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By turning employee feedback into action, Delta Electronics (Thailand) launched targeted HR initiatives, including Coffee Talks with the CEO and 'morning talk' sessions, that boosted engagement, strengthened trust, and created a stronger sense of belonging across sites, countries, and cultures.
Delta Electronics (Thailand) PCL nurtures a people-first culture focused on understanding and supporting its employees. Its strategy was sparked by feedback from staff who wanted HR to be closer, more connected, and more attuned to their needs.
Programmes such as Retention Intelligence 2.0, Delta DNA, and Total Rewards Redesign were introduced to transform HR from an administrative function into a strategic connector between people, leadership, and business goals.
A key part of the team’s approach is the HR Cloud Communication Ecosystem, developed through the empowerment through communication approach. With strong support and cross-region collaboration, early initiatives such as 'morning talk' sessions, and quarterly coffee talks with the CEO quickly gained traction, receiving positive feedback and high participation. This showed the team that they were on the right track.
"We knew it was the right path when we saw employees feeling heard, leaders becoming more engaged, and teams collaborating with shared purpose," says Chih Hao Huang, Chief Human Resources Officer, Southeast Asia HR.
The initiatives encouraged two-way dialogue and helped connect employees across different sites, countries, and cultures, allowing them to feel like one Delta family. This approach has strengthened engagement, improved trust between management and teams, and supported the development of new generations of leaders through Delta’s Talent and Learning Ecosystem. By integrating people, data, and culture, the initiative has reinforced connection and belonging across regions.
Delta Electronics Thailand’s people-first focus was recognised at the HR Excellence Awards 2025, Thailand, where the company won gold for 'Excellence in Retention Strategy', silver for 'Excellence in Total Rewards Strategy', and bronze for 'Excellence in HR Communication Strategy'.
Following the awards, the CHRO tells HRO that putting people first has led to higher engagement, stronger trust, and a more inspired team. Listening closely and taking meaningful action has helped turn employee insights into collective excellence.
Q Tell us about your inspiring HR initiative – what sparked the idea, and how did you know it was the right path to take?
Our inspiration began with the voices of our employees who wanted HR to be closer, more connected, and to understand people better. We realised that communication and employee experience are the heart of sustainable retention, so we designed the Integrated HR Communication Strategy alongside key programs such as Retention Intelligence 2.0, Delta DNA, and Total Rewards Redesign. These initiatives transformed HR from an administrative function into a strategic partner that connects people, leadership, and business goals. We knew it was the right path when we saw employees feeling heard, leaders becoming more engaged, and teams collaborating with 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 was connecting employees across different sites, countries, and cultures to feel like one Delta family. Initially, communication gaps existed between factory and office employees. Through our empowerment through communication approach, we created an HR Cloud Communication Ecosystem and encouraged two-way dialogue. Morning talk sessions on operation lines and quarterly coffee talks with the CEO helped build openness and trust. Cross-cultural collaboration followed, where employees learned to embrace differences and respect one another. When everyone found their voice and felt valued, diversity became our greatest strength in driving progress together.
This initiative has redefined HR’s role from a support function to a culture transformation leader. Employee engagement and satisfaction have significantly improved, and stronger trust now exists between management and teams. More importantly, we’ve cultivated new generations of leaders through Delta’s Talent and Learning Ecosystem. Our approach to integrating people, data, and culture has strengthened connection and belonging across regions. We hope this journey inspires other HR professionals to see HR not only as a process enabler but as a people connector driving business success through empathy, inclusion, and purpose.
Q Looking back, is there a moment, person, or value that kept you and your team motivated throughout the journey?
Our foundation lies in Delta’s core values: integrity, innovation, collaboration, inclusion, and empowerment. Among them, empowerment guided every HR initiative. What truly motivated us was our HR team across Southeast Asia, who never gave up despite challenges or change. Every time we saw an employee smile, feel recognised, or proudly say, "I’m part of Delta", it reminded us why we do what we do. These moments reflect the spirit of collaboration and purpose that keeps our team inspired to keep evolving for our people.
Q If you could offer one golden nugget of wisdom to HR professionals aiming for excellence, what would it be?
Listen with empathy, and act with purpose.
True HR excellence begins with understanding people not just managing processes. When you listen deeply and take meaningful action, you create impact that resonates on both personal and organisational levels. Don’t be afraid to innovate; transformation begins with the courage to care and the belief that people are the true driving force of success.
Read more interviews on why organisations have won trophies for their HR practices - head over to our Winning Secrets section!
Photos: Provided
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