Where does HR stand in the business hierarchy? Is it doing the best job it can? Is it under appreciated by the business leaders who benefit from its actions?
In The HR World’s webinar, Is HR ready for the C-Suite, is the C-Suite ready for HR, a highly experienced panel of Amanda Rajkumar – Board Level HR Practitioner, previous Adidas’ Executive Board Member overseeing Human Resources, People, and Culture and Head of Human Resources for BNP Paribas USA, Orlagh Hunt – Chief People Officer, One Savings Bank and Richard Adams, Managing Director at webinar sponsor DEKA Outsourcing, shared their thoughts and ideas about maximising the influence of HR within organisations.
It is clear that the game has changed for HR over the past years as issues such as the pandemic, health and wellbeing and the cost of living crisis has thrust challenges upon HR leaders. But what emerged from the discussion was a need and willingness for HR to demonstrate more clearly the unique contribution it can make to business leadership and ensure this contribution is appreciated and valued. There is a balance to be stuck, however. On the one hand, HR definitely needs to be able to speak the right language at the top of organisations – including return on investment and strategy – but at the same time it needs to preserve its unique outlook and contribution.
Amanda Rajkumar describes HR as the conscience of an organisation and the panelists emphasised the need for the function’s leaders to ensure the message of considering people in the workplace stays front and centre at all times. HR needs to have an independent voice among the leadership team, one which is certain of the value and indeed, the company values it is upholding.
Interestingly, while much of the pandemic required HR to respond swiftly, establishing a stronger place among the leaders of a business requires a longer-term view. There needs to be a clear strategy formulated, communicated and upheld by the function – one which will demonstrate to the business how managing its talent is key to its future and ongoing success.
Check out the follow-up questions here: Q&A: Is HR ready for the C-Suite, is the C-Suite ready for HR?
