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"We have a unique opportunity to align people strategy with business outcomes in ways that deliver meaningful and lasting impact," the leader says.
For Patiparn Rabiab, Director, HR Business Partnering at DKSH (Thailand), HR has never been just an administrative function – it is a strategic driver of both people and performance. This belief underpins his approach to leadership, where empathy is matched with commercial clarity, and people strategies are built to deliver lasting organisational value.
With over 17 years of professional HR experience across sectors including consumer goods, banking, retail, trading, aerospace, and supply chain, Patiparn specialises in leading people transformation and aligning talent strategy with business objectives. Recognised for combining data-led insights with a people-centric approach, he serves as a strategic partner to the business – translating complex challenges into actionable HR solutions.
The leader also champions tailored development over rigid career paths, ensures high performers can focus on growth rather than filling gaps, and aligns talent initiatives directly with business priorities.
Ahead of his session at #TransformTalentTH, he shares his perspectives on the trends reshaping HR, the mindset shifts needed to build future-ready leaders, and why the function must demonstrate its impact, not simply seek validation, in this interview with Mary Ann Bundukin.
Q Thinking back to your first day in HR, what core belief has shaped your leadership journey until today?
Since my first day in HR, I’ve believed that our role is not about administrative or support function. As professional HR, we serve both people and performance as they are fundamentally interconnected. This belief has shaped how I drive people agendas, balancing empathy with commercial acumen. When we genuinely listen to our people, empathise and align their development and with organisational goals and complement with clear communication, the outcomes speak for themselves.
HR is far more than a support function — we are true business partners, fluent in both the language of people and the needs of the business.
This mindset continues to shape how I design people strategies: with heart, clarity of purpose, and a strong commitment to lasting value.
Q In your view, what must organisations do differently today to transform their talent into the future-ready leaders their business truly needs?
Organisations must move beyond rigid career ladders and invest in dynamic, tailored development journeys. Future-ready leaders are not simply promoted —they are deliberately developed through stretch assignments, candid feedback, and broad cross-functional exposure.
HR plays a crucial role in proactively aligning individual potential with strategic business priorities, embedding development into the rhythm of day-to-day work rather than treating it as a standalone initiative. Importantly, these efforts must be visible and authentic, so employees feel genuinely supported in their growth.
We must also strike the right balance — our top talent should not be routinely burdened with compensating for underperformance. Doing so risks burnout and, more importantly, unintentionally penalises high performers. Talented individuals deserve time and space to focus on meaningful development, not just to cover tasks for others.
A truly sustainable approach ensures we grow leaders by design — not by default, nor at the expense of others.
Q Looking ahead, which emerging trends do you believe will redefine the role of HR in the next few years?
As HR professionals — given that people and the organisation are at the heart of everything we do — we are evolving rapidly. From my perspective, there are four key trends that are shaping the future of our function.
First, it may sound traditional, but it’s important: One of the most critical imperatives is preparing our people managers and leaders to truly lead both their people and the business. Their ability to attract, develop, and inspire talent directly influences business outcomes. Strong HR policies alone are not enough; without capable leadership, people strategies cannot thrive.
Second, the shift towards skills-based talent models is replacing rigid job structures, enabling organisations to plan their workforce with greater flexibility, adaptability, and agility.
Third, the rise of AI and people analytics is transforming how we understand and support our people—enabling more predictive, personalised, and data-driven decision-making.
Fourth, HR is increasingly expected to act as the architect of organisational resilience — cultivating inclusive, purpose-driven cultures that are equipped to navigate ongoing change.
Taken together, these trends signal a profound shift from traditional, operational HR to strategic, human-centred leadership. This evolution positions HR not merely as an enabler, but as a true driver of transformation, innovation, and sustainable organisational success.
Q As a speaker at #TransformTalentTH, what key message or call-to-action do you hope your session will leave with attendees?
My message is simple yet timely: HR must stop asking for a seat at the table—and start demonstrating its value at the table. We have a unique opportunity to align people strategy with business outcomes in ways that deliver meaningful and lasting impact.
I’m pleased to have the opportunity to share perspectives on how to lead with purpose—not just process—and to inspire the courage needed to challenge outdated thinking and strengthen the organisation’s talent engine.
Crucially, transforming talent isn’t about launching more programmes or ticking boxes. It’s about shifting mindsets, enabling high performance, and creating experiences that drive genuine growth.
When HR leads with courage, integrity, and commercial clarity, the organisation becomes not just future-ready—but future-led.
I want to attend the conference: If you're keen to attend this closed-door conference, kindly register your interest here. For speaking opportunities, please write in to Mary Ann Bundukin. We look forward to welcoming you!
I want to sponsor: Engage in meaningful dialogue through dedicated speaking slots, roundtable discussions, and at your booths! If your organisation provides any talent solutions and products that you'd like to showcase, you’ll fit right into this event. To learn how you can sponsor, please reach out to a member of our team now!
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