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The concept "be part of something bigger" symbolises the meaningful work at HAECO – not just maintaining, repairing, and overhauling aircraft, but also creating an impact that connects the world.
This article is brought to you by HAECO Group
Founded in 1950, Hong Kong-headquartered HAECO Group is a leading aircraft engineering company offering a comprehensive range of services, including airframe and engine services, component support, and technical training. With over 15,000 employees from more than 30 nationalities across locations in Hong Kong, the Chinese Mainland, Europe, and the United States, HAECO prioritises a supportive work environment that allows individuals to thrive.
“This initiative aims to build upon the company’s 75-year legacy while enhancing business performance and employee engagement,” says Gray Zhang, Group Director of Human Resources at HAECO Group.
“We are committed to fostering a culture where diversity is celebrated, equity is prioritised, inclusion is practiced, and everyone feels a true sense of belonging. We believe that embracing diverse perspectives and backgrounds not only enriches our workplace but also drives innovation and success. By creating an inclusive environment, we empower every individual to thrive and contribute their unique talents.”
Series of efforts was developed within DEI framework including reviewing the employee journey for inclusivity, establishing a D&I Steering Committee and internal networks focusing on different themes like gender, ethnicity, generations, LGBTQ+, ability etc., and partnering with CareER, a Hong Kong NGO supporting the career development of individuals with disabilities.
HAECO believes that people are the greatest asset. The development of a standardised employee value proposition (EVP) not only enhances internal belonging but also strengthens HAECO’s external employer branding. The tagline "Be part of something bigger" encapsulates the broader impact employees can make through their work.
To implement its EVP, HAECO integrates these elements into various HR initiatives and communications. Internally, roadshows and workshops ensure that the EVP message resonates at local levels. Visibility is enhanced through dedicated intranet sites, posters, interactive elements at events, and branded digital materials.
Externally, HAECO has standardised its recruitment materials and embarked on a 12-month LinkedIn campaign to attract top talent. By producing EVP-focused videos and aligning visual content, the company aims to create a cohesive brand identity that appeals to prospective employees.
Effective communication is vital for ensuring every employee feels heard and connected. HAECO recently launched a global employee engagement survey to gather feedback and foster a speak-up culture. Ongoing workshops and gatherings address cultural barriers, aiding employees in adapting to local environments. Furthermore, mentoring and team-building initiatives strengthen community ties and facilitate knowledge transfer from seasoned staff to newcomers.
The company also emphasises the importance of data-driven decision-making to tailor HR initiatives that support business success. HAECO is developing an HR digital roadmap that leverages standardised data to address challenges effectively and cultivate a cohesive workforce.
The mindset of support and collaboration is underscored by HAECO’s leadership. “Our success is driven by our employees across all levels. We are committed to fostering unity for growth,” adds Gray.
These efforts were recognised at the recent HR Distinction Awards, where HAECO was honoured for its commitment to being an exceptional employer.
“This award reflects our dedication, but it’s just the beginning,” says Gray. “To sustain this momentum, we must create an environment where every employee feels valued and empowered. Our aim is to turn employees into brand advocates, sharing their positive experiences and attracting new talent.”
Photos / HAECO Group
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