Meet Chow Song Chee 👋
Song Chee is a seasoned HR strategist and generalist with over 17 years of experience, passionate about utilizing People & Culture initiatives and strategies to achieve organizational goals and enable scalable success.
Insights from Chow Song Chee
1) On Culture: What’s one thing you or your team does regularly to build a strong, positive workplace culture?
In my previous roles, we nurtured a strong, positive workplace culture through a mix of structured and informal touchpoints. This included Virtual Coffee Connects to encourage cross-team bonding, a comprehensive virtual onboarding program to help new joiners feel connected from day one, monthly All Hands to keep everyone aligned and inspired, regular 1:1s and skip-levels for open dialogue, virtual social nights to unwind together, and annual company retreats to celebrate milestones and strengthen relationships in person.
2) On Impact: What’s one HR initiative you led or supported that made a clear impact on your team or company? What changed because of it?
One HR initiative I supported at IRVINS that made a clear impact was contributing to and implementing the On-the-Job Training (OJT) framework and Retail Incentive Scheme in collaboration with the Retail Operations Department for our entire Retail team in Singapore.
The objective was to create a structured, consistent onboarding and performance recognition program that would accelerate new hire learning and engagement while driving frontline performance. As a result, we achieved a 95% "new hire 90-day passing" rate, significantly improving our retention and operational readiness for new hires within their probation period. It also enhanced collaboration between HR and Operations, and fostered a stronger, performance-driven culture on the ground.
3) On the Future: What’s one key skill or mindset you think every HR professional in Singapore will need in the next 5 years - and why?
Business agility with a people-first lens is, in my opinion, the one essential mindset that every HR professional in Singapore will require over the next five years. HR will need to be extremely flexible as businesses deal with changing workforce expectations, AI adoption, economic shifts, and cross-border expansion—balancing employee well-being with business resilience. This means being data-informed, comfortable experimenting with new people practices, and proactively shaping inclusive, flexible, and sustainable workplace cultures that can thrive in uncertain environment.
4) What’s one HR initiative or practice you believe more companies should adopt to build stronger teams or workplaces — and why?
One HR initiative I strongly believe more companies should adopt is a structured manager development program.
Managers are the connective tissue of any organization — they shape team culture, influence engagement, and are often the first line of support for their team members. Yet, many organizations promote great individual contributors into management without equipping them with the right tools to lead effectively.
By investing in a structured, continuous development program tailored for people managers — covering areas like feedback conversations, coaching, psychological safety, change management, and inclusion — companies can foster stronger, more resilient teams.
When managers lead with clarity, empathy, and consistency, it directly impacts employee experience, retention, and organizational performance. A good manager doesn’t just manage work — they cultivate potential, build trust, and drive alignment, which is critical in today’s hybrid and fast-evolving workplaces.
5) What’s one piece of advice you’d give to someone just starting their career in HR or people leadership?
One piece of advice I'd offer is to cultivate a genuine sense of curiosity about both people and business to the same extent. Great HR isn't just about policies and processes, it is about figuring out what motivates people, what makes teams succeed, and understanding the culture impact of business decisions. Be proactive about building relationships across all levels, ask thoughtful questions, and never stop learning. The more you understand both people and business context, the better you’ll be at creating meaningful, lasting impact.
6) What’s one workplace trend you’re excited about — and one you’re cautious of?
I’m excited about the rise of skills-based hiring and internal mobility — it drives diversity, unlocks hidden talent, and keeps organisations agile.
What I’m cautious of is the over-reliance on AI tools in HR. While AI can enhance decision-making and improve efficiency, it should complement our work — not replace the human touch that’s essential in people leadership, relationship building, and fostering meaningful employee experiences.
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As Singapore marks 60 years of progress, SG60: 60 People Leaders Shaping Workplaces honours the people leaders building cultures where people thrive.
Each spotlight captures authentic experiences and actionable wisdom from HR professionals making a difference in Singapore’s evolving world of work.