Leading the Future of HR: Insights and Best Practices from a Singapore-Mongolia Exchange

A Unique Opportunity for Learning and Collaboration

Last Friday, I had the immense privilege of speaking at an HR Learning Journey in Singapore, where I hosted and engaged with a group of senior HR leaders from Mongolia. This event, organised by the Human Resource and Finance Community (ASEAN), offered a platform for meaningful dialogue and the exchange of ideas on the evolving role of HR professionals.

As a speaker, I was able to share the best practices we’ve implemented at Omnicom Media Group and reflect on key HR challenges such as retention, performance management, rewards, and sustainability. More importantly, I had the opportunity to share my personal leadership philosophy: empowerment and growth. These, I believe, are the key ingredients for building resilient, high-performing teams and shaping the future of HR.

Key Takeaways from My Session:

1. Retention and Performance Management: Building Strong Foundations

During the session, the delegates raised important questions around retention and performance management—critical areas in today’s HR landscape. At Omnicom Media Group, we have championed best practices that focus on retaining top talent by fostering an environment of continuous development, recognition, and empowerment.

I shared how our structured feedback mechanisms, tailored development plans, and people-first approach have enabled us to create a thriving culture where talent remains engaged and motivated. Retention is no longer just about salary; it’s about creating a place where people want to grow, contribute, and lead.

2. Empowerment and Growth: A Leadership Perspective

As a leader, I have always been a strong believer in the power of empowerment and growth. When teams are empowered, they take greater ownership of their work, which drives performance and creates a sense of pride in their contributions.

In the session, I discussed how empowering HR professionals can have a profound ripple effect on the organisation. It not only increases engagement but also fosters a culture of trust and innovation. Growth, in both personal and professional dimensions, is the key to retaining top talent and enabling them to reach their full potential. I encouraged HR leaders to create environments where their teams feel supported in their development and empowered to take on new challenges.

3. HR Certifications: Building Confidence and Competence

One of the topics we explored was the value of HR certifications, particularly Singapore’s Institute for Human Resource Professionals (IHRP) certification. I shared my advocacy for professional certification frameworks, explaining how it was essential for my team to be certified to ensure they were fully equipped to offer sound advice on people-related matters.

Whether it’s IHRP or the ISO 30400 standards, these certifications and frameworks provide a solid foundation that enables HR professionals to confidently navigate complex issues. However, it’s important for leaders to assess which certification or framework best aligns with their business needs and strategies, as this will empower HR leaders to mentor and guide their teams in more impactful ways.

In a global context, not every country may have established national HR frameworks or certifications. Certain global certifications, such as the SHRM certification, have integrated global HR concepts, laws, and best practices. However, it's important to note that a significant portion of the content is grounded in the base country where the certification was developed, which may not always fully align with the unique HR landscape of every region.

4. The Future of HR: Navigating Global Challenges

The discussion also touched on broader topics, such as the future of HR and the integration of sustainability into workforce management. As HR professionals, we must prepare to tackle new challenges by adopting flexible and forward-thinking approaches.

I emphasised the role of technology in driving future HR strategies, from AI to data-driven decision-making. But I also stressed that these tools should complement the human-centred approach that remains at the core of effective HR leadership. The future of HR lies in our ability to balance technological advancements with the personal, people-first values that make HR such an impactful function.

Conclusion: Strengthening the Global HR Community

Speaking at this HR Learning Journey was a humbling and insightful experience. The open exchange of ideas and best practices reinforced my belief in the power of collaboration across borders. The business leaders from Mongolia brought valuable perspectives and posed thoughtful questions that helped shape a dynamic conversation around the future of our profession.

As HR professionals, we must remain committed to empowering our teams, fostering a culture of growth, and staying agile as we navigate the evolving world of work. It is through continuous learning and cross-border collaboration that we can lead the charge in shaping a resilient, future-focused HR community.

To Mendy Nasan , Narantsatsral Yura , Mandalmaa Khishigdelger, Oyuntuya Bayarkhuu, Bayasmaa Nyamjav , Lkhagvadulam Byambasuren, Valerie Lim, IHRP-SP , Roberta Chng Associate Partner , Lawrence Keng Sin YOUNG — I thank you for contributing to such a fruitful and thought-provoking session. Here’s to the continued growth and success of HR leaders worldwide.

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