CHRO at AboitizPower Human Resources

1. What are some of the major challenges and trends that have been impacting the HR industry lately? The major trends that have been impacting the HR industry include big data, artificial intelligence, and predictive analytics. Our current HR systems are fragmented, which is why our priority is to complete the HR digital transformation roadmap. A core data system would include all basic information about the employee that we can pull out for whatever report is needed. With that data, we can have a very good self-service portal wherein there is no longer a need for manual intervention and all transactions will be automated.

On the other hand, human capital modules are about the alignment of performance management, competency assessment, succession planning, talent mapping, and total rewards. When we have that kind of core system with human capital modules efficiently running, an employee will have a smooth talent experience in the organization.

Bot transaction is another trend that makes transactions and talent experience a lot better. It can enable HRs to move towards more strategic roles such as consultation, guidance, and business partnerships rather than being tactical or reactive. This trend has also become more crucial because of new ways of working. The current hybrid work setup compels us to be more digital-savvy, regardless of the industry we are in.

In line with our company’s journey towards the Great Transformation in 2025, which highlights the agile way of working, we need to have automation and digitalization within our HR systems.

2. What keeps you up at night when it comes to some of the major predicaments in the HR industry?

Questions like— “How do you future-proof your talent?” and “How do we prepare our talents for the future by way of mindset and emerging capabilities?” keep me up at night.

We should determine how to attract, retain, and optimize the right talent. With that in mind, in the end, we get to prepare the talents for whatever future scenario the business would need.

Taken from the view of HR Trend Institute Director Tom Haak, we have shown that we can adapt during uncertain times. So, when the pandemic hit, we did our best to adapt. Today, it is all about transformation and I have discussed with my team how we will transform the HR operating model to enable transformation which is first necessary as you cannot give what you do not have.

3. Can you tell us about the latest project that you have been working on and what are some of the technological and process elements that you leveraged to make the project successful?

We are currently working on the HR digital transformation roadmap. It is a three-year project that comprises Project HeaRt, which stands for Hire the right talent, Enhance capabilities, Attain goals, Retain Employees, and Transform employee experience. This aims to improve HR systems, enabling employee and manager self-services that allow us to work efficiently within a fully integrated endto- end platform. This year, our modules cover Employee Central (HR Core), Time & Attendance, and Performance, Goals + Succession Development. Later, we intend to cover modules on Learning Management System, Total Rewards, and Attraction & Talent Mobility.

We also have another project called the People and Culture Transformation. In line with our mission, the number one thing to consider would be a change in the mindset and values that we hold dear. With this change, our culture will be ready for the movement in Aboitz group’s Great Transformation journey.

All projects in our digital transformation roadmap are a major dimension in continuing to innovate as we aim to become the country’s first Tech-glomerate. Aboitiz Group CEO Sabin Aboitiz often says that the Great Transformation starts with its A-People.

4. Which are some of the technological trends which excite you for the future of the HR industry? It’s artificial intelligence and predictive analytics. I look forward to having that model for data to tell me which talent profile will fit the company or identify who can be an effective executive or leader. People are our greatest asset in the organization, but it is also one of the most volatile assets. We have machines and plants as assets and so long as we know the specifications, we can understand how to operate them or know when these might break down. As with people having a mind with the free will to think and a heart with the free will to feel, it will be great to use insights from data, in combination with genuine human care to manage them.

5. How can the budding and evolving companies reach you for suggestions to streamline their business? We do not have a monopoly on good business processes and there are a lot of companies out there. I am open to collaboration and benchmarking as I would like to continue evolving and learning how other organizations do it. As a member of Gartner, I have access to Peer Connect wherein you can directly ask co-members or put questions out for peers to answer. You can also reach out to me through LinkedIn or direct mail, and I shall try to respond as much as I can.