Meet Vinod Dontimalla 👋
Hi, I’m Vinod — currently the Regional Director of People at Igloo. I’ve spent over 15 years in HR, mostly partnering with startups and venture-backed companies across Southeast Asia. What drives me is helping founders and teams build strong, scalable cultures that support real growth. I love being in the thick of fast-moving environments, shaping people strategies that actually work in the real world — not just on paper.
Insights from Vinod Dontimalla
1) On Culture: What’s one thing you or your team does regularly to build a strong, positive workplace culture?
We try to keep things real, transparent, and clear — because culture can’t thrive where people feel uncertain or unheard. One thing we do regularly is carve out time for honest conversations across the org: whether through team check-ins, open Q&As with leadership, or anonymous feedback loops. It’s not about perfection, but about showing up consistently, listening with intent, and following through. We also make a point to highlight everyday behaviours that reflect our values — not just the big wins — because culture is shaped in the small moments, not just strategy decks.
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 initiative that really stands out was setting up foundational HR systems — including HRIS, performance management, and feedback tools — in a fast-growing startup. At the time, things were moving quickly, but there was very little structure or data to guide decisions. By implementing these systems, we were able to create clarity around processes like onboarding, reviews, and compensation — and more importantly, collect critical data that helped leaders make informed, people-first decisions. The impact was clear: better alignment, more trust in the process, and a stronger foundation to scale the culture as the company grew.
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?
A product mindset with agility. As HR continues to evolve, especially in dynamic markets like Singapore, we need to start thinking more like product managers — deeply understanding our “users” (employees and leaders), building solutions that are iterative and data-informed, and measuring what actually works. This mindset pushes us beyond policies and programs into creating employee experiences that are purposeful, scalable, and aligned with business outcomes. With constant shifts in tech, talent expectations, and workforce models, HR can’t just react — we have to design.
4) What’s one HR initiative or practice you believe more companies should adopt to build stronger teams or workplaces — and why?
I believe more companies should adopt regular, structured feedback loops that go beyond annual reviews. This practice builds trust and transparency, empowers employees to have a voice, and enables leaders to respond and adapt quickly. When feedback becomes a natural part of the culture, teams become stronger, more connected, and better equipped to grow together.
5) What’s one piece of advice you’d give to someone just starting their career in HR or people leadership?
Don’t approach HR the traditional way—always question the status quo and be ready to adapt as the world around us changes. The workplace is evolving rapidly, and the best HR leaders are those who stay curious, challenge existing norms, and embrace continuous change to better support their people and organizations.
Remember that most things we do today will look very different in 10 years. Technology and ways of working are changing fast, so stay open-minded, be ready to learn new tools, and focus on the human side of HR that machines can’t replace.
6) What’s one workplace trend you’re excited about — and one you’re cautious of?
I’m actually excited by the uncertainty of how workplaces will be shaped in the coming years. It means there’s a real opportunity to rethink the way we work, experiment with new models, and create environments that truly fit people’s evolving needs.
At the same time, I’m cautious about how quickly technology—especially AI—is being adopted in HR. While it offers huge potential, we have to be mindful to keep the human element front and center and ensure fairness in all decisions.
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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.