HRTech Interview with Joanna Kmiec, Chief People Officer at Loopio
Joanna Kmiec, Chief People Officer at Loopio shares a few proven people first HR practices for SaaS companies in this HRTech Q&A:
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Hi Joanna – what’s the most exciting part about being a SaaS Chief People Officer?
The most exciting part of being a Chief People Officer in the SaaS space is the opportunity to help shape an organization’s culture while driving scalable global growth. Having worked in global HR strategy for years, I find it incredibly rewarding to bring both the people and business strategy into alignment.
At Loopio, that alignment is especially meaningful. As the leader in RFP response software, we help thousands of organizations simplify and scale how they manage RFPs and proposals. The same commitment to clarity and collaboration that defines our product also guides how we build culture internally—focusing on communication, connection, and empowerment as we scale.
SaaS companies like Loopio are full of dynamic change, and it’s incredibly exciting to be part of an organization that’s growing rapidly while staying true to its people-centric culture. I thrive on building that bridge between business objectives and employee engagement, ensuring that as we scale, every employee feels aligned, supported, and engaged in our mission.
What in your view do most SaaS Chief People Officers find challenging when it comes to building people first cultures in tech?
Building a people-centric culture in tech is always challenging because of the fast-paced and often unpredictable nature of the industry. I’ve seen firsthand how scaling globally—whether through M&A or entering new markets—requires adaptability and constant recalibration of cultural values. The challenge is ensuring that speed and innovation don’t damage the foundational elements of trust, inclusivity, and employee engagement. As companies grow, it’s crucial to strike the right balance between empowering innovation and maintaining that core sense of culture. This is something I’ve focused on throughout my career and will continue to prioritize at Loopio as we scale.
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Can you talk about some of your core HR strategies that drive your HR goals today?
For me, effective HR starts with empowering leaders. When they have the right tools and confidence to support their teams, great results follow. Leadership development has been a focus throughout my career, and I’ve seen firsthand how equipping leaders to motivate and guide their teams strengthens the entire organization. Another key strategy is fostering continuous employee engagement, which I believe starts with transparent communication and regular feedback loops. What excites me about Loopio is the chance to build scalable HR processes, ones that are adaptable to our growth while reinforcing our core cultural values. I’ve seen this work in my previous roles, and it’s great to be able to apply these practices in a new and rapidly growing organization.
Tell us about some of the HRTech you’ve often relied on to move the needle?
Throughout my career, I’ve relied on a variety of HRTech tools to help streamline HR processes, drive employee engagement, and enhance overall efficiency. BambooHR has been a consistent tool for managing HR operations, particularly for organizations under the 400 people threshold. Other platforms such as Lattice and Culture Amp have been great for alignment around performance tracking, goal setting, and compliance, enabling HR teams to focus on strategy rather than administrative tasks. Lever and Ashby have also been invaluable in recruitment, helping to attract and manage top talent as organizations scale globally. For gathering employee feedback and measuring engagement, Lattice and Culture Amp have provided actionable insights to continuously improve the employee experience. Additionally, Bonusly and other platforms mentioned above have been excellent tools for building a culture of recognition and transparency, ensuring employees feel valued for their contributions.
What HR best practices would you share with HR Teams in SaaS from around the world?
One of the most important best practices I’ve learned is the need for an adaptable talent strategy. As SaaS companies scale, it’s vital to continuously evolve HR processes, from recruitment to leadership development, so that they can support rapid growth without compromising culture. Creating a flexible, scalable recruitment and onboarding process is essential, especially as companies expand into new regions. A critical approach to success is to also treat your EX as a product, where the employees are your customers and their experience (UX) across the employee journey is carefully curated to be flexible and as seamless as possible. I’ve also found that prioritizing mental health and well-being is crucial, particularly in tech, where the risk of burnout can be high. Building a supportive environment that enables teams, fosters work-life balance, and recognizes mental health as a priority has been key to employee retention and engagement. Lastly, leveraging HR technology to streamline processes enables teams to focus on strategic initiatives that truly drive culture.
Can you speak about some of the SaaS companies you find have impressive people first cultures: what stands out?
Having worked in several global SaaS organizations, I’ve always admired companies like Lattice and Slack for the ways they’ve built cultures that prioritize people without sacrificing performance. Lattice stands out for how it integrates feedback and development into everyday work, making growth a shared responsibility. And Slack continues to be a great example of fostering collaboration and belonging across distributed teams. Both of these companies have found their own way to make culture a competitive advantage—something we strive for every day at Loopio.
I’m also proud to see how Loopio has built a similar reputation in our own space. As the industry leader in RFP response software, our success is rooted in empowering our people to work smarter, not harder. That people-centric philosophy is what fuels our ability to innovate and maintain leadership in such a fast-moving category. If you take care of and enable your people, they will take care of the business.
A few thoughts on the future of HR and HRTech?
I believe that the future of HR will be shaped by an even deeper integration of AI and data analytics, which will empower HR leaders to make smarter, more informed decisions about talent acquisition, employee engagement, and performance management. With my background in HRIS and HR tech solutions, I see great potential in AI to automate routine tasks and offer more personalized experiences for employees, and help shift people teams into becoming true business partners and drivers.
At Loopio, we’re also seeing how AI is transforming the RFP process itself—helping teams respond faster, improve accuracy, and focus their time on more strategic work. It’s a great example of how the right technology can make work more human by removing friction and freeing people to do their best thinking.
In addition, I think we’ll see more platforms that offer a holistic view of the employee journey, from recruitment to performance, allowing us to be proactive in addressing workplace issues before they arise. With the continued rise of remote and hybrid work, HR will also need to invest in more collaboration tools to keep employees engaged and connected, regardless of location.
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Loopio is a Toronto-based RFP response software provider that helps companies streamline their process for RFPs, DDQs, and Security Questionnaires.
Joanna Kmiec is a strategic and results-driven Chief People Officer with extensive global experience in scaling organizations, driving workforce transformation, and leading cultural change. She specializes in guiding high-growth companies through M&A, organizational transformation, and the development of scalable people strategies that enhance engagement and business performance.
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