What topics are currently at the top of the HR agenda for Alex Villiger, Head of Human Resources and a member of the Executive Board at Graubündner Kantonalbank? In our ‘10 Questions for…’ series, he talks about corporate culture, New Work, AI and how HR can make a measurable contribution to value creation.
1. HR credo: What is your personal HR credo in one sentence?
We contribute to value creation by using a strong employer brand to attract, recruit, retain, develop, reward and re-engage the best and most suitable talent in the labour market.
2. Culture in one sentence: If your culture were a dish – what would it be?
We pursue a collaborative yet performance-oriented corporate culture that promotes personal responsibility and leadership. So, a dish that is balanced and typical of the Grisons region, yet still has a certain spice to it and presents a significant challenge for the chef. That would most likely be pizzoccheri.
3. Tool diet: Which tool would you cut out today to improve your focus?
The ever-expanding Confluence pages.
4. AI in HR: Which AI-powered tool do you prefer to use – and why?
Our KAI – GKB’s own AI platform, which is developing splendidly and also supports us in our HR work.
5. HR with added value: Can you give a specific example where HR has made a measurable difference?
For example, in the ‘Invisible Advantage’: by working within a people-centred corporate culture characterised by positive leadership, trust and autonomy, our staff enjoy coming to work and delight our Customers every day. This enthusiasm spills over to our customers, who demand more products and recommend us to others. In this way, the cultivation of soft factors translates into hard facts in the form of growth and value creation.
6. A meaningful metric: Which HR metric do you track every week – and why that one in particular?
How our employees rate us on kununu – because this is the most honest reflection of our work and is recognised in the labour market.
7. HR Agenda 2026: Which topics are at the very top of your HR agenda for 2026?
Helping to shape the corporate strategy and implementing the HR strategy across the four core areas: 1) employer branding; 2) New Work; 3) staff development; 4) HR automation. We also organise staff events and leadership seminars to embed the strategy at all levels of the bank and bring it to life.
8. HR Revolution: If you could completely rethink HR, how would you change it?
We’ve already put this into practice: we’ve transformed HR into a non-hierarchical, self-organising network in which HR staff are given all the skills they need for their work, can make decisions directly with the customer’s best interests in mind, and develop solutions as a Team. This makes us faster, more customer-focused and more effective.
9. Looking to the future: How will HR change over the next 10 years?
Strategic work (covering employer branding, talent management, New Work, supporting line management through transformation, and cultural and leadership development) will replace the administrative focus. Services will largely be provided to employees and managers via automated functions within an HR suite. HR Business Partners and the staff development team will continue to address employees’ concerns and support their development through personal contact.
10. Recommendation: Which book, podcast or film has inspired you most recently?
Dalai Lama & Howard C. Cutler: The Rules of Happiness.
About the person
Alex Villiger
Head of Human Resources and Member of the Executive Board at GKB
Alex Villiger has been helping to shape the development of Graubündner Kantonalbank for over two decades. Today, he is Head of Human Resources and a member of the Executive Board at GKB, where he is responsible for leadership, talent development, New Work, corporate culture and employer branding. Previously, he was Head of Corporate Development and drove forward numerous strategic projects. He is particularly committed to a future-oriented working environment, a strong corporate culture and the sustainable development of staff and managers.
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