August 05, 2019
Company Leaders Partnering with HR...It's About Damn Time.
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Partners in Strategic Planning
The most important issue I see now when companies are looking for an HR leader is the ability to be a strategic partner to the executives. We are already strategic by nature so put us at the table and let us help you move the company forward.
How do you feel when you have to wait for something you really, really want? A great culture; engaged, motivated, and enthusiastic employees; and exponential organizational growth.
Who is Responsible?
This type of growth is not just the responsibility of the HR team but a business partnership between the C-Suite, HR Leaders, and Department Heads.
Today I'd like to talk to you about First, the need for HR leaders to be at "the table" alongside the C-Suite during strategic planning, Second, the roles and responsibilities of each team member, and Finally, how the organization and employees benefit from this strategic business partnership.
Start-up businesses along with small to mid-size companies need to be fresh and innovative to attract and retain the type of employees that will propel your organization forward to reach the goals you have set. The problem is that most leadership teams only engage their HR leaders when they have hit a snag or need to clean up a mess that has been made.
Human Resource professionals are more than just "benefit enrollers" and "overhead". The Director and the other team members in human resources are the strategic partners and revenue generators you are looking for. We already think strategically. We are already processing each decision we make to see the trickle-down effects. We do this when writing policies and procedures; visualizing new benefit options; brainstorming recruiting and retention programs; and creating training, development, and succession plans. We hire the employees that are producing or providing the services that create revenue to propel your organization to reach its strategic goals.
This is Important
Human Resource strategic partnership is very important. Do you have a five to ten-year strategic plan for your company? What better way to get moving toward the goals of those plans with the subject matter experts that can help establish the necessary programs and team members to get you there.
Now, Do You See It?
I'm sure you can now see the need for this strategic business partnership with human resources. You might be asking yourself, how can I make sure my HR team can get us to the strategic finish line? Let me tell you.
Here are some best practices for partnering with HR Leadership:
Budget resources tactically with the anticipation and expectation that pre-planning and extensive research will catapult your strategy into reality.
It's Not Rocket Science
You can see that it isn't difficult to partner with your HR leadership. Let's look at what may happen if you choose to bring HR into your strategic planning sessions and what may happen if you choose not to.
Your Most Important Decision
Adding HR leaders to your strategic team will contribute to the success of your company and is the most important decision you will make.
Imagine the workload you might face had you not made this decision to include the HR team in your strategic planning. Think of the satisfaction and benefits this alliance can have for your organization.
Remember that HR leaders are strategic by nature. Your organization should benefit from the innovative leadership created by this new and everlasting partnership.
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