Recently we met with the CEO of a 400 million dollar technology company, and the majority of our conversation was spent talking about the new VP of HR who joined the team last quarter. “For the first time,” he says, “HR has a seat at the Executive Table. And in three short months, it has made a world of difference.” He went on to say, “She gets it. She gets our business. She is making infrastructure changes that are immediately impacting our ability to service our customers, benefiting the employees, and equally important adding to the bottom line.”
As experts in the talent acquisition space, we understand how critical it is for HR to be a member of the Executive Team and involved in strategic business decisions and talent alignment. In an article written by professional speaker Ryan Estis, “What Does the C Suite Want From HR?” Estis helps HR understand the best approaches to being viewed as that strategic business partner.
1. Understand the business and industry you serve. HR should be an expert in their department, but should also understand the company’s overall strategies, challenges, objectives and obstacles.
2. Remain visible. Once you are fully knowledgeable on the company’s business and strategies, show how HR can help meet those goals. Be involved in business strategy meetings and establish expectations around the contribution of HR.
3. Educate the C-Suite on how business strategies around people will improve their bottom line. Coach communication and celebrate culture.
4. Serve as a catalyst for change. Estis challenges HR to lead the people strategy, creating solutions for problems that have not yet been considered and holding the business accountable.
As Estis explains, “Talent is a top of mind priority in the C Suite and HR is incredibly well positioned to deliver increasingly more value to the business.” At Greene Resources, we look forward to the opportunity to engage with you in this process.
