🎧 Listen now:
• From Accidental HR to Global Leadership – A Non-Traditional Path [00:01:35]
Joon shares how she unexpectedly transitioned into HR from a background in sociology and social work. Her journey across industries—from unions to corporations—shaped her unique approach to HR leadership.
• From Mentorship to Sponsorship – The Real Career Game-Changer [00:19:00]
Mentorship helps, but sponsorship is what accelerates careers. Joon explains why women need advocates at the decision-making table to break into leadership roles, especially in commercial functions.
• The Balance Between Diversity Targets & Hiring the Best Talent [00:17:00]
Joon tackles the tension between hitting diversity quotas and hiring based on merit. She shares why intentional pipeline-building matters and how companies can balance representation with competency.
• HR Must Be a Strategic Partner, Not Just Policy Enforcers [00:29:00]
Culture transformation isn’t HR’s job alone—leaders must drive it. Joon explains why HR should be business-aligned, influencing leadership decisions instead of just executing policies.
• The Importance of Self-Promotion – Women Must Speak Up! [00:21:00]
Many women hesitate to highlight their achievements, fearing they’ll be seen as boastful. Joon discusses why self-marketing is essential and how women can authentically showcase their value.
Joon Tan's career is a testament to the power of curiosity and adaptability. Though she began her journey wanting to be a teacher, she found herself drawn to HR through unplanned yet serendipitous encounters. “I have to say that I'm an accidental HR,” Joon notes, highlighting her willingness to embrace unexpected opportunities.
Her journey across industries, from airlines to high-tech and HR consulting, underscores the value of a diverse portfolio. Joon says,
“The learning mindset and curiosity was important,”
emphasizing how her competitive nature and commitment to self-improvement propelled her forward. Her career trajectory demonstrates how embracing varied roles can enhance one’s skillset and adaptability.
This journey reveals a broader implication for professionals: being open to new opportunities can lead to growth and development in ways that might not be immediately apparent. In essence, by allowing yourself to explore different roles and industries, you set the stage for lifelong learning and adaptation.
Joon has been a pioneer in fostering female leadership within Schneider Electric through her innovative initiatives, such as the female mentoring circle inspired by the book "How Women Rise" by Marshall Goldsmith and Sally Helgesen. She ambitiously started this circle to address gender imbalance, particularly in supply chain roles, recognizing the potential females bring to leadership positions.
“I had self-doubt back then, but ultimately, I realized the importance of self-promotion.”
Joon confesses. By sharing her journey of encouraging female leaders, Joon sheds light on crucial habits like minimizing self-doubt and the need for self-promotion in an authentic way. These insights highlight that women need to overcome intrinsic barriers and seize the opportunity to showcase their capabilities.
This initiative resonates with a broader goal of ensuring diversity in leadership. Programs that proactively support female talent not only pave the way for gender equality but also enhance organizational diversity and potential. Such initiatives encourage companies to adopt similar strategies, fostering an environment that supports the development of women leaders.
Diversity and inclusion are pivotal for any organization's success. Joon discusses Schneider Electric’s multi-hub strategy that supports a globally diverse workplace, allowing employees worldwide to contribute meaningfully without relocating. This structure promotes the hiring of the best talent, irrespective of location.
Supporting leadership development across various cultures, Joon shares, “We have 35 different nationalities in Singapore, in one building.” Schneider’s leadership programs are designed with cultural inclusivity in mind, incorporating training on cultural dimensions such as concept of time and directness to avoid biases. Joon reflects on her experience, noting, “I learned not to take those things for granted,” upon understanding the unique challenges different cultures face.
The broader implication here is that a culturally inclusive approach does not only enhance individual employee experiences but also drives organizational success. By embracing cultural differences and creating an inclusive work culture, organizations can benefit from diverse perspectives that fuel innovation and growth.
Ensuring cultural competence is increasingly critical in today's globalized business environment. Companies that prioritize inclusion and diversity are better equipped to navigate the complex cultural dynamics in the workplace, ultimately leading to more effective and harmonious operations.
Ultimately, engaging with diverse leadership styles, nurturing female talent, and fostering cross-cultural inclusivity are essential elements for creating impactful and resilient workplaces. Joon’s journey at Schneider highlights how HR strategies focused on diversity can lead to transformative organizational growth, ensuring that workplaces of the future are built on solid, inclusive foundations.
"There are certain habits that is just common to females. One of the dominant traits or habits that I've seen is minimizing self doubt that they often hold us back."
— Joon Tan
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Joon Tan
Joon Tan is the Vice President of Human Resources for Global Marketing at Schneider Electric, driving talent strategy, leadership development, and organizational design. She partners with the Chief Marketing Officer and senior leadership to build a future-ready workforce.
With over 25 years of HR experience across high tech, manufacturing, and consulting, Joon specializes in talent management, culture transformation, and executive development. Previously, she was Vice President of Talent and Learning for Schneider Electric’s International Operations, overseeing leadership development across multiple global markets.
Earlier, she held leadership roles at Mercer, Dell, and Intel, shaping HR strategies across diverse regions. Passionate about people development and technology integration, Joon focuses on building high-performance teams and driving change through innovation.
Dorothy Yiu is the CEO & Co-Founder of EngageRocket, one of the top Asia’s EX & people analytics platforms. Dorothy brings over a decade of experience in human resources, technology, and business strategy. Before co-founding EngageRocket, Dorothy was the Regional Head of Operations for Gallup, a global analytics and advisory company where she oversaw the execution of over 100 large-scale consulting projects globally.
Dorothy holds two degrees from Singapore Management University under the Lee Kong Chian Scholarship. She was also NTT’s Women of Future nominee in 2022 and was named SG Digital Leader by IMDA in 2024.