# Meet Anna Binder, Asana’s first Head of People Operations > We’re excited to welcome Anna Binder to Asana as our first Head of People Operations. Source: https://asana.com/inside-asana/meet-anna-binder ## Meet Anna Binder, Asana’s first Head of People Operations _Editor’s note: We’re excited to welcome Anna Binder to Asana as our first Head of People Operations. Before joining Asana, Anna was VP of People at MuleSoft and previously held leadership positions at ReadyForce and IronPort Systems._ At fast-growing tech companies, we always invest in our businesses—and often invest heavily in recruiting—but we rarely invest with the same rigor in our people. Asana is exceptionally different, and it’s why I’m excited to announce I’ve joined Asana as its first Head of People Operations. In my new role, I’ll work closely with our co-founders Dustin and Justin as we scale the amazing culture they’ve built here from the ground up. Equally as important, I’ll be doing great things together with each and every one of our now-more-than-200 Asanas as we take this values-driven company to the next level. ## Culture is what connects business goals, values, and people Every company has a culture, whether you’re a small nursery offering gardening services, a global law firm, or a burgeoning tech startup. Whether or not that culture has been intentionally designed is what can matter most. Culture is often misdefined and it’s obviously not the same as perks and benefits. Rather, culture lies at the very core of a company; it’s what connects three crucial parts of an organization. It’s helpful to think of them as the three points of a triangle. One point of the triangle is the organization’s business goals. What is your organization trying to achieve in the marketplace, and how will it get there? Second is values. What are the values of the company, especially of its founders? Everything starts with the values held by company leadership and how well they walk the talk. The third is people, or in operational terms, “people touchpoints.” These are all the programs, communications, and behaviors within a company itself—things like the budget, the language used in job descriptions, and how decisions are made and communicated. There are potentially thousands of these touchpoints in any given company—and every one of them matters. Culture is what lives in between these three points, connecting them together. My goal is to build and evolve people programs that help us achieve our business, [diversity, and inclusion](https://blog.asana.com/2015/12/diversity-at-asana/) goals in a way that is consistent with our [values](https://asana.com/company). ## Scaling Asana’s great culture through world-class people operations Asana is built on a foundation of mindfulness. As [Dustin has discussed](https://medium.com/building-asana/mindful-sana-e5932912d1df#.qywrtqffv) many times, [mindfulness informs everything](https://www.startupgrind.com/blog/dustin-moskovitz-of-asana-facebook-nurture-these-two-things-to-craft-a-great-work-culture/) from how we make tough trade-off decisions in the product to how we onboard new hires and develop managers. As our headcount continues to grow, we’re committed to our idea of “fast growth, mindful business.” And we’re constantly looking at ways to ensure that our incredible culture continues to thrive through our people programs, especially as they (naturally) grow more complex in nature. In more concrete terms, these are business questions like: What’s our compensation philosophy as we continue to expand into different geographies? How do we scale the programs like our [Conscious Leadership Group workshop](https://blog.asana.com/2016/04/workstyle-what-two-days-leadership-training-taught-us/) for all staff? What are the most important internal metrics and drivers that matter to the health of a much-bigger Asana in a year’s time? And how do we start understanding that data now? I do believe that an examined life is an improved life, and Asana is certainly a company dedicated to examination, reflection, and betterment. I’m delighted to join the team and build on the many things that are already working so well. I’m even more excited to [help drive where we go next](https://blog.asana.com/2017/02/asana-company-updates-2017/). - [다양성, 포용성, 소속감을 통해 더 강력한 Asana를 구축하기](/ko/inside-asana/diversity-inclusion-belonging-2023) 회사 #### 콘텐츠 작가 At Asana, our mission is to help humanity thrive by enabling the world’s teams to work together effortlessly.At a time when the key tenets of diversity, inclusion and belonging ar ... - [Scale: 10월 20일에 열리는 가상 엔터프라이즈 서밋에 참여하세요](/ko/inside-asana/register-scale) 회사 지난해 기업들은 하이브리드 형태의 업무가 팀의 공통된 목표 달성에 미치는 영향을 직접 경험했습니다. 내부 조사에 따르면, 기업에서 근무하는 직원들은 업무 시간의 55%를 앱과 툴 사이를 전환하는 데 소요하고 있어 업무가 누락되고, 작업을 마무리하지 못하고, 마일스톤을 달성하지 못하는 것으로 나타났습니다. 팀은 계속해서 ... - [Asana 사용자의 미션은 곧 Asana의 미션입니다](/ko/inside-asana/mission) 회사 #### CEO 겸 공동 창업자 다음은 제가 원래 글로벌 기업의 전사 미팅에서 발표한 강의를 기반으로 합니다. Asana의 미션은 전 세계 팀이 수월하게 협업할 수 있도록 지원하여 인류의 번영에 기여하는 것입니다. 요즘 뉴스를 보면 세상이 모든 면에서 나빠지고 있다고 판단하기 쉽지만, 최근의 역사는 세상이 나아지고 있다는 몇 가지 중요한 방법을 보여줍 ... - [데이터를 원하는 방식으로 관리: Asana의 EU 데이터 센터 발표](/ko/inside-asana/eu-data-center) 회사 #### 콘텐츠 작가 From day one, our mission at Asana has been to help humanity thrive by enabling the world’s teams to work together effortlessly. And when we say the world’s teams—we mean it. Toda ... - [Meet Anna Binder, Asana’s first Head of People Operations](/ko/inside-asana/meet-anna-binder) 회사 Editor’s note: We’re excited to welcome Anna Binder to Asana as our first Head of People Operations. Before joining Asana, Anna was VP of People at MuleSoft and previously held le ... - [회사](/inside-asana/company)