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From AI-driven transformation and employee wellbeing, to benefits design and total rewards strategies, each session delved into the future of HR – and how leaders can prepare to thrive in it. Event report by Tracy Chan.
In an era where AI is accelerating, talent markets are evolving, and employee expectations are rising, HR leaders face a pivotal question: Where should HR go next?
Addressing this, more than 200 HR professionals and 16 expert speakers gathered at The Ritz-Carlton, Hong Kong, on 16 September 2025, for a full day of insights and inspiration at the #InspireHR 2025 conference.
From AI-driven transformation and employee wellbeing, to benefits design and total rewards strategies, each session delved into the future of HR – and how leaders can prepare to thrive in it.
Transforming HR with technology
Opening the conference, Philip Wixon, Head of HR Transformation at The Hong Kong Jockey Club, shared a real-life case of using technology to enhance employee experience – from within his own organisation.
To address the challenges of managing a diverse workforce across geographies and job families, the Club has introduced a single cloud-based platform, unifying 20+ fragmented HR systems, including modules for recruitment, onboarding, compensation, learning, and performance management.
Wixon emphasised that strong branding, thoughtful change management, comprehensive training, continuous measurement, and real-time support were key to navigating the complexities of implementation.
“HR is about to get simpler. I think we have,” he said. “In the future, it is going to get even more simpler – and that was our journey over the last couple of years.”
Employee wellbeing and organisational resilience go hand-in-hand
At the first panel discussion of the day, Theresa Sham, Human Resources Director at Aqua Restaurant Group; Kris Lui, Vice President, Human Resources, APAC at Dr. Martens; and Fanny Lau, Head of HR & Administration at New World Development Company, explored how to design wellbeing strategies that go beyond surface-level perks to truly strengthen organisational resilience.
Moderated by Joey Chung, Group Head of Human Resources at Haitong International Securities Group, the panel agreed that the key to effective wellbeing strategies lies in understanding your employees, rather than treating wellbeing as a set of rigid policies.
Leadership buy-in is also essential – not just through approval, but through active participation, role modelling, and leading with transparency and empathy, especially during times of restructuring.
ALSO READ: How to build resilient wellbeing strategies to beat burnout in the workplace
Leveraging AI to ensure payroll compliance
Moving on to the next session, Vivian Hu, Regional Director at ADP, gave a quick yet impactful glimpse into how AI is transforming global payroll operations, strengthening compliance, and enhancing the employee experience.
Through a demo of ADP Global Payroll’s AI features – including pre-processing checks, error detection during processing, and post-processing employee support – Hu highlighted how AI empowers organisations with real-time insights, predictive analytics, and seamless integration, helping them meet evolving workforce demands and streamlining daily tasks through automation and personalisation.
“Now with AI, we may hand over some 'thinking', but it doesn’t mean we stop thinking. It means new kinds of work will emerge – built on creativity and intelligence,” she stressed.
Flexible benefits are more than a gimmick
After a refreshing networking break, Victoria Yow, General Manager of Pacific Prime Hong Kong, explored the strategic role of flexible benefits in attracting and retaining a diverse workforce while managing costs.
She emphasised that flexible benefits are a long-term investment, not just a perk. When designed thoughtfully and smartly, they help control costs, improve employee engagement, and support long-term sustainability. The key lies on designing flexible benefits programmes that cater to the evolving needs and expectations of employees in different generations.
“And personalisation doesn’t mean unlimited options – it means offering meaningful choices that actually matter to employees at different life stages,” she said.
Building more resilient teams with experiential and social learning
Exploring how learning must evolve beyond traditional content delivery in the age of AI, Adeline Looi, Senior Director of Talent, APAC at Estée Lauder Companies, delivered a vivid and thought-provoking session by illustrating the power of experiential, emotional, and applied learning to drive behaviour change and business impact.
"Social learning is not just about getting observations, but also about retention and learning from one another,” she shared.
From immersive simulations to AI-powered coaching, Looi emphasised the focus of designing development journeys that are human-centered and strategically aligned.
“It is all about translating behaviour change into real development, and growing HR as a strategic partner."
Embedding mental health into business strategy
In a heartfelt fireside chat, Sharlene Song, Vice President of Human Resources at Meiyume, and Shirley Xu, Senior Director of HR for APAC at Under Armour, discussed the importance of empathy, leadership role modelling, and co-creation with employees when embedding mental health into business strategy.
