As HR Director, I’ve seen firsthand the effort we put into building a workplace where people feel safe to speak, inspired to grow, and motivated to create. Our culture isn’t written in policies, it is lived in everyday moments: celebrating birthdays together, lighting up the office for Diwali, sharing kindness in Ramadan, exchanging smiles and joy during Christmas, and even writing heartfelt notes to one another, spreading love and appreciation on Valentine’s Day.  

We believe that connection builds creativity, which is why we place so much value on team-building experiences. Whether it’s through offsite retreats, CSR events, or our monthly bonding activities, we ensure that everyone feels a sense of belonging.  But we also go beyond celebration. We take growth seriously. Through our trainings and career coaching efforts, we have created a space where employees are encouraged to define their own goals, explore their potential, and receive honest, empowering guidance. Supporting people’s long-term journeys and not just their job titles is what sets Quill apart.  

Our journey through the Best Places to Work certification process was deeply reflective. It gave us the chance to listen more closely, to measure what’s working, and to commit to what’s next. The feedback confirmed what we hoped: that our people feel seen, respected, and proud to be here. It showed us that our journey of becoming a better workplace is never over and is always evolving.

To other companies or HR leaders considering this certification, my advice is simple: Don’t chase the recognition but rather chase the reality. Build a workplace where people feel human, not just hired. Where voices matter, growth is nurtured, and work is celebrated. We’re proud to be one of the Best Places to Work, but even prouder to be a place where people thrive, together.

At BinDawood Holding, we don’t just operate supermarkets, we shape the everyday lives of millions across Saudi Arabia. From the aisles of our flagship brands BinDawood and Danube to the seamless experience of a pharmacy inside a hypermarket, we’ve built a retail legacy rooted in trust, innovation, and people-first values.

With a rapidly growing footprint in groceries, retail pharmacy, e-commerce, and influencer marketing, our story is one of transformation and bold vision. Our brands — from the accessible BinDawood to the premium Danube, the innovative Dash express stores, and the influential global reach of Ykone, serve a single purpose: enriching the customer journey through quality, convenience, and care.

Being a best place to work beHow does BinDawood Holding prioritize employee engagement and development?gins with listening. At BDH, employee engagement isn’t an initiative — it’s embedded in how we lead. Whether through open-door forums, leadership roundtables, or cross-functional taskforces, we create space for every voice to be heard. Development isn’t limited to training sessions — it’s in mentorship, rotational roles, and the freedom to lead.

The retail sector is undergoing seismic shifts. At BDH, we view challenges as opportunities to evolve. From high employee turnover to adapting to rapid digital transformation, we invest in reskilling, retaining top talent, and embedding technology into our DNA. Achieving Saudization targets while maintaining operational excellence is not just a requirement — it’s a strategic priority.

Our teamwork philosophy goes beyond the traditional. We design initiatives that unify — from interdepartmental innovation challenges to social impact campaigns, employees collaborate not just to meet KPIs but to make a difference. These moments build trust, spark creativity, and reinforce our culture of purpose.

Our certification as one of the Best Places to Work is more than an award — it’s a mirror. It reflects our strengths and exposes areas where we must grow. The process deepened our awareness, sharpened our focus, and reaffirmed a truth we’ve always believed: a great company is built by its people.

Start with your people. Make feedback a habit, not an event. Embed transparency at every level and involve leadership in living the culture, not just speaking about it. Take action on what you learn — then repeat, consistently. Great workplaces are not built overnight; they are nurtured daily.

At BDH, our journey continues. And every step forward is guided by a simple belief — when you invest in people, excellence follows.

At Trial Pro, we understand that engaged employees are the heart of a successful organization. We create opportunities for growth, celebrate achievements, encourage open communication, and foster a collaborative environment where every contribution is valued. In addition, we organize multiple team-building and social events each month, giving our employees the chance to relax, connect, and strengthen relationships beyond their day-to-day work.

The legal industry is navigating a number of complex HR challenges, including attracting and retaining top talent, managing evolving work-life balance expectations, adapting to hybrid and remote work models, and addressing shifting client demands.

