Dana Hodroj

• Compliance & Policy Management: Ensured adherence of company policies and procedures to
labor laws across regions, drafting, approving, and updating policies as needed.

• HR Ops & Policy Management: Conducted audits and reported areas of anomalies and
trends, analyzed and optimized HR workflows, protocols, policies, and automation of SOPs.

• Carried out therapeutic assessments and established treatment goals.
• Assessed patients psychosocial abilities, and/or risk of harm to self and/or others if present.
• Monitored signs of improvement or deterioration of skills.
• Maintained clinical records building case conceptualizations with every client.

• Employee Relations: Conducted workplace investigations across regions to support
leaders in resolving collective workplace concerns.
• Risk Management: Proactively identified collective workforce risk factors and solutions.
• Workforce analytics: Utilized data insights to identify trends, risks, or concerns.
• Compliance: Ensured compliance with company policies and Health and Safety practices.
• Culture & Values: Reinforced company culture through consistent application of HR practices,
employee initiatives and company values.

.Leadership Partnership: Partnered with leaders to identify people & culture priorities
that align with business goals.
Payroll & Benefits: Processed weekly payroll and managed group benefits, leaves of
absence, restructuring, and year-end processes and renewals.
Compensation: Drafted compensation proposals and agreements in compliance with
company policies and pay equity legislation.
Employee Relations: Mediated workplace concerns, claims, and audits, directing
resolution and action as needed.
Workforce Planning & HR Analytics: Maintained headcount, staff costs, and expenses,
and managed employee lifecycle of local and remote employees. Talent Acquisition: Managed full cycle recruitment strategy aligned with business goals
in collaboration with leaders, internal and external stakeholders.
Talent Acquisition, Engagement, Retention & Brand Visibility: increased brand
visibility, employee engagement and retention through various engagement and
networking initiatives.

Employee Relations: Served as the senior escalation point for labor relations concerns,
investigations, and meditations; processing terminations, meditations, grievances, and/or
performance management cases as needed.

Leadership Partnerships: Partnered with leaders and external stakeholders to deliver
timely solutions.