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From automating routine tasks to building leadership capability in times of change, Kingley Lim, APAC Head of Culture, DEI, CSR & Talent Head SEA ANZ, Henkel, outlines why outcomes of AI depend on clear direction, trust, and accountability.
When does AI genuinely help people leaders?
For Kingley Lim (pictured above), APAC Head of Culture, DEI, CSR & Talent Head SEA ANZ, Henkel, it improves people outcomes only when it removes work – not when it adds dashboards.
As technology becomes more embedded in daily operations, Lim observes that organisations often confuse automation with leadership. In his view, the real value of AI lies in automating routine tasks, giving leaders time back to focus on decisions that actually matter. At the same time, he stresses, while AI can flag patterns and risks, humans must remain accountable.
A strategic and inclusive HR leader, Lim comes with over 15 years of experience driving business outcomes through people strategies in high-growth and complex environments. He has played a pivotal role in influencing executive teams, leading transformation, and enabling organisational agility across diverse industries, including manufacturing, beauty, real estate, financial services, consulting and tech startups.
As he prepares to speak at #InteracTechAsia2026, he shares with Mary Ann Bundukin:
"People handle ambiguity better than leaders think, as long as they trust the leadership behind the change."
Read the full interview below.
Q As technology becomes more embedded in our daily lives, what’s one way you have seen AI or digital tools meaningfully improve people outcomes?
AI improves people outcomes only when it removes work and not when it adds dashboards. Automating routine tasks gives leaders time back for decisions that actually matter. AI should flag patterns and risks, but humans must stay accountable. When organisations confuse automation with leadership, outcomes suffer.
Q Leading through rapid transformation isn’t easy. What mindset shift has helped you lead teams more effectively through change?
Leaders don’t fail at change because of poor strategy — they fail because they over control. I stopped trying to provide certainty and focused on clear direction and intent. People handle ambiguity better than leaders think, as long as they trust the leadership behind the change.
Q We often talk about becoming more tech savvy while staying human centric. What's one way you personally try and maintain that balance?
If a tool doesn’t improve fairness, clarity, or decision making, it’s noise. I don’t start with technology — instead, I start with the human cost of getting things wrong. Tech should support judgment, not replace it. Empathy and accountability can’t be digitised.
Q As a speaker at InteracTech Asia 2026, what is the #1 call to action you hope for attendees to take away from your session?
Stop treating change management as a rollout plan. It’s a leadership capability. Technology fails when leaders can’t shift mindsets and behaviors. Build agility and resilience into how leaders lead daily or accept that your tech investments won’t deliver.
Human Resources Online is proud to host its first edition of InteracTech Asia 2026 – an exclusive event that brings together HR leaders, technologists, and business strategists to reimagine how people and machines can thrive together. Taking place on 20 May in Singapore, find out more about the event here.
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 digital transformation talent solutions and products, 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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