We prioritize keeping our team connected and engaged through a variety of monthly activities. Whether it's our social committee decorating for birthdays or our Wellness Team hosting fun challenges and friendly competitions, these initiatives help foster a sense of community and teamwork. It’s these simple yet meaningful efforts that contribute to an enjoyable and collaborative workplace culture at Trial Pro.

The Best Places to Work certification process was a truly eye-opening and rewarding experience. It allowed us to identify areas where we could enhance the employee experience and provided valuable feedback directly from our team. Implementing changes based on these insights has had a positive impact on our culture, and our employees have felt heard and appreciated throughout the process.

Without hesitation — do it! The certification journey offers organizations meaningful insights to help strengthen their culture while giving employees a sense of pride and ownership in the workplace. It’s a powerful tool for growth and engagement.

Employee engagement is at the core of our culture. We run regular engagement surveys and develop action plans with business leaders, driving our engagement index to 85%.

• Transitioning to Tech: As the industry shifts to tech, recruiting and upskilling talent in AI, data, and cybersecurity is critical. We introduced structured learning and mandatory digital training to address this.
• Embracing Change: We tackle cultural resistance to transformation through strong internal communication and inclusive programs like the “Blind Experience.”
• Learning Amidst Workload: Employees are encouraged to complete at least 15 hours of learning annually via flexible digital platforms.
• Fostering Inclusion: We partner with NGOs to ensure our facilities and culture are inclusive and accessible to all.

Teamwork is central to our values. We encourage cross-functional collaboration through projects, mentorship, open workspaces, and digital tools. Social and recreational spaces promote informal connections, while our E-Appreciate program and Annual Recogni

The certification journey has been both rewarding and insightful. It validated our focus on engagement, inclusion, and well-being while highlighting areas for further growth. Seeing our employees’ feedback reflected in the results has reinforced our belief in creating a people-first culture that drives both satisfaction and success.

Focus on genuine employee engagement and continuous improvement. Use feedback to guide cultural and operational enhancements, embed inclusion and recognition in your leadership approach, and align the certification process with long-term business goals. Ultimately, a great workplace is built on trust, purpose, and people.

At Dipharma SA, we believe that engaged employees are the foundation of our success. We promote an environment where feedback and dialogue are encouraged at all levels. Professional growth is a priority, and we support it through mentorship programs, continuous training, and career development initiatives. Our goal is to ensure that every team member feels valued and part of a shared mission.

One of the biggest challenges is attracting and retaining top talent in a highly specialized and competitive market. Additionally, supporting employees’ well-being and maintaining engagement are key priorities. 

Collaboration is at the heart of our culture. We regularly organize team-building activities, corporate events, and workshops to strengthen connections among employees. Additionally, we engage in social responsibility initiatives by partnering with charitable patients’ organizations. These efforts foster a strong sense of purpose, enhance interdepartmental communication, and contribute to a positive, motivating work environment. Moreover, we promoted the creation of high performing teams at all company levels, through the introduction of innovative tools and trainings developed in associations with leading business schools, such as IMD.

Achieving the Best Places to Work certification has been an incredibly rewarding journey and a success for the entire company. It has provided us with valuable insights into our corporate practices, helping us refine our strategies based on employee feedback. Most importantly, this recognition confirmed that we are on the right path and doing the right thing. It is a shared achievement that belongs to all of us, reinforcing our commitment to fostering an exceptional workplace and motivating us to keep improving together.

The key to earning this certification is truly listening to employees. Building a culture of trust and transparency allows companies to understand and address their workforce’s needs. Investing in well-being and career development while maintaining a strong work- life balance is essential. Ultimately, consistency is crucial: company policies must align with core values to create an authentic and supportive workplace.

We believe that success starts with an engaging and encouraging work environment. We provide diverse opportunities for interaction with our employees, ensuring open communication channels with leadership, as well as organizing team-building activities that enhance collaboration. We also offer continuous development programs to ensure that each individual can reach their full potential. We encourage employees to be part of the decision-making process when it comes to events and projects, which fosters a sense of participation and responsibility within the company.

One of the main challenges in the conference organizing industry is adapting to rapidly changing technologies and the evolving demands of audiences. Additionally, maintaining a balance between creativity and organizational needs can be challenging, especially with the high volume of events and managing multi-functional teams.

