Southeast Asia's next HR agenda: Webinar insights from SHRPA 2025 SEA Report

Southeast Asia’s HR landscape stands on the brink of its most profound transformation yet. As artificial intelligence accelerates, borders blur, and productivity pressures intensify, the region’s people leaders are being forced to rethink every aspect of how work gets done.

Cheshta Dora, Head of Research at People Matters, joined Narelle Burke, CHRO at Kantar, and Nanang Chalid, Director, HR Business Growth Partner at ParagonCorp, to unveil insights from the SHRPA State of HR Industry 2025: Southeast Asia report. Together, they decoded what it means to move from intent to impact. The conversation looked closely at how talent leaders in the region can redefine readiness, reimagine talent practices, and establish HR as the orchestrator of growth in an AI-driven world.

The report revealed that while HR has invested heavily in technology, agility, and change management, the region’s pace of transformation is being eclipsed by external disruption. Borderless talent ecosystems, need for AI readiness, and adoption of tech, not just implementation, are the major shifts impacting the region today. 

Today the question is no longer whether HR should transform. It's asking how fast, with whom, to what end, and at what cost.

Here’s quick snapshot of the conversation: 

1. AI readiness is the next strategic differentiator
   While most organisations claim to be “change ready,” few are truly “AI ready.” The panel urged HR to move beyond awareness to practical experimentation—embedding AI tools in everyday workflows to build real capability.
   
   

2. Adoption outweighs implementation
   Success in HR tech isn’t about deploying new platforms but about ensuring deep adoption across levels. ROI follows when employees use tools to make faster, smarter decisions—not just when systems go live.
   
   

3. Rethinking the HR operating model
   Both speakers agreed the future HR model must be leaner and tech-enabled—where people and AI agents work in tandem. Automation will handle routine work, allowing HR to focus on leadership, design, and strategy.
   
   

4. Talent excellence through agility and internal mobility
   ParagonCorp’s AI-based “just-in-time” internal talent marketplace showcased how skills data can redeploy people quickly to high-value projects—boosting productivity and reducing hiring costs.
   
   

5. From fear to curiosity: building a culture of AI readiness
   Organisations must replace fear of displacement with curiosity. Initiatives such as AI activation days, safe-to-fail pilots, and hands-on experimentation can shift mindsets and create sustainable AI-driven growth.