#06: Agnes Goh, Talent Acquisition Vice President, SAPMENA at L’Oréal

About Agnes Goh:

Agnes is currently leading the Talent Acquisition function at L’Oréal for the SAPMENA Zone that covers markets from Australia, New Zealand to Southeast Asia, to India, Middle East and North Africa. She is part of the SAPMENA HR Leadership team and is responsible for the regional talent acquisition strategy. Agnes joined L’Oréal in June 2019 as the Vice President Talent Acquisition for the Asia Pacific zone.

Prior to her role at L’Oréal, Agnes held the global talent acquisition leadership role for Signify/ Philips Lighting and was part of the Global HR leadership team. She spent a brief period with LVMH as the Group HR Director for Southeast Asia and India. Agnes started her recruitment career with Heidrick & Struggles and later Korn/Ferry where she specialized in hiring senior level positions in the Consumer sector.

Before her career in recruitment, Agnes was based in Shanghai with a training & operational role in the education sector. She started her career as a teacher and holds a degree in education from the University of Melbourne.

Listen to the full discussion here:

  • Stream by clicking here.
  • Download as an MP3 here.

Connect with the Guest:

Agnes Goh: LinkedIn

Some of the highlights from the podcast:

  • Today’s remote working arrangement considering all the intergenerational dynamics
  • How L’Oréal  hires and groom young talents 
  • Ensuring diversity and inclusion within the talent acquisition sphere
  • Business sense within L’Oréal 
  • Challenges of hiring in a post pandemic world
  • Most important skills required in reaching senior executive roles
  • How to have an exciting career- career advice

Show notes:

  • [1:42] Can you share with us a bit about this exciting career you’ve had specifically focusing on the pivots and how you went about them?
  • [2:13] I think one mindset that I always bring is having that curiosity. I’m always constantly curious and always looking for things that I could do a little bit differently, even if it’s the same type of job and just go with the flow from there.
  • [3:09] Can you share with us how you enable today’s remote working arrangement, especially considering all the intergenerational dynamics of this spirit of Community Development and Community Management?
  • [4:37] One of the things that we have done is to start launching events and activities where they can come together. We have done this for our management trainees in specific very recently that has evolved from just getting very consistent events where our senior leaders will be hosting and sharing insights.
  • [7:41] L’Oréal has been known to hire a lot of young talent and invest heavily in grooming them to become managers and successful leaders. What does that look like within L’Oréal ?
  • [8:00] I think we first need to really understand how L’Oréal  builds our core beliefs in talent. We not only look at their own ambitions, the work environment, the enablement itself, but also take into account a lot of the personal considerations. On top of that, we also really look at the impact that our talent initiatives hold.
  • [10:03] How do you ensure that diversity and inclusion is something which is truly practiced within the talent acquisition sphere?
  • [11:14] Fundamentally, we believe that we should have the right reflection of the consumers that we are servicing. So when we look at D&I, it is really just beyond a specific area, it’s really around how we are working closely with our consumers, how we can build that sense of belonging in the environments that we operate in and the value that we can contribute to.
  • [12:26] Can you share with us on how it makes business sense and maybe even give some examples within L’Oréal ?
  • [14:06] What do talent acquisition leaders identify as the challenges of hiring in a post pandemic world? What would you think are some of those challenges?
  • [15:13] We’re being pulled into doing much more strategic workforce planning. So we are able to anticipate and understand the talent market better to support our colleagues in HR as well as our business leaders much better in terms of the skill sets that we’re all looking to recruit.
  • [17:47] What are the most important skills whether it’s soft skills or technical skills that are required by professionals to reach the senior level leadership roles at today’s time? 
  • [20:09] What advice would you give to people entering the workforce to be able to have an exciting career? 
  • [20:56] I think listening is a very important choice that I would give because when you listen, you will then be able to discover. Don’t be too focused on what you’re not getting because you will miss the entire experience altogether. Life is a journey, it’s helpful to get a goal, it’s important to have an ambition, but you need to really embrace and enjoy the moment, then you will have that opportunity to really discover what you’re not going to be missing.

Related Episodes:

#03: Dylan Choong Vice President, Human Resources at Adidas

#04: Susana Elvira, VP, Global Head of Human Resources – Ocean and Logistics at A.P. Moller – Maersk

#05: Sonali Roychowdhury, VP HR, Supply Chain & Labour Relations at P&G

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