When Dianne Mae Pribhdas, Certified Human Resource Professional, joined Ooze Studios, the company was like many growing remote teams—fast-moving, talented, and full of potential, but lacking structure.
“Remote work offers freedom—but without clarity and culture, it can also create chaos,” she shared with Financial Adviser PH. “I saw the opportunity to build something better—something people could grow in, not just work from.”
As Talent & Operations Leader, Dianne didn’t just bring in HR processes—she rewired the employee experience from the inside out. She now leads five key functions: Talent Strategy, Training, Engagement, Operations, and Finance. But the transformation didn’t happen with policies alone—it happened through people.
She began with intentional hiring. “Every candidate isn’t just assessed for skills—they’re coached through the process to see if the company fits them, too. Every hire is strategic, every onboarding experience thoughtful.”
She personally mentors over 90% of the team, holding weekly one-on-one sessions to support leadership growth, communication, and wellbeing. One of her key innovations is the Ooze Integrations Tracker, a soft skills framework that aligns company values with practical self-improvement.
“It’s more than a checklist—it’s a compass, helping our team become better at what matters most: self-management, empathy, and ownership,” she said.
But her people-first strategy didn’t stop there.
She made the case for a mental health partnership with MindNation, securing free access for employees to psychologists, nutritionists, and financial planners. That move, combined with her wellbeing framework inspired by Gallup’s Net Thriving Score, helped the company reach an unprecedented 100% engagement score in 2024.
On the operations side, Dianne oversees payroll, workflow automation, and vendor payments. Every system she builds—whether it’s tracking performance or managing time off—is designed to reinforce trust, autonomy, and care.
“I want people to feel supported even when no one’s watching. That’s real culture,” she said.
For Dianne, structure isn’t the opposite of empathy—it’s what empowers it.
“You can’t scale chaos. But if you embed purpose into every system, every conversation, every check-in—people flourish.”
And clearly, they have.
