For many HR leaders, the role is about balancing strategy, compliance, and people. But for one seasoned HR director, it’s not the payroll reports or policy manuals that leave a lasting impression—it’s how people remember her long after they’ve left the organization.
“For me, the most fulfilling part of being an HR professional is knowing how employees remember me, even after we no longer work together,” Jessa Muriel Muit Nadela told Financial Adviser PH. “It’s incredibly rewarding when former employees reach out to say how much they appreciated the support, guidance, and positive impact I had during their time with the organization.”
With years of experience under her belt, this Certified Human Resource Professional has handled every corner of the department—from overseeing payroll and compliance to crafting company policies and resolving employee relations issues. Today, as an HR director, her role is more strategic, working closely with senior leadership to align HR goals with overall business direction.
“As a director, my daily responsibilities are more strategic and involve handling complex HR matters across the organization. I oversee and manage the entire HR department’s administrative functions, ensuring that all processes run smoothly,” she explained. “This includes everything from policy development and employee relations to overseeing payroll and compliance.”
Despite the operational demands, she keeps one thing at the core of her leadership: people. Her passion lies in the areas that impact lives directly—recruitment and selection, learning and development, and employee relations.
“I love all facets of HR, but if I had to choose, it would be recruitment and selection, learning and development, and employee relations,” she said. “I’m particularly drawn to recruitment because of the excitement of matching the right talent with the right roles. L&D is something I’m passionate about because it’s key to employee growth and organizational success. And I deeply value fostering strong employee relations, as it creates a positive and productive workplace culture.”
This balance between strategy and empathy defines her approach to people management. At the heart of her work is a commitment to listening, building trust, and staying human—even in the toughest conversations.
“I approach people management with a focus on open communication, empathy, and mutual respect,” she shared. “I believe that building strong relationships with employees is key to understanding their needs, motivations, and challenges.”
It’s an approach that has guided her not only through her career but through changing trends in HR—especially as topics like mental health and employee well-being become central to how organizations function.
“One of the most exciting trends in HR is the increasing focus on employee mental health and well-being,” she said. “As organizations recognize the profound impact that mental health has on productivity and engagement, HR is playing a more significant role in promoting a supportive environment.”
For her, this is more than a checkbox on an HR report—it’s about creating a safe, inclusive space where people feel seen, supported, and heard.
“I find it rewarding to help create spaces where employees feel safe discussing mental health, and to implement initiatives that provide resources and support for their well-being,” she said.
Through all the layers of her work—from policy and compliance to culture and care—what stands out most isn’t the metrics. It’s the moments that can’t be measured: the thank-you messages, the unexpected emails from former employees, and the quiet impact that lingers long after the job ends.
“HR is not just about policies and processes—it’s about making a real, personal difference in people’s careers and lives,” she reflected.
