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"Those moments remind me why I love HR — it gives us the chance to influence decisions, create opportunities, and make work a little better every day," she reflects.
For Maria Margarita “Marge” Yao (pictured above), great days in HR are not defined by the absence of challenges. They are the days when difficult conversations create clarity, leaders see situations from a new perspective, and employees leave feeling more confident about what comes next.
As Head of HR for BW Group Philippines, Marge brings more than 25 years of experience supporting people and organisational transformation across multinational businesses in energy, manufacturing, healthcare, distribution, and shared services. Previously HR Leader for Asia at BW Water, she has partnered closely with senior leaders across the region to develop leadership capability, shape culture, support growth, and deliver effective talent strategies.
Ahead of her session at Transform Talent 2026 – Philippines, she shares with Mary Ann Bundukin why listening must lead to action, how leaders can build trust through follow-through, and why emerging talent needs meaningful, real-world opportunities to become truly leadership-ready.
Check out the full interview below.
Q What does a great day at work look like for you, and how does it remind you why you love HR?
A great day at work isn’t necessarily one without challenges. For me, it’s a day when a tough conversation leads to clarity, a leader gains a new perspective, or an employee walks away feeling more confident about what’s ahead. I especially enjoy the moments when HR can connect what people need with what the business is trying to achieve.
Even after more than 25 years in HR, I still find a lot of satisfaction in helping people navigate uncertainty and turn it into a practical path forward. Those moments remind me why I love HR — it gives us the chance to influence decisions, create opportunities, and make work a little better every day.
Q What's one strategy you've found most effective in keeping employees engaged and committed?
One of the most effective things I’ve learned is that people stay engaged when they can see that their feedback actually leads to something. Employees can become disengaged when they’re constantly asked for input but never hear what happened next.
Leaders don’t have to agree with every suggestion, but they do need to acknowledge what they’ve heard, explain their thinking, and act when change is possible.
That builds trust, even when the answer isn’t always yes. When people feel heard, understand the reasons behind decisions, and see leaders follow through on commitments, they’re much more likely to stay engaged, take ownership, and remain committed.
Q In three words, how would you describe your leadership philosophy?
Listen. Enable. Follow-through.
I believe good leadership starts with listening and understanding the person, the situation, and the business context before taking action.
"I focus on enabling others because people grow when they’re trusted with meaningful responsibility, not when every decision is made for them. And I believe follow-through matters because credibility comes from doing what we say we’ll do, especially during challenging times."
Together, these principles shape how I lead: understand first, create opportunities for others to succeed, and stay accountable for delivering on commitments.
Q Could you tell us one thing about you that people might be surprised to know?
People are often surprised that after more than 25 years in HR, I still approach a new industry or organisation with the mindset of a learner. I’ve worked across energy, manufacturing, healthcare, distribution, and shared services, and each move meant learning a whole new business language.
I genuinely enjoy understanding how work gets done — not just through policies and reports, but by talking to the people closest to the work. That curiosity has taught me that effective HR isn’t about copying solutions from one company to another. It’s about understanding the context and building an approach that fits the organisation and its people.
Q As a speaker at #TransformTalentPH, what is the #1 call to action you hope for attendees to take away from your session?
Potential is important, but readiness comes from experience. Before promoting someone, give them the chance to lead across functions, tackle an unfamiliar challenge, make an important decision, or help others navigate change.
Support them, give honest feedback, and create room for learning — including learning from mistakes. Leadership development shouldn’t start only when a role becomes available. I hope attendees leave the session inspired to create at least one meaningful leadership opportunity that helps someone move from being seen as high-potential to being truly ready.
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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