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By creating more spaces for honest conversations and recognition, Bank of Singapore’s HR team is building a workplace grounded in shared purpose and belonging.
Bank of Singapore’s people strategy is grounded in a clear belief: employees are its first stakeholders and partners in success. This commitment led to the creation of 'Kopi with GMC', an initiative designed to open more genuine conversations between employees and the senior leadership team. What began as a simple idea to provide a casual platform for honest dialogue has since become a meaningful way to break down hierarchy and encourage openness. The trust that emerged from these sessions affirmed that the bank was heading in the right direction.
Along the way, the HR team navigated the challenge of keeping a diverse, global workforce consistently connected. With employees spread across different roles and locations, designing initiatives that resonate universally required ongoing learning and adaptation. Through regular feedback, open dialogue, and small but thoughtful actions, the team worked to ensure every voice felt heard and valued. This shared commitment strengthened collaboration and reinforced a culture built on understanding and compassion.
The impact of these efforts is evident across the organisation. Kopi with GMC, together with existing channels such as skip-level meetings and divisional townhalls, has created more touchpoints for honest conversations while helping leaders stay attuned to sentiments on the ground.
At the HR Excellence Awards 2025, Singapore, Bank of Singapore took home two gold awards:
- Gold for Excellence in Learning and Development
- Gold for Employer of the Year
In this interview, Adeline Ang, Global Head of Human Resources, Bank of Singapore, delves into the inspiration behind the bank's winning initiatives, ending with one golden nugget for HR professionals to take away from the experience.
Q Tell us about one of your inspiring HR initiatives – what sparked the idea, and how did you know it was the right path to take?
Kopi with GMC was inspired by a simple yet powerful belief: our employees are our first stakeholders and partners in success.
Our commitment to the bank’s purpose – to enable people and communities to realise their aspirations – extends to our people. We work hard to create opportunities and strengthen the support they need to succeed and thrive.
As such, we recognised the need for more platforms where genuine conversations could take place – and where feedback would not only be heard, but transformed into meaningful action to shape our organisation. This belief led to the creation of Kopi with GMC, a casual yet impactful way for employees to connect directly with our senior leadership team. It breaks down hierarchical barriers, encourages open dialogue, and enables us to listen firsthand to what matters most to our people.
The openness and trust that emerged from these sessions affirmed we were on the right path. More than just conversations, Kopi with GMC reflects our commitment to building a culture of transparency, responsiveness, and shared purpose.
Q Every journey has its ups and downs – can you share a challenge your team faced and how you worked through it together?
One of our biggest challenges – and one we believe many HR teams can relate to is ensuring that every employee feels equally connected and engaged. With a diverse workforce spread across different roles, functions and locations, creating initiatives and experiences that will resonate universally is no easy feat.
Our approach was to continuously learn and adapt, recognising that engagement is not a one-size-fits-all effort. Through open dialogues, regular feedback sessions, and small but meaningful initiatives, we aimed to ensure that everyone’s voice was heard and valued.
It took time and consistency, but our collective commitment to inclusivity and collaboration helped us bridge those gaps. Ultimately, the challenge strengthened our bond as a team and reminded us of the importance of understanding and compassion in our work.
Q What impact has this initiative had on your organisation so far, and what do you hope it inspires in the wider HR community?
We have seen a meaningful shift in how people connect across the organisation. Kopi with GMC has built on existing channels/initiatives, such as skip level meetings and divisional townhalls, for honest, open conversations, creating even more opportunities for our leaders to stay closely attuned to employee sentiments on the ground. Beyond that, initiatives like our Praise platform and Inspire with PVA Award (PVA – Purpose, Values, Ambition) have strengthened our culture of appreciation, embedding recognition as part of our everyday interactions.
Together, these efforts have led to stronger engagement scores and, more importantly, a deeper sense of belonging. We hope this inspires the wider HR community to champion authenticity: to listen, act, and celebrate people with genuine care.
Q Looking back, is there a moment, person, or value that kept you and your team motivated throughout the journey?
What kept us motivated was our belief in – and commitment to the bank’s purpose.
There were moments when progress felt slow or when challenges seemed too difficult to overcome. But witnessing small sparks of impact kept us going. It was the thank-you notes, the genuine words of appreciation from colleagues, and the collective pride in knowing that our efforts were making a real difference.
Our leaders also played a crucial role, consistently reminding us to stay grounded in our values. That sense of shared purpose and collective ownership kept the momentum alive through every stage of the journey.
Q If you could offer one golden nugget of wisdom to HR professionals aiming for excellence, what would it be?
You don't need grand gestures to make a difference.
Sometimes, it's one sincere conversation that changes how someone feels about the workplace.
Read more interviews on why organisations have won trophies for their HR practices - head over to our Winning Secrets section!
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