Q&A with Hoffmann-La Roche’s Rana Kassab

A: By striving to understand the changing needs of our diverse, multigenerational workforce, we can focus our efforts and resources on creating and evolving our benefits offerings to ensure they remain meaningful and truly supportive of our employees’ well-being. Additionally, keeping employees informed and engaged with the various benefits programs requires a robust and innovative communications strategy. This ensures employees are fully aware of and can take full advantage of the programs available to support them both personally and professionally.

Read: How employers are using data to integrate DEI into their benefits plans

Q: What new programs or initiatives are you looking to implement?

A: Diversity, equity and inclusion is at the core of our benefits programs and policies. We offer generous paid family leave programs as well as coverage for family-building services including adoption, surrogacy and fertility treatments. We are excited to introduce gender affirmation coverage under our benefits plan in 2025. This initiative aims to ensure our gender-diverse employees and their dependants can embody their true selves.

Q: What programs do you consider the most successful or that you’re most proud of?

A: I am particularly proud of the comprehensive suite of benefits we offer, all designed to support our employees’ holistic well-being. Employees can rely on our leave policies for peace of mind, as these policies provide the time and financial support needed to navigate significant life events. We also offer an above-market vacation policy, complemented by 10 to 11 paid wellness days annually and a very accommodating workplace flexibility policy.

Q: How do you judge the success of a program or initiative?

A: One of the most critical measures of success is employee satisfaction with the program, which we gather through employee surveys and focus groups. This feedback provides tangible in-sights into how a benefits policy impacts our employees’ lives and helps us identify potential improvements. Another key metric is the utilization rate, which reveals how actively employees are engaging with a particular program.

Read: Expert panel: How employers can support transgender, gender non-conforming employees

Q: What key human resources issues do you expect in the coming year?

A: One of the main challenges is enhancing the personalization of benefits programs while maintaining cost efficiency. I am excited about the prospect of applying artificial intelligence to create innovative and personalized benefits programs and communications. AI has the potential to tailor benefits to individual needs, streamline administrative tasks and deliver more effective, targeted communications.

Q: What do you like to do in your free time? What are your hobbies?

A: I love travelling with my wonderful family and building new memories along the way. I enjoy exploring new places, immersing myself in different cultures and, of course, tasting new cuisines. Visiting historical sites and cities is particularly fascinating to me, as it offers a chance to step back in time.

Read: 60% of working women believe menopause, reproductive health issues can affect career advancement: report

Q: What’s your favourite employee benefit and why?

A: If I had to highlight one specific benefit, it would be our new women’s health tool. This tool empowers women on their health journeys and equips their allies with essential knowledge to support them effectively. By addressing the needs of women through different life stages and health conditions, the tool seamlessly connects these needs to the support available under our group benefits plan and policies.

Blake Wolfe is the managing editor of Benefits Canada and the Canadian Investment Review.