We offer a variety of teamwork activities designed to enhance collaboration between different teams and strengthen team spirit. These activities include interactive workshops where employees collaborate to solve event-related challenges, as well as recreational activities to foster personal bonds among team members. We also provide employees with opportunities to attend and participate in the conferences and events we organize, offering them hands-on learning experiences and the chance to exchange ideas with industry experts.

Additionally, we celebrate seasonal occasions with our employees, such as the annual Ramadan iftar, official holiday celebrations, and organizing dinner banquets after the successful completion of projects. From time to time, we also organize leisure activities such as shooting and camping. One of the most important ways we maintain strong connections within the team is through our annual celebrations, which allow us to meet everyone and spend quality time together.

The journey to obtaining the Best Places to Work certification has been both challenging and rewarding. It provided us with a valuable opportunity to assess our work environment, identify areas for improvement, and enhance our employee development practices.

Our advice would be to approach the certification process as a strategic initiative focused on continuous improvement, rather than just seeking recognition. Companies should begin by understanding the needs of their employees and fostering consistent communication with them. It’s crucial to have a clear plan to ensure everyone is engaged in this process and motivated to actively participate. Additionally, organizations should be ready to make the necessary changes based on employee feedback and remain committed to providing an environment that promotes employee well-being and development.

When we talk about employee engagement, we believe in a holistic approach to what it requires to create and nurture an engaging work environment. This means that we work hard to ensure that our employees feel included, valued, and heard, that they understand the purpose and that they feel passionate about how they can contribute to the growth – both professionally and personally.

Some of the ways we engage our employees are through:

• Speak up Culture: Making sure that we have open and transparent communication channels where employees feel comfortable sharing their ideas, concerns, and feedback. Besides cultivating this in the individual teams, we also aim at establishing that comfortability across hierarchical layer – e.g. our GM and P&O Director continuously visits all teams to have open dialogues.
• Focus on Development: We truly believe in the importance of helping people grow. This entails making sure all managers have development dialogues with their teams and that we offer opportunities for professional (and personal) growth and development. This can be through training programs, mentorship initiatives, or stretched assignments and demonstrates our commitment to invest in our employees' long-term success.
• Work-Life Balance: Support a healthy work-life balance by offering flexible work arrangements, time off, and different employee wellness programs. Employees who feel supported in their personal lives are more likely to be engaged at work.

Of course, there are many more important elements than the ones mentioned here, to ensure we can create an environment where employees feel valued, supported, and motivated to contribute to the organization's success.

I think our industry face a variety of challenges whereas some are due to the changing environment we’re navigating. To me, the following three are the most significant:

• Retention of Talent: Retaining talent is critical in the pharmaceutical industry due to the specialized nature of roles, extensive training investments, and the need for consistent innovation. In a highly competitive industry, losing key talent to competitors can result in setbacks and increased recruitment costs. Therefore, effective retention strategies, including career development opportunities, competitive compensation, and a supportive work environment, are essential for long-term success.
  
   
• Wellbeing in Times of Change: The pharmaceutical industry is constantly evolving, driven by scientific advancements, regulatory changes, and external factors such as public health crises. During times of change, employee wellbeing becomes a critical factor in maintaining productivity, innovation, and regulatory compliance. High-pressure environments can impact employee mental health and overall wellbeing. HR initiatives that prioritize mental health support, stress management, and resilience training can help employees navigate uncertainty, adapt to change, and maintain a high level of performance. Wellbeing programs can also contribute to a positive workplace culture and employee retention, ultimately impacting the organization's ability to innovate and deliver life-saving treatments.
  
   
• Building of New Skills with Digital Transformation: The pharmaceutical industry is undergoing digital transformation, with advancements in areas such as data analysis, artificial intelligence, and remote collaboration tools. Building new skills aligned with digital transformation is crucial for maintaining competitiveness and driving innovation. HR plays a pivotal role in identifying skill gaps, providing relevant training programs, and fostering a culture of continuous learning. Enhancing digital literacy, data analysis capabilities, and adaptability to new technologies can empower employees to leverage digital tools effectively. Investing in skill development for digital transformation also future-proofs the workforce, ensuring readiness for industry shifts and technological advancements.

