How Tan Chee-Wei is Leading a Global HR Revolution?

In this episode of Rolling Stories, we explore one of the most ambitious HR transformations in recent times with Tan Chee-Wei, Chief Human Resources Officer at SATS Ltd. The conversation unpacks what it truly takes to scale people operations at speed, integrate diverse workforces, and lead through uncertainty—when growth isn’t gradual, but immediate.

SATS, a Singapore-based global aviation services company, experienced a dramatic shift when it expanded from 17,000 to 70,000 employees almost overnight through acquisition. What followed was not just an operational challenge, but a defining leadership moment for HR.

The Ambition Behind the Transformation

From the outset, the transformation was bold. The scale and speed of growth demanded HR to move beyond traditional models and become a strategic enabler of business continuity and cultural cohesion.

Chee-Wei reflects on how early assumptions were quickly tested. Legacy systems, different operating models, and varied workforce expectations meant that a “one-size-fits-all” approach would not work. HR had to adapt in real time, balancing structure with flexibility.

Challenging Assumptions Early

One of the earliest lessons was the importance of questioning assumptions. Processes that worked well for a 17,000-employee organization did not automatically scale to 70,000.

Instead of forcing uniformity, the HR team focused on understanding what truly mattered across different entities—where consistency was critical, and where local nuance needed to be preserved.

Co-Creation as a Strategy for Integration

A key theme throughout the conversation is co-creation. Rather than designing HR solutions in isolation, SATS involved leaders and teams across the acquired organizations.

This approach helped build trust, reduced resistance, and ensured that integration was not something “done to” employees, but something they actively shaped. It also accelerated alignment between legacy systems and new ways of working.

Building a Global Company, Not Just a Bigger One

Scaling headcount is one thing; building a global organization with a shared identity is another.

Chee-Wei emphasizes that culture became the anchor during rapid expansion. HR played a critical role in articulating common values while respecting local contexts—especially important for a workforce spread across geographies, roles, and regulatory environments.

Leadership and Cultural Shifts at Scale

As the organization grew, leadership expectations evolved. Leaders were no longer managing familiar teams in stable environments—they were guiding people through ambiguity and constant change.

HR invested heavily in leadership alignment, helping leaders model the behaviors needed to unify teams, communicate clearly, and lead with empathy during periods of uncertainty.

The Complexity of Reward Integration

Reward integration emerged as one of the most complex challenges. Different pay structures, benefits, and philosophies had to be reviewed carefully.

Chee-Wei shares how transparency, fairness, and clear communication were essential. While not every issue could be resolved immediately, establishing trust in the process helped maintain engagement and credibility.

Enabling Talent Mobility

With scale came opportunity. SATS focused on enabling internal talent mobility, allowing employees to see growth pathways within the expanded organization.

This not only supported retention but also helped surface diverse capabilities across the workforce—turning scale into a strategic advantage rather than a burden.

Addressing Resistance to Change

Resistance was inevitable. Instead of viewing it as a barrier, HR treated resistance as feedback.

By listening closely, acknowledging concerns, and responding with clarity, the organization was able to bring more people along the transformation journey.

Moments of Encouragement and Recognition

Chee-Wei also reflects on moments that reinforced the value of the work—recognition from global stakeholders, alignment during critical global events, and seeing teams come together despite immense pressure.

These moments served as reminders that transformation is not just about systems and structures, but about people.

Leadership Insights and Career Advice

Towards the end of the conversation, Chee-Wei shares personal leadership insights shaped by this journey. Her advice is grounded in experience: stay curious, be comfortable with ambiguity, and remember that HR’s greatest impact comes from enabling others to succeed.

A Masterclass in HR Transformation

This episode of Rolling Stories is a masterclass in navigating large-scale HR transformation. It highlights the evolving role of HR as a strategic partner, culture builder, and change leader—especially when growth happens at unprecedented speed.

For HR leaders facing mergers, acquisitions, or rapid global expansion, Chee-Wei Tan’s experience at SATS offers practical insights and enduring lessons on leading with clarity, courage, and compassion.

Catch the full episode of Rolling Stories to hear the complete conversation and deeper insights from Tan Chee-Wei, CHRO at SATS.

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June 24, 2025