Cambodia’s HR leaders aren’t just talking about the future of work—they’re trying to architect it.
At the Novotel Hotel Grand Ballroom in Phnom Penh’s BKK1 district, JobNet Cambodia hosted the second edition of its Cambodia Professional HR Series, drawing more than 180 HR professionals and business executives from over 90 major companies across the Kingdom.
The theme—“2026: HR Leadership to Drive the Company’s Vision, Goals, and the Future of Work”—reflected a labor market in transition. Cambodia’s economy is diversifying, technology adoption is accelerating, and HR is being pushed from administrative function to strategic command center.
HR’s Seat at the Strategy Table
The first panel, Transforming Human Capital into a Competitive and Motivated Workforce, tackled a recurring issue in emerging markets: HR influence.
Moderated by Justin Sway, Group CEO of JobNet Cambodia & Myanmar, the panel included senior HR leaders from regional and multinational firms, including representatives from DKSH, Dai-ichi Life, and ISI Group.
The consensus was clear: performance alone doesn’t grant leadership credibility. “Performance does not give you a license to lead,” panelists argued, emphasizing that leadership capability must precede authority.
In practice, that means:
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Building psychological resilience into workforce planning
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Embedding upskilling and education as core strategy
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Learning from crisis moments, including COVID disruptions and recent border tensions
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Moving HR from reactive compliance to proactive strategic alignment
The discussion repeatedly returned to balance—meeting commercial targets while protecting culture, motivation, and long-term capability.
Technology, including AI-driven systems, was framed not as a replacement for human judgment but as an accelerant. Panelists stressed the importance of pairing digital literacy with critical thinking and empathy, arguing that “human intelligence” remains indispensable even in increasingly automated environments.
Employers of Choice in Uncertain Times
The second panel shifted focus to workforce resilience and employer branding.
Moderated by Pisey Vann, Business Development Director of JobNet Group, the session featured senior leaders including H.E. Cheachanmolika Ouch of Cambodia’s National Employment Agency and executives from Manulife Cambodia and J Trust Royal Bank.
In a tight and evolving labor market, the definition of “top talent” is changing. Compensation remains important, but panelists emphasized:
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Clear career development pathways tied to business KPIs
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Structured succession planning
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Agile leadership models
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Cross-functional rotations to deepen business understanding
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Strong employee value propositions (EVP) and branding
Cultural nuance also entered the conversation, particularly around generational communication gaps between Gen Z professionals and Gen X senior leadership. Future-ready organizations, panelists agreed, must bridge these divides intentionally.
The throughline: structure and clarity win in uncertain environments.
AI, Recruitment, and Cambodia’s Digital Leap
Beyond panel discussions, the event doubled as a strategic showcase for JobNet’s technology ambitions.
Justin Sway outlined the company’s expansion plans, highlighting its 25-year track record building leading online portals and e-recruitment systems across 15 countries. Now, the focus is Cambodia.
JobNet is rolling out:
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Advanced CV sourcing tools
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SMART AI best CV-matching technology
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Searchable Talent CRM systems
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Employer branding solutions
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An Online Salary Survey launching in 2026
The aim is straightforward: streamline hiring, reduce time-to-fill, and improve candidate quality.
Sean Hope, Head of Customer Solutions, described a three-tiered strategy to expand beyond Phnom Penh into provincial markets and educational institutions. The goal is to widen both the quantity and quality of applications, giving employers access to a more diverse and qualified talent pool.
One notable feature in development: AI-powered Fake CV Document Detection. The system is designed to automatically identify falsified supporting documents—such as manipulated bank statements or irrelevant attachments—so recruiters can focus on verified candidates first.
In markets where recruitment fraud can slow hiring cycles, that functionality could provide a tangible efficiency edge.
Cambodia’s HR Market at an Inflection Point
Cambodia’s workforce ecosystem is evolving quickly. Economic diversification, foreign investment, and digital transformation are increasing demand for skilled professionals across sectors.
At the same time:
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Employers are competing for a limited pool of experienced talent
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Younger workers expect faster progression and stronger culture alignment
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AI and automation are reshaping job roles and competencies
Events like the Cambodia Professional HR Series reflect a maturing HR community—one that recognizes leadership, technology, and strategy must move in sync.
JobNet’s broader bet is that Cambodia is ready for AI-powered recruitment infrastructure similar to what more developed markets already use.
If adoption follows regional trends, 2026 may mark a turning point where Cambodian HR teams transition from manual hiring workflows to integrated, AI-supported talent ecosystems.
For now, one message from the ballroom was unmistakable: HR is no longer a support function. In Cambodia’s next growth phase, it’s a strategic driver.
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