GPTW LOGO TM
CONTACT US

中文

Client Success Stories/Align Technology

Trust is the cornerstone.Align Technology

Align China’s HR team on building high trust, using Great Place To Work™ as a benchmark, and recognizing people in real time.

Jenny Huang
Head of HR, Align China
Michelle Chen
Sr. TA Manager, Align China
Hannah Zha
HR Management Trainee, Align China
Great Place To Work-Certified™ Dec 2024 – Dec 2025, China
Align Technology has received the following recognitions:
  • Great Place To Work‑Certified™ in China: Dec 2024 – Dec 2025
  • Best Workplaces™ in Greater China 2025
  • Best Workplaces™ in Asia 2026

Jump to

“With trust, we can take on responsibility. When we need to fall and get back up, or lend our shoulders to one another, that is when we create more value.”
Jenny Huang, Head of HR, Align China

In this conversation

Three ideas worth the watch. Select one to jump to that moment.

Full transcript English · 简体中文

The interview was recorded in Mandarin. English subtitles as they appear in the video.

00:05Interviewer: We invited three HR colleagues from Align China
Jenny, Head of Human Resources.
And then Michelle, who’s in charge of recruiting.
And then management trainee Hannah.
It’s a great pleasure.
There are three questions
What is the greatest benefit of building high trust within your organization?

00:27Jenny Huang: It’s a great honor to be invited by Great Place To Work™.
And then we also have
This year, we were able to participate in
This celebration of Great Place To Work™
So talk about trust.
We’ve been saying that trust is actually the cornerstone.
And what is the benefit of that trust?
The greater benefit actually goes to our employees,
our company and our organization
So, trust is essentially a reflection of our cornerstone—our employees
But with trust
In fact, there will be mutual support from both of us.
Then there are positive incentives for the business
There will also be a positive development of organization
It’s a two-way positive cycle.

01:08Then our benefit is more to say
Our employees can trust this organization
Trust in the direction of our overall business
And that leads to even greater company growth
Including bringing more benefits to our consumers
And for our organization
We trust our employees
Able to have a greater sense of belonging
Better cooperation and mechanisms
Overall environment
There is such a responsibility of a trust
Then we may create more possibilities in the future
And it builds resilience in our organizations.
This resilience is essential for us in the Uka era
Especially in this uncertain scenario
Is very important
With this trust
We can take responsibility
When there are some obstacles and resistance
When we need to fall and get back up
Or at each other’s
Put your shoulders in the hands of others
During this process
We can create more value

02:10Interviewer: Okay, thanks.
Second question
Work with Great Place To Work™
What would you say has been your greatest takeaway from this?

02:20Jenny Huang: I will answer this question first
I would think
Michelle, as our head of recruitment
The effects are real and visible.
About our excellent workplace
Especially after the epidemic
It’s been building such an employer brand
Then its perception and appeal are very powerful.
Before this
We were not a “Great Workplace”
In fact, we’ve been asking ourselves a question
What makes a great workplace?
So how did we become like that?
Then in the process
We’ve been interacting with our employees.
And when we are in the process of selecting
It actually helps us sort it out
Our own business and scenarios

02:59Then we are not afraid of failure
Including when we talked to Jose, CEO of Great Place To Work™
We actually celebrate our own failures
In fact, when evaluating the benefits of a great workplace
We also thought of
Will we also have a lot of such feedback?
saying that we are not a great workplace
Then in the process
we’ve benefited a lot.
The staff also raised a lot that we haven’t done yet
And that’s what we need to do.
In fact, it is a process of mutual trust and mutual benefit in organizational culture
At the same time
We are also committed to workplace excellence
Continuously improving towards this
and ultimately become a better version.

