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To be an effective communicator, Shawn encourages leaders to not mince words, and communicate with authenticity and clarity.
“At Hearts On Fire, we have four values – expertise, creativity, openness, and empowerment,” says Shawn Tan.
“These values, apart from articulating and expressing our brand to customers, represent our company culture and guide our people in ways of working. We constantly embed, reinforce, and live these four values in our day-to-day work and also through specific people initiatives and activities.”
In the ever-evolving landscape, Tan strongly believes that staying agile and embracing new ideas and concepts are key to enabling both business and people to become better. As the Chief People Officer at a diamond jewellery brand, he also sees the common ground between HR and the company’s business.
“I would say the role of HR is that of an enabler that brings out the best in people and allows them to shine in their own right – just like how Hearts On Fire transforms natural stones into diamonds of incomparable brilliance and unparalleled sparkle.”
In this exclusive with HRO’s Tracy Chan, Tan sheds light on his career and the HR profession.
Q: With over 15 years of experience across Singapore and now Hong Kong, what do you see as the similarities and different challenges HR leaders need to address in the two places?
Singapore and Hong Kong are international cities which have become important business hubs in APAC. There are obviously plenty of similarities – for instance both cities are often the preferred choice as regional headquarters for MNCs, and on this point, HR leaders need to understand and navigate the challenges associated with a regional or even a global office.
In both cities, it is a constant battle for talent and HR leaders always need to think about talent strategies that fit their organisation’s purpose and ambition. Experience in organisational design and effectiveness, employer branding, leadership development, and even global mobility are therefore critical for HR leaders in this context.
Based on my personal experience, there is not much difference apart from the slight cultural nuances and talent profile in the two cities. The variance, in my opinion, is heavily linked to the governments’ policies which have a slightly different focus. In recent years, Singapore has tried to promote workforce productivity improvement while Hong Kong has set out to attract top talent.
As HR leaders, I believe it is imperative to keep ourselves abreast of government policy designs and intent, while keeping an eye on the strategic needs of your own organisation and industry trends.
Q: How would you describe your leadership style?
I believe that I am an effective communicator. I don’t mince my words because I believe in the importance of authenticity and clarity.
I also try my best to bring energy and positivity to the teams I lead. I am very open to new ideas and challenge my teams a lot, with the hope and expectation of optimising everyone’s potential, and how well we collaborate and contribute as one team.
Above all, my leadership style is guided by integrity, courage, empathy, and respect for others.
Q: How closely do you work with the CEO, and what are the specific projects that both of you work closely on?
As the Chief People Officer, I support and partner my Global President very closely on all people-related matters.
These include leading and driving projects on organisational design, learning & development, leadership development, employee engagement, workforce planning, change management, culture etc.
Q: Who is the one person who has inspired you the most in your career, and why?
Anna Ho, my ex-boss and first HR mentor who taught me everything about HR business partnering.
She is a very charismatic, dynamic, and pragmatic HR leader who has inspired me not only with her wealth of business and HR knowledge, but also her leadership and how she is always able to take a balanced approach towards seeking the ideal solution for business and people.
She is definitely my role model in my HR career, and I continue to admire her achievements in the HR space while trying my best to do her proud.
Q: What is the one piece of advice you’ve received coming up the ranks that you try to pass on to your team?
Do what’s right, not what’s easy. Inconvenience and discomfort are sometimes part of the foundational building blocks of success.
Q: How do you see the biggest HR trends in the coming five years, and what should HR leaders do to prepare for them
Organisational agility and flexibility – HR will need to prepare and lead organisations through expected or unexpected situations.
In today’s VUCA world, HR leaders should possess the competence to pivot and design policies/processes to guide organisations and people in different circumstances and phases.
An extract of this article first appeared in the H2 2024 edition of Human Resources Online's Hong Kong e-magazine. View the e-magazine here, where you'll find power-packed features and interviews with leaders across various sectors!
Image / Provided (Lead image: Shawn Tan, Senior Vice President, People and Culture, Hearts On Fire)
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