Embracing the Future of Talent Management Trends

Irma Aure, Vice President, Human Resources, CEMEX

Irma Aure, Vice President, Human Resources, CEMEX

Irma is an accomplished HR practitioner with over two decades of experience driving organizational strategies, building high-performing teams, and partnering with senior leadership teams across geographies and cultures. She is the HR Vice President for CEMEX Philippines. Before CEMEX, she held regional and country HR leadership roles at Procter & amp, Gamble. Irma is a passionate coach and mentor to many professionals. She was recently recognized with the Most Inspirational Women Lifetime Legacy award in the CEMEX EMEA region.

The business world is changing fast, and some critical talent management trends will have a big impact on both our company and our industry. One trend that stands out is the shift from a process-driven to an employee-centered approach. We are now focusing on shaping our people solutions through user-led design. By adopting persona-led analytics and personalization opportunities at each employee experience touchpoint, we can enhance the employee journey from the application stage to their development. This deliberate focus on improving the employee experience will not only boost engagement but also serve as a competitive differentiator. In a market where

talent is a crucial asset, providing an exceptional employee experience sets us apart.

Well-being is another critical focus. We offer wellness programs to support our employees’ mental health and overall well-being, understanding that healthy employees are more productive and engaged. Prioritizing vitality drives productivity and performance, creating a more dynamic and motivated workforce.

"From my experience in coaching leaders and being a leader myself, effective leadership is about winning hearts and minds to bring out the best in people"

Our commitment to DE&I is evident through our structural and behavioral interventions. Being in the male-dominated cement manufacturing industry, we recognize the challenges but are determined to create a more inclusive work environment. This priority is now embedded in our people processes, training, and programs. I often reflect on the analogy: Diversity is being invited to the party, Inclusion is being asked to dance, and Belonging is dancing like no one is watching. We aspire to cultivate a culture where every employee feels valued and can unleash their full potential.

Employees today want to connect to a purpose, and as a company, we play a role in building a sustainable future. We have integrated sustainability into our business strategy, with a commitment to becoming a net-zero CO2 company. This dedication is embedded in our performance and reward programs, ensuring everyone is working together to make this vision a reality.

To ensure our employees have the skills to adapt to the rapid pace of change, we invest in learning management systems, individual development plans, and tools for self-directed learning. By fostering a continuous learning culture, we empower our employees to own their learning journey and stay updated.

I am a strong advocate of the 70/20/10 learning model. In this model, 70 percent of learning happens through on-the-job experiences, 20 percent through social interactions, and 10 percent through formal training.

Practical application is key to translating knowledge into skills. This personalized approach helps us close skill gaps and prepare for technological advancements, keeping our workforce adaptable and competitive.

From my experience in coaching leaders and being a leader myself, effective leadership is about winning hearts and minds to bring out the best in people. Authenticity is crucial. By being true to our core values and showing our vulnerabilities, we create a psychologically safe work environment. This helps our teams relate to us better, trust us, and be inspired to act.

Humility is an underrated yet vital leadership quality. Being self-aware, open to learning, and willing to seek feedback allows continuous growth and collective success. As Jim Collins describes in his concept of the ‘Level 5 Leader,’ combining personal humility with intense will leads to exceptional leadership.

In times of change, our leadership voice must stand out. While others may panic, we should be the voice of reason, be the voice of calm, be the voice of clarity. This involves being aware of relevant information, anticipating challenges, and being agile in our decisions. Sometimes we don’t know everything, and we need to be honest about that as well. Our role as leaders is to use our voice to focus on our purpose and provide a sense of direction, inspiring confidence and optimism in our teams.

By embracing these talent management trends and embodying essential leadership qualities, we can create a supportive, inclusive, and purpose-driven work environment. This will not only help us navigate the challenges ahead but also ensure we continue to grow and thrive as an organization.