Flexible work is often introduced as a response to disruption. At Allianz PNB Life Insurance, Inc., it became something more deliberate. What began as a necessary shift evolved into a long-term rethinking of how work should feel, function, and support people.
Rather than focusing solely on where work happens, Allianz PNB Life focused on how trust, accountability, and purpose shape performance. This mindset led to the development of a flexible work model that recognises results over rigid schedules, and people over presenteeism. The approach earned the company the Best Flexible Working Strategies Award at the 2025 HR Stars Awards Philippines.
Building flexibility around trust and outcomes
At the core of Allianz PNB Life’s transformation is its Ways of Working, or WOW, initiative. This global framework is built on a simple but powerful belief that employees perform best when they are trusted to decide how and where they work.
Under WOW, employees are not confined to a single location or a fixed nine-to-five routine. Work can happen from home, the office, or even abroad, as long as expectations are clear and outcomes are delivered. It is a shift away from monitoring time towards enabling impact, and it reflects a broader cultural reset across the organisation.
The company’s Flexible Work Arrangement Policy supports this philosophy by allowing employees to work remotely for up to 40 percent of their time. Rather than applying a one-size-fits-all rule, managers work closely with their teams to shape arrangements that support both productivity and collaboration. This shared responsibility reinforces trust while ensuring business continuity.
Enabling hybrid work through thoughtful systems
Flexibility at Allianz PNB Life is underpinned by the right digital infrastructure. Tools such as Microsoft 365, Teams, and Allianz Connect enable seamless communication and collaboration, regardless of location. These platforms help teams stay connected, aligned, and included, especially in hybrid settings.
Security and efficiency are treated with equal importance. Employees access company systems through secure VPN connections with two-factor authentication, ensuring data integrity while allowing work to remain flexible and mobile. For HR leaders, this balance between accessibility and control is critical in sustaining hybrid models at scale.
Where empathy meets performance
While technology enables the model, empathy defines it. Allianz PNB Life recognises that employees have responsibilities and priorities beyond work. Team members are encouraged to attend family milestones or manage personal commitments by adjusting their schedules, without fear of penalty, as long as deliverables are met.
This balance of flexibility and structure allows people to bring their full selves to work. It also signals that performance is measured by contribution, not constant availability. For HR practitioners, it is a reminder that policies are only effective when they are applied with understanding and consistency.
A philosophy, not just a policy
At Allianz PNB Life, flexible work is not treated as a temporary benefit or a pandemic-era concession. It is a long-term philosophy grounded in autonomy, trust, and care. By empowering people to work in ways that support both their lives and their responsibilities, the organisation has created a model that benefits individuals and the business alike.
The result is a workplace where flexibility is not a perk, but a shared commitment to helping people thrive. And when people are given the space to do their best work on their own terms, the organisation grows stronger with them.