Teamwork for us is many things – opportunities to collaborate cross functionally, opportunities for growth outside your comfort zone, or bonding with your team.
While we always try to plan ahead and make sure to set time aside for specific activities to foster collaboration, we also try to remain agile and assess what’s needed at a specific time.
In times of change, you might want to prioritize more time together with the closest team to strengthen connections and support to each other on the journey. At other times, the larger celebrations across are needed.
Last year, we held an Olympics sportsfest for all employees, being mixed across functions and departments in different teams, playing a variety of sports. Everyone really enjoyed this way of connecting and being together, which was something different.  

In Philippines, we have been part of the certification for the past 4 years. It offers a great opportunity for doing a temperature check with your employees on how we’re faring, understanding how we rate against others, and how we can improve and become even better. Ultimately, it’s about ensuring the best possible work environment for our employees.

As an HR professional, it’s a great opportunity to reflect on all of your current practices and where you might want to ensure that you are still on par, or leading, in your industry. For your employees, it offers the opportunity to share your feedback on what’s working well and what could be improved, and I think that’s a really good foundation for all companies, to make sure they are still in tune with both industry benchmark and internal engagement.

AIA Philippines actively engages its employees through various initiatives that foster collaboration, well-being, and professional growth. Some key engagement efforts include:

1. AIA WOW and Puso, Gawa, Makulit Culture – A unique workplace philosophy that encourages passion, action, and creativity in daily work.
2. Employee Wellness Programs – Offering health and wellness initiatives, including mental health support, fitness programs, and medical benefits.
3. Career Development & Learning – Providing upskilling opportunities, leadership training, and mentorship programs to support career growth.
4. Employee Engagement Activities – Organizing town halls, team-building events, and social activities to strengthen teamwork and camaraderie.
5. Recognition & Rewards – Celebrating employee achievements through awards, incentives, and performance-based recognition.
6. Diversity & Inclusion – Promoting an inclusive workplace where employees feel valued and empowered.
7. ESG (Environmental, Social and Governance - Encouraging employees to participate in community outreach programs, sustainability efforts, volunteer initiatives, and CSR.

These initiatives help create a positive and engaging work environment where employees feel motivated, connected, and inspired to contribute to AIA Philippines’ success.

AIA Philippines, like many companies in the insurance industry, faces several significant HR challenges, including:

1. Talent Acquisition & Retention – The demand for skilled professionals in insurance is high, but attracting and retaining top talent, especially in sales and actuarial roles, remains a challenge.
2. Digital Transformation & Workforce Adaptation – With the rise of digitalization, employees must continuously adapt to new technologies, AI-driven processes, and evolving customer expectations.
3. Employee Engagement & Well-being – Maintaining high engagement levels while ensuring employees’ mental and physical well-being is an ongoing challenge, particularly in high-pressure roles.
4. Regulatory Compliance & Training – The insurance industry is highly regulated, requiring continuous employee education on compliance, data privacy, and ethical practices to meet evolving legal standards
5. Diversity & Inclusion – Building a diverse and inclusive workforce while addressing generational differences, remote work preferences, and work-life balance concerns is essential for fostering a positive workplace culture.
6. Adapting to Hybrid Work Models – Managing a hybrid workforce, ensuring collaboration, and maintaining productivity while meeting employees’ expectations for flexibility is a key HR challenge.
7. Performance & Productivity Management – Aligning individual goals with company objectives, particularly for a distributed workforce of agents and corporate employees, requires robust performance tracking and motivation strategies.

