What do business leaders say about HR in your organisation?

‘Organisations get the HR function they deserve’. What do you think of that perception? What do business leaders say about HR in your organisation?

In my work I see massive differences between HR functions. Why is that?

One critical factor is the expectations that business leaders have of HR. When they’ve experienced strategic HR, they want more of it. When they’re being given operational HR they can be content with that – unfortunately.

HR’s expectations of themselves are, clearly, another critical factor. After several really tough years of dramatic change and exhausting workload, it can be hard to get your head up and find the energy to drive the shift to becoming a truly strategic function.

However, we are in a critical phase for HR. Massive changes in the world of work have created a tsunami of demands on HR. Those changes also open many doors. HR leaders have to choose to open those doors.

For example, we now have research to prove that when HR partners strategically it can deliver a 9% increase in profitability. Do you want to be able to deliver that in your organisation?

What does strategic partnering really mean and how do you get there? And how do you lead this across your HR function?

In our recent webinar – Next Generation HR – A turning point – I wanted to challenge and inspire HR leaders to choose how they want to change. I shared practical tools and ideas to help HR leaders to:

• Become more business savvy and credible with business leaders
• Shift relationships with business leaders – change HR’s narrative, and HR’s conversations
• Advocate more effectively for the HR priorities that are critical success factors for business
• Build your reputation and influence as partners in business success
• Get your HR team lined up behind business priorities.

Deciding what you want business leaders say about your HR function is a good place to start. We can help you to build a roadmap to get there.