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“My focus is now on working closely with business heads to support their strategies from a talent perspective, while continuing to drive a group-wide workforce planning strategy to support both current needs and future growth,” the HR leader shares.
Fanny Lau (pictured above) has been promoted to Director – Human Resources at New World Development Company and K11 Concepts, effective January 2026.
In her new role, Lau reports to Jenny Chiu, Executive Director and Head of Corporate Services at New World Development.
Most recently serving as General Manager – Human Resources, Lau’s remit has now expanded from managing HR functions to taking on a broader, group-wide strategic leadership role. She will continue to act as a strategic HR business partner to all business heads across the organisation.
“Since 2025, I have been overseeing Human Resources and Administration for New World Development and designated subsidiaries in Hong Kong, including K11,” Lau shares exclusively with HRO’s Tracy Chan.
“My focus is now on working closely with business heads to support their strategies from a talent perspective, ensuring that our talent strategies are closely aligned with their business plans and long term objectives.”
A key priority for Lau will also be strengthening talent development and employee engagement across the Group.
“By leading the Talent Development and Employee Engagement teams, I aim to further strengthen our group culture and roll out meaningful initiatives that enhance employee experience, capability building, and engagement across the organisation,” she explains.
Alongside this, Lau will continue to drive a group wide workforce planning strategy, ensuring the organisation has the right talent and structure to support both current needs and future growth. This includes enhancing succession planning for key positions, with a focus on building a sustainable leadership pipeline.
Looking ahead, Lau’s vision is to ensure that HR remains a strong enabler of business performance, culture, and leadership continuity across the Group.
“Overall, the role requires a broader view – balancing operational effectiveness with long-term talent and leadership planning – so that HR continues to add value at both the business and organisational level,” she adds.
Reflecting on Hong Kong’s evolving talent landscape, Lau notes that the city is currently undergoing a period of talent restructuring, with organisations facing talent shortages in certain critical areas, particularly technology related roles.
At the same time, rapid advancements in technology, especially AI, present a significant opportunity to rethink how work is done and how talent is deployed.
“From an HR perspective, this means we need to take a long-term and balanced approach to integrating human talent with AI, and may even be reflected in organisational structures ” she says.
Employee wellbeing, Lau adds, must remain a central consideration throughout this transition.
“As AI becomes more embedded in daily work, colleagues may experience new forms of stress, uncertainty, or mental challenges. HR has a critical role to play in ensuring that wellness, upskilling, and support mechanisms are built into the AI adoption journey – so that technology enhances, rather than replaces or overwhelms, the human workforce.”
She concludes: “The real opportunity lies in using AI to complement human capability, while ensuring our people remain engaged, supported, and future ready.”
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