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As he explains, effective HR starts with understanding both the business agenda and employees' day-to-day realities. From there, HR can turn people priorities into stronger business outcomes through capability building, better execution, higher productivity, and leadership development.
Strong HR leadership begins with understanding the business from the inside out, according to Sandy Surya Nugraha (pictured above). Rather than viewing HR as a support function, the VP – Group Head of People & Culture at Artajasa Pembayaran Elektronis believes HR should be deeply embedded in the business, with a clear grasp of both organisational priorities and employees' day-to-day realities.
Only then, he says, can people priorities be translated into stronger capabilities, better execution, higher productivity, and leaders who can move the organisation forward.
This philosophy has guided Sandy throughout more than two decades in human resources, spanning the telecommunications, oil & gas services, broadcast media, financial services, and payment technology sectors.
Today, he is leading Artajasa's workforce transformation as the organisation evolves into an intelligence-driven company, embedding data insights, AI, and automation into the future of work.
Ahead of his session at #TransformTalentID, the HR leader speaks to Linus Goh on why HR must move beyond supporting the business to becoming an integral part of it, his leadership philosophy, and how building digital confidence is key to accelerating responsible AI adoption.
Q Please tell us a fun fact about yourself that people may not know.
One thing people may not know about me is that I practise Transcendental Meditation. It has become part of my routine and helps me slow down, stay present, and keep perspective — especially during busy periods or when dealing with complex decisions.
Q What is the core belief in HR leadership that drives your leadership journey?
I believe HR needs to be in the business, not simply supporting it from the sidelines. The real HR work begins with a real understanding of the business agenda and the day-to-day reality of employees.
From there, HR can help turn people priorities into business outcomes: building stronger capability, improving execution, raising productivity, and developing leaders who can carry the organisation forward.
For me, strong HR leadership is about helping people do their best work while giving the organisation the clarity, confidence, and discipline to move ahead.
Q In fewer than 10 words, what is your #1 motto for leading teams more effectively?
Lead with clarity, trust, courage, and shared accountability.
Q A quick preview of your session at Transform Talent 2026: what do you hope attendees will take away from your presentation this year?
My session, Accelerating AI Adoption: Building Organisational Capability to Drive Digital Confidence, will look at why AI adoption is not only a technology issue.
"In many organisations, the bigger challenge is helping people feel confident about where AI can help, how to use it responsibly, and how to apply it in their everyday work."
I hope participants leave with practical ideas on how HR can support this journey: building the right capabilities, helping leaders guide their teams, setting clear guardrails around data and trust, and focusing on business outcomes rather than simply rolling out new tools.
The goal is not to turn everyone into an AI expert. It is to help people make better decisions, solve problems faster, and create more value in a responsible way.
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