Over the past decade, Mondelez Kinh Do has continuously grown from strength to strength. What are you most proud of in this journey?

What I’m most proud of is the people-centric culture we’ve built, where every individual is valued, empowered, and encouraged to maximize their potential. We shifted from transactional HR to a people strategy that emphasizes employee experience and learning opportunities. We also embraced a growth mindset, encouraging people to “test and learn” and adapt to the fast-changing business environment (VUCA). Guided by our values of “Grow Every Day” and “Do What’s Right,” we’ve consistently invested in developing a diverse, capable, and future-ready workforce.

After 10 years, Mondelez Kinh Do has become one of the best workplaces in Vietnam, not only attracting but also retaining top talent. These efforts have been recognized through multiple accolades, such as “Top 100 Best Places to Work in Vietnam” by Anphabe for consecutive years, “Best Companies to Work for in Asia” from HR Asia, and “Top Employer” certification by the Top Employers Institute. Beyond the awards, my greatest pride lies in our connected, diverse, and growth-driven team - the real engine behind our continued success.

Looking back at your leadership development efforts, what has been the key to strengthening your leadership pipeline and preparing future leaders?

The cornerstone of our success has been a long-term leadership development strategy focused on internal succession. We identify leadership potential early and accelerate growth through signature programs like “Inspire,” “Spark,” and “Elevate,” designed to build leadership mindsets and capabilities at senior levels.

Our coaching and mentoring culture, driven by senior leaders, also plays a crucial role in transferring knowledge and nurturing future leaders. Today, over 50% of our management roles are filled through internal promotions - a powerful reflection of our belief in growing talent from within.

How does Mondelez Kinh Do identify and develop high-potential talent while equipping the broader workforce?

We take a holistic approach to talent development, from performance evaluations, 360° feedback, and leadership competency assessments to tailored individual development plans.

We collaborate closely with top universities through workshops, plant tours, and experiential learning. Flagship programs like Management Trainee and Sales Trainee play an important role in nurturing young, high-potential talent.

Many of our homegrown talents have expanded into regional roles across Southeast Asia and even the Asia, Middle East, and Africa (AMEA) region. This success stems from our continuous learning culture and emphasis on agility and global thinking.

We’ve made significant investments in digital fluency and learning agility, offering access to thousands of courses via online platforms and upskilling our people for a digital future. We are also actively driving digital transformation, developing tools and processes that leverage technology and digitalization. Training programs are in place to ensure employees are proficient in using these tools, fostering a culture of continuous learning and adaptation for the future of work.

As the company continues to champion an inclusive, empowering workplace culture, how has Mondelez Kinh Do transformed Diversity, Equity & Inclusion (DEI) from a corporate value into a true business advantage?

At Mondelez Kinh Do, DEI is embedded in our talent strategy. We’re committed to creating a fair, inclusive environment where people from all backgrounds have equal opportunities to grow.

Through targeted training and transparent development pathways, we attract and develop diverse talent, which in turn drives creativity, better problem-solving, and sharper decision-making - all powerful competitive advantages in today’s market.

With flexible and hybrid work models gaining traction, how does Mondelez Kinh Do maintain a caring, safe, and engaging culture?

We are deeply committed to employee well-being, both physical and mental. From regular safety training and annual health check-ups to post-check-up consultations, we ensure our people are fully supported.

We also conduct annual Employee Engagement surveys to actively listen and respond to employee needs. Wellness programs such as running clubs, football teams, mental health talks, and soft skills workshops foster a cohesive and thriving work environment.

If you could summarize the next chapter of Mondelez Kinh Do’s people strategy in one sentence, what would it be? And what personal legacy do you hope to leave as a people leader?

Our next chapter is about empowering our people to become future-ready leaders who drive sustainable growth through innovation and commitment to our values.

My personal legacy would be to have helped build a bold culture where every employee feels valued, empowered, and inspired to reach their full potential - contributing to a thriving and purpose-driven organization.