Building Trust in the Digital Age: Luz Mercurio’s Approach to Employee Engagement and Autonomy

HR is no longer just about managing people—it's also about driving business growth through technology.  From data-driven recruitment strategies to AI-powered employee assessments, businesses are proving that when HR and technology work together, the result is a more empowered, future-ready workforce.

As the Chief People and Culture Officer of Monde Nissin Corporation, Luz Mercurio has made significant strides in modernising HR practices while fostering a positive workplace culture. With her expertise in talent acquisition, employee engagement, digital transformation and more, she stands at the forefront of the HR landscape in the Philippines and beyond.

As part of the buzz for People Matters TechHR Pulse Philippines, we exclusively interacted with Mercurio to explore how technology is reshaping HR, the importance of data-driven decision-making, and strategies for cultivating a diverse and inclusive workplace.

Excerpts from the interview: 

How has technology transformed the talent acquisition process at Monde Nissin Corporation? Could you share the tools or strategies that have proven most effective?

Technology has boosted the efficiency and accuracy of our talent acquisition process. It’s made everything more data-driven, which not only improves the candidate experience but also helps us attract the right talent.

One of our key strategies is building strong Employer Branding through social media, which helps us showcase our culture and values. Another is our Employee Referral Program, where our employees act as ambassadors, bringing in candidates who fit well with our culture and capabilities. On top of that, we’ve gamified our Management Trainee and internship programs, making it easier to engage young talent early on and keep them excited about joining us.

In your efforts to enhance employee engagement, how are you leveraging technology to improve satisfaction and motivation within the organisation?

We make it a priority to listen to our employees. That’s why we’ve partnered with Willis Towers Watson for regular engagement surveys, and we also use a pulse survey tool to stay in tune with how employees are feeling in real time. For personalised learning, we’ve implemented a Learning Management System (LMS) and teamed up with LinkedIn to provide tailored development opportunities.

We are also embracing new technology, like using generative AI in our leadership competency assessments to get more accurate and insightful feedback. On top of that, we’re upgrading our HRIS and payroll systems to improve basic services, and we’re enhancing our Total Rewards system to keep employees motivated and engaged as they contribute to our global growth.

You often stress the importance of data-driven HR practices. How has data analytics influenced decision-making in talent management and employee development at Monde Nissin?

Data analytics has really transformed how we approach talent management, moving us from gut-feeling decisions to a more evidence-based, strategic process. This shift has not only made us more efficient but also more thoughtful in how we manage talent. At the same time, we’re making sure our HR Business Partners and leaders are equipped to understand and apply data effectively in their day-to-day decision-making.

For instance, predictive analytics helps our recruitment team figure out which channels work best to attract top talent, based on what’s worked in the past. Learning analytics, on the other hand, help us map out tailored development paths for employees by looking at their performance and competency profiles. Plus, the results from our engagement surveys guide us in shaping retention strategies that resonate with our workforce.

Beyond that, data-driven insights play a big role in workforce planning and are a critical part of our diversity and inclusion efforts, ensuring they align with our overall business goals. It's all about using data to make more informed and impactful decisions.

Creating a diverse and inclusive workplace is a key priority for you. How are you using technology to support these goals, and what challenges have you faced in implementing these solutions?

In recruitment, technology has been a game-changer for us, especially in reducing unconscious bias. We’re using tools like anonymous CVs and gender-neutral, AI-generated job descriptions—though we’re always looking for ways to improve them. We also conduct video and voice interviews to help minimise bias based on physical appearance, allowing us to really focus on candidates’ skills.

On the flexibility front, we offer managers the freedom to design work schedules that fit both the business needs and the unique demands of their teams. This approach not only boosts productivity but also supports a healthy work-life balance. No matter where our employees are, communication platforms help keep everyone connected and on the same page.

In our plants, we’re continuously exploring tools and machines that can boost both efficiency and inclusivity, with a special focus on supporting women and employees with disabilities. It’s all part of our effort to create a more equitable and productive work environment.

Given the evolving workforce landscape, what advice would you offer to other HR leaders looking to adapt their strategies to meet the expectations of today’s employees?

Today’s employees are really looking for a work environment built on trust and autonomy. They stay engaged when they trust their leaders and vice-versa. But trust doesn’t happen overnight—it takes ongoing conversations, leaders setting the right example, and delegating tasks with the right level of support and coaching.

This is especially true for younger employees, who tend to value autonomy even more because of their tech-savviness. They’re often able to find more efficient ways of working, and when you trust them to innovate, you’re not just empowering them—you’re also gaining reliable problem-solving partners.

Looking ahead, how do you see the future of HR evolving with the integration of technology? What role do you envision playing in this transformation?

Technology has really helped streamline a lot of our HR processes, which frees us up to focus on more strategic initiatives. Our CEO, Henry Soesanto, often highlights how important it is for HR to truly understand the business—how we generate revenue, how we engage with our consumers—and that insight drives everything we do.

Looking ahead, technology will continue to play a key role in transforming HR. It’s allowing leaders like me to make smarter, data-driven decisions when it comes to managing change, embedding our company culture, and keeping employees engaged. Ultimately, the big picture is using technology to fuel business growth and build a resilient, future-ready workforce.

You can take the interaction further by joining Luz Mercurio in the panel discussion titled "Navigating The Cultural Landscape Of Flexible Work". Secure your spot at The Philipines’ Largest People and Work conference and take the next step in your HR leadership journey. Register now and ensure you're ready to navigate the future of work!