It's a missed opportunity for senior leadership and HR if they operate in silos and their programs are not aligned with strategic business goals.
70% of CEOs expect their CHRO to be a key player within enterprise strategy. However, only 55% believe their CHRO is meeting this expectation.
HR has a unique opportunity to influence key performance indicators such as company culture and employee engagement. Without a strategic HR partner, your impact won't be as significant, even with the best of efforts.
This article will explain what it means to be a strategic HR partner and why it is essential. We also discuss how you can become a strategic partner in your organization.
As a strategic partner, HR has the responsibility of developing and directing an HR plan that supports the organization's overall goals.
A strategic HR partner bridges the gap between the work of the HR team and the mission of the C-suite.
Strategic partners ensure that the HR policies, procedures, and governance are aligned with the overall picture. How can strategic HR partners help create an engaging, high-performance culture that propels the entire business forward?
What is the difference between an hr manager and a strategic partner? Although your HR department may operate as a strategic partner collectively, the individual roles as strategic partners and managers are different.
The role of a strategic HR partner involves working with senior leaders to communicate and develop the company's strategy.
A strategic HR partner is a person who works as an advisor to the organization's HR department.
They are not involved with the HR administration and execution. They focus on the bigger picture and collaborate with the HR department and the leadership team.
Too often, HR departments operate in a silo, disconnecting from senior leadership's conversations and decision-making. This creates a misalignment between HR departments and the rest of the business, hindering HR's ability to support and ultimately drive strategic business outcomes.
High-performance, successful organizations create alignment across departments and teams. HR can be a strategic partner to senior leadership and enable this type of engagement.
The glue that binds organizations and teams together is HR, which can significantly impact the entire organization. From behind-the-scenes administration to leadership training and internal communication, HR plays a vital role in company culture, employee engagement, and business performance.
This is where HR can be a strategic partner and make a real difference in both HR efforts and overall business success.
Strategic HR Partners can drive individual, team, and organizational performance through:
Executives seek out HR leaders who can be strategic partners. These tips will help you become a strategic HR partner and transform the HR relationship within your company.
1. Know your business.
Although you may have a good understanding of HR operations, being a business partner is more important than just knowing the basics.
Learn about the company's products, services, business model, and take time to do so. Spend a day shadowing employees on the ground to learn about their work and discover critical strengths and weaknesses.
The first step in acting strategically is understanding how each role and department work.
2. Always look at the bigger picture.
It is easy to get lost in the jungle of HR. Every aspect of the business is affected by HR operations, including compensation and benefits, hiring and firing, and everything in between.
You can't stay in firefighter mode if you want to be a strategic partner. It is essential to see the bigger picture and zoom out. It would help if you took the time to evaluate the HR situation and consider the long-term goals of your company.
You can think about your company's needs for the next one to five years and plan the programs and processes that will allow you to reach your goals.
3. Make data-driven decisions.
Data is your friend. It would help if you were comfortable reviewing and analyzing data and pulling reports. Data and evidence should drive HR strategy, not hunches and assumptions.
A strategic HR partner's ability to use data to find key insights and create stories that motivate action is one of the most valuable contributions they can make.
4. Prioritize investment and assess your business readiness
You won't have the funds to invest in every opportunity or idea because no business has unlimited resources. You must identify the resources available and determine where they should go to make the most significant impact as a strategic HR partner.
Your HR efforts will be more aligned with business goals if you are more proficient in assessing business readiness and priorities. You can use the data and HR metrics you've collected to determine if you have the resources and support needed for different strategies. Then, prioritize your plans according. This is where strategic partners are most valuable.