Takeaways

• The shift to new energy vehicles (NEVs) is not only about technology; it’s about people, skills, and culture.
• CHROs are emerging as key sustainability enablers, translating ESG strategies into workforce action.
• Inchcape’s HR strategy aligns with its Accelerate+ framework, focusing on green skills, inclusion, and localized transformation.

As the automotive industry undergoes one of its most profound transformations, the role of the Chief Human Resources Officer (CHRO) is also being redefined. At Inchcape, a top British independent automotive distributor and retailer, the CHRO is no longer seen only as a change manager but increasingly as a Chief Sustainability Enabler, responsible for humanizing and accelerating the shift to sustainable, inclusive mobility.

The 2025 Inchcape Drivers of Change study highlights the momentum behind the transition to new energy vehicles (NEVs). Consumer interest is growing, regulations are supportive, and urgency around climate action is mounting. Yet, the report makes clear that the transformation is as much about people as it is about products and platforms, especially in diverse regions like the Asia-Pacific.

Human-Centric Approach

Customers in Asia-Pacific and Latin America are showing a strong shift toward sustainability in their purchasing decisions. But barriers such as limited charging infrastructure, low awareness, and affordability challenges remain. From an HR perspective, this calls for internal and external education, agile local strategies, and workforce readiness. CHROs play a vital role in building frontline skills, shaping sustainability narratives, and empowering teams to co-create solutions with communities and customers.

Read More: The CHRO’s Role in the NEV Transition: From Change Leader to Sustainability Enabler

Driving the Accelerate+ Vision

Inchcape’s Accelerate+ sustainability framework supports its strategy to cut emissions, expand NEV offerings, and create long-term value. HR aligns with this ambition by incorporating sustainability into the employee lifecycle, driving diversity and inclusion, and nurturing purpose-driven leadership.

Skills for the Future

The NEV shift demands new skills across sales, aftersales, engineering, and digital roles. Inchcape is addressing this through targeted upskilling, market-specific academies, and leadership labs. In the Asia-Pacific, where talent pools vary widely, the company is also investing in cross-border mobility and talent exchange to bridge capability gaps.

Culture and Integration

With inorganic growth a key part of Inchcape’s strategy, HR serves as both culture broker and sustainability ambassador during mergers and acquisitions. This involves aligning on values, fostering inclusive engagement, and embedding sustainability metrics into leadership from day one.

Local Flexibility, Global Perspective

The Drivers of Change study found that mobility transformation is highly localized. While markets like Singapore and Hong Kong are scaling NEV expertise, others like the Philippines and Indonesia face infrastructure challenges. Inchcape’s HR teams tailor approaches to local realities, ensuring that leaders act as co-designers of the change journey.

Employee Engagement and Wellbeing

Sustainability is now embedded in Inchcape’s employee engagement platform, Invests In You, with dedicated learning journeys. Wellbeing and inclusion programmes are also being scaled, supported by continuous feedback loops like “Be Heard” surveys to monitor employee sentiment.

Also Read: The Growing Need for ESG Companies, Sustainability, and Climate Solutions

A Defining Role for CHROs

As the industry redefines mobility, especially in emerging markets where access to transport means access to opportunities, CHROs are at the intersection of transformation, social impact, and climate responsibility. By embedding an ESG strategy, enabling behavioural shifts, and putting people at the centre, they ensure the transition is not only technologically advanced but also human-first.

For Inchcape, the path ahead is clear: A cleaner, more connected, and more equitable mobility future. And it is people, empowered by HR leadership, who will power that journey.

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Source: peoplematters