“One thing that is small, simple, but powerful, is empowering managers to create a culture of trust and care through micro connections, such as asking team members about their weekends,” shared Song.
Xu agreed, encouraging leaders to play the roles of listener, observer, and supporter to normalise mental health conversations.
"Wellbeing is a journey for everyone. Everyone benefits when leaders make mental health a true priority," affirmed Xu.
Navigating workforce emotions during restructuring
Emily Tang, Director and Cluster Lead for Hong Kong & Macau, People Capability at Standard Chartered, opened her session with the bank’s enterprise-wide transformation programme, normalising the emotional impact of change and the importance of wellbeing as a strategic imperative.
Through interactive exercises and personal storytelling, the audience reflected on fear, uncertainty, and the power of perspective.
The session closed with a call to action: embrace change, support others, and recognise HR’s role as invisible change navigators.
“You can take two approaches for everything happened: get paralysed, or tell yourself this is my defining moment," Tang said.
“Let's balance ourselves first, and then go help people out. Then the whole organisation will change.”
Aligning total rewards with workforce values
The session before lunch was led by Ravi Nippani, Partner, Regional Industries and Solutions Leader, Mercer Asia. Shifting the focus to total rewards, Nippani highlighted that today’s employees prioritise purpose, personalised careers, and transparent, fair pay. Total rewards, therefore, are evolving from fixed structures to flexible, tech-enabled models tailored to diverse workforce needs.
Through case studies, he demonstrated how clear communication and personalisation across compensation or benefits enhance engagement and trust. Employers must rethink traditional approaches, positioning rewards as a strategic differentiator to attract and retain talent.
“Through strategic design and customisation of compensation, benefits, and recognition programmes, organisations can optimise employees’ satisfaction, productivity, engagement, and retention,” he concluded.
Digital-first workplaces, human-first mindsets
Returning from lunch, a dynamic panel explored how technology can enhance – not replace – human connection at work.
The panellists included:
- Joseph Ng, Director of Talent & Culture at Accor Hotels Group;
- Klennis Lau, Regional HR Director – APAC at L’OCCITANE; and
- Kelvin Lam, Director, Business Development, Career Consulting at Mercer Hong Kong.
The key, they pointed out, was starting with an employee-first mindset, embedding empathy and inclusion into digital tools, and co-building solutions with diverse teams.
"Digital tools must align with company culture – it is not just about systems, it is about creating emotional connection,” said Ng.
“Not every feedback is adopted, but every voice is heard – that’s how we bridge the gap between tech and human touch," highlighted Lau.
"Whether you use it or not, it is going to be here for a long time. Just learn it," affirmed Lam.
Navigating legal risks with confidence
Closing the day with a practical and insightful session, Adam Hugill, Partner at Hugill & Ip, guided delegates on how HR can future-proof itself amidst Hong Kong's evolving landscape.
He unpacked key developments including the abolition of the MPF offsetting mechanism, updates to continuous contract rules, expanded talent schemes, and recent case law on restrictive covenants, termination, and discretionary bonuses.
Hugill also addressed the growing role of AI in HR, cautioning against risks related to bias, transparency, and data confidentiality – especially when using external tools.
“Law never moves as quickly as technology or as far as any AI process that an employer chooses to adopt,” he reminded.
“For any AI process an employer chooses to adopt, there must always be a human in the decision-making process somewhere. You can't rely on AI to make final decisions for you.”
Human Resources Online would like to extend a big thank you to all speakers, moderators, panellists, and delegates for being valuable contributors to this event.
We would also like to extend our sincerest gratitude to our sponsors & partners for making this conference possible:
Diamond Sponsor
- ADP
Platinum Sponsor
- Mercer
Gold Sponsor
- Pacific Prime
Exhibitors
- Deel
- Fidelity International
- Steam Building
- Unit4 Prosoft
Lucky Draw Sponsor
- Paradigm21 Group
Event Partner
- Pigeonhole Live
Lead image / HRO
Are you an HR leader passionate about sharing your insights with the community? We’re always on the lookout for thought leaders to join our speaker lineup and inspire fellow professionals. If you’re keen to contribute your expertise, connect with Kery Tuah at keryt@humanresourcesonline.net to explore exciting speaking opportunities.
If you are a solution provider looking to elevate your brand among HR decision-makers, partner with us to showcase your offerings to a highly engaged audience of HR professionals. Reach out to Sally Hui at sallyh@lighthouse-media.com or Lody Wong at lodyw@lighthouse-media.com to discover impactful partnership potential.
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