Up the ranks: Muhammad Hilman Rao joins Alcon as new Head of HR East Asia

Hilman will be a key point of contact for the countries he is responsible for and will make important contributions to the transformation & culture, as well as the implementation of the organisation's global projects.

Alcon, a global leader in eye care, has welcomed Muhammad Hilman Rao Abdullah as its new Head of HR East Asia. 

Reporting to the Head of HR Asia, Hilman will be a key point of contact for the countries he is responsible for and will make important contributions to the transformation & culture, as well as the implementation of the organisation's global projects.

Speaking to HRO, the leader shared that in his new role, he will be a business partner to Alcon's senior management and will be directly involved in developing strategies to achieve the company's business objectives. 

This year, Hilman comes to Alcon with a key focus: creating a talent pipeline and future workforce model for organisations.

When asked what he is most excited for as he embarks on his new journey, Hilman said he is optimistic and thrilled to be part of an industry that aligns so closely with his personal values of corporate responsibility and community wellbeing. 

In terms of the talent landscape, the number one area of opportunity that Hilman is looking to leverage is digitalisation. 

"The pandemic has led to a new paradigm in the world of work as digitalisation opens the talent pool across regions.

"Companies need to build their digital capabilities and change their HR model to become one big community around the world and leverage talent across borders. This strategy promotes DEI and cross-cultural diversity and helps companies to tap into different geographical markets. 

"Prioritising competency-based hiring and promoting continuous learning through customised training initiatives are critical strategies for companies looking to secure a competitive advantage in the modern workplace." 

In that vein, he also notes the top talent concern that he is looking to address as he takes on this role, sharing: "As the war for talent continues, it's important to remember the value of internal development opportunities. While external candidates may seem like the obvious choice, neglecting internal talent can lead to missed opportunities for growth and retention. My approach has always been to focus on developing internal talent, with a clear emphasis on developing specific skills that align the needs of the organisation with the personal growth of employees."

Thus, he notes, when it comes to external candidates, his focus would "heavily" be on young graduates. "Partnerships with stakeholders in all regions, such as government agencies, educational institutions and employer organisations, are critical to bridging the gap between curricula and industry needs. By bridging this gap, we can better prepare the future workforce model."

In addition to that, he also affirms that having a strong employer branding strategy can attract professionals seeking stability and growth prospects.

"And for these, our employees would serve as our ambassadors by connecting us with experienced professionals through referrals and networking."

Looking ahead, he tells us: "As work dynamics continue to change, companies need to prioritise flexibility in their work models to avoid burnout and meet the changing expectations of their employees. By offering flexible work schedules, the ability to telecommute, counseling, wellness and mental health programmes, and robust feedback mechanisms, companies can better connect with their employees and create a positive work environment."

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READ MORE: Up the ranks: Marwan ElGamal takes on role of Group Head of People and Culture at CompAsia 

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