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For Westley, aligning human capital strategy with business goals starts with one key principle — understanding what matters most to employees, and making it work in real-world conditions.
When HR leader Westley (pictured above) stepped into his first role in HR, he quickly learnt that in labour-intensive industries, policies mean little if they do not translate into trust on the ground.
"Especially in industries like manufacturing, pulp and paper, plantations, or other labour-intensive sectors, employees prioritise things like on-time salary payout, fair treatment, and a safe working environment."
Now serving as the Head of Strategic Human Capital at KPN Plantations, Westley leads key initiatives across culture and learning development, organisational effectiveness, and talent recruitment. His goal is to build systems that not only meet business priorities but also empower employees to grow and thrive.
With a strong focus on aligning human capital strategies with broader business goals, Westley is dedicated to fostering sustainable growth through strategic people management and operational efficiency. His achievements include the successful implementation of learning management systems, enhanced employee engagement efforts, and leading organisational transformations that drive real impact.
Ahead of his session at #TransformTalentID, Westley speaks to Sabarish Prasad about how today’s talent must be nurtured through continuous learning, technology adoption, and leadership that walks the talk — and why the future of HR lies in driving real business impact, not just policy frameworks.
Q Thinking back to your first day in HR, what is the most important learning that sticks with you until today?
One of the biggest lessons I learnt on my first day in HR was the importance of adapting to different situations and understanding employees’ basic needs. Especially in industries such as manufacturing, pulp and paper, plantations, or other labour-intensive sectors, employees prioritise things such as on-time salary payout, fair treatment, and a safe working environment.
As HR, it’s not just about policies or processes, it’s about connecting with our employees, understanding what truly matters to them, and finding ways to meet those needs while aligning with the company’s goals. By building trust, we can create a better work environment where employees feel valued and motivated to contribute their best.
Q What steps do you believe are necessary to transform today's talent into the talent that the business needs?
Well, to transform today’s talent into what the business needs, I believe it all starts with understanding our employees. We need to take the time to listen and understand their goals and challenges, then align those with what the company’s goals. Connecting the line between employees' need and company’s goals.
Providing clear learning programme, not only technical skills but also soft skills such as communication and adaptability. It is important to ensure they align with the company culture.
By connecting them with the organisation’s values and ways of working, we will create an environment where they feel engaged and aligned with the company’s goals.
As we know, this world is changing faster, and employees need continuous learning and to adapt to new situations to stay relevant and be better prepared for future challenges. Leaders play an important role by walking the talk, guiding, and mentoring their teams effectively.
Lastly, it’s important to introduce employees to the latest technologies to ensure they stay updated and equipped for the evolving workplace.
Q Could you share emerging trends that you believe will have the most significant impact on HR in the next few years?
Recently, I have tried some AI tools, and I think the most significant impact on HR in the next few years is the integration of AI in HR and data analytics. These tools can help automate processes such as screening candidates, predict turnover, and provide deeper insights into performance trends. AI can really help us to make decisions and improve efficiency in HR.
However, even though technology is faster than ever, many industries, especially plantation and mining, are still facing challenges in adopting these technologies, caused by limited infrastructure in remote areas.
To tackle this issue, HR needs to ensure that technology is easier to access. For example, using mobile applications/web-based application that employees can access even in areas with super limited connectivity, and deliver local training programmes to introduce the technology. This way, we can ensure that all employees, no matter where they are, can benefit from the latest technology.
Q What are you most looking forward to in your session at #TransformTalentID?
I’m really looking forward to my session at #TransformTalentID! HR as a business partner is a must — it’s not just about creating strategies behind the table. It’s about making sure those strategies align with business goals like cost efficiency, driving performance, and delivering real results.
I’m excited to dive into how HR can take an active role in driving business success and can’t wait to share ideas and learn from everyone at the event!
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 Sabarish Prasad. We look forward to welcoming you!
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