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Listening closely to employee voices and designing with purpose helped the HR team build greater clarity, workforce mobility, and collaboration across the organisation, Yap Han Chuan, VP, HR Business Partner (RA SEA) tells us.
Exyte Singapore’s award-winning HR journey started with a simple belief: when organisations listen carefully to their people, they reveal where meaningful change is needed. Through these conversations, employees pointed to clear priorities such as stronger support, clearer development pathways, and opportunities to grow through overseas exposure, as well as a deeper connection to Exyte’s purpose.
These insights shaped the direction of Exyte’s HR transformation, leading to the introduction of a Target Operating Model (TOM). Designed to clearly separate and refocus HR roles, the model streamlined how HR supports both operational and strategic needs. Employees now have a single, centralised point of contact for business-related and day-to-day queries, reducing confusion and improving overall clarity and satisfaction.
Implementing this shift was not without challenges. Bringing together departments with different priorities and ways of working required collaboration and collective efforts. Instead of moving ahead in silos, Exyte leaned into open dialogue, holding cross-functional workshops and co-creation sessions that allowed employees and leaders to shape solutions together.
The team clinched silver wins for ‘Excellence in HR Change Management’ and ‘Excellence in Workforce Mobility’ at the HR Excellence Awards 2025, Singapore, a testament to its efforts.
Speaking to HRO on the achievement, Yap Han Chuan, Vice President HR Business Partner (RA SEA), Exyte Singapore, says:
When we place people at the heart of every decision, we create change that is not only effective but enduring, change that strengthens culture, inspires growth, and fosters a workplace where employees can flourish, and unlock their full potential.
We get to know the full story in this interview.
Q What sparked the idea for your HR initiative, and how did you know it was the right path?
Our initiatives were born from a belief that when we listen to our people, they show us exactly where to grow next. Through the conversations, employees shared their desire for clearer support, stronger development pathways through overseas opportunities, and a deeper sense of connection to Exyte’s purpose.
One of the outcomes of this commitment was the Target Operating Model (TOM). This model enables clear separation and refocusing of HR roles, allowing our HR team to work more efficiently across both operational and strategic areas. Employees now have a single, centralised point of contact, whether for business-related queries or day-to-day activities, leading to greater clarity and overall satisfaction.
These efforts aligned closely with our 'people first' values and long-term vision, making the path both strategic and meaningful. Early feedback from teams and leaders confirmed that our direction resonated with them, which is a sign of genuine progress.
Q Can you share a challenge your team faced and how you worked through it together?
One of our greatest challenges was bringing together departments with different priorities, expectations, and ways of working. However, this fragmentation quickly revealed itself as an opportunity to strengthen collaboration and unify our collective efforts.
Rather than pushing forward in solitude, we chose to embrace open dialogue. Through cross-functional workshops and co-creation sessions, employees and leaders came together to share perspectives, challenge assumptions, and shape solutions side by side. This approach not only clarified processes, such as identifying the HR personnel as per TOM model, but also deepened mutual trust.
What could have slowed us down instead inspired a new way of working rooted in transparency and shared ownership. We learned that when people feel heard and included, obstacles become catalysts for growth. That spirit of collaboration ultimately guided us through setbacks and allowed us to build solutions that engage all stakeholders.
Q What impact have these initiatives had on your organisation, and what do you hope they inspire in the wider HR community?
These initiatives have strengthened our culture by transforming our 'people first' values into everyday experiences. Our commitment to global exposure is one initiative that showcases this.
As a multinational company, Exyte offers employees in Singapore opportunities to be assigned to overseas projects. Employees who have pursued these experiences have gained broader perspectives, fostered cross-cultural understanding, and sparked innovative thinking that elevates our local practices.
The ripple effects of workforce mobility are clear: greater engagement, deeper collaboration, stronger agility, and a renewed sense of shared purpose. Employees feel more supported, leaders feel better equipped, and teams feel more connected to Exyte’s future.
For the broader HR community, we aim to share the belief that HR solutions should be built on genuine employee insights and co-created with openness. Such solutions not only address challenges but also strengthen culture and unlock long-term growth.
Q What kept you and your team motivated throughout this journey?
The unwavering belief that our work could support the business and create opportunities for employees kept us moving forward. Throughout this journey, stories from employees provided constant encouragement, such as those who shared how the TOM model brought newfound clarity or how overseas exposure opened doors to growth they never imagined possible.
Equally powerful was the unity within our team. We were motivated by our shared purpose and commitment to staying true to our 'people first' values. The challenges we faced reminded us why our work matters, and every breakthrough showed what is possible when we move forward together.
Strong and visible leadership support played a critical role in sustaining momentum. The combination of genuine employee impact, active sponsorship, and a shared commitment to enhancing the overall employee experience kept the team aligned, motivated, and focused.
Together, these elements fostered a sense of purpose that carried the project forward and reinforced the value of our collective efforts.
Q One golden nugget of wisdom for HR professionals aiming for excellence?
Start by listening with intention. The most transformative HR initiatives, whether a digital platform, a development programme, or a cultural intervention, begin with understanding the everyday experiences of your people.
Invite employees into the process. Let their voices shape your direction, challenge assumptions, and inform decisions.
When people feel included, they don’t just accept change; they champion it.
Excellence in HR is not measured by how complex a framework is but by how deeply your work resonates with the organisation. Lead with empathy, communicate with honesty, and design with purpose. When we place people at the heart of every decision, we create change that is not only effective but enduring, change that strengthens culture, inspires growth, and fosters a workplace where employees can flourish, and unlock their full potential.
Read more interviews on why organisations have won trophies for their HR practices - head over to our Winning Secrets section!
Lead image / Provided
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