Transformation at Syniverse has been both structural and human, shaped by choices that turn culture into an engine for performance. Within that effort stands Sandra Rosa, chief human resources officer, who has guided a three-year shift that unites strategy with care so the organization can move faster with clarity.
Rosa describes milestones that strengthened the enterprise. Syniverse launched a culture code to align behaviors across regions and introduced programming that deepens engagement and community. A continuous listening strategy began in June 2025 to capture insight in real time and act on what employees say matters most. Results show progress, including placement in the top quartile of technology companies for engagement. FlexPTO reinforced trust and well-being, while feedback loops ensured policies reflect lived experience. Combined with data-driven practices and a development model that blends formal learning with mentoring and stretch work, these moves produced a more agile Syniverse ready to lead through change.
The workplace she is shaping rests on adaptability, digital fluency and practical use of automation and artificial intelligence. A Titan 100 Honoree, Rosa is building a learning ecosystem with microlearning, peer coaching and cross-functional projects so skills keep pace with shifting needs. Managers receive tools to translate strategy into daily action, remove roadblocks and support growth. The aim is a workforce prepared not only to meet tomorrow but to shape it.
Energy is renewed through purpose, progress and people. Rosa stays close to teams, shares outcomes openly and recognizes contributions with storytelling that highlights specific impact. Listening sessions, leader roundtables and visible follow-through convert ideas into practice. That rhythm keeps focus steady and builds confidence that improvement is real.
If she could master any skill instantly, Rosa would choose AI engineering. As AI reshapes work, she believes leaders in human resources must understand not only business implications but also the mechanics that drive the technology. Mastery would help her bridge innovation and people, champion responsible use and guide employees through reskilling with empathy. She sees opportunity in freeing capacity for meaningful, human-centered work and aims to help colleagues see what is possible, not only what is changing.
Her proudest work since earning Titan 100 recognition centers on building a system where culture drives results. Rosa advanced initiatives that strengthen inclusion, encourage continuous learning and give emerging leaders room to practice responsibility. Community outreach and mentorship remain priorities because developing the next generation is both obligation and opportunity. She measures success by trust earned, capability gained and careers that take flight.
The five-year picture is people-first business transformation anchored in data, empathy and inclusion. Insight will guide decisions, development pathways will remain visible and cross-border collaboration will feel natural. Policies will evolve with evidence, programs will scale without losing heart and the enterprise will move with confidence through whatever comes next.