AIA Philippines fosters a culture of collaboration and engagement through various teamwork activities designed to strengthen relationships, enhance productivity, and boost employee morale. Here are some key initiatives:

1. Team-Building & Offsite Activities
   • Regularly organized offsite gatherings provide employees with a chance to unwind, bond, and build stronger working relationships.
   • Activities include outdoor challenges, problem-solving games, and leadership workshops that encourage teamwork.
2. Cross-Department Collaboration Projects
   • Employees are given opportunities to work on cross-functional projects, encouraging knowledge-sharing and fostering innovation.
3. Sports & Wellness Programs
   • AIA PH organizes interdepartmental sports tournaments such as basketball, volleyball, and badminton to promote team spirit.
   • Wellness initiatives like group fitness classes, yoga sessions, and fun runs encourage a healthy lifestyle while building camaraderie.
4. Employee Engagement Events
   • Puso, Gawa, Makulit events celebrate company culture with interactive activities, team competitions, and themed celebrations.
   • Special events, Year-End Parties, and Anniversary Celebrations bring employees together in a festive environment.
5. Volunteering & Corporate Social Responsibility (CSR) Activities
   • Employees work together on outreach programs, such as tree planting, charity fundraising, and community development projects.
   • These initiatives foster teamwork while making a meaningful impact on society.
6. Leadership & Development Programs
   • Team-based leadership training equips employees with collaboration, communication, and conflict-resolution skills.
   • Mentorship programs pair employees with experienced leaders to encourage professional growth and teamwork.
7. Regular Town Halls & Coffee Sessions
   • Leadership encourages open communication through town halls, where teams collaborate on company goals, share feedback, and celebrate successes together.

By implementing these activities, AIA Philippines ensures a dynamic and engaged workforce, reinforcing its commitment to teamwork, innovation, and employee well-being

Embarking on the certification journey has been a transformative experience for AIA Philippines, reinforcing our commitment to excellence, continuous learning, and industry leadership. This journey has not only strengthened our capabilities but also deepened our collective sense of purpose as a team.

Commitment to Excellence

Achieving certification is more than just meeting standards—it is a testament to our dedication to quality, compliance, and innovation. Each requirement challenged us to refine our processes, enhance our efficiency, and uphold the highest industry standards.

Collaboration & Teamwork

This journey has highlighted the power of collaboration. Departments came together, aligning efforts, sharing knowledge, and supporting each other to ensure a smooth and successful certification process. It was a true demonstration of Puso, Gawa, Makulit in action—working with passion, executing with excellence, and embracing creativity.

Overcoming Challenges

Like any meaningful pursuit, the certification journey was not without challenges. From rigorous assessments to process enhancements, we encountered obstacles that tested our resilience. However, each challenge became an opportunity for growth, pushing us to adapt, improve, and evolve as a stronger organization.

A Culture of Continuous Improvement

This milestone is not the finish line—it’s a stepping stone toward even greater achievements. The certification serves as a reminder that excellence is an ongoing journey, requiring constant learning, adaptation, and innovation. As we move forward, we remain committed to upholding these standards and finding new ways to create value for our employees, customers, and stakeholders.

Looking Ahead

With this certification, AIA Philippines reaffirms its leadership in the insurance industry. More than a badge of recognition, it represents our shared commitment to making a difference in the lives of Filipinos. Together, we will continue to challenge limits, embrace growth, and drive impact—one milestone at a time.

Achieving a Best Places to Work certification is more than just an accreditation—it’s a commitment to fostering a thriving workplace culture that prioritizes employee well-being, engagement, and growth. Based on AIA Philippines’ journey, here are some key insights for companies looking to implement this certification process successfully:

1. Build a Strong Employee-Centric Culture
• A certification is a reflection of your workplace culture. Prioritize employee experience by creating a supportive, inclusive, and growth-driven environment.
• Implement initiatives that align with employee needs, work-life balance, and career development.

2. Gain Leadership Buy-in and Support
• A successful certification journey starts from the top. Leaders should actively champion workplace transformation and communicate its importance to employees.
• Engage leadership in HR initiatives, employee engagement efforts, and policy improvements.

3. Conduct Honest Employee Feedback & Engagement Surveys
• The certification process often involves employee surveys. Ensure that feedback mechanisms are transparent, and employees feel safe sharing their honest opinions.
• Use insights from the surveys to identify gaps and implement real, actionable changes.

4. Prioritize Well-Being & Work-Life Balance
• Companies that rank as the best places to work genuinely invest in employee well-being. Offer programs that support physical, mental, and emotional health.
• Consider benefits such as flexible work arrangements, mental health support, and wellness initiatives.

