helping clients to align their human resources function with corporate strategy, while improving employee retention and satisfaction, and ultimately performance of the organisation.

DecodeHR Pte Ltd is a Human Resources Consulting firm that thrives on working with companies that are passionate about realizing the best in their people. The firm provides strategic advice and high-impact HR solutions to clients and its forte is leveraging technology to strengthen human capital.

How would you explain your job to someone outside of HR?

As the Managing Director of DecodeHR, my job involves working closely with our team to ensure the human capital needs of our clients are well taken care of. These human capital needs could include helping them identify the right talent to join their team, designing and delivering coaching programs, developing competency frameworks and career pathways for their people, among a host of other services. At the end of the day, it’s really about working with organizations to identify the biggest opportunities to impact the way they can accelerate their workforce – whether it’s their individual or collective capability. An equally critical part of what we do is ensuring that this human capital strategy is enabled by a robust infrastructure, which includes well-designed processes underpinned by the right technology and tools. Finally, what is most critical, but often overlooked, is the importance of creating a workplace that celebrates people and the joy of being able to create meaningful products and services. The work that we do can make a real difference, and that is something precious to all of us at DecodeHR.

What’s something about you or your job that would surprise us?

I was just reflecting the other day, and it dawned on me that I enjoy a good dose of adrenaline in the sports I do – whether it’s cycling, rock climbing, or skiing. I’m not sure if that would surprise others, but it’s certainly something that I did not see myself doing when I was a lot younger. Perhaps it’s also because my work often requires me to push myself and test my limits.

What has been the biggest highlight of your career so far?

There have been many high points over the years. But what really brings me joy is working with people and growing alongside them. Working with the young people in my team, in particular, has always been something I enjoy tremendously. This includes getting to know the aspirations and challenges of our interns and younger team members who joined us fresh from school. Being able to be a part of their journey is both a joy and privilege. Sometimes, I have to remind myself to confront my own assumptions and thought patterns, which can be quite humbling but nonetheless necessary. This allows us as a team to keep an open mind, and maintain an agile and adaptable mindset.

What’s an HR trend or space you’re watching this year?

I am watching to see how companies are preparing and responding (whether in a passive or proactive manner) to the impending economic slowdown. My view is that there will be both challenges and opportunities during these challenging times. I am observing certain types of organizations to see how they are navigating and steering their organizations towards continual success and how they are adjusting their strategy to respond to threats and opportunities. The implications of these strategic business decisions have tremendous impact on downstream human capital decisions.

What advice would you give someone starting out in HR?

Learn as much as you can by getting exposure to all areas of HR. Immerse yourself in the business and seek to understand how the other parts of the organization work. Get to know people from other teams and departments so you can grow and learn. Stay curious and don’t be afraid of trying out new things. Find a mentor whose core values align with yours. And remember to have fun!

What’s one thing you can keep talking about for hours?

I enjoy talking about leadership and coaching topics. I can also go on about talent development topics. HR strategy hits the right spots for me as well.

What’s your favorite movie/TV show?

I am not a movie buff, as I prefer to read. I’m currently reading a leadership book by Henry Kissinger, and I’m really enjoying it. It provides some very interesting and thought-provoking insights into the lives of giant political leaders who made such a profound impact on the nations they led. In fact, the effects of the decisions they made as heads of nations were global and remain to this day. If I had to name a movie that left a deep impression on me, it would have to be the ‘Band of Brothers’, a war series co-directed by Tom Hanks and Steven Spielberg. I found the series both touching and extremely inspiring. The recurring theme of comradeship and courage in the face of overwhelming danger and loss spoke deeply to me.

What’s your go-to lunch around your workplace?

That would be fish ball kway teow at ‘Eat First’ at Duo Tower when I feel like going local or a light and always enjoyable meal at ‘Go France’. It really depends on my mood!

If you’d like to be featured similarly in this series, click to join SHRI Membership – the only Professional HR Membership body in Singapore.