Faces of HR: Albert Marcelo challenges HR to turn transformation into action

Unilever’s regional People Experience Director on how HR can strengthen employee engagement and drive meaningful workplace transformation through purpose, growth, and better people practices.

With more than 20 years of HR experience, Albert Marcelo, People Experience Director, Greater Asia & Indonesia at Unilever, has helped global organisations navigate growth, transformation, and workforce change.

Albert believes employee engagement starts with three things: purpose, growth and leaders who genuinely care. Employees are more likely to disengage when they no longer see how their work matters or feel they have stopped growing. Rather than relying on engagement programmes alone, he focuses on creating an environment where people can do meaningful work, develop their capabilities and receive support from effective leaders.

In this interview with Mary Ann Bundukin, ahead of his session at Transform Talent Philippines 2026, Albert calls on HR professionals to think bigger about their role in workplace transformation and take practical steps to challenge the status quo.

Whether questioning an assumption, simplifying a process or having a different conversation with a leader, he believes meaningful change starts with decisions that create better outcomes for people, organisations and communities.

Read the full interview here.

Q What does a great day at work look like for you, and how does it remind you why you love HR?

A great day is when I can create impact at both ends of the spectrum. I might be working on a change that affects thousands of employees, then spend time coaching a leader or helping someone work through a challenge. I enjoy connecting the dots between people, processes, and technology, but what keeps me passionate about HR is knowing that behind every strategy or system is a person. Being able to shape organisations while making a difference in someone's life is what makes the work meaningful to me.

Q What's one strategy you've found most effective in keeping employees engaged and committed?

I've learnt that people stay engaged when three things are present: they see purpose in what they do, they feel they're growing, and they have leaders who genuinely care about them.

Most people don't leave because of a lack of programmes. They disengage when they stop seeing how their work matters or when they feel stuck. That's why I focus less on engagement activities and more on creating an environment where people can do meaningful work, learn, and be supported by great leadership.

Q In three words, how would you describe your leadership philosophy?

Purpose. Empowerment. Accountability.

Leadership starts with being honest about reality, where we are today, what's working, and what challenges lie ahead. But it also means helping people see what's possible. My role is to create clarity of purpose, give people the freedom and confidence to make an impact, and hold ourselves accountable for results. I've found that when people understand the "why," feel trusted to act, and know what's expected of them, they're capable of achieving far more than they often realise.

Q Could you tell us one thing about you that people might be surprised to know?

One thing that might surprise people is that I'd love to teach at a university someday. I've always enjoyed learning, but I get just as much satisfaction from helping others learn and grow. Throughout my career, I've had the opportunity to lead teams, coach leaders, and navigate complex business challenges. One day, I'd love to bring those experiences into a classroom setting. For me, teaching would be another way to create impact, challenge ideas, and help prepare the next generation of leaders for the future of work.

Q As a speaker at #TransformTalentPH, what is the #1 call to action you hope for attendees to take away from your session?

Think bigger about the role of HR and then do one thing differently when you return to work. Challenge an assumption. Simplify a process. Have a different conversation with a leader. We often talk about transformation as something large and complex, but meaningful change usually starts with a simple decision to question the status quo. The future of HR isn't just about new technologies or new practices. It's about using them to create better outcomes for people, organisations, and the communities we serve.

I want to attend the conference: If you're keen to attend this closed-door conference, kindly register your interest here. For speaking opportunities, please write in to Mary Ann Bundukin. We look forward to welcoming you!

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