5. Strengthen Career Development & Learning Opportunities
• Employees seek career growth. Provide upskilling, mentorship programs, and leadership training to help employees feel valued and invested in their future.
• A strong learning and development (L&D) strategy contributes to higher engagement and retention.

6. Recognize & Reward Employees
• Appreciation goes a long way. Implement reward and recognition programs that celebrate achievements, contributions, and milestones.
• Employees who feel recognized and appreciated are more engaged and motivated.

7. Foster Diversity, Equity, and Inclusion (DEI)
• A great workplace embraces diversity and inclusion. Create an environment where employees feel heard, respected, and empowered regardless of background.
• Implement DEI initiatives that promote equal opportunities for all employees.

8. Be Transparent & Communicate Openly
• Employees appreciate transparency. Open communication channels between leadership and employees build trust and a sense of belonging.
• Regular town halls, feedback sessions, and open-door policies contribute to an engaged workforce.

9. Continuously Improve & Adapt
• Workplace excellence is an ongoing journey. After certification, continue to assess, refine, and enhance initiatives to keep up with evolving employee needs and industry trends.
• Stay agile and open to feedback to maintain a thriving workplace culture.

10. Make It More Than Just a Certification
• The Best Places to Work certification should not be the end goal—it should be a reflection of your company’s commitment to people-first leadership.
• Focus on building a sustainable, purpose-driven work environment where employees feel empowered to grow, contribute, and thrive.

At ALH Holding, employee engagement is at the heart of our company culture. We prioritize open communication, fostering transparency through regular meetings and an open-door policy. Professional growth is a key focus, with continuous training, leadership programs, and career development opportunities. Employee well-being is essential, supported by health initiatives, well-being programs, and flexible work arrangements. We emphasize recognition and motivation, rewarding performance and providing clear career paths. Lastly, we cultivate team spirit through team-building activities and collaborative projects that strengthen workplace cohesion. These initiatives create a positive work environment where employees feel valued, empowered, and engaged.

The real estate, agriculture, education, and hospitality industries face several HR challenges that require continuous adaptation. Attracting and retaining top talent is increasingly competitive, pushing companies to enhance their employee value proposition. Skills gaps are another major concern, as industries evolve and demand continuous training and upskilling.

At ALH Holding, we place great importance on teamwork and employee cohesion. To strengthen this collaborative spirit, we regularly organize team-building activities, such as outdoor retreats, sports challenges, and interactive workshops that enhance communication and trust. We also implement corporate social responsibility (CSR) initiatives, allowing our employees to engage in solidarity projects, such as environmental actions and community support programs. These initiatives reinforce team spirit while reflecting our company values. Additionally, we encourage moments of conviviality, including regular team lunches and iftars during Ramadan, providing valuable opportunities for colleagues to strengthen bonds in a warm and relaxed atmosphere. Through these initiatives, we create a dynamic and harmonious work environment where collaboration and professional fulfillment go hand in hand.

The Best Places to Work certification journey has been an enriching and transformative experience. The process allowed us to gain valuable insights into our workplace culture, employee engagement, and areas for continuous improvement. Through employee feedback and evaluation, we identified our strengths, such as a strong sense of belonging, career development opportunities, and a positive work environment. Achieving this certification has reinforced our commitment to fostering an inclusive, motivating, and dynamic workplace. It has also strengthened our employer brand, making ALH Holding even more attractive to top talent. The journey has highlighted the importance of continuous dialogue with employees, ensuring their voices are heard and integrated into our HR strategies. This recognition is not just an achievement but a motivation to keep evolving and enhancing the employee experience. We view it as a stepping stone to further strengthen our culture, well-being initiatives, and engagement programs, ensuring that ALH Holding remains a workplace where employees feel valued, empowered, and inspired.

Implementing the Best Places to Work certification requires a genuine commitment to employee well-being and engagement. Organizations should start by conducting internal assessments through employee surveys to identify strengths and areas for improvement. Transparent communication and leadership involvement are key—employees must feel heard, and their feedback should translate into concrete actions. Once certified, the recognition should be leveraged not just for employer branding but as a tool for continuous improvement. Maintaining an open dialogue and regularly evaluating progress ensures a thriving and motivated workplace. The certification is not just a goal but a stepping stone to lasting employee satisfaction.