People at the Heart: An Interview with Ucare Pharmacy’s Head of Human Resources

In Cambodia's booming pharmaceutical sector, where compliance, excellence, and customer trust are paramount, Ucare Pharmacy stands out with its high standards and commitment to health, well-being, and beauty across the country.

At the helm of Human Resources, CHRECH Socheta (standing) embodies this vision with a strategic, human-centered approach. Coming from a corporate HR background, she joined Ucare to transform talents into the pillar of sustainable growth.

In this exclusive interview, she shares her inspiring journey, innovative strategies for attracting and retaining certified pharmacists in a competitive market, initiatives for an inclusive and motivating culture, as well as lessons learned from regulatory challenges and the group's expansion. At the heart of it all: a deep conviction that putting people first propels the company toward excellence.

What inspired you to join Ucare Pharmacy, and how has your role as Head of HR evolved since then?

Coming from a strategic and corporate HR background, When I learned that Ucare Pharmacy was hiring an HR Manager, I saw it as an exciting opportunity to contribute my experience in structured people practices in a healthcare environment where professionalism, compliance, and responsibility are essential. Having been a frequent customer, I had long admired Ucare Pharmacy for its strong standards, trusted brand, and the professionalism of its team. This positive impression strongly motivated me to become part of the organization.

Joining Ucare marked an important step in my career, as the pharmacy sector operates under much stricter standards compared to many other business categories. The role challenged me to quickly adapt to a highly regulated and compliance-driven environment, where accuracy, ethics, and responsibility are essential.

I focus on strengthening people management practices, supporting regulatory compliance, and aligning HR initiatives with Ucare’s business and healthcare objectives. This journey has allowed me to combine my corporate experience with operational realities, enabling HR to function as a true business partner that supports company’s sustainable growth and quality service delivery.

2. How does the HR function contribute to Ucare Pharmacy’s mission of delivering health, wellness, and beauty across Cambodia?

The HR function plays a strategic role in supporting Ucare Pharmacy’s mission by ensuring that the organization is equipped with the right people, skills, and support systems. Our responsibility begins with effective recruitment and selection, identifying qualified and competent professionals who meet both regulatory requirements and Ucare’s service standards, particularly certified pharmacists, a skilled sales force, and specialized support functions.

HR also supports continuous professional training and development to ensure that our teams remain knowledgeable, compliant, and capable of delivering safe and high-quality healthcare services. This ongoing investment in people helps maintain professional standards while enhancing customer trust and service excellence.

In addition, Human Resources  is responsible for employee compensation and benefits, well-being initiatives, and employee engagement, creating a supportive and motivating work environment. By taking care of our people and enabling their growth, HR helps ensure that Ucare’s mission of health, wellness, and beauty is consistently delivered to communities across Cambodia.

What strategies do you use to attract and retain top talent in a competitive healthcare and retail market?

To attract top talent, especially licensed pharmacists, Ucare focuses on building long-term talent pipelines rather than relying solely on traditional recruitment. We collaborate with pharmacy schools across Cambodia through partnerships that include curriculum-based training sessions, internship opportunities, store visits, and job-sharing through university communication channels.

This early engagement allows students to become familiar with Ucare’s professional standards, work environment, and operations even before graduation, helping us attract candidates who are both qualified and aligned with our values.

In terms of retention, Ucare places strong emphasis on financial security and career development. We offer competitive compensation and benefits in full compliance with labor laws, while continuously reviewing our total rewards to remain competitive. Beyond compensation, we invest in professional and personal development through regular internal training programs, with approximately six to ten sessions per month for pharmacists, supported by structured performance tracking and ongoing coaching.

By supporting both financial stability and long-term career growth, we encourage our people to grow together with Ucare Pharmacy.

What initiatives have you introduced to build a positive workplace culture and keep teams motivated while promoting diversity and inclusion across the workforce?

At Ucare Pharmacy, we focus on building a trusted, fair, and respectful working environment where employees feel valued and aligned with the company’s vision and mission. To further support employee engagement, we promote clear and transparent communication and encourage an open culture where ideas and feedback are always welcomed, both with management and within teams.

Despite operating 28 store locations across the capital city and provinces, we maintain centralized communication channels to ensure information is shared equally and in a timely manner and to keep employees connected. This helps foster teamwork, engagement, and a strong sense of belonging across the company.

What has been the most challenging HR issue you’ve faced, and what did it teach you about leadership?

As our business continues to expand, one of the most challenging HR issues I face is recruiting and retaining qualified healthcare professionals in a market where experienced talent, primarily certified pharmacists, is limited. The demand for skilled professionals is steadily increasing, while the available talent pool remains small, making recruitment highly competitive. Adding to the challenge, many pharmacists, due to the nature of their profession, eventually leave to open their own pharmacies, which increases turnover and makes retention an ongoing priority.

Another major challenge has been leading HR in the pharmacy and healthcare sector, particularly navigating strict compliance requirements and the varying regulatory processes across store locations. Each authority has its own procedures, and ensuring that every store remains fully compliant requires meticulous attention to detail, strong coordination, and constant readiness, especially during the frequent inspections.

This experience emphasized the importance of real-time coordination and keeping all licenses, certifications, and required documentation are always up to date and properly displayed.

What have you learned personally from leading HR in a fast-paced healthcare environment, and how has it shaped your perspective as a leader?

These challenges have shaped my perspective as a leader. I have learned that effective leadership in a fast-paced, highly regulated environment requires adaptability, clear communication, and a foundation of trust between head office and frontline teams. The experience reinforced the value of staying hands-on, proactive, and supportive while establishing clear processes that empower teams to respond confidently and perform at their best under pressure.

It also strengthened my problem-solving skills, resilience, and ability to remain composed in high-pressure situations, while deepening my understanding of the healthcare sector and its workforce dynamics. Ultimately, this journey has reinforced my belief that leadership is not only about managing tasks but about enabling people to grow, perform at their best, and fostering a culture of accountability and trust.