As the business world moves towards a future shaped by digital disruption and rapid workplace shifts, the role of HR leaders becomes increasingly crucial.
In our Quick 5 Interview Series, we spoke with Hala Jaber, an experienced HR Professional who believes that in this fast-paced HR world, engagement should be felt before it’s measured. Her focus on a listening-first approach helps her combine qualitative insights with metrics offered by technology to build a workplace where empathy and analytics coexist.
She shares how she blends wellness into everyday culture, with a key focus on having transparent communication channels and supporting employees beyond work. Her insights remind us that in an increasingly digital world, the most impactful workplaces are still built on authenticity, trust, and genuine human connection.
Here is the excerpt from the candid conversation with Hala Jaber, an HR Professional with over a decade of progressive experience, bringing both strategic insight and hands-on expertise to every aspect of people management. Passionate about fostering a positive, inclusive, and growth-oriented workplace, she is dedicated to building environments where employees can thrive, learn, and collaborate effectively. She continuously seeks new challenges and learning opportunities that contribute to both organizational success and personal development.
Read below
1. What’s the one thing you do every morning to ensure you’re mentally prepared for the fast-paced HR world?
A1. Every morning, I take 10 minutes before checking emails or messages to review my priorities and reflect on how I want to show up that day, which is calm, focused, and empathetic. HR often deals with both strategic decisions and human emotions, so centering myself early helps me stay grounded.
2. Employee engagement is a continuous effort. What strategies do you use to measure engagement levels across teams, and how do you pivot when you see a dip in motivation?
A2. I believe engagement should be felt before it’s measured. That’s why I combine quantitative tools such as pulse surveys, feedback forms, and turnover data with qualitative insights. Having been with the team for over 10 years, I’ve developed a deep understanding of our people and culture. This experience allows me to sense changes in motivation even before the numbers show it.
I’ve also built strong relationships with employees, where they feel comfortable speaking openly whenever something affects their engagement. When I notice a dip, I focus on listening first, understanding the reasons, then collaborating with managers to take practical steps that rebuild motivation and trust.
3. How do you integrate employee wellness into everyday work practices, ensuring it goes beyond one-time initiatives and becomes part of the company culture?
A3. For wellness to truly become part of the culture, it has to be woven into daily operations; not treated as a one-time or annual event. We currently focus on initiatives such as team-building activities, celebrating birthdays and milestones, and organizing events like World Happiness Day.
While our formal employee wellness program is still in its early stages, we recognize that building a wellness culture takes time. Our goal is to gradually integrate it into everyday practices by encouraging managers to promote balance, creating open communication channels, and ensuring employees feel supported both professionally and personally.
4. With diverse teams spanning different roles, generations, and even work styles, how do you design a rewards system that feels inclusive and resonates with everyone?
A4. In my experience, inclusivity in rewards comes from truly understanding what motivates each individual. Over the years, I’ve learned that not everyone values recognition in the same way; for some, it’s financial, while for others, it’s appreciation, flexibility, or growth opportunities. I make it a point to observe and listen closely to employees, understanding what makes them feel valued. A simple “thank you,” a public acknowledgment, or showing trust through added responsibility can go a long way. I believe that genuine, timely recognition, whether big or small, creates the strongest sense of belonging and motivation.
5. Technology is changing the way recognition is delivered. How do digital platforms, apps, or AI-based tools enhance or limit the human side of recognizing people’s contributions?
A5. From my point of view, technology plays a very important role in enhancing communication and recognition, especially in an international company operating across different countries. It allows us to acknowledge employees’ achievements instantly and share them with everyone, creating a sense of collective celebration across locations.
However, while technology helps connect us, I still believe that nothing replaces the warmth of face-to-face interaction. A personal word of appreciation, a team gathering, or even a casual conversation can make recognition feel more genuine and heartfelt. That’s why I always encourage in-person meetings and interactions as they strengthen the sense of belonging and remind people that appreciation goes beyond screens and emails.
Conclusion
Hala’s insights serve as a powerful reminder that recognition and well-being must be both personal and purposeful, and rewards inclusive. Technology can be a great enabler but recognition goes beyond screens and emails, underscoring that while technology can amplify connection, it’s human warmth that sustains it. As organizations continue to evolve, leaders like Hala are shaping a future where people and purpose thrive together.
We have many more such interesting conversations lined up for you. Stay tuned!
