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As the Group Head Talent and Learning shares, AI is enabling personalised, just-in-time learning at scale — helping employees build skills faster, take greater ownership of development, and access more inclusive, future-ready growth opportunities.
Shailaja Sharma (pictured above), Group Head Talent and Learning, SGX Group, believes the real promise of AI in HR lies not in replacing human judgement, but in making space for it to go further.
As an early adopter of technology in the learning space, she sees AI as a powerful enabler of personalised, just-in-time learning at scale — helping employees identify skill gaps, access relevant content in the flow of work, and take greater ownership of their growth. In doing so, AI can accelerate skill-building while broadening access to high-quality development opportunities across roles and levels.
This perspective is shaped by Shailaja’s extensive global HR experience in leadership, learning and talent development, across a myriad of industries, including consumer goods, pharmaceuticals, technology, and financial services, where she focused on forging strong partnerships with business to bring solutions that are future focused and relevant.
Passionate about challenging current development practices, Shailaja continues to champion learning experiences that strengthen growth mindsets, psychological safety, and inclusion.
At the heart of her approach is a clear belief: sustainable organisations are built by inclusive ones through championing psychological safety and building an inclusive organisation.
Ahead of her session at #InteracTechAsia2026, Shailaja catches up with Mary Ann Bundukin about how AI can deepen people development, enable better conversations, and shape more inclusive, future-ready workplaces.
Q As technology becomes more embedded in our daily lives, what’s one way you have seen AI or digital tools meaningfully improve people outcomes?
One significant way AI and digital tools have improved people outcomes is through personalised, just in time learning at scale. AI enables learning to be embedded into daily work by identifying individual skill gaps and recommending relevant content at the moment of need.
This has accelerated skill acquisition, increased engagement and ownership of development, and broadened access to high quality learning across roles and levels. At its best, AI doesn’t replace human judgment—it amplifies it by creating space for better conversations, deeper people development and more inclusive, future ready outcomes.
Q Leading through rapid transformation isn’t easy. What mindset shift has helped you lead teams more effectively through change?
The key mindset shift has been moving from managing change to designing for continuous adaptation. Instead of treating transformation as a series of initiatives to be rolled out, we focus on building capabilities, mindsets and systems that allow teams to learn, adjust and evolve in real time.
This means being less attached to perfect plans and more committed to experimentation, feedback and learning fast. When we as leaders role model curiosity, psychological safety and learning agility, teams are more resilient, more engaged and far more effective in navigating sustained change.
Q We often talk about becoming more tech savvy while staying human centric. What's one way you personally try and maintain that balance?
One way I personally try to maintain that balance is by being very intentional about where technology adds value — and where human judgment matters most.
I embrace digital and AI tools to create efficiency, insight and scale, but I anchor decisions in real conversations, context and empathy.
For example, data helps me to spot trends or capability gaps quickly, but it’s the continuous open-ended dialogues with leaders and employees that brings meaning to those insights.
"I also make time to stay curious — learning enough about tools and technology to ask better questions — while staying grounded in my mission to enable people to grow, feel included and utilise their potential."
Q As a speaker at InteracTech Asia 2026, what is the #1 call to action you hope for attendees to take away from your session?
My #1 call to action is this: don’t wait for clarity — build capability for change now. Instead of treating technology or AI as something to adopt later, start embedding learning, experimentation and curiosity into everyday work. Invest in helping your people ask better questions, make informed decisions, and adapt continuously.
The organisations that will thrive are not the most tech advanced, but those that intentionally grow human capability alongside technology — with learning as a strategic lever, not a support function.
Human Resources Online is proud to host its first edition of InteracTech Asia 2026 – an exclusive event that brings together HR leaders, technologists, and business strategists to reimagine how people and machines can thrive together. Taking place on 20 May in Singapore, find out more about the event here.
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!
I want to sponsor: Engage in meaningful dialogue through dedicated speaking slots, roundtable discussions, and at your booths! If your organisation provides any digital transformation talent solutions and products, you’ll fit right into this event. To learn how you can sponsor, please reach out to a member of our team now!
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