Robinsons Bank Corporation

Laarni Ona is a highly skilled professional with a proven track record in the banking industry. With a strong background in HR consulting, she has successfully implemented various programs that have been recognized and awarded by prestigious international organizations.

Please share your journey thus far and your roles and responsibilities at Robinsons Bank Corporation.

My journey has been a dynamic one, marked by a diverse range of experiences that have shaped my career at Robinsons Bank Corporation.

I began my academic journey with a Bachelor of Science in Industrial Engineering, supplemented by a minor in Mechanical Engineering. My early career started in quality control, where I honed my skills in ensuring precision and excellence. However, a strong desire to explore new horizons led me to the banking sector, where I embarked on my journey as a management trainee.

Recognizing the importance of continuous learning in the banking industry, I decided to pursue an MBA, a decision that would prove invaluable in my career. During this period, I had the privilege of serving as the executive assistant to the CEO of a prestigious British bank. This role exposed me to the inner workings of the financial world and ignited my passion for human resources and training.

My career in HR and training began as a Trainer, and over time, I progressed to the role of Deputy Training Head. My journey then led me to esteemed organizations like JP Morgan, IBM, and Union Bank. It was at Union Bank where I reached a pivotal point, taking on the role of Head of Organization Development and Talent Management, gaining extensive expertise in nurturing talent and shaping organizational culture.

“It is crucial for us to acknowledge that strategies that were successful in the past may no longer be applicable in today's world, and this understanding guides our decision-making processes.”

Four years ago, I joined Robinsons Bank, and I'm proud to have secured the position as Head of the Human Resources Management Group. In this capacity, my primary focus is to create a positive and enriching employee experience for all team members. My responsibilities span talent attraction, retention, leadership development, and fostering engagement, all aligned with our company's DNA, core values, and desired culture.

I approach this role with a commitment to maturity and empathy. I encourage my team and leaders to listen attentively, not only with their heads but also with their hearts, discerning the meaningful and relevant messages within others' communication. In an ever-evolving world, especially in the wake of the pandemic, it is imperative that we adapt our approach to ensure effective business management, keeping in tune with the changing dynamics of life.

In navigating the evolving dynamics between employees and employers in the post-pandemic world, leaders must prioritize understanding and addressing the changing needs of their workforce. How have you adjusted your approach or strategy to meet these needs?

In the wake of the post-pandemic landscape, leaders face the imperative task of recognizing and responding to the evolving dynamics between employees and employers. Adaptability has become the cornerstone of effective leadership in this new era.

To navigate these ever-shifting currents, my approach has been twofold: I actively engage with others, drawing from both logical reasoning and emotional intelligence. This dual perspective allows me to gain a comprehensive understanding of the nuanced needs of our workforce.

Embracing the reality that yesterday's successful strategies may no longer be relevant today, we prioritize a culture of adaptability within our organization. As one wise leader and executive coach aptly stated, "What got you here won't necessarily get you there." This profound insight underscores the need for open and transparent communication. We encourage our team members to embrace this mindset, fostering a culture where innovation and flexibility are celebrated.

Moreover, we recognize that well-being is not an optional add-on but an integral part of our organizational strategy. Neglecting the well-being of our people can erode even the most well-crafted strategies. Consequently, we've integrated well-being initiatives into our core strategy, ensuring that our workforce feels supported, valued, and empowered.

In this transformative period, our commitment is to be both responsive and forward-thinking, adapting to the changing landscape while safeguarding the well-being and engagement of our team members.

Could you also discuss the new demands that today's workforce is presenting?

After the pandemic, we implemented measures to meet the evolving needs of individuals. 

Recognizing the need for flexibility, we swiftly implemented a hybrid work model along with policies enabling flexible working hours. This shift was designed to accommodate the changing preferences of our employees as they balanced work and life demands. We understood that the days of exclusively in-person interactions were evolving, so we initiated programs aimed at enhancing connectivity among our colleagues, recognizing that face-to-face interactions would become less frequent.

One notable initiative is our "Morning Huddle," which occurs virtually and in a hybrid format, catering to both onsite and remote workers. This brief 15-minute gathering serves as a platform for team members to update each other on tasks requiring attention or that have already been resolved, promoting real-time collaboration.

Moreover, we also launched a carpool program within the bank, a collaborative effort among leaders who shared resources to support employees without access to transportation. Branch managers coordinated carpool arrangements for their tellers and other commuting employees.

Additionally, we provided shuttle services at our head office for employees who couldn't travel home during the pandemic. In response to limited transportation options, we went above and beyond by offering temporary housing for those in need. This proactive approach ensured uninterrupted business operations during challenging times.

Communication remained a Keystone of our efforts. Our president and CEO sent regular messages to maintain connectedness and belonging, even for those physically absent from the office. We continued to celebrate achievements and shared success stories of team members, emphasizing their integral role in shaping our organizational culture.

Our commitment to the community was exemplified through the allocation of allowances to the "Saves for Covid" charitable fund in 2021 and 2022. This fund aimed to support those most affected by the pandemic, reflecting our dedication to corporate social responsibility.

As we embraced new technology platforms such as MS Teams and Zoom for communication, we also recognized the enduring importance of practices that proved essential during the pandemic. This included fostering open communication and a commitment to continuous learning.

Prioritizing mental well-being, we organized various activities, including online games, virtual social events, and promoted the concept of "Thank God It's Friday". Wellness programs and webinars on stress management and developing new hobbies further promoted physical and mental health among our team members.

To add a fun element, we organized virtual Zumba sessions guided by a certified instructor on specific Saturday mornings. We also partnered with our HMO to remind employees about the availability of mental health consultation services. Sharing personal stories from our leaders on how they coped and thrived during the pandemic created a culture that embraced adaptability and provided crucial support.

In essence, our response to the evolving demands of today's workforce has been multifaceted, encompassing flexibility, connectivity, community engagement, and a steadfast commitment to well-being and learning. These measures have not only supported our team but have also strengthened our organization's resilience and adaptability in a rapidly changing world.

What advice would you offer to your peers and aspiring professionals in the industry?

I firmly believe that leading with integrity driven by a sincere commitment for the well-being of your people, leads to success.

I believe in the power of balancing employee well-being with business objectives. It's not about prioritizing one over the other, but rather forging a harmonious union. Aligning HR with overarching business goals while nurturing the holistic well-being of your people is the Bedrock of success.

Effective communication serves as the  Foundation of this strategy. It involves actively listening to your team's feedback, promptly addressing their concerns, and embracing their ideas with enthusiasm. Creating an inclusive and collaborative environment, where each voice holds significance, stands as a pivotal factor in navigating the ever-evolving landscape of today's business world.

Above all, leadership should be about transformation. As HR professionals, we have the unique opportunity to uplift and empower individuals to become the best versions of themselves. When you lead with the genuine intent to make a positive impact on people's lives, you not only become an effective HR head but also foster a culture of engagement, growth, and lasting success."