Leaders

Rania Issa brings a proven track record of results in HR, talent strategy, and organizational effectives. With over 20 years of professional experience, she has successfully navigated industries from pharmaceuticals to consultancy, driving initiatives that enhance leadership pipeline, improved retention for continuous learning. As an experienced HR professional, she leverages her dual academic foundation along with advanced certifications to integrate strategic HR practices with business impact.

Take us through the formative years of your life and key influences that shaped your life’s trajectory.

My journey began in Lebanon, where I was born and raised, however my life has largely been shaped by opportunities that extended beyond borders. I was fortunate enough to pursue a part of my studies in France while still in school. Lebanese roots and French exposure opened an array of diverse perspectives. It brought to light that positive communication brings openness and adaptability for different viewpoints. This foundation became a cornerstone of why I see myself so naturally aligned with HR.

Values of love, respect and ethics forms the basis in everything I do. The blend of external challenges and internal grounding created a strong base for the way I approached both leadership and human relationships. It gave me an insight to stay curious and never stop learning.

Tell us about your 25 year-long professional journey as a Human Resource leader. What have been some crucial turning points throughout your journey?

The early part of my professional journey was not in the HR industry but had its roots in the pharmaceu­tical sector. My next decade was spent in pharma, in­teracting with doctors and engaging in science-based discussions. This experience shaped my overall out­look and sharpened my abilities to communicate com­plex ideas with clarity defining my leadership style.

My career saw a transition into HR through a re­gional role in Dubai. Without any previous knowledge, I chose to embrace the challenge, trusting the oppor­tunities for achieving results beyond imagination. Starting in Learning and Development for 13 countries across the Middle East, I successfully built strong training programs that laid the foundations for broad­er capacity-building in the region.

A turning point that shaped my perspective on HR’s future and role was when the company achieved recognition as a ‘Great Place to Work’. Working hand-in-hand with senior leadership taught me valuable lessons that still continue to guide me.

Highlight the key areas of expertise that you have developed over the years as an HR leader.

HR functions have seen a radical and strategic shift from its previous roles. A people-centric approach along with empathy at its core, the new HR profile calls for developing a strong business acumen. Understanding an organization’s operational challenges, HR gains a clearer perspective on how its actions directly impact business outcomes. Such impactful changes elevate the HR professionals driving growth for people and business on a whole.

My expertise lies in generating capability across different sections of the organization. At the heart of this operation is the process of identifying right people, nurturing their talent through various development programs, and support their performance management. I aim to cultivate an ecosystem where talent is not just recruited but also guided toward long-term growth.

As a CHRO, what are some crucial roles and responsibilities that you shoulder? How do you build a strong company culture?

Behind every successful business lies an internal culture that either fuels progress or quietly erodes it. My return to Lebanon after years in Dubai became the formative base of my leadership style for the working environment I wanted to establish. Connecting my vision to the team helped me thrive and stay connected to all. We diagnosed the current state, mapped the future, and engaged teams across the organization in shaping the journey. Conducting meaningful workshops uncovered cultural myths and challenges that were otherwise ignored.

Transformation is incomplete without investing in people. Their psychological safety of free expression, voicing concerns without any judgement and fear was one of the critical elements to focus on.

I create environments where high-performance meets continuous growth based on both, local and global dynamics. In a country like Lebanon, resilience is not optional but essential. This helps the team to better adapt, endure, and continue to succeed no matter the circumstances.

What key business challenges do you encounter in your current role? How do you successfully navigate through these roadblocks?

In my personal experience, operating in Lebanon has meant leading through volatility. The financial collapse, severe currency devaluation, medicine shortages, and political instability created a wave of challenges that hit business one after another. We built a resilient model to adapt and evolve, focusing on short and long-term goals. Compensation and benefits became central to this strategy as it requires a mindset on courage, agility, and ability to resent strategies. almost weekly in response to shifting realities.

"Adapt, Believe, And Lead With Integrity"

Living through constant change in times of uncertainty has become a way of thinking for us. Elevating the role of HR and embedding it as a strategic partner in the business remains my focus. This means reframing the conversation so that every HR initiative clearly demonstrated its impact on performance, growth, and sustainability. Progressive organizations need to align HR with company’s long-term objectives to respond to immediate priorities.