03:45Michelle Chen: In fact, during the recruitment process
I think there is a clear manifestation
Just before
When we didn’t get Best Workplaces for Women™
Some of the words we passed on to external employees
It may seem relatively simple
But as we gradually came to win this award
We did a lot of work.
When we went to communicate with some female candidates
We will put all the things we do for Best Workplaces for Women
project
The development of women employees and so on and so forth.
When communicating with external candidates
They think it’s very
This feeling is very good
I think this company is really willing to do
In order to create such a great workplace
Create some for employees
Let them feel happy
It really makes them feel that the creation is valuable
So these external candidates are communicating with us
Will be willing to say
I’m willing to take it a step further
Get to know your opportunities
Also, I really want to join your company
So in this case, we’re talking about employer branding.
It served as a very good catalyst.

04:57Interviewer: Then we have a third question
Which welfare policy or practice is the best in Align China?
Right here in your mind.
What was the first thing that jumped out of your head?

05:11Jenny Huang: I will share first
I believe in this new generation
There will be more feelings
Because this is about feelings
It’s about feelings.
It’s more about our somatosensory
This generation may be different from ours
And different employees
He feels differently.
I will stand in a more feedback scene to see
It’s a two-way street.
I would think of it as our positive recognition platform called Uplift.
Then this uplift is actually in Chinese
More of a counterpart is an inspiring platform
In this inspiring platform
We can actually use some points.
And then interacting like this.
Reward very instantly
It’s not really a benefit.
It is more of a
How can we provide emotional value to employees?
And then, through this emotional value?
Then better provide employees with such a somatosensory
So as to achieve a scenario of benefit

06:10I’m going to talk about it as being instantaneous.
And it’s a cross-regional
It’s not just within the scope of China,
but we can also encourage our various global
friends from various other worlds and regions
And then we see different behaviors,
different positive recognition
Then we were in different months
There will be, for example, different themes
Well, you all know that.
We deserve recognition
Worth seeing
And one effect of this
Is a very positive effect.

06:48Hannah Zha: Actually, Jenny and I have the same idea
The first one that came to my mind
the platform of Uplift
First of all, I think the whole presentation of Uplift
In fact, it is very similar to GenZ’s habit of using this platform
Because GenZ grew up in an age of technology
Is that we may have different social platforms from an early age
Online social platform
So Uplift
The whole way it’s presented
It is very similar to our usual usage habits.
So when we use this platform
It’s very hands-on.
So for us young people
In fact, we really like this platform

07:22In addition, from the perspective of its welfare
I think there are two aspects that are important
It doesn’t matter if it’s from my personal experience.
Or when we do the survey of GenZ and get the results
You can see the first point
GenZ still values the feeling of approval very much
The feeling of approval
It’s very important to us.
Uplift, It exists
One is it’s immediacy.
When I do a good thing
I could get recognition right away
It breaks down some of the so-called geographical divides.
There are some gaps in the hierarchy.
I did something.
In fact, it can be seen by many senior leaders
I can even get a boost right away
In fact, for us young people
For someone just starting their career
Is a very big recognition
I think GenZ is a very agility and flexible generation
So something they can get points by themselves.
Allow yourself to combine some of the benefits you get
It’s very attractive to us.
Because uplift is actually an integral value
You can exchange it for some benefits I like.
It’s not about what the company gives me.
Therefore, such a form is actually
Very suitable is a requirement of GenZ
And whether it’s recognition
Or the need for welfare
Uplift is a very good practice

08:41Interviewer: Thank you all.
Thank you all for sharing.
I believe
After our sharing
Will be on various social media
After dissemination on various platforms
It will benefit more businesses
Thank you very much.

More Client Success Stories

Now watching
Align Technology – ChinaClient Success Story
More stories coming soon.We are working with Certified™ organizations across Greater China to share how they build great workplaces.Share your story with us →

Become Great.Start with what your people say.

Measure, improve and celebrate your workplace culture with Great Place To Work™.

Get Certified Join our community Contact us

Ready To Explore Endless Opportunities?

Join our community now

Ready To Explore Endless Opportunities?

Share your details, and let’s embark on a journey together. Earn Certification™, open doors to success, and connect with a friendly team that’s here to support your growth.

Join our community now