Serine Loh is an award-winning HR professional with 18+ years of experience across global tech, cloud marketing, and high-growth startups. She has led talent acquisition, learning & development, compensation, employee relations, and M&A transitions. Previously, she was Head of HR, APAC at SS&C Blue Prism and held roles at Circles.Life, Text100, Kronos, Salesforce, Novell, and Adobe. She holds an M.S. in Training & Development and a B.S. in HR Management from Southern Illinois University. Having lived and studied in Singapore, she now resides in Sydney, Australia, with her family.
Recently, in an exclusive interview with CXO Outlook Magazine, Serine shared insights into the evolution of HR in the future, her favorite quote, future plans, pearls of wisdom, and much more. The following excerpts are taken from the interview.
Hi Serine. What drives your passion for HR and talent development, and how has your approach evolved over the years?
My passion for HR and talent development stems from a deep belief in the power of people to drive organizational success. Over the years, I’ve seen how investing in talent can transform company culture and accelerate business outcomes. My approach has evolved to focus on data-driven strategies and personalized employee experiences. At Qlik, we leverage data analytics to better understand our workforce and create targeted development programs that align with both individual and organizational goals. What inspires me most is the ability to connect people’s purpose with organizational goals, enabling both to thrive together.
What do you love the most about your current role?
What I love most about my role at Qlik is the opportunity to work with passionate, purpose-driven individuals while shaping an inclusive and high-impact workplace. My focus is on strengthening employee engagement, building a strong employer brand, and fostering a culture where everyone has the opportunity to thrive. By embracing data-driven insights, we can create meaningful learning experiences, fuel our talent pipeline, and empower our people to reach their full potential. Being part of this journey – where people and business growth go hand in hand – is what makes this role truly fulfilling.
How do you see the future of HR evolving, and what opportunities and challenges do you think lie ahead?
The future of HR is shaped by AI and automation, and data analytics which enhance employee experiences and anticipate workforce needs, enabling efficiency in hiring, analytics, and employee engagement. These technologies drive efficiency and enable HR to focus on strategic, people-centric initiatives and the shift toward a skills-based workforce will redefine talent strategies, while optimizing hybrid work will require balancing flexibility, productivity, and culture. Employee well-being and inclusion will expand beyond traditional benefits, and HR’s role as a strategic business partner will grow through data-driven decision-making. However, challenges persist, including talent scarcity, ethical AI use, and maintaining inclusion, equity and cultural cohesion in hybrid teams. Navigating global data privacy regulations and driving continuous upskilling will also be crucial for workforce agility.
What role do you believe coaching and performance management play in driving employee growth and development?
Coaching and performance management go beyond setting KPIs – they’re about real-time feedback, clear expectations, and aligning individual growth with business priorities. At Qlik, we integrate coaching into our performance approach, ensuring employees receive personalized guidance to enhance their skills, navigate challenges, and drive impact. By leveraging data and real-time feedback, we make performance conversations more dynamic, moving beyond annual reviews to continuous development. This not only strengthens accountability and engagement but also fosters a culture where employees can evolve, contribute meaningfully, and grow into future leaders.
How do you stay current with the latest trends and developments in HR and talent management?
Staying current in HR and talent management requires a mix of continuous learning, networking, and hands-on experience. Engaging in executive education programs, industry certifications, and HR-focused conferences helps keep skills sharp. Actively participating in peer networks, professional associations, and HR leadership forums fosters knowledge exchange and best practice sharing. Leveraging thought leadership from research reports, HR tech platforms, and business publications provides insights into emerging trends. Mentorship – as both a mentor and mentee – offers valuable perspectives, while real-world application through strategic initiatives ensures continuous growth.
What is your favorite quote?
One of my favorite quotes is by Richard Branson: “Take care of your employees, and they will take care of your business.” It’s a simple yet powerful reminder that people are at the heart of any successful organization. When employees feel valued, supported, and empowered, they naturally drive growth, innovation, and resilience.
Is there a particular person you are grateful for who helped get you to where you are?
I am incredibly grateful to Les Gleaves and James Mitchell, who played a pivotal role in shaping my leadership journey. Their honest feedback, unwavering support, and ability to challenge me to think bigger taught me the importance of strategic thinking, resilience, and people leadership. Because of their mentorship, I developed the confidence to take on complex challenges and drive meaningful change.
How do you keep your mind healthy and stay resilient? And how do you motivate your team?
To keep my mind healthy and stay resilient, I prioritize self-care – whether it is through regular exercise, mindfulness, or simply setting clear boundaries to protect my time and energy. I embrace challenges with a growth mindset and make space for continuous learning. When it comes to motivating my team, I believe in the power of clear communication, recognition, and empowerment. Creating a culture of trust, offering opportunities to grow, and celebrating both big and small wins go a long way in keeping the team inspired. I have found that leading with empathy, authenticity, and transparency builds resilience not just for me, but also for the entire team.
What do you hope to achieve in the next 5-10 years, and how do you plan to get there?
In the next 5-10 years, I hope to further enhance my leadership impact, drive organizational transformation, and cultivate a thriving, diverse and inclusive talent ecosystem. I plan to achieve this by continuously evolving my skills, embracing innovation, and fostering collaboration across teams. Additionally, I aim to expand my influence in strategic decision-making, ensuring that HR drives both business growth and employee well-being. I will focus on building strong relationships, staying agile, and leading with purpose, while investing in my personal development and staying aligned with industry trends.
What advice would you give to HR leaders looking to drive strategic employee initiatives and build strong partnerships with leaders in a global organization?
To drive strategic employee initiatives and build strong partnerships in a global organization, HR leaders must begin by aligning their strategies with the broader business objectives. Building trust through open, transparent communication is fundamental, as is leveraging data and AI to demonstrate the real impact of HR programs. It is also essential to understand local cultural nuances while delivering a consistent employee experience that prioritizes well-being, inclusion, and growth. HR leaders should foster collaboration across functions and cross geography collaboration, act as change agents, and lead with empathy and resilience – enabling them to navigate challenges effectively and strengthen relationships across the organization.