I started my HR career at Mira with Jenna as my manager. She was the first HR hire at the company and created everything that we're using right now, both on the HR and People Operations sides of the business. During our working time together, Jenna created and implemented the employee engagement and retention strategy, developed more appealing cultural statements and value proposition for our organization, implemented and maintained the robust OKR system, and led many other people-oriented projects. She made a huge impact on Mira, professionally and personally.

When Jenna joined the HR team at our mutual employer, there was immediate improvement in both quality of work as well as cooperation among the HR team. Prior to Jenna, managers in her position would blow off the US-based director, who knew our business inside and out. The office politics had been unbearable. Jenna came on board, and that changed. She listened to job requirements. She listened to gripes about candidates we were seeing. She listened to suggestions for improving candidate pool. Best of all, she stopped the nonsensical infighting with the very good HR Director. At that time, I wasn't involved directly in HR, but the HR Director was a friend. It was nice seeing him having the respect he deserved and had earned. And it was easier for all of us when he was in a good mood, because Jenna was doing her job well and with a positive attitude. It was hard when she left. Harder still when the Director left and I had to get involved with HR and understood what he had been dealing with. Jenna truly had been a bright spot. If I had a position open at either DEHeap Enterprises, Inc. or Center for White Rose Studies, I would hire her in a heartbeat.

I started my HR career at Mira with Jenna as my manager. She was the first HR hire at the company and created everything that we're using right now, both on the HR and People Operations sides of the business. During our working time together, Jenna created and implemented the employee engagement and retention strategy, developed more appealing cultural statements and value proposition for our organization, implemented and maintained the robust OKR system, and led many other people-oriented projects. She made a huge impact on Mira, professionally and personally.

When Jenna joined the HR team at our mutual employer, there was immediate improvement in both quality of work as well as cooperation among the HR team. Prior to Jenna, managers in her position would blow off the US-based director, who knew our business inside and out. The office politics had been unbearable. Jenna came on board, and that changed. She listened to job requirements. She listened to gripes about candidates we were seeing. She listened to suggestions for improving candidate pool. Best of all, she stopped the nonsensical infighting with the very good HR Director. At that time, I wasn't involved directly in HR, but the HR Director was a friend. It was nice seeing him having the respect he deserved and had earned. And it was easier for all of us when he was in a good mood, because Jenna was doing her job well and with a positive attitude. It was hard when she left. Harder still when the Director left and I had to get involved with HR and understood what he had been dealing with. Jenna truly had been a bright spot. If I had a position open at either DEHeap Enterprises, Inc. or Center for White Rose Studies, I would hire her in a heartbeat.

I started my HR career at Mira with Jenna as my manager. She was the first HR hire at the company and created everything that we're using right now, both on the HR and People Operations sides of the business. During our working time together, Jenna created and implemented the employee engagement and retention strategy, developed more appealing cultural statements and value proposition for our organization, implemented and maintained the robust OKR system, and led many other people-oriented projects. She made a huge impact on Mira, professionally and personally.

When Jenna joined the HR team at our mutual employer, there was immediate improvement in both quality of work as well as cooperation among the HR team. Prior to Jenna, managers in her position would blow off the US-based director, who knew our business inside and out. The office politics had been unbearable. Jenna came on board, and that changed. She listened to job requirements. She listened to gripes about candidates we were seeing. She listened to suggestions for improving candidate pool. Best of all, she stopped the nonsensical infighting with the very good HR Director. At that time, I wasn't involved directly in HR, but the HR Director was a friend. It was nice seeing him having the respect he deserved and had earned. And it was easier for all of us when he was in a good mood, because Jenna was doing her job well and with a positive attitude. It was hard when she left. Harder still when the Director left and I had to get involved with HR and understood what he had been dealing with. Jenna truly had been a bright spot. If I had a position open at either DEHeap Enterprises, Inc. or Center for White Rose Studies, I would hire her in a heartbeat.